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The report encouraged the assessment of NRPs’ efficacy, predominantly their capability to enhance patient outcomes, nurse retention, and professional proficiency. Despite the increasing amount of research on residency program outcomes, best practices for implementation are still changing. Therefore, this paper focuses on the best practice recommendations. NRPs have made a tremendous impact on the nursing field to both novice nurses as well as the expert nurse. The main themes appearing when reviewing the literature were reports about clinical competency, preparing new graduates for interprofessional teamwork, training, orientation, and mentorship for newly graduated nurses. These topics will be discussed in this paper as they pertain to nurse residency programs and newly licensed

Nursing satisfaction has criteria for change; as documented in the Future of Nursing’s report, by the Institute of Medicine in cooperation with the Robert Wood Johnson Foundations’, Campaign for Action. (IOM, 2010) (RWFF, 2010) Both reports lay the groundwork that influences NC current nursing shortage. At the same time; to make health care more affordable, the Affordable Care Act was entered into law (ACA, 2010). Additionally, hospitals and other health care facilities are applying for, and meeting criteria for accreditation and is very clear about implementing a mandatory, entry level, BSN

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

For years now it has been well know and documented that there is a brutal disconnect between what school prepares NGRN for and the reality they find once they begin working.(Duchscher, 2009) This stark difference found between school and reality sets new graduates (NG) up for a hard fall and the disillusionment they are under when entering the professional practice can lead them to exit nursing altogether.(Duchscher, 2009) The problem then of course becomes recruitment and retention, and the cost of training new nurses back in 2007 was recorded to be as much as 82,000 to 88,000 each.(Ulrich et al., 2010)

L.P., a currently practicing NP, was interviewed in an attempt to explore her thoughts on issue and possible solutions affecting NPs. L.P. started her education with a bachelor’s degree in education. She later returned to school to receive her registered nurse (RN) license and gained experience working in several hospital departments for over 20 years. During this time she worked on completing a master’s in healthcare administration and wellness promotion. She later returned to Drexel to complete her bachelor’s and master’s in nursing to work as a Family Practice NP. She has been practicing as an NP for five years, with her start in a physician practice and is currently working in the

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

I would like to start by taking this opportunity to thank the WCCCD SNA and staff for allowing me to attend this year’s NSNA Mid-Year Conference. It was a wonderful experience, and it made me even more elated for my future career as a nurse. I greatly appreciate the opportunity to meet fellow nursing students and prospective employers and educators. I was impressed by the NSNA’s display of professionalism, organization and how they met the standards of the Code of Conduct established by the Board of Directors.

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

Classes will also be held monthly for all nurse residents to formally educate the nurse residents taught by our clinical nurse educators. This time could be used to learn policies and procedures important for our facility along with evaluating the program. This would allow for social interaction for the new nurse residents. Through this social interaction the residents could vent and share stories of best practices and do-overs to help them feel confident that they are not alone.

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)

In her article to the AORN Journal, Debra Dunn, RN, MBA, CNOR (Nurse manager, OR) St Joseph's Wayne Hospital, Wayne, NJ, vehemently opposes making the BSN the entry level into practice. Dunn argues, “60% of RNs today obtained their RN licenses after graduating from associate degree programs. This fact is important to explore before dismissing associate degree programs—that's a lot of nurses! How many of these nursing students would not have become nurses if the BSN was the entry level for all RNs?” She further postulates that requiring BSN entry level into nursing would prohibit some students, especially older students who are changing careers, from choosing nursing. This would in turn, create additional nursing shortage. (Dunn). For many nurses like this author, the high cost of a BSN is also a prohibitive

There are many issues new graduate nurses face regarding employment. Many new nurses entering into the work field face difficulties in managing their workload and increasing assignments new nurses seems to also lack confidence in their ability to perform their job and stress over not making mistakes (Dermann, 2011). This is why new nurses are encouraged to go through a residency program. This helps them build up their confidence and manage their workload in a less stressful way (Berube et al.,

The health care issue that I have chosen to research is how we should address the shortage of nurses. I have chosen this topic because I work in a hospital and it is very difficult to recruit new nurses especially in specialized areas. Nurses in the workplace are the largest population of health care employees at 2.7 million nurses employed in the United States according to the Bureau of Labor Statistics. This is almost double the nursing assistants employed at 1.4 million which is the second leading health care occupation in the United States. The nursing profession has the largest job growth from 2008 to 2018 with a total of projection of more than 581,500 new registered nurse positions to be created. It is also projected by 2025 to have a nursing shortage that will grow to more than 260,000 registered nurses (N.d.), Overview of BLS Statistics by Occupation, http://www.bls.gov/bls/occupation.htm

Improving education and training is one of the strategies to address nursing shortage. Increase in federal funding to compensate current faculties and graduate students faculty is essential in addressing the issues. This will decrease vacancy rates and help to improve workload. Development of a program among regional and statewide nursing schools is another factor to consider. This promotes joint efforts with faculties allowing them to make use of resources efficiently which also assist in students nurse advancement. Moreover, it

The research for the development of this implementation plan was supported by several peer reviewed research journals. The key words for searching in the databases included Nurse Residency programs, Newly Licensed Nurse Residency, Residency Programs and Retention Rates. The search was narrowed down to residency programs for nurses and retention rates for nurses. Five research works that bear the highest relevance to the study topic were selected.