Improving new faculty onboarding through implementation of a faculty mentoring program

Abstract

<p><strong>Scope of the Project:</strong> In the United States there is a shortage of experienced nursing faculty, and clinicians often transition to educator roles without any formal training; this often leads to significant stress and a period known as disorientation. Mentoring is one way to bridge the gap. This project focused on development and implementation of a mentoring program in an agency&rsquo;s department of graduate nursing. Project objectives included implementing a mentoring program to provide career development for new faculty and to cultivate mentor development to enhance the mentoring experience.</p> <p><strong>Supporting Literature:</strong> A literature review was conducted to examine ways to improve outcomes for new faculty during the onboarding process; overwhelmingly the literature supports the effectiveness of formal mentoring programs. Specifically, programs that are goal oriented with a training component for mentors. A mentoring program was created based on these criteria identified in the literature.</p> <p><strong>Implementation:</strong> Project implementation began with development of a mentoring toolkit and training videos. Each contained specific sections for mentor development, mentee objectives and goals, and a section designed to help guide mentees and mentors through the process. Once training was complete, a 6-month mentoring process began.</p> <p><strong>Evaluation Criteria:</strong> Four mixed methods surveys were developed to evaluate mentor and mentee perspectives of the mentoring toolkit and training as well as a mentor and mentee evaluation of the program. Each survey contained a 5-point Likert-type scale and qualitative questions.</p> <p><strong>Outcomes:</strong> The mentoring toolkit was found to be successful. The mentee subject group was satisfied with the mentoring program. Mentor satisfaction was not as high as expected; one theme identified related to lack of mentor satisfaction was excessive workloads.</p> <p><strong>Recommendations:</strong> It is recommended that this program continue within the agency but that future mentors are awarded 1.0 credit hour for participation in mentoring programs due to heavy workloads.</p>