...INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the BS Training Online Orientation resourceCollects ID / passes | Welcomes new starter and provides brief unit orientation. | Holds Welcome...
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...CONTENTS INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the BS Training Online Orientation resourceCollects ID / passes | Welcomes new starter and provides brief unit orientation. | Holds Welcome meeting...
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...responsibilities unless they have the capabilities to learn from the experienced. This is known as reflective practice. Reflective practice is taking critical attention to the practical and theory values which involved in routines by examining practice contemplatively and reflexively which leads to development understanding (Bolton, 2010). One of the famous reflections model in the worlds is Gibbs Model of Reflections (Appendix 1). Observing my workplace as a learning environment with analysing challenges and barriers, I’ve located three areas of improvement using this model. Being in one of the biggest clinic in Southern Malaysia, the major challenge is to endure high workload either in clinical or non-clinical works. Subsequently many of staff especially juniors which also involved in mentorship programs are unable to define and located their own learning needs. As an improvement, I’ve choose to develop the learning contract. It can be defined as an agreement achieved between learner and mentor to develop shared expectations about what will be learn by the learner and how the learning will be measured (Boak, 1953). In my opinion it’s a dynamic process which can be expanded in time and scope to helps learner with learning and career development. Ghazi and Henshaw (1998) stated that with supporting learners using learning contract, it will enhanced their achievement in assessments and attendance. Evaluating learning contract as a tool for learning, it will leads learners to be...
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...Process of Orientation for Nurses in the Maternity Unit Introduction Employee orientation is critical to all new staff employed in a new facility. Whether the profession is in nursing, retail, or management, employee orientation is essential. Orientation plays a critical role in improving an employee’s confidence and competence. Through this orientation the employee is able to get acquainted with other staff and obtain new information and skills that are required for his/her job. Without these skills and knowledge the employee cannot perform the duties that are required. Nursing is a profession with numerous specialties. Although basic nursing skills are required for all units different nursing skills are needed for specific specialties. Therefore, all nurses unfamiliar with that particular specialty will need orientation. The maternity unit is one specialty that requires skills and knowledge that are not common in other nursing specialties. These skills include the use of fetal heart monitors, uterine contraction monitors, assessment of patients in labor and cervical dilation, assessment of postpartum patients, and assessment of newborns. In addition to the need for learning new skills, orientation is also a requirement of the Joint Commission. Ludlow (2006) states that “guidelines delineated by the Joint Commission (JCAHO, 2003) support the need for all nurses to participate in an orientation program specific to their unit; even more so for those in...
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...MGT1000 Organisational behaviour and management Marking criteria for assignment: CRITERIA | FAIL Less than 50% | PASS 50%–64% | CREDIT 65%–74% | DISTINCTION 75%–84% | HIGH DISTINCTION 85% and up | TOTAL | Content | No demonstrated understanding of question; not all issues relevant to question have been answered; inaccurate and irrelevant theory/content; obvious content missing | Borderline understanding of question; may not have answered all the issues relevant to the question but has dealt with the major ones; some minor inaccurate and or irrelevant theory/content | Sufficient understanding of question; answers all parts of the question, even if the content is a little uneven in quality; has attempted critique e.g. linked theories or evaluated theory; only very few very minor inaccuracies in content/theory evident | Good understanding of question; answers all parts of the question to a good standard– includes critical analysis of relevant issues pertaining to the question, even if a little of this critique is a little weak in parts; no inaccuracies in content/theory evident; may include some original content | Unequivocal understanding of question; answers all its parts comprehensively and accurately and excellent critical analysis of relevant issues pertaining to the question; usually includes some original content; no inaccuracies in the theory / content | | Mark out of 30 | <15 | 15-19.4 | 19.5-22.4 | 22.5-25.4 | 25.5 | 26 | Referencing and sources...
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...Introduction The sudden explosion of pupils population coupled with the attendant increased complexity of the school organization and the introduction of the new school basic system of 6-3-3-4 or 9-3-4 (?) system of education in the country has indeed necessitate a greater attention of supervision more than ever before. This is more so because school supervision occupies a unique place in the entire education system. If qualitative education is a thing seriously desired in schools so that standard of education in our schools can be highly improved, school supervision must therefore be accorded high priority. Through inspection and supervision, the inspectors and supervisors assist in improving classroom instructions because teachers are made more competent and efficient, parent are satisfied with the performance of their children, children are motivated to work harder in order to achieve the required standard, hence in the long run, the goal of education is achieved. Concept of Supervision Supervision is a way of stimulating, guiding, improving, refreshing and encouraging and overseeing certain group with the hope of seeking their cooperation in order for the supervisors to be successful in their task of supervision. Ogunsaju (1983). Supervision is essentially the practice of monitoring the performance of school staff, noting the merit and demerits and using befitting and amicable techniques to ameliorate the flaws while still improving on the merits thereby increasing the...
