SARASOTA MEMORIAL HOSPITAL NURSING DEPARTMENT POLICY

Transcription

1 PS1006 SARASOTA MEMORIAL HOSPITAL NURSING DEPARTMENT POLICY TITLE: NURSE RESIDENCY PROGRAM Job Title of Reviewer: POLICY #: EFFECTIVE DATE: REVISED DATE: POLICY TYPE: (Admin) 9/90 10/14 DEPARTMENTAL INTERDEPARTMENTAL DEPARTMENTS PROVIDING NURSING CARE 1 of 5 Director of Education, Professional Development and Research PURPOSE: To provide structure, processes, and outcome measurements to support the newly licensed nurse s clinical, interpersonal, and critical thinking skills. To facilitate the re-entry of new SMH Nurses hired into the acute care environment following a leave from clinical practice (i.e., refresher course nurses). POLICY STATEMENT: The nurse residency program is a comprehensive planned program designed to retain newly licensed nurses (including re- entry nurses). In addition, the program s goal is to increase the new graduate nurses clinical competence, confidence, and comfort in an acute care setting. Newly licensed nurses (and re-entry nurses) are expected on hire, to work the schedule of their preceptor/coach during orientation. EXCEPTIONS: Participants in the Nurse Residency Program are not to be scheduled for overtime or critical need pay while working in a non productive FTE. Participants in the Nurse Residency Program may not be dually employed at SMH. Other exceptions will be made by agreement between the representative from the Education, Professional Development and Research (EPR) Department along with the Clinical Practice Specialist/Advanced Practice Nurse and Clinical Manager. These exceptions will be based on evidence of internship curriculum that supports the same goals as the Nurse Residency program. DEFINITIONS: 1. Nurse Residency Program: Is a planned program coordinated via the Education, Professional Development and Research (EPR) Department that addresses the newly licensed (and reentry) nurse s needs during the transition from the academic setting to the acute care setting. The team supporting the

2 2 of 5 program is made up of Advanced Practice Nurses (APN), the Residency Unit s Clinical Manager, and the trained preceptors/coach. Participants follow a simulation-based individualized orientation program. 2. Advanced Practice Nurse: This position collaborates, coordinates, and educates with the intent of developing the Professional Nurse to the highest level of educational practice. 3. Clinical Coach: Must have participated in a Clinical Coach Workshop or has received specific training in coaching of new graduates and understands the principals of adult education. The preceptor coaches the orientee on a 1:1 basis. Refer to SMH policy Clinical Coach Program/Clinical Preceptors. 4. Novice Nurse (referred to as Orientee): A newly licensed Nurse, Refresher Course Nurse, and LPN RN transition nurses. PROCEDURE: Intake process: 1. Upon acceptance of an offer by the nurse, the Human Resource Consultant, or Nurse Recruiter, will a. Notify the Clinical Manager of the acceptance and tentative start date based on the four week cohort schedule and in collaboration with the Residency Unit s APN. b. Send an notifying the Residency Unit s APN of start date. c. Ensure that the nurse will sign the Promissory Note for the Internship/Transition Team/ Graduate Nurse Residency program per policy 01.PER.28. d. Provide the start date, time, and place for the first day of orientation. NOTE: The new graduate or nurse refresher graduate in the Nurse Residency Program will be cost-accounted to the Nursing Orientation cost center (2196) for approximately eight weeks. 2. Once the date for orientation is determined, the Residency unit s APN, along with the Clinical Manager, should choose a clinical coach. 3. The orientee must be willing and able to work the schedule of the Clinical Coach while on orientation; this should be established at the initial interview prior to hire. Any scheduling concerns should be communicated to the Residency unit APN by the hiring unit s Manager prior to the orientees start date. 4. The Clinical Manager or Residency Unit APN, upon notification of acceptance, will send out an of

3 3 of 5 acknowledgement/appreciation for joining the team to the nurse. The will also contain the tentative orientation schedule for the Residency unit. 5. The Nurse Residency Program will include Nursing Orientation. Exceptions, to be made with collaboration between the EPR Representative and Clinical Manager/ Clinical Practice Specialist/Advanced Practice Nurse. 6. The clinical (unit-based) orientation period will vary depending on clinical performance and successful completion of the Nurse Residency Program and will be determined by the orientee along with the unit based educator/clinical manager. 7. Orientees will meet at least biweekly with the Preceptor, Clinical Practice Specialist/Advanced Practice Nurse and the Clinical Manager. The goal of this meeting will be to promote the new nurses clinical competence, confidence, and comfort in an acute care setting through goal setting. 8. In addition, Nurse Residency Development days will be scheduled for the orientee. These will include roundtable discussions, case studies, specialty speakers, and Human Patient Simulation Learning experiences. 9. After completion of the Nurse Residency Development Days, monthly Seminar for Novice Nurses Advancing Professional Practice (SNAPP) sessions are scheduled for their first 12 months. RESPONSIBILITY: It will be the responsibility of all levels of the nursing division to collaborate in order to ensure staff is aware of, and adheres to, this department policy. REFERENCES: SMH Policy. (01.PER.28) Educational Reimbursement and Training Program Commitment. SMH: Author.

4 4 of 5 SMH Nursing Policy. ( ). Clinical Coach Program/Clinical Preceptors. SMH: Author. REVIEWING AUTHOR(S): Lisa Baumgardner, DNP, CNS-BC, CNML, Manager, Education, Professional Development and Research Department Jackie Garabito MSN, RN-BC, Advanced Practice Nurse, 10WT/5WT/7WT/Meckler Admission Center/Residency Program Jennifer Sweeney, MSN, RN, RN, CEN, Coordinator for Simulation ATTACHMENT(S): None APPROVALS: Signatures indicate approval of the new or reviewed/revised policy Date

5 5 of 5 Jean Lucas, Title: Director, Education, Professional Development, and Research Title: Title: Committee/Sections (if applicable): Education Council Oct Vice President/Administrative Director (if applicable): Name and Title: Name and Title: Jan Mauck, Vice President, Chief Nursing Officer

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