Cooney A T
J Contin Educ Nurs. 1992 Sep-Oct;23(5):216-9. doi: 10.3928/0022-0124-19920901-12.
The nursing shortage and an increased demand for obstetric nurses led a Central Texas hospital to hire new graduates for the Level Three obstetric unit. This change in hiring policy necessitated a reevaluation of the orientation program resulting in a new approach in staff development. A three-phase program was developed beginning with orientation and socialization of the new staff member, continuing with the development of advanced skills, and leading to assignments of complex cases after completing appropriate educational programs. The program has fostered autonomy in the experienced staff nurse and increased job satisfaction as measured by advancement in the career ladder and retention rate. The program is regularly monitored by chart and peer review audits, as well as by the orientees' six-week and six-month evaluations.
护理人员短缺以及对产科护士的需求增加，促使德克萨斯州中部的一家医院为三级产科病房招聘新毕业生。招聘政策的这一变化使得有必要重新评估入职培训计划，从而产生了一种新的员工发展方法。制定了一个分三个阶段的计划，首先是新员工的入职培训和社交，接着是高级技能的培养，最后在完成适当的教育计划后负责复杂病例的分配。该计划培养了经验丰富的在职护士的自主性，并通过职业晋升和留用率衡量，提高了工作满意度。该计划通过图表和同行评审审计，以及新员工的六周和六个月评估进行定期监测。
