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Ministry Of Health, General Directorate Of Nursing

anual of

ursing

olicies and

rocedures

Prepared by:

Nursing Policies and Procedures’ Committee 2011

Supervised by:

Dr. Munira Al Oseimy

General Director of Nursing-MOH

2nd Edition NURSING EDUCATION

Ministry of Health, General Nursing AdministrationFunctions and Duties Policies and Procedures______________________________________________GENERAL NURSING: NURSING EDUCATION

TABLE OF CONTENTS

S.N POLICY TITLE INDEXNUMBER

1. NURSING EDUCATION POLICY AND PROCEDURE GNR-07-01

2. NURSING ORIENTATION GNR-07-02

3. NURSING COMPETENCY ASSESSMENT GNR-07-03

4. PRECEPTORSHIP GNR-07-04


TABLE OF CONTENTS







TABLE OF CONTENTS






Ministry of Health, General Nursing AdministrationFunctions and Duties Policies and Procedures______________________________________________NURSING: EDUCATION

INTERNAL POLICY AND PROCEDURENURSINGAPPLIES TO:GNR-07-01POLICY NUMBER:

DPP NURSING EDUCATION POLICY AND PROCEDURETITLE:

EFFECTIVE DATE:APPROVAL DATE:

1 of 8NUMBER OF PAGESDUE FOR REVIEW:

1.0 PURPOSE1.1 To sustain the nursing mission and values and maintain quality services.

1.2 To provide nurses with up-to-date knowledge and skills in order to promote a learning culture and

improve

work efficiency and effectiveness through in-service program

1.3 To facilitate the provision of holistic care by cultivating insights and clarifying with nurses their

responsibilities and commitments and skills in their expanding roles through education and

supervision.

To build a culture of continuous learning, nurses are encourage to attend formal courses or

conferences/seminars/workshops to maximize their potential and further enhance their

knowledge and skills through external courses.

2.0 DEFINITION2.1 Educational Session: The assembly of attendees for the purposes of education.

2.2 In-service: An educational session given at unit level for a period of up to one hour.

2.3 Course: An educational session with a prescribed curriculum which may have

an

experiential component.

2.4 Workshop: An experiential educational session in the clinical skills

laboratories.

2.5 Pre reading material: Reading that must be completed prior to an educational session.

2.6 Lecture: An educational session for a period of one to two hours for greater

than 20

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participants.

2.7 Attendee: A person who is present at an educational session.

2.8 Examination: A set of questions or exercises testing knowledge or skill.

2.9 Proctoring: Supervision of an examination.

2.10 Prerequisite: Required or necessary as a prior condition.

2.11 No Shows: Booked but did not show.

2.12 Latecomers: More than 10 minutes late for a booked session.

2.13 Paid education time: Paid or on-duty time granted to complete required and mandatory education

activities.

2.14 Required education activities : Education which is deemed necessary by nursing education for

nursing staff

in various area of the hospital.

2.15 Mandatory activities: Education which is considered compulsory according MOH & CBAHI and

Cross-training program: Cross-training program creates opportunities for the nurses to acquire multi-

skills and assists them to work competently in different specialty areas.

3.0 RESPONSIBILITIES3 .1 All Nursing Personnel.

4.0 POLICY4.1 Nursing education develop a yearly continuous plan based on scope of service division as well the

needs.

4.2 Nursing education will implement and monitors educational activities on continuous based

4.3 Nursing supervisor are encourage to develop in-service under supervision of nursing education .

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5.4 Nursing supervisor and head nurse will be granted education time either by release of duty or by

payment for using ‘own’ time to complete required activities as well CME hours.

4.4 Continuous Nursing Education CNE:

5.4.1 Ongoing continuous program is planned for the whole year by nursing education unit.

5.4.2 Education program include but not limited to : health promotion and prevention, occupational

safety

and health, spiritual and legal aspects, infection control, continuous quality improvement,

management courses or lecture, nursing skills and standards, and other job-related training .

4.4.3 Continuous nursing education will be evaluated through nursing education follow up

departmental

round camping , skill lab and monitoring competency with nursing supervisors.

4.5 In-service Training Program:

4.1 In-service training program include on topics as policies and procedures, guidelines review,

equipment,

operational drill and, specific topics arrange according to the specialty and specific staff

needs.

4.2 Nursing supervisor and head nurses jointly play an important role in planning and

implementing these

learning activities with cooperation of clinical instructor .

