Journal for Nurses in Professional Development最新文献

The first year of nursing practice is a critical timeframe prone to high stress, high turnover, and low engagement. To overcome these hardships in an era of significant nursing shortages, we unified new nurse integration across our multihospital healthcare system by redesigning our Nurse Residency Program (NRP). We revamped curriculum and instituted a wellness check-in to improve new nurse experiences. The NRP was well received and improved our ability to individualize needs of new nurses.

Nursing Professional Development Practitioners have a vested interest in the well-being of clinical nurses to ensure an adequate supply of nurses to care for our communities. As COVID-19 emerged, university and hospital leaders partnered to develop and implement a program to substantively address nurse well-being with a goal of nurse retention. This paper describes the development and feasibility pilot of a Clinical Nurse Well-Being Program with virtual small group coaching and recommendations for broader dissemination.

The evolving healthcare landscape has increased demands on nurse preceptors. Redesigning preceptor programs to prioritize their needs can reduce burden, improve patient outcomes, and enhance onboarding. A tiered preceptor development model expands the preceptor workforce while fostering accountability, leadership, and collaboration. Analysis reveals that when leadership and education resources are heavily directed toward supporting preceptors, outcomes improve across the organization, for patients, preceptees, and preceptors alike.

Most employers of nurses look for highly qualified and competent nurses. A well-written curriculum vitae (CV) or resume is essential not only for securing a job but also for reflecting on a nurse's potential for career advancement. Therefore, a succinct, error-free CV or resume should display previous accomplishments and the potential for future career progression. This article provides nurses at different career stages a step-by-step guide to creating a robust and comprehensive CV or resume.

New graduate nurses (NGNs) experience challenges in transition to practice impacting patient safety and retention. Within a large nonprofit academic hospital, 273 NGNs voluntarily completed Casey-Fink Graduate Nurse Surveys at 1 month and 1 year. Retrospective analysis revealed significant increases in clinical competencies and decreases in perceived support, positive role-modeling, and satisfaction with chosen career over the transitional year. NGNs need continued peer and unit-based support to impact job satisfaction and workforce retention.

Health systems often standardize diagnosis-related care pathways across their facilities, yet onboarding education for nurses about these pathways is not consistent. A workgroup from seven-hospital system standardized orientation for stroke nurses who worked in different facilities of varying stroke care capabilities. After standardization, nurses reported similar knowledge and confidence levels of system's stroke care pathway regardless of the facility or unit they worked in, providing a successful onboarding framework to implement for other standardized pathways.

Nurses frequently encounter challenges during their nurse residency or fellowship programs. To promote success and address practice deficits constructively, nursing professional development (NPD) practitioners implemented the Supplemental Training to Assist the Resident/Fellow's Success program-an evidence-based, nonpunitive remediation model. Over 3 years, 22 nurses participated, resulting in a 91% 1-year retention rate. The program emphasizes tailored education and professional growth over disciplinary action, aligning with contemporary best practices in nurse development and retention.

The healthcare organization identified a problem of newly graduated nurses not finding the right fit based on the original unit of hire. This led to the creation of a nurse relocation program. Program design includes offering the nurse additional support and an avenue to explore other units within the organization when initial unit selection is not a good match. The program supports nursing retention and organizational cost savings.