New their first year of employment to help

New graduatenurses actively seek out health care organizations that have Nursing ResidencyPrograms for their first year of employment to help with their transition fromstudent to novice nurse. Nursing Residency Programs are being implemented withthe advantage of retaining new graduate nurses for longer than one year.

Approximately half of all new graduate nurses leave their first place ofemployment within one year. Turnover rates are costly to health careorganizations, however, Nursing Residency Programs have helped improveretention and improve professional growth. New graduate nurses who participatein Nursing Residency Programs are more prepared to face complex health care challengesand have produced competent, confident nurses. “Nurse leadersare key stakeholders in supporting Nursing Residency Programs, specificallyrelated to the cost of participation and the related scheduling for newgraduates to attend.” (Linus, Reeder, Bradley & Polis, 2014, p. 117) NurseResidency Program leaders develop and implement a professional program to guidenurses through their transition from student to novice nurse. They can tailorthese programs to meet the needs of the organization and assess the learningenvironment and provide essential competencies for novice nurses. Nurse leadersare able to validate whether the program has been successful.

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“The role andduties of a Nursing Residency Program leader align with the scope and standardsfor Nursing Professional Development (NPD) and American Nurses Association(ANA).” (Varner, Holland, Hansen & Leeds, 2013, p. 276) According to theANA, nurses integrate research into professional clinical practice.  Therefore, Nurse leaders are developing theseprograms based on evidence based research, standards of practice andprofessional performance. Nursing Residency Program leaders are lifelonglearners. These individuals should be licensed RNs with graduate degrees innursing, Board Certified with experience in healthcare leadership,organizational behavior and/or academic education.

Anderson, Hair,& Todero, 2012, p. 209 stated that “Administrative leaders need torecognize that Nursing Residency Programs are a way to change theorganizational culture by emphasizing relationship building and collaborativepractice.” Learning in a community environment where others participate inreflective and deliberative conversations and creating safe, trusting, andcollaborative learning environments help develop autonomy for the new RN. Retentionrates, turnover rates and costs can contribute to the high cost of health careand reduce quality of patient care. Nurse Leadersneed to evaluate the programs regularly and revise them based on the diversepopulation and complex health care issues. Nurse leaders should have the ability to customize the content so thatit is relevant to the population and nursing practice situations; offer contentas practical examples of how to use evidence-based practice process and bestpractice guidelines and application and implementation in practice; and supportintraprofessional socialization.

(Anderson, Hair, & Todero, 2012) Residencyprograms provide an opportunity for administrators to emphasize theorganizations vision, values and culture by guiding and overseeing thedevelopment of the new graduate nurses. New graduate nurses are more likely tostay for an organization that supports their vision and invests in theirfuture. Nursing ResidencyPrograms can be a value to health care leaders by providing role models forsupporting positive clinical learning environments with graduate nurses who arebuilding necessary collaborative relationships. The use of a Nursing Residency Programwould improve quality of care throughout the entire health care organization.

Nursingresidency programs are not a quick solution for nursing turnover or skillbuilding; however, they offer an effective way to address the needs of newnurse graduates. Nurses should be responsible in making the IOM recommendations happen. Nursesare responsible for “providing the best care possible to attain opticaloutcomes for the patients.” (Hood, 2014, p. 303) Nurses can maximize educationand training opportunities to enhance their professional skills.   All nurses must be prepared to become leadersin the design, implementation, evaluation of, and advocacy of the IOMrecommendations.

Also, Nurses will require leadership skills and competenciesto build collaborative relationships with physicians and other healthcareprofessionals Bottom of Form. Nurses must bewilling to engage in the policy-making process to ensure that the changes theybelieve in are realized.  Nurses havebeen successful at influencing the passage of legislation related to patientsafety, nursing and health care research, abuse programs, and Medicarereimbursement. Nurses spend the most time with patients and theirfamilies and have a better understanding of how polices can affect patients andtheir care. Contributing to health policy formation and implementation at thelocal, state, and national levels is an important aspect of supporting andimplementing the IOM recommendations. Nursing residencyprograms can be a solution to the need for smooth transition into professionalnursing practice providing healthcare organizations with competent,professional nurses.

  “Hospital leadersare responsible for creating programs that will contribute to the developmentof strong nurses who provide outstanding patient care” (Welding, 2011, p. 40)

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