New their first year of employment to help

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New graduate
nurses actively seek out health care organizations that have Nursing Residency
Programs for their first year of employment to help with their transition from
student to novice nurse. Nursing Residency Programs are being implemented with
the advantage of retaining new graduate nurses for longer than one year.
Approximately half of all new graduate nurses leave their first place of
employment within one year. Turnover rates are costly to health care
organizations, however, Nursing Residency Programs have helped improve
retention and improve professional growth. New graduate nurses who participate
in Nursing Residency Programs are more prepared to face complex health care challenges
and have produced competent, confident nurses.

“Nurse leaders
are key stakeholders in supporting Nursing Residency Programs, specifically
related to the cost of participation and the related scheduling for new
graduates to attend.” (Linus, Reeder, Bradley & Polis, 2014, p. 117) Nurse
Residency Program leaders develop and implement a professional program to guide
nurses through their transition from student to novice nurse. They can tailor
these programs to meet the needs of the organization and assess the learning
environment and provide essential competencies for novice nurses. Nurse leaders
are able to validate whether the program has been successful.

“The role and
duties of a Nursing Residency Program leader align with the scope and standards
for Nursing Professional Development (NPD) and American Nurses Association
(ANA).” (Varner, Holland, Hansen & Leeds, 2013, p. 276) According to the
ANA, nurses integrate research into professional clinical practice.  Therefore, Nurse leaders are developing these
programs based on evidence based research, standards of practice and
professional performance. Nursing Residency Program leaders are lifelong
learners. These individuals should be licensed RNs with graduate degrees in
nursing, Board Certified with experience in healthcare leadership,
organizational behavior and/or academic education.

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Anderson, Hair,
& Todero, 2012, p. 209 stated that “Administrative leaders need to
recognize that Nursing Residency Programs are a way to change the
organizational culture by emphasizing relationship building and collaborative
practice.” Learning in a community environment where others participate in
reflective and deliberative conversations and creating safe, trusting, and
collaborative learning environments help develop autonomy for the new RN. Retention
rates, turnover rates and costs can contribute to the high cost of health care
and reduce quality of patient care.

Nurse Leaders
need to evaluate the programs regularly and revise them based on the diverse
population and complex health care issues. 
Nurse leaders should have the ability to customize the content so that
it is relevant to the population and nursing practice situations; offer content
as practical examples of how to use evidence-based practice process and best
practice guidelines and application and implementation in practice; and support
intraprofessional socialization. (Anderson, Hair, & Todero, 2012)

programs provide an opportunity for administrators to emphasize the
organizations vision, values and culture by guiding and overseeing the
development of the new graduate nurses. New graduate nurses are more likely to
stay for an organization that supports their vision and invests in their

Nursing Residency
Programs can be a value to health care leaders by providing role models for
supporting positive clinical learning environments with graduate nurses who are
building necessary collaborative relationships. The use of a Nursing Residency Program
would improve quality of care throughout the entire health care organization. Nursing
residency programs are not a quick solution for nursing turnover or skill
building; however, they offer an effective way to address the needs of new
nurse graduates.

Nurses should be responsible in making the IOM recommendations happen. Nurses
are responsible for “providing the best care possible to attain optical
outcomes for the patients.” (Hood, 2014, p. 303) Nurses can maximize education
and training opportunities to enhance their professional skills.   All nurses must be prepared to become leaders
in the design, implementation, evaluation of, and advocacy of the IOM
recommendations. Also, Nurses will require leadership skills and competencies
to build collaborative relationships with physicians and other healthcare
professionals Bottom of Form


Nurses must be
willing to engage in the policy-making process to ensure that the changes they
believe in are realized.  Nurses have
been successful at influencing the passage of legislation related to patient
safety, nursing and health care research, abuse programs, and Medicare
reimbursement. Nurses spend the most time with patients and their
families and have a better understanding of how polices can affect patients and
their care. Contributing to health policy formation and implementation at the
local, state, and national levels is an important aspect of supporting and
implementing the IOM recommendations.

Nursing residency
programs can be a solution to the need for smooth transition into professional
nursing practice providing healthcare organizations with competent,
professional nurses.  “Hospital leaders
are responsible for creating programs that will contribute to the development
of strong nurses who provide outstanding patient care” (Welding, 2011, p. 40)

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