Embed Size (px)
Citation preview
Welcome to BSWH: APRN Onboarding Helpful HintsMarygrace Hernandez-Leveille, PhD, RN, ACNP
Course Objectives Review tactics to ensure success at
BSWH
Identify various documents as resources
Identify methods of competency validation
OnboardingOnboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in stress and intent to quit. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process.
Welcome Tactics to ensure success at BSW
Mentoring Onboarding Checklist Didactic: onboarding course related to
APRN role 30,60 90 day Follow-up evaluation
Mentoring
Mentor established at your facility
Mentor : Marygrace
Onboarding ChecklistAdministrative Date Yes N/A Organizational Structure Dat
eYes
N/A
BSW Orientation (Irving) Organizational Structure of the Department and Division/Organization chart
Institutional Orientation/Tour Institution Website (Mission, vision, core Values – institutional directory)
ID Badge Professional Practice Model Meeting with Dept. Adm/Manager/Chair
APP Practice & Compliance/Evaluation
Date
Yes
N/A
Tour of Department: Office/Clinic/Inpatient
Medical Staff Office Credentialing
Office Space/Assignment of keys Texas License Lab Coats/Employee Badge DEA/DPS Business Cards CPR/ACLS/PALS Office Supplies Delegated Prescriptive Authority
and Privileging
Mail – Interoffice and External Delegating Physician/s Blackberry Setup Provider Enrollment Packet for
NPI, Medicare, and Medicaid provider numbers
Telephone Setup/Phone programming/
Performance Evaluation System- APRN Behaviors- 30/60/90 days evaluation- Annual Evaluation
Long Distance Code w/international Access
Staff Telephone List Department Meetings System APP meetings Email Angela Spurlock (APRN list) Work – specific Policies/Procedures
Date Yes N/A Clinical Date
Yes
N/A
Work Schedule Position Description Time-off Request Scope of Practice Dress Standards/Code Meeting with all Supervisor or
Manager
Travel Policy (Vacation, Professional Conferences)
Meeting with Department Mentor (Preceptor)
Lunch and Break Schedule Meeting with unit managers/supervisors/educators/staff
Establish debriefing schedule with manager
Review of NDNQI indicators
Review of Core Measures
Benefits/Funding Date Yes N/A Human Resources Employee Health
Paychecks/Direct Deposit Parking/Transportation (Metro Rail, Metro Park & Ride, etc.)
Computer Date Yes N/A Policy (completion of BLN courses if applicable)
PC Set – up Office and Remote Access Mandatory - BHCS Safety (BLN) EHR training (eLearning modules online) and 1:1 training session(set up preferences, order sets, etc)Physician Doc Application)
Mandatory – BHCS - Computer Security Awareness (BLN)
HR Workways Mandatory – BHCS - Preventing Harassment in the Workplace (BLN)
My Baylor Mandatory – BHCS – News and Social Media (BLN)
Outlook Mandatory – BHCS - Preventing Harassment in the Workplace (For Leaders) (BLN)
Baylor Learning Network (BLN) Mandatory – BHCS Privacy Overview (lesson assign depends on job family) (BLN)
eTeams Mandatory - Travel and Business Expense Reimbursement (Supervisors and Above Only) (BLN)
Midas
Library Services/Access Personnel to meet and contact APRNs at facility Rapid Response Team (if applicable) Magnet Coordinator Care Coordination BSW North APRN Chair and Co-Chair Health Care Improvement Rep
Onboarding Didactic Power point presentations Competencies Informal discussions Scope of Practice Websites
Orientation Evaluation Successful competency in each area is required prior to practicing independently as an NP/CNS.
1 – Poor (please include comments if giving “1”)2 – Novice3 – Proficient4 – Advanced
The NP/CNS systematically assesses the patient’s health status and develops a plan of care.
____ Completes physical examination of the patient in a comprehensive and timely manner.
____ Documents assessment data appropriately for progress notes, using appropriate terminology and format.
____ Uses and incorporates the assessment as well as multiple sources of data into the development of the plan of care and can prioritize this plan based on the information.
