@article {Coward3448648, author = {Lori Coward and Jeanette Seal and Tammy Cook and Angela Saunders and Anita Arnsperger}, title = {Improving Onboarding by Introducing a Respiratory Care Mentor Program}, volume = {65}, number = {Suppl 10}, elocation-id = {3448648}, year = {2020}, publisher = {Respiratory Care}, abstract = {Background: By establishing a mentor program we hope to improve the process of onboarding new respiratory therapist to the RT Division at Cincinnati Children{\textquoteright}s. We hope the program will enhance clinical competency, educational advancement, professionalism and leadership skills by providing a qualified and trained mentor to those therapist who wish to achieve their highest potential. It was decided to create a program that encompasses clinical and personal growth is essential to the success of new RTs. Methods: A survey was sent to staff before the project began. The results showed a need and we took this opportunity to develop a QI project. Multiple mentoring tools will be implemented throughout the year by the mentor co-chairs, RT leadership, and those RTs serving as a mentor. All participants accepted are required to take a NERIS Type Explore personality test. Participants will be paired based on personalities. Mentors were required to attend a training class. We will re-survey and trend the data to see if there was improvement in the onboarding process. Changes will be made to the program if needed. Results: The results of the post survey showed the program was successful. 75\% of mentors stated they would highly recommend becoming a mentor to their peers. One mentor stated they would not want to be a mentor in the future. They felt they couldn{\textquoteright}t support the mentee due to being on opposite shifts. Mentors preferred to be paired with a mentee on same shift. Mentors thought the program was beneficial to the mentee by making them feel welcome and comfortable with their peers. Their clinical confidence and skills were enhanced. We found communication issues between mentor/mentee if they worked opposite shifts. Conclusions: Our first respiratory care mentor program exceeded all expectations. The post survey results showed all participants felt the program helped improve the onboarding process. Both the mentor and mentee grew as members of our team. The program was designed to help the success of the mentee. However, we noticed the mentor enjoyed helping! Success of the support system created optimized the division performance by retaining new hires. In turn, the division was able to maintain optimal staff levels. Communication is key to the success of onboarding. The program generated positive feedback. Our 2nd program opened up and participation increased. The mentors proved success by the mentees exhibiting their clinical competency and confidence. We will continue to improve our training program to support successful growth.}, issn = {0020-1324}, URL = {https://rc.rcjournal.com/content/65/Suppl_10/3448648}, eprint = {https://rc.rcjournal.com/content}, journal = {Respiratory Care} }