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ORIENTATION PROGRAM for NEW NURSES in EMERGENCY DEPARTMENT. Outline. Introduction Main Goal & Objectives Who Needs Orientation? The Importance of Orientation Program Preceptorship Orientation Program Development Orientation Program Schedule: Scope of Service
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Emergency Department (ED) is among those professional arenas in the forefront of the nursing Transition (Schriver J, et al 2003), it operates 24 hours a day, to treat patients who are suffering from an acute illness, or seriously injured; that may lead to severe complications if not treated quickly (CSAHS, 2002).
Since Emergency Nursing is both fascinating and challenging area in which to work, a comprehensive orientation program for new nurses has to be accomplished by a knowledgeable, well experienced nurse (Preceptor), for a pre- designated period of time, according to the characteristics of that new employee.
To Provide New Nurses in the Emergency Department with Orientation to Practice Nursing in Keeping with The Hospital’s Mission & Goals, Thus Increasing their Awareness towards Work Safety & High Standards of Care Provision in ED.
At the end of the orientation program the orientee will be able to develop self-efficiency, & focused continuous learning in order to function safely, effectively and competently.
Moreover, throughout the orientation period the orientee will be able to:
New graduates or experienced RN without ED experience have not been exposed to any emergency nursing content, nor have they had any ED clinical experience in their nursing program had been discovered, thus, nurses come to the employer need preparation and education to function at high level in busy emergency departments (Emede K. 2003).
The Absence of Orientation Program will lead to:
It is the responsibility of the hospitals’ administrators, the director of nursing, the supervisors, the preceptors & the nurse managers, who must develop a strategy for orientation in all hospitals’ departments; including the emergency department, as it had been proved it’s importance & necessity
The preceptors' group have to meet significant characteristics and desirable qualities as follows:
a. Resilience and enthusiasm (Rudzik J. 1999),
b. Experience in emergency nursing at least for two years (Alban A, et al 1999),
c. Demonstration of professionalism and knowledge (Rudzik J. 1999), (Ephron J, et al 1989),
d. Interest in precepting (Alban A, et al 1999) (Ephron J, et al 1989) (Meyer RM, et al 2000),
e. Attendance at conferences on adult learning (Ephron J, et al 1989) (Meyer RM, et al 2000) (Kidd P, et al 1999),
f. Attendance at classes or workshop for training preceptors, including topics in effective communication, establishing learning objectives, adult learning principles and techniques for providing feedback for orientee.
Since new nurses are expected to complete an orientation program, that prepares them to perform their assigned duties, the orientation program should introduce this employee to information, knowledge and skills essential to effective performance, additionally; these nurses should be checked for competency on certain skills, knowledge, and equipments needed for job performance.
The orientation program may be scheduled for three months period (Probation period), in order to allow new nurses to solidify their emergency skills; including direct continuous supervision and feedback from their preceptors.
It's preferable that before initiation of orientation program; the new nurse will fill the emergency department training program questionnaire (EDTP) (Zavotsky K. 2000) for assessment and evaluation prior to commencing their duties: as follows: (see next table)
Within four days (including training); the preceptor and/or the director of nursing will explain and review with the new nurse all the following:
A. Scope of Service
B. Emergency Department (ED) Safety Orientation
C. Infection Control Policy
D. Professional/ Technical Skills
1. Describe in details the services provided by the hospital & its ED.
2. Introduce new nurse to other personnel:
3. Familiarize new nurse with the hospital organizational structure (use organizational chart):
4. Review/ discuss/ explain performance management procedure and plan:
5. Review ED attendance procedures/ policy:
6. Introduce new nurse to work environment:
7. Discuss/ explain the importance of communication with clients:
8. Review/ explain hospital’s communication/ information management systems:
1. Review procedure for announcing an emergency; (employee may demonstrate):
2. Identify/explain components of fire safety system:
3. Review Roles/ Responsibilities in Emergency Action (Disaster) Plan:
4. Review information on Hazardous Material Management
5. Review reporting procedures for employee/ patient injuries:
6. Review emergency codes used in hospital:
Discuss/review Infection Control procedures, policies, techniques:
Evaluation of the orientation program according to the evaluation key: See Table 1
At. the end, we can conclude that the presence of orientation programs in ED will increase staff efficiency, productivity & creativity, in addition to work safety, increased Job satisfaction, increased retention of nurses & decreased turn over