Mentorship program Research Paper Example | Topics and Well Written Essays - 1750 words

Mentorship program - Research Paper Example Salami (2010) presented both formal and informal mentorship as manifesting sufficient efficacy in reducing turnovers of nurses, where the former is created through administrative partnership, while the latter is through unstructured mutual understanding. Marginally, the paper adapts formal mentoring program as resolution to high turnovers in The Jackson Veteran Health Administration (JVHA). Several steps are succinctly followed to determine overall reliance and appropriateness of proposed structure. General Steps in Implementation On mentorship program in JVHA, aspects on job satisfaction and social interaction in surgical wards are investigated. Complete project draft requires consensual approval from the Office of Policy and Planning and Office of Human Resource and Administration before proceeding (United States Department of Veterans Affairs, 2010). The program is also to obtain financial and administrative support through this department accordingly (Canadian Nurses Association, 2004). As the overall details of the program are smoothly planned out, the plan is ready for pilot implementation. With 1-year mentor program, phases orientation, training, and evaluation are performed. The committee-in-charge prepares for mentoring tasks ahead, with 16 staff nurses as mentors for the whole three work shifts--the number of mentees depend on job vacancies in surgical ward (VA hospital, 2011). In orientation, the program is extensively introduced and functional expectations are mutually established. This lasts for 15-20 weeks, as initial theories and practical nursing applications are reviewed and applied. In training, mentors serve as mentees’ active partners and support them in clinical practice and social interactions. As training proceeds, mentors not only act as role models for mentees to emulate, trusting associations support mentees’ psychological status. Through months of collaborative partnership, mentors gradually wean as educational coach, an d more as referred guide to practice. Periodically, communication patterns from nurses to involved administrative personnel are maintained through constant inspections and written memos. In evaluation, collected data determines whether the program fulfilled the parameters on work satisfaction. Should results meet expected outcomes, the program can proceed as formal policy in JVHA. Resource Identification Availability of resources in clinical areas is part of preparatory task. Block, Claffey, Korow, and McCaffrey (2005) emphasized mentors as prime indicator in a positive working environment. They are instructed on â€Å"phases of a mentor relationship, how to individualize the relationship...deal with any issues the mentor/mentee pair encounters,† while reviewing personal and professional attitudes (Hurst & Koplin-Baucum, 2005). Together with mentors, administrative personnel objectively monitor the progress of the program and existence of conducive functional environment (Al- Hussami, 2008). Resources are composed of materials during information campaigns and episodic post-tests. Written questionnaires are administered, requiring stocks of paper for reproducing copies. Sufficiently, resources for experiential learning are already available in actual settings, from medical equipments to patient charts, as well as conference halls for scheduled meetings. Aside from mentor compensation (minimum of $2/hour) and minimal educational expenditures, projected expenditure is lesser (Almada, Carafoli, Flattery, French, &