2021 Annual Conference

Capture Value of the CNS

Shaping the Resurgence – Onboarding Coordinator and Structured Orientation Program Support CNS Transition into Practice

In order for Clinical Nurse Specialists (CNS) to resurge, a strategic plan is needed for transitioning new CNSs from academic programs to practice settings.  Historically at our institution a disparity existed in how CNSs were onboarded.  Orientations were individually planned by varying preceptors and ad hoc experiences were scheduled. A robust recruitment effort led to a rise in unexperienced CNS hires and further reinforced the need for a structured, cohort-based and consistent approach to onboarding. Envisioning and actualizing a strategic approach to onboarding captured the value of the CNS as a mentor and preceptor to those new to the role.   

A tenured CNS was appointed to be the onboarding coordinator.  The coordinator defines orientation experiences, evaluates orientee progress and mentors preceptors.  A 12-week orientation template and weekly goals routed in the CNS core competencies was created. To efficiently provide consistent information to all newly hired CNSs, a 16-hour didactic program was created. Taught by CNSs and interdisciplinary content experts, curriculum includes the CNS role in evidence-based practice, staff development and shared governance.  Content also focuses on nurse sensitive indicators and outcome measurement. This format allows for information to be shared with a cohort of peers versus individually in multiple sessions. 

Four cohorts, inclusive of 15 CNSs, have been held over the last 2 years. Preliminary data shows a reduction in variation among orientation blueprints, more efficient onboarding, increased in-role success and reduced human time and effort spent on orientation activities.  Final presentation will include review of outcome data and full program curriculum.

To recruit CNSs into the role, organizations must have methods to ensure CNSs feel supported and prepared for their role. Our structured orientation program led by an onboarding coordinator has successfully facilitated CNS transition to practice and exists as a recruitment tool also. Additionally, the role of onboarding coordinator provided a new career opportunity for a tenured CNS and demonstrated new value to supporting the ongoing growth of the profession.  Creating this type of program has allowed for successful mentorship of orientees and novice preceptors.  Other organizations looking to successfully grown their CNS program could use similar methodology.