Saint Elizabeth Regional Medical Center
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Programs for Newly Hired Nurses
Primary Nursing
We believe our nurses are key to our patients' overall healing, beyond their providing medical care. We have focused the nurse/patient healing relationship in a concept called Primary Nursing. This translates into a single RN coordinating each patient's care during his or her hospitalization. The idea is to provide each patient with the convenience and comfort of sharing their personal needs with their personally assigned RN.

The Primary RN would make all decisions in collaboration with the patient's physician and other healthcare providers. Using this philosophy, the RN who serves as a patient's Primary Nurse could develop a unique, close relationship with each patient. The Primary Nurse would also help remove any barriers to that patient's care and ensure that their care is delivered in a timely and responsible fashion.
 
Working with the New Hire Coordinator
We want to keep the excellent nurses we have and to support the new nurses we hire so they, too, can reach excellence. When you are a new RN at Saint Elizabeth, we have a person called our New Hire Coordinator, who is dedicated to working with you and all our new RNs. She will follow you throughout your first year of employment here, meeting with you regularly and working closely with you to answer questions and to problem-solve issues or barriers that might arise to prevent your success. Our goal is to make sure your employment here will be as positive an experience as possible. The New Hire Coordinator will also provide feedback and support to you as a new RN. She also works with our preceptors to help them to be successful as they are precepting our new nurses.
 
Building Bridges Program for New Nurses on Staff
Our Building Bridges Program is designed to recruit and retain talented nursing staff. It is a two-phase program, which consists of a preceptorship program and a mentoring program. The two programs are interrelated and build upon each other.
 
Preceptorship Program
Our Preceptorship Program provides a new employee with a preceptor who is responsible for the didactic and clinical information necessary to perform a job. The preceptor will provide appropriate experiences for the new employee and provide daily updates to the new employee about his or her progress during orientation. A final evaluation of the orientation experience will also be performed. The preceptor will serve as a clinical resource to all staff.
 
Mentoring Program
Our Mentoring Program is designed to create healthy relationships within our organization. It is founded on the premise that our mentors will serve as teacher, guide or coach for the mentee. A mentoring relationship is a two-way partnership that provides both the mentor and the mentee with the opportunity to give and receive. This program fosters long-term relationships that are based on trust, respect, effective communication and support.
 
Saint Elizabeth Mentoring Program
Summary: A mentor is a wise teacher who guides and nurtures another during their development. The Saint Elizabeth Regional Medical Center "Building Bridges" Mentoring program is based on the belief that to recruit and retain talented, committed associates it is necessary to promote the development and growth of those individuals as associates. The program will offer the opportunity to create lasting, meaningful relationships between associates at the Medical Center. It is believed that through the promotion of relationships that are built on trust, respect, effective communication and support the mentor and mentee will have increased personal and professional satisfaction; develop commitment to the organization, its values and vision; and foster improved delivery of care to the patients and families served by Saint Elizabeth’s.
 
Responsibilities of the Mentor
The mentor shall promote the growth and development of the mentee by:
  1. Serving as a role model
  2. Sharing the organizational values and vision
  3. Building relationships based on trust, respect, effective communication and support
  4. Sharing their power and influence
  5. Serving as an advisor to the mentee related to the organizational culture and professional development of the mentee
  6. Establishing objective, measurable goals with the mentee
  7. Monitoring and giving timely, objective, specific and balanced feedback to the mentee
Responsibilities of the Mentee
The mentee shall strive for growth and development by:
  1. Seeking and asking for advice
  2. Sharing needs and goals with the mentor
  3. Actively listening to the mentor
  4. Striving for continuous learning
  5. Committing to the goals, values, and vision of the organization
  6. Recognize and accept the limits of the relationship as outlined by the mentor and mentee
Benefits of an Effective Mentoring Relationship
An effective mentoring relationship can:
  1. Assist with recruitment and retention of talented, committed staff
  2. Promote interdependence within the organization
  3. Promote a sense of professional and personal growth for both the mentor and the mentee
  4. Enhance networking within the organization
  5. Encourage resourcefulness among the associates
  6. Rejuvenate the associates both personally and professionally
  7. Promote trust, respect, effective communication and support among associates.
  8. Develop lasting relationships
  9. Improve associate satisfaction, which in turn will promote improved patient care, and satisfaction
Phases of the "Building Bridges" Mentoring Program
There are three phases to the mentoring program:
  1. Phase I: Call for mentors, application review, individual's appropriate for mentoring selected
  2. Phase II: Mentees select mentors, cultivation of relationships, training of mentors
  3. Phase III: Ongoing relationship (1-3 years or more), advanced training of mentors, redefinition of relationships
Evaluation of the "Building Bridges" Mentoring Program
Evaluation of the program will be ongoing through feedback given to both mentors and mentees. The most significant outcome measurement will be recruitment, retention and associate satisfaction ratings.

Additional Paperwork

Graduate Retention Education and Transition Program (GREAT)

Saint Elizabeth offers a transition program for new graduate nurses.
The program was introduced in Fall 2008, and participants meet monthly after the initial orientation is completed. Program coordinators assist the new graduate nurse in professional development as they transition from a novice nurse. The program exposes new graduate nurses to many professional concepts, focuses on critical thinking and introduces them to role models throughout the organization. The leaders in nursing and an interdisciplinary team serve as content experts and presenters. The regularly scheduled sessions provide an informal support group for new nurses and contribute to the learning environment. The transition program is further enhanced by trained preceptors who serve as clinical coaches as new nurses develop the skills necessary to provide competent care in their practice setting. Each new nurse also has the opportunity to select a mentor who serves as a guide, teacher and professional coach as they are integrated into the organization.

 
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