Advanced Practice Nurse and Physician Assistant Orientation Program: A Critical Piece in the Onboarding Process

Grek, Ami; Stanton, Amanda; Monnig, Belinda; Whitman, Anastasia; Chaney, Amanda

doi:10.1016/j.nurpra.2022.02.028

Cited by 4 publications

(6 citation statements)

References 7 publications

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“…Like other studies, attrition was lower among NPs and PAs who participated in the onboarding program when compared with the existing workforce (Grek et al, 2022;Brook et al, 2019;Peoplelogic, 2021). The cost savings of retaining just one NP or PA paid the entire cost of the onboarding program.…”

Section: Discussionsupporting

confidence: 53%

The impact of a structured onboarding program for newly hired nurse practitioners and physician assistants

Erickson¹,

Yee²,

Krauter³

et al. 2023

J Am Assoc Nurse Pract

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Background: The return on investment for onboarding programs and their effect on attrition and engagement within health systems across the United States are unclear.Local problem: The existing onboarding program for nurse practitioners (NPs) and physician assistants (PAs) at a hospital on the west coast was varied and lacked a clinician focus. A structured onboarding program was created to standardize their entry to our workforce.Methods: A needs assessment was completed with a stakeholder focus group, for which an onboarding curriculum was then created. Participants completed presurveys/postsurveys during the data collection period as the primary outcome. A Plan-Do-Study-Act approach was used to revise session content and improve participant experience. Onboarding costs and attrition were tracked as secondary outcomes.Interventions: From July 2017 through June 2019, newly hired NPs and PAs were invited to participate in the program. Six quarterly cohorts attended five in-person 2-hour onboarding sessions over 12 months.Results: One hundred twenty-nine eligible NPs and PAs completed an anonymous pre/post Qualtrics survey. The aggregate responses were significantly improved using Fisher exact test. Measured onboarding value was not significantly changed. Mean pre-onboarding attrition was 10.3% compared with 4.5% for onboarding participants. The annual cost for onboarding participants was $63,470 versus $256,826 as the estimated mean cost of one separation within their first year.Conclusions: Workforce engagement, standardized knowledge, and participant attrition revealed an improving trend with this structured onboarding program. The investment to formalize onboarding newly hired NPs and PAs was modest, and the findings suggest that an onboarding program has financial and engagement merit.

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Section: Discussionsupporting

confidence: 53%

The impact of a structured onboarding program for newly hired nurse practitioners and physician assistants

Erickson¹,

Yee²,

Krauter³

et al. 2023

J Am Assoc Nurse Pract

View full text Add to dashboard Cite

show abstract

“…A formal orientation structure for APPs is overlooked or inconsistent in many organizations. 3,[11][12][13][14][15][16] Suggested APP orientation content from the literature includes APP role expectation 2 and scope of practice, 3,13,16,17 credentialing and privileging, 3,16 and patient safety and clinical competence. 3,11,13,17 The literature acknowledged that orientation structure includes hospital culture and system policies, 3,11,[14][15][16][17] communication plans, 11,12 streamlined processes for clinical practice, 3,13,14,16,17 and long-term mentoring.…”

Section: Literature Reviewmentioning

confidence: 99%

“…3,[11][12][13][14][15][16] Suggested APP orientation content from the literature includes APP role expectation 2 and scope of practice, 3,13,16,17 credentialing and privileging, 3,16 and patient safety and clinical competence. 3,11,13,17 The literature acknowledged that orientation structure includes hospital culture and system policies, 3,11,[14][15][16][17] communication plans, 11,12 streamlined processes for clinical practice, 3,13,14,16,17 and long-term mentoring. [11][12][13]16,17 From these studies, the delivery method for orientation is composed of checklist, 3,11,12,15,17 handbook, 12 survey, 11,14 proc toring, 13 and online.…”

Section: Literature Reviewmentioning

confidence: 99%

“…3,11,13,17 The literature acknowledged that orientation structure includes hospital culture and system policies, 3,11,[14][15][16][17] communication plans, 11,12 streamlined processes for clinical practice, 3,13,14,16,17 and long-term mentoring. [11][12][13]16,17 From these studies, the delivery method for orientation is composed of checklist, 3,11,12,15,17 handbook, 12 survey, 11,14 proc toring, 13 and online. 3,16 As APPs seek employment in the hospital setting, a comprehensive orientation program is necessary to ensure that the APP has a positive experience.…”

Section: Literature Reviewmentioning

confidence: 99%

“…A formal orientation structure for APPs is overlooked or inconsistent in many organizations 3,11-16 . Suggested APP orientation content from the literature includes APP role expectation 2 and scope of practice, 3,13,16,17 credentialing and privileging, 3,16 and patient safety and clinical competence 3,11,13,17 .…”

Section: Literature Reviewmentioning

confidence: 99%

See 2 more Smart Citations

Developing a Computer-Based Orientation for Advanced Practice Providers Across a Large Healthcare System

Borum,

Anderson

2023

JONA: The Journal of Nursing Administration

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Roles and Responsibilities of the Global Specialist Digital Health Workforce: Analysis of Global Census Data

Butler-Henderson,

Gray,

Arabi

2024

JMIR Med Educ

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Background:The Global Specialist Digital Health Workforce Census is the largest workforce survey of the specialist roles that support the development, use, management, and governance of health data, health information, health knowledge, and health technology. Objective:The objective of this paper is to present the analysis of the roles and the functions reported by respondents in the 2023 Census. Methods:The 2023 Census was deployed using Qualtrics® and was open between 1 July to 13 August 2023. A broad definition was provided to guide respondents about who is in the specialist digital health workforce. Anyone who self-identifies as being part of this workforce could undertake the survey. The data was analyzed using descriptive statistical analysis and thematic analysis of the functions respondents reported in their roles.Results: A total of 1,103 respondents completed the Census, with data reported about their demographic information and their roles. The majority of respondents live in Australia (870, 78.9%) or New Zealand (130, 11.8%), with most (56.3%) aged between 35-54 years and identifying as female (65.3%). The top four occupational specialties were Health informatics (179, 20.2%), Health information management (175, 19.8%), Health information technology (128, 14.4%), and Health librarianship (104, 11.7%). Nearly all (797, 90.0%) of participants identified as a Manager or Professional. Less than half (42.2%) had a formal qualification in a specialist digital health area and only a quarter (26.0%) held a credential in a digital health area. Whilst twothirds (65.7%) reported undertaking professional development in the last year, most was self-directed activities, such as seeking information or consuming online content. Work undertaken by specialist digital health workers could be classified as either leadership, functional, occupational or technological.Conclusions: Future specialist digital health workforce capability frameworks should include the aspects of leadership, function, occupation, and technology. This largely unqualified workforce is undertaking little formal professional development to upskill them to continue to support the safe delivery and management of health and care through the use of digital data and technology.

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Advanced Practice Nurse and Physician Assistant Orientation Program: A Critical Piece in the Onboarding Process

Cited by 4 publications

References 7 publications

The impact of a structured onboarding program for newly hired nurse practitioners and physician assistants

The impact of a structured onboarding program for newly hired nurse practitioners and physician assistants

Developing a Computer-Based Orientation for Advanced Practice Providers Across a Large Healthcare System

Roles and Responsibilities of the Global Specialist Digital Health Workforce: Analysis of Global Census Data

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