A strong support network in practice is a key factor in enabling nurses to thrive . Varying levels of support from different individuals in practice , including colleagues and those at management level , provide newly qualified nurses with several opportunities to gain additional support . Appointing a mentor is also beneficial but it is important to consider the personality of both individuals to ensure the mentee feels comfortable raising concerns and can take full advantage of the support provided .
Keywords support , newly qualified nurses , mentor , mentee
Introduction
After graduating from the University of Bristol in 2020 , I was accepted on to the first intake of the Nursing Post- Registration Programme with Linnaeus . The programme includes completing wards , surgical and medical rotations in a referral hospital , with a strong focus on evidence-based practice through the completion of a group knowledge summary and clinical audit on an area of interest .
A clear support structure has been implemented ( Figure 1 ) and is available to all nurses on the programme , with the incorporation of five professional development days to help expand and refine skills , including communication and professional resilience , which are crucial for referral nurses .
Weekly meetings with an allocated mentor have provided a consistent way to track progression and development throughout the programme , while also encouraging reflection on successes and challenges . During these meetings , plans are created to establish the best way to utilise the rotations to further develop the required nursing skills .
The transition to being a newly qualified nurse in a referral hospital may have been easier for me , as I had previous experience of rotating through a referral hospital as an undergraduate student veterinary nurse .
One of the main differences between first opinion and referral nursing is the complexity of cases seen , with referral nurses often specialising within a specific area . Referral hospitals will often use more complex equipment than is accessible in first-option practices , including ventilators and advanced imaging equipment such as MRI and CT scanners . A lack of prior exposure to nursing complex cases and utilising this equipment can result in nurses feeling too daunted to apply for positions in referral centres .
In human healthcare , secondment has been used to enable staff development through working temporarily in another part of the same or a different organisation ( Hamilton & Wilkie , 2001 ). The benefits of secondment described within this study include developing autonomy , skills and knowledge ( Hamilton & Wilkie , 2001 ). The post-registration programme enabled me to experience the benefits described within this study .
Regardless of prior experience , the support available throughout this programme has been fundamental in confirming my passion for referral nursing and encouraging me to apply for a permanent position within the hospital . It is crucial when considering personal development to find a balance between utilising the support provided by your colleagues ( when needed ) and using initiative to develop independence and autonomy as a qualified nurse . This can be one of the most difficult challenges to overcome , as the student-nurse training status provides an added security blanket that is associated with working under the supervision of registered veterinary nurses ( RVNs ) and veterinary surgeons ( VSs ).
It can initially be difficult to make nursing decisions independently but supportive colleagues ease this transition , enabling newly qualified nurses to thrive within their practice while also being able to seek guidance when needed . A common feeling among nurses who have completed the programme is that the greatest sense of accomplishment has been achieved following situations in which the nurse has been encouraged to work outside their comfort zone , while still upholding patient safety .
Levels of support
Allocated mentor
Clinical skills supervisors from each rotational area
Clinical and non-clinical nursing leads Post-registration programme manager Chief nursing officer
Figure 1 . Levels of support on the post-registration programme .
46 Veterinary Nursing Journal