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Nurse Residency Program Builder: Tools for a Successful New Graduate ProgramJim Hansen, MSN, RN-BC Prevent turnover with a nurse residency program and save up to $65,000 per nurse in new hire costs I believe that the Nurse Residency Program Builder is one of the most comprehensive resources I have seen that speaks to the whole of the transition experience for the newly graduated nurse. It is foundationally evidence-based but pragmatically focused; a start to finish support for the supporters. I applaud Jim Hansen and his team for producing this comprehensive, and what I believe will be seminal, support resource for the nursing community. Dr. Judy Boychuk Duchscher, RN, BScN, MN, PhD, Assistant professor, University of Calgary, Alberta, Canada Bridge the gap between nursing school and real-life nursing practice This guide saves you time and money by providing the tools you need to establish a well-structured nursing residency program for new nurse graduates. Nursing staff development expert Jim Hansen, MSN, RN-BC, provides instruction and tools to plan, justify, and structure a nurse residency program that develops and retains new nurses through their first year. You'll have access to dozens of customizable resources to help you deliver your own program, including PowerPoint(r) presentations, new graduate training handouts, and evaluation forms.Benefits: Set your new graduate nurses up for success by providing ongoing training and support Increase competency and improve patient outcomes by bridging the gap between nursing school and nursing practice Reduce turnover by nurturing the staff you ve already invested in Estimate costs and return on investment of building a nurse residency program in order to create an effective proposal and gain leadership buy-in Some tools and forms included with your book: Calculating costs and return on investment worksheet Nurse residency program evaluation template Nurse residency program survey PowerPoint presentations on transitional, professional, and clinical topics Handout: PICOT and literature search worksheet Handout: Evidence-based practice pre- and post-evaluation Handout: New graduate transition case studies Table of Contents: Chapter 1: Nurse Residency Programs and Spanning the Preparation-Practice Gap The Preparation-Practice Gap Spanning the Preparation-Practice Gap Chapter 2: Making a Financial Case for Nursing Residency Programs: Learning the Language of the C-Suite Demonstrating the Benefits of a Nursing Residency Program New Graduate Nurse Turnover: The Key Metric Deriving Your New Graduate Turnover The Cost of Turnover Estimating the Cost of Designing a Program Offsetting the Costs: Projecting Return on Investment Design a Proposal Chapter 3: Concepts and Competencies: Foundation of the Nurse Residency Program The New Graduate Experience Conceptual Frameworks: Novice to Expert, Reality Shock, and Transition Shock Competency Frameworks Chapter 4: Curriculum Design: The Roadmap to Competency Three Types of Learning Three Domains of Learning Passive and Active Learning Blocked and Threaded Content Principles for Designing Learning Teaching Activities Chapter 5: Setting the Stage Structuring the NRP Sessions Three Categories of Offerings How Adults Learn The Generation Gap Andragogy and the Adult Learner Engaging New Nurses in the Classroom Chapter 6: Presenting Content: Transitional Topics Organization Prioritization Critical Thinking Transition Shock Chapter 7: Presenting Content: Professional and Clinical Topics The Profession of Nursing From Novice to Expert Professional Development Medication Safety Evidence-Based Practice Chapter 8: Program Evaluation Presentation Content Outcomes Return on Investment (ROI) Evaluation Frequency Chapter 9: Individual Evaluation Assessing Clinical Competency in New Graduate Nurses Orientation Structures Troubleshooting a Delayed/Stalled Transition Chapter 10: The Future of the NRP Uniting the NRP With Unit Internship Findings From the Carnegie and IOM Reports The Call for a National NRP: NCSBN Experimental Model Emerging Standards/Regulations and ANCC Accreditation The Potential for Financial Reimbursement Learning objectives: Describe the preparation-practice gap Differentiate between industry and education efforts to shrink the gap for new graduate nurses Identify the tangible and intangible benefits of a nurse residency program for an organization Describe how to calculate new graduate nurse turnover Identify the adverse effects of high turnover in hospitals Describe how to calculate return on investment for a nurse residency program Design a program proposal for designing a nurse residency program Describe five difficulties new graduates face as they transition into practice Describe three conceptual frameworks that shape new graduate transition Differentiate between four different sets of new graduate competencies Differentiate between training, education, and development Describe active/passive learning and blocked/threaded content Identify teaching activities that promote learning in a nurse residency program (NRP) Describe three ways to structure NRP sessions Identify three different types of topics Discuss how adults learn Explain how to educate new graduate nurses about how to be organized Discuss ways to teach new graduate nurses prioritization skills Describe strategies to improve new graduates critical thinking skills Discuss ways to help new graduates through transition stages Discuss best practices for tackling professional topics in a nurse residency program Describe how to plan curriculum to cover clinical topics Describe how to evaluate a nurse residency program Discuss challenges with individual evaluation of graduate nurses Create an education plan to address identified individual learning needs Describe how nurse residency programs may evolve over time

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Jim Hansen, MSN, RN-BC, oversees the department of new graduate and student services at Kootenai Health in Coeur d'Alene, ID, an ANCC Magnet Recognition Program(r)-designated facility. He has a clinical foundation in emergency and critical care nursing and focuses on designing and implementing new graduate transition to practice programs in the acute care hospital environment. He is an active faculty member of several area nursing schools and serves on the editorial board for the Journal for Nurses in Staff Development.

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