接下来对我来说是什么? 制定一个为期18个月的结构化途径,以增加新护士的留守率
Kirsten Fazzino1, Jocelyn Hewitt, Catherine Thresher
1Author Affiliations: Director of Nursing (Fazzino), Ayer Neuroscience Institute; Nurse Manager (Hewitt); Nurse Educator (Dr Thresher); and Assistant Nurse Manager (Wilder), Hartford Hospital, Hartford HealthCare, Connecticut.
The Journal of nursing administration
|March 21, 2024
概括
高注册护士 (RN) 周转率是由一个新的专业发展计划解决的. 这一举措在第一年内显著减少了82%的RN离职,改善了员工的留守.
科学领域:
- 护理 护理 护理
- 医疗保健管理的管理
- 提高质量 提高质量
背景情况:
- 在神经科学部门增加注册护士 (RN) 流动率是一个重大挑战.
- 较高的流动率影响了教学医院的患者护理质量和运营效率.
研究的目的:
- 实施和评估一项旨在提高RN员工保留率的质量改进倡议.
- 通过结构化的专业发展,减少神经科学部门的RN周转率.
主要方法:
- 单位护士领导制定并实施了一项改善员工保留质量的倡议.
- 该倡议为护士在就业的前18个月内提供了职业发展里程碑的结构化途径.
主要成果:
- 该部门观察到,在该计划的第一年内,退出职务的RN数量下降了82%.
- 成功实施专业发展途径与改善员工保留相关.
结论:
- 结构化的专业发展计划可以有效地缓解高的RN周转率.
- 投资于护士职业道路对于提高在苛刻的临床环境中保持员工数量至关重要.
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