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New Graduate Training Program

Venzke Grant
Project # 1. Institution: Saint Marys Health Care

2. Project Title: Investing in Our Present & Future: The Development & Implementation of an Evidence-Based RN Preceptor Training Program. 3. Keyword Description: (1) patient safety (2) preceptor training (3) preceptor reward and recognition (4) improved RN Preceptor satisfaction (4) improved new graduate orientation 4. Proposed Funding: Venzke Grant 5. Total amount requested for three-year period ending November 2011:
6. FY2009 Request 7. FY2010 Request 8. FY2011 Request

9. Typed Project Directors Name:

10. Co-Project Directors name (from same institution): Theresa Heindlmeyer, RN, BSN Phone: 616-685-6632 Email address: heindlmt@trinity-health.org Mailing address: 200 Jefferson SE Grand Rapids MI 49503

Kimberly Slaikeu, PhD, APRN-BC Phone: 616-685-6369 Email address: slaikeuk@trinity- health.org Mailing address: 200 Jefferson SE Grand Rapids MI 49503

New Graduate Training Program

Venzke Grant
Appendix A: Project Timeline
Project # Institution: Saint Marys Health Care Project Title: Investing in Our Present & Future: The Development & Implementation of an Evidence-Based RN Preceptor Training Program.

I. Upon Notification of Grant October 2008 through December 2008 Dates Activity and Method of Delivery Outcome(s) (Person Responsible) Identify members to serve on preceptor Preceptor Evaluation evaluation committee. Committee will focus Committee members on the development of a baseline needs selected. assessment form for current RN Preceptors. Preceptor Evaluation Committee to meet in Preceptor Evaluation order to develop baseline data prior to Tool developed. implementation of Preceptor Training Program. Preceptors from respective areas identified Initial participants for as participants in RN Preceptor Program. education program will be identified. Preceptors participate in baseline data Baseline data gather collection. Data collection will include both from RN Preceptors. quantitative and qualitative measures. January Curriculum for Preceptor Course developed Course content March 2009 considering baseline data gathered (Theresa developed. Heindlmeyer/Laurie Schwartz/Dr. Slaikeu) February Evaluation tool for Preceptor Course Course Evaluation Tool March 2009 developed (Theresa Heindlmeyer/Laurie developed. Schwartz/Dr. Slaikeu). Preceptor Reward & Recognition Committee Preceptor Reward & members selected to plan recognition Recognition Committee activities for RN Preceptors (Recognition members selected. Committee/Dr. Slaikeu). Preceptor Reward & Recognition Committee Recognition ideas for RN members meet to brainstorm ideas Preceptors identified. associated with formally recognizing RN Preceptors (TBD) Recognition Committee identifies activities to Recognition activities for be implemented to celebrate RN Preceptors 2009-2011 identified. (TBD) Evaluation Committee identifies data points Dates for data collection for RN Preceptor Program Evaluation identified. (Evaluation Committee/Dr. Slaikeu)

New Graduate Training Program Dates Activity and Method of Delivery (Person Responsible) Outcome(s)

Dates April 2009

March 2009

January March 2009

II. Initial Implementation April through August 2008 Activity and Method of Delivery Outcome(s) (Person Responsible) Celebration/Kick-Off Event to take place with Formal celebration that for the unveiling of the new RN Preceptor includes Preceptors, Program. leadership, and orientees will take place. RN Preceptors to go through 2-day training RN Preceptors selected session identified (educators/CNS). by leaders of respective units. Note: RN Preceptor Course will be offered on a bi-monthly basis. This will not be reflected in the activity timeline. Recognition Committee plans for the Annual Formalities associated Preceptor Excellence Award Ceremony with award ceremony (Recognition Committee/Theresa finalized. Heindlmeyer/Dr. Slaikeu).

