Date of Publication


Project Team

Ellen Long-Middleton, Dorothy Mullaney


Purpose. Excessive job turnover in the novice nurse practitioner (NP) population is a stressful phenomenon for providers, adversely affecting institutional financial performance, and has the potential to lead to poorer health outcomes for the individuals we serve. The purpose of this investigation was to assess the need for the establishment of a structured mentorship program for new graduate nurse practitioners. As an aspect of an institutional quality improvement project, the overall goal is to reduce new graduate NP employment turnover.

Methods. A literature search was conducted in order to appraise and synthesize available knowledge regarding employment turnover and mentorship programs for the new graduate NP population. There was substantial evidence to support the value of mentorship programs for new graduate NPs, as well as cost savings and return on investment. Meetings with facility leaders and stakeholders were conducted to better understand the institutional phenomena regarding employment turnover in the NP population. Institution specific employment turnover data were obtained to form a basis for comparison to national trends. Financial projections were made based on an established formula adapted from a nurse mentorship program. Utilizing this data, a formal needs assessment was prepared for presentation to nursing and hospital leadership.

Results. Facilitators and barriers were identified for an NP mentoring program. Nursing leadership was receptive to the concept of such a program and a pilot project was approved to start in the fall of 2019.

Conclusion. The results of this needs assessment provided valuable data to nursing leadership in planning a mentorship component for a proposed NP residency program in critical care. Further research is needed to better understand programs that foster effective NP mentorship.

Keywords. Mentorship, Education, Nurse Practitioner, Personnel Retention

Document Type