Case Study: In-Depth Screening

Schaeffer advances to stress the importance of properly training new staff without having to rely on the experienced nurses. She also warns that as the retirement of experienced nurses rises, there may not be enough training for the new

| ▪Decrease waiting time.▪Reduce crowding during the lunch period.▪ Increase patients.▪ More convenient especially for employed patients who want to do physical examination.

Recruiting new employees is one of the biggest challenges health care organizations face today. The total population of RN's available for staffing is rising at the slowest pace of the last 20 years (Keller, Siela, Twibell, 2009). Healthcare facilities across the nation are struggling to meet the staffing requirements to stay afloat and provide adequate care to patients. The question in front of many organizations is how to stand out in a competitive workforce and recruit top hires.

She indicates the some of her learners demonstrate knowledge in theory but was unable to apply it in real life situations. Nancy is also concern about staffing turnover and retention, and feels more availability should be applied for new graduate RN because she is losing them to other nursing residency’s programs in the health industry. In addition, she has 4 starting in February, and requesting to add 2

Benefits Increase quality of care Bedside charting access Ability to access your patients records at one time All information in one place

The first benefit would be standardizing care for all the patients being treated based on options that provide the best outcomes. This also means core measures will be reliable sources due to consistent procedures. EBP also results in more educated patient involvement in their care. They will be pleased to find their practitioners are going with what works, rather than historical precedence. This means they will make more educated decisions about their treatment based on what is known to work, not just what a provider tells them. The article also states how EBP makes work better for the health professionals by instilling a culture in the facility of safety and prevention, increased their job satisfaction, and there is less nurse retention. Lastly, she states how along with being cost efficient for the facility, providers are obligated to provide the best possible care; the facility also gets paid based on the delivery of care for their patients

There are many major challenges facing the nursing shortage environment today. One of those challenges includes the facility recruitment of registered nurses and then the facility retention of the registered nurses that they have recruited. Factors to consider would be as to why a registered nurse chose to accept a particular job and will they choose to stay at the facility after being given an employment opportunity. A facility’s reputation, union status, autonomy and salary are among some of the factors that influence recruitment. Factors that influence retention includes the inclusion in decision making, practice

A newly graduated registered nurse is well prepared to pass NCLEX for licensure; however, being prepared for the acute care setting in a hospital is a completely different issue. Nursing schools develop the foundation of nursing knowledge, creates critical thinking skills, and touches on nursing tasks. All of these are great tools to possess, but they do not prepare the new graduate nurse for safe, acute patient care. At Boulder Community Health (BCH) on the orthopedic neurology unit, new graduate nurses are given five weeks of orientation. Expecting a newly licensed nurse to learn all of a hospitals policies and procedures concerning patient care and how to incorporate the policies into their practice after five weeks is highly risky and leads to unsafe patient care. On the orthopedic neurology unit at BCH the new nurse trains with several nurses during the five week orientation period. This does not allow for the nurse to learn a consistent system to follow or incorporate into their personal practice as each nurse has their own system. This can become frustrating for the novice nurse. This paper will propose a change in the orientation program at BCH. A one year new graduate nurse residency (NGNR) and mentorship program will be presented to the management administration at BCH. The proposal will serve to prove that a residency program will actually save the hospital money by retaining quality nursing staff through

Discuss what the interviewee believes it takes for the student nurse to excel at the BSN level in this organization.

I believe that a lack of proper orientation can have a tremendous impact of nurse retention rates. With improper orientation the entire unit suffers. It correlates with a decrease in the quality of care, patient safety and satisfaction, as well as nurse confidence. Having all staff trained in an extensive and consistent orientation program brings about better continuity and higher quality of care, as well as an increase in positive patient outcomes. The lack of an extensive and consistent orientation program leads to a deficit in critical thinking skills and clinical knowledge. When a nurse is not fully prepared for her role within a unit, it directly translates into patient care practices. I believe it also leads to a decrease in staff satisfaction- for the new nurse as well as the seasoned nurses within the unit. This frustration can lead to burnout and ultimately a high turnover rate of nurses.

Transitioning from nursing school to working in a hospital setting can be a challenging time for a new graduate. Due to the nursing shortage, new graduate nurses are being hired with little to no experience. This is overwhelming for new nurses, especially when they are not getting adequate support or training from the hospital. The amount of stress, pressure, and lack of training is leading to a high turnover rate for new graduate nurses. With patient acuity on the rise, new graduate nurses that are filling these vacancies in the hospitals, need to be competent nurses to provide proper and safe care to the patients.

Furthermore, licensing and accreditation standards must be heightened to insure the quality of the nurses that enter the workforce. Certifying organizations must therefore mandate the proper demonstration of core competencies and skills prior to endowing students with the nursing title. The nursing profession, according to the IOM report, must undergo fundamental changes within the overall education of nurses. In many respects the basic

The purpose of orientation is to motivate employees, reduce turnover rates, and to lower the new employee anxieties (Ragsdale, 2005). Nurses have a great responsibility regardless of the positions and roles they play. The orientation program is needed to help nurses understand the responsibility of the position and to build the confidence they need to succeed. Whether a nurse has experience or not, transitioning into a new position can be thrilling or threatening (Dellasega, 2009). Nurses transitioning to an advanced practice role or specialty roles may require more support. The goals of the nurse manager orientation are to orientate managers to the mission and values, provide overview of the structure, decision making bodies, and key functions, and to articulate specific expectations about performance and responsibility for compliance (New Manager Orientation Program).

214) “The ACA and the need for APRNs, nurse faculty, and nurse researchers would have increased dramatically under any scenario.” (L R Cronenwett [RWJF Iniative on the Future of Nursing], 2010, table 1). “Not only must schools of nursing build their capacity to prepare more students. Nursing need to focus on fundamental improvements in the delivery of nursing care to improve patient safety and quality is key.” (IOM, 2010, p. 208)

I. Context and Problem/Opportunity About 595,690 Americans are expected to die of cancer in 2016, with an increasing number of young individuals developing these diseases (comprehensive). Cancer can be detected before it matures through early detection programs, resulting in better treatment and higher survival rates. The effectiveness of these programs requires consumer implementation of screening products. Despite the benefits of screening, consumers are often unwilling to partake, especially males. Significant psychological barriers to early diagnosis include fear of cancer, lack of knowledge about symptoms, attitudes, and masculine traits.