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...SUPERVISION Definition of School Supervision Supervision of any school ordinarily refers to the improvement of the total teaching-learning situation and the conditions that affect them. It is a socialized functions designs to improve instruction by working with the people who are working with the students/pupils. Supervision can also be defined in terms of function and purposes for which it shall be used as a) skills in leadership, b) skills in human relation, c) skill in group process, d) skill in personnel administration and e) skill in evaluation. Scope of School Supervision The major functions logically under school supervision can be cited as: Inspection. This is actually a study of school conditions, to discover problems or defects of the students, teachers, equipment, school curriculum, objectives and methods. This could be done via actual observation, educational tests, conference, questionnaires and checklists. Research. This has something to do to remedy the weaknesses of the solution to solve problems discovered. The supervisor should conduct research to discover means, methods and procedure fundamental to the success of supervision. The solutions discovered are then passed on the teachers. Training. This is acquainting teachers with solutions discovered in research through training. Training may take the form of demonstration teaching, workshops, seminars, classroom observations, individual or group conferences, intervisitation, professional classes or...
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...Agency Nurse Orientation: A Case for Change EBT1-Task 3 Western Governors University A1) Procedure Nationwide there are currently 16,000 certified nursing homes caring for 1.4 million residents (Zhao & Haley, 2011). Due to high nurse turnover rates and persistent staffing shortages, many nursing homes utilize nurse staffing agencies to meet staffing needs. Holliswood Care Center (HCC), a 300 bed nursing home, with five residential floors, located in Hollis, New York is not exempt from such staffing challenges. In fact, according to Yves Pascal, Director of Nursing (DNS) at HCC, “Usually, 2-3 LPN’s per shift are required daily” (Y. Pascal, personal communication, December 15, 2013). Agency nurses are approved to work at HCC once they submit a current physical and complete an in-house facility orientation. During this orientation, agency nurses receive New York State mandated in-services, such as patient abuse and HIPPA. The nurses also receive specific instruction regarding emergency procedures, medication policy, employee conduct and procedures. However, specific unit policies and procedures, location of specific supplies are not included in the general orientation. Upon completion of the orientation, the agency nurse receives no further orientation or precepting. Thus when an agency nurse enters HCC for their first shift they are functioning independently and with limited knowledge. This is clearly a problem, which varies in degree of potential...
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...Program) 1.1 Introduction Currently our institute has been granted government funding to run programs for students in mainstream courses, however under the new funding scheme being introduced from 2014 we are required to offer more courses funded from commercial revenue to sustain our business. There are several courses that can be offer commercially such as training for organisations, offshore delivery programs and Study Tours/Study Abroad programs. I would like to discuss Study Abroad programs on this paper. There are 4 phases to arrange and complete Study Abroad programs – initiation, development, implementation (students are studying at the college) and graduation (evaluation). I would like to talk about initiation and implementation phases. 1.2.1 Initiation: Inquiries from clients are received (input). Information of our Study Abroad program can be found on our website therefore inquiries could come from agents or directly from institutes. Once the inquiry is received, program request form is sent out to the client (output). The program will be customised based on the client requests. Once the completed form is received, the information (input) of subject choices, timing, duration, and number of students is forwarded to appropriate Faculties to discuss and draft the program. Faculties determine the hours of teaching and other necessary items to deliver the program (output). The detail of items (input) provided by Faculties is recorded on the costing sheet. Other...
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...Adjunct clinical faculty is a valuable source for teaching in the clinical field due to the shortage of nursing instructors in this community. The clinical area is the first rotation to which new and adjunct faculty are assigned. The registered nurse with expert patient care skills sometimes lacks clinical educator aptitudes to be a leader, scholar, and mentor. A consequence of employing unqualified adjunct faculty is student dissatisfaction with their clinical learning experience. In turn, this results in less-than-favorable adjunct clinical instructor evaluation. The purpose of the appreciative inquiry is to collect data on the teaching skills of new and adjunct clinical instructors. This is important, because it is the mission of the university and the nursing program to deliver quality education to all students. It is also important to retain excellent clinical instructors for the nursing program’s accreditation status. The best way to do this is to ensure that all clinical instructors are provided with the necessary information to succeed in clinical rotations. The clinical peer review evaluation plan is designed to collect participant’s stories and includes an observation phase. The participants are the new and adjunct clinical instructors, and the reviewers are clinical nurse instructors who are certified nurse educators. The key evaluation topics were based on the eight competencies for nurse educators found in the National League for Nursing (NLN). Through...
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...Teaching Strategies NUR 588 August 5, 2012 Kelly Martin, Facilitator Teaching Strategies Nursing education is a key component to keep nursing practice relevant to the health needs and also to the expectations of society. Nurses provide an essential part of health care in most health care setting. Education, training, and experience are constantly changing and enhancing learning for students, enriching lives with knowledge. Educators have an important role in learning. They have to keep up with developments in the specific specialties, literatures, and the practice. They are responsible to educate new, and experience nurses, and students, and therefore have to master education. The goal of education is to instill in learners the academic and moral knowledge that should constitute those ‘essential things that a mature adult needs to know in order to be a productive member of society’ (Cowles, Strickland, Rodgers & Beth, 2001). Developing curriculum objectives is an important task, and it should be seen as an ongoing process. It is an essential process for the educational goals to be successful. Systematic approach is important when developing curriculum for students, and health care professionals. Different components should be carefully reviewed, and considered: staff, students, community needs, and readiness. It is important to specifics of the institution and involves the key subject in the process of education. Objective ...
