At King’s Grant, excellence in resident care begins long before a nurse or caregiver steps onto the floor. It starts with how new team members are welcomed, supported, and trained. Recognizing the importance of those first days and weeks, the community is launching a new onboarding and mentorship program designed to build confidence, strengthen skills, and foster a lasting sense of belonging among healthcare staff.
When Lavar Pinchback, RN Supervisor at King’s Grant, attended a national training conference for directors of nursing in Jacksonville this summer, he didn’t expect one session to spark a complete reimagining of how the community welcomes new clinical staff. But as he listened to a presentation on onboarding, he realized something was missing back home.
“A lightbulb went off and I said to myself, ‘King’s Grant really doesn’t have a standard for how long someone should receive training,’” Pinchback recalls. “We often gather feedback from employees saying a skill or topic wasn’t covered during orientation. I saw this as an opportunity for improvement. I want all nursing employees to feel secure in their roles.”
That conviction has led to the development of a new, multi-phase onboarding and mentorship program for CNAs, RMAs, and nurses at King’s Grant—one that extends far beyond the traditional two-week shadowing period.
A New Standard for Training
The new process stretches across five phases, beginning with two days of classroom instruction. During this time, new hires learn not only technical systems like PointClickCare and OnShift, but also policies, procedures, and the expectations that shape professionalism at King’s Grant.
From there, training moves through observation, hands-on practice, and finally a “role switch,” where the new hire takes the lead while a preceptor provides guidance. The final step is a written evaluation to ensure competence before an employee begins working independently.
Built into each stage is intentional support. “The primary goal is for new hires to feel confident and competent in their roles,” Pinchback explains. “I want them to say, ‘King’s Grant really cares about my success here.’ At the same time, we hope this will improve retention. Did you know up to 20% of new employees leave within 45 days of hire, and up to 50% leave within 18 months? In long-term care, those numbers are even higher. We want to change that story.”
The Power of Mentorship
A hallmark of the new process is the introduction of dedicated mentors for each new team member. Unlike preceptors, who focus on day-to-day training, mentors are chosen for their job performance, positive attitude, and embodiment of King’s Grant’s SHINE values: Service before self, Hospitality with heart, Inspiring excellence, Nothing less than the best, and Enjoy your journey.
“The mentor serves as a role model who can provide guidance, support, and advice,” Pinchback says. “When you first start nursing, you’re nervous. I know I was. Having somebody who’s been there takes some of that nervousness away. People feed off positive energy, and hopefully a strong role model will inspire new hires.”
Looking Ahead
As RN Supervisor, Pinchback will oversee the entire program, checking in with both mentors and mentees, completing competency checklists, and gathering feedback through surveys. The goal is not only to strengthen skills but to build a culture of collaboration and belonging.
“If an employee has a great onboarding experience, I believe they will stay,” he says. “I’m optimistic this will affect team culture as well, by enhancing collaboration and giving new hires a true sense of belonging.”
While the program is currently focused on clinical staff, Pinchback sees potential for expansion in the future. For now, he is energized by the work at hand. “After I left the conference, I was motivated. The class ignited a flame within me. I said, ‘There is work to be done!’ It may take some time, but we’ll get there. I’m excited to grow in my role and provide new hires a positive and productive onboarding process.”
