1 00:00:00,279 --> 00:00:02,432 This is Laura Diet with Becker healthcare care 2 00:00:02,432 --> 00:00:04,426 podcast. I'm thrilled today to be joined by 3 00:00:04,506 --> 00:00:07,138 Lindsey Horn, manager of nurse residences at Nova 4 00:00:07,218 --> 00:00:08,813 Health. Lindsay is a pleasure to have you 5 00:00:08,813 --> 00:00:09,690 on the podcast today. 6 00:00:10,424 --> 00:00:12,821 Thanks for having me. No. I'm really looking 7 00:00:12,821 --> 00:00:15,059 forward to our discussion and digging a bit 8 00:00:15,059 --> 00:00:17,057 deeper into what you're doing at Nova in 9 00:00:17,057 --> 00:00:18,949 terms of building out in our pipeline and, 10 00:00:19,469 --> 00:00:21,546 really training nurses of the future. I know 11 00:00:21,546 --> 00:00:23,703 such an important aspect of health care today, 12 00:00:24,422 --> 00:00:27,092 And really a lot of organizations trying to 13 00:00:27,150 --> 00:00:28,982 make sure they have a strong pipeline going 14 00:00:28,982 --> 00:00:31,452 forward. So I'm I'm excited to dive in. 15 00:00:31,612 --> 00:00:33,205 But before we do, I was wondering could 16 00:00:33,205 --> 00:00:34,560 you tell us a little bit more about 17 00:00:34,560 --> 00:00:37,446 yourself and your background? Or Sure. Be happy 18 00:00:37,446 --> 00:00:40,239 to. So I am Lindsay Horn and and 19 00:00:40,239 --> 00:00:41,538 the manager of the residency 20 00:00:42,155 --> 00:00:45,198 program here at Nova Health and Never health 21 00:00:45,198 --> 00:00:46,808 is a large Multi 22 00:00:47,815 --> 00:00:50,059 organization, spans both North and South Carolina, 23 00:00:50,431 --> 00:00:53,386 and we employ Christ 40000 24 00:00:53,386 --> 00:00:56,098 team members. And so I'm really proud to 25 00:00:56,098 --> 00:00:58,491 say that I've spent my entire career at 26 00:00:58,650 --> 00:01:02,022 Nova Health and various nursing roles 27 00:01:02,414 --> 00:01:05,621 from, you know, labor delivery, bedside nurse to 28 00:01:06,077 --> 00:01:09,741 nurse educator and and, you know, most currently, 29 00:01:09,900 --> 00:01:12,224 my current role, but the manager of the 30 00:01:12,224 --> 00:01:14,454 nurse residency program, which I think has been 31 00:01:14,454 --> 00:01:18,116 my favorite thus far. And so throughout my 32 00:01:18,116 --> 00:01:21,473 nursing journey, I have spent many many hours, 33 00:01:22,030 --> 00:01:26,084 preset and onboarding, new nurses, see the profession 34 00:01:26,084 --> 00:01:28,231 and and really no matter what role I 35 00:01:28,231 --> 00:01:30,955 was in. It just has have has been 36 00:01:30,955 --> 00:01:32,413 my passion. And so 37 00:01:32,870 --> 00:01:35,604 it it all boils down to my clinical 38 00:01:35,663 --> 00:01:38,229 experiences that I had a student at Nova 39 00:01:38,389 --> 00:01:41,496 Health. It really was the driving factor on 40 00:01:41,496 --> 00:01:43,169 where I wanted to work as a nurse. 41 00:01:43,329 --> 00:01:44,147 And so 42 00:01:44,459 --> 00:01:47,253 it it has been really great for me 43 00:01:47,253 --> 00:01:50,287 thus far. But I will say that transition 44 00:01:50,287 --> 00:01:52,682 into nursing practice, my very first year in 45 00:01:52,682 --> 00:01:55,565 the profession was probably the the hardest of 46 00:01:55,565 --> 00:01:58,270 my my life. And and... But, thankfully, I 47 00:01:58,270 --> 00:02:00,815 had such a great experience at Nova Hill. 48 00:02:01,228 --> 00:02:03,617 That it really helped me settle into the 49 00:02:03,617 --> 00:02:05,949 clinical setting and really just, 50 00:02:06,484 --> 00:02:06,803 you know, 51 00:02:07,758 --> 00:02:10,400 reiterated that, you know, having that... Supportive and 52 