• Management and leads should be allowed to attend 2 hour TSAM course as to be able to answer questions regarding new hire orientation. • Allow sufficient time for training of new TSAM process for nurses and allow for feedback. • Touch base with nurse preceptors and new hires to see if there are any barriers.
Evaluation • Touch base with precepting nurses after 5 th shift of orientation to see how the new model of orientation is going. • Ask nurse preceptor if there are any changes that need to be made regarding the new model. • Reach out after to precepting nurses after new hire has completed orientation and see if changes need to be made and what questions are needed to be answered. • Touch base with new hire in 6 months increments up to 3 years and see if new hired nurse is still in position or has transitioned on.
Decision Making Process • The decision making process would be a group decision making process. • TSAM model will be the foundation for the new orienting process, but the workgroup will make changes to fit the organizations needs. • Members from different units will be asked to provide input for the model. • Member of the preceptor workgroup will brainstorm ideas during monthly meetings prior to rolling out with new model.
References • Agnew, C., Flin, R. (2014). Senior charge nurses’ leadership behaviours in relation to hospital ward safety. International Journal of Nursing Studies, 51, 768-780. j.ijnurstu.2013.10.001 • Dawson, A.J, Stasa, H., Roche, M.A., Homer, C.S., & Duffield, C. (2014). Nursing churn and turnover in Australian hospitals: nurses perceptions and suggestions for supportive strategies. BMC Nursing , 13(1). • Sullivan, E.J. (2018). Effective leadership and Management in nursing. New York, NY: Pearson