Implementation of a Nurse Mentorship Program

Abstract

Problem & Purpose: The Institute of Medicine’s (IOM) report, “The Future of Nursing: Leading Change, Advancing Health”, supports the need for nurses to engage in lifelong learning opportunities. A 72-bed community hospital identified a gap in mentoring support for nurses after their first year of employment in order to support their professional development. Value for mentoring was evident in the existence of a mentoring committee at the project site, however, the committee has been inactive. The purpose of the quality improvement (QI) project was to develop, implement and evaluate the effects of a nurse mentorship program (NMP). Methods: Seven mentees were recruited, all who expressed an interest in being mentored and were part of the most recent cohort of the organization’s Maryland Nurse Residency Collaborative (MNRC). Five of the seven mentors were experienced nurses recruited at a hospital sponsored event, while the other two mentors were experienced nurses recommended by their mentee. The NMP was developed with best mentoring practices provided by the Academy of Medical-Surgical Nurses. At the beginning of implementation, educational sessions were provided to participants to establish requirements of the program to include initiating goal contracts and professional development plans and documenting engagements. Engagement and professional development activities were monitored through data collection. Results: As a result of the program, 100% of dyads who engaged, completed a goal contract and professional development plan along with meeting at least one professional development goal. The program received 100% overall satisfaction for mentors, and 66% for mentees. Conclusion: Although small, all dyads achieved levels of satisfaction with the NMP and achieved a portion of professional development goals set. The NMP promoted a culture in the organization of support for professional development and career advancement among nurses.