Authors: (including presenting author): :
Wong WH(1), Kwong KYT(1), Chu WPR(1)
Affiliation: :
(1)Central Nursing Division, Princess Margaret Hospital
Keyword 3: :
Nurse graduate
Introduction: :
The transition from nursing student to competent Registered Nurse represents a critical juncture characterised by substantial stress and accelerated professional development demands. In PMH, the Social and Professional Reality Integration for New Nurse Graduates (SPRING) Programme was designed to bridge this gap through structured mentorship, systematic delivery of clinical skills, and comprehensive psychosocial support. In 2025, we evaluated to examine perspectives from both supervisors and preceptees to determine whether the program effectively fosters safe, competent, and resilient nursing professionals within the hospital environment.
Objectives: :
This evaluation aimed to achieve three primary objectives: (1) assess the overall effectiveness of the SPRING Programme in facilitating new nurse integration; (2) measure competency development and adaptation progress among nurse graduates from their supervisors’ view; and (3) formulate evidence-based action plans to enhance program delivery and address identified gaps.
Methodology: :
Two distinct questionnaires were administered to supervisors (Ward Managers, Associate Nurse Consultants, and Advanced Practice Nurses) and nurse graduates from the 2025/26 cohort in October and November 2025. The evaluation framework encompassed six core themes of nursing development: Receptive Environment, Socialisation and Adaptation, Clinical Capability, Cognitive Capability, Professional Capability, and Professional Confidence. Responses were measured using a 5-point Likert scale, and data were stratified by department for intradepartmental and interdepartmental comparative analysis. A total of 89 supervisor and 100 preceptee responses were obtained.
Result & Outcome: :
The program achieved exceptional effectiveness ratings, with 100% of supervisors affirming its usefulness and 97.8% confirming that new nurses integrate better and faster. Nurse graduates similarly rated the program as useful (100%), appropriate in content (99%), and effective in increasing confidence in performing RN roles (99%). Overall impression scores were highly positive among both supervisors (98.9%) and preceptees (99%). Theme-based analysis revealed a strong alignment between groups on Receptive Environment (supervisors: 4.03/5, preceptees: 4.02/5) and Clinical Capability (3.80/5 vs. 3.84/5). Qualitative feedback identified requests for enhanced simulation training and communication skills development, which matched our training focus. Follow-up actions include conflict resolution training, psychological well-being initiatives, and regular progress reviews to reduce adaptation stress. The coaching record was revised to highlight coaching foci, learning needs and performance outcomes.
To enhance clinical teaching, we introduced a train-the-trainer preceptor course to build preceptor capacity and develop effective clinical teaching skills. Target 150 ward preceptors would complete the training by Mar 2026. PMH SPRING Programme was proven successful in supporting the transition from nursing student to competent Registered Nurse, and it evolves with the changing training needs.
