Issue link: https://digital.copcomm.com/i/1241832
Working Nurse l WorkingNurse.com 39 Lori Burnell, RN, Ph.D., NEA-BC Sr. Vice President / Chief Nursing Officer Valley Presbyterian Hospital We are preparing for the "Silver Wave" by implementing a formal nurse-leader succession-planning process along with a robust mentor- ship program for frontline nursing staff. We have already initiated the first step of our succession-planning process: to define and document the attributes the next generation of nurse leaders will need to be successful. Based on these attributes, our current nurse leaders will identify high-potential candidates. The nursing leadership team will then examine the specific competencies for each role and design an orientation curriculum. We have also implemented strategies to build on the expertise of our younger nursing cohorts. Two years ago, we purchased the Vizient/AACN Nurse Residency Program, which includes an evi- dence-based curriculum, final project requirements and interactive group exercises. Additionally, we promoted a postgraduate RN from our residency program to the role of educator for nursing advancement. This new fulltime position is responsible for facilitating the nurse residency program and ensuring that each resident's final project is relevant to nursing praxis in our organization. This position also provides men- torship and serves as a role model for new nurses. Patricia S. Matos, RN, DNP, NEA-BC Chief Nursing Officer Resnick Neuropsychiatric Hospital (UCLA Health) UCLA Health has anticipated the wave of nurses who will retire over the next decade. Our health system has a robust 12-month nurse res- idency program in which nurses are mentored closely, including an evidence-based project they must complete by the end of the year. Their posters are presented on graduation day. I have been consistently impressed by the high level of profession- alism of the nurses' work on these projects. Clearly, these nurses have learned to think critically and base their practice on evidence, not tradition. If the nurses continue this trajectory, they will be more than ready to fill the gaps left by the "Silver Wave." Gloria Sanchez-Rico, RN, BSN, MBA, NEA-BC Chief Nursing Officer / Senior Vice President Huntington Hospital The "Silver Wave" is a phenomenon we are already expe riencing. We are seeing talented and experienced nurses from the bedside and leadership go into retirement and take so much knowledge and pas- sion with them. We are doing our best to create opportunities to retain this valu- able workforce, such as asking nurse managers to stay on per diem to help mentor less-experienced leaders. We have also asked nurses on the cusp of retirement to act as mentors to our nurse graduates — not as their man agers, but as their colleagues. We are committed to find - ing ways to be flexible and creative so we can retain our most experi- enced nurses. Denise Robinson, RN, DNP, MPH, WOCN Chief Nursing Officer Loma Linda University Medical Center We are fortunate to partner with Loma Linda University School of Nursing to train our incoming care providers. Our new nurses have access to both the LLU Medical Center and the Children's Hospital, where they can not only work on healthcare teams as they learn, but also gain firsthand experience in caring for patients in our community. Q: As highly experienced Boomer nurses retire, what steps is your organization taking to preserve institutional knowledge and build the expertise of your younger nursing cohorts? The Silver Wave Robyn M. Nelson, RN, Ph.D., MSN Dean, College of Nursing West Coast University Hot off the press is Shining the Light on All the Right: Celebrating the Art of Nursing Around the World by Mark and Bonnie Barnes, just published in 2020. I cannot think of a timeli- er publication that thanks nurses for the compassion given patients and families every day! The authors founded the DAISY Award to recognize extraordinary nurses: student nurses, staff nurses, faculty and nurse-led teams.