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Registered Nurse Orientation (3.13)

Registered Nurse Orientation (3.13) - Policies, Administrative, UWHC, Department Specific, Nursing Administrative, Education, Training and Research

3.13

NURSING ADMINISTRATIVE POLICY & PROCEDURE





Effective Date:
December 2, 2016

Administrative Manual
Nursing Manual (Red)
Other _______________

Policy #: 3.13

Original
Revision

Page
1
of 2

Title: Registered Nurse Orientation

I. PURPOSE:
A. To define the criteria necessary for satisfactory completion of Nursing orientation.

II. ACCOUNTABILITY:
A. Nursing Education and Development
B. Nursing Executive Council

III. POLICY:
A. Nursing determines staff competence in department level and unit specific competencies through
a combination of assessments during orientation. These may include, but are not limited to, direct
observation, educational activities with post-tests, peer review, self-assessment, case studies,
exemplars and completion of specific UW Health competencies.

IV. PROCEDURE:
A. Attend Registered Nurse Orientation:
1. Inpatient RN’s
a. Experienced Nurses and Nurse Residents attend 3 days of RN Orientation.
2. UWHC Ambulatory/Clinic RN’s:
a. Attend based on individual needs as according to policy 2.04 Orientation of
Personnel to Ambulatory Clinics.
3. RN Travelers:
a. Attend ONLY day ONE of RNO orientation
b. Travel or Agency staff (RNs, LPNs, MAs) attend Ambulatory Orientation as
outlined in Policy 2.04.
4. Exceptions to RNO must be approved by the Director of Nursing Education and
Development
B. Department Level Competence: Department level competency assessment will be completed by
the end of orientation and evidenced by completion of the UWHC Nursing Organizational
Competencies and role specific Ambulatory Orientation Checklists.
1. UWHC Organizational Nursing Core Competencies and Checklist are prepared by
Nursing Education & Development and distributed in Nursing orientation (In-Patient
RNO or Ambulatory Orientation).
2. The Nursing Competency Checklist includes, but is not limited to:
a. Orientation to the work environment (Environmental Checklist)
b. Orientation to all important job functions and tasks based on:

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i. High/low volume and high risk
ii. Problem prone data
iii. Policies/Protocols/Guidelines
iv. Technology
v. Quality and Safety
c. Age-specific competencies
C. Unit/Clinic Specific Competence: Unit/clinic specific competency assessment will be completed
by the end of orientation and evidenced by completion of the unit/clinic nursing core
competencies.
1. The unit/clinic nursing core competency is coordinated by the unit/clinic Nurse Manager
(NM), Clinic Coordinator, Clinical Nurse Specialist (CNS) and Nurse Education
Specialist (NES).
2. Unit/clinic nursing competency includes, but is not limited to:
a. Orientation to/development of competence with all important job functions and
tasks based on:
i. High volume, low volume/high risk
ii. Problem prone data
iii. Policies/Protocols/Guidelines
iv. Technology
b. Age-specific competencies (if not completed as part of the department level
competencies)
c. Telemetry competency (for applicable areas) demonstrated by passing the UWHC
standard test
D. Competency Assessment:
1. Previous learning and clinical experience will be utilized in assessing learner
competency. Whenever possible, learners will be afforded the opportunity to demonstrate
attainment of required content through challenge examinations and/or review of clinical
performance.
2. The assigned preceptors validate clinical performance of competency.
3. Responsibilities for ensuring documentation and demonstration of competency are as
follows:
a. Employee
i. Conduct self-assessment as directed, analyzing past experiences and
current competency level
ii. Participate fully in demonstration of clinical competencies
iii. Provide feedback through evaluations for use in orientation curriculum
planning and improvement
iv. Complete documentation as directed by the Nursing
Competency/Checklist and unit/clinic specific competencies.
b. Preceptor:
i. Validate competency of clinical performance via most appropriate method
as directed on the Nursing Competency/Checklist and unit/clinic specific
competencies
ii. Collaborate with the NM/CNS/NES for assistance with areas of poor
performance

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c. Clinical Nurse Specialist:
i. Provide preceptor with support and guidance in validating competency
assessment of new staff
ii. Review learner competency at orientation/probationary period completion
and assist in development of continuing learning experiences as required
iii. Assists with ensuring completion of documentation of competency
requirements within specified time frames.
iv. Collaborate with the NM/NES/Preceptor for assistance with areas of poor
performance
d. Nursing Education Specialist:
i. Nurse Residents failing to demonstrate competency will be reviewed on a
case-by-case basis. The NES, in collaboration with the CNS and manager,
will establish and coordinate a Learning Contract (see attachment A) for
attaining the necessary competence, including performance outcomes and
evaluating measures.
ii. Schedule orientation evaluations as needed
iii. Work with NMA to register employee in course(s) as appropriate
iv. Review learner competency at orientation/probationary period completion
and assist in the development of continuing learning experiences as
required
v. Ensure completion and collection of documentation of competency
requirements within specified time frames.
e. Nurse Manager
i. Assist individual employee in determining appropriate learning plan and
participation in education program as needed to meet identified needs
ii. Maintain communication with CNS/NES and unit/clinic preceptor,
participating in employee's learning plan
iii. Experienced nurses failing to demonstrate competency will be reviewed on
a case-by-case basis. The manager, in collaboration with the CNS and
NES, may establish and coordinate a Performance Improvement Plan for
attaining the necessary competence, including performance outcomes and
evaluations measures.
iv. Ensure staff attendance in education program(s)
E. Record Keeping:
1. Records must be turned in to Nursing Education & Development or designee by the end
of orientation.
2. All documentation must be easily retrieved and assembled for audits and regulatory
reviews.
F. Early Completion of Orientation
1. Orientees will only be able to complete orientation early if all of the following criteria are met:
ξ All orientation paperwork/competencies are complete and have all required
signatures
ξ All paperwork has been turned in to manager or NES prior to end of orientation

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ξ Orientees needs to demonstrate competency in their role (through preceptor CNS,
and manager assessment)
3. If the orientee has met all of the above criteria, the manager can discuss when orientation
will end with the orientee.

V. AUTHORED BY:
A. Director, Nursing Education and Development

IV. REVIEWED BY:
A. Director, Nursing Education and Development, November 2016
B. Nursing Education Specialist, November 2016
C. Nursing Administrative Policy and Procedure Committee, November 2016

SIGNED BY:

Beth Houlahan, DNP, RN, CENP
Senior Vice President, Chief Nurse Executive