TY  - GEN
N2  - Early-career attrition is common in the midwifery profession, with 30% of midwives leaving clinical practice within 5 years of certification, and nearly 50% leaving within 10 years. Literature on midwives in their first year of practice suggests that opportunities for mentorship increases retention of midwives in the profession. Little is known about mentorship opportunities available to new midwives at the local level. This DNP project utilized a mixed-methods approach to gather information about mentorship opportunities facilitated by American College of Nurse-Midwives (ACNM) Affiliate chapters. Semi-structured interviews were conducted with ACNM state-level leaders regarding mentorship, professional burnout, and member engagement. 25% of Affiliates interviewed had current mentorship programs, 15% had previous mentorship programs, 15% had active plans for mentorship, and 45% had no current, prior, or plans for mentorship. Affiliate leaders expressed barriers to mentorship included lack of funding and resources, lack of capacity at the Affiliate level, and lack of engagement from membership. Attrition from the midwifery profession has far-reaching implications on a healthcare system already experiencing a paucity of obstetric providers and maternal mortality rates exceeding other well-resourced countries. ACNM support for mentorship for midwives transitioning from student to practitioner is one possible tool for retaining midwives in the workforce.
DO  - 10.6083/bpxhc42854
DO  - doi
AB  - Early-career attrition is common in the midwifery profession, with 30% of midwives leaving clinical practice within 5 years of certification, and nearly 50% leaving within 10 years. Literature on midwives in their first year of practice suggests that opportunities for mentorship increases retention of midwives in the profession. Little is known about mentorship opportunities available to new midwives at the local level. This DNP project utilized a mixed-methods approach to gather information about mentorship opportunities facilitated by American College of Nurse-Midwives (ACNM) Affiliate chapters. Semi-structured interviews were conducted with ACNM state-level leaders regarding mentorship, professional burnout, and member engagement. 25% of Affiliates interviewed had current mentorship programs, 15% had previous mentorship programs, 15% had active plans for mentorship, and 45% had no current, prior, or plans for mentorship. Affiliate leaders expressed barriers to mentorship included lack of funding and resources, lack of capacity at the Affiliate level, and lack of engagement from membership. Attrition from the midwifery profession has far-reaching implications on a healthcare system already experiencing a paucity of obstetric providers and maternal mortality rates exceeding other well-resourced countries. ACNM support for mentorship for midwives transitioning from student to practitioner is one possible tool for retaining midwives in the workforce.
AD  - Oregon Health and Science University
T1  - Mentorship in midwifery: examining the role of the American College of Nurse Midwives in supporting newly certified midwives
ED  - Emeis, Cathy
ED  - Academic advisor
DA  - 2024-04-05
AU  - Harrison, Leah
L1  - https://digitalcollections.ohsu.edu/record/42854/files/Harrison.Leah.2024.pdf
PB  - Oregon Health and Science University
LA  - eng
PY  - 2024-04-05
ID  - 42854
L4  - https://digitalcollections.ohsu.edu/record/42854/files/Harrison.Leah.2024.pdf
KW  - Midwifery
KW  - Workforce
KW  - mentorship
TI  - Mentorship in midwifery: examining the role of the American College of Nurse Midwives in supporting newly certified midwives
Y1  - 2024-04-05
L2  - https://digitalcollections.ohsu.edu/record/42854/files/Harrison.Leah.2024.pdf
LK  - https://digitalcollections.ohsu.edu/record/42854/files/Harrison.Leah.2024.pdf
UR  - https://digitalcollections.ohsu.edu/record/42854/files/Harrison.Leah.2024.pdf
ER  -