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...STUDENT NAME STUDENT NUMBER 1. AGBOOLA ABIOLA 4684941 2. ATEYATALLA AL KHALIFA 4699786 3. AYODELE LAWAL 4711245 4. MAHDI IYAMLOULI 4694648 5. MAICHIBI BAKO BLESSING 4754992 6. MOHAMED OBAID BIN TAMIM 4784650 7. CONTENTS Executive Summary………………………..…………… Pg 1 Introduction………………………………..…………...... Pg 3 Job and Task Analysis……………….…….………….. Pg 4 Job and Person Description…………………….….…. Pg 4 Job Advertisement…………………………………..….. Pg 7 Candidate Selection………….…………………….…... Pg 9 Maximizing Candidate Success………….…………… Pg 11 Conclusion……………………………………………..… Pg 15 References…………………………………………..…... Pg 16 Appendix………………………………….…………….... Pg 18 Executive Summary The quest is on for the replacement of Mrs. McBaine, Twinkletoes Early Childhood Centre’s Director for the past 14 years. She has manifested her intention to migrate to another country, thus leaving her post vacant. This paper analyzes her Director position and presents a recruitment process adapted from Pilbeam & Corbridge (2006). Upon learning of the director’s job description and required qualifications of candidates interested in taking over her position, a job advertisement is created to attract qualified candidates...
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...Teaching LGBTQ inclusive sexual education shows that humans have a diverse array of sexual orientations and gender identities, regardless of a person's moral views. Teaching one sexual orientation, and ignoring the others, and suggesting that a heterosexual marriage is the only acceptable relationship for sexual activity makes invisible experiences for LGBTQ people and presents an inaccurate view on how human sexualitly works (Goodman). Sex education can be one of the few, if not the only, reliable source for information on a person’s sexuality and sexual health. Multiple studies show that well designed and well-implemented sex education can reduce the risk of behavior and support a positive view on sex, reducing teen pregnancy and STI rates. In the United States, the STD and HIV rates are extremely high in certain...
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...J O U R N A L F O R N U R S E S I N S T A F F D E V E L O P M E N T Volume 22, Number 1, 15–20 A 2006 Lippincott Williams & Wilkins, Inc. The Clinical Scholar Model (CSM) is a . . practice–education partnership focused on . . Clinical Scholar Model improving the outcomes of clinical nursing . . . education by bridging the academic and . . Providing Excellence in Clinical service settings. An expert clinical nurse . . . Supervision of Nursing Students serves as a clinical scholar (CS) to . . coordinate, supervise, and evaluate the . . clinical education of nursing students in . Gayle Preheim, EdD, RN, CNAA, BC . . collaboration with school of nursing faculty. . Kathy Casey, MS, RN . This article describes the model’s evolution, . . Mary Krugman, PhD, RN, FAAN . how the model is differentiated from . . traditional clinical instruction roles and . . responsibilities, and the benefits to the . . . collaborating clinical agency and school . . of nursing. . . . ................................................ . he shortage of nurses and nursing faculty experienced throughout the nation provides opportunities for increased collaboration between clinical agencies and schools of nursing (Rice, 2003). Recently, nursing schools across the nation have increased enrollments to address the nursing workforce demands (American Association of Colleges of Nursing [AACN], 2003b; National League for Nursing, 2004). Clinical agencies have responded to these expanded enrollments by adding...
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...I stated m caee in an The Challenges Facing Beginning Teachers New teachers bring varying backgrounds, motivations, experiences, and preparation levels to their initial teaching experience. Their view of the profession and their role in it is shaped by these motivations, as well as by the context in which they begin their work. This chapter explores the commitments that new teachers bring to their roles and the challenges they face. It sets forth the need for the development of a comprehensive induction program to help all new teachers become fully committed and more effective in the classroom. A CASE OF BEGINNING TEACHING Anna was a first-year teacher in an urban school. Although Business was her undergraduate major, she found her initial foray into the business world to be very unsatisfying. She wanted a career that would allow her to make a contribution to society. She heard about the need for teachers— particularly for math teachers—in her area. Not being quite sure what she needed to do to become eligible to work in a teaching capacity, she attended a recruitment fair put on by the local school district. There she heard about the program that would allow her to begin teaching while she completed work on a teaching credential through a district-led or a university-led alternative certification program. 1 Bartell 01.qxd 7/21/04 5:45 PM Page 1 After taking a test that measured her “basic skills” (reading, math, and writing), she was sent on some interviews at several middle...
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