2. Instructor Dawn Whiteside, MSN, RN, CNOR, RNFA
Nurse Manager, Credentialing and Education Development, CCI

3. Disclaimer
This speaker has obtained funding from CCI to present this educational session.

4. Objectives
Define the role of the nursing professional development specialist.
Recognize best practices for developing a new hire orientation program.
Identify members of the orientation team.
Choose competency assessment formats.
Develop strategies for promoting teamwork through innovative training.

5. 1. What is Staff Development?
Nursing Professional Development Specialist
“Staff development as a specialty of nursing practice is defined by standards, based on research, and is critical to quality patient and organizational outcomes.”
-ANA
(Nursing Professional Development: Scope and Standards of Practice ISBN-13: )

6. Qualifications BSN CNOR ANCC Certification as NPD specialist
Certified Nurse Educator (NLN)

7. Job Summary:
The NPD specialist is a registered nurse with expertise in nursing education who influences professional role competence and professional growth of nurses in a variety of settings. The NPD specialist supports lifelong learners in an environment that facilitates continuous learning for nurses and other healthcare personnel. The NPD specialist fosters an appropriate climate for learning and facilitates the adult learning process. (ANA- Nursing Professional Development: Scope and Standards of Practice, p. 4. ISBN-13: )

8. NPD Role Evidenced-Based Practice Orientation In-Service Education
Continuing Education
Career Development
Role Transition
Research
Academic Partnerships

9. NPD Specialist Job Description
Clinical expert resource for perioperative services
Conducts educational and quality improvement activities
Utilizes evidenced based practice to promote quality educational activities
Collaborates with multi-disciplinary departments to achieve and maintain regulatory compliance

10. NPD Specialist Job Description
Creates, administers, evaluates, and maintains documentation of staff competencies
Collaborates with nursing schools for student placement in the surgical setting for observation
Creates and administers perioperative orientation of novice and experienced staff

11. NPD Specialist Job Description
Evaluates orientation of novice and experienced staff
Creates and administers preceptor orientation, training, and evaluation
Represent surgical services at collaborative educational meetings
Attend and collaborate on education councils
Write policies and procedures for perioperative services

12. What Not to Do for New Hires
Role Play
Starring:
Julie Mower as the Educator
Dawn Whiteside as the New Hire

13. 2. Orientation-Best Practices
Create a Welcoming Environment for New Hires
Identify Important First Week Orientation Guidelines
Identify Policy and Procedure Review for Initial Orientation
Develop Goals and Objectives

14. Welcome Home!
Locker
Card
Bio Posted
Preceptor Meeting
Week One Plan

15. Staff Bio (Sample) Staff Bio
Name: Dawn Whiteside (start date xx/xx/xx)
Education: MSN from the University of Phoenix October 2015, BSN in 2007 from University of Phoenix
Experience: Operating room nurse since graduation in Multiple specialties with a cardiac focus. Roles of circulator, scrub, and RNFA, charge nurse, team leader, educator, manager.
Two interesting facts:
I have been to all 50 states.
My hero is Trish Seifert.
Family: I am one of three kids in my family. I am the middle (picked on) one. I was born and raised in Detroit and moved to Northern Michigan in Have the best dog ever. She is a rescue. Her name is Lucy and she is an Australian Cattle dog/Sheltie mix.
Interests: I love to travel. I have been to Australia, New Zealand, and white water rafting in the Grand Canyon (favorite). I like to hike and do short backpacking trips. I have completed four walking half marathons (great achievements for me) .
Photo:

16. Week One Introductions Tours Roles Job Description
Self-Assessment Checklist
Objectives
Scavenger Hunt
Policies and Procedures

17. New Hire Orientation (samples)
Create a Week One Schedule
Introductions
Role Observations
Review/Complete Paperwork

18. Goals
Goal Directed
At the end of week one the employee will acknolwedge an understanding of high risk policies and procedures related to patient safety.
At the end of week one the employee will reflect upon the various roles of perioperative personnel.

19. Polices and Procedures**
TJC 2014
Initial Policy Review
Documentation
Unit Specific Policies
Surgical Attire
Universal Protocol
Medication Safety
Fire Safety
Count Policy

20. Objectives (Introduction to perioperative nursing)
The perioperative nurse will:
State the three phases of perioperative nursing.
Discuss examples of nursing diagnoses for a patient undergoing surgery.
Describe the purpose of the Guidelines for Perioperative Practice.
Describe the various roles of the team members that collaborate to provide perioperative care to the patient.

21. Objectives (The surgical environment)
The perioperative nurse will:
Discuss the three zones within the perioperative environment.
Describe the cleaning schedule related to procedural timing (ie, between cases, end of the day, etc.)
Identify what surgical attire is required within each of the zones.

