To whom should my cover letter be addressed? To Whom It May Concern. There will be multiple recruiters and hiring managers who read your application and therefore do not recommend addressing it to one person. My letters of recommendation would like to mail you their letters. Where should I send them? We are not accepting letters of recommendation sent through the mail. They should all be uploaded with all other documents at the time you apply.
All of these are acceptable for letters of recommendation and none are necessarily better than others. You ultimately want to pick the people who will be able to best speak on who you will be as a future nurse. What if I have more than 2 letters of recommendation?
The system will only allow you to submit two letters. Please pick your top two choices to upload. If you would like to submit more, you may bring them upon receiving an invitation for an interview.
What should I include in my cover letter? This is your opportunity to let us get to know you better and should show us your passion for nursing. It should be one page or less. How long is the program? Is it paid? This is a paid one-year new graduate nurse residency program. Can I still apply even if I will not receive my diploma until I complete the second portion of my program?
No, at this time you must have graduated with a diploma from an accredited nursing program with either your BSN or MSN. Is the program only for Ronald Reagan or does it include other locations as well? There will be opportunities available for our hospital locations in both Westwood and Santa Monica. Results: Three themes were identified from the experiences and expectations reported in the interviews: 1 the acquisition of new knowledge and skills in a specialty area, 2 becoming more proficient, and 3 assistance with role transition.
The significant role and importance of the unit-base clinical nurse specialist CNS and the nurse preceptors were also identified. Conclusions: The findings of this study suggest that a structured internship program is helpful to new graduate nurses when orienting to a critical care area such as the emergency department. Furthermore, the combination of didactic and clinical content, and the roles of the preceptor and unit-base CNS appear to be key factors in the successful transition from new graduate to emergency nurse.
Conclusions: The variability in research designs limits the conclusions that can be drawn about best practices in transition programs for new graduate nurses. The presence of a formal new graduate transition program resulted in good retention and improved competency.
The stronger evidence suggests that new graduate education should focus on practical skill development, preceptors should receive a level of formal training, formal support should be available at least through the difficult six to nine month post-hire period, opportunities for connection with their peers should be provided, and organizations should strive to ensure clinical units with healthy work environments.
Abstract Objectives: The aim of this review was to identify best practices of formal new graduate nurse transition programs. Publication types Research Support, Non-U.
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