Nursing Orientation Program Builder: Tools for a Successful New Hire ProgramAdrianne E. Avillion, D.Ed, RN; Debbie Buchwach, BSN, RN-BC
Nursing Orientation from A to Z: Develop a dynamic new-hire program at your facility
Build an orientation program that meets the needs of your entire nursing staff
This binder and CD-ROM walk you through each step of a well-run orientation program so you can incorporate field-tested, evidence-based practices at your facility. Use this resource to evaluate your program outcomes, fulfill Joint Commission orientation requirements, train new graduates, and meet the needs of a diverse workforce.
This comprehensive resource provides you with: - A step-by-step description of a well-run orientation program that complies with Joint Commission requirements
- Best practices for designing individualized, competency-based, new-hire orientation programs
- Training materials for new graduates, experienced nurses, and nurses who were educated overseas
- A CD-ROM that contains more than 60 customizable forms and tools
Table of contentsSection 1: Pre-orientation
Chapter 1: Applicant Pool for New Employees
Chapter 2: Pre-hire Activities
Section 2: General Orientation
Chapter 3: Organizing General Orientation
Chapter 4: Mandatory Classes
Section 3: Departmental Orientation
Chapter 5: Individualizing Orientation
Chapter 6: Competency-Based Orientation
Chapter 7: Teaching Critical Thinking and Priority Setting
Chapter 8: Developing Leadership
Chapter 9: Reviewing Communication Skills During Orientation
Chapter 10: Ethical Dilemmas and Legal Considerations as Part of the Orientation Process
Chapter 11: Discussing Culture and Diversity
Chapter 12: Supporting New Graduate Nurses
Chapter 13: Evaluating the Effectiveness of Orientation: Satisfaction, Analysis, and the Influence of Four Generations
Section 4: Developing a Preceptor Program
Chapter 14: Precepting
Chapter 15: Mentoring
Section 5: Orientation of staff development specialists
Chapter 16: Using Staff Development Competencies
Chapter 17: Orientation of Staff Development Specialists
Chapter 18: Orientation for Staff Development Specialists: Selecting Candidates and Classifying Levels of Expertise
Learning Objectives: - Identify the reasons for the registered nurse (RN) shortage
- Discuss ways organizations can combat the RN shortage
- Discuss best practices for recruiting and hiring knowledge-based workers
- List the benefits of a detailed job description
- Describe how peers can be involved in the interview process
- Describe the goals of general orientation
- Identify best practices for general orientation
- Discuss the orientation guidelines or requirements of various regulatory bodies
- Examine how to identify individuals' orientation needs
- Discuss best practices for general orientation that prepares employees for unit-based orientation
- Discuss how to apply the principles of competency-based orientation
- Describe strategies to incorporate critical thinking into orientation
- Identify methodologies to incorporate priority setting into orientation
- Identify at least two techniques staff development professions can use to assist new nurses to become strong team members
- Define a basic leadership curriculum for new nurses
- Review the principles of good communication
- Incorporate communication skills into orientation
- Identify key documents that legally guide nursing practice
- Explain the elements of a professional malpractice lawsuit
- Discuss the concept of ethical nursing practice
- Incorporate ethical and legal scenarios into the orientation process
- Discuss the ethical considerations related to recruiting foreign-born nurses
- Examine best practices for orienting and onboarding foreign-born nurses
- Discuss best practices for supporting new-graduate nurses
- Describe ways of assessing orientee satisfaction with the orientation process
- Analyze pertinent statistical data as a means of evaluating orientation
- Assess the influence of generational characteristics on orientation
- Identify recommendations for orientation revision
- Describe the process for selecting and preparing preceptors
- Identify the risks and rewards of preceptorships and mentorships
- Discuss the differences between informal and formal mentorships
- Explain the benefits of entering the next level (mentorship) of professional nurse development during and/or following new-employee orientation
- Discuss how to use staff development competencies
- Discuss examples of critical-thinking exercises for each level of expertise
- Explain the rationale for choosing internal or external candidates
- Identify necessary credentials for staff development specialists
- Identify essential content for the orientation of staff development specialists
MAGNET(TM), MAGNET RECOGNITION PROGRAM(R), and ANCC MAGNET RECOGNITION(R) are trademarks of the American Nurses Credentialing Center (ANCC). The products and services of HCPro, Inc. and The Greeley Company are neither sponsored nor endorsed by the ANCC. The acronym "MRP" is not a trademark of HCPro or its parent company.
About the Author: Adrianne E. Avillion, DEd, RN, is the owner of Avillion's Curriculum Design in York, PA, and specializes in designing continuing education programs for healthcare professionals and freelance medical writing. She is the editor of the monthly journal Briefings on Evidence-Based Staff Development, and is a frequent presenter at NNSDO and various conferences and conventions devoted to continuing education and staff development.
Debbie Buchwach, MSN, RN-BC, is an education consultant in the Center for Learning and Change Management at the Oregon Health & Science University Hospital in Portland, OR. Buchwach develops curriculum for new employee orientation, preceptor training, new graduate nurse transitions, charge nurse, nursing leadership, and change management.
Contributing Authors: Barbara A. Brunt, MA, MN, RN-BC, is director of nursing education and staff development for Summa Health System Hospitals in Akron, OH. She served as section editor for the first and second editions of The Core Curriculum for Staff Development, published by the National Nursing Staff Development Organization (NNSDO).
Diana Swihart, PhD, DMin, MSN, CS, RN-BC, is the ANCC Magnet Recognition Program(R)* director at the Bay Pines VA Healthcare System, Bay Pines, FL. She is the author of Nurse Preceptor Program Builder: Tools for a Successful Preceptor Program, and speaks nationally on nursing topics.
Traci Hanlon, MN, RN, is the medical-surgical nurse educator for Providence St. Vincent Medical Center in Portland, OR, where she oversees the preceptor program. Hanlon spearheaded the development of preceptor programs in three large facilities in the Pacific Northwest.
Jo-Ann C. Byrne, RN, BS, MHSA, is the director of education and organizational development at St. Vincent's Healthcare in Jacksonville, FL, where she oversees all education, training development, and implementation activities for the hospital system.
