"Traditional Orientation Programs" or "RN Residency Programs"?

llg, PhD, RN · Aug 6, 2007

Residencies are not necessarily better than traditional programs. It all depends on the specific details. Don't let yourself get sucked into a bad situation because someone packaged their orientation program into a slick package and printed a pretty brochure. Many hospital marketing people are aware that a "pretty package" sells their hospital to new grads who are gullible to those marketing techniques.

You should be looking at the specifics of the program and of the overall job -- not just the marketing materials for the new grad orientation program. Look at the amount of support you will get from your preceptor, the number of classes, the topics discussed in the classes, etc. Ask them how many new grads actually finish the program ... and how many stay in the same job for the entire first year. Those sorts of things.

Also assess yourself thoroughly. Do you really wants lots of classes? Do you have particular needs for certain kinds of clinical experiences? Which patient population appeals to you most? Which job feels right to you for the long term? etc. etc. etc. Then make your decision based on the which program will suit your overall needs the best -- regardless of the title of the program.

Mommy TeleRN, RN · Aug 6, 2007

I went for the longer term. It's a huge learning curve and I wanted as much time as possible with my preceptor. I did not want to be hurried out of orientation with so much responsibility on me and to risk patient safety. Plus with this program I get to learn a lot more about how other departments work and I get to do a lot more extensive education and training. I guess to me it's all about starting out on a really super firm foundation :)

peds4now, RN · Aug 7, 2007

I also just became an RN and also am taking a Versant Residency position. I actually think that by the 5 month mark I'm going to be dying to be off "probation" as it were and on to doing my thing, but I figure you only get to be a new grad once. My program has 150+ classroom hours, compared to 48hrs. at the other 2 major hospitals in town. BUT, the pay during the residency is horrible, which is kinda sad. AFter that it goes up to being comparable with other places (as far as I can guess! Each hospital has their own little shtick about explaining pay structure and shift differentials, etc.), but I still wonder if I'm "selling myself short." In the end though, I think the training will be worth it.

jjjoy, LPN · Aug 8, 2007

IBUT, the pay during the residency is horrible, which is kinda sad. AFter that it goes up to being comparable with other places (as far as I can guess! Each hospital has their own little shtick about explaining pay structure and shift differentials, etc.), but I still wonder if I'm "selling myself short." In the end though, I think the training will be worth it.

Medical residency pay is low, too. Consider it a continuation of your education as opposed to a full-fledged nursing job. At least you're now getting paid something as opposed to having to pay for the training. I'd prefer a lower-paid residency than a full-paid extended preceptorship that required a 2-yr contract or having to pay back the hospital's training costs (which I've seen locally).

For myself, I know I'm more successful if I have a more extended period of less than full responsibility while I'm learning the ropes. I like to get each piece down at least somewhat before having to pull it altogether. As opposed to having to learn to juggle all the pieces while also learning those pieces (assessment skills, judgment in calling MDs, delegating to assistive personnel, experiential knowledge about specific patient conditions one's working with, facility policies, time management etc). So this type of opportunity is great for folks who learn like me. Others seem to thrive in more sink-or-swim environment. I'm glad that more facilities are offering more training options to newbies.

land64shark · Aug 10, 2007

I'd prefer a lower-paid residency than a full-paid extended preceptorship that required a 2-yr contract or having to pay back the hospital's training costs (which I've seen locally).
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A local hospital here that offers the Versant residency program requires a 2 year work commitment. Their pay during training is about $1.50/hr less than other local hospitals. There is no increase after the training so I'm told. I also understand their weekend and shift differentials stink. It's a children's hospital, great facility. The 2 year commitment is making me really balk though. How do I know I will even like peds?

jjjoy, LPN · Aug 10, 2007

The 2 year commitment is making me really balk though. How do I know I will even like peds?

That would put me off a bit, too. Hopefully, any pay back due on breaking the contract would be pro-rated. If you could carefully budget such that you can put, say, half of each paycheck in a savings account specifically earmarked as "pay back" money in case it doesn't work out, then that might create your own safety net. It depends on the actual numbers and the way the contract works whether or not that could work.

I totally understand the facility's needs to protect themselves from the losses of training someone up really well then losing them before they get any return on their investment. However, it's a big gamble for the nurses undertaking the contract as they have to hope that the facility will really work with them to make it work. Acute care nursing isn't a field where you can "just scrape by" and "put in your time" - especially as a newbie.

yummo · Aug 11, 2007

I skimmed through some of what was said... I started a Versant topic a while back too, before I started... i think that some things have more to do with your actual hospital then with Versant itself.

Ive been in Versant orientation for a week. I am getting paid what all new nurses at my hospital get paid WITH my shift differentials. Im getting paid what I would have gotten paid starting at any other hospital in my area without Versant. I guess my hospital put up all the money and didnt tak it out of our paychecks. I think that shows what investments risks they are willing to take for us to be in this program (we are the first cohort in our hospital and area).

Also, we have no commitments with our hospital health care system. The policy is the same as it applies to every other position that termination in the 90 day period by either side is a possibility, wether they are not happy with my performance or I dont think that where I am is the right place for me.

I think this shows thier trust in Versant lowering turn over rates.

So far so good, the first week has been some boring lectures that they have to give due to liability (hippa, infection control, delegation) but also we have had lectures about different tools we can use in patient care (iv skills lab, bs skills lab, infusion pump skills, pbds assessments, a phlebotomy class). We not only have our preceptors, but we have mentors too, and debriefing groups.

Its only been a week but I just think we already feel like a family, we feel like our employers care about us and what to help us succeed and not eat thier young and just throw us on the floor.

A lot of people dont like the idea of the many hours of class time, I however, think its a good refresher because I graduated a year ago.

I'll come back and update my thoughts on the program, but the first week as been great.