Past Projects
- Recruitment and Retention A focus on recruitment and retention of staff is essential for today’s privately held businesses. They are aware that competitiveness is devised from talent and it follows that recruitment and retention are not just human resource issues but an important part of business strategy. Human capital management now sits alongside business strategy so organisations can be certain they have the right people, in the right place at the right time.
Project Overview
It has been suggested that redesigning orientation programs, creating a positive work environment, and forging partnerships with nursing schools are effective strategies for increasing nurse retention.
The project of Preparing Clinical Preceptors for Wyoming Healthcare Facilities is focused on acute care hospitals and long term care facilities in Gillette, Sheridan and Buffalo, Wyoming. The project will:
- Work with current preceptors, nurse managers and nurse educators to identify strengths and weaknesses in current training programs
- Survey nurse preceptors’ experiences with the current training
- Redesign a training program for preceptors
- Implement the preceptor training
- Evaluate the preceptor training
Contact Information
Address: 501 South Burma Avenue, Gillette, WY 82716
Project Coordinator: Susan Howard, MSN RN
Phone:1-307-688-1000
Grant Documents
- Recruitment and Retention A focus on recruitment and retention of staff is essential for today’s privately held businesses. They are aware that competitiveness is devised from talent and it follows that recruitment and retention are not just human resource issues but an important part of business strategy. Human capital management now sits alongside business strategy so organisations can be certain they have the right people, in the right place at the right time.
Project Overview
A published study conducted at Powell Valley Care Center (PVCC) in 2006 indicated that the implementation of a mentoring program for nurses may have decreased the turnover rate. Results demonstrated that turnover decreased from 66.7% to 0% during the one-year study (Blough, 2006).
PVHC was awarded funds to implement a CNA mentorship project and determine if similar results could be obtained. The plan includes the development of a process in which an experienced expert CNA acquaints a novice CNA to the customs, resources, and values of the organization, while at the same time serves as a role model. The desired outcomes include:
- turnover reduction
- financial savings
- increased job satisfaction
- enhanced quality of care
The project also aims to provide veteran CNAs with advancement opportunities and recognition.
Contact Information
Address: 777 Ave H, Powell, WY 82435
Contact Person: Cheri Benander MSN, RN
Phone Number: 1-307-754-1270
Grant Documents
- Recruitment and Retention A focus on recruitment and retention of staff is essential for today’s privately held businesses. They are aware that competitiveness is devised from talent and it follows that recruitment and retention are not just human resource issues but an important part of business strategy. Human capital management now sits alongside business strategy so organisations can be certain they have the right people, in the right place at the right time.
Project Overview
The presence of Nurse Residency Programs has been touted as a “best practice” nation-wide in recruitment and retention of graduate nurses (Altier & Krsek, 2006). The programs have been developed to keep new practitioners from leaving the workplace at such high rates during the first three years of practice. In keeping with national standards, WMC has graduated three classes of nurse residents. Recent literature suggests that due to a high exit rate at about 7 months of practice a lengthier, one-year nurse residency program could decrease nurse turnover.
The traditional program at WMC was 8 weeks in length. Further data describes the need to enhance the program structure and content (Krugman, Bretschneider, Horn, et. al., 2006). WMC is creating a program that would contribute to at least 90% retention of nurse residents by the second year of practice.
Contact Information
Address: 1233 East 2nd Street, Laramie, WY 82071
Project Coordinator: Melinda Walden RN, BSN, Nurse Educator
Phone: 1-307-577-2732
Grant Documents
- Recruitment and Retention A focus on recruitment and retention of staff is essential for today’s privately held businesses. They are aware that competitiveness is devised from talent and it follows that recruitment and retention are not just human resource issues but an important part of business strategy. Human capital management now sits alongside business strategy so organisations can be certain they have the right people, in the right place at the right time.
