Nurse Residency Program Builder: Tools for a Successful New Graduate ProgramJim Hansen, MSN, RN-BC
Prevent turnover with a nurse residency program and save up to $65,000 per nurse in new hire costs
"I believe that the Nurse Residency Program Builder is one of the most comprehensive resources I have seen that speaks to the whole of the transition experience for the newly graduated nurse. It is foundationally evidence-based but pragmatically focused; a start to finish support for the supporters. I applaud Jim Hansen and his team for producing this comprehensive, and what I believe will be seminal, support resource for the nursing community."
--Dr. Judy Boychuk Duchscher, RN, BScN, MN, PhD, Assistant professor, University of Calgary, Alberta, Canada
Bridge the gap between nursing school and real-life nursing practice
This guide saves you time and money by providing the tools you need to establish a well-structured nursing residency program for new nurse graduates. Nursing staff development expert Jim Hansen, MSN, RN-BC, provides instruction and tools to plan, justify, and structure a nurse residency program that develops and retains new nurses through their first year. You'll have access to dozens of customizable resources to help you deliver your own program, including PowerPoint(R) presentations, new graduate training handouts, and evaluation forms.
Benefits: - Set your new graduate nurses up for success by providing ongoing training and support
- Increase competency and improve patient outcomes by bridging the gap between nursing school and nursing practice
- Reduce turnover by nurturing the staff you've already invested in
- Estimate costs and return on investment of building a nurse residency program in order to create an effective proposal and gain leadership buy-in
Some tools and forms included with your book: - Calculating costs and return on investment worksheet
- Nurse residency program evaluation template
- Nurse residency program survey
- PowerPoint presentations on transitional, professional, and clinical topics
- Handout: PICOT and literature search worksheet
- Handout: Evidence-based practice pre- and post-evaluation
- Handout: New graduate transition case studies
Table of Contents: Chapter 1: Nurse Residency Programs and Spanning the Preparation-Practice Gap
The Preparation-Practice Gap
Spanning the Preparation-Practice Gap
Chapter 2: Making a Financial Case for Nursing Residency Programs: Learning the Language of the C-Suite
Demonstrating the Benefits of a Nursing Residency Program
New Graduate Nurse Turnover: The Key Metric
Deriving Your New Graduate Turnover
The Cost of Turnover
Estimating the Cost of Designing a Program
Offsetting the Costs: Projecting Return on Investment
Design a Proposal
Chapter 3: Concepts and Competencies: Foundation of the Nurse Residency Program
The New Graduate Experience
Conceptual Frameworks: Novice to Expert, Reality Shock, and Transition Shock
Competency Frameworks
Chapter 4: Curriculum Design: The Roadmap to Competency
Three Types of Learning
Three Domains of Learning
Passive and Active Learning
Blocked and Threaded Content
Principles for Designing Learning
Teaching Activities
Chapter 5: Setting the Stage
Structuring the NRP Sessions
Three Categories of Offerings
How Adults Learn
The Generation Gap
Andragogy and the Adult Learner
Engaging New Nurses in the Classroom
Chapter 6: Presenting Content: Transitional Topics
Organization
Prioritization
Critical Thinking
Transition Shock
Chapter 7: Presenting Content: Professional and Clinical Topics
The Profession of Nursing
From Novice to Expert
Professional Development
Medication Safety
Evidence-Based Practice
Chapter 8: Program Evaluation
Presentation
Content
Outcomes
Return on Investment (ROI)
Evaluation Frequency
Chapter 9: Individual Evaluation
Assessing Clinical Competency in New Graduate Nurses
Orientation Structures
Troubleshooting a Delayed/Stalled Transition
Chapter 10: The Future of the NRP
Uniting the NRP With Unit Internship
Findings From the Carnegie and IOM Reports
The Call for a National NRP: NCSBN Experimental Model
Emerging Standards/Regulations and ANCC Accreditation
The Potential for Financial Reimbursement
Learning objectives: - Describe the preparation-practice gap
- Differentiate between industry and education efforts to shrink the gap for new graduate nurses
- Identify the tangible and intangible benefits of a nurse residency program for an organization
- Describe how to calculate new graduate nurse turnover
- Identify the adverse effects of high turnover in hospitals
- Describe how to calculate return on investment for a nurse residency program
- Design a program proposal for designing a nurse residency program
- Describe five difficulties new graduates face as they transition into practice
- Describe three conceptual frameworks that shape new graduate transition
- Differentiate between four different sets of new graduate competencies
- Differentiate between training, education, and development
- Describe active/passive learning and blocked/threaded content
- Identify teaching activities that promote learning in a nurse residency program (NRP)
- Describe three ways to structure NRP sessions
- Identify three different types of topics
- Discuss how adults learn
- Explain how to educate new graduate nurses about how to be organized
- Discuss ways to teach new graduate nurses prioritization skills
- Describe strategies to improve new graduates' critical thinking skills
- Discuss ways to help new graduates through transition stages
- Discuss best practices for tackling professional topics in a nurse residency program
- Describe how to plan curriculum to cover clinical topics
- Describe how to evaluate a nurse residency program
- Discuss challenges with individual evaluation of graduate nurses
- Create an education plan to address identified individual learning needs
- Describe how nurse residency programs may evolve over time
About the Author :
Jim Hansen, MSN, RN-BC, oversees the department of new graduate and student services at Kootenai Health in Coeur d'Alene, ID, an ANCC Magnet Recognition Program(R)-designated facility. He has a clinical foundation in emergency and critical care nursing and focuses on designing and implementing new graduate transition to practice programs in the acute care hospital environment. He is an active faculty member of several area nursing schools and serves on the editorial board for the Journal for Nurses in Staff Development.