00:02:10,400 --> 00:02:13,741 welcoming environment is really key for new clinicians 53 00:02:13,741 --> 00:02:15,650 as they're their they're learning kind of the 54 00:02:15,650 --> 00:02:19,249 complexities of health care. And so I I 55 00:02:19,249 --> 00:02:21,559 will say in 20 16, I was presented 56 00:02:21,559 --> 00:02:24,004 the opportunity to build and 57 00:02:24,444 --> 00:02:27,720 begin, from the ground up, a a nurse 58 00:02:27,720 --> 00:02:30,916 residency program for Nova Health, and it has 59 00:02:30,916 --> 00:02:33,403 been some of my best work, I think 60 00:02:33,403 --> 00:02:35,474 today and and work that I'm so proud 61 00:02:35,474 --> 00:02:39,398 of as we we now recruit nurse residents 62 00:02:39,455 --> 00:02:41,939 or brand new nurses from all over the 63 00:02:41,939 --> 00:02:45,761 country. We have an accreditation with distinction that 64 00:02:45,761 --> 00:02:48,548 we have maintained, and and we're really proud 65 00:02:48,548 --> 00:02:49,208 of that 66 00:02:49,598 --> 00:02:51,665 and we we have a team that just 67 00:02:51,665 --> 00:02:53,493 find so much joy in making this a 68 00:02:53,493 --> 00:02:56,060 great experience for people that are joining our 69 00:02:56,355 --> 00:02:59,155 organization. And so... Next month, I will actually 70 00:02:59,155 --> 00:03:01,246 graduate our twentieth cohort 71 00:03:01,701 --> 00:03:04,327 of brand new nurses at Nova Health, and 72 00:03:04,327 --> 00:03:07,474 so that's that equals out to about 4300 73 00:03:07,773 --> 00:03:10,007 nurses that I've had the opportunity to work 74 00:03:10,007 --> 00:03:13,120 with since 20 16. So it has been... 75 00:03:14,249 --> 00:03:16,952 An absolute fun journey, and I've learned a 76 00:03:16,952 --> 00:03:19,734 lot around you know, along the way, and 77 00:03:19,734 --> 00:03:22,040 and I'm excited to hear a little bit 78 00:03:22,040 --> 00:03:24,123 about, kinda half how our program works. 79 00:03:26,431 --> 00:03:29,376 Well, that's amazing here in really impressive 4300 80 00:03:29,376 --> 00:03:29,853 nurses, 81 00:03:30,570 --> 00:03:32,264 don't you know, coming through your program and 82 00:03:32,264 --> 00:03:33,224 being able to, 83 00:03:33,784 --> 00:03:35,865 touch their career journeys and set them off 84 00:03:35,865 --> 00:03:38,525 for success. I can imagine that's a huge 85 00:03:38,585 --> 00:03:39,965 undertaking, but also something, 86 00:03:40,279 --> 00:03:41,790 should be really excited and proud of. 87 00:03:43,222 --> 00:03:45,449 Yes. It is. It's it's... It has been 88 00:03:45,449 --> 00:03:46,245 really on work. 89 00:03:47,770 --> 00:03:50,629 Excellent. Well, I'm wondering first and foremost, what 90 00:03:50,629 --> 00:03:51,605 makes the nurse residency 91 00:03:52,217 --> 00:03:54,917 program at Health unique. What really do you 92 00:03:54,917 --> 00:03:56,108 do that sets you apart? 93 00:03:58,034 --> 00:04:00,186 Well, I think we have you know, several 94 00:04:00,186 --> 00:04:03,236 pieces that that are unique about our residency 95 00:04:03,294 --> 00:04:05,960 program. I think first foremost we're a homegrown 96 00:04:06,017 --> 00:04:06,414 program. 