Discuss the Preceptorship Program Presented in This Article, in Terms of the Program and Performance Assessment Approach Advocated by CascioQuestion 1: Discuss the preceptorship program presented in this article, in terms of the program and performance assessment approach advocated by Cascio.
Having a sound clinical experience and support is critical for the success of any nurse, in order to succeed. The purpose of a nursing preceptorship program is to place new nurses who are considered novice with experienced professional nurses. During this time the novice and the experienced nurse have the opportunity to develop a relationship. In addition the novice has a chance to have one on one time with an experienced nurse. This will allow the novice the opportunity to ask questions and receive valuable feedback regarding their performance, time management and the best ways to deliver patient care.
In reviewing the article, the preceptorship programme was developed to outline the roles and responsibilities of the preceptors in leading new inexperienced nurses (Lee, Tzeng, Lin & Yeh, 2009). The goal was to develop an excellent program that would help mentor new nurses, by providing them with support and the knowledge of more experienced nurses, in hopes of reducing the high turnover that have been seen for many years in the hospital environment.
Having high turnover in a hospital setting can cause staffing problems and help aid in patients receiving poor quality of care (Hockenberry & Becker, 2016). Therefore, it is vital to the success of any hospital to have a quality training program. Cascio, discuss several training trends that go hand in hand with the preceptorship program implemented in the article. The trend of needing to maintain high levels of talent is relevant. As services become more complex and evolve, it is going to be important to have the ability to solve problems and build relationships and work together to solve problems (Cascio, pg. 291, 2013). Teams was another trend that was relevant to this article as the more experienced nurses worked with the new nurses as a team, learning and offering their knowledge and skill set (Cascio, pg. 292, 2013). This allowed for the success of the less experienced nurses, hospital and more importantly the patients they will assist.
In terms of the assessing the training needs and designing a training program, this was a success. Cascio, discussed the 3 phases for training; the assessment phase, the training and development phase and the evaluation phase. An assessment was completed and it was determined there was high turnover, which added to the cost of orientation and training over the years and can now cost between $20,000 to $50,000 (Lee, Tzeng, Lin & Yeh, 2009). In this assessment it was also determined what minimum qualifications a nurse must have, in order to be considered for the preceptorship programme. Some of those qualifications included a minimum if two years’ experience as a RN with a license and the recommendation from the nurse manager of the working
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Conclusion: “These results clearly suggest that the most important information I have yet to learn is that nurse training can be done cheaply and fairly (the cost). The nurse is, after all, a caring individual, so you would expect someone with an established training background to be doing a lot of support for others” says Dr Michael Rees.
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC132949/
The second phase was the re-education phase. These are now the three levels of training (pre- and post-req).
If a nurse has a minimum of 2 years of experience (i.e. a minimum of 4) then he or she will need to take the preceptorship course. A nurse can be trained in a number of ways. His or her skills will grow as he or she takes the course and he or she may be able to follow a few of the training techniques that a typical practitioner should have.
The question is, how many of these will he or she choose at a given time for training? And how much should he or she give to the instructor? In his or her case the question would depend on a number of factors other then:
• training requirements such as experience at the training center and level of commitment
• patient experience
• willingness to adapt
• availability to the specialist training
• knowledge that would support his or her beliefs
• a potential employer
• familiarity with their needs in regard to learning new skills and adapting to their needs at the hospital.
There is always other factors to consider. The more your training needs you will be able to adapt and adapt to your particular style of practice, to the best of your ability your training will be more effective and easier to implement.
The third phase was the re-identification phase. By the time the two months in the third phase have elapsed, there have been over 30 years that have been spent in identifying the nursing nurses to be trained. While that may seem like a lot, it can be a bit of a time saver as a nurse as well as a lot of time. This phase can be used if you are a family or professional who need to establish guidelines and principles of training management that will work for you.
Once you have had the full term you may want to consider taking the re-identification one at a time and developing a program specific to that period.
Acknowledgements
Dr Michael Rees
The first year of my teaching was the first time in our lives I had an experience that was comparable to what I did. I knew I could learn, and I have learned a lot since then as part of that program. I am very glad it had a successful completion (Mortimer, Crip, Krikena ').