Pfander Valerie A, Breznau Alyssa
J Perianesth Nurs. 2018 Aug;33(4):518-526. doi: 10.1016/j.jopan.2016.11.006. Epub 2017 Apr 5.
Recruitment and retention of nurses into the perianesthesia environment remains an ongoing challenge in the face of a national nursing shortage. An insufficient supply of experienced critical care nurses exists to fulfill the staffing needs of perianesthesia departments. Literature describes the impact of successful orientation programs on retention and employee engagement. To compensate for the diminished candidate pool and to improve retention, a nurse residency program was created. The program develops non-critical care experienced nurses into postanesthesia care unit-specific critical care nurses over the course of 1 year. Eight months after implementation, the vacancy rate decreased to 0%. This article details the development and implementation of a perianesthesia nurse residency program.
面对全国范围内的护士短缺问题，招聘和留住护士到围麻醉期护理环境中仍然是一项持续的挑战。经验丰富的重症监护护士供应不足，无法满足围麻醉期科室的人员配备需求。文献描述了成功的入职培训计划对留用率和员工敬业度的影响。为了弥补候选人库的减少并提高留用率，创建了一个护士住院医师培训计划。该计划在1年的时间里，将没有重症监护经验的护士培养成为麻醉后护理单元特定的重症监护护士。实施8个月后，空缺率降至0%。本文详细介绍了围麻醉期护士住院医师培训计划的制定和实施情况。
