Abstract
Purpose: This presentation will describe an evaluation of a nurse retention and rewards program using a mixed methods research design.
Introduction: Recognition and reward programs may support retention and engagement while encouraging staff investment in hospital outcomes1, 2, 3. Hospital leaders developed an innovative strategy; The Achieving Professionally, Recognizing Contributions and Talent Sharing (ARTs) program to recognize clinical nurses for work beyond their defined job duties, while encouraging professional investment in the organization. Participants are matched with a coach to complete an annual portfolio and obtain a monetary reward.
Design: This study used a convergent mixed methods design supported by the Context, Input, Process, Product (CIPP) Evaluation Model4.
Methods: Multiple choice and open-ended question surveys and interviews were conducted between June and December of 2022 in a large academic medical center. Annual Likert scale (5-point) survey evaluation data was obtained for the first four program years.
Results: Study surveys (N=224) and annual evaluations (N=447) showed consistent program re-enrollment, with rising portfolio completion rates, demonstrating product (CIPP) impact, effectiveness and sustainability. Respondents agreed that the ARTs program promotes professional practice (M=4.1, SD=0.9, encouragement (M=4.0, SD=1.1), recognition (M=3.9, SD=1.1), and participation in shared governance (M=3.8, SD=1.1). Analysis from interviews (n=42) identified themes of benefits, challenges, support, disheartened, and structure. Participants reported ARTs projects have benefitted their unit, department, and hospital outcomes. Coaches reported feeling fulfilled by guiding others. Both noted time and structure were barriers requiring product adjustment (CIPP).
Implications: Nurses are often asked to support their professional development and organizational needs by completing projects, contributing to shared governance, or participating in the community. Implementing a program which rewards nurses for their commitment to go above and beyond shows a dedication to nurses, while benefitting the organization and the nurse. Coaches and participants stated overall ARTs program satisfaction, but there were opportunities for improvement noted. This innovative program aligns with strategic goals, contributes to RN staff development, and supports Magnet status.
Notes
References:
Al Zamel, Luma Ghazi, et al. "Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review." Home Health Care Management & Practice 32.4 (2020): 218–228. Web.
Marufu, TC, Collins, A, Vargas, L, Gillespie, L, Almghairbi, D. "Factors Influencing Retention among Hospital Nurses: Systematic Review." British Journal of Nursing 30.5 (2021): 302–308. Web .
Smiley, Richard A., et al. "The 2022 National Nursing Workforce Survey." Journal of Nursing Regulation 14.1 (2023): S1–S90. Web.
Stufflebeam, DL, Zhang, G. "The CIPP Evaluation Model: How to Evaluate for Improvement and Accountability." Journal of Nursing Regulation 14.1 (2017): S1–S90. Web.
Sigma Membership
Nu at-Large
Type
Poster
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Mixed/Multi Method Research
Keywords:
Workforce, Coaching, Retention, Recognition Programs
Recommended Citation
Rosenblum, Nadine and Watson, Heather, "The ART of Nursing, a Retention and Recognition Program Evaluation" (2025). International Nursing Research Congress (INRC). 47.
https://www.sigmarepository.org/inrc/2025/posters_2025/47
Conference Name
36th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Seattle, Washington, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
The ART of Nursing, a Retention and Recognition Program Evaluation
Seattle, Washington, USA
Purpose: This presentation will describe an evaluation of a nurse retention and rewards program using a mixed methods research design.
Introduction: Recognition and reward programs may support retention and engagement while encouraging staff investment in hospital outcomes1, 2, 3. Hospital leaders developed an innovative strategy; The Achieving Professionally, Recognizing Contributions and Talent Sharing (ARTs) program to recognize clinical nurses for work beyond their defined job duties, while encouraging professional investment in the organization. Participants are matched with a coach to complete an annual portfolio and obtain a monetary reward.
Design: This study used a convergent mixed methods design supported by the Context, Input, Process, Product (CIPP) Evaluation Model4.
Methods: Multiple choice and open-ended question surveys and interviews were conducted between June and December of 2022 in a large academic medical center. Annual Likert scale (5-point) survey evaluation data was obtained for the first four program years.
Results: Study surveys (N=224) and annual evaluations (N=447) showed consistent program re-enrollment, with rising portfolio completion rates, demonstrating product (CIPP) impact, effectiveness and sustainability. Respondents agreed that the ARTs program promotes professional practice (M=4.1, SD=0.9, encouragement (M=4.0, SD=1.1), recognition (M=3.9, SD=1.1), and participation in shared governance (M=3.8, SD=1.1). Analysis from interviews (n=42) identified themes of benefits, challenges, support, disheartened, and structure. Participants reported ARTs projects have benefitted their unit, department, and hospital outcomes. Coaches reported feeling fulfilled by guiding others. Both noted time and structure were barriers requiring product adjustment (CIPP).
Implications: Nurses are often asked to support their professional development and organizational needs by completing projects, contributing to shared governance, or participating in the community. Implementing a program which rewards nurses for their commitment to go above and beyond shows a dedication to nurses, while benefitting the organization and the nurse. Coaches and participants stated overall ARTs program satisfaction, but there were opportunities for improvement noted. This innovative program aligns with strategic goals, contributes to RN staff development, and supports Magnet status.
Description
Do you want to retain nurses, support professional practice and meet organizational goals? We evaluated an innovative hospital-based program designed to reward nurses for work outside their typical clinical requirements using the Context, Input, Process, Product (CIPP) Evaluation Model. We will share impact, effectiveness, sustainability and adjustments of the program.