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INNOVATION
Background: Traditionally, new graduate nurses (GNs) are advised to gain experience before participating in Nursing Professional Governance (NPG). NPG is a structure that empowers nurses to be decision-makers regarding the nursing practice environment. We identified GNs had minimal knowledge of and engagement in NPG. An innovative process was developed to involve GNs in NPG, challenging the traditional approach.
Literature: Substantial evidence supports that nurses engaged in NPG are empowered to make decisions, leading to better patient outcomes and increased professional satisfaction. Research shows GNs’ dedication and professional satisfaction are tied to their ability to embed into the organizational culture and find meaning in their work. NPG provides the opportunity to contribute meaningfully and exercise autonomy, authority, and accountability.
Implementation: In the past, nurse leaders suggested GNs focus on just “becoming a nurse” the first year. In collaboration with key stakeholders (including GNs, operational and program nurse leaders) a new vision was created. GNs now nominate and vote for their peers to become voting members representing the voice and decision-making authority of their cohort. They’re accountable for sharing information, gathering feedback, and engaging all GNs.
Evaluation: In 2022, no GNs were engaged in NPG core councils. As of Fall 2024, five GN cohorts completed this process and two have graduated residency. Now, approximately 10% of NPG Core Council membership is made up of GNs with many choosing to run for departmental membership positions upon graduating. The 2023 residency cohort has a retention rate of over 95% and 100% for those who were part of NPG.
Implications: In the evolving healthcare landscape, pediatric nurses must be actively involved in making decisions that will influence the future of nursing. NPG empowers nurses to be decision-makers, advancing nursing practice, quality, competency, and knowledge. Instead of sticking to traditional thinking that new nurses should only focus on developing their bedside skills, imagine a future where those newest to the profession are the ones improving it.
References:
1) Bartmess, M. P., Myers, C. R., & Thomas, S. P. (2022). ‘It Would Be Nice to Think We Could Have a Voice’: Exploring RN Involvement in Hospital Staffing Policymaking. AJN The American Journal of Nursing, 122(10), 22-31.
2) Clemmons-Brown, C. A. (2023). Innovation and evidence-based Decision-Making: Addressing new Graduate nurse turnover. Nursing Administration Quarterly, 47(1), E1-E11.
3) Porter-O'Grady, T., Hancock, B., & Start, R. E. (2024). Advancing Professional Governance to Improve Health Outcomes. JONA: The Journal of Nursing Administration, 54(7/8), 387-389.
4) Song, Y., & Kim, J. A. (2023). New Graduate Nurses' Competencies, Organizational Socialization, and Turnover Intention. JONA: The Journal of Nursing Administration, 53(12), 675-682.
5) Tyndall, D. E., Scott, E. S., Jones, L. R., & Cook, K. J. (2019). Changing new graduate nurse profiles and retention recommendations for nurse leaders. JONA: The Journal of Nursing Administration, 49(2), 93-98.
Publication Date
9-27-2024
Keywords
Innovation, New Graduate Nurses, Professional Governance
Disciplines
Pediatric Nursing
Recommended Citation
Tolliver, Annie and Fields, Katie, "Rise of the New Grad: Early Engagement of New Graduate Nurses in Professional Governance" (2024). 2024. 27.
https://scholarlycollection.childrens.com/nursing-anf2024/27
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This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
