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Caregivers Corner
January, 2000
Innovations on the Frontline
Institute staff interviewed Jamie Fulkroad, RN, BSN, Director of Staff Development of a 203-bed skilled nursing center in Pennsylvania who told us of a staff mentoring initiative they're finding very successful in assuring quality care and increasing retention among nurse aides.
"With new hires, after the initial day of general overview orientation that I conduct, NAs spend their next 2 days with the Mentor. Here, she works individually educating on center policies and procedures, documenting appropriately to support MDS requirements, and giving proper resident care.
"During each new hire's probationary period, evaluations are conducted at 30, 60 and 90 days. If any weaknesses are noted, the NA Mentor reorients the nurse aide to strengthen performance in these areas. Similarly, if supervisors note any problems on the floor, the Mentor coaches NAs by providing early supportive intervention and guidance.
"We've experienced improved nursing assistant retention with our implementation of this orientation and mentoring model. It has been so well received that we've just added a Social Service Assistant position for the NAs as well.
"The NA Mentor still works on the floor 4 days per pay in addition to spending another 4 days working closely with me in staff development. When she is not mentoring, she focuses on peer competencies, in-service training and addresses any problems brought to her attention by the NAs, nurses, etc.
"There are other important benefits as well. The NA Mentor works as a liaison between the frontline caregivers and their supervisors to enhance communication and understanding. Due to better communication, misinformation is minimized. This key player helps foster an environment of greater trust and support. Seeing the success of the Mentor/NA relationship provides us all with the hope that turnover rates in nursing homes will decrease greatly and that quality care will be maintained into the next generation."