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As the COVID-19 pandemic reached its second year, and vaccine mandates to return to work or school became a contested debate among leaders in health care organizations and universities, nursing academic and hospital leadership had to consider which health and safety requirements, including COVID-19 vaccines, were needed to return students, nurses, and nurse faculty to more typical clinical and classroom activities. In this context, this mixed-methods study surveyed and analyzed data from a large national sample of students, nurses, and faculty about their vaccine status, and reasons for their decisions to be vaccinated or not. Study findings point clearly to the need for better messaging in all public health campaigns, emphasizing the protection of others as the strongest predictor for vaccine uptake. [ABSTRACT FROM AUTHOR]

Medical assistant vacancies require ambulatory care clinics to reallocate critical, clinical workflows to other members of the healthcare team. This shift in workload can increase stress and burnout while decreasing overall top of license work. An urban, academic medical center implemented a medical assistance apprenticeship to address this workforce challenge. [ABSTRACT FROM AUTHOR]

Academic practice partnerships play a key role in preparing nurses to care for diverse patients in clinical settings. Evidence-based academic practice partnership guidelines for ambulatory care were created to facilitate student clinical placements that ensure competency of new nurses entering ambulatory care settings. [ABSTRACT FROM AUTHOR]

Development of academic-practice partnerships (APPs) provides the foundation to build a sustainable partnership between academia and practice settings. APPs provide academic, practice, and mutual benefits to advance ambulatory care nursing. Those who engage in partnerships can achieve mutual respect and understanding, a shared vision with mutual goals and outcomes, and agreed-upon evaluation strategies. Part 1 of a 3-part series. [ABSTRACT FROM AUTHOR]

With more new graduate nurses (NGNs) entering the workforce, there is a need for structured nurse residency programs (NRPs) using identified best practices. This retrospective study analyzed data outcomes from over 6,700 NGNs who completed the Versant Nurse Residency between 2009 and 2019. Results revealed organizational commitment, nurse-work satisfaction, and conditions of work effectiveness have the greatest impact on turnover intent which has a strong correlation with actual turnover. In addition, NRPs valued and supported by organizational leadership have the most successful programs and retention of NGNs. [ABSTRACT FROM AUTHOR]

The article investigates the impact of one-to-one and group mentoring on new graduate nurses' transition to practice. Topics discussed include the ways by which both types of mentoring affect nurses' professional development and ability to manage stress, the factors that influence nurse turnover within an organization and the various strategies and interventions used in transition programs and residencies for nurses in the U.S.

The article discusses the registered nurse's (RN) transition to practice (TTP) and nurse residency programs in all practice settings. Topics covered include the key challenges and successes in implementing TTP programs, the role of academic practice partnerships in creating the important foundation and structure for TTP programs, and significant concerns and strategies employed to recruit practice partners.

The article discusses the implementation of an ambulatory care registered nurse residency program aimed to promote patient safety and quality care. Topics covered include the role of the Quality and Safety Education for Nurses (QSEN ) initiative in transformation nursing education and practice, factors involves in the assessment of whether a nurse is competent to perform the duties of his or her job role, and the use of the QSEN framework to support the development of competencies.

The article discusses effective solutions to achieving strategic staffing in healthcare systems as of July 2017. Topics covered include factors contributing to nurse turnover for the general nursing population, the link between inadequate nurse staffing and negative patient outcomes, and six best practices after seven years working with the Wisconsin Nurse Residency Program.

The article focuses on the effort by the nursing leadership team at the Children's Hospital of Philadelphia (CHOP) to create a central staffing office intensive care (IC) nurse residency program to deal with the issues of growing patient acuity, shifting census patterns, and urgent staffing needs. Topics mentioned include the recruitment and selection process, and the core IC unit competencies for nurse applicants including thermoregulation and sedation management.

The article discusses the challenges in the nursing profession in the U.S., particularly the need to meet the demand for competent nursing care amidst the continuous departure of experienced nurses. Also cited are the nursing workforce shortage forecast by the U.S. Department of Health and Human Services, the need by leaders in the profession to prioritize succession planning, and the succession plan model at the Swedish Medical Center (SMC) in Seattle, Washington as example.

