TERRY PAYLOR RN CLINICAL SERVICE DIRECTOR

NEWCOURTLAND LIFE

Mary LaMarra RN M.Ed Clinical Project Manager Nursing

PACE of East Boston

RETENTION

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.

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.

What does the nurse candidate know about theorganization?

What are the nurses’ present and future goals?

Select the right nurse for the right position.

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.

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.

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

Review the principles of good communication

Incorporate communication skills into orientation

PACE

Organization

Vision

Mission

Values

Strategic

Goals

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.

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.

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

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

Technical Training: Computers

Quality Training: Initiatives of Organization

Skills Training/Assessment of Skills

Soft Skills: Often not addressed but extremely important

Communication

Team work

Adaptability

Critical thinking

Conflict resolution

MAY BE ASSESSED OVER FIRST FEW MONTHS AND THEN TAUGHT IF NEEDED

Communication Conflict resolution

TEAM WORK ADAPTABILITY

CRITICAL THINKING

Training on your EMR

Assessment times

Specific state and federal regulations that may directly affect them (time frames for CP)

THE PACE EYE

The biggest difference

between PACE and other

insurance or medical providers

WE ARE BOTH

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

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

Assessments

Care Plans

Reassessments Progress Notes

Grievances

RCA

Incident Reports

LEVEL II

What better way then spending time with each

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

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

55 Low-Cost Ways to Recruit Nurses. (2007). from http://www.eremedia.com/ere/55-low-cost-ways-to-recruit-nurses

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