Tools for Measuring Transition to Practice Program Outcomes

Nurse Leader Fellowship: Developing and Supporting Leadership Transition During Crises

Corinne Lee, DNP, RN, NPD-BC, Suzanne Knight, DNP, RN, NPD-BC; University of Michigan Health System of Michigan Medicine

The Nurse Leader Fellowship at the University of Michigan Health System has successfully provided support and resources to all nurse leaders during their transition to a new role and/or into the organization, facilitated development of competencies required to be an effective leader, and improved recruitment and retention. With the current COVID-19 situation, there has been changes made to develop and support nurse leaders in their successful transition.

Envision the Future with Ambulatory Nurse Residency

Jenna Beamer, MSN, RN, NPD-BC, Crystal Jackson, MSN, RN; Vanderbilt University Medical Center

This presentation will review how to create an ambulatory nurse residency program in a large academic medical center that has an established and accredited inpatient nurse residency program.

The Implementation of a New-Graduate Residency Training Program Directly into Clinical Research Nursing

Melanie Mudd, MS, RN, NPD-BC; National Institutes of Health Clinical Center Nursing Department

The National Institutes of Health Clinical Research Nursing Residency Program (CRNRP) was the first comprehensive transition to practice program that incorporated core dimensions of the Clinical Research Nursing Specialty Domain of Practice: Clinical Practice, Study Management, Care Coordination and Continuity, and Human Subjects Protection. Built upon Benner’s Novice to Expert Theory and Boychuck- Duchscer’s Transition Stages Model, the CRNRP’s framework takes into consideration the unique challenges posed when assisting new graduate nurses in simultaneously mastering a clinical specialty as well as Clinical Research Nursing.

Sip and Paint: The Art of Well-Being

Simmy King, DNP, MS, MBA, RN-BC, NE-BC, Kristi Myers, MSN, RN, CPN; Children’s National Hospital

Arts activities in the workplace can be used to improve nurse well-being. In our Transition to Practice Program (TPP) we implemented a strategy to promote nurse well-being through art. Sip and paint was the selected arts activity because it fostered an atmosphere that promoted reflection and connection.

Choosing the Right Person for Your APRN Fellowship

Christi Bowe, MSN, APRN, ANP-C, NPD-BC, CPHQ, Joyce Dains, DrPH, JD, APRN, FNP-BC, FNAP, FAANP; MD Anderson Cancer Center

This session will review the selection of our fellows. Learn how to utilize a 4-phase process.

Designing or Re-Designing your Curriculum: Evidence for a Competency-Based Approach That Will Simplify Your Life and Streamline Your Curriculum

James K. Tudhope, DNP, APRN, PMHNP-BC; Portage Path Behavioral Health

A competency-based curriculum design is an outcomes-based approach of determining infrastructure, process, and competency requirements to meet the program’s goals, objectives, and expected outcomes. Programs not designed around competencies, (i.e., content) are at risk for growing content requirements. This session will help simplify your life and streamline your curriculum.

Art of Observation

Lindsay Schipper, MBA, MA, RN-BC, NPD-BC, NE-BC, Erica Cooper, MSN, RN-BC, NPD-BC; Children’s Minnesota

This session will explore the usage of art and an urban renewal mission within our organization. Learn firsthand how to leverage art and communication into your program.

Off to the Races With CPR

Lois Scipione, MSN, NPD-BC, RN-BC, Joseph DiMartino, MSN, RN, NE- BC, CCRN-K; Temple University Hospital

If you were required to perform a skill but had not performed that skill on an actual patient, other than a simulated one, would you feel confident and comfortable in your abilities? What if you were a newly graduated nurse who lacks self-confidence and experience and are fearful of a patient coding. Utilizing a friendly competition through CPR, nurse residents gain valuable feedback and skills which help to increase their self-confidence while promoting quality patient care.

Unit Residency Coordinator (URC) & Primary Preceptor Roles in a New Graduate Nurse Residency Program

Colleen Bardi, MSN, RN-BC, Caroline Meza, MSN, RN, CEN; The Valley Hospital

Nurse residency programs consist of multiple stakeholders. This presentation will describe the unique role of a Unit Residency Coordinator (URC).

Developing a Nurse Ambassador Program as a Gateway for Successful Nurse Resident Recruitment

Deborah Baldassarre, MSN, RN, OCN, NPD-BC, Diana Kott, MSN, RN, OCN, NPD-BC; Fox Chase Cancer Center

The Nurse Ambassador Program consists of registered nurses who are willing to share their time and institutional knowledge with others as well as help to build a pipeline of nursing talent from this generation and the next. A Nurse Ambassador’s primary responsibility is to promote nursing as a career choice.

STEPS for Success: Supporting the Struggling Learner

Michelle Alland, MSN, APRN, FNP-C; Mayo Clinic

This session will focus on how program faculty can identify the struggling learner. We will discuss how evaluation tools aid in the assessment of learners. We will then discuss how to develop an action plan, which includes both faculty development education as well as a learner-centered action plan to address areas for performance improvement.

Director Nursing Workforce Transitions Position: A System Strategy to Standardize Nurse Transition and Professional Development

Laurie Ecoff, PhD, RN, NEA-BC, CNL; Kim Failla, PhD, RN, NE-BC, NPD- BC; Sharp HealthCare

This session describes the creation of a Director of Nursing Workforce Transitions and how the position supports consistent operationalization of a Nurse Residency Program (NRP) across a system. The position can be translated to other organization to provide similar NRP oversight and achieve desired outcomes.

