n Training includes focused exposure in areas such as perioperative care , geriatrics , and population health ( Horner , 2009 ).
n Students receive mentorship from Faculty Clinical Scholars , seasoned practitioners serving as preceptors .
2 . TIER 2
Graduate Scholars ( Novice ) n Upon graduation , students transition into Bayhealth ’ s residency program as Graduate Scholars .
n Residency emphasizes clinical judgment , resilience , and readiness for autonomous practice .
3 . TIER 3
Graduate Scholars ( Experienced ) n As these scholars gain experience , they are encouraged to pursue advanced education , such as a Master of Science in Nursing ( MSN ) or Nurse Practitioner ( NP ) certification .
n Graduates may serve as adjunct faculty or preceptors , perpetuating the cycle of mentorship .
This pipeline seeks to address workforce gaps , foster professional growth , and create a sustainable model of nursing education and practice integration .
Benefits of the Clinical Scholar Model
1 . Enhanced Clinical Skills and Knowledge By placing students in immersive , single-site clinical experiences , the Clinical Scholar Model eliminates the need to constantly adapt to different healthcare settings . This stability allows students to focus fully on refining their skills , applying theory to practice , and gaining site-specific knowledge . Over time , students develop a deeper understanding of patient care and clinical operations , which improves their confidence and decision-making skills — key competencies for any effective nurse .
2 . Streamlined Transition to Practice
The model supports new nurses as they transition from students to full-time practitioners . With consistent mentorship from faculty and clinical preceptors , students build lasting relationships and receive continuous support , which is essential during the high-stress period of beginning professional practice . This mentorship is designed to reduce burnout by helping students feel more prepared and less isolated , ultimately leading to lower attrition rates among newly practicing nurses .
3 . Workforce Development and Retention
Linking financial incentives , such as stipends with employment contracts , ensures that nursing students remain committed to their healthcare institution post-graduation . This model addresses nursing shortages by building a workforce that is invested in the facility ’ s culture and standards of care . By recruiting locally and offering structured career development , institutions like Bayhealth can foster long-term commitment and retain talent within their system .
4 . Sustainable Faculty Development
The Clinical Scholar Model encourages seasoned nurses to transition into educator roles , offering them pathways for growth while addressing the nurse educator shortage ( Kowalski , K ., et al ., 2007 ). By fostering the development of these mentors , the model helps ensure a steady pipeline of qualified faculty , creating a sustainable system where experienced practitioners contribute to the education and training of future nurses . This is vital for sustaining the quality of nursing education and meeting the demand for competent faculty in academia ( Jarrett , S ., et al ., 2008 ).
The UDSON-Bayhealth Clinical Scholar Model in Practice
The UDSON-Bayhealth Clinical Scholar Model is a strategic initiative designed to address Delaware ’ s nursing shortage by offering immersive , site-specific clinical training and employment opportunities for nursing students . Beyond addressing workforce shortages , the program fosters skill acquisition and professional identity , as students work with consistent mentors throughout their rotations . Through this model , University of Delaware senior nursing students receive hands-on experience , a financial stipend , and the assurance of a post-graduation job with Bayhealth , reinforc-
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