97 00:04:06,892 --> 00:04:08,903 You know, most large multi site 98 00:04:09,835 --> 00:04:12,316 organizations really do, you know, have to rely 99 00:04:12,316 --> 00:04:14,861 a lot of vendors and things like that 100 00:04:14,861 --> 00:04:17,963 to operationalize these just very large, 101 00:04:18,600 --> 00:04:20,843 I programs, but we have... We've really built 102 00:04:20,843 --> 00:04:23,231 ours from the ground up with a special 103 00:04:23,231 --> 00:04:25,778 emphasis on what we we know and we 104 00:04:25,778 --> 00:04:29,569 want for our organization, which is extremely competent 105 00:04:30,030 --> 00:04:32,530 and competent new nurses. And so 106 00:04:32,910 --> 00:04:34,290 some of the unique pieces 107 00:04:35,404 --> 00:04:37,004 that that I think we offer is we 108 00:04:37,004 --> 00:04:38,925 are a 12 month program. You were gonna 109 00:04:38,925 --> 00:04:41,004 see a lot across the country about our 110 00:04:41,004 --> 00:04:43,573 6 months some that are 3 months. But 111 00:04:43,573 --> 00:04:46,362 we really feel strongly, and that 12 months 112 00:04:46,362 --> 00:04:50,064 is is is what new nurses need, to 113 00:04:50,199 --> 00:04:51,175 feel confident 114 00:04:51,865 --> 00:04:53,850 at the bedside. And so it is a 115 00:04:53,850 --> 00:04:56,707 massive investment for our organization. It can it 116 00:04:56,707 --> 00:04:58,080 can can be expensive 117 00:04:59,029 --> 00:05:01,766 but it really has been a 118 00:05:02,145 --> 00:05:04,382 a win win for not only the nurses 119 00:05:04,382 --> 00:05:05,980 joining our team, but the unit, 120 00:05:07,033 --> 00:05:09,271 that are looking to fill vacancies on their 121 00:05:09,271 --> 00:05:12,068 floor. So some other pieces that I think 122 00:05:12,068 --> 00:05:14,225 make us unique and have really contributed to 123 00:05:14,225 --> 00:05:17,126 our success are that we are a centralized 124 00:05:18,292 --> 00:05:19,482 residency program. 125 00:05:20,196 --> 00:05:21,489 And with a centralized 126 00:05:21,941 --> 00:05:24,496 that model. So we do not hire new 127 00:05:24,496 --> 00:05:26,877 nurses directly to any of our acute care 128 00:05:26,877 --> 00:05:29,337 units. They come into the residency program, 129 00:05:29,909 --> 00:05:32,621 and we oversee their experience for that very 130 00:05:32,621 --> 00:05:35,434 first year. And so this allows the residency 131 00:05:35,652 --> 00:05:38,842 leaders to work very closely with not only 132 00:05:38,842 --> 00:05:41,400 the residents but also the unit to make 133 00:05:41,400 --> 00:05:44,652 sure that this onboarding experience is smooth. We 134 00:05:44,652 --> 00:05:47,111 make sure that they are on the right 135 00:05:47,111 --> 00:05:49,511 units and that they are set up for 136 00:05:49,511 --> 00:05:50,806 success, with their predecessor, 137 00:05:51,181 --> 00:05:51,681 their 138 00:05:52,136 --> 00:05:52,375 education, 139 00:05:53,091 --> 00:05:55,796 etcetera. And so having a team that is 140 00:05:55,796 --> 00:05:56,296 dedicated, 141 00:05:56,910 --> 00:06:00,579 and do that first year, for new nurses 142 00:06:00,579 --> 00:06:03,836 has been key in not only the... How 143 00:06:03,836 --> 00:06:06,083 the residents are feeling about it, but also 144 00:06:06,139 --> 00:06:08,548 in our overall retention. We're able to quickly 145 00:06:08,548 --> 00:06:11,425 move residents out of areas that maybe aren't 146 00:06:11,425 --> 00:06:13,902 the right fit and and try other areas 147 00:06:13,902 --> 00:06:16,480 within the organization that might be 148 00:06:17,271 --> 00:06:19,759 just, you know, better suited for that particular 149 00:06:19,975 --> 00:06:22,280 resident and their skill level. And so that, 150 00:06:22,519 --> 00:06:24,132 we we have really 151 00:06:25,000 --> 00:06:26,680 you know, been proud of as part of 152 00:06:26,680 --> 00:06:27,399 our program. 153 00:06:27,879 --> 00:06:29,720 I think the the next 1 that comes 154 00:06:29,720 --> 00:06:32,139 to mind is that we allow residents to 155 00:06:32,199 --> 00:06:33,800 rotate through different units, 156 00:06:34,373 --> 00:06:34,873 within, 157 00:06:35,487 --> 00:06:39,146 our system. So that... We don't have them 158 00:06:39,146 --> 00:06:40,657 when they are hired on, 159 00:06:41,468 --> 00:06:44,565 committed to 1 specific unit at 1 specific 160 00:06:44,565 --> 00:06:44,962 facility. 