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The following is the abstract as stated by the author: "Purpose: To describe factors that ensure a smooth transition from nurse practitioner (NP) student to independent NP during the first year of practice. Data sources: Two contrasting case examples, the authors' experiences, and selected professional literature. Conclusions: Key points to consider upon searching or taking a first NP job include patient, colleague, and clinic factors. Patient factors include mix of patient presentations, complexity of patient presentations, insurance status, and population. Colleague factors include mentorship, charting, mix of providers, and availability of providers. Perhaps most importantly, clinic factors include productivity expectations, practice mission, charting systems, on-call requirements, supervision of other staff, and teaching status. Together, these factors can largely determine whether an NP's days are satisfying or frustrating in a new job. Implications for practice: The transition from NP student to independent NP can be daunting. Although nursing schools and practice sites have responsibilities to ensure the transition is smooth, the new NP is ultimately responsible for the transition. [ABSTRACT FROM AUTHOR]"

This article discusses the transition from RN to an APRN

This article examines the factors that come into play when transitioning from the RN to APRN role.

A recent study of 352 NP conference goers found that NPs who received a formal/structured orientation reported a better role transition experience than those who did not. Interestingly, RN experience was not a significant factor.

Exploring the Factors That Influence Nurse Practitioner Role Transition

Exploring the Factors that Influence Nurse Practitioner Role Transition

Article showing an application of teamwork in a primary care setting to develop a behavior health intervention. See the abstract below! J Am Board Fam Med. 2015 Sep-Oct;28 Suppl 1:S21-31. doi: 10.3122/jabfm.2015.S1.150042. Abstract PURPOSE: This paper sought to describe how clinicians from different backgrounds interact to deliver integrated behavioral and primary health care, and the contextual factors that shape such interactions. METHODS: This was a comparative case study in which a multidisciplinary team used an immersion-crystallization approach to analyze data from observations of practice operations, interviews with practice members, and implementation diaries. The observed practices were drawn from 2 studies: Advancing Care Together, a demonstration project of 11 practices located in Colorado; and the Integration Workforce Study, consisting of 8 practices located across the United States. RESULTS: Primary care and behavioral health clinicians used 3 interpersonal strategies to work together in integrated settings: consulting, coordinating, and collaborating (3Cs). Consulting occurred when clinicians sought advice, validated care plans, or corroborated perceptions of a patient's needs with another professional. Coordinating involved 2 professionals working in a parallel or in a back-and-forth fashion to achieve a common patient care goal, while delivering care separately. Collaborating involved 2 or more professionals interacting in real time to discuss a patient's presenting symptoms, describe their views on treatment, and jointly develop a care plan. Collaborative behavior emerged when a patient's care or situation was complex or novel. We identified contextual factors shaping use of the 3Cs, including: time to plan patient care, staffing, employing brief therapeutic approaches, proximity of clinical team members, and electronic health record documenting behavior. CONCLUSION: Primary care and behavioral health clinicians, through their interactions, c

I really liked this article because it focused on crisis resource management in Emergency Medicine. Seven perceived barriers to effective team performance in the ED were listed with the number one barrier being communication between disciplines. Further, of 81 (nurses, physicians, and residents) 100% felt that effective communication and effective leadership were very important team management skills that could effect the outcome of a resuscitation. Additionally, the number one contributing factor to adverse resuscitation outcomes was poor communication (96.2% out of 79 participants). Though other barriers and contributing factors to adverse outcomes were identified, communication was reported as the most contributory. Coming from an emergency room myself, I totally love the aspect of interdisciplinary collaboration. In resuscitation you are working with the physician, the nurses, the techs, pharmacy, the lab, the radiology department--and following a successful resuscitation, you are collaborating with the intensivist/pulmonolgist, cardiologist, and potentially other specialists, as well as the ICU staff members. The patient is relying on effective communication and collaboration to obtain the best outcome possible. And this communication and collaboration is not the sole responsibility of the provider, but EVERYONE on the team!

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This article looked at the factors that affect the role transition from student to NP. It found a positive relationship when the individual received formal orientation. The study found no difference in those who had prior RN experience and those who did not.

Interesting (and very truthful) article on the transition into FNP and the multiple factors/challenges that come along with it..i.e. support system, surrounding environment, how an individual copes, etc. It discusses how exciting the graduate school experience can be, yet how simultaneously it can be very intimidating to enter into the "real world" of being an APRN.

This article is an excellent resource for new graduate NPs to help them transition from student to proficient NP during the first year of practice. The article is from 3 different perspectives including patient, colleague, and clinic factors which all contribute to the transition period for new graduates.

J Am Acad Nurse Pract. 2010 Jul;22(7):356-60. doi: 10.1111/j.1745-7599.2010.00522.x. This is a useful article written by one of my former professors at Johns Hopkins. I think it provides great insight into transitioning process of becoming an APRN. This article outlines the important areas in which to consider when accepting and working at your first job as an APRN. It compliments the panel today very well.

J Am Acad Nurse Pract. 2010 Jul;22(7):356-60. doi: 10.1111/j.1745-7599.2010.00522.x.

Highlights mentorship as a key factor in flourishing as a new graduate NP.

This is a nice synopsis of key moments in history that have triggered the growth and development of the NP role in the US.

This article looked at the relationship between physician oversight and APRN autonomy and empowerment. It surveyed APRNs in Montana, to determine which factors most influence APRN empowerment and autonomy. Surprisingly, it found that high levels of physician oversight improve APRN empowerment, regardless of whether the oversight is regulatory or simply collaborative. A next step for this study would be to learn more about why physician empowerment increases APRN autonomy - are there certain qualities to the physician/APRN relationship that must be established?

An integrative review analyzed the perception of NPs and physicians working in primary care settings. The aim of this study was to evaluate these relationships in order to understand the success of collaboration and factors that strain these relationships. Multiple barriers were identified partly due to the autonomy of the NP. Furthermore, physicians who have never worked with NPs found more negative attitudes collaborating with NPs. Both NPs and physicians report concerns collaborating, but also value advantages.Unfortunately, a collaboration between NPs and physicians is a slow process, however, more exposure to this collaboration can help overcome these barriers.

I found this article very interesting. It talks about the current challenges in midwifery in regards to legislation, reimbursement, physician restrictions, and many other restricting factors. It also discusses the challenges of the education required to become an APRN.

This article details the researchers' efforts to describe the ability of nurse practitioners to reduce health disparities. By reviewing the literature, the researchers were able to create a "Nurse Practitioner Health Disparities Model" that outlines the many factors that influence a NP's ability to reduce health disparities. Outside actors, such as policymakers and insurance companies, can also influence the ability of nurse practitioners to reduce health disparities. Thus, the model is a useful tool in promoting full practice for APRNs.