4.3 The over all in-service programs will be evaluated at the end of the year by nursing supervisor

to obtain

outcome from staff performance.

5.4 Nursing education will receives the yearly in-service program from all nursing supervisors

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beginning of

each year to complete and finalize accreditation process

4.5 External Courses:

4.5.1 Nurses can attend external activities to build a culture of continuous learning .

4.5.2 Nurses are encouraged to attend formal course or conferences/seminars/workshops to

maximize their potential and further enhance their knowledge and skills.

4.5.4 Study leave days for each staff are 14 days per a year.( depend to hospital /human recourse

policy)

4.5.5 the nurse must give a brief summary about the attended educational activity to her /his head

nurse /nursing supervisor.

4.6 Cross-Training Program:

4.6.2 Clear training objectives must be written by head nurse / nursing supervisor and to be send

to the requested area of training .

4.6.2 Preceptors facilitate learning and training activities to the cross training nurse .

4.6.3 The preceptors must ensure that effective orientation for the trainer is given completely.

4.6.4 The head nurse should do complete the competency in the training area to be sure that allobjectives is covered during the training period

4.6.5 Original of Cross training objectives, and competency must be kept in unit staff file and list of cross

trained nurse in nursing office and nursing education unit.

5.0 PROCEDURES RATIONALE

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5.1 Notification of Educational Sessions:

5.1.1 Nursing Education will

disseminate educational session information

to nursing supervisor via

monthly CNE or external program.

5.2 Nominations:

5.2.1 Staff nominations for scheduled

courses and workshops will be done

through Head Nurses, and

nurse supervisor .

5.2.2 Nursing education coordinator will

confirm booking to Head Nurses, or

nursing supervisors .

5.2 Booking of an Educational Session:

5.3.1 Detailed education applications form (7)

should be submitted to the nursing

education unit after approval and

signature of head nurse ,nursing

supervisor and Nursing director .

5.4 Coordination:

5.4.1 All internal and external education

will be coordinated by Nursing Education

unit.

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5.5 Cancellations:

5.5.1 Late cancellations for external

activates must provide a sick leave report or written

notification from

nursing supervisor and must indicate

reason .

5.52 Cancellation without notification

and ‘no show’ staff will not have chance to

attend external

activity for 6 month

5.5.3 Nursing education may cancel an

educational lecture due to insufficient

attendee numbers or

after 15 mins from the lecture

time .

5.5.4 Nursing education coordinator will

notify nursing supervisor in case of lecture

or activity

Cancellations or postponed.

5.5.5 written notification will be in the

area of activity.

5.6 Attendance, Latecomers and ‘No

shows :

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5.6.1 Attendees are required to attend all

sessions of activity on time and complete

uniform.

5.6.3 The lecturer has the right to request

attendees who exhibit disruptive behavior to

leave the class.

5.6.4 The lecturer will not start the lecture if

the attendees are less than eight staff.

5.7 Certification :

6.7.1 Certificate copy of attendanceactivity should be submitted to nursingeducation unit within 3 days after the andanther permanent in the nurse personal fileand unit file.

6.0. MATERIALS & EQUIPMENT

N/A

7.0 ATTACHMENTS

8.0 REFERENCES

8.1 King Fisal Hospital and Reserch Center, Jeddah, MCO-NA-NAA-01-0128.2 Continuing Nursing Educatio in Tsuen Wan Adventist Hospital8.3 NURSING EDUCATION POLICY AND PROCEDURE KING FAHD HOSPITAL JEDDAH 2010 NRS-IPP-EDU-001E(1)

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NAME: DATE

PREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010

General Directorate Of Nurs-ing- MOH.KSA 2010

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DPP NURSING ORIENTATIONTITLE:



1.0 PURPOSE

1.1 To assist staff in understanding institutional values and culture to encourage commitment to theinstitution.

1.2 To familiarizes staff with their jobs and work environment, and promotes safe effective

job performance.

2.0 DEFINITION

2.1 O.B.C: Orientation Based Competency.

2.2 U.S.S.C: Unit Specific Skill Competency.

2.3 U.O.P: Unit Orientation Program. It’s a program prepared for the new staff nurse to develop a

training and orientation plan according to his/her need

2.4 Proportionaly period: A period during which a new employee is tried for capability of doing his or her job

3.0 RESPONSIBILITIESNursing Education Unit, Nursing Supervisors, Head Nurses, and Staff nurse.

4.0 POLICY

4.1 New staff should complete and attend all required orientation program hospital, nursing and

unit orientation program prior to being scheduled to work independently.