161 00:06:45,439 --> 00:06:47,583 If they are a critical care resident, they 162 00:06:47,583 --> 00:06:50,061 might get to try a medical. I you 163 00:06:50,061 --> 00:06:52,607 and a neuro Icu and a cardiac Icu. 164 00:06:53,084 --> 00:06:55,073 So we really give them a lot to 165 00:06:55,073 --> 00:06:57,937 the additional experiences that first year, 166 00:06:58,429 --> 00:07:00,345 to help them see really what kind of 167 00:07:00,345 --> 00:07:03,059 nurse they're meant to be. It also helps 168 00:07:03,059 --> 00:07:05,773 our unit leaders see which new grads or 169 00:07:05,773 --> 00:07:07,703 the right fit for their unit and their 170 00:07:07,703 --> 00:07:09,878 team. So from a culture standpoint, 171 00:07:10,415 --> 00:07:12,111 this has has been 172 00:07:12,728 --> 00:07:13,627 a huge, 173 00:07:14,722 --> 00:07:17,369 success of our program because we are able 174 00:07:17,369 --> 00:07:19,763 to get residents in in the right homes 175 00:07:19,763 --> 00:07:21,837 where they will hopefully be Novo nurses for 176 00:07:21,837 --> 00:07:23,991 many years to come. So those are probably, 177 00:07:24,151 --> 00:07:25,836 I think the big ones that we get 178 00:07:25,836 --> 00:07:28,854 a lot of comments about from applicants and 179 00:07:28,854 --> 00:07:30,760 from unit leaders is 180 00:07:31,236 --> 00:07:34,218 the ability to rotate and having that centralized 181 00:07:34,597 --> 00:07:35,337 leadership model 182 00:07:35,876 --> 00:07:36,615 have been 183 00:07:37,154 --> 00:07:39,151 have been big keys to our success. 184 00:07:41,400 --> 00:07:42,832 Oh, that's great to hear. You know? And 185 00:07:42,991 --> 00:07:45,638 I really appreciate you talking about that 186 00:07:46,411 --> 00:07:48,399 12 month program you have at Nova, and 187 00:07:48,399 --> 00:07:50,722 it seems really like a fascinating opportunity to 188 00:07:50,722 --> 00:07:53,507 have the ability rotating through different departments and 189 00:07:53,507 --> 00:07:55,281 and finding the right units 190 00:07:55,736 --> 00:07:56,872 for for each different 191 00:07:57,407 --> 00:07:59,807 training nurse resident, a or from your perspective, 192 00:07:59,966 --> 00:08:01,713 when you look at building something like this 193 00:08:01,713 --> 00:08:03,007 and, bringing in 194 00:08:03,698 --> 00:08:05,707 talented people to be part of the residency 195 00:08:05,763 --> 00:08:06,160 program, 196 00:08:06,954 --> 00:08:09,039 are they typically pretty ex... Excited about it 197 00:08:09,039 --> 00:08:11,276 or or, you know, nervous about this being 198 00:08:11,276 --> 00:08:13,754 different from what most programs are like, How 199 00:08:13,754 --> 00:08:15,672 do you really sell that to the nurses 200 00:08:15,672 --> 00:08:17,350 coming in? And then, like you said, it's 201 00:08:17,350 --> 00:08:19,195 a big investment from the health system side. 202 00:08:19,512 --> 00:08:22,133 So really showing, you know, the rest of 203 00:08:22,133 --> 00:08:24,753 your, the leadership team, what difference it makes 204 00:08:24,753 --> 00:08:27,150 to be able to of this type of 205 00:08:27,150 --> 00:08:29,055 program even though it is a bigger investment. 206 00:08:30,564 --> 00:08:33,342 Yeah. So you know, thankfully, the the program... 