Good Nurse Residency Program
You want to elevate new grad nurse competence, confidence, and engagement, but it’s often difficult to gauge the ongoing effectiveness of your program
What does a successful, efficient nurse residency or onboarding program look like? This is precisely the question taken up by WVU Medicine, West Virginia’s largest health system and biggest private employer. In an era marked by growing nurse recruitment and retention challenges, WVU Medicine sought to improve novice nurse confidence and engagement at the point where these professionals are most vulnerable: transition to practice.
Building a foundation for new grad nurse success
WVU Medicine chose Elsevier’s Transition to Practice for its expert evidence-based curriculum that aligns with the American Nurse Association (ANA) Professional Performance Standards, along with its ability to provide actionable insights into learner’s competence and confidence.
Since implementing Elsevier’s Transition to Practice, WVU Medicine has increased its residency program retention rate from 77% to 84% and 88% for the first two cohorts.*
The healthcare landscape has never been more complex, and your new grad nurses are entering a unique and demanding environment, with a broadening array of patient needs and larger patient-to-nurse ratios.1
The fundamental question is: how do you know what “good” looks like ? The question is even more difficult in an era where your nurses are contending with a wide variety of challenges, including limited clinical experience, an evolving healthcare landscape, and continued stressors related to the COVID-19 pandemic.
What your new grad nurses are facing
The transition from nursing school to clinical practice is a critical time for new graduate nurses. The support they receive from their new hospital can make or break their experience.
Even with adequate orientation programs and guidance, this transition can be overwhelming, which can lead to:
Nurse burnout: By 2030, the world could see a shortage of 13 million nurses.2
A lack of confidence: 63% of new graduate nurses report not being ready for practice.3
New nurse turnover: Many hospitals experience an annual loss of $3.6M to $6.5M from the costs associated with new nurse onboarding and turnover.4
Quality care and safety are your top priorities, but these challenges may negatively impact your patients’ experience. In fact, 50% of new nurses report missing signs of life-threatening conditions.5
With Elsevier’s Transition to Practice, you can support your new nurses with a revolutionary platform that’s designed to boost new graduate nurses’ confidence, readiness, and satisfaction. Accelerate professional performance skills through immersive, real-life virtual situations, and identify struggling nurses early through engagement and support tools.
Elsevier's complementary learning solutions, Shadow Health and Clinical eLearning, can round out your new graduate nurse program by strengthening clinical reasoning and therapeutic communication, and providing specialty-specific, evidence-based orientation.
1 Hospital Compare datasets, Centers for Medicare and Medicaid Services - https://data.medicare.gov/data/hospital-compare(opens in new tab/window)
3 Budding Nurses Readiness for Clinical Practice: The Future is Now, International Journal of Research in Medical Sciences, Dec. 11, 2019
4 2021 NSI National Health Care Retention & RN Staffing Report, NSI Nursing Solutions, Inc., March 2021
5 del Bueno D, A crisis in critical thinking., Nursing Education Perspective, 26, no. 5 (2005): 278-82. * The retention improvement results are based off one specific customer site and cannot be guaranteed. Other variables not measured.