Dates October 2009

III. Initial Evaluation Fall 2009 Activity and Method of Delivery (Person Responsible)

Outcome(s)

November 2009 April -December 2009 Spring 2010 Spring 2011 January March 2010 November 2011

New Graduate Training Program

New Graduate Training Program

Venzke Grant
Appendix B: Budget
Project # Institution: Saint Marys Health Care Project Title: Investing in Our Present & Future: The Development & Implementation of an Evidence-Based RN Preceptor Training Program. Three Year Totals A. Personnel 1. (0.10 FTE) Project Director 2. Paid Time for Evaluation Committee Participation: 2 hrs/month x 8 nurses @ $27/hr x 36 months 3. Paid Time for Preceptor Reward & Recognition Committee Participation: 2 hrs/6x/yr x 8 nurses @ $27/hr x 36 months 4. Megan Johnson: Generational Humorist (2009 2010) Total Salaries, Wages and Fringe Benefits B. Personnel Travel/Education 1. Trinity Health Fall Conference (2 presenters): hotel, lodging, and travel accommodations 2. National Conference (2 presenters), hotel, lodging, and travel accommodations Total Personnel Travel C. Capital Equipment $2,000 $2,000 $4,000 $57,499.85 (in kind) $15,552 $7,776 $10,000

Total Capital Equipment Costs D. Participant Costs Core Course: 70 RN Preceptors @ 16 hr/ year/36 months @ $27/hour Special Topics: 35 RN Preceptors @ 2 hr/month/36 months @ $27/hour Focus Group Participation: 15 RN Preceptors @ 2 hr/6 times @ $27/hour x $36 months E. Other Direct Costs 1. Materials, Supplies, Mailings, Non-Capital Equipment $7,500 $90,720 $5,670 $2,430

New Graduate Training Program Total Direct Costs F. TOTAL DIRECT COSTS for Three Year Grant Period

New Graduate Training Program

Venzke Grant
Appendix C: Budget Justification
Project # Institution: Saint Marys Health Care Project Title: Investing in Our Present & Future: The Development & Implementation of an Evidence-Based RN Preceptor Training Program. Budget Detail by Category A. Personnel Project Director (0.10 FTE): 10% of annual salary, 25% benefits Paid Time for Evaluation Committee Participation: 2 hrs/month x 8 nurses @ $27/hr x 36 months ($15,552) Paid Time for Preceptor Reward & Recognition Committee Participation: 2 hrs/6x/yr x 8 nurses @ $27/hr x 36 months ($7,776) Personnel Totals B. Personnel Travel Trinity Health Fall Conference Trinity Health Fall Conference: Per diem of $30/day x 2 days x 2 individuals = National Nurse Educators Conference (2 presenters) National Nurse Educators Conference: Per diem of $30/days x 3 days x 2 individuals Personnel Travel Totals C. Capital Equipment Capital Equipment Totals Budget Detail by Category D. Participants Costs $142,924 FY 2009 $30,000 FY 2010 $30,000 FY 2011 $2,000 $120 $2,000 $120 $4,000 $180 $2,300 $180 $6,300 FY 2009 FY 2010 FY 2011

$13,744.1 $14,568.7 $15,442.8 1 5 8 $5,184 $5,184 $5,184

$2,592

$2,592

$2,592

New Graduate Training Program

E. Other Direct Costs Office Supplies Total for Other Direct Costs F. Total Direct Costs

$1,500

$1500

$1500

New Graduate Training Program

Venzke Grant
Appendix D: Preceptor Training Program Competencies*
Project # Institution: Saint Marys Health Care Project Title: Investing in Our Present & Future: The Development & Implementation of an Evidence-Based RN Preceptor Training Program. Preceptor Training Program Competencies
Feels Comfortable Needs More Prepartion

RN Role Model Competency: Demonstrates the ability to execute the RN Preceptor Role as defined in RN Preceptor Program Criteria: 1. Provides patient care according to established nursing practice standards 2. Fulfills duties according to established hospital and unit policies and procedures. 3. Demonstrates safe and correct operation of equipment used for patient care. 4. Maintains mature and effective working relationships with members of the healthcare team. 5. Uses resources effectively and appropriately. 6. Demonstrates effective verbal and written communication skills. 7. Demonstrates the following leadership skills: a. Problem-solving b. Decision-making c. Priority-setting d. Work delegation e. Work organization Facilitator of Socialization

