I'm new to staff develoment. I've found you must be extremely organized! Any ideas or tips regarding employee health and tracking systems would be helpful. I just started and came in on a bad situation with the CNA's trying to form a union. We have them dropping like flies. SO, I'm having to interview and hire. Any tips on interviewing skills/questions to ask during the interview process? Retention programs? CNA's are the backbone of the facility and I along with HR are trying to brainstorm on what we need to do to keep the nursing staff happy and feeling important. Bad morale in the building right now! I'm having to totally go through all the files,cert's.....basically everything and make sure it's all up to date and accurate. Apparently alot of things have been put on the back burner and I'm trying to clean it up. Any info on mainstreaming paperwork? Does anyone keep track of everything on the computer instead of on paper? Such as inservices? Then when it's the employees annual eval just print it off and put it in the ed file? I need some advice as you can see? So glad to have this website to go to.

Sorry I can't help but your ? are good ones. I will be going back to school in Jan. for my RN, BSN Not sure if I want to do RN or administrative work but the answers to your ? would be nice to know. By reading the post I have learned a lot so far about what administration is doing and what not to do. It has been very helpful to learn some of the things that are going on in different work places and learning things that I can avoid doing.

Angelia

I keep a template on various forms, then fill in the info as needed and save on computer. Some people use floppys. I have found it helpful to visit people on the job and ask how they are doing, what could education/HR have done to make orientation more meaningful, did they have a preceptor, etc. I find out who is in school and make sure they get tuition reimbursement and point them towards scholarships, etc. Our facility has software that keeps up with employees "transcripts" (education/skills labs). If education is done outside the facility the employee can still notify education to have it entered on transcript by bringing in certificate. This helps managers at eval time, and provides a service to employee. Find out what they want in the way of education, then try to offer it. Go to http://www.nnsdo.org and get your facility to pay for your membership, if possible. They have good helps.

We have a great in-service tracking system that we recently started using and it is really great. It saves me tons of time and everything is organized in a software packet. The main thing I like is that I don't have to know much about computers and it is easy to use. It's really computer friendly. It even has this feature where it signals me when it's time for someone to have their license renewed. It prints reports; it takes minutes for me to schedule my inservices. I think it is really great. I found out about this information by doing a search on the Internet. Here is the link to send an email to get more information [email protected].

I hope this helps.:)

I'm new to staff develoment. I've found you must be extremely organized! Any ideas or tips regarding employee health and tracking systems would be helpful. I just started and came in on a bad situation with the CNA's trying to form a union. We have them dropping like flies. SO, I'm having to interview and hire. Any tips on interviewing skills/questions to ask during the interview process? Retention programs? CNA's are the backbone of the facility and I along with HR are trying to brainstorm on what we need to do to keep the nursing staff happy and feeling important. Bad morale in the building right now! I'm having to totally go through all the files,cert's.....basically everything and make sure it's all up to date and accurate. Apparently alot of things have been put on the back burner and I'm trying to clean it up. Any info on mainstreaming paperwork? Does anyone keep track of everything on the computer instead of on paper? Such as inservices? Then when it's the employees annual eval just print it off and put it in the ed file? I need some advice as you can see? So glad to have this website to go to.

Lots of questions here! Don't have much to offer related to 'tracking and paperwork, but related to hire/retention of your CNAs:

We use "Behavior-Based Interviewing" for all applicants at our hospital and find it very useful. I'm sure if you do a Google search you can find lots of information on this in business/organizational literature. We feel it really helps identify the best applicants. Then to retention -- nothing is more worth the resources than a competency-based quality orientation program. Then, ongoing continuing education offerings to continue their development. Eventually you might also consider a 'clinical ladder' for your assistive personnel. Good luck!

I'm new to staff develoment. I've found you must be extremely organized! Any ideas or tips regarding employee health and tracking systems would be helpful. I just started and came in on a bad situation with the CNA's trying to form a union. We have them dropping like flies. SO, I'm having to interview and hire. Any tips on interviewing skills/questions to ask during the interview process? Retention programs? CNA's are the backbone of the facility and I along with HR are trying to brainstorm on what we need to do to keep the nursing staff happy and feeling important. Bad morale in the building right now! I'm having to totally go through all the files,cert's.....basically everything and make sure it's all up to date and accurate. Apparently alot of things have been put on the back burner and I'm trying to clean it up. Any info on mainstreaming paperwork? Does anyone keep track of everything on the computer instead of on paper? Such as inservices? Then when it's the employees annual eval just print it off and put it in the ed file? I need some advice as you can see? So glad to have this website to go to.