207 00:08:33,994 --> 00:08:35,433 The way that we market it, it it's 208 00:08:35,433 --> 00:08:37,270 it's pretty easy to market. You know, what 209 00:08:37,270 --> 00:08:39,188 we know new graduates, what they're looking for, 210 00:08:39,428 --> 00:08:41,346 it's lots of support. While they are very 211 00:08:41,346 --> 00:08:43,914 excited about their brand new nursing role. 212 00:08:44,552 --> 00:08:46,147 They also are very nervous. 213 00:08:47,023 --> 00:08:48,538 Social media, you know, 214 00:08:49,176 --> 00:08:52,159 in today's time, doesn't always paint nursing 215 00:08:52,691 --> 00:08:55,152 units as the most supportive places to 216 00:08:55,549 --> 00:08:57,852 to begin. And so we we have our 217 00:08:57,852 --> 00:08:59,457 work cut out for us there. And I 218 00:08:59,457 --> 00:09:01,210 think that's 1 of the areas that we 219 00:09:01,210 --> 00:09:03,521 do well on the front end or pre 220 00:09:03,521 --> 00:09:05,832 hire if we have many touch points with 221 00:09:05,832 --> 00:09:07,995 them there to reassure that they are in 222 00:09:07,995 --> 00:09:09,666 good hands. Here's all the things that we 223 00:09:09,666 --> 00:09:10,700 have planned for you. 224 00:09:11,495 --> 00:09:13,882 We we do a lot of of just 225 00:09:13,882 --> 00:09:14,700 touch points 226 00:09:15,567 --> 00:09:18,665 before they even began to kinda hopefully settle 227 00:09:18,665 --> 00:09:20,492 some of those nerves that they might have 228 00:09:20,492 --> 00:09:22,637 about starting their new role and they get 229 00:09:22,637 --> 00:09:25,916 to meet the... Residency leaders very early on 230 00:09:25,916 --> 00:09:28,626 in the process. So they're very used to 231 00:09:28,626 --> 00:09:29,126 us 232 00:09:29,502 --> 00:09:31,415 before they even begin on the nursing unit. 233 00:09:31,749 --> 00:09:34,059 And so our managers, I think, 234 00:09:34,696 --> 00:09:37,325 you know, they they see their excitement when 235 00:09:37,325 --> 00:09:38,281 they come to the floor. 236 00:09:38,854 --> 00:09:41,249 They also know the caliber of candidates that 237 00:09:41,249 --> 00:09:42,446 a residency program, 238 00:09:42,845 --> 00:09:45,261 recruits. And so I think that excites them 239 00:09:45,320 --> 00:09:47,555 to see people that are excited about nursing. 240 00:09:48,047 --> 00:09:48,999 And that are, 241 00:09:49,554 --> 00:09:52,092 you know, being followed very closely by the 242 00:09:52,092 --> 00:09:55,027 nurse residency team. So there's a partnership that 243 00:09:55,027 --> 00:09:55,845 we've formed 244 00:09:56,153 --> 00:09:58,450 with the unit leaders that we're gonna work 245 00:09:58,450 --> 00:10:00,827 together to make this a good experience and 246 00:10:00,827 --> 00:10:02,516 to make sure that you're getting nurses 247 00:10:03,299 --> 00:10:04,894 that are good fit for your units. 248 00:10:05,372 --> 00:10:07,285 And we're also gonna be helping the residents, 249 00:10:07,445 --> 00:10:10,017 making sure that they're landing in areas that 250 00:10:10,155 --> 00:10:12,801 they're really happy about and feel good about. 251 00:10:13,041 --> 00:10:15,593 And so with all of the options of 252 00:10:15,593 --> 00:10:18,305 our program and the flexibility to rotate units, 253 00:10:18,544 --> 00:10:22,225 we are seeing our new hires or come 254 00:10:22,225 --> 00:10:24,868 in not quite as anxious, 255 00:10:25,321 --> 00:10:27,940 as as we did before the program because 256 00:10:27,940 --> 00:10:30,262 they know that they're sent they're gonna have 257 00:10:30,741 --> 00:10:32,657 a full 12 months to figure it out 258 00:10:32,657 --> 00:10:34,733 and figure out what they like and really 259 00:10:34,733 --> 00:10:36,410 where they're meant to be and what type 260 00:10:36,410 --> 00:10:38,006 of nursing is really right for them. 261 00:10:39,296 --> 00:10:41,519 That's great to hear. Now, how do you 262 00:10:41,519 --> 00:10:42,947 measure success for the program? 