The importance of support for newly qualified nurses
In human nursing , preceptorship is one method that has been introduced to aid the transition from student to qualified nurse and is similar to the post-registration programme that has been introduced by Linnaeus . Preceptorship was first introduced into UK nursing in 1991 , aiming to enhance competence and confidence ( Irwin et al ., 2018 ). The aim of the preceptorship process is to enable newly registered practitioners to strengthen their skills and knowledge , which is achieved through professional interaction with colleagues ( McCusker , 2013 ).
Little evidence is available detailing the impact of similar preceptorship programmes for RVNs , yet a human nursing study details that 66 % of nurses agreed that the preceptorship programme helped them to settle within their new roles and assisted with the transition from student to accountable nurse ( Marks-Maran et al ., 2013 ). Although little specific veterinary evidence is available to indicate that this is applicable to RVNs , from personal experience I would agree that the transition period was eased by being part of a post-registration programme . It is equally important to consider the network of support that can be provided by fellow nurses on the same programme , with the benefit of being able to share and empathise with the common challenges faced in practice .
The introduction of supported programmes should help to alleviate the concerns of newly qualified nurses regarding a lack of experience in referral practice , as one of the main benefits of the programme is the completion of a structured skills list . This means all of the fundamental skills that are key components of referral nursing are covered , with assistance from both a mentor and allocated skills supervisors .
Nursing retention within the veterinary profession may be influenced by the level of support provided in practice . A lack of support for newly qualified veterinary nurses is likely to influence whether individuals continue their careers within the practice in which they are employed and may even result in them leaving the profession .
When considering the support available for newly qualified human nurses , Ho et al . ( 2021 ) discuss that nearly half of respondents in their study were offered no support , perceived the help available as not being supportive , or had made unsuccessful attempts to access informal support . The level of support available in the workplace has also been found to influence the transition process for new nursing graduates in Australia ( Parker et al ., 2014 ). The structured support system available within this programme aims to retain nurses within the profession .
The perceived skills required to thrive in a referral practice may deter newly qualified nurses from applying for these positions . Having an adequate support network in place can help to alleviate concerns that newly qualified nurses have about their skill levels . One study , focused on competence perceptions , identified that 61.3 % of student veterinary nurses and 77.3 % of RVNs believed it takes between 2 and 5 years to develop experience in the workplace following qualification ( Dunne et al ., 2020 ). Ho et al . ( 2021 ) similarly identified that it takes time for nurses to feel confident in practice , with respondents claiming they were in their roles for 6 months before their confidence increased .
Newly qualified nurses are not expected to be fully competent in all areas of veterinary nursing but the RCVS has published a set of Day One Competences , which outline the skills that RVNs should be capable of performing following qualification and on entering practice ( RCVS , 2015 ). Providing support to newly qualified nurses , in both first opinion and referral practices , ensures individuals are encouraged to strengthen their skills , allowing them to overcome the anxiousness associated with completing unfamiliar tasks and the fear of being judged by their colleagues .
VOL 38 • July 2022
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