Authors (including presenting author) :
LAI PL(1), WAN YMC(1), FUNG CN(1), KAM CW(1), TAM WWV(1), TANG WH(1), LUI MWM(1), CHEUNG CK(1), LEE YTY(1), CHAN YM(1), YU CLD(1)
Affiliation :
(1)Nursing Services Division, Hong Kong Children's Hospital
Objectives :
To enhance adaptation and integration of nursing graduates into the hospital, a tailor-made "COPPER" orientation programme was reengineered in addition to the preceptorship programme and the KCCian Programme. The characteristics of copper are soft and ductile, as well as an essential element for survival. The acronym “COPPER” stands for “Communication”, “Orientation”, “Preceptorship”, “Paediatric focus”, “Ethics” and “Resilience”. we aim to help new graduates to (i) Develop “soft” skills, for example the communication skills to patients, relative and colleagues; (ii) Cultivate “ductile” characters with high resilience abilities; and (iii) Acquire “survival” skills to cope with daily paediatric nursing interventions and deliver safe care to paediatric patients. Second second target to lower down the attrition rate.
Methodology :
The “COPPER” programme has been extended from four full days to ten full days and has been enhanced to incorporate more skills-based workshops and interactive elements, including theoretical input, hands-on practical sessions with return demonstration, small group teaching, and clinical visits. The content covered most of the paediatric foci in HKCH, such as the Operation Policy and Guidelines, Child Development, Neonatal Resuscitation etc. Besides, HAHO clinical psychologists were invited to provide resilience training. Hospital senior management, clinical leaders and frontline staff were engaged as well at the beginning of the program. Clinical supervisors were invited to introduce their departments/ specialties unique features and operational functions.
Result & Outcome :
All participants express the lectures and workshops helps to equip them with the fundamental skills and practices before working in the actual clinical settings. Most importantly, it facilitates their adaptation and builds confidence to take up the RN function in an unfamiliar working environment, even in intensive care setting. Further to that, in comparing to the attrition rate for new graduates’ resignation within the first year, there is a significantly improvement from over 20% to 8.5% (as at 31 December 2022) after the implementation of the new ‘COPPER’ programme.