22. Objectives (The surgical environment)
The perioperative nurse will:
Describe the various pieces of furniture basic to every surgical suite.
Demonstrate the ability to manipulate various pieces of furniture basic to every surgical suite.
Locate various emergency carts.

23. Objectives (Introduction to perioperative nursing)
The perioperative nurse will:

24. Objectives (The surgical environment)
The perioperative nurse will:

25. 3. The Orientation Team NPD Specialist (Educator) Preceptor
Experienced staff members who are assigned to or volunteer to assist in the orientation of a new employee.

26. The Orientation Team Coach Mentor
Guiding a person to improve job performance based on specific content. Collaborate with a person to establish goals for future success.
Mentor
Supportive and guiding relationship. Focus is on building a relationship and supporting career development.

27. Preceptors Understand adult learning principles.
Positive attitude related to department, facility, and staff.
Demonstrates nationals standards of care in his or her professional practice.
Ability to provide constructive feedback.

28. Preceptors Able to perform evaluation of performance.
Socialize the orientee to the surgical environment.
Protect the orientee.

29. Coaches Provide inspiration and motivation.
Able to keep the orientee on track to improve job performance.
Temporary relationship through successful goal achievement.
Emphasize learning and development.
Promote responsibility and ownership.

30. Coaches
“Effective coaching in the workplace is transformative, as it produces significant changes in individuals in terms of achievement, fulfillment, and joy.”
-Narayanasamy and Penney, p. 569.

31. Coaches Achievement: producing extraordinary results.
Fulfillment: feeling valued, inspires motivation.
Joy: meaningful goal achievement, learning, and professional development.
Coaches that enable nurses to set and achieve their own goals, resolve problems on their own, or develop their own plan ensures individual responsibility and ownership.

32. Mentors Extended clinical support. Socialization support.
Informal relationship
Long-lasting
Centered on career building
Share stories
Does not complete formal evaluation

33. My Mentors
Fran
Mary
Carl
Leslee
CCI

34. Mentors
“I hope that all those who read this column will take a moment to think about who inspired them, who offered support and help, and who provided those opportunities that turn a career into a calling.”
-—Lisa A. Miller, CNM, JD
Founder
Perinatal Risk Management and Education Services
Portland, Oregon

35. 4. Competency Assessment
What is the definition of competency?

36. Competency Assessment
What is the definition of competency?
A means for determining if staff members are proficient in demonstrating the knowledge, skills, and abilities necessary to provide safe patient care relevant to the role designation.

37. Competencies New hire to the facility Initial/Unit specific On-going
Verification tools

38. New Hire Competencies Initiated During Hiring Phase
Verification of Licensure
Verification of Certification
Central Orientation
Independence/Supervision
Probation Period

39. Initial Competencies Unit Specific Orientation (Core Job Functions)
Self-assessment for new hires (sample)
Based on critical unit policies and procedures
a. Aseptic technique
b. Surgical attire
c. Universal Protocol
d. Medication safety
e. Fire safety
f. Surgical count policy
g. Specimen handling
h. Surgical prepping

40. On-going Competencies
Performed Periodically
Annually
Fire Safety-best practice
The Joint Commission (3 year minimum)

41. Ongoing Competencies
“Ongoing competencies should reflect the current nature of the work expected to be carried out…These competencies should reflect the new, changing, high risk, and problematic aspects of the job.” -Donna Wright

42. Needs Assessment-Annual Competencies
What is new?
What has changed?
What is high risk?
What is problematic?

43. Competency Evaluation Tools
Competency Domains
Technical Skills
Critical Thinking
Interpersonal
Verification Methods
Go beyond the standard
Adult learners
Offer multiple options

44. Competency Tools
Donna Wright

45. 5. Teamwork Science Fair Research Presentations Poster Presentations
Policies
Procedures
NPSG’s
SCIP Measures
Sterilization Techniques
Use as Competency Assessment Tools

46. Summary
“…the purpose of nursing professional development remains to augment the knowledge, skills, and attitudes of nurses in their pursuit of professional career goals…this will enrich nursing’s contributions to quality health care in order to protect the public” -Nursing Professional Development: Scope and Standards of Practice (ANA, 2010)

47. References
Miller, L. A., On mentoring. The Journal of Perinatal & Neonatal Nursing. 2015:29(2):
Narayanasamy, A., Penney, V. Coaching to promote professional development in nursing practice. British Journal of Nursing. 2014:23(11):
Ulrich, B. (2012). Mastering precepting a nurse’s handbook for success. Indianapolis, IN: Sigma Theta Tau International.
Wright, D. (2015). Competency assessment field guide: a real world guide for implementation and application. Minneapolis, MN: Creative Health Care Management, Inc.
Wright, D. (2005). The ultimate guide to competency assessment in health care (3rd ed.). Minneapolis, MN: Creative Health Care Management, Inc.