4.2 Orientation program will includes but not limited to (program attached)

4.2.1 Nursing mission, vision, values, goals, organizational chart of the Nursing Service Department.

4.2.2 Nursing professional role and responsibility.

4.2.3 Overview of nursing system, policy and procedures.

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4.2.4 Individual explanation of the job descriptions.

4.3 Attendance of nursing orientation should be documented in the Orientation Based Competency

(OBC).

4.4 Unit orientation program (U.O.P)must be arrange by head nurse for each new staff nurse arrived

the unit.

4.5 Nursing staff who transfers from one unit to another must have and complete (UOP) within 3

months .

4.6 New staff nurse should have three months orientation continuous under supervision of head nurse and

nursing supervisor.

5.0 PROCEDURES RATIONALE

5.1 Nursing Education Unit :

5.1.1 Complete all initial process for new

staff nurses when arrival to nursing education

which are:

5.1.2 Initial performance evaluation.

5.1.3 Hospital tour

5.1.4 Conduct one week orientation

program at the first week from each hejirah

month.

5.1.5 Follow up new staff with head nurses

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during 3 months of orientation period.

5.1.6 Assists in development and

implementation of a plan to address

identified concerns in conjunction

with head nurse, preceptor and

preceptee .

5.1.7 Monitor and review OBC for the new

staff during and after the probationary

period.

5.2 Nursing Supervisors:

5.2.1 Ensure that all nurses attended hospital

and nursing orientation program.

5.2.2 Receive the new staff from nursing

department to assigned her/him to

unit according to the Needs

5.2.3 Submit evaluation report to nursing

education unit for staff who required

reevaluation after 3 months based on

their initial evaluation.

5.2 Head Nurse:

5.2.1 Ensure that the new staff have

scheduled to attend the hospital

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nursing orientation program.

5.2.2 Head nurse shall ensure that each new

nurse is provided by (O.B.C.) and

(U.S.S.C.) .

5.2.3 Head nurse shall perceived the level

of expertise of new staff as a basis for

identification of learning needs during

the probationary period. This will be

used in planning the unit orientation

program.

5.2.4 Head nurse will assign the new staff

with preceptor from the first day

joined the unit.

5.2.5 Head Nurse will meet individually

with the new staff on a schedules

weekly basis. In addition, the head

Nurse will meet jointly with the new

nurse and preceptor at least once and

more often as needed during the unit

orientation. The unit clinical

instructors shall be included as

needed. The purpose of the meeting is

to:

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5.2.5.1 Review progress during the orientation

period.

5.2.5.2 Identify strengths and weaknesses of

the orientee, including:

5.2.5.2.1 Communication abilities

with patients, families & staff

5.2.5.2.2 Problem solving/critical

thinking skills.

5.2.5.2.3 Adherence to policies.

5.2.5.3 Discuss any problems and/or

concerns which may have occurred

during the orientation period.

5.2.5.4 Assist the orientee in developing

realistic goals and objectives for

professional growth.

5.3.5.5 Ensure that (OBC, USSC)

checklists are completed and met the

required competencies within the

probationary period .

5.2.6 Write training education plan to improve

the weak points found in new staff

performance.

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5.4 New Staff :

5.4.1 Ensure that she/he attended the

hospital and nursing orientation program .

5.4.2 Seek information to enhance his /her

performance during probationary period .

5.4 3 Complete and returnappropriate personnel forms.


N/A

7.0 ATTACHMENTS

7.1 OBC Form

7.2 USSC Form

7.3 Annual Assessment form

8.0 REFERENCES٨٫١NURSING ORIENTATION KINH FAHD HOSPITAL -JEDDAH 2010G NRS-IPP-EDU

003E(3)8.2 Central Board Accreditation Health Institution Standard.8.3 National training system.Glossary.Retrived May 8,2006 .

-ssues*nts/glo/atoe.htm3Glossaryikills/policy issues reviews/keyshttp://www.dest.gov.au/sectos/trainingC

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http://www.dest.gov.au/sectos/training






NAME: DATE



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DPP NURSING COMPETENCY ASSESSMENTTITLE:



1.0 PURPOSE1.1 To establish a plan t assess ongoing competency of nursing personnel functioning NA, RN,

Nurse

1.2 To ensure all nurses who are patient care providers are competent to perform assignedresponsibilities in their specific areas of clinical practice.

