Original ArticleDescribing a Residency Program Developed for Newly Graduated Nurse Practitioners Employed in Retail Health Settings
Section snippets
Clinical Partner—MC
CVS operates over 700 MCs and plans to expand to over 1,500 by 2017. The MCs occupy a small, dedicated space within the larger CVS store and are modeled and equipped similarly to an outpatient health care clinic. The advantage of having the MCs located within the CVS store, which also includes a pharmacy and convenience retail goods, is accessible, low-barrier, walk-in access for consumers. NPs in the MC provide clinical evaluation and treatment for a range of common health care issues and
Mentoring New NP Graduates: A Unique Challenge in the Retail Health Setting
Effective recruitment and retention strategies are of paramount importance to support the growth projections of new MC locations. Advanced practice nurse (APN) leaders at MC strategically developed partnerships with schools of nursing to support NP student clinical experiences and recruit new graduates. In addition, marketing campaigns focused on recruiting NPs of differing backgrounds, including newly graduated NPs. MC nurse leaders noted that the newly graduated NPs who had experience as
Development of the MC Residency Program Through an Academic Service Partnership
MC leadership viewed the implementation of a transition-to-practice residency program as a way to both support and educate newly graduated NPs and an opportunity for academic progression for experienced NPs. Academic progression is among the key recommendations in the 2010 IOM report, the Future of Nursing Advancing Health and Leading Change (IOM, 2010). Although mentoring and orientation models exist in the retail clinic industry (CCA, 2010), no known retail clinic residency programs with an
MC Residency Curriculum—Description
The residency curriculum was developed through a collaborative process that included input from key stakeholders, including new-to practice and experienced NPs, managers, and senior nurse leaders from the MC setting, human resources, nursing faculty from NEU, collaborating physicians, and individuals from financial management and marketing. The primary objectives of the MC residency program were to support the transition experience of newly graduated NPs, provide a doctoral level academic
Residency Program Evaluation and Outcomes
Eight new graduate NPs were recruited for the pilot. Of the original cohort, one resident dropped out within the first 2 months of the program start because of licensure verification issues with her state board. Seven residents completed the residency program. Participants represented diversity of age, ethnicity, and practice location from MCs in five different states (Table 3). The new graduate NPs who applied to the NP resident positions demonstrated a willingness to relocate or travel if
Conclusion
The MC pilot residency program was developed to prepare newly graduated NPs for practice in a retail health care setting and offer academic advancement opportunity. Partnered with experienced NPs, the new clinicians enhanced their clinical practice and business knowledge unique to the retail health care delivery model and patient population during an entry period of 12 months. Both NP residents and preceptors were very satisfied with the program, and to date, there has been no turnover in this
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Factors influencing the development and implementation of nurse practitioner candidacy programs: A scoping review
2022, International Journal of Nursing StudiesCitation Excerpt :Key to the relationships with mentors/preceptors was regular contact. Mentors provided support during role transition (Owens, 2018), significant moral and spiritual support, and the opportunity for consultation and guidance on clinical problems and were highly valued (Chang et al., 2006; Thabault et al., 2015). The availability of a mentor was also identified as important or very important by the majority (n = 93, 85%) of general medical interns when choosing a fellowship program (Caiola and Litaker, 2000).
Evaluation of Veterans Affairs primary care nurse practitioner residency: Achievement of competencies
2018, Nursing OutlookCitation Excerpt :To date, the literature articulating the effectiveness of NP post-graduate residency programs on trainee outcomes is sparse. For example, several articles described NP post-graduate training programs (Flinter, 2011; Goudreau et al., 2011; Harris, 2014; Varghese, Silvestri, & Lopez, 2012); yet, only seven articles discussed outcomes (Bush & Lowery, 2016; Flinter & Hart, 2017; Schofield & McComiskey, 2015; Taylor et al., 2017; Thabault, Mylott, & Patterson, 2015; Wallace, 2013; Zapatka, Conelius, Edwards, Meyer, & Brienza, 2014). Of these, four articles were qualitative reports with small sample sizes and included (a) why individuals sought out a post-graduate NP training program (Zapatka et al., 2014), (b) feasibility of establishing a post-graduate NP program from the stakeholder perspective (Wallace, 2013), (c) strengths of a post-graduate NP training program from the perspective of the NPs and their preceptors (Thabault et al., 2015), and (d) analysis of reflective journaling to understand how the residency facilitated transition to practice (Flinter & Hart, 2017).
Newly graduated nurses’ orientation experiences: A systematic review of qualitative studies
2017, International Journal of Nursing StudiesCore curriculum and competencies: A multisite analysis of postgraduate training programs for primary care nurse practitioners
2018, Journal of Professional NursingCitation Excerpt :This rising interest is fueled partly by the complexity of health care delivery and the fact that many health employers are selectively hiring NPs with clinical work experience or previous participation in a residency/fellowship program—an ancillary finding from this project's data. Thus, NP-focused organizations, such as NNPRFTC and APGAP, have emerged during a critical time to provide much needed support to existing and developing postgraduate programs in primary and specialty care, such as: dermatology, palliative care, and gastroenterology (Benham & Geier, 2014; Furfari, Rosenthal, Tad-y, Wolfe, & Glasheen, 2014; Harris, 2014; Instone & Palmer, 2013; Schofield & McComiskey, 2015; Thabault, Mylott, & Patterson, 2015; Varghese, Silvestri, & Lopez, 2012). These organizations, along with the ANCC (2014), are supporting standardization and accreditation of postgraduate training programs to ensure program rigor and impact.
A competency-based curriculum for critical care nurse practitioners' transition to practice
2018, American Journal of Critical CareCitation Excerpt :According to the information shared by the participants, a validated competency-based curriculum was of great interest to them and relevant to their clinical practice. This concept was also evident from the literature, in which it was suggested that a structured training environment is vital to the novice health care provider in the ICU.11-13,15,32 The competency topics that received the highest mean ratings focused on clinical knowledge of disease processes and the procedural areas of ICU care.