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.
My duties are education, infection control, compliance issues, and of course anything else that has been cast to the side or anything else that I discover needs improvement.
I have been doing this for 3 1/2 years now. I really do enjoy it.
I think we should all use this bulletin board to network together and share thoughts, issues, concerns, lessons plans, material, self learning modules, & etc.
If you would like to start our own web ring so to speak then sign in on the roll call.
We can be very valuable to each other. There are many Long Term Care facilities and one of us in each building. Where are my peers?????
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
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.
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
Don't panic! Based on my 20+ years of staff education - I would recommend:
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.
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
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.
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!
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.
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.
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.
Specializes in Community Health, Care Coordination and Geriatrics.
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!
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.
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.
Hello all Staff Developers !
taternurse
3 Posts
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