April 07, 2010 | | Comments 2
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Program helps improve retention rates to near-perfection

The University HealthSystem Consortium (UHC) AACN Nurse Residency Program TM (NRP) has helped program participants achieve a 4.4% turnover rate of first-year nurses, which is significantly lower than the  national rate of 27.1%.

So far, 61 sites have incorporated the program, which compares to about 16,000 participating nurses since 2002. In 2009, 11 participating sites had a 100% retention rate.

It seems the key to the program is providing practice clinical training. According to the Carnegie Foundation, both nursing students and faculty think nurses are not prepared for their first job. If nurses don’t feel prepared, there’s a much greater chance they’ll quit the first year.

It would be interesting to see and compare the differences of each nurse’s’ own first year experience. Did your hospital have this program? Did it help? How did you survive your first year? Do you remember feeling that your clinical training was adequate?

Source: PR Newswire

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Filed Under: Hot topicsRetention


Sarah Kearns About the Author: Sarah is an Editorial Assistant in the patient safety group at HCPro, Inc. She contributes to two monthly newsletters; Briefings on the Joint Commission and Briefings on Patient Safety, and manages four e-zines; Accreditation Connection, AHAP Staff Challenge, Nurse Manager Weekly, and Healthcare Training Weekly. She also helps research new products for the patient safety and nursing market. She graduated from the University of Connecticut in 2008 where she earned her bachelor's degree in English.

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  1. Our association (oncology nurses) has published examples of programs that improve the retention rate of newly hired nurses, like the following from http://ons.metapress.com/content/f421526h50jp6480/fulltext.pdf

    The Oncology Nursing Society (ONS) and other national organizations
    predict that the current nursing shortage will intensify over the next 10-15
    years, which has serious implications for the quality of care delivered to
    cancer patients. The impending increase in the nursing shortage makes
    the retention of current oncology nurses an essential goal for nursing
    leaders and administrators.
    The purpose of this project is to evaluate a support group designed to
    increase retention and satisfaction of nurses hired to an inpatient adult
    medical oncology unit in a large academic medical center in Western New
    York/Finger Lakes Region.
    A support group for all new hires is held every 6-8 weeks for 1 hour.
    Staff remain in the group for 18 months. The group sessions are lead by
    the unit nurse manager, and are scheduled at a time that maximizes participation.
    The group discusses issues or concerns they encounter during the
    orientation process, as well as specifi c educational topics based on unit
    population. These conversations are confi dential and staff are encouraged
    to speak honestly about their perceptions. The group’s recommendations
    for improvement are considered by unit and service leadership.
    Since the implementation of the support group in 1998, unit attrition
    has decreased 63%. Many of the support group ideas and suggestions
    have been implemented, including an annual memorial service, a mentoring
    program, and an oncology-specifi c orientation day. The hospital
    Department of Nursing has adopted the support group concept for all
    new hires. Comments and evaluation of the support group by recent
    participants suggest the groups are contributing to the improved retention
    fi gures seen.
    Retaining oncology nurses has wide implications for both quality patient
    care and cost reduction. On average, orienting a nurse to an inpatient
    unit costs approximately $46,000, so retaining nurses once they are fully
    competent is a tremendous cost-savings to the institution. Providing
    new nurses with a confi dential outlet for questions and concerns during
    orientation is a simple and effective way to decrease attrition.

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