Feels Comfortable

Needs More Preparation

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Competency Facilitates preceptees socialization into the workgroup, and, for new graduates, into staff nursing. Criteria 1. Recognizes role elements that may be new to a preceptee. 2. Contrasts the value systems of the work setting with those of nursing school. 3. Demonstrates how to assist preceptees in each of the four phases of reality shock. 4. Describes how to assist a preceptee in integrating socially and professionally as a staff member. Assessor of Learning Needs Competency Assists the preceptee in identifying personal learning needs. Criteria 1. Identifies major expected outcomes of the staff nurse orientation program. 2. Specifies at least three means for determining a preceptees learning needs. 3. Determines a preceptees current level of performance relative to the expected outcomes for orientation. 4. Distinguishes between learning and nonlearning needs. 5. Formulates a mutually agreed jupon priority of learning needs with the preceptee. Planner of Learning Experiences Competency Works with the preceptee in mutually planning learning experiences. Criteria 1. Identifies a mutually agreed upon set of learning needs with the preceptee. Feels Comfortable Needs More Preparation Feels Comfortable Needs More Preparation

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2. Elicits the preceptees preferences among the available instructional methods. 3. Designates teaching methods suitable for the learning needs and compatibility with the preceptees learning style preferences. 4. Formulates a mutually acceptable learning contract with the preceptee. Implementor of Learning Plans Competency Implements the learning plan with the preceptee. Criteria 1. Demonstrates how to teach clinical skills. 2. Demonstrates how to teach leadership skills. 3. Demonstrates how to apply principles of teaching and learning. 4. Demonstrates how to apply principles of adult education. Evaluator of Learning Performances Competency Evaluates the preceptees learning performance. Criteria 1. Describes each of the four steps in the evaluation process. 2. Demonstrates how to use each of the orientation evaluation tools to appraise and document preceptee performance. 3. Demonstrates how to provide effective feedback on performance.
*: Competencies subject to change. *: Competencies inspired by the Advisory Board Company.
nrsgadmn\kjh\education\Slaikeuk Edits Clinical Simulation Grant July 30 2008

Feels Comfortable

Needs More Preparation

Feels Comfortable

Needs More Preparation

New Graduate Training Program 12 Appendix __: Preceptor Questionnaire Part I: Preceptors Perception of Benefits and Rewards Scale Please consider each statement with reference to your experience as a RN Preceptor. Using the scale below, please circle the number that best describes your response to the statement. 1 = Strongly Disagree 2 = Moderately Disagree 3 = Disagree 4 = Agree 5 = Moderately Agree 6 = Strongly Agree I am a preceptor because as a preceptor I have the opportunity to: 1. Teach new staff nurses 2. Assist new staff nurses to integrate into the nursing unit 3. Increase my own knowledge base Part II: Preceptors Perception of Support Scale 1. I feel I have had adequate preparation for my role as a RN Preceptor 2. My goals as a RN Preceptor are clearly defined 3. The nursing staff do not understand the goals of the Preceptor Program 4. My co-workers on the nursing unit are supportive of the Preceptor Program 5. My workload is appropriate when I function as a RN Preceptor Part III: Commitment to the Preceptor Role Scale 1. I am willing to put in a great deal of effort beyond what is normally expected in order to help the preceptee be successful. 2. I am enthusiastic about the preceptor program when I talk to my nursing colleagues. 3. I feel very little loyalty to the preceptor program 4. I find that my values and the values of the preceptor program are very similar. 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5

* Adopted from Dibert, C. & Goldenberg, D. (1995). Preceptors perceptions of benefits, rewards, supports and commitment to the preceptor role. Journal of Advanced Nursing, 21, 1144-1151.