The article looks at recommendations resulting from the "Future of Nursing's Campaign for Action" report of the Institute of Medicine. Topics mentioned include the implementation of nurse residency programs in conjunction with the transition-to-practice programs for nurses, recommendation on increasing the proportion of nurses with a baccalaureate degree by 2020, and the need for an expanded clinical instruction through clinical partnerships.

A cost-benefit analysis was conducted to assess the economic outcomes of a new graduate registered nurse (NGRN) residency program utilizing turnover rate and contract labor usage data from a multi-site health care corporation. Secondary data analysis of NGRNs (n=524) was conducted including descriptive and step-wise regression analyses. Findings indicated a new graduate residency program was associated with a decrease in the 12-month turnover rate from 36.08% to 6.41% (p<0.05) and reduction in contract labor usage from $19,099 to $5,490 per average daily census (p<0.05). These cost-benefit analyses suggest net savings between $10 and $50 per patient day when compared to traditional methods of orientation. A NGRN residency program offers a cost-effective innovative approach and should be valued as an investment as opposed to an expense. [ABSTRACT FROM AUTHOR]

The article discusses a study which examined the challenges faced by baccalaureate nursing schools in southeastern U.S. on account of the recession. It mentions that the study used an online survey to obtain data from respondents, and using the Statistical Package for the Social Sciences (SPSS) version 16 for analysis. The implications of the study results for nursing schools as well as nurses are also explored.

The article discusses a study conducted in Long Island, New York, which examines the effect of the Critical Care Nurse Fellowship Program (CCNFP) on the retention of new graduate registered nurses (RNs), and on recruitment and retention finances. The article reports that specialized orientation programs can improve RN retention, potentially easing the predicted nursing shortage. It also focuses on the limitations of the study, and explores the effects of the recession on RN retention.

The article presents a 10-year longitudinal study on improving retention, competence and confidence of new graduate nurses in the U.S. The result shows that an accelerated rise in self-confidence and competence and a substantial decrease in turnover intent and actual turnover. The study provides evidence that both new graduate nurses and the hospitals that they served benefit from the implementation of a structured, clinical immersion registered nurse residency.

The article discusses ambulatory care nursing in relation to the workforce of different generations. It aims to address issues related to hiring, retention and leadership succession planning which would greatly benefit registered nurses. Those who belong to Generation Y are advised to overcome the barrier of being a freshman in the medical profession by being an intern during the summer, demonstrating the skills relevant to the job and being open to feedback.

The article discusses the importance of the mentoring programs for new graduate pediatric nurses in the U.S. The programs are designed to ease the transition of newcomers from student to practice nurse. A descriptive study was made at a pediatric academic medical center to compare the job satisfaction and retention rates of graduate nurses before and after the implementation of a Pediatric Registered Nurse Internship Program. The results of the said survey have also been discussed.

The article focuses on a study describing how one urban, Magnet-designated pediatric academic medical center brought in a Registered Nurse internship program to foster new graduates in establishing their pediatric careers. The business impact of creating a magnetic strategy to grab and retain new graduate nurses is addressed. The insights earned and the investments needed for such strategy to make new graduate nurses successful staff nurses who stick with the organization are also shown.

The article discusses the use of internships among medical and nursing students which may offer them the chance to envision life and future career. It is inferred that internships are an evidence-based intervention that can influence ultimate career choice. It is a commonplace among students and play a significant role in career decisions. According to the National Association of Colleges and Employees, 82.5 percent of surveyed employers offered internship programs.

The article presents an answer/evaluation form concerning the improvement of competence, confidence and retention of new graduate nurses in the U.S. The form is aimed for nurse leaders and other health care professionals interested for the improvement, competence and confidence of new graduates. Deadline of submission is on December 31, 2012.

National Federation for Specialty Nursing Organizations held its biannual meeting in Washington D.C. during June 15-16, 1984. The group consisted of 28 national nursing organizations. These organizations voted to initiate a one-week legislative nurse internship program. Implementation plans will be presented at the federation's January 1985 meeting in Denver, Colorado. The federation responded to the U.S. Department of Health & Human Services' invitation to appoint a nurse to attend Division of Nursing's July conference on collaboration among education, practice and research.