Versant Nurse Residency Program Cost

The Versant New Graduate Nurse Residency ™ (VNGNR ™) was founded in 1999 at Children's Hospital Los Angeles as a department-based capability with a focus on research and outcomes. In 2004, Versant was formed with the mission to improve patient outcomes across the entire health care industry. The Versant RN Residency program is a comprehensive education and training system designed to transition newly-graduated registered nurses from students to nursing professionals. This residency will help you launch your career and gain the experience, skills and confidence to navigate the complexity of hospital life.

Think about all the variables included in such a program. Who is paying for certification clasess IF they're offered/required? How long are the programs? Preceptor qualification?

Preceptor to orientee ratio? How individualized vs group are the programs? These just come to mind quickly. I could see the cost being different for San Francisco/NYC versus some smaller, more rural facility. Big shot hosp vs a local one?Retention rate for new graduates? BENEs avail to grads that are being used & in the costs? I keep thinking of more as I keep typing.

More I think of it. What would it be like if LTC facilities REQUIRED an employee contract for extended orientation like these preceptor programs???

I wonder how the payback collection occurs when the newbie leaves early in these hosp preceptor programs. Would it work in LTC? Maybe more LTC facilites would be less reluctant to hire newbies if they knew their investment was more protected. They would then be more confident in hiring them and putting more into orientation. I can dream can't I?

More I think of it. What would it be like if LTC facilities REQUIRED an employee contract for extended orientation like these preceptor programs??? I wonder how the payback collection occurs when the newbie leaves early in these hosp preceptor programs. Would it work in LTC?

Maybe more LTC facilites would be less reluctant to hire newbies if they knew their investment was more protected. They would then be more confident in hiring them and putting more into orientation. I can dream can't I?Does anyone else feel it is unethical for employers to charge their employees for leaving them? What if the employer is not a good place for people to work? Thanks for all the replies.

I'm not complaining by at means!!!! I'd give my left lung and kidney to work here!!!! I was just curious about the cost here vs what article say. I'd be willing to sign a contract ANYWHERE to get my first few years experience. In fact I am very 'pro contract' for people who need continued education like us. Monamour tinto brass legendado. I was just curious. They also say that they will contact a collection company if you quit.

I don't see anything wrong. You know about it during the application process and you agree to it. Don't like it, don't agree. To Enthused - you have a point (somewhat) about when employees feel they must leave for their personal reasons (and it is for THEIR personal reasons) A/E/B other employees still staying). But are there any other professions or employers in industry that are almost expected to provide extended orientations to newbies? Just in order to have them independent-practice-ready in a competent novice capacity??? So it doesn't seem unreasonable to me that there should be some type of reimbursement or payback for additional educational services provided by the employer when the contract is not honored by the employee.

And this shoud be a program extended into LTC as feasible. Back to OP's original post - employers put into their orientation what they feel is needed for the output.