Nurse Retention in the Operating Room After Perioperative Core Curriculum Completion
Keywords:
orientation, retention, periop 101: a core curriculumAbstract
With the cost, in the US, of training one operating room (OR) registered nurse exceeding 50,000 USD ($67,073 CAD) retention beyond the first year is a priority. This quality improvement project was conducted at a 500-bed medical center in a mid-west metropolitan area in the United States and incorporated Periop 101 Core- Curriculum modules into the operating room nurse orientation to increase nurse retention. Unless otherwise specified statistics and dollar values in this article are based on the US.
One-year retention rates were 59% in the pre-implementation group and 87% after adopting Periop 101 for orientation of newly hired registered nurses. Second year retention rates were 37% in the pre-implementation group and 70% after adopting Periop 101.
References
American Association of Colleges of
Nursing. Nursing shortage fact
sheet [Internet]. 2017 May 18.
Available from:
Canadian Nurses Association.
Towards 20/20 visions for nursing.
Ottawa, ON: [Internet]. 2008.
Available from https://www.cnaaiic.
ca/en
Institute of Medicine. The future
of nursing: leading change,
advancing health.Washington, DC:
The National Academic Press;
Canadian Nurses Association. A
nursing call to action. Ottawa,
ON: [Internet]. 2012 September.
Available from: https://www.cnaaiic.
ca/en/policy-advocacy/nationalexpert-
commission
Auerbach DI, Buerhaus PI, Staiger,
DO. Will the RN workforce
weather the retirement of the baby
boomers? Med Care 2015
Oct;53(10):850-6.
Tomblin Murphy G, Birch S,
MacKenzie A, Adler R, Lethbridge
L, Little L. Eliminating the
shortage of registered nurses in
Canada: An exercise in applied
needs-based planning. Health
Policy 2012;105:192-202.
Li Y, Jones C. A literature review
of nursing turnover costs. J Nurs
Manag. 2013 Apr;21:405-18.
AORN Transition to Practice Ad
Hoc Committee; AORN.
Perioperative nursing succession
planning: theoretical learning,
clinical opportunities, and
residencies. Published November
Accessed on August 1, 2018.
Nursing Solutions Website. 2018
National healthcare retention &
RN staffing report [Internet]. 2018
[cited 2019 Feb 18]. Available
from: http://www.nsinursing =
solutions.com/files/assets/library/
retention-institute/nationalhealth
carernretentionreport2018.pdf
Ball K, Doyle D, Oocumma N.
Nursing shortages in the OR:
Solutions for new models of
education. AORN J. 2015
Jan;101(1):115-36.
Castelluccio D. Educating for the
future. AORN J. 2012
Apr;95(4):482-91.
Tschirch P, Leyden K, Dufrene C,
Land S. Introducing perioperative
nursing as a foundation for clinical
practice. AORN J. 2017
Aug;106(2):121-27.
Wade P. Historical trends
influencing the future of
perioperative nursing. ORNAC J.
Jun;30(2):22-35.
Saddler, D. Shift change: OR
staffing shortages [Internet]. OR
Today Magazine; 2017 Apr 1.
Available from: http://ortoday.com/
shift-change-or-staffing-shortage
Association of periOperative
Registered Nurse: Orientation of
the registered nurse
and certified surgical technologist
to the perioperative setting; 2006
[updated 2018 Feb; cited 2019 Feb
. Available from: http://www.
aorn.org/guidelines/clinical
resources/positionstatements.
Wilson G. Redesigning OR
orientation. AORN J. 2012
Apr;95(4):453-62.
Benner P. From novice to expert:
Excellence and power in clinical
nursing practice. Menlo Park, CA:
Addison-Wesley Publishing
Co;1984:402-407.
Martin K. Meeting the challenge
of perioperative education.
AORN J. 2011 Oct;
(4):377-84.
Ashley C, Brown A, Halcomb E,
Peters K. Registered nurses
transitioning form acute care to
primary healthcare employment: A
qualitative insight into nurses’
experiences. J Clin Nurs. 2018
Feb;27:661-668.
Ashley C, Halcomb E, Brown
A,Peters K. Experiences of
registered nurses transitioning
employment from acute care to
primary healthcare: Qualitative
findings from a mixed methods
study. J Clin Nurs. 2018
Jan;27:355-62.
Ashley C, Peters K, Brown A,
Halcomb E. Work satisfaction and
future career intentions of
experienced nurses transitioning to
primary health care employment. J
Nurs Manag. 2018 Sep;1-8.
Regan S, Wong C, Laschinger HK,
et al. Starting out: Qualitative
perspectives of new graduate
nurses and nurse leaders on
transition to practice. J Nurs
Manag. 2017; 25(4):246-55.
Sherman RO. Our generation Y
nurses [Internet]. Sept 2014.
Available from
com/generation-y-nurses/.
Sherman RO. Recruiting and
retaining generation Y
perioperative nurses. AORN J.
Jan;101(1):138-43.
Bragdon J. Using Periop 101
for standardization within a
perioperative suite
[Supplemental material].
AORN Connections. 2012
Dec;96(6):C7,C10.
Bryd D, Mullen L, Renfro D,
Harris TA. Implementing a
perioperative RN training
program for recent graduates.
AORN J. 2015
Sept;102(3):236-40.
Association of periOperative
Registered Nurses: Periop 101: A
core curriculum: Increase your
staff’s engagement & build
perioperative confidence [Internet].
Available from:
https://www.aorn.org/education/
facility-solutions/periop-101/or.