263 00:10:44,773 --> 00:10:46,995 Yeah. So that's something we're constantly looking at, 264 00:10:47,154 --> 00:10:48,923 you know, with... I know I'm in it 265 00:10:48,923 --> 00:10:51,820 prior, but residency programs are a massive investment 266 00:10:51,879 --> 00:10:55,289 for healthcare organizations and quite expensive. And so 267 00:10:55,489 --> 00:10:57,241 We have lots of metrics that we we 268 00:10:57,241 --> 00:10:58,537 keep close eye on 269 00:10:58,993 --> 00:11:01,462 to make sure that we are seeing the 270 00:11:01,462 --> 00:11:03,373 success that that we're looking for. And so 271 00:11:03,373 --> 00:11:06,102 come some of the... The key metrics that 272 00:11:06,102 --> 00:11:09,319 that we we wanna see is is participant 273 00:11:09,459 --> 00:11:13,708 feedback. So we... Every graduating cohort, we... We 274 00:11:13,708 --> 00:11:16,739 receive feedback from candidates that or residents that 275 00:11:16,739 --> 00:11:17,776 have been in the program. 276 00:11:18,174 --> 00:11:20,408 We want to know what was their overall 277 00:11:20,408 --> 00:11:23,174 satisfaction of the program. We have scores there 278 00:11:23,294 --> 00:11:25,761 we look closely at. What we also look 279 00:11:25,761 --> 00:11:27,751 at, is this a program they would recommend 280 00:11:27,751 --> 00:11:28,308 to others. 281 00:11:29,104 --> 00:11:31,572 With cohorts as large as ours, it's the 282 00:11:31,572 --> 00:11:35,497 best recruitment tool to... Have residency graduates that 283 00:11:35,497 --> 00:11:37,335 wanna go out and tell their friend, hey, 284 00:11:37,415 --> 00:11:38,693 this is where you wanna be as a 285 00:11:38,693 --> 00:11:40,931 new nurse. And so we have found that 286 00:11:40,931 --> 00:11:43,019 if we watch those numbers very closely. We 287 00:11:43,019 --> 00:11:45,722 have a really good idea on on what, 288 00:11:45,802 --> 00:11:48,107 you know, what they're saying about their experience. 289 00:11:48,266 --> 00:11:50,889 And so that's that's 1 thing that we 290 00:11:50,889 --> 00:11:53,688 keep a close By. We also are looking 291 00:11:53,688 --> 00:11:54,984 at our nurse leader 292 00:11:55,916 --> 00:11:58,914 feedback. From senior leaders, to nursing directors, By 293 00:11:59,194 --> 00:12:01,427 as well as our unit leaders? We wanna 294 00:12:01,427 --> 00:12:03,283 know what is their overall satisfaction 295 00:12:03,740 --> 00:12:06,292 with the program? Are they filling vacancies through 296 00:12:06,292 --> 00:12:08,366 this pipeline, are they getting the caliber of 297 00:12:08,366 --> 00:12:08,866 candidates 298 00:12:09,257 --> 00:12:11,718 that they're looking for. And overall, do they 299 00:12:11,718 --> 00:12:13,623 feel like it's a good investment for Nova 300 00:12:13,623 --> 00:12:16,084 help. So I do think these are the 301 00:12:16,084 --> 00:12:18,654 key the key ones that we want to 302 00:12:18,654 --> 00:12:21,375 keep our eyes on to make sure that 303 00:12:21,375 --> 00:12:22,254 they are 304 00:12:22,735 --> 00:12:23,634 extremely positive, 305 00:12:24,575 --> 00:12:26,470 because we know that if we have 306 00:12:26,909 --> 00:12:29,389 you know, residents that or feeling good about 307 00:12:29,389 --> 00:12:31,949 their overall experience and willing to recommend it 308 00:12:31,949 --> 00:12:34,029 to others, and we have unit leaders that 309 00:12:34,029 --> 00:12:35,963 feel like this is a good investment and 310 00:12:35,963 --> 00:12:38,452 our and are filling vacancies with this pipeline 311 00:12:38,748 --> 00:12:40,816 that we are moving in the right direction. 