WEBCASTS
Boosting Retention and Doubling New Hires with Sun Health’s
Nursing Education Transition Unit
February 21, 2008 at 12:00 AM PST
Patient Care Manager
Nancy Zismann, MSOL, RN
Assistant Vice President Patient Care Services
In 2005, Sun Health’s RN turnover rate was 31% during the first year of employment, creating difficulty in hiring new graduate RN’s. Sun Health asked, “How do we decrease the first year turnover and increase hiring?” The strategy is to create an environment that supports the new hire nurses and new graduate nurses. The following is the plan that Sun Health followed to successfully achieve a 90% retention rate with new graduates in 2007.
Strategy: Develop a program that would be feasible within our current limitation of budget and productivity while building a solid foundation of education, support and professional growth.
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From Concept to Reality |
Identify the stakeholders (CEO, CNO and AVP Patient Care Services, Patient Care Managers) |
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From Design to Reality |
Establish the unit |
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From Design to Reality |
Unit Staff “Core Staff”-Behavioral Interview (structured interview process and team building program for staff) |
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Preceptors |
Preceptors are the key to the success of the NET-U |
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Preceptors |
Education: Organization Development Class, Adult learning theory and Role Playing |
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Unit Matrix |
Matrix developed to direct flow of orientee experiences |
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Tiered Orientation |
Tier 1-Novice to beginner |
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Off Unit |
Home unit manager provides list of what experiences the new graduate should have |
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Goals |
Research-Objectives are to increase retention and enhance patient safety |
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Results |
Retention of New Graduates: 69% in 2006 and 90% in 2007 |