2006 OPEN FORUM Abstracts
WHY DO CLINICIANS BECOME PRECEPTORS?
Collado-Koman,MBA-HCM, RRT, UCSD
Medical Center, San Diego, Ca, Donna
Murphy, RRT, SharpHealthcare, Grossomt Hospital, La Mesa, Ca.
Introduction: Preceptors are experienced clinicians who are competent staff members who serve as a clinical/role model and resource to the newly hired employee who may be a new graduate or experienced new therapist. At our institutions we employ preceptors to present an organized planned educational program which introduces the new employee to their role and responsibilities. It also, introduces the new staff member to the formal and informal rules, customs, culture, workplace expectations and standards, in a competency based orientation. In our institutions we decided to look at what motivates clinicians to become preceptors.
Method: We developed a survey that queried preceptors concerning their motivation to become a preceptor. Institutions: Sharp Grossmont Hospital, UCSD Medical Center: Total Participants =33
Rating Scale: 1 Strongly Influenced 2 Some Influence 3 No Influence.
Results: A 100% response rate of the total participants.
|1. What motivates you to be a preceptor?||%||%||%|
|A. Supervisor request||30||40||30|
|B. Potential career advancement||12||52||36|
|C. Financial incentive||24||27||48|
|D. Enjoyment of teaching||67||24||9|
data reflects 91% of preceptors are motivated to some extent by their enjoyment
of teaching, of those 67% rated this as a strong personal motivation. About half
were influenced by their supervisors request, where as 24% were influenced by
personal gain with financial increase, and to a lesser extent of 12% being
influenced by gain in professional advancement.
Conclusion: We see the data reflecting an altruistic motivation rather than a personal gain. While it is important for people to be financially rewarded and recognized for their contributions, we see a need to recognize people's true motivation. We think this is important information for employers. It demonstrates a method that allows employees to perform in areas they enjoy, which adds to job satisfaction, and ultimately aids in recruitment and retention.