Background Mentoring programs for nurses already in the health workforce are growing in importance. Yet, the settings, goals, scale, and key features of these programs are not widely known. Objective To identify and synthesize research on in-service nurse mentoring programs. Methods We reviewed nurse mentoring research from six databases. Studies either referred explicitly to in-service nurse mentoring programs, were reviews of such programs, or concerned nurse training/education in which mentoring was an essential component. Results We included 69 articles from 11 countries, published from 1995 to 2019. Most articles were from high-income countries ( n = 46) and in rural areas ( n = 22). Programs were developed to strengthen clinical care (particularly maternal and neonatal care), promote evidence-based practice, promote retention, support new graduate nurses, and develop nurse leaders. Of the articles with sufficient data, they typically described small programs implemented in one facility ( n = 23), with up to ten mentors ( n = 13), with less than 50 mentees ( n = 25), meeting at least once a month ( n = 27), and lasting at least a year ( n = 24). While over half of the studies ( n = 36) described programs focused almost exclusively on clinical skills acquisition, many ( n = 33) specified non-clinical professional development activities. Reflective practice featured to a varying extent in many articles ( n = 29). Very few ( n = 6) explicitly identified the theoretical basis of their programs. Conclusions Although the literature about in-service nurse mentoring comes mostly from small programs in high-income countries, the largest nurse mentoring programs in the world are in low- and middle-income countries. Much can be learned from studying these programs in greater detail. Future research should analyze key features of programs to make models of mentoring more transparent and translatable. If carefully designed and flexibly implemented, in-service nurse mentoring represents an exciting avenue for enhancing the role of nurses and midwives in people-centered health system strengthening. The contents in this article are those of the authors and do not necessarily reflect the view of the U.S. President’s Emergency Plan for AIDS Relief, the U.S. Agency for International Development or the U.S. Government.

In-service nurse mentoring is increasingly seen as a way to strengthen the quality of health care in rural areas, where healthworkers are scarce. Despite this, the evidence base for designing large-scale programs remains relatively thin. In this capacity-building article, we reflect on the limited evidence that exists and introduce features of the world’s largest program, run by CARE-India since 2015. Detail on the mechanics of large-scale programs is often missing from empirical research studies, but is a crucial aspect of organizational learning and development. Moreover, by focusing on the complex ways in which capacity-building is being institutionalized through an embedded model of in-service mentorship, this article bridges research and practice. We point to a number of areas that require further research as well as considerations for program managers designing comparable workforce strengthening programs. With careful planning and cross-national policy learning, we propose that in-service nurse mentoring may offer a cost-effective and appropriate workforce development approach in a variety of settings.

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The Global Strategy on Human Resources for Health: Workforce 2030 has called for the improvement of health workforce data and implementation of health workforce registries. It is critical to capture the health workforce supported by donors in order to have a complete understanding of the health workforce across countries. The United States Agency for International Development (USAID) developed an innovative pilot human resources for health (HRH) data collection system (including a data entry template and structured dataset) to collect HRH data for the health workforce supported by the U.S. President’s Emergency Plan for AIDS Relief (PEPFAR). The pilot system filled HRH data gaps in nine key countries, providing valuable insight for program planning. The implementation details of this exercise can be used as a case study on collecting and applying data on health workers, including those supported by donor funding.

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