Cost of New Grads? Dont understand!

FilledWLove · Sep 20, 2012

I believe we applied to the same hospital :). In the packet on the FAQ page #3 it states that the $10,000 is just a portion of what it costs for a new grad and it is significantly more. Hope that helps!

UCI&USFMom · Sep 20, 2012

My daughter got into Versant RN Residency, 2 yr contract and it costs $20K. If you break the contract = you pay them back. It's a very good hospital and even if the pay is low, the benefit in the end is very good which is the experience.

amoLucia · Sep 20, 2012

Think about all the variables included in such a program. Who is paying for certification clasess IF they're offered/required? How long are the programs? Preceptor qualification? Preceptor to orientee ratio? How individualized vs group are the programs? These just come to mind quickly.

I could see the cost being different for San Francisco/NYC versus some smaller, more rural facility. Big shot hosp vs a local one?Retention rate for new graduates? BENEs avail to grads that are being used & in the costs? I keep thinking of more as I keep typing....

Enthused RN, BSN, RN · Sep 20, 2012

Do you get a $10K bonus AND then if you break the contract, you owe them $10K?

Or is there no bonus and you just owe them money because you did not perform work for them for a certain length of time?

I personally feel that that the latter scenario is a form of indentured servitude ... just had to throw my $0.02 in there.

amoLucia · Sep 20, 2012

More I think of it ... what would it be like if LTC facilities REQUIRED an employee contract for extended orientation like these preceptor programs??? I wonder how the payback collection occurs when the newbie leaves early in these hosp preceptor programs ... would it work in LTC?

Maybe more LTC facilites would be less reluctant to hire newbies if they knew their investment was more protected. They would then be more confident in hiring them and putting more into orientation.

Hmmmmmm ... I can dream can't I?

Enthused RN, BSN, RN · Sep 20, 2012

More I think of it ... what would it be like if LTC facilities REQUIRED an employee contract for extended orientation like these preceptor programs??? I wonder how the payback collection occurs when the newbie leaves early in these hosp preceptor programs ... would it work in LTC?
Maybe more LTC facilites would be less reluctant to hire newbies if they knew their investment was more protected. They would then be more confident in hiring them and putting more into orientation.
Hmmmmmm ... I can dream can't I?

Does anyone else feel it is unethical for employers to charge their employees for leaving them? What if the employer is not a good place for people to work at?

allnurses Guide · Sep 20, 2012

I don't think it is unethical at all. They are investing in the new grad and want to see a return on their investment. If they are not a good place to work you are free to leave but will need to reimburse them for the education you are getting.

Enthused RN, BSN, RN · Sep 20, 2012

I think that's the difference here - some people see it as strictly education, I see it as work.

Also, if you are unable afford to reimbursement, then you are not "free" to leave ... LOL sorry couldn't resist.

allnurses Guide · Sep 20, 2012

If you are following a preceptor and not taking patients independently, you are creating work for others. You are definitely working hard yourself, but that is the nature of being educated. You have to work at it.

itsnowornever, BSN, RN · Sep 21, 2012

Thanks for all the replies. I'm not complaining by at means!!!! I'd give my left lung and kidney to work here!!!! I was just curious about the cost here vs what article say. I'd be willing to sign a contract ANYWHERE to get my first few years experience. In fact I am very "pro contract" for people who need continued education like us. I was just curious. They also say that they will contact a collection company if you quit. I don't see anything wrong. You know about it during the application process and you agree to it. Don't like it, don't agree.

amoLucia · Sep 21, 2012

To Enthused - you have a point (somewhat) about when employees feel they must leave for their personal reasons (and it is for THEIR personal reasons) A/E/B other employees still staying). But are there any other professions or employers in industry that are almost expected to provide extended orientations to newbies? Just in order to have them independent-practice-ready in a competent novice capacity???

So it doesn't seem unreasonable to me that there should be some type of reimbursement or payback for additional educational services provided by the employer when the contract is not honored by the employee. And this shoud be a program extended into LTC as feasible. Back to OP's original post - employers put into their orientation what they feel is needed for the output