Perianesthesia Care Units, Inova Fairfax Medical Campus, Falls Church, VA.
Nursing Research and Evidence Based Practice, Inova Fairfax, Medical Campus, Falls Church, VA.
J Perianesth Nurs. 2024 Apr;39(2):180-186. doi: 10.1016/j.jopan.2023.07.018. Epub 2023 Nov 14.
To provide a proof of concept of a structured, replicable perianesthesia fellowship program for nurses with less than 2 years of experience and new graduate nurses.
An immersive learning experience was implemented as a pilot quality improvement project using the Plan-Do-Study-Act method.
This 24-week fellowship program used blended learning approaches and the Tiered Skill Acquisition Model (TSAM) to develop foundational Post Anesthesia Care Unit (PACU) skills. Nurse Fellows (4) acquired knowledge in stages, with each week in the program reinforcing and building upon the prior week's learnings. Settings included an initial 10 weeks in the ambulatory PACU, then the acute care PACU (weeks 11-20), and the final 4 weeks were spent in the primary unit where the Fellow would transition into a PACU Staff RN. Through each phase, the Professional Practice Department's Clinical Mentor Nurse promoted preceptor development, facilitated learning experiences and provided bimonthly evaluations of the Nurse Fellow's progress via our institution's clinical rounding tool. We used the Nursing Anxiety and Self-Confidence Associated with Clinical Decision Making (NASC-CDM) scale to assess novice nurses' anxiety and self-confidence associated with making clinical decisions at designated intervals.
All Nurse Fellows completed the program and remained in PACU positions 2 years post-fellowship. They reported discomfort and increased stress transitioning to different PACUs; however, they later indicated reduced anxiety and greater confidence in clinical decision-making, as noted in subsequent evaluations of the NASC-CDM scale.
Perianesthesia fellowship programs incorporating blended learning, skill reinforcement, and formal mentoring on a primary PACU unit build confidence and competence in the novice nurse, making this once-excluded population of nurses a viable option for recruitment directly into the PACU environment.
为经验少于 2 年的护士和新毕业护士提供一个具有结构化、可复制的围手术期奖学金计划的概念验证。
采用计划-执行-研究-行动(Plan-Do-Study-Act)方法,实施沉浸式学习体验作为试点质量改进项目。
该 24 周的奖学金计划采用混合学习方法和分层技能获取模型(TSAM)来培养基础麻醉后护理单元(PACU)技能。护士研究员(4 名)分阶段获取知识,每个星期的学习都在强化和建立前一周的学习成果。学习地点包括最初的 10 周在门诊 PACU,然后是 11-20 周的急性护理 PACU,最后 4 周在主要单位度过,研究员将在该单位过渡为 PACU 员工注册护士。在每个阶段,专业实践部门的临床导师护士都促进了导师的发展,为学习体验提供便利,并通过我们机构的临床查房工具,每两个月对护士研究员的进展进行评估。我们使用护理焦虑和与临床决策相关的自我信心量表(NASC-CDM)来评估新手护士在指定时间点进行临床决策时的焦虑和自我信心。
所有护士研究员都完成了该计划,并在奖学金计划结束后的 2 年内留在 PACU 岗位上。他们报告说,在过渡到不同的 PACU 时感到不适和增加了压力;然而,他们后来表示,在随后对 NASC-CDM 量表的评估中,他们的焦虑感降低了,临床决策能力也增强了。
围手术期奖学金计划结合了混合学习、技能强化和主要 PACU 单元的正式指导,增强了新手护士的信心和能力,使这一曾经被排除在外的护士群体成为直接招募到 PACU 环境的可行选择。