Interview Guide: Nurse Manager
Study of the Experiences of Nurse Managers and Preceptors Who Work With Newly Licensed Registered Nurses (NLRNs) Who Leave Employment within Two
Years of Graduation
I am interested in your experiences as a nurse manager with new nurse graduates who enter nursing then exit their position within two years of graduating from nursing school. I appreciate your time and willingness to assist me and I hope to learn much from your experience.
To begin, tell me about the process you undergo to recruit nurses to available positions on your unit.
How do you come to the decision to hire an NLRN?
Are there qualifications that influence your decision to hire? Not to hire?
Once an NLRN is hired into your unit, tell me about the orientation process. What does the orientation consist of?
Who provides direct supervision for the NLRNs? How are they selected? What is the process for becoming a preceptor?
Tell me about the process of selecting/assigning supervision to NLRNs on your unit.
How long is the orientation?
Are NLRNs oriented alone or in a group?
How is your unit orientation different from the facility orientation?
Tell me about a time when an NLRN exited their position within two years of graduating from nursing school.
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Were you able to identify a specific event or situation that appeared to contribute to the NLRN’s decision to leave?
During the orientation or along the way, what indications, if any, did you note that the nurse might not stay?
Was there information from other nurses and/or the assigned preceptor that may have forecasted the NLRN’s intent to leave?
Did the NLRN provide you with official notification of intent to leave the position?
If so, what was the reason given for departure and the time length given until departure?
Did the NLRN inform you of the intent to leave the nursing profession? What was your personal reaction to this NLRN’s decision?
How did other staff (nursing and other) react? Are there other cases we could talk about?
How has the (Hospital or Agency) Nursing Administration addressed the issue of NLRN attrition?
Reflecting back, how was your transition from student to professional nurse similar to the transition experience of NLRNs within the last five years?
How was it different?
What advice do you have for other nurse managers as leaders of nursing units that employ NLRNs?
NLRNs as they prepare to transition into the nursing workforce? Preceptors as they mentor NLRNs?
Is there anything else you would like to share with me?
Thank you again for your time and willingness to participate in this study. If you have any questions, feel free to contact me at the number and/or email on the study
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Interview Guide: Preceptor
Study of the Experiences of Nurse Managers and Preceptors Who Work With Newly Licensed Registered Nurses (NLRNs) Who Leave Employment within Two
Years of Graduation
I am interested in your experiences as a preceptor of new nurse graduates who enter nursing then exit their position within two years of graduating from nursing school. I appreciate your time and willingness to assist me and I hope to learn much from your experience.
To begin, tell me about how you became a preceptor. What is the process for becoming a preceptor?
How are the expectations of being a preceptor similar to what you expected? How are they different?
How many weeks out of the last 24 months have you precepted NLRNs? Are preceptors actively involved in the hiring of NLRNs to your unit? Once an NLRN is hired into your unit, tell me about the orientation process.
Tell me about the process of selecting/assigning supervision to NLRNs on your unit.
Who designs the orientation program for NLRNs on your unit? What activities occur on a typical day?
How long are you expected to precept the NLRN?
Tell me about a time when an NLRN left their position within two years of graduating from nursing school.
Were you able to identify a specific event or situation that appeared to contribute to the NLRN’s decision to leave?
During the orientation or along the way, what indications, if any, did you note that the nurse might not stay?
Was there information from other nurses and/or staff that may have forecasted the NLRN’s intent to leave?
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Did the NLRN share the intent to leave the position?
If so, what was the reason given for departure and the time length given until departure?
Did the NLRN inform you of the intent to leave the nursing profession? What was your personal reaction to this NLRN’s decision?
Are there other cases we could talk about?
How has the (Hospital or Agency) Nursing Administration addressed the issue of NLRN attrition?
Reflecting back, how was your transition from student to professional nurse similar to the transition experience of NLRNs within the last five years?
How was it different?
What advice do you have for other preceptors that mentor NLRNs? NLRNs as they prepare to transition into the nursing workforce? Nurse managers as they hire NLRNs?
Is there anything else you would like to share with me?
Thank you again for your time and willingness to participate in this study. If you have any questions, feel free to contact me at the number and/or email on the study
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