Roll Call all Staff Developers Sign In Please - page 4

: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... Read More

  1. by   kismet44
    Hello everyone-
    I am director of hospital and community education at a small rural hospital in georgia. We have 600 employees in the hospital and nursing home and wellness center.
    It has been only a year since I started doing staff development in addition to community education.
    I have found that time constraints had to really make me creative. It was apparent the previous director was not having much luck with attendance. Who has time to wait to do a class and no one shows up? We started putting everything we could on our employee area of our web page. For those that do not have the internet, I created Education Binders for all the nursing units, the nursing home and the outlying clinics. Each one has all of the education, whether powerpoints, dvds, articles of general interest etc. Each has a post-test. Since my boss, the VP of Patient Care Services will pass on articles or info she wants me to inservice, I started a nursing education update newsletter which monthly is on the web site and in the binders. I have only been doing this since a little over 3 months it is hard to tell how it will go in the long run, but 388 people have attempted and passed the different items. I feel pretty sure this is more people than would have attended inservices in person. Also, it lets the night shift and prn people have access to what is going on without returning all the time for different shifts. We also video all the inservices that are done and put the DVDs in the binders also.
    I am looking for some interactive clinical education materials that would let people make decisions and then see how they work out, ie one mentioned at one time was Toe Tags, (which I have not found yet) that if the incorrect decisions are made, the patient dies. Anyone with info on these types of training?
  2. by   marshadolce
    Hi to all you SD nurses, so nice to find you all. I just left a 200+bed LTC facility doing most of what you all are talking about;orientation, employee health, health tracking, mandatory/annual inservices, med pass audits (and other audits that no one else wanted) lab tracking, and so much more. It was pretty overwhelming. I too had difficulty getting staff to inservices. And I had an administrator that was the twin of the boss (Miranda) in the movie The Devil Wears Prada. The pay was great but not enough to take the daily mental abuse. Now I'm in a juvenile (13-18) psych setting of 84 beds. I took a big pay cut but I'm so much happier.
    I'm looking for resources on-line that can be used by nurses to teach the kids about their meds, STD's, risky behaviors, ect. Needs to be simple and interactive to keep them focused. Any ideas out there?
  3. by   marshadolce
    Hi SD Nurses,
    I taught at the LPN level, and then started staff development. I found I really love teaching. I started in LTC, now I'm in a juvenile behavioral residential setting. Lot's of psych nursing and a little bit of peds. But nursing is nursing. Let's keep in touch.
  4. by   biker nurse
    I just started this position 2 days ago!! Nobody had this position since Nov. SO I'm just getting my files inorder and I've called one person to come do an inservice. Otherwise I've been keeping a list of what I've observed.(g-tube flush on main hallway) It's LTC I've had 12 years LTC I'm excited and scared to death at the sme time!!
  5. by   WineCountryRN
    I am so glad I found this website. I just checked out the National website for National Nursing Staff Development and I plan to attend. I feel so lost right not, just want to run back to my old position of staff nurse (safe and secure). I am enjoying reading about what other have tried. I would love to start a website of shared resourses (like power point presentation, etc)
    I look forward to reading more

    Cali RN
  6. by   Tolos
    Does anyone have an idea about working in a Rheumatology clinic and what is required. I don't see any thread on clinic nursing. I have decided to accept a job at a clinic. Former med/surg Nurse.
  7. by   ljw0715
    I am a Staff Development Nurse/ for a LTC in Florida. Glad to hear from others!
  8. by   taternurse
    Hi everyone! I'm so glad I found a site where I can talk to other SDC's. I've been a staff developmnet coordinator for 4 years. I'm also the infection control nurse at our LTCF. Before taking the job as SDC, I was a nurse aide instructor for 5 years. I love to teach!! I schedule inservice speakers but do a lot of my own inservices & self study packets for CNA's. I'm always looking for new, fun ideas to present the same old material. Please share any good ideas you have or techniques that work for you and I'll do the same. I'm so excited to work and talk with all of you!! Becky
  9. by   miccay
    Hi Staff Developers,
    I am a D.O.N. in a small lng term care facility - only 66 beds. I can not keep a nurse in staff developer position and I want to know what I am doing wrong. Right now this position is vacant and I am in my state survey window so I need to fill it. My SDC duties include not only inservices but keeping our CNAs schedule up to date. She hires all new CNAs and keeps up with their certifications and skills. Is this a common duty for Staff Developer? She takes call for the CNAs and is required to find replacement for any call ins. These have been the duties of SDC for many years and if I can not keep this position filled, maybe something needs to be changed. Any ideas?
  10. by   taternurse
    Hi Miccay... Just wanted to give you some feedback about your dilemma of not being able to keep a SDC. I just recently went to administration to ask for them to "revamp" my job duties & let me get back to what I was hired for. When I took the SDC job 4 years ago, we had a scheduler on board to do the nursing department schedules & handle replacing call offs, etc. When she left, the scheduling got reassigned to myself & the DON. I can assure you from first hand experience that daily scheduling issues can suck the life out of you. It was getting to the point that I did not have the time to focus on developing & scheduling inservices, etc. because all my time was spent on scheduling issues. I finally said "enough" because I was no longer happy in my position & my staff was suffering because of the lack of inservicing. I still do the monthly CNA schedule but once it is put out, it is now someone else's ( the DON & clinical care coordinator) responsibility to deal with the daily changes, call offs, etc. It doesn't seem like much, but you would be amazed at how much more time this allows me to focus on preparing & scheduling inservicing & being a mentor to new employees. We have an HR director who hires & keeps track of licenses & certifications. I will sit in on an interview if she asks me to but otherwise that is her department. Do you have an HR? If not, who hires for all of your other positions? Good luck finding someone. Have a great day! b:flowersfo
  11. by   miccay
    As D.O.N., I hire nurses, SDC hires CNAs and the other department heads hire for their departments. I am not happy with the duties of SDC and I think they should be revamped so she can concentrate on inservices and staff education.
    Thank you for your imput. It is helpful.
  12. by   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
  13. by   HouTx
    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!