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TERRY PAYLOR RN CLINICAL SERVICE DIRECTOR
NEWCOURTLAND LIFE
Mary LaMarra RN M.Ed Clinical Project Manager Nursing
PACE of East Boston
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RETENTION
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The battle to attract and retain talent in nursing is a struggle that literally has no foreseeable end!
The problem continues to escalate in size due to baby boomers retiring.
Recruiting and retention budgets for healthcare organizations have not kept pace.
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Employee referral program
Proactive referrals
Give Me 5
Reference referrals
Ask customers. Ask strategic partners, vendors, consultants, and suppliers to be referral sources (when there’s no conflict of interest).
Ask during the interview. Ask the best interviewees for the names of other good individuals who they know during the interview. If you ask enough interviewees, you will get a pretty good list of top names.
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What does the nurse candidate know about theorganization?
What are the nurses’ present and future goals?
Select the right nurse for the right position.
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Peer interviews. Many healthcare organizations have found that they get a significantly higher acceptance rate if candidates are interviewed primarily by the individuals with whom they will work directly.
Peers know the job, they can be more convincing and at the same time explain exactly what the job entails.
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The first few days on the job will create lasting impressions.
It could form the foundation for the employees’ work habits for years to come.
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The goal of nursing orientation is to ensure that orientees receive consistent information regarding policies, procedures, standards and documentation to support practice.
Identify needed resources
Identify a support system
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Review the principles of good communication
Incorporate communication skills into orientation
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PACE
Organization
Vision
Mission
Values
Strategic
Goals
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Geared toward creatively using existing resources to meet the demands of PACE.
Detailed job description.
Describe the goals and expectation of general orientation.
Discuss the orientation guidelines and requirements of various regulatory bodies.
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Day 1A successful new hire orientation requires planning, execution, and follow-up of learning experiences with the new employee from the first contact.
Orientations are meant to welcome new hires; to provide positive attitudes and skills for successful transition and integration into your organization.
Greet new nurse at the door.
Introduce the new nurse to the organization and work environments, coworkers, and leadership; this will remove the mystery of their new roles, assignments, and responsibilities.
Integrated experience: Be positive and upbeat.
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If orientation is scheduled for several days, on the last day make sure you meet with new employee to see if all their needs were met
A proper orientation will be the first gift you give to your new employee but will be one of your best investments
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Let New employee know your expectations
When possible, find out their learning style
If certain forms are used have a packet ready so they can review
Debrief at the end of the day to see if they need any additional training for material of that day
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Technical Training: Computers
Quality Training: Initiatives of Organization
Skills Training/Assessment of Skills
Soft Skills: Often not addressed but extremely important
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Communication
Team work
Adaptability
Critical thinking
Conflict resolution
MAY BE ASSESSED OVER FIRST FEW MONTHS AND THEN TAUGHT IF NEEDED
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Communication Conflict resolution
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TEAM WORK ADAPTABILITY
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CRITICAL THINKING
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Training on your EMR
Assessment times
Specific state and federal regulations that may directly affect them (time frames for CP)
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THE PACE EYE
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The biggest difference
between PACE and other
insurance or medical providers
WE ARE BOTH
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NEED WANT
Necessity arising from the circumstances of a situation or case
Will it have a positive effect on the participants health
Will it ultimately avoid a ER or hospitalization
Will it decrease care giver stress keeping participant in community
Is something you would like to have but is not a necessity
Something that a participant desires
What is the reason behind the request
Does it benefit the participants health
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IDT MULTIDISCIPLINARY
WORKS TOGETHER
SHARES IDEAS
ONE COMMON GOAL
FOSTERS UNDERSTANDING AND COMPROMISE
Approaches and utilizes the skills and experience of individuals from different disciplines, with each discipline approaching the patient from their own perspective
Goals focused more on their own discipline
Fosters Individuality
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Assessments
Care Plans
Reassessments Progress Notes
Grievances
RCA
Incident Reports
LEVEL II
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What better way then spending time with each
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Orientation starts at the interview
Communication is an important tool in both orientation and training
A positive orientation and training will lay a good foundation for new employee and possible assist with retention
Basic training is important but PACE training is necessary
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STANDARD CRITERIA FOR SOMEONE APPLYING TO A PACE ORGANIZATION IS SOME LONG TERM CARE EXPERIENCE, WHAT OTHER CRITERIA SHOULD WE BE LOOKING FOR?
ACUTE CARE
OUT PATIENT OFFICE
TRIAGE CENTER
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55 Low-Cost Ways to Recruit Nurses. (2007). from http://www.eremedia.com/ere/55-low-cost-ways-to-recruit-nurses
Meeting challenges when building and implementing a successful orientation program -www.strategiesfornursemanagers.com © 2016 from. http://www.strategiesfornursemanagers.com/content.cfm?content_id=246820