Ask the expert: Develop a successful preceptorship/mentorship training program
Staff Development Weekly: Insight on Evidence-Based Practice in Education, June 19, 2009
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This week, Adrianne Avillion, DEd, RN, shares how to develop a successful preceptorship/mentorship program.
Q: How can I ensure that our preceptorship/mentorship program is successful?
A: If clinical orientation is the responsibility of clinical educators or staff nurse preceptors, make sure these individuals have received formal training in preceptorships, leadership, and adult education. It is highly recommended that those who function as mentors/ preceptors receive financial compensation for these extra responsibilities. The most successful preceptor/mentor programs are part of a clinical ladder that makes attainment of these roles part of a job promotion.
Do the following when developing your preceptor/mentor training program:
- Establish a specified amount of clinical experience as a requirement for becoming a preceptor/mentor.
- Select individuals who have demonstrated not only clinical competence, but a genuine desire to help their colleagues excel at their jobs.
- Do not force anyone to become a preceptor/mentor. Candidates for this role must want such responsibilities.
Have a question for our experts? E-mail your queries to Senior Managing Editor Rebecca Hendren at rhendren@hcpro.com. See your name in print and find answers to your questions.
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