Preceptorship Models That Work for Home Health Agencies of Any Size

High turnover rates, staffing shortages, and increased pressure to achieve better outcomes at a lower cost are reshaping the home health landscape. With larger numbers of medically complex patients opting for care at home and more new graduates entering the field, agencies face increasing expectations to accelerate onboarding without compromising safety, compliance, or quality.¹

Strong preceptorship programs are one of the most effective strategies for meeting these challenges. Whether your agency is a large system with multiple locations or a small team serving a single community, peer mentorship gives new clinicians the support, training, and competence they need to thrive.

In this article, we explore two effective preceptorship models—one for larger organizations based on a successful program implemented by Well Care Health, and one for small- to medium-sized agencies. We also offer practical training resources to help any home health team launch or strengthen their own preceptorship program.

The Key Benefits of Preceptorship for Agencies of All Sizes

Preceptor programs benefit organizations, clinicians, and patients alike—regardless of agency size or resources. A high-quality program can provide: 

• Faster, more effective onboarding. New clinicians master key skills faster with one-on-one field mentorship, guided practice, and personalized feedback. 

• Higher confidence and competence. Peer support helps clinicians feel prepared, reducing anxiety and preventing early turnover.

• Protection from compliance risks. Field oversight ensures wound care, documentation, OASIS accuracy, and infection-control skills are performed correctly from the beginning.

• Better patient experience. When preceptors teach using consistent best practices, patients receive more reliable, high-quality care.

• Significant ROI. Well Care Health achieved stronger staff retention and more consistent performance after implementing its preceptorship program.
  

Model 1: Comprehensive Preceptorship for Larger Organizations

Well Care Health—a five-star-rated home health and hospice organization operating in North and South Carolina—developed a robust, laddered preceptor framework to better support onboarding across five active branches and nearly 1,000 employees. Their goal was to improve staff retention, confidence, and competency among clinicians during the onboarding process. Their preceptor program model includes: 

Program Structure

Formal Preceptor Ladder

Well Care created two preceptor levels, each with clear expectations, education pathways, and compensation tiers:

Preceptor I

• Eligible after 90 days of employment

• Completes a Medbridge preceptor training module

• Supports ride-alongs for administrative staff, student observers, and prospective hires

• Maintains standard productivity
  

Preceptor II

• Requires manager recommendation, candidate statement, and observed evaluation

• Completes advanced preceptor coursework through Medbridge

• Serves as primary preceptor for new clinicians

• Conducts field mentoring, skills validation, and feedback

• Receives higher pay differential

• Encouraged to scale back regular workload in order to sufficiently prioritize training during onboarding sessions

Selective Application and Interview

Candidates must demonstrate reliability, clinical excellence, strong communication skills, and commitment to mentoring. Managers submit evaluations and recommendations to ensure preceptors reflect organizational values and best practices.

Hybrid Orientation Structure

Well Care uses a hybrid onboarding model combining:

• Live virtual classroom learning

• Discipline-specific Medbridge courses

• Online EMR practice through Homecare Homebase

• Structured field preceptorship

• Digital tracking of skills and milestones
  
  

Ongoing Support and Progress Tracking

Well Care emphasizes transparency, consistency, and support across the onboarding period with:

• Weekly one-on-one check-ins with education and managers

• Productivity taper schedule to avoid overwhelming new hires

• Field skills validation, including high-risk skills

• Annual skills revalidation for all clinicians

• Recognition tools such as badge identifiers and advancement opportunities
  
  

This model is well-suited to larger organizations looking to standardize training across multiple locations and for complex patient populations.

Model 2: The Streamlined Approach for Small to Midsize Agencies

Smaller organizations often lack the staff or budget to build a multi-tiered preceptorship ladder, but they can still achieve excellent outcomes with a peer preceptorship model. This second model is designed for agencies that need an efficient, affordable way to accelerate onboarding while maintaining quality standards.

