For new employees in environmental services, security, and food and nutrition service at the children’s hospital, will revised onboarding training result in increased employee retention and onboarding satisfaction over a 3-month period?



SNHS Professional Doctorate

Doctoral Project Prospectus - DPP Form




DPP Form Part I

Learner’s  Name

Miglide Garcon

Learner’s  Capella Email Address

Learner’s  Phone


Mentor’s Name /


Dr. Christopher Miller

Committee Member’s Name /Email

Dr. Faisal Aboul-Enein –

Dr. Charlene Harkins –

Preceptor for DNP  Name

Sponsor for DHA/DrPH Name



Magaly (Magy) Barroso

Director of Talent Engagement and Effectiveness


Project Working Title

Measuring effectiveness of new-hire onboarding practices at a Children Hospital

Site Selected

Nicklaus Children Hospital

Contact Information for Site Approver (if different from preceptor or sponsor) & Expected Approval Date

Maria Salomon

Learning and Development Services Coordinator


PICOT Question

State your PICOT question here. Use the elements of the PICOT sections below to describe each component.

For new employees in environmental services, security, and food and nutrition service at the children’s hospital, will revised onboarding training result in increased employee retention and onboarding satisfaction over a 3-month period?

         Research, design and implement a revised onboarding process

         Use an onboarding satisfaction survey to evaluate new onboarding process. Survey new hires for satisfaction with the new process and their intention to stay with the organization.

         Compare turnover rates of new hires against rates from the previous year.


Determining the Need and Gap in Practice, Policy or Program

What is the gap in practice, policy, or program at your organization that this question seeks to address?

How did you determine this was a need at your organization/site of project implementation?

What data is available from your site or organization to substantiate the identified need?

Provide 2-4 studies or EBP guidelines from the literature that supports this need change.

 The gap in practice at this organization is the current onboarding process should result in lower turnover and higher retention rates. High turnover rates for a department can negatively affect a company as whole and its employees in many ways. With the constant need to hire and train new employees, it is easy to veer from true mission and vision of the organization. This may stem from overworked employees who have had increased workloads and responsibilities due to a lack of an active or trained workforce (Markovich, 2017).


By observing the past turnover rates of the organization it was determined that a new proactive onboarding process might improve the situation. Effective onboarding practices reduce turnover rates, and increase employees’ morale, productivity and company revenue (Markovich, 2017).  Current data shows the turnover rate for all new hire is at 13%.


This project will investigate the effectiveness of a new onboarding process at a children’s hospital. The objectives are to reduce the turnover rate, improve onboarding training, and increase job satisfaction. The project will emphasize orienting and integrating new-hires so they can deliver results as efficiently, effectively, and energetically as possible (Vernon, 2012).

P (Target population or problem)

Who is your target population or what problem will be addressed? 

The target population for this study will be the newly hired employees in the hospital. A good practice is to measure improvement for a specific segment against an organizational baseline.

I (Intervention)

          What are you planning to investigate or implement as a policy/process or program?

          What are you doing that is different than what is currently happening?

          If this is a part of a larger project, what is your unique contribution?

          List 2-3 potential interventions that can be applied in this practice change?

Note: Be very specific in your description.

This project will implement a new revised onboarding training process for new hires and they will complete a satisfaction survey of their onboarding experience.


Part of the new process will include a satisfaction survey. Also the onboarding process will be more streamlined. The new process will include a general orientation and then each department will develop and utilize a department specific onboarding process which will now include a departmental checklist.


The researcher’s unique contribution will include designing the new checklists and assessing the effectiveness of the new-hires’ onboarding training. The researcher will identify the key components to include in the organization’s next revision of the onboarding process.


Potential interventions include:

          A general orientation

          Department specific orientations

        Onboarding satisfaction surveys for previous and new hires

C (Comparison)

Not every PICOT question will have a comparison or control group (in which case there is no “C” in the question). If this is the case for your project, then describe the current state vs. the desired state in relationship to the problem and/or gap in practice.

Note: A Doctoral project many times centers on a process improvement. Be cautious when determining what you will be comparing as this is not a research project.

The researcher will be comparing the previous employees’ (Group A) turnover rates and onboarding training satisfaction with a recent group (Group B) of new-hires’ and their onboarding satisfaction and turnover rate.

O (Outcomes to be measured)

Every project is required to have an evaluation plan.

          What outcomes are expected for your project?

          What outcomes will be measured?

          How do you plan to do this?

          Will you be using a tool?

          For doctoral projects that will use an established tool, be certain to include the published reliability and validity.

Be sure your outcomes link to the identified problem.

          How will you know if your intervention resulted in change?

          How do you plan to look at your data?

Note: If quantitative analysis is an appropriate outcome measurement, you may want to consult with your mentor or a statistician early in this process.

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