Easing the Transition: An Innovative Triad
Mentorship Program for New Graduate Nurses
Gloria Verret, RN, BSN, CPN and Vicky Lin, RN, BSN, CPN, PHN
Children’s Hospital Los Angeles
The Triad Mentor Program
• After each Versant Residency, we will have a six
month mentorship program
• The new graduate will be mentored by a peer who is
a recent graduate of the program (5 years or less)
and a veteran preceptor (5 years or more)
• The group of three will meet twice a month for one
month and then monthly (or more frequently) for the
next five months
• Meetings will be designed to meet the needs of the
new nurse
• Monthly social gatherings for all participants
• Evaluation data will be collected every month and at
program end
Triad Mentorship Model
Mentee, Peer, Veteran
Evidence-Based Program
Peer Mentoring
Benefits the New Nurse
• Skills Practice ¹
• Critical Thinking ¹ ² ⁴
• New Learning Opportunities ¹
• Open, comfortable learning environment ¹
Peer Mentoring
Benefits the Mentor
The Value of a Mentor Program
The So What Question!
Beyond the ethical responsibility to mentor, train, and develop new nurses, there is a pragmatic value
• Evidence exists to support a mentorship model of
mentee, peer mentor, veteran mentor ¹ ² ⁴
• Mentees report increased feelings of support and
more creative thinking as well as academic growth ¹ ² ⁴
• Mentees report decreased stress from lack of
professional knowledge and skills ¹ ² ⁴
• Teacher role (veteran) is vital to ensure quality of
mentor/mentee interaction and provide support ⁴
The Versant Residency program spends $36,960 per resident ⁶
• Learn to look for evidence for practice ¹ ²
• Inconsistencies noted and learn how to find
answers, increase resourcefulness ¹ ² ⁴
• Feel stimulated and challenged ¹ ² ⁴
• Improve teaching skills and competencies ¹ ²
Orientation Folder
The cost of replacing just one new grad is $49,000-$92,000 ³
Data shows using Versant produces a reduction in turnover rates from 35% to 5.3% ³
The nursing work force is aging and new nurses entering the field are not expected to be enough to
replace those leaving ⁵
It is our hope that our mentorship program will further decrease turnover and successfully acculturate,
retain, and guide new nurses in their professional growth.
Survey Results
How often did you touch base with
What topics were addressed?
your assigned mentors/mentee?
October 2014
October 2014
5
4
2
0
1x/2weeks
1x/week
0
0
0
2-3x/week
> 3x/week
Other
2
Personal
Lives
2
Clinical Skills Professional Debriefing
Development
4
4
1
1x/week
0
2-3x/week
> 3x/week
Personal
Lives
Other
² Harmer, B., Huffman, J., & Johnson, B. (2011). Clinical Peer Mentoring: Partnering BSN Seniors and Sophomores on a Dedicated
Education Unit. Nurse Educator, 36(5), 197-202.
0
0
0
Clinical Skills Professional Debriefing
Development
December 2014 (Average=4.67)
February 2015
⁴ Li, H.-C., Wang, L. S., Lin, Y.-H. and Lee, I. (2011). The effect of a peer-mentoring strategy on student nurse stress reduction in
clinical practice. International Nursing Review, 58: 203–210. doi: 10.1111/j.1466-7657.2010.00839.x
⁵ Maclean, L., Hassmiller, S., Shaffer, F., Rohrbaugh, K., Collier, T., & Fairman, J. (2014). Scale, Causes, and Implications of the
Primary Care Nursing Shortage. Annual Review of Public Health, 35, 443-457.
⁶ Trepanier, S., Early, S., Ulrich, B., & Cherry, B. (2012). New Graduate Nurse Residency Program: A Cost-Benefit Analysis Based on
(Post-Program Evaluation)
On a scale of 1-5, how would
you rate the mentorship program?
³ Jones, C.B. (2008). Revisiting nurse turnover costs: Adjusting for inflation. Journal of Nursing Administration, 38(1), 11-18.
Other
On a scale of 1-5, how useful do you feel the mentoring has been?
October 2014 (Average = 4)
References
¹ Dennison, S. (2010). Peer mentoring: Untapped potential. Journal of Nursing Education, 49(6), 340-342. doi: 10.3928/0148483420100217-04
4
2
1
Other
December 2014
December 2014
1x/2weeks
0
Turnover and Contract Labor Usage. Nursing Economics, 30(4), 207-214.
On a scale of 1-5, how would you rate
the relationship between you and
your mentors/mentee?
(Average of questions per section)
(Average of questions per section)
4.67
5
4.5
4.33
4.33
Veteran
Mentor 1
Veteran
Mentor 2
5
5
4
3.5
New RN 1 New RN 2
Peer
Mentor 1
Peer
Mentor 2
New RN 1 New RN 2
On a scale of 1-5, how would you
rate the benefits of the
mentorship program?
(Average of questions per section)
5
5
4.33
5
5
Veteran
Mentor 1
Veteran
Mentor 2
3.17
New RN 1 New RN 2
Peer
Mentor 1
Peer
Mentor 2
4.43
5
4.86
Peer
Peer
Veteran Veteran
Mentor 1 Mentor 2 Mentor 1 Mentor 2
Contact Information
[email protected]
[email protected]
www.postersession.com