Implications of the transition from student to nurse

Conclusion and Implications

Key Findings

•New graduate nurses have a 30% turnover rate in their first year of practice and a 57% turnover rate by the second year (Salt et. al, 2008).

• A study of 1773 nurses indicates that 33% of Millennial nurses plan to leave their job within the next two years. This increases to 66% that plan to “be gone” within five years, even though they indicate they are “highly satisfied” with their jobs (Wieck, 2009).

•The ineffective orientation of new graduate nurses contributes to adverse events. Of 1690 adverse events over a five year period, 24% were related to training of staff (The Joint Commission, 2004). Inadequate training of new employees attributed to 58% of these errors (Thompson, 2004).

•Of 1000 new graduate nurses, over 20% have been involved in errors related to patient falls (Kenward and Zhong, 2006).

•2006 NDNQI data, shows that each additional year of nursing experience decreased the fall rate by 1%, and decreased the hospital acquired pressure ulcer rate by 1.9% (Dunton et. al, 2007).

•The economic impact of nurse turnover is $62,000-$145,000 per nurse (Jones, 2007, 2008; Bowles and Candela, 2008).

Evaluation of a Structured Preceptor Training Program to Reduce First Year Turnover of New Graduate Nurses Bonnie Clipper, RN, DNP, MA, MBA, CENP, FACHE

•Structured preceptor courses can improve skills and competencies of preceptors.

•Preceptors with more training can improve the transition process of new graduate nurses.

•New graduate nurses with a smoother, more effective orientation and transition process are more likely to be retained within the organization.

Preceptor Training Program Survey Demographic Data

Conclusions

Review of Adult Learning & Teaching Principles, Novice to Expert Continuum , Generational Differences in Learning, Preceptor Roles & Responsibilities, Validating Competency, Providing Constructive Feedback, Principles of EvaluationMethods of Evaluation , Electronic Resources for Preceptors

  Group 1 (untrained preceptors) MeanN=41

Group 2 (trained preceptors) MeanN=18

Age       Range 21-50 21-35   Cohort, n (%)               21-25 18 (43.9) 9 (50)       26-30 10 (24.4) 8 (44.4)       31-35 3 (7.3) 1 (5.6)       36-40 3 (7.3) 0       41-45 2 (4.9) 0       46-50 5 (12.2) 0Degree, n (%)           ADN 23 (56.1) 2 (11.1)       BSN 16 (39) 7 (38.9)       BSN (second degree)

2 (4.9) 9 (50)

One Year Retention Rate (%)

82.7 89.5

Research Questions  Overall n=59

Group 1 (untrained preceptors) meann= 41

Group 2 (trained preceptors) meann= 18

P-value

My preceptor helped me develop collegial working relationships and promote a positive work environment in my new unit/department.

5.83 6.44 .038

My preceptor took adequate time with me to ensure a smooth transition from my role as student nurse to that of an independent, professional nurse.

5.34 6.39 .016

I see myself remaining within St. David's HealthCare one year from now.

5.66 5.33 .150