Residency Leadership / Success Training
Leadership training has been identified as the number one training need through focus groups and data collected and analyzed by ONW.
The nurse of the 21st century must be equipped with tools such as mentoring and coaching, multi-generational workforce issues and creating a work environment that allows nurses to take part in decision making and self governance. Leadership training and development programs to address these needs are currently available through ONW.
Mississippi Nurse Residency Program
The Mississippi Office of Nursing Workforce (ONW) has formed partnerships with hospitals and schools of nursing in different areas of Mississippi to plan and implement the Mississippi Nurse Residency Program. This initiative is supported by federal grant # D6HP05241 from the Health Resources and Services Administration (HRSA), U.S. Department of Health and Human Services. ONW, in collaboration with service and education partners, has developed and implemented a model residency program for the recent graduate nurse to build upon education and clinical experiences, and facilitate the transition from student to practicing nurse. The six month residency program offers educational and clinical opportunities within an acute care hospital setting under the guidance of the Hospital Residency Coordinator in addition to preceptors trained by ONW staff.
The development of the Mississippi Nurse Residency Program has resulted in a model available for replication in Mississippi hospitals that may be experiencing high registered nurse vacancy and turnover rates, or a facility that simply desires to enhance the transition from graduation to practice. In 2006, Mississippi hospitals reported nurse vacancy rates ranging from 3.2% to 19.4% with an average turnover rate of 24%. Turnover among new graduates remains higher than that of the nursing staff as a whole. Studies show that the turnover rate among new graduates is 53% within 12 months of employment (Journal of Nursing Administration (JONA), February, 2004).
Preparing the new graduate to enter the workplace is an important step in addressing retention and patient safety. Growing evidence supports competent nurses as indispensable to patient safety. Critical thinking, efficient problem-solving skills, collaboration, and excellent communicable skills are paramount to the process. (Journal of Professional Nursing, May, 2004). Studies also show that work environment and content have a strong relationship with job satisfaction (JONA, January 2004). The program gives the new graduate an opportunity to bridge the gap between school and work resulting in increased job satisfaction, retention, and higher quality, safer patient care.
Expected results of the residency program include reduced vacancy rates, reduced turnover rates, increased patient satisfaction, and competent and prepared new graduates. The hospitals participating in the program through the grant report the following results:
- Savings of over $4 million through elimination of agency and travel nurses.
- Savings of over over $1.1 million through decrease in turnover of nurses.
(Both of the above factors can be attributed to the residency program as well as aggressive retention programs.)
- Reduction of vacancy rate by 47%.
- Reduction of turnover rate by 10%.
- Patient satisfaction increased by up to 10%.
- 80% of the residents completed the program with a high satisfaction rating.
If you would like additional information on this program or other statewide initiatives, please call 601.368.3321or e-mail us at email@example.com.
Debbie Logan, RN, MHA