Chps 1,2,3

For N645, Dr. Beaman assigned us to put together a beginning attempt at an Intro, Lit Review, and Methods sections. I'm still waiting for her very much appreciated red ink, but in the meantime, this will provide a good idea for the direction I am headed....

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December Update

For various decision made out of my control, my IRB application will occur after the deadline for the fellowship. Therefore, I will be submitting a draft to the graduate office that may or may not be reviewed by my graduate committee. However, I am required to have my committee review my irb proposal prior to submission to irb which should occur sometime between early January for review late January.

For a review of due dates for the fellowship, please visit the previous post.

Versant is N/A

Spoke with Versant RN again today. Dr. Early stated that most of their data set includes new graduates who are "super students." Versant recommends to their clients that they don't hire new graduates beyond 6 months of graduation without a job. Data shows that these employees experience greater difficulty completing training and orientation (no brainer, yet not published). Versant clients also usually develop a partnership with nearby schools giving students jobs contingent upon passing NCLEX.


I was very surprised by the views and opinions of Dr. Early. Maybe my experiences are limited to specifically graduating from CSUSB and getting hire at Loma Linda. However, it was my understanding that these so called "partnerships" between schools and hospitals have been bombarded or raided by the massive amount of new graduates seeking employment and lack of jobs. The practice of giving students positions contingent upon NCLEX, or a week or two after, doesn't seem common anymore. Yet, quantitative data the explore this employability of new grads still doesn't exist. Dr. Early made it clear that Versant and the "Transition to Practice" movement is primarily focused on hired new graduates. So who is collecting data and trying to help new graduates get jobs?

From a different perspective, recommending to clients not to new graduates greater than six months post graduation is only perpetuating the problem. After learning of this, I immediately knew that they would not be in agreement with participating in sharing data.

Thinking Out Loud: Research

Current proposal to act as a pilot for

Soliciting for a group of other nursing schools to provide graduating vs hiring dates
 - If they don't have aggregate data, offer to share our pilot success story
 - If they do, just want the dates and to run the top three employers of their graduates

Once a list of top 3s is developed for a "zone", query the employers in that zone using previously developed employer satisfaction of new grads

Will provide schools a measuring stick to analyze progress and trends in meeting new grad demand based on region


The multiphase methodological approach can developed into a model rather than just surveying random employers and is crosses borders between education and professional arenas.

Department Approval

After weeks of trying to get everyone on the same page, I think we are finally there.

Teresa just called to notify me that the department has officially agreed to allow me to move forward with my project. I will operate independently from the department's own efforts as they try to collect aggregate data as required by accreditation standards. Rather, my efforts will focus more on reestablishing contact with past alumni and get employment history along with other demographics.

Furthermore, in agreement, the department will be willing to allow for an "in-office" look at aggregate data after IRB approval. In return, collected will be gifted to the department after analysis.

Introduction and Lit Review

Early beginning drafts for thesis as required in N645. I am also currently working on developing a two minute video giving a visual workflow demonstration of what I want to accomplish with my research.


Please click here for the latest version of Intro and Lit Review