Nursing shortage, turnover, and low job satisfaction are constant issues that often trouble healthcare organizations. These issues have led organizations to implement programs, such as externship, internship, and preceptor programs to strengthen new nurses’ professional practice and skills. However, these issues continue to be organizational challenges. Considering the need for new nurses to have a supportive foundation for their career and to further encourage workplace satisfaction and retention, the following PICOT question was developed: In a healthcare organization, how does an official mentor program, compared with not having a mentor program, influence nursing retention and nursing job satisfaction over 2 years?
An official mentor program project was to be initiated in collaboration with a local East Texas Hospital. Due to extenuating circumstances, this was not possible. Therefore, the aim of this paper is to present a benchmark project to assist in the implementation of an official mentor program. The purpose of this benchmark project is to determine if a large-scale, in-patient hospital implementing an official mentor program will have an improvement in nursing satisfaction and retention over 2 years. The mentor program consists of new nurses being paired with a mentor for one year, program meetings, mentor availability, and meeting requirements between mentors and new nurses. Program goals will be evaluated via descriptive data generated from surveys and quantitative data demonstrated from continued employment rates at the end of 2 years. Compared to facility baseline data, an increase in results supports that an official mentor program, compared with not having a mentor program, does influence nursing retention and nursing job satisfaction over 2 years.
Date of publication
MSN Capstone Project
Masters in Nursing
O'Hara, Gabriela, "Official Mentor Program Benchmark Project" (2020). MSN Capstone Projects. Paper 23.