I was previously with the hospital NPD team as a Professional Development Specialist and we had a biweekly tool we used with our new hires (in particular with new graduates, not with folks like travelers who should already come in with a higher level of competency).
When I moved in ambulatory, I adapted it for use in the clinics because some of the line items were more hospital focused. Looking at it now (to put here), I'm making plans to meet with my team and do some revisions and make sure we're capturing items like our quality processes (HTN control- rechecking, recognizing when it needs to be rechecked; verbalizing follow-up for elevated a1c, utilizing our standing orders to close care gaps like mammography, immunizations, etc...). This document doesn't include specific skills, because those are noted in the regular competency-based orientation document that the clinical coach/preceptor should be signing off to note competency on things like IM injections, medication safety, specific quality items, etc...
I'm pasting a sample that we use in our new leader orientation, showing how the document should be used. This also allows us the extra documentation to support the need for a longer orientation or if a move to a different specialty is indicated this document can help support that. The document uses the term "coach", which is a nod to the term clinical coach, which is what our organization calls preceptors.
Our HR also reviewed the key for the levels of success (needs improvement, fulfills expectations, exceeds expectations).
Upon completion of orientation, this document should be saved in the employee file with their main competency-based orientation document.
------------------------------
Andrea Kelly MSN, RN, NE-BC, NPD-BC
Director, Education and Professional Development
ECU Health Physicians
Greenville NC
------------------------------