Date: 8/11/16
Caring Dimension: Caring for Each Other
Contact Person & Contact Information & Facility:
Julie Spicka, RN, MSN, NE-BC
New Hanover Regional Medical Center
[email protected]
Strategy: SAIL Program: Development and implementation of Nurse Mentor program
Background:
Nurse mentoring is a method to enhance staff satisfaction. The benefits of a nurse mentoring program are well documented in
literature. In 2009 NHRMC had a nurse mentor program, at that time nurse turnover was at our lowest point, 9.5%, but the program
was not supported and after a year ceased to exist. NHRMC turnover rate in 2015 was 14%. In May of 2015, 6 staff nurses, with the
support of nursing leadership, came together to build a Nurse Mentor program that would be sustainable and supported by
evidenced based practice. At this time the program is for new graduate nurses joining the NHRMC team.
The program is a one year commitment. Mentors and mentees are paid to meet once a month outside of work. They also attend a
“Kickoff” and 3 quarterly meeting together. The team found that there are 4 elements to a successful mentorship program: Support,
Education, Monitoring and Incentives
Support: The program received full endorsement and backing from the CNO and a nurse leader is part of the team. CNO attends all
mandatory Mentor-Mentee meetings. The program consists of volunteer mentors. Mentors apply for the position; the application
is reviewed by the mentors’ manager and the team for approval. Mentors agree to a one year commitment. Education: Mentors
are required to attend a training class prior to receiving a mentee. Ongoing education is provided monthly; tips and articles to
mentors. The quarterly meetings are educational and they receive CEU’s for attending – some topics have been: self care, spiritual
care, crisis management and fitness.
Monitoring: Mentors are required to submit monthly forms that contain a short synopsis of their meeting. Team members talk to
mentors/mentees every other month to ensure the relationship is going well.
Incentives: Mentors and mentees are paid for the time they spend together. If a mentor is a salaried employee, they are given gift
cards and movie tickets.
Outcome Data for the Strategy:
The SAIL committee continues to be chaired by staff nurses; committee membership is up to 12 with continued nursing leadership
support.
There are 3 cohorts participating in the program. The first cohort, 76 mentor/mentee pairs, finished their year commitment in July
2016. At one year the retention rate for this new graduate cohort at one year is 93%. The second cohort began in February 2016, 31
pairs. The third cohort just started and there are 88 pairs in this cohort.
We have found that about 70% of the pairs are able to meet monthly.
A Monkeysurvey was sent to the first and second cohort in July 2016 for feedback on the program:
 90% of respondents state their mentor is supportive, directs them to the appropriate resources and guides them in dealing
with difficult work situations.
 60% say they will stay in touch with their mentor after the year commitment; 40% are unsure.
 80% state that overall they are satisfied with their mentorship experience.
 The 20% that were not satisfied stated they had a difficult time meeting up or felt they did not need the program
 93% of them are happy being a nurse
SAIL:
S- Support
A-Advocate
I – Inform
L- Lead