____ Demonstrates basic knowledge of anatomy, physiology and pathology in assessment and plan of care.
____ Selects and orders appropriate diagnostic tests to aid in diagnosis based on the assessment and history.
____ Correctly interprets diagnostic data gathered from the patient and incorporates these findings into the plan of care.
____ Demonstrates a basic understanding of normal and abnormal values.
____ Demonstrates the ability to make independent judgments when developing the plan of care.
____ Writes progress notes that contain the assessment and comprehensive plan of care.
Self-Evaluation1 2 3 4 n/a
Orientee’s Comments:
Preceptor Rating1 2 3 4 n/a
Preceptor’s Comments:
The NP/CNS demonstrates competency in the admission and initial management of the patient.
____ Obtains a complete health history.
____ Recognizes important variables from the history and includes them in the plan of care.
____ Initiates appropriate admission orders.
____ Identifies specific potential and actual problems based on knowledge of pathophysiology.
____ Initiates proper diagnostic studies based on assessment and history.
____ Exhibits ability to identify common abnormalities and diseases, describes pathophysiology and matches symptoms to disease processes.
____ Reports abnormal findings in a timely manner and documents response in progress notes.
____ Prioritizes problems appropriately and incorporates the assessment in the plan of care.
____ Responds rapidly and appropriately to immediate problems or signs of clinical deteriorations.
____ Documents relevant problems and management appropriately in the progress note.
Self-Evaluation1 2 3 4 n/a
Orientee’s Comments:
Preceptor Rating1 2 3 4 n/a
Preceptor’s Comments:
WebsitesTexas State Board of Nursing Homepage
https://www.bon.texas.gov/index.asp
Texas State Board of Nursing (Practice-Advanced Practice Information)
http://www.bon.texas.gov/practice_nursing_practice_aprninfo.asp
On-Line Services
https://www.bon.texas.gov/online_services.asp
Guideline for Determining APRN Scope of Practice
https://www.bon.texas.gov/practice_guidelines.asp#RG_APN_SCOPE
APRN Scope of Practice
https://www.bon.texas.gov/practice_scope_of_practice_aprn.asp
WebsitesNurse Practice Act
https://www.bon.texas.gov/laws_and_rules_nursing_practice_act.asp
Rules & Regulations
https://www.bon.texas.gov/laws_and_rules_rules_and_regulations.asp
Laws and Rules Changes
https://www.bon.texas.gov/laws_and_rules_rule_changes.asp
Office of Diversion Control (DEA Application)
https://www.deadiversion.usdoj.gov/webforms/jsp/regapps/common/newAppLogin.jsp
American Association of Nurse Practitioners/Standards of Practice
http://www.aanp.org/images/documents/publications/standardsofpractice.pdf
Consensus Model for APRNs
https://www.ncsbn.org/Consensus_Model_for_APRN_Regulation_July_2008.pdf
Perryman Report
http://c.ymcdn.com/sites/www.texasnp.org/resource/resmgr/Advocacy/Perryman%20APRN%20Ultilization%20Economic%20Impact%20Report%20May%202012.pdf
Follow-up Evaluations (30, 60, 90,
1yr)
APRN Job Satisfaction Survey
1. How meaningful is your work?
Extremely meaningful
Very meaningful
Moderately meaningful
Slightly meaningful
Not at all meaningful
2. How challenging is your job?
Extremely challenging
Very challenging
Moderately challenging
Slightly challenging
Not at all challenging
3. In a typical week, how often do you feel stressed at work?
Extremely often
Very often
Moderately often
Slightly often
Not at all often
4. How well are you paid for the work you do?
Extremely well
Very well
Moderately well
Slightly well
Not at all well
Networking Every 2 months, 3rd Thursday of the
month: BSW APRN Council meeting at Baylor Irving Medical Center 1901 N. MacArthur Blvd. Irving, Texas, 75061 1st Floor, Suite 145 Brenda Blain, DNP, RN, Executive Director CNO of BMCI
