The success in addressing the nursing shortage in California over the past 5 years has led to the unintended consequence of new RN grads facing difficulty securing their first jobs due to the economic downturn. Across the state, industry and education partners are looking at best practices to ensure that new grads are able to secure employment in a timely manner. Following are some innovative strategies which have proven successful in San Diego County.
Maryann Cone, MS, RN, NEA-BC, the Chief Operating Officer at Sharp Grossmont in La Mesa, CA, reports success with two specific strategies:
- Hiring new RNs into part-time positions, effectively doubling the number of new hire nursing grads, while providing them with health benefits.
- New Graduate Residency Program-program focusing on education and mentorship lasts one year, during which time the residents are full-time employees; if they have not been hired for a position on a nursing unit by the end of the year, they become full-time employees of the hospital float pool.
Ellen McKissick, MS, RN, Academic Liaison at Palomar Pomerado Health [PPH] in Escondido, CA, shared information about a new graduate residency program piloted by PPH in partnership with California State University San Marcos [CSUSM]:
- Non-paid residency program
- Didactic component: QSEN competencies, review of skills, and new RN role transition
- Clinical component: minimum of one 12-hour shift per week on Medical-Surgical unit [up to 36 hours based on needs of new grad and availability of preceptor]
- 15-week, 4-unit certificate course offered through CSUSM's Extension Program
Darlene A. Stevens, PhD, RN, Chief Nurse Executive & S. Marlene Ruiz, RN, BSN, MA, Director of Education and Consulting Services, Kaiser Permanente San Diego [KPSD] report the following 2010 New Graduate Support and 2011 Projections:
- The process for new graduates follows the regional model for new graduate preparation
- Initial 2 weeks focus on general orientation, followed by 40 hours of didactic, 24 hours of simulation lab, and 248 hours of clinical with a preceptor
- New graduates work out of the Nursing Administration cost center on a designated unit and can bid on posted positions after completing the program
- In Fall of 2010, two groups of ten were initiated
- The goal in 2011 will be to calculate the number of programs needed based on projected growth and retirement factors; current estimate is for two programs of ten students each
- In a time of few job opportunities in acute nursing positions, this model allows gradual addition of new graduates in a staged learning environment
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