1.3 To identify strengths or deficiencies in individuals and plan either corrective action oreducational objectives to monitor progress and development.

2.0 DEFINITION

2.1 Competency: is the potential ability to integrate the knowledge, skills, and attitudes required for

performance in a designed role or sitting, where is competency the demonstrated ability to integrate

the knowledge, skills, and attitudes required for such performance functioning NA, RN, Nurse

managers

2.2 Competency assessment: is an ongoing process of initial development, maintenance of knowledge

and skills, educational consultation, remediation, and redevelopment.

2.3 Assessment: determine the extent to which an individual reaches the desired level of competence

in skill, knowledge, understanding or attitudes in relation to a specified goal. Assessment measures

the integration and application of theory to patient care learned throughout the programmed and

requires the candidate

nurse to demonstrate proficiency within practice through the achievement of learning outcomes.

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2.4 Action plan: Is a plan drawn up by the assessor/evaluator , candidate nurse and the verifier to

facilitate and

monitor the achievement of competency. It is initiated if necessary at the intermediate meeting

problem areas identified.

2.5 OBC: Orientation based competency

2.6 USSC: Unit specific skill competency

2.7 ACA: Annual Competency Assessment

2.8 CBA : Competency Based Assessment

3.0 RESPONSIBILITIES

4.0 POLICY4.1 Nursing competencies shall include probationary assessment, unit specific skill

assessment, for new staff, competency based skill assessment, and yearly assessment.

4.2 Competency based assessment review will be on an ongoing basis every two years and or asneeded according to staff needs to ensure that nursing skills and knowledge remain current.

4.3 Competence must be done based on training, education and experience and to be assessed atthe time individuals are hired and at regular intervals thereafter to ensure that individualshave adequate knowledge and skills to perform their duties.

4.4 Senior nurses who are recognize certifies expert in the field or skill are required to involve in

competency based nursing program.

4.5 Nursing supervisor, head nurses, nursing education and clinical instructors are required toassess,

maintain, demonstrate, track, and improve the competence of the staff as well asdevelopment of competencies.

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4.6 Head nurse, Nursing supervisors and Clinical Instructors are responsible to conductcompetency assessment.

4.7 Competency assessment shall be involves more than a checklist and a test.

4.8 Competency assessment must be done according to nursing skills performed in the units withthe

corresponding frequency and risk rating.

5.0 PROCEDURES RATIONALE5.1 Staff will receive the appropriate competencyform as following:

5.1.1 (OBC) from Nursing EducationDepartment on the first day of Employment.

5.1.2 (USSC) from Head Nurse or designeeon the first day of joining

the clinical area.

5.2 Orientation Based Competency (OBC)and Unit Specific Skills Competency(USSC) should be doneduring the three months of

probationary period.

5.3 Annual Competency Assessment Tool(ACA) should be attached with yearly evaluationform for all MOH,

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PIO and Company staff nurses and beforerenewal of contract for none Saudi nurses.

5.3 Competency based assessment(CBA)will done to ensure that nursing skillsand knowledge remain

current.

5.5 Competency Completion:

5.5.1 Prior to beginning (OBC) and(USSC), the orientee will complete a Self-Assessment by checking the

appropriate box under the self-assessment column indicating their level ofexpertise/experience (“no

experience”, “limited experience”, or“competent”) for each topic listed on thechecklist.

5.5.1 The preceptor and the orientee willreview the orientee’s perceived level ofexpertise as a basis for

identification of learning needs. Thiswill be used in planning the unit-basedorientation.

5.5.3 The preceptor will date and initialthe individual topics/skills whencompetency in that topic/skill hasbeen demonstrated according to anidentified standard. The preceptoridentifies the method by whichvalidation of the competency wasachieved, using the code described

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on the competency checklist.

5.5.4 (CBA) will be done by observingnurses performance, (test, returndemonstration, ect.) to evaluatethe nurse's knowledge of how to

perform the procedures listed on thechecklist according to the

standards.

5.5.5 The annual competency componentsdepend on the job and responsibilityof the staff. The requiredcompetencies for each nursing staffposition indicated in the attachedtable.

6 Each employee is accountable formaintaining competence throughpractice and education.

7 An employee who is unsuccessful in meetingperformance criteria of a competency(score < 3) the head nurse and nursingsupervisor should put educational actionplan to improve the skill of the staff.

