Nurse practitioner and physician associate mentorship: Improving retention and employment experiences

Background:Clinician turnover is costly for health care organizations.Local problem:A retention strategy for newly hired nurse practitioners (NPs) and physician associates (PAs) was needed at our organization.Methods:A quality improvement project was conducted to determine whether a mentorship program could improve retention and employment experiences of newly hired NPs and PAs.Interventions:A one-to-one mentorship program was implemented for newly hired NPs and PAs. (a) Retention and productivity data were compared for mentee participants vs. nonparticipants. (b) Mentee and mentor participants completed two program evaluation surveys to examine the program's impact on their employment experiences.Results:Sixty-eight mentee-mentor pairs completed their mentoring relationship during the first 3 years of the program. Retention was higher among mentee participants vs. nonparticipants during their first (96% vs. 85%, p =.0332) and second year of employment (83% vs. 65%, p =.0480). Productivity during the first year was similar for mentee participants and nonparticipants (38th percentile vs. 37th percentile, p =.84). Most participants (≥69%) believed the program improved onboarding, personal and professional growth, work environment, and NP and PA community connection.Conclusions:The mentorship program improved first- and second-year retention of newly hired NPs and PAs and employment experiences of program participants. By our estimates, the program helped retain 15 NPs and PAs who would have otherwise left the organization, yielding potential organizational savings of $1.29M-$1.72M. A mentorship program can be an effective retention strategy for reducing health care turnover and related costs.