Wyoming Public Health Nursing Community and Public Health Division Wyoming Department of Health
Succession Plan for Public Health Nursing (PHN)
Considering the large number of nurses who will be retiring from PHN within the next three to five years a specific recruitment, retention, and succession plan needs to be developed for Wyoming PHN. This plan is imperative for a competent PHN workforce to promote and protect the health of Wyoming citizens. (Robert Woods Johnson Foundation [RWJF], 2008)
The project entails, a recruitment and retention strategy, focuses on the student experience and the development of expert preceptors.
Contact Information
Address: 601 Yellowstone Road, Cheyenne, WY 82002
Project Coordinator: Karen Ouzts, RN, PhD, State Supervisor, Public Health Nursing
Phone: 1-307-777-7275
Grant Documents
- Recruitment and Retention A focus on recruitment and retention of staff is essential for today’s privately held businesses. They are aware that competitiveness is devised from talent and it follows that recruitment and retention are not just human resource issues but an important part of business strategy. Human capital management now sits alongside business strategy so organisations can be certain they have the right people, in the right place at the right time.
Project Overview
Nursing leadership education and current leadership affect workforce retention. The Department of Employment data on a recent nursing survey verified that a major dissatisfaction of Wyoming nurses involves issues with nursing management.
The WNA Leadership Institute is based on utilizing experienced, proficient, and expert nursing leaders through a leadership experience. It includes a mentoring piece to provide support and guidance during the program.
Leadership Institute sessions include presentations on leadership body of knowledge, Wyoming health care needs, and application of the information. Content includes topics on regulatory issues, educational issues, professional development and education, financial concerns, quality issues, nursing leadership in relation to mental health issues in Wyoming, best practices and workplace excellence, and leadership competencies.
Contact Information
Address: 501 S Douglas, HWY PMB 101, Gillette, WY 82716
Project Coordinator: Veronica Taylor
Phone: 1-307-660-6452
Grant Documents
- Nursing Education A brief summary of each of education pilot projects that were selected for funding by the WCNHCP in spring of 2010.
Project Overview:
This project aims to accomplish the following:
- Implement a formal preceptor program with sophomores from Central Wyoming College.
- Develop a pipeline model that transitions students into a professional role using the same preceptor from clinical education into practice. This will increase the comfort level and development of staff nurses who are interested in clinical education while giving students the benefit of a consistent mentor through education into practice. A possible outcome of this project will be increased access to continuing education and professional development for current practicing nurses.
Contact Information
Address: 2660 Peck Avenue, Riverton, WY 82501
Project Coordinator: Kathy Wells, RN, MSN
Phone: 307-855-2099
Grant Documents
- Nursing Education A brief summary of each of education pilot projects that were selected for funding by the WCNHCP in spring of 2010.
Associate Degree Curriculum Review for Addition of Simulation
Project Overview:
This project aims to accomplish the following:
- Review the current curriculum used at Sheridan College.
- Make recommendations for enhancing simulation experiences based on best practices in nursing education. Results from the curriculum review will be used to provide direction for future educational capacity at Sheridan Community College.
Contact Information
Address: 3059 Coffeen Ave, Sheridan, WY 82801
Project Coordinator: Crissy Hunter, RN, BSN
Phone: 307-674-6446 ext 3317
Grant Documents
- Nursing Education A brief summary of each of education pilot projects that were selected for funding by the WCNHCP in spring of 2010.
Project Overview:
This project aims to accomplish the following:
- Gather information on the interest of a simulation center from regional facilities.
- Build a simulation curriculum for training nurses, allied health professionals, and emergency responders.
- Sheridan Memorial Hospital will develop a reasonable fee schedule for specialized workforce enhancement education through simulation. Finally the project will identify potential for expanding the simulation program to include more educational opportunities for other communities around Sheridan.
Contact Information
Address: 1401 W. 15th Street, Sheridan, WY 82801
Project Coordinator: Nancy Hooge, RN, BSN, MS
Phone: 307-672-1021