降低單位新進護理人員一年內離職率之方案

A Program for Reducing the Resignation Rate of New Nursing Staffs within the First Year in a Hospital

林育靜(Yu-Ching Lin) ； 高美華(Mei-Hua Kao) ； 楊愛伶(Ai-Ling Yang) ； 楊雪絹(Hsueh-Chuan Yang) ； 陳春蓮(Chun-Lien Chen)

《馬偕護理雜誌》 7卷2期 (2013/07) Pp. 13-24

https://doi.org/10.29415/JMKN.201307_7(2).0002

摘要

新進護理人員高離職率影響護理業務的運作。本單位一年內離職率達35%，經現況調查發現原因為：單位新進人員訓練制度不完善、新進人員學習護照、學習進度表內容不合時宜、缺乏帶領方式之ㄧ致性規範、臨床教師人數不足且無固定指導人員、臨床教師與新進人員欠缺溝通方式。本專案訂定目標為單位新進護理人員一年內離職率降至22%以下，改善方案包括修訂新進人員訓練制度及學習護照與學習進度表內容、建立臨床教師帶領一致性規範、增加臨床教師人數並建立固定臨床教師制度、定期召開臨床教師會議及新進人員會談時間、定期舉辦新人座談會。本方案執行期間自2011年01月01日至2012年01月31日，方案實施後，離職率由35%下降至0%。同時，病安事件降為0件、服務抱怨數減少9件、積欠護理人員時數減少700小時、指導一致性提升28.6%、學習護照完成率增加40%，各項評核成績皆有成效。本專案過程及方案可提供護理人員流動率高之醫療院所，設計新進人員訓練制度與教育措施之參考，以及降低離職率之應用。

關鍵字

新進人員 ； 教育訓練 ； 離職率

並列摘要

High resigning rate of new nursing staff is harmful to nursing practice quality. Thirtyfive percent of new nursing staff resigned within one year in the observed delivery room. According to an investigation into current status, the reasons leaded to high resigning rate are concluded as follows: incomplete new nursing staff training system, not up-todate nursing staff's learning licenses and experiences, inconsistency in preceptors, insufficient or not identical preceptors and bad communication between preceptors and new staff. This project aims to reduce new staff resigning rate below 22% in the observed delivery room in one year. The methods include revising training system and learning licenses, formulating guidance methods of preceptors, increasing numbers of preceptors, establishing consistent preceptor regulation, holding preceptors and new staff meetings and conferences of new staff regularly. This project was carried out between January 1st of 2011 and January 31th of 2012. Rate of new staff resigning decreased to 0% from 35% and, furthermore, there were no patient's safety events during the period. Furthermore, there were 9 service quality complaints reduction, 700 working hours decreased, consistency of guidance methods increased by 28.6%, completion of learning licenses increased by 40%. Overall, there is improvement in all aspects evaluated. Hospitals or clinics with high resigning rate can therefore design training program for new staffs according to this project to reduce resigning rate.

並列關鍵字

New nursing staffs ； Education training ； Resigned rate