Doctor of Nursing Practice (DNP)
Doctor of Nursing Practice (DNP) Program
School of Nursing
nurse, mentor, mentee, retention, job satisfaction, intent to stay, turnover, engagement
Background and Significance: Currently staffing shortages are impacting patients and communities nationwide. This problem has been on the rise since the before the pandemic. COVID-19 has certainly increased the rate of nursing turnover, and vacancy, especially in acute care (Krofft & Stewart, 2021). Many factors contribute to nursing turnover, including nursing satisfaction, interprofessional relationships, and organizational support, and it is apparent that swift and effective action is needed, to ensure that safe, skilled nursing professionals are available to provide the necessary treatment that those seeking healthcare need. Nursing Mentorship programs have been shown to improve retention of nursing staff, including new and experienced staff. They provide support, and a venue for professional growth and development (Hewlett et al, 2020). Purpose: The purpose of the Quality Improvement Project (QI) is to support the implementation of a RN mentorship program for all professional nurses. This program would be utilized upon transitioning into practice as a GN, transitioning to a new unit or practice setting, or as part of a professional development journey for an experienced nurse. The goal of the mentorship program is to decrease nursing turnover rates, increase nurse satisfaction and retention, and improve patient outcomes. Methods: This project will utilize the PDSA model to implement, and then evaluate the mentorship program. Policy and process for the mentorship program including program entry, participation, and completion will be developed. Documentation of the program metrics will be developed. Measurement of outcomes related to aims and objectives will be planned with implementation. Stakeholders from the organization will be part of the implementation team. Evaluation of the aims and objectives, as well as outcome measurements will be evaluated with this stakeholder team. Results: Improvements can be seen in increasing nurse engagement for direct care nurses from 59% to 63%. Improvements in decreasing turnover, including first year turnover were also realized, both rates showing reduction. Additionally, surveys around job satisfaction and intent to stay confirm the timeliness and need for this intervention.
Cassel, Rebecca, "Implementation of a Nursing Peer Mentorship Program to Improve Nursing Retention and Job Satisfaction in an Acute Care Hospital: A Quality Improvement Project" (2023). Doctor of Nursing Practice (DNP) Manuscripts. 44.
Available for download on Saturday, August 31, 2024