8 Key Elements to Advanced Practice Provider Retention

Recommendations for Retention Strategies for Advanced Practice Providers (APPs = Nurse Practitioners and Physician Assistants)

1. Set up a strong orientation program including the following:

• Begin the program 4-6 months before full patient load days, add another 2-3 months for nights for NPs(Nurse Practitioners), and 12 months for PAs (Physician Assistants).
• Assign a preceptor-best to have a physician either as a resource, preceptor or mentor.
• Assign a mentor, a trusted confidant who will hear some of the fears and concerns, give constructive advice and direct the new hire on solving the problems.
• Give time and training on the EMR system.
• Give 10% administrative time, initially for studying and didactic learning. Going forward, they would use that time for professional development, research, working on quality or nurse education projects.
• Have the APP shadow in related units and services. For example, when training a CVICU APP have them shadow in the cath lab, with anesthesia in OR (learning to do procedures while shadowing anesthesia is very beneficial to their role in the CVICU), radiology, and other related units.
• Allow the APP to practice within the full scope of their role and do procedures.
• Establish a clear role definition and communicate this role to the multidisciplinary team members. (Each member should be clear on their role on the team.)
• Use simulation for competency and skill building (ongoing).
• Work together to build “Multidisciplinary Teamwork” into the environment with a focus on education, training, leadership, and communication strategies

2. Competitive salary: $90,000 - $95,000 (locally); $100,000 nationally (specifically Dallas, Texas and Houston, Texas).

3. Competitive relocation package: $3500 - $5000; includes area tour, dinner the night before with APP(s), shadow during interview.

4. Unit APP Manager support for orientation program development, relationship support and role definition for physician and fellows, as a continuous process of growing a mutually respectful and supportive multidisciplinary team.

5. Development and addition of a Director of Advanced Practice who has a seat at the medical group leadership table, works with the C-level leadership to capture APP billing opportunities, and develops productivity measurements for APPs.

6. Acknowledge and address the transition process and its challenges (possibly monthly or quarterly discussion topics) for new grads as they transition from RN to PNP.

7. Pay licensing fees, CEUs, conferences.

8. Encourage professional development, presentations, talks, papers both individually and with the  multidisciplinary team.


To inquire about these jobs visit Melnic Consulting Group or contact: Jill Gilliland 800-886-7906 jill@melnic.com

Multidisciplinary Teams: How do we get there?

While the current mandates for restricted work hours for residents and fellows are giving them much needed relief from their long shifts, the resulting shortage of providers and the elevated importance of quality and patient safety measures produce new challenges for multidisciplinary teams. Traditional models of care will no longer be enough to provide safe, effective, and efficient patient care.  New, strategic, team focused-collaborations will drive “Multidisciplinary Teamwork” oriented solutions.

To alleviate this shortage and address quality initiatives, a team of Advanced Practice Providers (Advanced Practice Nurses and Physician Assistants) and residents in collaboration with the attending physician will be the new “Hybrid Model of Care,” according to Joshua Koch, MD, Medical Director of the CICU at the Children’s Medical Center of Dallas and Assistant Professor of Pediatrics at UT Southwestern Medical Center.  His vision of bridging the gap with Advanced Practice Providers to provide quality medical care is gaining attention as he makes the case that hospitals must utilize nurse practitioners and physician assistants in new roles. 

Explore Pediatric Advanced Practice Jobs 

Traditionally, APPs worked in clinic settings or specialty units such as the NICU, but they are qualified for and are moving into areas of all medical specialties as a result of their advanced education and clinical experience and expertise. The addition and expansion of the Advanced Practice Provider role on multidisciplinary teams brings new challenges and opportunities to achieve the highest quality and outcomes.

Dr. Koch spoke at the 2013 Pediatric Critical Care Colloquium, last November 2-5, in Washington, DC.  You can view Dr. Koch's presentation here to learn more about his ideas on building and implementing multidisciplinary APP teams including the importance of training, leadership, teamwork, and communication strategies, and more.  Not only is his focus on the needs of today, but his vision includes ongoing professional development, education, and research to provide strategies to bridge the gap now and in the future.

Melnic Consulting Group works with children’s hospitals nationwide to provide highly skilled Advanced Practice Providers (APPs-Pediatric Nurse Practitioners and Physician Assistants).  We have the unique opportunity to learn from the challenges and successes in the implementation of “Multidisciplinary Teamwork.”  Please see the following resources as you seek to grow and develop your teams:
APP Teams and Care Coordination Framework, Josh Koch, MD
Advanced Practice Provider Retention Strategies

To inquire about these jobs visit Melnic Consulting Group or contact: Jill Gilliland 800-886-7906 jill@melnic.com

8 Key Elements to Advanced Practice Provider Retention

Recommendations for Retention Strategies for Advanced Practice Providers(APPs = Nurse Practitioners and Physician Assistants)

 

1. Set up a strong orientation program including the following:

• Begin the program 4-6 months before full patient load days, add another 2-3 months for nights for NPs(Nurse Practitioners), and 12 months for PAs (Physician Assistants).
• Assign a preceptor-best to have a physician either as a resource, preceptor or mentor.
• Assign a mentor, a trusted confidant who will hear some of the fears and concerns, give constructive advice and direct the new hire on solving the problems.
• Give time and training on the EMR system.
• Give 10% administrative time, initially for studying and didactic learning. Going forward, they would use that time for professional development, research, working on quality or nurse education projects.
• Have the APP shadow in related units and services. For example, when training a CVICU APP have them shadow in the cath lab, with anesthesia in OR (learning to do procedures while shadowing anesthesia is very beneficial to their role in the CVICU), radiology, and other related units.
• Allow the APP to practice within the full scope of their role and do procedures.
• Establish a clear role definition and communicate this role to the multidisciplinary team members. (Each member should be clear on their role on the team.)
• Use simulation for competency and skill building (ongoing).
• Work together to build “Multidisciplinary Teamwork” into the environment with a focus on education, training, leadership, and communication strategies

2. Competitive salary: $90,000 - $95,000 (locally); $100,000 nationally (specifically Texas).

3. Competitive relocation package: $3500 - $5000; includes area tour, dinner the night before with APP(s), shadow during interview.

4. Unit APP Manager support for orientation program development, relationship support and role definition for physician and fellows, as a continuous process of growing a mutually respectful and supportive multidisciplinary team.

5. Development and addition of a Director of Advanced Practice who has a seat at the medical group leadership table, works with the C-level leadership to capture APP billing opportunities, and develops productivity measurements for APPs.

6. Acknowledge and address the transition process and its challenges (possibly monthly or quarterly discussion topics) for new grads as they transition from RN to PNP.

7. Pay licensing fees, CEUs, conferences.

8. Encourage professional development, presentations, talks, papers both individually and with the  multidisciplinary team.
 

To inquire more about APP retention strategies visit Melnic Consulting Group or contact: Jill Gilliland 800-886-7906 jill@melnic.com