Do preceptors and preceptees benefit by moving from an
ad-hoc preceptoring program to a formal one?
Lorri Freifeld, editor-in-chief at Training: The Source for Professional Development, recently reported some exciting findings from a formal nurse preceptor program initiated by Aetna, Inc.
Following a 6-month pilot, Aetna launched a formal nurse preceptor program in January 2013. At its outset, the formal program provided 65% of new hires with preceptors, incorporated beefed-up workshop offerings, instituted weekly progress reports between preceptors and their supervisors, increased communication of best practices, created a community calendar of training events, and implemented on-demand training and follow-up with recently preceptored new hires.
The result after three months?
- 53% of new hires were managing a full caseload
- 100% of preceptors said soft skills training was sufficient (up from 0%!)
- 97% of preceptors felt the tools and resources were effective
- 67% of new hires reported having adequate time with their preceptors
And after six months?
- Turnover was down 50%
- 100% of new hires had a preceptor
- 150 new preceptor volunteers had joined the program
Pretty impressive and immediate results from a new program. Kudos to Aetna for committing to a professional approach in this most important phase of a new hire’s experience.
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