8 If changes in assignments such as floating,transfers and unit modification aremade, the staff home unit may berequested to provide evidence ofcompetency. It is the responsibility ofthe unit of which reassigned staff isworking to ensure competency of that

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member to work in their unit.

9 The competency records are maintained inthe employee's unit personal file.


N/A

7.0 ATTACHMENTS7.1 Orientation Base Competency (OBC)

7.2 Unit Specific Skill Competency (USSC)

7.3 Annual Competency Assessment Tool (ACA)

7.4 Annual Competency requirement Table

8.0 REFERENCES8.1 LSUHSC-Shreveport, Louisiana – Nursing Policy

8.2 John Dempsey Hospital –Nursing Policy

8.3 Nursing competency assessment king fahd hospital –jeddah 2010 G. NRS-IPP-PRC

NAME: DATEPREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010-General Directorate Of

Nurs-ing- MOH.KSA 2010

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DPP PRECEPTORSHIPTITLE:



1.0 PURPOSE

To facilitate the integration of newly employed nursing staff into the role and responsibilities in

the work setting

2.0 DEFINITION

2.1 Preceptorship: An organized instructional program in which an experience staff nurse facilitates theintegration of a new staff member into role, responsibilities in the job description.

2.2 Preceptor: An experienced proficient staff nurse who orients new staff to their role andresponsibilities on their assigned unit; policies, procedures and unit standards, culture andnorms of their patients and the work place.

2.3 Preceptee: A newly hired staff member who completes a period of preceptorship during orientationto an assigned unit.

2.4 U.O.P: Unit Orientation Program. It’s a program prepared for the new staff nurse to develop atraining and orientation plan according to his/her need

2.5 O.B.C: Orientation Based Competency.

2.6 Preceptor evaluation: Evaluation provides preceptors constructive feedback about their performance as a preceptor andallows for skill development.

3.0 RESPONSIBILITIES3.1 Nursing Education Unit, Head nurse, Unit preceptor and New staff nurse.

4.0 POLICY4.1 Selection criteria of preceptor is as follows:

4.1.1 Selected and approved by the Head Nurse to be precept.

4.1.2 Senior nurse has minimum one year experience in the area where precepting

will occur.

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4.1.3 Demonstrates proficient clinical practice, which is defined as: the ability to

recognise pertinent and important aspects of the work situation or patient care

situation and manage effectively.

4.1.4 Consistently functions as a professional role model by supporting the mission,

vision and goals of the hospital, and nursing department.

4.1.5 Successfully completes the Preceptor Course and checklist.

4.1.6 Anticipates an additional one-year of employment on the current unit after

completion of the Preceptor Course.

4.2 Nursing education Conduct preceptorship course to prepare staff nurses to function as a nurse

preceptors, in addition to provide feedback and course result to nursing director.

4.3 Nursing education shall meet at least twice a year to support activities for unit preceptors .

4.4 Nursing administration shall provide administrative support required for counselling and

problem solving for the program.

4.5 New staff shall be assigned with each preceptor at least one week to facilitate the training .

5.0 PROCEDURES RATIONALE5.1 Head Nurse

5.1.1 Identifies qualified preceptors based onselection criteria.

5.1.2 Facilitates preceptor's participation ineducational and support activities asrequired to function in the

preceptor role.

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5.1.3 Plans, implements and evaluates anindividualized orientation basedcompetency in collaboration withPreceptee, nurse educator and wherenecessary, outside units for needed skills.

5.1.4 Prepares unit orientation program(UOP).5.1.5 Assign preceptor to preceptee and

provides preceptor with unit orientationprogram according preceptee previousexperience, education and work history.

5.1.5.1 Reduced preceptor routineassignment to reflect additionalresponsibilities.

5.1.5.2 Preceptors will not to be floated toother work areas while they are activelyprecepting an preceptee .

5.1.5.3 Ensures the preceptee scheduleallows attendance at the necessaryeducational sessions.

5.1.6 Evening and night duty where applicable, Itshould be scheduled in the orientation periodnot less than one and half month completionof morning duty.

5.1.7 Conducts and documents scheduledfeedback sessions with the precepteeweekly or more frequently if needed duringorientation and joint sessions with preceptorand preceptee at least once duringorientation and more frequently whenindicated.

