[kcgrlnstl]

I am new to staff development. Have only been doing it for 1 week.. And it is not very organized.. If anyone has any suggestions as to how to get organized I would greatly appreciate.. thanks

[rbezemek]

Dear kcgrlnstl,

Don't panic! Based on my 20+ years of staff education - I would recommend:

1. Get a clear list of goals & objectives from Senior Leaders - what exactly are their expectations for your job & role? They are your customers - if they feel you are adding value to the organization, you will have their confidence & approval. This makes your job much more enjoyable & promotes career longevity.
2. Review the existing education plan for your area of responsibility. Focus on picking up the pieces & fulfilling the goals & objectives that were outlined. If there is no education plan - see#3
3. Conduct a needs assessment - get the "needs" from (in order of importance) A. the organization -- what are the regulatory "musts" in order to comply with regulations? What new services or technology needs to be supported by staff education?; B. Senior Leaders - see #1; C. Quality indicators - what are the clearly defined areas that require additional staff education? ; D. Survey the staff for their "wishlist" -- preface this with a question like "What education or development do you need to do your job more effectively?" rather than open ended questions.
4. Analyze needs to establish priorities - you're only 1 person. Express these in terms of realilstic 'measurable goals' (ex: CPR training for 20 people per month) Present this written plan to your manager and get him/her to approve

Every year, establish a new plan & evaluate your progress at the end of the year. Please don't just automatically do what your predecessor did. After all, she/he no longer has the job, so it must not have been a perfect situation. Examine everything with a critical eye - don't accept busy work.

DON'T exhaust yourself trying to correct behavioral & attitudinal issues via educational programs. If they know what and how to do it but aren't doing it --- It's a managment issue, not an educational need.

Take time for yourself - just to sit & think. Create new approaches. Learn about new advances or methods of staff education. ENJOY!

[UOPETTE]

Hi,

I am a newbie. I have been a staff educator of six busy med/surg units for 2 years. I am interested in any suggestions on how to reach the 100 percentile for inservicing. We have night educators who help with the night staff which is a big in reaching that % and I too do a lot of one-to-one staff in-servicing. Any other suggestions? Also, any suggestions on keeping orientees awake and alert during hospital orientation classes? Any suggestions would be greatly appreciated.

Thanks in Advance

[UOPETTE]

I think this is a great idea and incorporate in SD task.
Thanks

[rbezemek]

Originally Posted by UOPETTE

Hi,

I am a newbie. ... I am interested in any suggestions on how to reach the 100 percentile for inservicing. ... and I too do a lot of one-to-one staff in-servicing. Any other suggestions? Also, any suggestions on keeping orientees awake and alert during hospital orientation classes? Any suggestions would be greatly appreciated.

Ah yes - the never-ending quest to get 'rears in seats' - I've been there. If your supervisor is the source of your 100% goal, perhaps you need to educate him/her that successful education is measured by outcomes, not process or even roll calls. At any rate, you need to re-define the "100%" criteria as successful achievement of learner objectives rather than attendance.

Classroom education is only really necessary if the content requires physical presence (return demonstration, group activity, etc). There are many more effective ways to achieve learner objectives. Self-study, poster presentations, portfolios, even podcasts! You are only limited by the technology & resources available.

Don't hesitate to pm me if I can assist you in determining some alternative ways to facilitate staff education.

[UOPETTE]

Thanks a million for your insight. I have to turn in percentages of the nurses inserviced using the ratio of nurses done and the number of nurses on the unit.
Your quote: "DON'T exhaust yourself trying to correct behavioral & attitudinal issues via educational programs. If they know what and how to do it but aren't doing it --- It's a managment issue, not an educational need." was a godsend. I was truly on the verge of burnout as I am covering 4 med/surg units. I will take you up on your offer to help me in determining alternate way to facilitate staff education.

Thanks

[rudievalentine]

I have just accepted the role as clinical nurse educator for a visiting nursing agency in Ontario Canada. I will work full time between two divisions. This is a totally new chapter in my 26 years of nursing and even though I am excited for the challenge, I am also concerned that I have bitten off more than I can chew. I appreciate all of the bits of advice that this board has to offer!

[cooked123]

Please tell me...what is the NNSDO ? I am a part-time RN nursing instructor (clinical), and one of the LTACHs has asked me to consider coming "on-board" as Staff Development nurse. MOre than OSHA mandates, I"m sure. Vendor inservices I utilized as a director of Clinical Case Management to keep my nurses in-the -loop. I don't yet know the scope of the facilities expectations and how a SD role plays into all.

[cooked123]

I totally love the idea of networking in this forum, Cali !

[Otessa]

I have been a clinical staff educator for 8 months. Teach clinical and non-clinical staff classes. I have just discovered this site and the NNSDO-hope to become certified through ANCC in Professional Development when I get enough CEUs and 4,000 total hours in PSD.