Transcript Nurse Residency Programs and their adaptation to public health Julie Beth Heiniger, BS RN L.

Nurse Residency Programs
and their adaptation to public health
Julie Beth Heiniger, BS RN
L. Michele Issel, PhD, RN
College of Nursing/School of Public Health
University of Illinois-Chicago
Presented at the
American Public Health Association’s Annual Conference
San Francisco, California
October 29, 2012
KRISP Project
0
Overview





What is a NRP?
Acute care vs. Community/Public Health (C/PH)
Findings
Application to C/PH
Discussion
KRISP Project
1
New Graduate RNs

New RNs have limited experience, yet
responsible for a standard patient assignment
shortly after completing a standard facility
orientation.

Nurse Residency Programs (NRPs) created to
promote seamless academic progression (1)
KRISP Project
2
NRPs



“A joint partnership between academia and practice
that is a learner-focused, postgraduate experience
designed to support the development of competency in
nursing practice” (2)
Hospital and acute care settings
Shown to:
◦ Decrease recruitment, training costs (3,5,6,7,8,9)
◦ Ease transition of new student nurses (2, 3, 8 10)
◦ Increase nurse retention (3, 5)
◦ Increased job satisfaction (3,4)
KRISP Project
3
WHAT ABOUT PUBLIC
HEALTH?
KRISP Project
4
PHN Specialty
NRPs absent in Community/Public Health
 The public health nursing specialty is
distinguished from other nursing specialties
through a set of standards and principles
focused on population-based healthcare and
collaboration with a variety of healthcare
disciplines (11)
 NRPs ought to be tailored to the uniquely
public health nursing specific standards
and guidelines!

KRISP Project
5
Purpose

Literature review to identify core curriculum
components in established nurse residency
programs and discuss how they might be
applied in a public health model.

PRISMA method of systematic reviews

Part of the KRISP project
◦ http://krispproject.wordpress.com/
KRISP Project
6
Commonalities

Several common core curriculum topics
relevant to public health nursing, including:
•
•
•
•
•
•
•
•
•
•
Critical thinking
Leadership
Evidence-based practice
Time management
Communication
Professionalism
Standards of care
Ethical and Legal Issues
Delegation
Conflict Management
KRISP Project
7
Quad Council Competencies









Domain 1: Analytic and Assessment skills
Domain 2: Policy Development/Program Planning
Domain 3: Communication
Domain 4: Cultural competency skills
Domain 5: Community Dimensions of Practice Skills
Domain 6: Public Health Science Skills
Domain 7: Financial Management and Planning Skills
The Public Health Nursing Core Competencies support the scope and
standard of practice for public health nursing.
The Public Health Nursing: Scope and Standards of Practice document
was used as a reference to ensure continuity and consistency with those
standards (11)
KRISP Project
8
Deficiencies

Three domains of competencies are not met:
◦ Policy Development and Program Planning
◦ Public Health Science Skills
◦ Financial Management and Planning Skills
KRISP Project
9
Discuss…

How can we adapt NRPs to meet specific
needs of c/PHNS?
KRISP Project
10
Things to Consider
Strengths
Issues
Existing models
 Some categories overlap
 Evidence-Based
 Undergrad Education
 Grants/Funding
 AHA


Financing (Isn’t is
always...?)
 Who would write
curriculum?
 Time-Frame?
 Certification (PHN-C)
 Location?
 Mentors/Preceptors?
KRISP Project
11
Suggestions



Regionalization
◦ Smaller Health Departments combine
Undergraduate training
◦ Should there be specialty education in BSN programs?
Interdisciplinary education:
◦ PH policy
◦ Urban Health/Policy
◦ Finance
◦ Business/Administration
KRISP Project
12
References

(1) Fink, R., Krugman, M., Casey, K., & Goode, C. (2008). The Graduate nurse experience:
Qualitative residency program outcomes. The Journal of Nursing Administration, 38 (7), 341-348.

(2) Hedrich, B. & Llindsay, A. (2006). Nurse Residency Programs: Redesigning transition into
practice. Journal for Nurses in Staff Development, 22(2), 55-62.

(3) Altier, M.E., & Kresk, C.A. (2006). Effects of a 1-year Residency Program on Job Satisfaction
and Retention of New Graduate Nurses. Journal for Nurses in Staff Development, 22(2), 70-77.

(4) Anderson, T., Lidnen, L., Allen, M., & Gibbs, E. (2009). New graduate RN work satisfaction after
completing an interactive nurse residency. Journal of Nursing Administration, 39(4), 165-169.

(5) Meyer-Bratt, M. (2009). Retaining the Next Generation of Nurses: The Wisconsin Nurse
Residency Program Provides a Continuum of Support. The Journal of Continuing Education in
Nursing, 40(9), 416-425.
KRISP Project
13
References, continued

(6) Pine, R., & Tart, K. (2007). Return on investment: Benefits and challenges of a Baccalaureate
nurse residency program. Nursing Economics, 25(1): 13-18.

(7) Poynton, M.R., Madden, C., Bowers, R., & Keefe, M. (2007). Nurse Residency Program
Implementation:The Utah Experience, Journal of Healthcare Management, 52(6), 385-397.

(8) Hedrich, B. & Llindsay, A. (2006). Nurse Residency Programs: Redesigning transition into
practice. Journal for Nurses in Staff Development, 22(2), 55-62.

(9)Goode, C.J., & Williams, C.A. (2004). Post-Bacclaaureate Nurse Residency Program. JONA,
34(2), 71-77.

(10) Krugman, M., Bretschneider, J., Horn, P.B. Krsek, C.A., Moutafis, R.A, & Oare Smith, M. (2006).
The National Post- Baccalaureate Graduate Nurse Residency Program. Journal for Nurses in Staff
Development, 22(4), 196-205.

(11) American Nursing Association [ANA]. (2007). Public Health Nursing: Score and Standards of
Practice. Silver Spring, MD : American Nurses Association.
KRISP Project
14
Thank you!

KRISP project
◦ http://krispproject.wordpress.com/

Funded in part by HRSA Bureau of Health
Profession, Division of Nursing, under the
Nurse Education, Practice and Retention
Program, grant number D11HP14605
KRISP Project
15