Preceptors promote competence and retention: strategies to achieve success.
When considering factors that affect nurse recruitment and retention, an appropriate response to the nursing shortage may be to either implement a preceptor model or refine an existing preceptor program. This article describes the evolution of a comprehensive preceptor model including the following: strategies to gain staff, administrative, and educational support and involvement; a preceptorship policy and procedure; a formal program to prepare preceptors; the need for identified orientation, learning expectations, and documentation of the same; evaluation methods of a preceptor model; and rewards for the preceptor. The viability and strength of this preceptor program may be attributed to the inclusion of all levels of nursing staff in its development and implementation.
Hitchings
K S
KS
D002983:Clinical Competence; D004650:Employee Performance Appraisal; D006801:Humans; D009741:Nursing Staff, Hospital / Q000523:psychology* / Q000600:supply & distribution; D010414:Pennsylvania; D010559:Personnel Management; D010561:Personnel Staffing and Scheduling; D011231:Preceptorship