I didn't know exactly where to put this, so I put this in the general nursing section.
I just finished my first session of the RN to BSN program I am in. As part of my Dimensions of Professional Nursing class, I had to write a paper focusing on something in Professional nursing, Leadership, Education, Research, or Service. I decided to focus on Education, specifically education of new or inexperienced nurses as it relates to nurse residency programs. I am convinced those programs are good for nurses and nursing in general and should be expanded, especially those like the UHC/ACCN residency program. There is a lot to the transition from classroom to practice that imho general orientation programs just do not address. I also think there should be a part that focuses on the special problems LPN's might have transitioning into practice as an RN. Programs like this might make all the difference in a new nurse leaving at the end of his/her first year and actually sticking with it. Now, that's not to say that work environment, staffing, corporate policies, etc don't have a huge part in it. But imho having a structured transition program and only having preceptors who actually want to teach would make a HUGE difference.
This paper is the beginning of what will most likely become part of my capstone for this nursing program. My idea is this: Nurse Residency programs should be subsidized like Physician Residencies so more organizations will implement them, and preceptors should be recruited from those who want to actually do it and who love to teach...not the first warm body. Also preceptors should get some recognition for what they do. I know that this would only work at organizations who value nurses as assets, not liabilities but I think it's important for our future. If hospitals realize that a nominal investment in their nurses will help their bottom line, they might actually be more inclined to implement more of these programs. From my research the turnover rate for new RN's is 30% in the first year and upwards of 50% in the second year, versus a retention rate of 95.6% for those that complete the program. That's tangible dollar signs if you want to put it into that perspective.
I don't think I got across exactly everything I wanted to in that paper, but I got the main points.
Actually, there is a "subsidy" already available for nurse training programs - by way of Medicare cost reports. Organizations can "pass through" their costs on their annual Medicare Cost Reports. The programs have to meet very specific criteria:
* Be approved for CE -- this means they cannot be a repetition of basic nursing education
* Be graded - measurable outcomes based on a logical grading scale
The organization has to establish a very careful financial tracking process to ensure that all reported costs are clean. It's almost certain that these claims will be audited because they are so rarely included on cost reports. If you want to research this, it is in the CMS rule # 413.85 Cost of approved nursing and allied health education activities.
This is the way most hospital-based diploma programs stay(ed) afloat for so many years. Unfortunately, it seems that the financial wizards who manage hospital financial systems are clueless in this area, so hardly anyone is taking advantage of this funding opportunity.
I personally think hospital-based BSN programs would be an interesting thing to do.
I will research that CMS rule, I think that is the subsidy that the UHC/AACN residency program is geared for in it's requirements.
WildcatFanRN, BSN, RN
913 Posts
I personally think hospital-based BSN programs would be an interesting thing to do.
I will research that CMS rule, I think that is the subsidy that the UHC/AACN residency program is geared for in it's requirements.