The impact of a structured onboarding program for newly hired nurse practitioners and physician assistants.

Autor:	Erickson M; Physiological Nursing, University of California San Francisco School of Nursing, San Francisco, California.; Division of Geriatrics University of California, San Francisco Health, San Francisco, California., Yee AM; University of California, San Francisco Health, San Francisco, California.; Department of Gastrointestinal Surgery Oncology, University of California San Francisco Health, San Francisco, California., Krauter R; University of California, San Francisco Health, San Francisco, California.; Department of Otolaryngology Head and Neck Surgery, University of California, San Francisco Health, San Francisco, California.; Department of Family Health Care Nursing, University of California San Francisco School of Nursing, San Francisco, California., Hoffmann T; Department of Epidemiology and Biostatistics Office of Research, University of California San Francisco School of Nursing, San Francisco, California.
Jazyk:	angličtina
Zdroj:	Journal of the American Association of Nurse Practitioners [J Am Assoc Nurse Pract] 2023 Apr 01; Vol. 35 (4), pp. 265-271. Date of Electronic Publication: 2023 Apr 01.
DOI:	10.1097/JXX.0000000000000847
Abstrakt:	Background: The return on investment for onboarding programs and their effect on attrition and engagement within health systems across the United States are unclear. Local Problem: The existing onboarding program for nurse practitioners (NPs) and physician assistants (PAs) at a hospital on the west coast was varied and lacked a clinician focus. A structured onboarding program was created to standardize their entry to our workforce. Methods: A needs assessment was completed with a stakeholder focus group, for which an onboarding curriculum was then created. Participants completed presurveys/postsurveys during the data collection period as the primary outcome. A Plan-Do-Study-Act approach was used to revise session content and improve participant experience. Onboarding costs and attrition were tracked as secondary outcomes. Interventions: From July 2017 through June 2019, newly hired NPs and PAs were invited to participate in the program. Six quarterly cohorts attended five in-person 2-hour onboarding sessions over 12 months. Results: One hundred twenty-nine eligible NPs and PAs completed an anonymous pre/post Qualtrics survey. The aggregate responses were significantly improved using Fisher exact test. Measured onboarding value was not significantly changed. Mean pre-onboarding attrition was 10.3% compared with 4.5% for onboarding participants. The annual cost for onboarding participants was $63,470 versus $256,826 as the estimated mean cost of one separation within their first year. Conclusions: Workforce engagement, standardized knowledge, and participant attrition revealed an improving trend with this structured onboarding program. The investment to formalize onboarding newly hired NPs and PAs was modest, and the findings suggest that an onboarding program has financial and engagement merit. Competing Interests: Competing interests: The authors report no conflicts of interest. (Copyright © 2023 American Association of Nurse Practitioners.)
Databáze:	MEDLINE
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