Workforce Integration of New Graduate Nurses: Evaluation of a Health Human Resources Employment Policy

Abstract

Historically, economic changes have negatively affected the nursing workforce in Ontario. The trend towards part-time and casual employment emerged from healthcare restructuring in the 1990s. The severe acute respiratory syndrome (sARs) outbreak in 2003 alerted the Ontario government to the issue of part-time and casual nursing. In 2007, the Nursing Graduate Guarantee (NGG), a health human resources employment policy, was developed as a financial incentive for employers to hire and mentor new graduate nurses for a six-month period. The purpose of this study was to examine facilitators and barriers to policy implementation and assess the Workforce Integration of New Graduate Nurses: Evaluation of a Health Human Resources Employment Policy Intégration de la main-d' oeuvre chez les nouveaux diplômés en soins infirmiers : évaluation d'une politique d' emploi dans les ressources humaines en santé

Orientation and transition programme component predictors of new graduate workplace integration

“…Over a third of new graduates in the current study worked short notice call relief with no regular work hours, and this growing casual trend limits their number of work hours and threatens their integration and transition to the workplace (Baumann et al . ). Findings from this study suggest that more than four 12‐hour, or six 8‐hour shifts, or some combination of the two during a two week period is necessary to facilitate new graduate transition.…”

Policy to practice: Investment in transitioning new graduate nurses to the workplace

“…Evaluation of the NGG has been ongoing since 2007 (see Baumann, Hunsberger, & Crea‐Arsenio, , ; Baumann, Hunsberger, Crea‐Arsenio, & Idriss‐Wheeler, ; Hunsberger et al., ). The current study focused on nurses who entered the health care workforce between 2007 and 2012.…”

Work readiness, transition, and integration: The challenge of specialty practice

“…Several studies were conducted to evaluate the effect of government supported extended orientation on new graduate nurse transition to work (Baumann, Hunsberger, & Crea-Arsenio, 2011Baumann, Hunsberger, Crea-Arsenio, & Akhtar-Danesh, 2018;Baumann et al, 2016). Results demonstrate the initiative-provided employers with the resources to not only hire but also support the transition of new nurses into specialty acute care via extended orientation.…”