Nursing is an evolving profession that is constantly assessed and improved upon. The 2010 Institute of Medicine’s (IOM) Future of Nursing Report encompasses many recommendations that are an effort to improve the future of the nursing profession. One of those recommendations is the implementation of transition-to-practice (TTP) or nurse residency programs after completion of degree programs or when transitioning into new clinical practice areas. The IOM recommends that state boards of nursing and accrediting bodies support nurses’ in the completion of a residency program, the Secretary of Health and Human Services should redirect all graduate medical education funding from diploma nursing programs to support nurse residency programs in rural
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Zinn, Guglielmi, Davis, and Moses (2012) noted that the present shortage of registered nurses will grow to a staggering 1 million by the year 2020. With this being said, the need to attract, properly train, and retain nursing staff is crucial to the future of health care. It is well known among nurses that the first year working as a new nurse is one of the hardest. Jones-Bell, Halford-Cook, and Parker (2018) recognize that entry into practice is often described as difficult and conflicting between expectations and reality. Besides the incongruence between nursing education and nursing practice, the job itself is stressful and requires skills, confidence, and competence in order to deliver safe patient care. Zinn et al. (2012) states that nursing school graduates deserve a successful transition to …show more content…
Zinn et al. (2012) found that when a new graduate nurse leaves his or her job within the first year, the turnover cost can range from $22,420 to $77,200 while the estimated cost of orientating a new employee ranges from $8,000 to $50,000. Consequently these figures provide a powerful reason to find sustainable programs for recruitment and retention. These high turnover rates weaken the ability of care teams to ensure quality patient care outcomes (Zinn et al., 2012). The American Association of Colleges of Nursing recognizes the importance of and highly recommends nurse residency
Zinn, Guglielmi, Davis, and Moses (2012) noted that the present shortage of registered nurses will grow to a staggering 1 million by the year 2020. With this being said, the need to attract, properly train, and retain nursing staff is crucial to the future of health care. It is well known among nurses that the first year working as a new nurse is one of the hardest. Jones-Bell, Halford-Cook, and Parker (2018) recognize that entry into practice is often described as difficult and conflicting between expectations and reality. Besides the incongruence between nursing education and nursing practice, the job itself is stressful and requires skills, confidence, and competence in order to deliver safe patient care. Zinn et al. (2012) states that nursing school graduates deserve a successful transition to …show more content…
Zinn et al. (2012) found that when a new graduate nurse leaves his or her job within the first year, the turnover cost can range from $22,420 to $77,200 while the estimated cost of orientating a new employee ranges from $8,000 to $50,000. Consequently these figures provide a powerful reason to find sustainable programs for recruitment and retention. These high turnover rates weaken the ability of care teams to ensure quality patient care outcomes (Zinn et al., 2012). The American Association of Colleges of Nursing recognizes the importance of and highly recommends nurse residency