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Discussion

NYC-First time precepting

Hello, fellow nurses. It has been a while since I used this forum, but I recently bumped into a situation that I don't know how to navigate.

A little background about me. I am a RN, BSN practicing for over 5 years. I have never been a nurse preceptor before. Nor have I received training in it. I applied to a course provided by the hospital for training, but I was unable to attend it.

Now to the presnet. So I have been assigned as a preceptor to a seasoned LPN as of June 2018 to the present time. The LPN did not meet the minimum requirements and is currently in extended training. The LPN still does not meet the minimum requirements and now my practice manager wants me to write up a summary of the LPN's progress, mistakes and so forth.

I don't feel comfortable typing up my evaluation. It's my first time precepting and I would like to know if this is standard practice?

I did have weekly meeting regarding the LPNs progress with the practice manager and sooner when complaints and issues arised.

Can someone please help me figure this out?

Thanks in advance.

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    I'm sorry you're being put in this position.

    This is information that should have been kept as a running log of weekly updates that included both positives/gains and constructive critiques along with plan/next steps - - at each juncture/week. This ensures that the orientee has the benefit of knowing exactly where things stand, is given a bona fide opportunity for growth, and has an opportunity to make requests/help tweak the orientation plan according to his/her needs.

    I'll be interested to hear others' take here on AN, but I would either decline to write out a report of problems and mistakes altogether, or else I would write a concise summary that included both strengths and weaknesses, while noting that "the following objectives have not been met to date...." Personally I feel that this is the manager or educator's territory and should be based upon the running log of weekly updates (i.e. no surprises).

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    • Author

    Thanks for your quick response JKL33.

    Unfortunately, my practice manager has no clue what she is doing. I have been my practice manager weekly updates and I have done the same for the LPN. I gave the LPN ample time to grown and learn.

    It just hard. The LPN is good person, but her performance never improved. It's so bad that the Doctors are even complaining about her. I have typed something up with both good and bad qualities, but I don't want any backkash. On the other side, if I don't submit it I can look bad because I am the one who trained her and she is unable to preform the nursing and medical assistants tasks safely and comptently.

    Maybe someone else has another opinion on the topic.

    Ugh this blows.

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    Hey, it's a learning opportunity for you, too. Both the precepting and now this particular issue. It's okay. At this point the orientee simply deserves to learn as neutrally, kindly, and professionally as possible that the goals of orientation are not being met. That's never easy/pleasant no matter what.

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    Sounds like you're not so much being asked to precept as to collect cause for termination.

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    Sounds like you're not so much being asked to precept as to collect cause for termination.

    This. Their most likely looking to your documentation to substantiate a reason to terminate her despite "precepting."

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