• The Implementation and Evaluation of a Certified Registered Nurse Anesthetist

      Scott-Herring, Mary J. (2017)
      There is little evidence to support the impact of a preceptor/mentor program for orienting newly hired certified registered nurse anesthetists (CRNAs). However, the literature suggests that participation in a preceptor/mentorship program will increase the satisfaction, confidence and comfort of both preceptors and new hire orientees. Thus, the purpose of this project was to determine the impact of these outcomes. A preceptor/mentoring program was developed based on best evidence and implemented as a quality improvement project. Three sessions were held to educate preceptors (n=12) in the following areas: communication skills, providing constructive feedback, and assessing learner’s styles and needs. In addition, bi-weekly mentoring sessions were provided for the new hire CRNAs (n=2). Following analysis, the results suggested that participation in this workshop significantly increased CRNA preceptor satisfaction and comfort in the precepting experience. Though a smaller sample than desired, the new hire CRNAs answered that they were “mostly” or “very much” satisfied and confident at the completion of their orientation period. This program is something that can be expanded to include additional preceptors and be sustained with future new hires.
    • Implementation of a Nurse Mentorship Program

      Dawson, Lauren E.; Franquiz, Renee (2020-05)
      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.