Program Structure

Preceptor Selection Based on Simple Criteria

Choose clinicians who demonstrate strong clinical skills, communicate reliably, show genuine interest in mentoring, and uphold agency standards in documentation, care quality, and professionalism. A brief interview or manager nomination is usually sufficient.

Foundational Preceptor Training

Have clinicians begin a high-quality preceptor course series, such as Medbridge’s Mentoring in Action: Essential Skills for Home Health Preceptors, which covers the fundamentals of teaching and learning strategies, time management, conflict resolution, providing effective feedback, and communication in challenging environments. Encourage preceptors to start with one course as time allows, complete the full series over time, and integrate the learning directly into their mentoring practice.

Clarify the role early by outlining expectations, responsibilities, and the specific skills preceptors are expected to model for new clinicians. A simple self-assessment can help preceptors reflect on their strengths and areas for growth, allowing agencies to tailor training and support to each clinician’s needs.

Pairing New Hires with Peer Mentors

New clinicians should spend two to three weeks in the field with their assigned peer preceptor for joint visits, shadowing, select supervised visits, and gradual handoff of responsibility. To maintain training consistency, ensure that preceptors use a digital checklist of core skills.

Light but Consistent Oversight

Short weekly debriefs between managers and preceptors help track progress and allow for questions, while easy-to-use tools like Medbridge Skills make it simple to identify gaps in documentation or clinical skills. With this ongoing visibility, managers can adjust field time as needed to ensure new clinicians feel supported and fully prepared for independent practice.

Recognition and Low-Cost Incentives

Even without formal ladders, agencies can boost preceptor engagement through public recognition at staff meetings, shout-outs in email or newsletters, CEU credits, gift cards, or special name badges or lanyards. These small gestures help maintain morale and reinforce the importance of clinical mentorship.

Why This Model Is Effective

This more streamlined model offers: 

• Minimal added cost

• Faster onboarding compared to a less structured shadowing approach

• Higher confidence among new clinicians

• Better documentation quality

• Reduced errors 

• Stronger sense of team cohesion

• Better staff retention
  

Training Your Preceptors: Core Competencies for Success

Regardless of model, preceptors need high-quality training in:

• Coaching and feedback: How to deliver supportive, actionable guidance in real-time.

• Adult learning theory: Understanding how clinicians learn best in practice-based environments.

• Clinical leadership and communication: Modeling professionalism, safe practice, and strong documentation.

• Patient safety and decision-making: Helping new staff navigate unpredictable home environments.

Recommended Medbridge Training

Medbridge offers a comprehensive certificate program for preceptors, Mentoring in Action: Essential Skills for Home Health Preceptors. This end-to-end series covers 24 courses and 9 continuing education hours, engaging preceptors in evidence-based mentorship strategies specific to the home health environment. Courses can be taken individually or as a full guided program, and feature skills that would fit into either preceptor model discussed here. 

Topics include feedback and coaching, adult learning styles, time management in dual roles, and navigating complex patient/family dynamics. With interactive case studies, self-assessment tools, and a built-in skills checklist, the program empowers preceptors with structured tools to mentor confidently, support new clinicians more effectively, and ultimately improve patient care and team competency. 

Conclusion

No matter your agency’s size, a high-quality preceptorship program that gives preceptors the tools they need to keep training efficient and standardized can dramatically improve onboarding speed, field readiness, care quality, and staff retention.

Large organizations can benefit from comprehensive laddered models like the one Well Care Health uses, with formal training pathways, tiered compensation, and more robust oversight. Small to mid-sized agencies can achieve excellent results with a streamlined peer preceptor approach that emphasizes mentorship, skills checklists, and weekly check-ins.

With intentional training and the right tools, every home health agency can cultivate a culture of support that empowers clinicians, strengthens patient outcomes, and creates a more resilient workforce.

References

1. https://homehealthcarenews.com/2024/01/home-health-agencies-grapple-with-acuity-creep-as-patient-needs-become-more-complex/