Better Together – Nurse Residency Collaborative Council

Kelly La Frentz, MSN, RN, NPD-BC, The University of Texas MD Anderson Cancer Center; Heather Wallace, MSN Ed, RN, NPD-BC, CPN, Baylor St. Luke’s Medical Center

Explore how competitive institutions have joined to form a residency collaborative group for transition to practice coordinators. A review of how the collaborative has offered opportunities to share knowledge, resources, and innovative ideas, as well as provide guidance, support and mentoring to one another will be discussed.

Two is Better than One: Using a Dyad Model for APRN Fellowships

Lisa Pierce, DNP, APRN, CPNP-AC, Brad Stoecker, MD; OSF HealthCare

Learn how a physician/APP dyad leadership model in a system-wide post-graduate advanced practice provider fellowship program is a strategy that can be used to strengthen the leadership, curriculum design, and overall effectiveness of the program.

Transition to Practice Clinical Nurse Instructor

Lindsay Schipper, MBA, MA, RN-BC, NPD-BC, NE-BC, Erica Cooper, MSN, RN-BC, NPD-BC; Children’s Minnesota

This session will explore the role of alumni of the Transition to Practice Program and how they are used to support the program.

Bridging Transitions: Nurse Resident E-Mentor Program

Jessica Phillips, MSN, RN, NPD-BC, Chia-Yen (Cathy) Li, MSN, RN; UCLA Health

This session will explore how a PTAP accredited Nurse Residency Program developed an E-Mentor Program.

Stay A-float

MaryGrace Bangs, BSN, RN, Debbie Haddon, BSN, RN; Children’s National Hospital

We developed an app for clinical work phone with the essential information (i.e. access codes, phone numbers, unit-specific charting tips) needed for staff floating to different units throughout the hospital.

Wellbeing with a Purpose: The Business-Like Wellness Hike

Michelle Alland, MSN, APRN, FNP-C, Mayo Clinic

This presentation will focus on the integration of physical activity with certain program requirements, for the overall goal of improving learner well-being and satisfaction.

The Newly License Nurse and the Never-Ending Shift: Expanding Critical Thinking Skills in the Classroom

Amy Schotte, MSN, RN, CPN, Julie Lang, MSN, RN-NIC; Children’s Mercy Kansas City

A gap exists between the knowledge and application of a Newly Licensed Nurse’s (NLN) skills and ability to deliver safe patient care. A card stacking prioritization game,“The NLN and the Never-Ending Shift”, was created to foster critical thinking skills. This game offers a low-cost, customizable method to support critical thinking.

Creation of an Innovative Preceptor Recognition Program

Christine Brenn, MSN, RN, CPEN, NPD-BC; Laura Boggs MSN, RN, CPN; Akron Children’s Hospital

This hospital created a program to recognize, celebrate and reward primary preceptors for their dedication to educating and mentoring new nurses. The Preceptor Recognition of Excellence program is a three-tiered program that provides increasing benefits to primary preceptors who exceed the requirements of the role.

Welcome to the Team

Jean Candela, MSN, RN, CCRN-K; Community Medical Center

Poster Presentation – Our approach to welcoming the nurse residents to our organization as they transition to practice.

It Takes a Village: Using Constructive Feedback for Remediation in New Graduate Residency Program

Jolly V. Thomas, MSN, RN-BC, CCRN; Morristown Medical Center

The tool helps the resident identify their strengths, weaknesses and learning needs and compare it to the unit expectations and perception of their growth.

Building a Retention Plan Using a Draft Model

Lauren Boule, MSN, RN, NPD-BC; Middlesex Health

The Nursing Annual Draft is way for nursing leadership to predict turnover, plan for future hires and retain nurses within the organization.

Developing Precepting Excellence in the Professional Nurse

Rebecca Rodriguez, MSN, RN, CPN; University Health System

A preceptor program designed in developing precepting excellence through the implementation of best practices in preceptor selection criteria, provision of initial and ongoing professional development in precepting principles, establishing support through creation of a preceptor collaborative governance committee and ensuring recognition of preceptors for their role excellence.

Nurse Residents as Change Agents for Wellness in the Workplace

Lya M. Stroupe, DNP, APRN, CPNP, NEA-BC, Jennifer Olczak, BS, BSN, RN, CNRN, Nancy Casdorph MSN, RN, NPD-BC; WVU Hospitals

Compassion fatigue and burnout are major concerns even in nurse residents. Nurse residents can be change agents to healthcare culture by leading the organization to wellness. This interprofessional collaboration displays a commitment to wellness and provides for future opportunities to prioritize self-care which in turn can improve retention and patient care.

Mentoring Empowership

Olivia Nicastro, ACNP-BC, Sherry Stein MS, RN, APN, ACPN-BC, RWJUH, Joanna Tomicich MSN, RN-C, AGACNP-BC

Our team has designed a Mentoring Empowership program that is friendly, supportive, and fun. It is a structure to guide the APP fellows to get the most out of our organization.

On the CUSP of Greatness: Graduate Nurses as Leaders for Patient Safety

Jennifer Olczak, BS, BSN, RN, CNRN, Tiffany Muhly MSN, RN, CNRN, SCRN, NE-BC, NPD-BC; WVU Medicine

By incorporating the Comprehensive Unit-Based Safety Program (CUSP) program into our TTP program, nurse residents have felt engaged within the organization to make changes that affect patient care and thus retention rates have increased.

Essential Self-Care for Essential Workers: How to Make Yourself A Priority

Join Meghan as she guides you through a life clarifying visualization and personal holistic health reflection. Better understand the many reasons your self-care is absolutely essential and how to overcome the obstacles that continuously get in the way - time, energy, motivation, etc. Learn tips and tools that will support you on your self-care journey from personalized goal setting to mindset mastery and habit building strategies. Leave this session feeling motivated and well equipped to start putting your needs first.