Journal for Nurses in Professional Development最新文献

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.

As hospital systems proliferate, research is needed to identify ideal nursing professional development (NPD) structures and processes to ensure optimal efficiencies and outcomes. Organizational participatory research was used to examine the level at which NPD processes are implemented and its relationships to publicly reported outcomes. Results indicated wide variability in NPD process implementation, many of which were significantly correlated with positive organizational and patient outcomes.

The implementation of a modified, electronic competency form utilizing the Donna Wright Ultimate Guide to Competency Assessment in Healthcare (2021) framework aimed to define competency expectations and improve preceptor confidence. As a result, preceptors reported an increase in competency evaluation confidence ([Mdn 30], [Mdn 35], p < .0001). Utilizing an evidence-based framework for initial competency assessment led to improvements in knowledge, competence, and confidence at a single pediatric organization.

Healthcare systems often seek to maximize efficiency by standardizing processes such as orientation. Orientation checklists are a standard component of nursing onboarding and orientation pathways. Quality improvement methods were used to standardize nursing orientation checklists system-wide and close gaps in checklist review and documentation. This project resulted in increased orientation efficiency and improved compliance with policies and evidence-based procedures during onboarding.

A gap in the literature currently exists regarding theoretically informed onboarding frameworks to support growing demands of advanced practice clinician after graduate training. Kern's six-step approach to curriculum development informed the design of an onboarding framework. Aligning the transformative learning theory with navigating the pathway to advanced practice grounded theory guides key components of onboarding for all learner levels and clinical practice settings.

To adequately support preceptors of internationally educated nurses (IENs), nursing professional development practitioners, functioning as partners in practice transitions, must understand the strategies, barriers, preparation, and overall experience of preceptors. The purpose of this qualitative study was to explore nurse preceptors' experiences as they oriented IENs in a United States healthcare system. Three themes emerged from nine participant interviews: Strategies to Facilitate IEN Orientation, Barriers in Precepting an IEN, and Essential Characteristics of Preceptors.

A tiered orientation was developed for newly licensed registered nurses (NLRN) without prior nurse extern (NE) experience and compared to the existing standard orientation designed for NLRN with NE experience. Orientation completion and retention were higher for NLRN who completed standard orientation. While tiered orientation was not as successful, its implementation provided insights into the support needs of NLRNs. Prior NE experience proved invaluable, setting a strong foundation for transition to the NLRN role.

Nursing professional development practitioners (NPDPs) are evolving as simulationists, integrating immersive learning, mixed reality, and gamification to meet modern learners' needs. Within a large academic healthcare system, NPDPs lead interdisciplinary simulation initiatives that improve competency and advance quality improvements. Leveraging their unique clinical and educational expertise, NPDPs collaborate across professions, driving innovation and best practices in simulation-based education and supporting organizational goals for workforce readiness and patient safety.

This article explores the strategic and unique role of the Nursing Professional Development (NPD) Program Manager for preceptor and mentor programs within a clinical education department. By centralizing responsibility for preceptor and mentor processes, this role reduces the operational burden on NPD practitioners, ensures program consistency, and supports a structured and standardized approach to orientation and professional growth within the nursing workforce.

Abstract: Recruiting and retaining new-to-practice registered nurses (RNs) is critical for workforce development. It is important to identify attributes of employment important to new-to-practice RNs. A secondary analysis of the Job Factor Survey data from 100 new-to-practice RNs and 40 prelicensure nursing students was analyzed. Key factors included onboarding, career development, encouragement, and salary. Understanding these attributes can guide nurse leaders and organizations in developing strategies for recruitment and retention.