Capstone Project: Perioperative Care and OR Nurse Shortage Impact and Interventions

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SAMPLE EXCERPT:

[. . .] ii. Long-Term: Annual turnover rates will be evaluated to assess the effectiveness of the adopted course of action

6. Follow-Up and Evaluation

i. Follow-up will be periodic (i.e. after every 6 months). Management rounding (or similar mechanisms of feedback) will be utilized so as to assess staff knowledge and job satisfaction levels

ii. Progress to be communicated to the relevant stakeholders

iii. Deviations from the desired outcomes will be noted and corrective action taken

Potential Barriers to Plan Implementation

Financial constraints have been identified as the most critical potential barrier to plan implementation. Implementing the preceptor program will be a resource intensive process in terms of associated course costs, orientation costs, etc. A review of pay and benefits means that the salaries and benefits P&L item will increase, effectively reducing the facility’s profitability. The hospital may not be able to meet the costs associated with the two courses of action. It should, however, be noted that according to Brown, Belgard, Washington, and Grueso (2017), “economically, preceptored clinical experiences require fewer faculty members for supervision than in traditional faculty-supervised settings” (22). This effectively means that over time, present costs could be recovered by way of reduced expenditures on this front. Next, as it has already been pointed out elsewhere in this text, preoperative departments are deemed to be the economic engines of most healthcare institutions. This effectively means that if the staffing concern is solved, then the OR can operate at optimum and rake in more revenues – thus effectively canceling out the costs associated with the implementation of the courses of action highlighted herein.

References

Association of Perioperative Registered Nurses – AORN (2018). Preceptor Certificate Program. Retrieved from https://www.aorn.org/education/facility-solutions/periop-101/preceptors

Brown, L., Belgard, D., Washington, N. & Grueso, S. (2017). Operating Room Nurse Residency and Specialty Educators: Paramount in the Success of Novice Nurse Retention. Journal of Nursing Education and Practice, 8(5), 20-25.

Ball, K., Doyle, D. & Oocumma, N.I. (2014). Nursing Shortages in the OR: Solutions for New Models of Education. AORN Journal, 101(1), 115-136.

Bacon, D., Kim, S. (2018). Results of the 2017 AORN Salary and Compensation Survey. AORN Journal, 106(6), 476-493.

Chappy, S., Madigan, P.D., Doyle, D.S., Conradt, L.A. & Tapio, N.C. (2016). Preparing the Next Generation of Perioperative Nurses. AORN J, 103(1), 104-112.

Cousley, A. & Martin, D. (2016). A Perioperative Model and Framework for Practice. Philadelphia, PA: M&K Publishing.

Condrey, T. (2015). Implementation of a Preceptor Training Program. J Contin Educ Nurs, 46(10), 462-9.

Cynthia, A. (2016). Clinical Coaching: The Means to Achieving a Legacy of Leadership and Professional Development in Nursing Practice. Journal of Nursing Education and Practice, 6(6), 41-47.

Goodman, T. & Spry, C. (2016). Essentials of Perioperative Nursing (6th ed.). Burlington, MA: Jones & Bartlett Publishers

Goodman, T. (2012) (Ed.). Advocacy: An Issue of Perioperative Nursing Clinics. New York, NY: Elsevier Health Sciences.

Malley, A. & Young, G.J. (2017). A Qualitative Study of Patient and Provider Experiences During Preoperative Care Transitions. J Clin Nurs, 26(13), 2016-2024.

Owens, N.G. (2013). New Graduate Nurse Preceptor Program: A Collaborative Approach with Academia. Journal of Nursing Education and Practice, 3(12), 11-19.

Appendices

Appendix 1

Preceptor Program: Needs and Viability Assessment Survey Questions

This survey, which you are about to complete, has a total of 7 questions. The information gleaned from this survey will enable the facility to assess as well as evaluate the relevance of a preceptor program so as to inform efforts towards the elimination of staff shortages in the OR. Participation is voluntary – effectively meaning that your participation, or lack of it thereof, will have no impact whatsoever on your employment standing or professional engagements within the facility. Please circle or cross choice letters as appropriate.

1. What is your job title?

………………………………….

2. Please identify your typical shift:

A: 7:00AM

B: 11:00AM

C: 3:00PM

D: 7:00PM

(If not listed above, please specify)

………………………………………………….

3. In your opinion, what is the main driver of staff shortages in the OR?

A: Insufficient compensation and benefits

B: Diminishing number of new nurses joining the OR

C: Perceived minimal opportunities for career growth

D: Lack of job satisfaction leading to a high turnover

Other (please specify):

……………………………………………….

4. Do you think a preceptor program would help address the issue of preceptor nurse shortages?

A: Yes

B: No

5. If your answer was yes to 4 above, what is the exact contribution do you think the preceptor program would make towards addressing the issue of nursing shortage in the OR?

……………………………………………………………………………………………………………………………………………………………………………………………..

6. Would you participate in a preceptor education program (PEP) for professionals to prepare your for a preceptor role?

A: Yes

B: No

7. How would you prefer to receive education? Please make impression on the appropriate choice

Instruction Avenue

1st choice

2nd choice

3rd choice

Classroom based instruction/lecture

Self-study

Online (computer-based instruction)

Additional comments or suggestions

………………………………………………………………………………………………………………………………………………………………………………………………………………

Appendix 2

A Survey Investigating Nurse Retention and Turnover

This survey, which you are about to complete, has a total of 10 questions. The information gleaned from this survey will enable the facility to put in place better policies to minimize nurse turnover and further refine its recruitment approaches. Participation is voluntary – effectively meaning that your participation or lack of it thereof, will have no impact whatsoever on your employment standing or professional engagements within the facility. Please circle or cross choice letters as appropriate

1. For how long have you worked at XXXXXX hospital?

A: Less than 1 year

B: 1 – 2 years

C: 2 – 5 years

D: 5 – 10 years

E: 10 – 20 years

F: Over 20 years

2. In a single sentence, what would you cite as having been your foremost reason for leaving your previous employer?

………………………………………………………………………………………………

3. Which is the main factor, in your opinion, that influences the decision of OR nurses to consider a new job offer from a different facility?

A: Compensation

B: Reputation of organization

C: The job description

D: The mission and vision of the organization

4. Do you think staff motivation plays a significant role in OR nurse retention efforts?

A: Yes

B: No

5. In your opinion, does a poor fit between organizational culture and OR nurses’ personal convictions influence their decision to stay or leave?

A: Yes

B: No

6. Do opportunities for career development influence OR nurses to stay?

A: Yes

B: No

7. Do training and development opportunities motivate employees to stay?

A: Yes

B: No

8. Does the size of OR nurses’ workload have any bearing on their job satisfaction levels?

A: Yes

B: No

9. What role does compensation play in OR nurse recruitment (with regard to the willingness of nurses to accept a new job offering) and retention efforts (with regard to the willingness of nurses to stay with the current employer)?

A: High

B: Moderate

C: Low

10. Which of the factors below would most likely have the highest impact in influencing an employee’s decision to stay (and not leave) your… [END OF PREVIEW]

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