Benchmark-Capstone Project Change Proposal 1
Running head: BENCHMARK-CAPSTONE PROJECT CHANGE PROPOSAL
Benchmark-Capstone Project Change Proposal
Grand Canyon University
NRS-493 Professional Capstone
, Benchmark-Capstone Project Change Proposal 2
Background
Nursing shortages and nurse burnout has been a continuous concern in healthcare that has
existed for years, but now more than ever is a time to find a way to improve staffing and retain
the nurses at hospitals and clinics. With the current pandemic that we are facing, the need for
nurses are of highest priority throughout the world of healthcare and the intensity of nurse
burnout is rising with everyday that passes. The nursing profession gives multiple doors of
amazing opportunities and specialties that a nurse may pursue, but for many it can end up being a
door they wish they never opened due to the overwhelming stress that this profession can bring
at times. According to Snavely, (2016) 30%-50% of all new RNs either change jobs or leave the
profession within the first 3 years of clinical practice. This is very true in both work places that I
am in at a trauma ICU and at a Dermatology office that I work with other nurses. The amount of
turnover has been increasing at alarming rates especially in the Dermatology clinic that it is
overwhelming for the staff that has stayed with the office, and there needs to be a resolution.
After observing staff and getting feedback from fellow colleagues, one of the most complaints
come from lack of support and not feeling appreciated. According to Bong, (2019) moral distress
is a psychological disequilibrium where one knows the morally right course of action but fail to
follow through because of institutionalized constraints. In other words, staff members are feeling
hindered to provide efficient care due to the negative work environment they are put in.
Clinical Problem Statement
New graduate nurses and remaining staff in the Dermatology practice deserve and require
an integrated support system within the practice to effectively improve competency levels of new
and seasoned nurses, and promote retention by adapting strategies to reduce nurse burnout. Due
to the high demands in the amount of patients a nurse must see per day at the Dermatology
Running head: BENCHMARK-CAPSTONE PROJECT CHANGE PROPOSAL
Benchmark-Capstone Project Change Proposal
Grand Canyon University
NRS-493 Professional Capstone
, Benchmark-Capstone Project Change Proposal 2
Background
Nursing shortages and nurse burnout has been a continuous concern in healthcare that has
existed for years, but now more than ever is a time to find a way to improve staffing and retain
the nurses at hospitals and clinics. With the current pandemic that we are facing, the need for
nurses are of highest priority throughout the world of healthcare and the intensity of nurse
burnout is rising with everyday that passes. The nursing profession gives multiple doors of
amazing opportunities and specialties that a nurse may pursue, but for many it can end up being a
door they wish they never opened due to the overwhelming stress that this profession can bring
at times. According to Snavely, (2016) 30%-50% of all new RNs either change jobs or leave the
profession within the first 3 years of clinical practice. This is very true in both work places that I
am in at a trauma ICU and at a Dermatology office that I work with other nurses. The amount of
turnover has been increasing at alarming rates especially in the Dermatology clinic that it is
overwhelming for the staff that has stayed with the office, and there needs to be a resolution.
After observing staff and getting feedback from fellow colleagues, one of the most complaints
come from lack of support and not feeling appreciated. According to Bong, (2019) moral distress
is a psychological disequilibrium where one knows the morally right course of action but fail to
follow through because of institutionalized constraints. In other words, staff members are feeling
hindered to provide efficient care due to the negative work environment they are put in.
Clinical Problem Statement
New graduate nurses and remaining staff in the Dermatology practice deserve and require
an integrated support system within the practice to effectively improve competency levels of new
and seasoned nurses, and promote retention by adapting strategies to reduce nurse burnout. Due
to the high demands in the amount of patients a nurse must see per day at the Dermatology