312 00:12:41,054 --> 00:12:41,554 So 313 00:12:42,168 --> 00:12:44,336 you know, in addition to those things, 314 00:12:45,055 --> 00:12:46,891 we do like to look at retention data. 315 00:12:47,051 --> 00:12:49,127 That's a big big metric as well, and 316 00:12:49,127 --> 00:12:51,921 then, our overall recruitment number. So I would 317 00:12:51,921 --> 00:12:52,160 say, 318 00:12:52,973 --> 00:12:54,885 those those are the big ones that that 319 00:12:54,885 --> 00:12:56,877 every year are on my radar and that 320 00:12:57,036 --> 00:12:58,630 I I get to report out to our 321 00:12:58,630 --> 00:13:01,756 executive team. And in senior leaders. But but, 322 00:13:01,915 --> 00:13:04,151 yeah. So thankfully, all of that has been 323 00:13:04,151 --> 00:13:06,626 going very well for us and and and 324 00:13:06,626 --> 00:13:08,222 and really gives us a good glimpse on 325 00:13:08,222 --> 00:13:09,281 the health of our program 326 00:13:09,914 --> 00:13:11,512 that's amazing to hear. And I think really 327 00:13:11,512 --> 00:13:12,791 smart as you said, to be able to 328 00:13:12,791 --> 00:13:15,268 evaluate not only the nurse residents going through 329 00:13:15,268 --> 00:13:17,745 the program, but leaders who are working with 330 00:13:17,745 --> 00:13:20,792 those residents in understanding, you know, how they're 331 00:13:20,792 --> 00:13:23,905 viewing new residents coming through in each given 332 00:13:23,905 --> 00:13:25,581 class. So that's really cool to hear. And 333 00:13:25,581 --> 00:13:26,081 definitely 334 00:13:26,793 --> 00:13:29,348 seems like a smart way to also share 335 00:13:29,348 --> 00:13:32,243 the success with the broader leadership team. Now 336 00:13:32,461 --> 00:13:33,898 before we wrap up here, I'm wondering, how 337 00:13:33,898 --> 00:13:35,516 are you thinking about growth and 338 00:13:36,306 --> 00:13:37,263 experience going forward. 339 00:13:38,298 --> 00:13:40,450 Sure. So that that definitely is is on 340 00:13:40,450 --> 00:13:42,920 our radar. I will tell you 20 23 341 00:13:42,920 --> 00:13:46,064 and 20 24 have been our biggest recruitment 342 00:13:46,201 --> 00:13:47,076 years to date, 343 00:13:47,952 --> 00:13:49,942 which is excellent. Right? We we have a 344 00:13:49,942 --> 00:13:52,807 a very strong pipeline of new graduate nurses. 345 00:13:53,046 --> 00:13:56,187 We we are hoping that our retention efforts 346 00:13:56,244 --> 00:13:58,950 sick and that we maybe can get those 347 00:13:58,950 --> 00:14:00,914 numbers down a little bit for the network 348 00:14:01,034 --> 00:14:03,098 next year. So while we wanna, you know, 349 00:14:03,257 --> 00:14:06,298 certainly grow the program in, you know, programmatic 350 00:14:06,513 --> 00:14:09,054 pieces, we we would like to maybe not 351 00:14:09,054 --> 00:14:11,608 not need the same Nurse numbers that that 352 00:14:11,608 --> 00:14:14,623 we've needed in 23 and 20 24 and 353 00:14:14,623 --> 00:14:16,313 really be able to shift that focus 354 00:14:16,685 --> 00:14:19,889 to the recruitment of experienced nurses, because we 355 00:14:19,889 --> 00:14:21,964 know the value that they bring at the 356 00:14:21,964 --> 00:14:23,502 unit level. And so 357 00:14:23,880 --> 00:14:25,716 we have, you know, just so many coming 358 00:14:25,716 --> 00:14:28,864 on onboard, this year that we hope that 359 00:14:29,321 --> 00:14:31,714 with the residency program and all the components 360 00:14:31,714 --> 00:14:34,266 we have in place that that retaining, you 361 00:14:34,266 --> 00:14:36,101 know, all of those... Or at least most 362 00:14:36,101 --> 00:14:38,108 of those numbers will get us to a 363 00:14:38,108 --> 00:14:40,520 great place from a contract labor standpoint 364 