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首页> 外文期刊>Journal of advanced nursing >Evaluation of a pilot mentoring programme for nurse managers.
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Evaluation of a pilot mentoring programme for nurse managers.

机译：评估护士管理者试点辅导计划。

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BACKGROUND: The Institute of Nursing Executives is a professional organization with a membership of approximately 150 Australian nurse managers and administrators. Members of rural zones were concerned by the lack of support available to new managers working in isolated areas and sought to develop a mentoring programme that would establish both professional development and support networks for these managers. A pilot programme was developed for two rural areas of New South Wales and one metropolitan site (the city of Sydney). AIM: The evaluation reported here aimed to determine participant expectations of mentoring and outcomes of the pilot programme. METHOD: The programme included matching and self-selection of mentor and mentee roles and attendance at a full-day Mentoring Workshop. The programme was evaluated by voluntary and anonymous pre- and postworkshop questionnaires sent to all participants, and postworkshop telephone interviews. RESULTS: Thirty-seven participants (79% of those enrolled in workshop) responded to the preworkshop questionnaire (20 identifying as mentees; 17 as mentors). Findings reiterated the lack of professional support and access for rural/remote area nurse managers and illustrated that new nurse managers lacked confidence in coaching and stimulating staff. Expectations of both mentors and mentees were similar in valuing a confidential, on-going mentoring relationship. Postworkshop questionnaires (n = 16) and telephone interviews (n = 11) highlighted issues about personal choice and timing, expectations of a structured programme and making greater use of existing technology to support and maintain networks. CONCLUSION: The pilot mentoring programme was highly successful in identifying strategies for the development of a tailored and sustainable programme for newly appointed nurse managers. Provision of a highly structured and facilitated programme carries high expectations of continued external support. Nurse managers also expressed a desire to choose when, how and whom they would select as mentors. Suggestions for the future included a greater use of technology to facilitate e-mail and internet-based discussion groups and mentor support.
机译：背景：护理主管人员学会是一个专业组织，成员约有150名澳大利亚护士经理和行政人员。农村地区的成员对在偏远地区工作的新管理人员缺乏支持感到关切，并寻求制定指导计划，为这些管理人员建立职业发展和支持网络。针对新南威尔士州的两个农村地区和一个大都市区（悉尼市）制定了一项试点计划。目的：此处报告的评估旨在确定参与者对指导的期望以及试点计划的结果。方法：该程序包括匹配和自我选择导师和受训者的角色，以及参加全日制辅导班。通过向所有参与者发送的自愿和匿名的岗前和岗后工作场所调查表以及岗后电话采访对计划进行了评估。结果：三十七名参与者（占参加研讨会的参与者的79％）回答了车间前的问卷（二十名被确认为受训者;十七名为指导者）。调查结果重申了农村/偏远地区护士经理缺乏专业支持和机会，并说明新护士经理对教练和激励员工缺乏信心。在评估保密的，持续的导师关系时，导师和受导师的期望是相似的。 Postshopshop问卷（n = 16）和电话访谈（n = 11）强调了有关个人选择和时间安排，对结构化程序的期望以及更多利用现有技术来支持和维护网络的问题。结论：试点指导计划在确定战略方面非常成功，该战略为新任命的护士经理制定了量身定制的可持续计划。提供高度结构化和便利的计划对持续的外部支持寄予厚望。护士经理还表达了选择何时，如何以及由谁担任导师的愿望。对未来的建议包括更多地使用技术来促进电子邮件和基于Internet的讨论组以及导师的支持。

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