New graduate RN retention in the first year of employment is a challenge for hospitals, ranging from a low of 25% to a high of 64%. he objectives of this study were to determine the retention and costs associated with the employment of new graduate RNs before and after the initiation of a specialized year-long critical care orientation program. Retention was compared between two independent groups of graduate RNs in the critical care units of two tertiary hospitals in a multi-hospital health care system in metropolitan New York. The major study findings were a significant difference in retention between the two groups at 3 months, 9 months, and 12 months, and an annual financial savings related to decreased nursing turnover. Specialized orientation programs that support new graduate RNs have documented increased retention and decreased turnover. Health care finances are positively impacted by specialized orientation programs.