Katie Andersen, ACNP, BSN, MSN
University of Maryland Medical Center, R. Adams Cowley Shock Trauma Center
Baltimore, MD, United States
Disclosure information not submitted.
.jpg "Ann Matta, ACNP, , MSN photo")
Ann Matta, ACNP, , MSN
Nurse Practitioner
University of Maryland Medical Center, Maryland, United States
Disclosure information not submitted.
Shannon Gaasch, CRNP
Nurse Practitioner
University of Maryland Medical Center, United States
Disclosure information not submitted.
Michelle Dawson, CRNP
Nurse Practitioner
University of Virginia Medical Center, United States
Disclosure information not submitted.
Carmel McComiskey, DNP,
Director, Nurse Practitioners
University of Maryland Medical Center
Baltimore, MD, United States
Disclosure information not submitted.
Deborah Schofield
Nurse Practitioner
University of Maryland Medical Center, United States
Disclosure information not submitted.
Quincy Tran, MD, PhD, FCCM
Associate Professor
University of Maryland Medical Center
Baltimore, MD, United States
Disclosure information not submitted.
Title: Nurse Practitioner Critical Care Fellowship Outcomes: Elevated Performance and Improved Retention
Introduction: Literature suggests that lack of readiness to begin practice as a Nurse Practitioner (NP) leads to higher rates of turnover and burnout for the novice clinician. To prepare novice NPs to safely practice in high-acuity critical care (CC) settings within a quaternary care medical center, a fellowship program was developed in 2011. Retention of practitioners upon completion of post-graduate training programs is sporadically reported in the literature. We describe over a decade of retention statistics which assists in validating a valuable return on investment (ROI) that supports NP transition to practice programs.
Methods: Prior to the formal development of the program, a survey was conducted of all incoming CC NPs to assess readiness to practice in CC upon completion of their graduate program. Ninety-six percent of respondents reported they were unprepared to practice in CC areas. This data was used to develop an NP fellowship curriculum utilizing high fidelity simulation, skills labs, evidence-based didactics, and precepted clinical rotations with the goal of augmenting new NP graduates’ clinical competency and facilitating transition to practice in the provider role.
Results: Our academic medical center has had eight cohorts complete the fellowship since 2012, the ninth cohort will complete the program in 2021. The inaugural cohort had one NP, and subsequent cohorts have had two NPs per class. Upon completion of the fellowship, 93% (15/16) accepted a job within our institution, and 100% of those remained employed at 2 years post-graduation. Additionally, 87% of fellows that accepted a job after fellowship are still currently employed, with the longest retention being nine years.
Conclusion: Post-graduate NP fellowships prepare new graduates to transition effectively into high-functioning members of the CC team. Based on the retention data described, our ROI yields highly skilled practitioners and decreased turnover rates for new graduate NPs. Given our excellent retention rates, our program has experienced the continued support of hospital leadership. Further research is necessary to explore NP fellowship retention and delineate clear ROI standards in post-graduate training programs across the US.