RN New Hires Socialization Nursing Best People & Professional Excellence Committee

1. RN New Hires SocializationNursing Best People & Professional Excellence Committee Presented at Patient Care Manager and Director Meeting November 5, 2008

2. RN New Hires Socialization Background information: Literature findings: • Replacing 1 RN costs $45K – $60K • 87 – 90% retention rates reported after 1 year in residency-like programs • Program costs per RN about $1-2 K per participant NMH data: • 57 RN voluntary terminations within first year or about 24% of all terms • 62% of new hires are between 22 and 30 years old • 65% < one year of stay occurred within the first 6 months • If save 1-2 new RN you pay for this program Journal for Nurses in Staff Development, Volume 22(2), March/April 2006, pp 70-77, pp 55-62 Journal of Nursing Administration, Volume 36(12) December 2006

3. RN New Hires Socialization • Program Goals: • Increase sense of belonging to the organization • Reduce voluntary terminations in year one of new hires by 50% • Enhance Habits for Excellence and Critical Care Institute outcomes • Bring together newly hired RN from across NMH • Results reporting from 3, 6, 9 months data collection regarding job satisfaction and self assessment of competency • Results reporting at 12 months of program evaluation

4. RN New Hires Socialization Program Overview • Targeting new hires between the ages of 22 – 30 years old (total of 228 in FY 07) • Two pronged approach: Purposeful activities including: • Introduction to facility resources, “Getting to know NMH” • Outings to local venues, “Getting to know your neighborhood” • To run over 12 months with 2 starts per year: September and February • Mentors will be assigned 3-5 new hires for program duration • Frequency of formal offerings: Q month X 6, then at 9 and 12 months • At 3, 6, 9, months a questionnaire will be distributed to ask participants about the likelihood of leaving NMH, satisfaction with job, extent see self as competent RN, friendships (best friend at work), organizational commitment • At 12 months a full evaluation of program

5. RN New Hires Socialization Additional Program Details: • Mentor role per job description: Role model, facilitator, educator, coach, support person, program evaluator • Mentors will have an orientation and have predetermined expectations including group leader on community excursions, informal routine contact with individual new hires • Examples of morning presentations: Pain Service, Psychiatry CL Service, Ostomy Nurse, Case Studies, RN MD communication, Managing Team member conflict, Dealing with Challenging patient/family communication, Delegation, Leadership • Examples of community activities: Navy Pier, Millennium Park, volunteer at neighborhood soup kitchen, scavenger hunt around NU campus

6. RN New Hires Socialization Assigned Responsibilities: • Organizing the morning programs: NM Academy and/or Professional Development • December selection of mentors: Written application to departmental Shared Leadership Councils • January orientation of mentors: NM Academy • Overall program and activity planning: Professional Develop and NBP/PE committee • Participant surveys and data collection: HR

7. RN New Hires Socialization Salary Costs: • Salary coverage for select new hires as program participants: to be absorbed in orientation costs by each unit : 6 hrs X 8 day/yr • Salary coverage for mentors for orientation and 4 hrs X 8 day/yr TBD Activities Budget: $250 - $300 per participant for: • Breakfasts • Outings • Other

8. RN New Hires Socialization QUESTIONS?