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  • 1.  Rounding on New Hires

    Posted 05-27-2022 09:08
    Edited by Jennifer Greer 05-27-2022 09:08
    We are evaluating some of our current processes. Curious what thoughts/conversation/feedback any of you have on the following: 

    1. Does anyone round on your new hires (RN, LPN, MA, etc.)?
    2. If yes, Who rounds on them?
    3. What frequency are they rounded on? (30, 60, 90?)
    4. What is the focus of rounding?
    5. Has it impacted your retention, or anything else? Other benefits? 


    Thanks!

    ------------------------------
    Jennifer Greer
    Manager Clinical Services
    OSF Medical Group and OSF Home Care
    Peoria IL
    ------------------------------


  • 2.  RE: Rounding on New Hires

    Posted 05-28-2022 08:59

    Dear Jennifer, 

     Rounding: We round on all new hires ( RN, LPN, MA, Clerical) within 8 weeks of their attending our outpatient orientation class. 

    Our rounding format is a combination of electronic and in person communications which include their preceptor and practice leader when possible. 

    Who rounds: The Outpatient Education Team 

     We have an education department of seven who serve 63 medical practice sites and the Cancer Center offices.

    • Two Nurse Informatics Specialists
    • Three Nurse Professional Development Practitioners
    • Two Professional Development Educators (Medical Assistant, Clerical Specialist)

    Focus: (Follow a check-in form) Skills achievement and development/ competency completion/advancement in orientation/barriers/ goals for next few weeks/ socialization

    Check -ins are built into all new hire classes which occur over their first year.  Examples include computer documentation, Excellence in Office Practice, Day 3 orientation, phlebotomy, CPR, and PPD. 

    Retention:  Staff turnover has increased dramatically since the pandemic. A common theme for leaving is lack of child care due to closed or restricted day care and remote schooling requirements. 

    Regards, 
    Sue 




    ------------------------------
    Susan McLeod MSN RN
    Outpt Edu Director
    MaineGeneral Med Ctr
    Smithfield ME
    207-872-1655
    ------------------------------

    Original Message


  • 3.  RE: Rounding on New Hires

    Posted 06-13-2022 14:04
    1. Yes, I round on all new hire MAs, RNs, and LPNs; I also round on all transfers to ensure they are progressing well in their new role/clinic
    2. I (Staff Development Specialist) set the meetings with each of the orientees; I always invite their direct supervisor, and in many clinics their primary preceptor can also join
    3. Varies.  I set the first meeting within the first 2 weeks (I check on them via email the first week).  Then I meet every 2-3 weeks until their general orientation requirements are met.  Their supervisor meets with them at 90 days.
    4. We discuss goals/progress of goals, tasks/skills that they have learned, and what is still needed for training.  We also discuss and review all documentation requirements and progress/completion.  
    5. TBD...  I would like to look at data, but have not to this point.

    ------------------------------
    Brittney Dees DNP RN CPN
    Staff Development Specialist
    UK Healthcare
    Berea KY
    (859)323-2452
    ------------------------------

    Original Message


  • 4.  RE: Rounding on New Hires

    Posted 06-14-2022 08:56

    1.     Yes, we (Clinical Educators) do 5 days of EHR training with new hires.  Then we have a Preceptee/Preceptor/Practice Manager/Clinical Educator Check-In at 30 days and 90 days.

    2.    We do the Check-Ins in-person as much as possible, but will use Webex to bring in anyone who has a day off or in another clinic for the day.

    3.    During 30 day rounding/check-in we ask questions:

    a.       What is going well, where are you excelling, what are you feeling comfortable with, what transferrable experience from previous positions have helped you be successful so far?

    b.      What areas are most challenging for you, what are areas that you need to continue to work on, are there any job aides, tools, or additional education needed in any area?

    c.       How are the weekly check-in & feedback with your preceptor going?

    d.      Any action plan that needs to be completed for success (learning certain set-ups, working with certain type of patients, etc)

    4.    During 90 day rounding/check-in we ask questions:

    a.       Same questions as above

    b.      Review the 30 day check-in areas that needed to be focused on, and how those needs were met?

    c.       Is the Orientation Checklist completed and ready to go to HR/Education File?

    d.      Are there any additional needs for success?

    e.      Preceptor shifts to Mentor/ Co-Worker role now

    5.    We don't have data from before we started our Preceptor Program.  But we are keeping track now.  Those you have left have reasons such as moving out of state, spouse's job change resulting in a change for them as well.

    6.    Overall, the new hires and preceptors have fully engaged and we have received great feedback from this structured approach.

    7.    We (Clinical Educators) are also doing intermittent, 1-2 times a year, preceptor professional growth workshops to keep them engaged, growing as leaders, and stressing the importance of their role.

     

    Michelle Aitkenhead, MACFM, BSN, R.N.

    Clinical Educator for Healthcare Centers

    Morris Hospital & Healthcare Centers

    150 W. High St., Morris, IL 60450

    Email: maitkenhead@morrishospital.org

    Ph: 815.705.7824

    "Coming Together is a Beginning; Keeping Together is Progress; Working Together is Success." Henry Ford

                                                           "Education is not the filling of a pail, but the lighting of a fire."

     

     

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    Original Message


  • 5.  RE: Rounding on New Hires

    Posted 06-14-2022 08:45
    Good morning,
    I am the educator for 72 or so ambulatory clinics in the southern region of my state. I am the only educator.
    Historically, I would follow up with new hires via email two weeks after hire.
    This summer, I am trialing follow up at 2 weeks via email, at 3 weeks in person and at 4 weeks via email. Am including the preceptor in this.
    I will follow up with all in the fall to get feedback. I am hopeful it will improve retention and decrease anxiety in the first month of hire. 
    Unfortunately, I did not get data prior to compare, although I can always get data from those who went through orientation early on in the year!

    I am very much interested in what other clinics do.

    ------------------------------
    Kathy Lacourse MSN, RN, AMB-BC
    Dartmouth Hitchcock Health
    Ambulatory Clinical Educator
    New Hampshire
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    Original Message


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