________________________________________________________

Define each element of the question below:

P– (Patient, population, or problem): New nurses self-confidence, retention, learning, and comfort in their clinical setting after their standard 3month orientation period.

I– (Intervention):  Providing new nurses with a mentor for 3months on the floor for the duration of their shifts. We can allow the mentor work the same shift hours as the new nurse so the new nurse will feel they have the support available to them if needed. After they have completed their 3month orientation phase. We can do this for 1month following the end of orientation.

C– (Comparison with other treatment/current practice): Standard 8-12 week orientation only, not including a mentor following.

O– (Desired outcome): Increase in new nurse retention rate.

The issue here is that there is a lack of retention after new nurses start their job due to lack of support and confidence in doing their jobs. New nurses feel unprepared, alone and scared to ask questions this is when the mentor program will kick in and help keep new nurses comfortable and motivated in their settings.

___ Clinical

___ Education

___ Administration

_X__ Other

_X_ Safety/risk management concerns

___ Unsatisfactory patient outcomes

___ Wide variations in practice

_X_ Significant financial concerns

___ Difference between hospital and community practice

___ Clinical practice issue is a concern

___ Procedure or process is a time waster

___ Clinical practice issue has no scientific base

_X_ Other: This has been an issue due to the retention rates of new nurses in the hospital settings not being up to par due to lack of confidence and support in the clinical setting.

_X_ Guidelines

__ Expert Opinion

___ Patient Preferences

_X_ Financial Analysis

___ Standards (Regulatory, professional, community)

_X_ Other: Statics of retention rates

mentoring programs, New nurse retention, new nurse orientation and mentoring.

ProQuest Nursing & Allied Health Source, Academic Search Complete, CINAHL, Medline, ERIC

I would use different databases to search for peer-reviewed articles and other legitimate articles to search for different successful mentoring programs. I would also uses these database searches to look up different basic new nurse training and the retention rates after. I want to compare different studies and read about different nurses experiences. Hopefully I will be able to read different surveys and read different experiences of new nurses while doing my research.

Give the APA-formatted reference for the article.

*Research: Peer-reviewed article

*Non-research systematic review, clinical practice guidelines, organizational experience, or expert opinion/case study/literature review

Discuss the strength of the sources.

Report if evidence is High, Good, or Low/Major Flaw. Use the tools on page 238-244 of your text and discuss the reasons why you have assigned a particular level of quality.

Address the questions.

*How does the information in the article apply to the project problem or proposed intervention?

*Summarize in your own words.

* Include results of the study and how these results are applicable to your project.

* What is the recommendation of the source for clinical practice?

program boosts new

nurses’ satisfaction and

lowers turnover rate.

Journal Of Continuing

Education In Nursing,

41

(7), 311-316.

Doi:10.3928/00220124-

20100401-04

Decreased retention rate of new nurses in various health care organizations my main focus being in the hospital setting.

After reviewing this article there is a lot of evidence siding with my statement that a mentor program is a successful way for hospitals and other clinical settings to retain nurses after they have completed their orientation phases and are on the floor, and improve their confidence when working in the clinical setting. The out come of the mentoring program was success. The article states that there was a turnover rate of 31% in 2004 and it turned into 10.3% in 2009 by using this mentoring program.

The study sample used was 12 RN Mentors and 12 RN protégés from different nursing units.

Job and career

satisfaction and

turnover intentions of

newly graduated

nurses.

Journal of

Nursing Management,

20

(4), 472-484.

Doi:10.1111/j.1365-

2834.2011.01293.x

new nurses. This is a great approach for this because it allows a wide variety of unbiased input. The outcome was in favor of the mentor program to enhance new RNs work experience. This article focuses on new

nurses and the

problem of retention

related to negative working environment and support.

C., Carrier, J., & Rees,

C. (2011). The

effectiveness of

strategies and

interventions that aim to

assist the transition

from student to newly

qualified nurse.

The JBI

Library of Systematic

Reviews.

Studies but observational studies, surveys and descriptive studies as well. All of these studies are used to gain as much information as possible in order to back up the idea that new nurses need more support in the clinical setting after orientation is done and they are on the floor. The article focuses on different strategies that can be used to benefit the transition process of the new graduate nurse by helping to

increasing self-confidence, comfort levels and retention. One of the main focuses is mentoring programs. Which is what I highly reccomend.

Early, S., Ashlock, C.,

Africa, L., & Carman, M.

(2010). Improving

retention, confidence,

and competence of new

graduate nurses:

results from a 10-year

longitudinal database,

Nursing Economic$,

28

(6), 363-375.

quantitative, and longitudinal, studies were all done over the period of 10-years.