A Preceptor Development Program

We were enthused to read the editorial in the June 2025 issue regarding the critical role of preceptor development in addressing the current nursing staffing challenges.1 Retaining newly hired nurses has become increasingly important, especially in the aftermath of the pandemic,2 and health care organizations are doing all they can to reduce turnover. However, one group essential to nurse retention is often overlooked: nurse preceptors. At AdventHealth, the importance of preceptor development3 has been recognized as a priority by the nursing professional development (NPD) leadership team. As a result, the preceptor development committee finalized a proposal to implement a comprehensive preceptor development program.The proposal includes standardizing the preceptor selection process across all 7 hospital campuses in the East Florida division of Advent-Health. Currently, clinical competency is the primary criterion. Although essential, clinical skills alone do not ensure preceptors can effectively teach or provide constructive feedback to newly hired nurses.3 We propose using a validated selection instrument, such as the 14-item Cotter Preceptor Selection Instrument,4 to identify nurses who demonstrate clinical competence, leadership potential, strong communication skills, and a commitment to ongoing professional development. Standardizing this process will improve consistency and increase the overall quality of preceptor selection.The next step involves a structured boot camp to clarify expectations and enhance preceptor readiness. A formal training program not only supports the preceptor preparation but also strengthens the critical thinking skills of new nurses.5 Topics should include feedback strategies, cultural competence, emotional intelligence, and proper escalation through the chain of command. During the boot camp, preceptors will complete a standardized self-assessment, which will help NPD practitioners identify areas for ongoing support.6 These needs will guide the content of regular preceptor workshops.Boot camps and workshops provide critical training, but meaningful recognition, beyond monetary benefits such as tax credits7 (which we learned about in the June editorial1), is equally important. We propose celebrating an annual preceptor recognition day during NPD Week, held each September.8 Like NPD practitioners, preceptors serve as role models, educators, protectors, and evaluators.9 Recognizing their contributions during NPD Week reinforces their value. In addition, preceptors will be invited to attend the Evidence-Based Practice Conference, where new nurses showcase their projects —projects often completed under their preceptors’ guidance. We also plan to involve preceptors in shared governance and best practice integration. To mark important milestones, we will present recognition pins upon completion of the initial preceptor development workshop.Preceptors play a significant role in onboarding and retaining nurses. They must continually adapt to support new graduates, student nurses, experienced nurses, and international nurses—often under significant stress.3 As NPD practitioners, we must actively support preceptors’ growth and well-being. One future strategy includes developing a unique career ladder for preceptors, offering opportunities to shadow NPD practitioners, lead projects, and conduct workshops. Just as we aim to prevent burnout among new nurses, we must also prioritize support for preceptors to ensure they remain engaged and effective in this crucial role.