Specialized new graduate RN pediatric orientation: a strategy for nursing retention and its financial impact.
New graduate RN retention in the first year of employment is a challenge for hospitals, ranging from a low of 25% to a high of 64%. In 2005, hospitals in New York state spent 11.7% of their nursing budgets on temporary nursing staffing. The objectives of this study were to determine the retention and costs associated with the employment of new graduate RNs before and after the initiation of specialized year-long pediatric critical care, emergency department, and hematology/oncology orientation programs. The major study findings were improved retention of 84% to 94%, significant retention between the two groups at 9 months, and an annual financial savings related to decreased nursing turnover in the specialized orientation group. Specialized orientation programs that support new graduate RNs have documented increased RN retention and decreased RN turnover. In concert with the increased retention and decreased turnover, health care finances were positively impacted by specialized orientation programs.
Nursing Fellowship Programs, Center for Learning and Innovation, Lake Success, NY, USA.
M Isabel
MI
Friedman
Margaret M
MM
Delaney
Kathleen
K
Schmidt
Carolyn
C
Quinn
Irene
I
Macyk
D003365:Costs and Cost Analysis; D004496:Education, Continuing; D007318:Inservice Training / Q000458:organization & administration*; D010371:Pediatric Nursing; D010558:Personnel Loyalty; D012189:Retrospective Studies; D000078329:Workforce