MUSC Health Experience with Nurse Residency

13 Pages·2017·0.53 MB·English

by  Windows User

MUSC Health Experience with Nurse Residency
SCHA Forum on Nurse Residency Programs
Patti Hart, DNP, RN, CPN, NE-BC
Associate Chief Nursing Officer
Lisa M. Langdale, MSN, RN-BC
Director, Clinical Excellence Education
MUSC Health and the Vizient/AACN NRP Model
•
Rejoined the Vizient/AACN Program in 2010 after a short period of a “home-grown”
program
•
2012 MUSC Health Nurse Residency Program:
• Opportunity to redesign and restructure
• Masters Prepared Nursing Professional Development Specialist Role
• Report through Nursing Professional Development department
• Responsible for MeduFlex New Grad RN Program and Vizient/AACN Nurse
Residency Program
• Include ADN & BSN new graduates
MUSC Health and the Vizient/AACN NRP Model
Curriculum Changes and Updates:
•
The first session of each new Cohort will be an 8 hour day.
•
Evidence based project focus
•
Work with presenters to make sessions more interactive and dynamic
•
Add hands on skill sessions
•
Include professional development sessions
› Poster and PowerPoint development and presentation skills
Challenges:
•
Relevancy of curriculum to all residents based upon practice
•
Timing of topics throughout the 12 months
•
Decrease focus on evidence based project focus
•
Interdisciplinary Shadow Experiences
•
Collaboration between unit orientation and staff development offerings; e.g. Clinical Ladder
MUSC Health and the Vizient/AACN NRP Model
Curriculum Content:
• Myers-Briggs Personality Inventory
• Diversity & Inclusion
• IMPROVE Process & Evidence-Based Practice
• Professional Boundaries
• End of Life & Palliative Care
• Get Well Network & Patient/Family Centered Care
• Ethics
• Recognizing Changes in Patient Condition
• Emergency Medical Response
• Transfusion Stewardship
• Nursing Shared Governance & the Clinical Ladder
• Death by PowerPoint
• Precepting Concepts
• Professional Reflections/Becoming an RNIII
• Presentation of EB Project
MUSC Health and the Vizient/AACN NRP Model
MUSC Health and the Vizient/AACN NRP Model
Attendance:
•
Requiring attendance of 75% (9 out of 12 meetings)or must start over in the next
Cohort.
• FMLA status or other nonattendance situations will be considered by program coordinator
and manager on a case by case basis.
• If starting over in a new Cohort, recommendation is that the new grad will not become an
RN II until nurse residency completed.
• RN II should be pushed back a month for every month missed in residency (maximum 3
meeting missed).
•
Should not work the night before and/or the night of residency . If they have worked
the night before and are working the night of residency, will not be allowed to stay for
session. This is a staff/patient safety issue.
MUSC Health and the Vizient/AACN NRP Model
Facilitator Development:
Volunteer nurse leaders throughout the organization; e.g. managers, program
coordinators, NPD practitioners, etc
Offered one hour session for new facilitators to review:
•
Session expectations
•
Evidence Based Practice Project support
•
Guidance for resident feedback
Challenges:
•
Consistent availability of the facilitator
•
Comfort level of working with new graduate nurses
MUSC Health and the Vizient/AACN NRP Model
MUSC Nurse Residency Advisory Board Membership:
•
Inclusive of RNs at all levels (including current and past residents)
•
Inclusive of faculty from each local nursing program (MUSC CON, TTC and CSU)
Challenges:
•
Consistent participation by academic colleagues
MUSC Health and the Vizient/AACN NRP Model
Additional Challenges:
•
Large number of new graduate nurse hires ~ 150 between May and September
•
Attendance - Staffing Issues
•
Value of Program
• Nurse Leadership
• Residents
•
Survey Completion
• Inconsistent
• Using LMS