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Recruitment and Retention… Recruitment and Retention…

The Importance of Orientation and Precepting

in Nurse Recruitment and Retention

Novice nurses entering Four years prior to this Skills like central line management and Cohort 29 demonstrated only 8 skills out
acute care practice are often recommendation, Holy chest tubes were not presented until well of the 21.
criticized for being "task-ori- Cross Hospital was a pio- after the resident had been on their own.
ented." Sometimes, it is a neer in the state of Florida Rationale was centered on keeping nurse Impact on the Future
glib comment from an expert as the first and only hospi- residents engaged in seminars throughout Further results as each cohort progress-
nurse who has had their crit- tal in South Florida to the year, as work in the simulation lab is es are still needed and the effect on reten-
ical thinking skills finely adopt a formalized nurse perpetually favored. tion rates is to be determined. With posi-
tuned after years or even residency program with After assessment of curriculum and bed- tive initial results, there has been contin-
decades of bedside experi- the Univer sity Health - side orientation, it was determined that ued investment from nursing leadership to
ence. Other times, it is the System Consortium (now front-loading the simulation lab skills give residents six hours of skills. The use
recognition that nursing under Vizient™, Inc.) and often reviewed and demonstrated in much of Vizient's Survey database is credited to
school education has the American Association later seminars may establish a better being the most effective tool in developing
changed, and the opinion of Colleges of Nursing for framework for student nurse to novice a business case for change to curriculum
that clinical simulation is BY ELYCE BISHOP, MSN, a successful transition to bedside nurse transition. and increase in nurse residency invest-
much less beneficial to the RN practice. ment.
development of clinical skills While it is generally Assessment The improvement in perception of skills
in a novice nurse than bed- understood that nurse The 30th Cohort of nurse residents was preparation has been replicated since the
side patient care. Perhaps though, being residency programs are not "skills" pro- on boarded as the trial group. Six addition- pilot cohort time and time again. By shift-
task-oriented is completely developmen- grams, Holy Cross Hospital set out to see if al hours were given for the following ing the program focus slightly, nurse resi-
tally appropriate. embracing the novice nurse and facilitat- skills: blood transfusion simulation, dents are better able to master the tasks
The American health system is increas- ing a "task-oriented" orientation improved Kangaroo/PCA/Plum Pump review, central and skills needed for shift-to-shift survival.
ingly complex, requiring nurses to navi- the nurse resident's perception of their line management, indwelling urinary With their increased perceptions of their
gate ever-changing electronic medical preparation for completion of nursing catheters, enteral feeding tubes, ostomy skills preparation, new nurses can more
records with high acuity patients, all done skills in their entry-level position. care, CBI management, tracheostomy and confidently tackle nursing care beyond the
as quickly as possible to facilitate a safe drain care. "tasks."
discharge out of tertiary care. Nurses have Background The change in the nurse resident's per-
to be really good at completing tasks to For the first 10 years, Holy Cross fol- ceptions of skills preparedness was dra- Elyce Bishop, MSN, RN, serves as the
survive a shift. lowed a prepared curriculum with little matic. The trial group, Cohort 30, demon- Vizient™/AACN Nurse Residency and Clinical
In 2012, the Institute of Medicine deviation from the content or order in strated being above the national bench- Education Coordinator at Holy Cross Hospital
(IOM) recommended that acute care hos- which it was presented, with poor out- mark in 18 out of the 21 measured Casey- in Fort Lauderdale. She can be reached at
pitals have a nurse residency program that comes related to the nurse resident's per- Fink Survey skills. Comparatively, Cohort (954) 958-4826 or
is evidence-based with established, meas- ceptions of skill preparation based on the 28 demonstrated being above the national Elyce.bishop@holy-cross.com.
urable outcomes. Casey-Fink Survey skills. benchmark in 13 skills out of 21, and

Memorial Healthcare System Raises Minimum Hourly Wage

In a state where the minimum hourly wage is $8.46, we’ve cho- people that contribute to the quality of that care, which is why we
sen to increase the minimum we pay employees to $12.00 an made this decision when we did.
hour. Memorial Healthcare System personnel who were already Memorial Healthcare System is one of the largest public health-
making between $12-14.81/hour were also given a raise. It’s a care systems in the U.S. and a national leader in quality care and
direct investment of $4.3 million by the healthcare system into its patient satisfaction. We’re highly regarded for a patient and family-
staff that will positively impact 2,200 people, more than 15% of centered approach at facilities that include Memorial Regional
our workforce. Hospital, Joe DiMaggio Children’s Hospital, Memorial Regional
I’m proud to say we now have the highest minimum wage of Hospital South, Memorial Hospital West, Memorial Hospital
any public healthcare system in Miami-Dade and Broward coun- Miramar, Memorial Hospital Pembroke, Joe DiMaggio Children’s
ties. The increases were approved by the South Broward Hospital Health Specialty Center in Wellington, and Memorial Manor nurs-
District’s Board of Commissioners and took effect with the first ing home.
pay period of November 2019. Among the many awards and recognition we have earned are
All our employees contribute to the care we provide patients Modern Healthcare magazine’s “Best Place to Work in Healthcare,”
and families, so it’s important we invest in them and demonstrate BY MARGIE VARGAS, Florida Trend’s “Florida’s Best Companies to Work For,” and
their value to us. The goal is to attract and retain the best people BS, MA, PHR Becker’s Hospital Review’s “150 Great Places to Work in
for every position in our facilities and we feel being proactive with Healthcare.” In a recent report (“Humanizing Brand Experience”),
this increase helps us do that. the Denver-based consulting firm Monigle named Memorial the
With more than 14,000 employees in South Florida, Memorial competes for top health system brand in America, based on consumer surveys.
local talent not just with other healthcare providers, but with other industries as
well. Our new minimum hourly wage compares favorably to large organizations To learn more about us, visit mhs.net.
in retail, travel, and hospitality. Margie Vargas is a Senior Vice President and Chief Human Resources Officer at
Memorial Healthcare System has earned a reputation for taking great care of Memorial Healthcare System in Hollywood.
patients and families, but that wouldn’t be possible if we didn’t also prioritize the

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14 January 2020 southfloridahospitalnews.com South Florida Hospital News