Aaron Charlene S
Mennonite College of Nursing, Illinois State University, Normal, IL, USA.
J Gerontol Nurs. 2011 Apr;37(4):48-54. doi: 10.3928/00989134-20101112-01. Epub 2010 Dec 22.
Nearly 100,000 nursing positions in long-term care (LTC) are vacant on any given day, and the nurse turnover rate exceeds 50%. In addition, recruitment of and orientation programs for new nurses are costly for facilities. Preceptor programs have been successful in recruitment and retention of acute care nurses, but no recent literature addresses preceptor programs in LTC. The Expanding the Teaching-Nursing Home Culture in the State of Illinois project explored the development of a preceptor program to fit the LTC environment in which an RN was chosen to serve as the preceptor and mentor and orient all new nurses. Although the LTC environment presents social and economic challenges, a structured preceptor program allows nurses new to LTC to meet these challenges. By retaining nurses, residents receive continuity of care. This strategy for recruitment and retention of nurses results in professional growth, competent and stable staff, and a stronger bottom line.
在任何一天，长期护理（LTC）领域都有近10万个护理岗位空缺，护士离职率超过50%。此外，设施机构招聘新护士并为其提供入职培训项目的成本很高。带教计划在急症护理护士的招聘和留用方面取得了成功，但近期没有文献涉及长期护理领域的带教计划。伊利诺伊州扩大教学型养老院文化项目探索了一种适合长期护理环境的带教计划的开发，在该计划中，注册护士（RN）被选为带教老师和导师，负责指导所有新护士。尽管长期护理环境带来了社会和经济挑战，但一个结构化的带教计划能让初入长期护理领域的护士应对这些挑战。通过留住护士，居民能够获得持续的护理。这种招聘和留住护士的策略带来了职业发展、称职且稳定的员工队伍以及更可观的利润。
