Roll Call all Staff Developers Sign In Please - page 3
by CaliNurse 20,122 Views | 69 Comments
:nurse: Hello all Staff Developers ! I found this sight today and have been having the most wonderful time on it. My name is Cali. I work in California in a long term care facility that is also part of an acute hospital. ... Read More
- 1Feb 14, '06 by punkinjonesBeen in Staff Development 14 years. Wear many other hats, infection control, Workers comp, employee health and even Safety Chair. I conduct inservices for the 11-7 shift at 7am. 7-3 are welcome to attend. They have to be short and concise or you will loose them. I always give a make up. I catch 7-3 and 3-11 at 2:30PM. I make copies of my calendars for staff to put on their refrigerators. For the staff that have been there for years, I sometime give them packets to read and take a quiz..like for some of their annuals. Make it fun for the staff. Dress up crazy and say you are the survey lady and go around and ask them questions that they should know about the survey process. Little token gifts are nice if they get the answer right. You gotta love it!
- 0Feb 18, '06 by chazmikeHi, I have recently accepted a position as nurse educator a large nursing home. My DON wants me to do an educational needs assessment for the nurses in order to determine what type of educational programs are needed. I would also use this assessment to determine the staffs weaknesses in practice and educate to improve this. However, I am not sure how to put this assessment together and would appreciate any help in this area. Thanks
- 0Aug 7, '06 by carolbearI am a new Staff Developer, LPN (!Imagine). I am so glad to see there is a forum for Staff Developers. I am very lucky. I work in a 165 bed, non-profit facility. Our Nurse consultant was very wise when she separated the infection control/supply ordering nurse from staff development. I was lucky enough to have a wonderful mentor. I think that its important for the Staff Developer to let Nursing and CNA staff know you are there to support them and help them learn to be a better nurse/CNA, rather than "catch" them doing something wrong. I would rather feel that someone is there to help rather than point out all my wrong doings (not to mention I personally feel nervous with someone watching me to see if I am doing anything wrong). Of course you will always have some "bad apples" who know better but will always take a short cut at the patients expense. But we usually know who those folks are. I recommend that Staff Developers utilize their nurses and CNA's for inservicing topics as well as a review of incident reports. This has really helped me. Also, I wait for an oncoming shift at the time clock and have them go to my office for an inservice before reporting to the floor. The nurses can watch for lights (at least in LTC) for the 15-20 minutes it takes for an inservice. Works well for me!
- 2Aug 15, '06 by LonesomedoveQuote from Buttercup01Hi-I am new to SD and I was asked to do a needs assessment of the staff in the LTC facility that I work in. I have never done these and I am not really sure where to begin. Any help/websites would be great. Thanks!
What i do is hold skills assessment fair annually . i usually have a theme like (circus, beach etc. )set up areas for each skill assessment IV, SUCTION MACHINE, GLUCOMETER, PULSE OX ...whatever competency you want them to demonstrate.incorporate the unit managers, DON to man a table...after the nurses have completed all skills successfully they place their name in for a drawing to recieve a door prize. some prizes have included longeberger, boyds bears avon, marykay massages.. i use all my resources for prizes... it's fun plus they are learning there skills....
- 0Oct 6, '06 by teechrnQuote from LTCRN4LIFEI am about to take on SDC at the facility I work for full time. Unfortunately, they feel "I know it" and will not be given proper orientation( will be given some, but not until after I am in this position):uhoh21: . Any suggestions? >125 beds......>200 employees
I was in a similar position about 2 1/2 years ago, and I now I am finally feeling like I have a handle on what is expected of me. Ask your immediate supervisor to articulate for you the major responsibilities he/she expects you to manage (i.e. tracking educational completion, mandatory education classes, unit specific needs, performance standards updates and implementations, etc.). If nothing else, at least you'll have some direction. Good luck.