2. Ignite your thoughts
about the future of
nursing care on your
perspective units.
• Think about the average
age of your nurses?
• Now look forward 5 to
20 years as they start to
retire.
• How will you replace
them?
• Your current training
program looks like
what?
• Are you struggling with
retention of new hires?

3.  Today we have an aging
nurse workforce
 Near 50% of actively working
nurses are 50 or older
Leading us to…
The largest group
employed in hospitals are
ages 50-54
American Nurses
Association 2011

4. APPLICANTS
V
A
C
A
N
C
Y
A high vacancy rate
Low pool of experienced
applicants.
Creates a need for
high volume novice
training.

5. Keys to
Successful
Training
• To train a novice you
have to provide the
right information to
them at the right rate
to fill the PINT
• When saturated they
don’t absorb
• Too little and they
don’t perform well
TRAIN
THEM
RIGHT

6. That’s not
how we
placed the
catheter
in the lab
at school!!

7. In 2009 Zinmeister and Schafer
concluded that the lack of clear
practice expectations in
orientation was a reason
graduate nurses leave their first
jobs and sometimes the
profession of nursing in the first
year. No one likes to feel
unprepared.

8. What is learned in school is
limited basic nursing.
Much of which is simulated
Injections
IV starts
Catheter placement
We must recognize the
starting point…

9. PerInatal Nurse Training Program
Make it clear day 1 they have a gill of knowledge and in 16 weeks the goal is to
fill them to a pint not to be a gallon or quart as the more experienced peers.
1/4
pint

10. Goal
The Design Goal of the program is
 To create a consistent form of skills assessment for new hires
during orientation which will assure each nurse receives equal
training and can demonstrate the ability to provide quality, safe
care while following organizational policies and procedures and
national standards.
How do we make this happen?

11. One drop at a time creates a rippled learning effect building on each drop
The syllabus
A Focus Plan
Textbooks
1:1 feedback sessions
Ultimately the Faculty Preceptor Role

12. Textbooks
These are the
assigned
textbooks
• Kennedy’s
Intrapartum
Management
Modules
• Mosby’s Fetal
Monitoring
• AWHONN’s
Perinatal
Nursing
Reading is assigned from the books as
well as policies to prep for class

13. The Focus Plan is designed for the team
• week to week assignment directions
• nurse/patient ratio
• topics to discuss when there are opportunities
• sets expectations
It’s a tight rope so we meet every 2 weeks to stay on track.

14. ___________________________________
Employee Date
___________________________________
Preceptor Date
___________________________________
CNS/PDS/CNE Date
___________________________________
Director Date
Objectives Met: Name 3 things you have accomplished since starting on the unit
•Comfortable with admission process
•Successful with IV starts
•Figured out how to call for another surgeon in the OR and gather equipment
Feedback: Preceptor states (the RN) is fitting in really well, has met all checkpoints for the past weeks and is ahead with some checkpoints not yet
due.
Needs Assessment: Name 2 areas you want to focus on for the next 2 weeks
•Need to get a better understanding of required documentation
•Improve on handoffs (more practice)
Feedback: Preceptor states (the RN) needs to work on prioritizing care.
Objectives for Upcoming Week(s): My goal for next week is.... improve my understanding of the RN role during delivery
Comments: Discuss 1 "ah-ha" moment you've experienced since starting at H.C. Realizing that I have areas to grow. Learning this is an
evolving process. I don’t need to be a master at this now.
Is this area a good fit for you? YES – it is. Checkpoints Complete - Adm.
HOLY CROSS HOSPITAL
ORIENTATION APPRAISAL CONFERENCE
Employee: __Nurse Novice_____________________ Preceptor: __Nurse Know-Itall________
# Orientation Week: _____5_____________________ Date: ___06/10/2014____________

15. Faculty Preceptor Role where the preceptor has a 1:2-3 ratio of novices
This helps to develop their solo practice in the final four weeks of orientation
Allows for a smooth transition into solo practice
As evidenced by…

16. The Faculty Preceptor Role Impact
72%
Retention rate @ 6 mos. before the role
90%
Retention rate @6mos. after the role

17. 98% EFM Certification Pass Rate by
1yr of Practice

18. Retention Rate
89% @24mos.
97% @18mos.
98% @12mos.
We keep what we train

19. T
H
A
N
K
Y
O
U
Today’s toddler is tomorrow’s nurse.
We need a plan in place that works to
make them the best nurses possible.
The PINT program has successful,
measurable outcomes.