Nursing

Gestational Diabetes Mellitus: Interventions for Hispanic/Latina Pregnant Women

Luis A. Gutierrez

PSMEMC OB Unit

Resurrection University, NUR 4642: Role Transition

introduction

Nursing Turnover is one of the most well-known hospital positions that experience consistence turnover and affected by a wide assortment of reasons.

The average cost of turnover range from $37,700 to $58,400, healthcare loses $5.2 to $8.1 million annually.

Bedside- nurse in 2014 turnover statistics was 16.4% and increased to 17.2 % in 2015 (Barton, 2012, p. 3).

Mental health has the highest turnover rate of 23.1 %. This is because of the dangerous or aggravating encounter nurse experience with patient, this has made it hard for employer to retain mental health nurses.

Literature Review

Problem/topic

Lack of recognizing nurses hard work and celebrating their achievement will help reduce turnover rate Fisher (2015).

Lack of nursing resident program, preceptor-ship, mentoring and proper orientation program are the most common cause of nurses turnover.

Solution

Implementing Nursing resident program, internship, preceptor-ship and orientation will benefit employer and newly license nurses to become more confident in their practice. Fisher et al. (2015).

Building a relationship with nursing school and implementing nurse residency program among new hired nurses. Nurses who were hired from resident or internship program have stronger confidence in their job and are less likely to leave their job.

implementation

A resident program, preceptor-ship, proper based orientation program, and a friendly environment will be implemented in Adventist medical center behavioral health.

The resident program and preceptor-ship program will provide:

Provide confident in new hired nurses and job retention.

Reduce turnover rate in new graduate nurses.

Help hospital and employer save money and provide nurse job satisfaction.

Intervention

Recruitment

Healthcare organization experiencing nurses turnover should hire nurse satisfaction committee to improve nurse’s retention.

Intervention

A solid push for nurse’s residency programs or nursing preceptor programs will be incorporated to reduce nurse’s turnover rate.

Effective orientation should be giving to newly license nurse at the beginning of their practice, this orientation should as well be evaluated to see new nurse competency ability. Collect feedback from new hired nurse about their experience and how the unit can improve, which will lower the pace of turnover for new nurses.

Organization should provide a welcoming job environment that support nurses well being, this will motivate new hired nurses to stay in their job, allowing an increase in job satisfaction and nurse retention.

Assessment

The organization can measure their turnover rate plan by looking into how many nurses stay with each department, this can be done by calculating the number of current nurses and dividing the number of the nurses at the start of the measurement period and multiple it by 100, this should be done annually and if the number of turnover is reduced the plan was effective.

Nurse manager should measure nurses satisfaction /dissatisfaction after orientation and evaluate if new nurses are satisfy and are ready to work confidently on their own.

Possible outcome

Acknowledgements

I would like to thank my Preceptor James Sulima, BSN-RN and secondary preceptor Christine Williams, BSN-RN who endorse this project and felt that it would be beneficial to the Behavioral health unit. I would also like to thank Carrie NP who provided feedback on my intervention.

Nurse’s Turnover

Organization will experience a reduction in job dissatisfaction, increase retention rate among new hired nurses, reduce medical error and recruitment costs.

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