00:14:40,977 --> 00:14:43,787 and a unit vacancy standpoint that we will 365 00:14:44,179 --> 00:14:46,254 you know, not need the same numbers, and 366 00:14:46,254 --> 00:14:48,589 that just makes our program more competitive 367 00:14:48,967 --> 00:14:52,014 and and allows us to to have, you 368 00:14:52,014 --> 00:14:54,412 know, a little bit more stronger focused on 369 00:14:54,412 --> 00:14:56,729 the ones currently in the program. As far 370 00:14:56,729 --> 00:14:59,367 as member experience, 1 of the things that 371 00:14:59,367 --> 00:15:01,445 we're focused on this year is our pre 372 00:15:01,445 --> 00:15:01,605 preset. 373 00:15:02,257 --> 00:15:04,407 So anytime, you know, we have, you know, 374 00:15:04,487 --> 00:15:06,956 large volumes of of new nurses coming in. 375 00:15:07,195 --> 00:15:09,266 It is it is pretty taxing from the 376 00:15:09,266 --> 00:15:10,403 pre preset standpoint 377 00:15:11,035 --> 00:15:13,514 So we are, you know, really working hard 378 00:15:13,514 --> 00:15:15,035 and keeping a close eye that we're not 379 00:15:15,035 --> 00:15:17,274 burning out. Our our veteran nurses on the 380 00:15:17,274 --> 00:15:20,014 unit. We wanna make sure our onboarding experiences. 381 00:15:20,809 --> 00:15:23,450 Positive ones. And so 1 of the new 382 00:15:23,450 --> 00:15:25,370 things that we've done this year is create 383 00:15:25,370 --> 00:15:27,850 what we call a lead pre role on 384 00:15:27,850 --> 00:15:28,409 the unit. 385 00:15:28,889 --> 00:15:31,539 For And this is a seasoned nurse that 386 00:15:31,539 --> 00:15:34,194 has been a pre sector on this unit 387 00:15:34,891 --> 00:15:36,966 for, you know, an extended period of time. 388 00:15:37,365 --> 00:15:39,524 And if able to not only support the 389 00:15:39,524 --> 00:15:41,926 unit leaders and how we plan out 390 00:15:43,011 --> 00:15:46,523 orientation, but also working with maybe those newer 391 00:15:46,523 --> 00:15:48,601 pre sectors on the floor that are new 392 00:15:48,601 --> 00:15:51,718 to having an orient and helping supporting them 393 00:15:51,718 --> 00:15:54,195 in their growth as they're learning how to 394 00:15:54,195 --> 00:15:56,922 orient someone to the floor. So we... We 395 00:15:56,922 --> 00:15:58,836 are already seeing a lot of really 396 00:15:59,394 --> 00:16:02,983 good good outcomes from this change. And so 397 00:16:03,142 --> 00:16:05,653 I think that you know, continuing to focus 398 00:16:05,872 --> 00:16:08,749 on that that pre preset role on the 399 00:16:08,749 --> 00:16:11,647 unit is gonna be key in in member 400 00:16:11,706 --> 00:16:14,194 experience, not only, you for the residents coming 401 00:16:14,194 --> 00:16:16,504 through the program, but any new hire that 402 00:16:16,504 --> 00:16:18,257 they... When they arrive to the floor that 403 00:16:18,257 --> 00:16:20,065 they're feeling supported, and they have 404 00:16:20,900 --> 00:16:23,151 that are excited about the role and 405 00:16:23,686 --> 00:16:25,198 are ready to teach and show them the 406 00:16:25,198 --> 00:16:26,312 wrote at the bedside. 407 00:16:30,305 --> 00:16:32,532 That's amazing here. And you know, definitely is 408 00:16:32,532 --> 00:16:35,649 exciting to see the opportunities ahead. Lindsay, thank 409 00:16:35,649 --> 00:16:36,841 you so much for joining us on the 410 00:16:36,841 --> 00:16:39,225 podcast today. This has been really informative and 411 00:16:39,225 --> 00:16:41,609 exciting to hear about your residency program, and 412 00:16:41,689 --> 00:16:42,960 I look forward to connecting with you again 413 00:16:42,960 --> 00:16:43,119 soon. 414 00:16:44,008 --> 00:16:45,122 Alright. Thanks for having me.