New Grad Retention Program
Overview
This document describes a new graduate mentor (NGM) cash incentive program for qualifying nurses at UCLA Medical Center. The primary goals of the program are twofold: 1. To improve retention for new nurse graduates hired at UCLA Healthcare after May 1, 2002 2. To reward existing UCLA Healthcare nurses by providing opportunities for personal professional growth as described in the Benner Novice to Expert nursing model. The proposed incentive plan consists of short term and long-term cash payouts to the mentor that could ultimately span an eighteen-month period for a designated mentorprotégé relationship. The first award would be based on the protégé’s successful completion of orientation and probation. The second award is paid to the selected mentor (selected by the new grad at the end of orientation) at the end of one-year post orientation. This mentor may or may not be the preceptor.
Program Objectives
The primary objective of the NGM Program is improved retention of new grad nurse hires. The Preceptor begins a process of offering professional support and assistance in a period of transition. The preceptor provides the New Grad RN with new knowledge and skills, increased opportunities to achieve, and growth in an environment of emotional and professional support. Creating and sustaining a nurturing environment for the nursing staff can be a key strategy in building and sustaining morale. A second key objective of the NGM Program is to provide developmental opportunities for existing nurses who are interested in sharing their skills and knowledge with newcomers and developing their own expertise through this process. Recognized benefits of mentorships are renewed career enthusiasm, exposure to current developments, affirmation and professional growth. Other goals of this program are an emphasis on teamwork; reinforcement of our organizational academic achievement values; and support for high quality patient care and overall patient satisfaction. The success of this program will result in improved retention of NGRN’s.
Preceptor Role
The preceptor is one who demonstrates a high level of knowledge, clinical proficiency, professionalism, and serves as a clinical instructor to new graduate employees and students in the clinical setting. This person assists with the transition into the clinical environment. They insure high-quality patient service, maintain organizational standards, and provide continuity of patient care in a cost-effective manner. Roles of the preceptor include: Clinical resource/role model Educator Liaison Evaluator
Mentor Role
The mentor is a person of rank or expertise who teaches, counsels, guides, and develops a novice in an organization or profession. Alleman (1986) identifies 9 functions of the mentor: Giving information Providing political information Challenging assignments Helping with career mobility Developing trust Showcasing protege achievements Protecting Developing personal relationships
To become eligible for this program, a nurse must submit a request for participation and satisfy the following criteria: 1. Classification in a Bargaining unit position, and at least 50% appointment 2. Current UCLA Healthcare performance evaluation of Meets or Exceeds Expectations 3. Recommendation(s) from the immediate supervisor and/or CNS 4. Demonstrated competencies required to serve as a clinical tutor and mentor 5. Must complete the Preceptor/Mentor program 6. Be willing to voluntarily participate in the program 7. Eligibility and selection is unit based.
Basic Concepts:
Anderson (1988) … accepted as RHORC definition “A nurturing process in which a more skilled or more experienced person, serving as role model, teaches, sponsors, encourages, counsels, and befriends a less skilled or less experienced person for the purpose of promoting the latter’s professional and/or personal development. Mentoring functions are carried out within the context of an ongoing, caring relationship between the mentor and protégé”.
Program Eligibilit y
In the first year of this program, a nurse mentor can demonstrate competency over time. Because class space is limited and initial demand could exceed availability, a nurse has a year to complete the Preceptor Workshop conducted in NRE. Successful completion will result in a
completed competency checklist. In addition, there will be Mentoring Workshops that will build on the basic concepts, and give more skills and tools. The preceptor Attributes/Functions include: 1. Demonstrates knowledge and expertise in nursing care and implementing standards. 2. Demonstrates effective communication skills in written and verbal forms 3. Interest in sharing knowledge with staff through role modeling and teaching 4. Utilizes various teaching methods to convey information/skills. 5. Willingness to facilitate the development of others by reinforcing information and concepts. 6. Strong organizational and prioritization skills 7. Help build self confidence in others 8. Provide close supervision of preceptee’s progress in skill development 9. Determine and verify preceptee’s expectations 10. Involve preceptee in establishing daily objectives 11. Provide continuity for the entire orientation plan 12. Provide active listening 13. Offer encouragement 14. Give and receive feedback The mentor Attributes/Functions include: 1. Willingness and interest in assuming the role of a long term resource/support individual 2. Demonstrates effective interpersonal skills. 3. Ability to foster team work and collaborative relationships 4. Ability and willingness to assist in the socialization of others into the new environment 5. Ability to bolster self confidence in others 6. Provide active listening 7. Offer encouragement 8. Assist in the development of systematic problem solving and decision making 9. Directs and supports continued growth and development in the preceptee 10. Give constructive feedback in a positive manner which is perceived as supportive. 11. Help identify stressors in the work environment and development of coping strategies. 12. Participate in and coach others in unit based quality improvement projects Increase knowledge of resources
Cash Incentives
The NGM incentive program provides cash bonuses in recognition of two important milestones over an eighteen-month period.
The first payout is set at $500 for orienting a new graduate nurse. Recognizing that orientation may occur on different shifts, etc., a maximum of two orientors are eligible to share the incentive pay. The incentive will be paid after the new nurse graduate
successfully completes six months as a CNI (IP included if successful Licensure occurs within the first six months in the role). NB: The new grad nurse must be in a unit for at least three months for the orientor/tutor to qualify for the incentive.
The second payout is tied to the mentorship role and dependent on the nurse protégé remaining at the Medical Center in a nurse position classification. A mentor will be eligible for a cash incentive of $1000 if the protégé completes eighteen months of service as a RN the Medical Center with a Meets or Exceeds performance evaluation.
In order to receive a cash payout, the NG Mentor participant must be on UCLA Healthcare payroll as of the measurement date for each key milestone of the NGM assignment. Payment will be made within two pay periods following the measurement date.
I have read the guidelines, understand the goals of the program, and agree to participate.
____________________________________ “Staff Nurse Preceptor”
Date:_______________________________