Nurse Residency

Length: 4 Pages 1078 Words

Study design based on outcomes of the UHC graduate nurse residency program Introduction The AACN/University Health System Consortium (UHC) Residency Program was designed to expand the capacity of the university’s baccalaureate nursing program and to develop a residency program to improve the competency of novice nurses. According to the study, the program’s retention rate statistic of 89% was an improvement upon published reports indicating that the average nursing turnover rates of new graduates was 40-50% during the first year of employment. (“AACN/UHC Nurse Residency Program,” 2006, AACN website) Proposed new design To better test the outcomes of the findings of the UHC graduate nursing program study to increase retention, satisfaction, and overall professional competence, graduates of the newly development program should continue to be assessed with three evaluative instruments. However, these evaluations should be measured against the scores of graduates of a variety of less structured or more traditional nursing program. Given the variety of nursing programs in existence across the country, ideally a sampling of a wide variety of other programs should be selected, but with a similar group composition of a Continue...


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This provides a tool to assess the final focus of the study, to improve the nurses' sense of efficacy overall, as practitioners after graduation. The test defines certain core experiences and levels of self-efficacy that the nurse should feel and demonstrate, and evaluates the nurse's perception through the survey. Increasing nurse's positive perceptions of these different areas was another critical goal of the study. Instruments The first instrument used by the UHC study to assess its results was the McCloskey Mueller Satisfaction Scale, designed to measure the nurses' overall level of satisfaction with their profession. Conclusion At present, the UHC study provides evidence that it can increase retention and levels of job satisfaction in its graduates. A better control group, with a more representative sampling might improve the accuracy of the results, and also provide additional data by which to compare the instruments regarding satisfaction, perception of the experience, and overall self-efficacy in the graduates of the program. The control group is actually likely to be a better contrasting measurement, given that the control sample will have a population similar in demographics to the experimental population of UHC nursing residents, and thus factors such as previous education level will have less of an influence upon the results. This, beyond mere satisfaction with the experience of being a nurse, provides a quantitative evaluative tool for the specific 'teaching' aspect of the residency program. It assesses nurses' perceived access to 184 empowerment structures such as opportunity, support, information, and resources in relation to how these factors are influenced their perceived general autonomy. Also, to assess the specific success of the developing UHC program, previous retention rates and former graduate's reports of self-efficacy before the program was instated should be used for a comparison, as well as the national retention rate of nursing graduates. The Casey-Fink Graduate Nurse Experience Survey rates the nurse's experience in terms of the nurse's perceptions of self-efficacy, such as their comfort level treating patients, asking questions, and the support they feel they have received over the process of being trained in the field. ge, gender, and previous academic preparation. Subscale scores are obtained by summing the subscale items. The retention rate from the selected control sampling should also be compared against the experimental group.

PROFESSIONAL ESSAYS:

Nurse Practitioners and Physical Assistants
for graduate medical education change, accompanied by loss of residency positions in Nurse practitioners are less likely to experience such transitions, since (1480 6 )

Nurse Transitions
and Newstrom (2001) reported findings of a 900-hour presentorship residency program Students reported that their transition into the role of new nurse was eased (2892 12 )

HR Management and Decision Science
Lindsey, G. & Kleiner, B. (2005). Nurse residency program: An effective tool for recruitment and retention. Journal of Health Care Finance, 31(3), 25-32. (9788 39 )

PHYSICIAN-ASSISTED SUICIDE Introduction Physi
aspects, and perceived rights and duties of the doctor, nurse, and patient. Residency is required although residency requirements are not defined by the act (3100 12 )

Nursing Shortage in the US
levels based on nurse competency and skill mix; increasing funding for nursing education; establishing a standard postgraduate nursing residency program; and (1458 6 )

Factors in the Nursing Shortage
levels based on nurse competency and skill mix; increasing funding for nursing education; establishing a standard postgraduate nursing residency program; and (1454 6 )