5.1 8 Identifies areas of concern in a timely manner

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to develop training educational plan accordingto the need.

5.1.8 Initiates problem solving strategies withpreceptor, preceptee and ClinicalInstructor as appropriate.

5.1.9 Preceptor must be change if there arepersonal conflicts between preceptor andpreceptee .

5.1.10 Evaluates preceptor, utilizing thepreceptor performance criteria, andincludes this in the preceptor’s annualperformance appraisal.

5.1.11 Collaborates with nursing education in thedevelopment and implementation ofrecognition and supportactivities for preceptors.

5.1.13 Collects and reviews the Preceptor

Evaluation from the preceptee and develop

plan of teaching as needed.

5.2 Nursing Education :

5.2.1 Coordinates a course designed toprepare staff nurses to function as anurse preceptors.

5.2.2 Provides information about preceptorprogram evaluations to nursingdirector.

6.2.3 Arrange for meeting the preceptor insupport activities.

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5.3 Nurse Educator- (Nursing OrientationProgram Coordinator) and Clinical Instructor:

5.3.1 Participate in educational sessions forongoing skill development related toissues identified from preceptor asneeded.

5.3.2 Reviews O.B.C. summary with the headnurse.

5.3.3 Acts as a resource to preceptee andpreceptor.

5.3.4 Meets preceptee and preceptor both toassess learning needs a monthly.

5.3.5 Identifies education needs and informsthe Head Nurse.

5.4 Preceptor:

5.4.1 Attends Preceptor Course.

5.4.2 Functions as a role model, educator and

facilitator to the preceptee as they

integrate into the unit.

5.4.3 Assesses learning needs of the

preceptee on an ongoing basis.

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5.4.4 Provides appropriate feedback in a

timely manner to the preceptee and

Head Nurse.

5.4.5 Demonstrates effective

communication skills and a positive

attitude with the orientee in the

clinical setting.

5.4.6 The preceptor will discuss goals &

objectives with their Preceptee, and

set timelines for these to be

completed and reviewed.

5.4.7 Assists the preceptee in completing

the Competency that Not Met and

develop Action Plan form when

indicated.

5.4.8 Meets jointly with head nurse and

preceptee at least once a week during

orientation to discuss about progress.

5.4.9 Provides objective documentation to

the Head Nurse related to the orientee

performance.

5.4.10 Supervises the preceptee patient

care at all times until the Head Nurse

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determines they have successfully

completed the orientation period.

5.4.11 The Preceptor and preceptee will take

breaks at the same time.

5.5 Preceptee:

5.5.1 Assumes sole responsibility for identifying

learning needs in order to comply with

KFH-J nursing standards.

5.5.2 Actively seeks information to meet

identified learning needs.

5.5.3 Demonstrates initiative in selecting

opportunities and patient care situations

that will meet stated unit orientation

objectives including seeking skills

unavailable on assigned units.

5.5.4 Informs preceptor when prepared for

check-off of skill / knowledge.

5.5.5 Meets weekly with head nurse, and

preceptor together for constructive

feedback.

5.5.6 Assumes sole responsibility for

completing the Competencies before the

end of the 90-days probationary period.

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5.5.7 Demonstrates effective interpersonal skills in

the clinical setting.

5.5.8 Demonstrates competent practice as per

set Standards.

5.5.9 Completes and returns the Preceptor

Evaluation form to the head nurse.

5.5.10 The Preceptor and preceptee will takebreaks at the same time.


N/A

7.0 ATTACHMENTS

7.1 Preceptor Evaluation Form

8.0 REFERENCES8.1 SMH Nursing Policy92009) . Clinical Coach program/Clinical Preceptor SMH:Autor.9.1 Freiburger,

O. (2001). A tribute to clinical preceptors. Journal for Nurses in Staff Development, Vol. 17,

No. 6, 320-327.

8.2 Alfaro-LeFevre, R. (2002). Improving your ability to think critically. RN, MSN Nursing

Spectrum—Career

8.3 Fitness Online. http://nsweb.nursingspectrum.com/ce168.htm

8.4 Ohrlin,K. & Hallberg, I. (2000). Student nurses’ lived experience of preceptorship. International

Journal of Nursing Studies, 37, 13-23.

8.5 PRECEPTORSHIP policy king fahd hospital-jeddah 2010 nrs- IPP-EDU 004E(1)

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http://nsweb.nursingspectrum.com/ce168.htm






NAME: DATE



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