The transition from Registered Nurse (RN) to Nurse Practitioner (NP) has several barriers and is complicated by role strain and loss of confidence. Novice turnover rates can be over 30%. Evidence suggests that supportive onboarding is critical to advanced practice clinician (APC) job satisfaction and intent to stay, but little consensus exists on training modalities for preceptors providing the support. Developing trained preceptors may help provide a more uniform onboarding experience for novice APC providers and improve APC intent-to-stay, thus addressing an urgent workforce issue. A synchronous online training program for preceptor development was implemented at a large academic medical center. The program involved three one-hour sessions covering the one-minute preceptor (OMP), situation-behavior-impact (SBI)™ feedback tool, and the Thomas-Kilmann conflict mode instrument (TKI) ®. Thirty-four participants volunteered and 25 completed the program. Pre-and post- intervention self-efficacy scores were measured, as well as a qualitative program assessment. There was a statistically significant difference in the participants’ overall self-efficacy scores post intervention (mean difference 94.4, 95% CI [73.32,115.48], t 9.2, p<.001) as well as statistically significant differences in all measured subcategories. The program content was positively rated, with participants noting the feedback and conflict management content as applicable to the work of preceptors. The quantatative analysis reinforces previous findings on preceptor development improving self-efficacy, and the qualitative program assessment informs desired modality and content. There are further opportunities to study novice APC longitudinal clinical and workforce outcomes to assess the correlation of improved preceptor self-efficacy with measurable outcomes improvement in preceptees.
","abstract_html":"<p>The transition from Registered Nurse (RN) to Nurse Practitioner (NP) has several barriers and is complicated by role strain and loss of confidence. Novice turnover rates can be over 30%. Evidence suggests that supportive onboarding is critical to advanced practice clinician (APC) job satisfaction and intent to stay, but little consensus exists on training modalities for preceptors providing the support. Developing trained preceptors may help provide a more uniform onboarding experience for novice APC providers and improve APC intent-to-stay, thus addressing an urgent workforce issue. A synchronous online training program for preceptor development was implemented at a large academic medical center. The program involved three one-hour sessions covering the one-minute preceptor (OMP), situation-behavior-impact (SBI)™ feedback tool, and the Thomas-Kilmann conflict mode instrument (TKI) ®. Thirty-four participants volunteered and 25 completed the program. Pre-and post- intervention self-efficacy scores were measured, as well as a qualitative program assessment. There was a statistically significant difference in the participants’ overall self-efficacy scores post intervention (mean difference 94.4, 95% CI [73.32,115.48], t 9.2, p<.001) as well as statistically significant differences in all measured subcategories. The program content was positively rated, with participants noting the feedback and conflict management content as applicable to the work of preceptors. The quantatative analysis reinforces previous findings on preceptor development improving self-efficacy, and the qualitative program assessment informs desired modality and content. There are further opportunities to study novice APC longitudinal clinical and workforce outcomes to assess the correlation of improved preceptor self-efficacy with measurable outcomes improvement in preceptees. </p>","abstract_has_math":false,"creators":["Kimball, Ryan Jeffrey"],"institution":null,"degree_name":"Doctor of Nursing Practice (DNP)","degree_level":"Thesis","degree_discipline":"Yale University School of Nursing","degree_department":null,"school":null,"contributors":["Ellen Andrews"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2025,"date_issued":"2025-01-01T08:00:00Z","date_published":"2025-01-01T08:00:00Z","updated_at":"2026-07-24T06:16:14Z","subjects":["Advanced Practice Provider, Nurse Practitioner, Preceptor, Preceptor development, Professional development"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://elischolar.library.yale.edu/ysndt/1192","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Ellen Andrews"]},{"key":"dc:creator","label":"Author","values":["Kimball, Ryan Jeffrey"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"thesis:degree_discipline","label":"Discipline","values":["Yale University School of Nursing"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Nursing Practice (DNP)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Advanced Practice Provider, Nurse Practitioner, Preceptor, Preceptor development, Professional development"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://elischolar.library.yale.edu/ysndt/1192"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The transition from Registered Nurse (RN) to Nurse Practitioner (NP) has several barriers and is complicated by role strain and loss of confidence. Novice turnover rates can be over 30%. Evidence suggests that supportive onboarding is critical to advanced practice clinician (APC) job satisfaction and intent to stay, but little consensus exists on training modalities for preceptors providing the support. Developing trained preceptors may help provide a more uniform onboarding experience for novice APC providers and improve APC intent-to-stay, thus addressing an urgent workforce issue. A synchronous online training program for preceptor development was implemented at a large academic medical center. The program involved three one-hour sessions covering the one-minute preceptor (OMP), situation-behavior-impact (SBI)™ feedback tool, and the Thomas-Kilmann conflict mode instrument (TKI) ®. Thirty-four participants volunteered and 25 completed the program. Pre-and post- intervention self-efficacy scores were measured, as well as a qualitative program assessment. There was a statistically significant difference in the participants’ overall self-efficacy scores post intervention (mean difference 94.4, 95% CI [73.32,115.48], t 9.2, p<.001) as well as statistically significant differences in all measured subcategories. The program content was positively rated, with participants noting the feedback and conflict management content as applicable to the work of preceptors. The quantatative analysis reinforces previous findings on preceptor development improving self-efficacy, and the qualitative program assessment informs desired modality and content. There are further opportunities to study novice APC longitudinal clinical and workforce outcomes to assess the correlation of improved preceptor self-efficacy with measurable outcomes improvement in preceptees.
"]},{"key":"dc:title","label":"Title","values":["Retaining Novice Nurse Practitioners: Advancing A Systems Level Professional Preceptor Model"]}]}],"canonical_facts":{"dc:contributor":["Ellen Andrews"],"dc:creator":["Kimball, Ryan Jeffrey"],"dc:description.abstract":["The transition from Registered Nurse (RN) to Nurse Practitioner (NP) has several barriers and is complicated by role strain and loss of confidence. Novice turnover rates can be over 30%. Evidence suggests that supportive onboarding is critical to advanced practice clinician (APC) job satisfaction and intent to stay, but little consensus exists on training modalities for preceptors providing the support. Developing trained preceptors may help provide a more uniform onboarding experience for novice APC providers and improve APC intent-to-stay, thus addressing an urgent workforce issue. A synchronous online training program for preceptor development was implemented at a large academic medical center. The program involved three one-hour sessions covering the one-minute preceptor (OMP), situation-behavior-impact (SBI)™ feedback tool, and the Thomas-Kilmann conflict mode instrument (TKI) ®. Thirty-four participants volunteered and 25 completed the program. Pre-and post- intervention self-efficacy scores were measured, as well as a qualitative program assessment. There was a statistically significant difference in the participants’ overall self-efficacy scores post intervention (mean difference 94.4, 95% CI [73.32,115.48], t 9.2, p<.001) as well as statistically significant differences in all measured subcategories. The program content was positively rated, with participants noting the feedback and conflict management content as applicable to the work of preceptors. The quantatative analysis reinforces previous findings on preceptor development improving self-efficacy, and the qualitative program assessment informs desired modality and content. There are further opportunities to study novice APC longitudinal clinical and workforce outcomes to assess the correlation of improved preceptor self-efficacy with measurable outcomes improvement in preceptees.
"],"dc:identifier":["https://elischolar.library.yale.edu/ysndt/1192"],"dc:subject":["Advanced Practice Provider, Nurse Practitioner, Preceptor, Preceptor development, Professional development"],"dc:title":["Retaining Novice Nurse Practitioners: Advancing A Systems Level Professional Preceptor Model"],"thesis:degree_discipline":["Yale University School of Nursing"],"thesis:degree_level":["Thesis"],"thesis:degree_name":["Doctor of Nursing Practice (DNP)"]},"updated_at":"2026-07-24T06:16:14Z"}