The St. Louis Children’s Hospital Interprofessional Residency Program was developed by frontline staff and clinical education specialists to support our newest hires as they navigate the transition from theory to professional practice. The program consists of three areas:
- Orientation
- Support for Success
- Mentoring
Each piece of this program has been meticulously planned, assessed and implemented to ensure the creation of a supportive environment in which newly hired staff can learn the foundational knowledge, skills and attitudes to grow and flourish within the clinical environment at Children’s.
Accreditation with Distinction
In 2019, the Interprofessional Residency Program was the 107th program to receive accreditation with distinction through the Practice Transition Accreditation Program supported by the ANCC. This means that the Interprofessional Residency Program has been found to be highly effective at supporting new clinicians and is considered best practice.
Orientation
Children’s offers a robust orientation at the hospital and unit levels.
- New Employee Orientation Session
Human Resources welcomes new hires to Children’s campus and culture. - New Employee Access Session
New hires gain access to BJC email, scheduling applications, direct deposit information and other online resources. - Interprofessional Orientation
New clinical hires gather to learn about the many Children’s programs and systems designed to support them. - House-Wide RN Orientation
All newly hired RNs come together for hands-on training and skills practice. - Unit-Specific RN Orientation
Before independent practice, new hires get training and preceptorship on their home unit.
Support for Success
The Support for Success Program sets the groundwork for the culture and true north that we strive for as a hospital. Newly licensed employees partake in the Support for Success Program which contains classes led by Children’s content experts and space for fellowship and experience-sharing. Classes are specifically designed for supporting newly licensed personnel in their first professional year and include topics like resiliency, professional development, My First Death and more.
Research shows that the teamwork and collaboration promoted in this program results in a myriad of positive outcomes for staff and patients alike. Hospitals with these residency programs see increased job satisfaction among staff and improved safety and quality outcomes.
Mentor Program
Newly licensed employees will also be assigned a mentor as an added layer of support during their first clinical year.
Mentors are expert clinical staff who volunteer and are trained to aide newly licensed clinicians as they navigate their first year in the health care profession. Mentors create a confidential space for new hires to share their thoughts, feelings, triumphs and struggles. Mentors offer real-time feedback, help troubleshoot issues, provide emotional support and guide new hires to helpful resources within the organization.
Hospitals with strong mentorship programs see an increase in new nurse confidence with things like clinical skills and decision-making owing to higher job satisfaction. These programs smooth the transition from theory to professional practice and often result in life-long friendships.
