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Adjust orientation to fit different audiences at your facility

Nurse Leader Weekly, August 21, 2006

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During a recent HCPro audioconference, "Designing Effective Orientation Programs: Tips and Tools for Professional Practice Environments," Alice D. Morales-Rullan, MSN, CS, a clinical nurse specialist at Bay Pines (FL) VA Healthcare System, pointed out that experienced nurses will approach orientation a bit differently than new graduates. They have more applicable experience and won't need as much time to learn the ins and outs of the daily routine. At her organization, an individual orientation plan for a seasoned nurse in the clinical setting is typically three to six weeks long, Morales-Rullan said.

"But if a person needs more time to complete that orientation, we provide that," she said.

Morales-Rullan suggested putting the emphasis on getting to know the system, the rules, and unit-specific procedures, equipment, and routines.

Seasoned nurses-and even new nurse mangers and supervisors-have been through basic hospital orientations before. Those groups may look at the new employee orientation, especially on the didactic level, as a break from the fast-paced world of nursing. They may enjoy more fun-filled, light-hearted learning activities and may want to kick back and loosen up a bit while in NEO, said Diana Swihart, PhD, DMin, MSN, CS, APRN,BC. "You may want to [construct] the orientation slightly differently around their needs."

Training the top of the chain

When developing a plan for new managers, know that their expectations will also be different. With a focus on leadership skills, Morales-Rullan said it is important to

• assign an experienced manager as a preceptor
• put the emphasis on getting to know all of the specifics of management, as well as human resource rules and regulations
• set up weekly meetings with the preceptor and chief nursing officer for feedback
• keep up with ongoing competency evaluation

Again, time may vary in this orientation. Some new staff need more time to grasp certain concepts, and that should be provided. In fact, results from an audience poll taken during the audioconference showed that time was the most challenging aspect related to the development and implementation of new employee orientation.

In the poll, more than 32% of respondents said time was the most challenging aspect, and resources (29.2%), faculty or staff (18.8%), development (10.5%), and measuring outcomes (9%) were also seen as obstacles.

Editor's note: This excerpt was adapted from The Staff Educator, August 2006, HCPro, Inc.

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