609 Development and Implementation of the Burn Nurse Mentor Role

Abstract

Abstract Introduction Training and preparation of nurses in the burn unit is a long and costly process. Attrition of seasoned staff and a shortage of qualified preceptors places added pressure on experienced preceptors. Additionally, attrition of established preceptors leaves the crucial job of preparing new nurses to novice preceptors who are less experienced or inadequately prepared. High rates of burnout and turnover have been shown to negatively affect patient care outcomes and can lead to further increased staff turnover. Quality of environment and adequate job preparation are evidence-based strategies to increase new nurse retention. Our Burn Center’s Step Down unit was averaging a staff turnover rate of 14%, and 60% of the nursing team had less than one year of experience. We determined the need to create a mentorship role in order to increase staff retention and satisfaction, with the potential to improve patient outcomes. Methods The goals of the Burn Nurse Mentor role are to encourage and develop the competency of the nursing staff on the Burn Step Down unit. In planning for the role, an additional full time position was drafted and justified prior to creation. The job requirements included having a BSN, a minimum of 2 years ICU experience with the burn population, classified as a clinical nurse III or higher on the clinical ladder, and functioning as a preceptor. The role was designed to be at the elbow support for new nurses who are either being precepted or newly off of orientation. This support for the nursing staff would help offload preceptor burden and encourage development of critical thinking skills. Additionally, the Burn Nurse Mentor would assess and intervene when educational, practice, or process gaps arise on the unit. The goals of the position are to encourage and develop the competency of the nursing staff on the Burn Step Down unit. Results The anecdotal response to the Burn Nurse Mentor role from nursing staff has been generally positive. As this was an entirely new role for the Burn Center, periodic clarification of scope and responsibilities was needed to ensure staff comfort and familiarity with the role. Initial qualitative and quantitative data regarding quality outcomes and staff retention have trended upward as well. Conclusions The Burn Nurse Mentor is a newly designed and implemented role for our Burn Center. As such, there is a limited amount of data and research available. Future analysis of the impact of this role will include formal staff feedback at the one year mark and nursing-sensitive and patient quality indicators. Applicability of Research to Practice Using the information presented in this project, other Burn Centers can analyze the need for a mentor on their unit and use it to develop a mentor on their own unit.