Help with orientation

I used to wish that orientation was split up, so that you recvd orientation before you start and then after 2 weeks or whenever their training was finished with the trainer that we could get another orientation where we could ask more questions because sometimes more questions come up after you've actually been on the floor.

Actually ^^^^ this is a wonderful idea. MD Anderson (Houston TX) used to have this model for their new employee orientation. It was 'staged' in periodic increments... no idea whether they still do it or not. It was very successful, but quite a bit more expensive than the usual "grind 'em up and shoot 'em out" type of orientation program.

There are some essentials that need to be provided to each orientee - especially a new grad. The MOST IMPORTANT document in any orientation is a complete listing of each skill/competency that needs to be achieved and the time line for completion. You also need to have access to the document that describes the criteria that will be used to evaluate each and every item on your checkoff list. Because, how in the world can you 'play the game' if you don't know what the rules are??

If you have not been provided with this information - you are being set up for failure because the entire process can easily degenerate into a subjective popularity contest... in which your survival rests upon the opinions people who make the decisions.

Thank you.