Support the experienced, newly employed nurse gain knowledge, skills, and behaviors needed to become an effective team member
in the new environment.
Integrate the new nurse into the hospital and its culture while continuing the nurse’s development as a professional nurse.
* Improve RN Recruitment *
* Decrease Turnover *
* Decrease Overtime & Bonus Pay *
* Decrease Dependency on Contract Labor *
Prepare the Newly Employed Nurse to:
Critical Thinking content, scenarios and evaluation are threaded throughout the program activities.
TruMont New Hire Onboarding Program is a structured, guided, 12-month offering. Its evidence-based curriculum is designed to support the newly employed nurse’s integration into the hospital and its culture.
TruMont brought together respected educators and clinical practice experts to address strategies that would retain and develop the new RN hire.
The result is a unique, 12-month long, RN New Hire Onboarding Program whose structure and content is based in current research and extensive experience in nursing.
State-of-the-art, cloud-based technology is leveraged to deliver course material, achieve critical task competence, enhance critical thinking skills, and support and coach the nurse throughout the first year of practice in the new environment.
Education and support is also provided to the care team who work with the new hire so that they may participate in the newly hired nurse's transition. Through this involvement, bonds are forged between the new hire and their unit and hospital, resulting in higher levels of satisfaction, competence and confidence which lead to increased nurse retention.
TruMont's innovative Cloud-Based Platform allows us to provide programs that are cost-effective and easily client-customized. This makes Blended Learning easy, flexible and smart.
Maximum flexibility and mobility enable nurses to complete learning assignments in their own time, at their own pace, and anywhere the web is available.
Our platform supports all mobile devices. It is accessible regardless of time of day or day of week.
The new hire's progress can be viewed at any time by the newly hired nurse and all persons involved in the learning experience.
All TruMont Learners may create a Professional Portfolio to document TruMont coursework, other educational achievements, certifications, personal committee work, research involvement, professional organization involvement, and volunteer work. The cloud-based document is available indefinitely.
This full support for Competency-Based Learning coupled with actionable learning analytics, supports maximum productivity for the newly hired nurse and all persons supporting this nurse learner.
All TruMont Programs are delivered on a web-based platform provided by Brightspace, an industry-leading, learning management system.
The RN New Hire Onboarding Program is a unique experience that occurs both online and onsite. This innovative approach is referred to as Blended Learning.
TruMont provides structure, curriculum, online learning modules, skills to be completed and competencies to be achieved. Curriculum is evidence-based and can be customized with hospital and/or department specific course material.
TruMont Faculty Coaches teach and support through emails and Virtual Office Hours. Their availability is not limited to day shift, but occurs across a 24 hour day, weekdays and weekends. New hire Cohort Conferences are hosted by TruMont Faculty Coaches to provide an opportunity for peer interaction.
Onsite, the nurse is supported by the Unit Manager, the Onsite Coordinator, Preceptor and Mentor.
To find out more about onsite and online activities and the Blended Learning System, click the button below.
1. Clinical Competence Course
(Knowledge Evaluation / Validation / Learning)
· General Patient Care
· Medication & Pain Management
· Lymph & Immune System
· GU & Reproductive Systems
· Gastrointestinal System
· Musculoskeletal System
· Nervous System
· Endocrine System
· Integumentary System
· Cardiovascular System
· Respiratory System
· Behavioral Health
· Critical Thinking: Thinking Like a Nurse
2. Clinical Skill Validation
Key skills, identified from the Clinical Competence Course and from hospital and unit needs, are used to create Clinical Skill Validation.
The Preceptor checks off the new nurse's skills anywhere there is an internet with Chrome browser, including at the bedside, using TruMont Bedside Skill Sign-Off.
Skill validation progress can be viewed any time on Dashboards to support early intervention for problem solving and opportunities to praise and encourage wins.
1. Workplace Culture Toolbox
· Integrity & Ethics
· Health Policy & Regulatory Frameworks
· Healthcare Business & Finance
· Role Transition & Self Care
· Workplace Acclimation & Organization
· Change Management
· Patient Education
· Case Management & Care Management
· Quality & Culture of Safety
2. Culture Competency Validation
Competency Validation includes a Casey-Fink Survey self-assessment at Program start and at 6-month and 12-month points.
Self-assessment topics include:
· Confidence & Competence
· Mastery of the Job
· Ability to Organize & Prioritize
· Satisfaction & Engagement
1. Leadership Development
· Teamwork & Leadership Skills
· Evidence-based Practice & Research
· Career Path Development
2. Leadership Competency Validation
A Clinical Leadership/Quality Improvement Project is completed during the last 6 months of the Program. It is a capstone-like project designed to examine and put into practice a quality improvement idea for patient care, unit environment or team processes. It encourages the nurse to take ownership of their patients and contribute to their team and unit.
The Clinical Leadership / Quality Improvement Project supports development of critical thinking and clinical reasoning skills. It provides a framework for exploration and continuous, lifelong learning.
The excitement of finding and sharing an improvement for patient care or for the quality of life for colleagues on your own unit can be the impetus for a life of contribution in nursing.
Driven by the danger of trying to provide patient care with too few nurses and weary from calling all day to fill vacancies on the schedule despite paying overtime and bonuses and using contract labor, Chief Nurses, Chief Financial Officers and Chief Executive Officers nationwide are searching for ways to recruit and retain nurses.
Unfortunately, many hospitals are also struggling with a shortage of staff who can support the education and transition of newly employed nurses. And, current research suggests that successful onboarding is a continuous process, not an event.
These problems are exacerbated in many rural mid-sized and smaller hospitals where recruitment and retention can be particularly challenging and their older, experienced staff are retiring.
For many nurses, the job market is increasingly wide-open. According to the Bureau of Labor Statistics, the number of job openings for nurses will be 1.09 million by 2024.
While every hospital has an Orientation for its new nurses, few have Onboarding Programs structured and staffed to meet the complex demands of transitioning and developing the new hire. Therefore, they are not achieving the desired outcomes.
The TruMont RN New Hire Onboarding Program is based on recommendations and evidence gathered over 10 years by the Institute of Medicine (now the Health and Medicine Division); the Joint Commission; National Council of State Boards of Nursing; and the Robert Wood Johnson Foundation. Those findings were complemented with many years of experience by the TruMont leadership developing and implementing successful recruitment and retention programs including educational programs for new nurse hires.
Designed to engage the newly employed nurse and reduce the time it takes to develop proficiency in the new culture and role, the RN New Hire Onboarding Program serves as a key strategy in attracting and retaining talented nursing staff to meet your needs.
1. Improved Recruitment
A branded, structured, evidence-based program that meets the needs for transitioning into your hospital and its culture is appealing to the nurse who is aware of options and challenges in the workplace.
2. Decreased Turnover
Nurse turnover has risen to 16% (Lippincott, 2017). While some turnover is expected, research suggests onboarding leads to sustained staff engagement.
3. Labor Cost Savings
4. Improved Reimbursement
Decreased patient transfers due to
lack of staffing.
5. Improved Staff Satisfaction
Improved nurse satisfaction.
Improved resiliency with adequate staffing.
Designed to support competency-based learning, Dashboards are available online for review at any time. These actionable learning analytics, support maximum productivity for the newly hired nurse and healthcare team.
The nurse's progress and outcomes available for review include:
1. Organization Data
2. Clinical outcomes