The Essentia Way
is a rebuild of our orientation process focused on Building Exceptional Nurses (BEN) from the ground up!
Nurse
Leader
Preceptor
A Smart Start - Goals for Today
- Blueprints - core components of the BEN Model
- BEN Model in practice
- Tools for Leaders
- Expectations of the preceptor, nurse, leader, charge nurse and scheduler
Nurse
Leader
Preceptor
The Need for Change
CHAOS
Overwhelmed New Hires
Burned-out Preceptors
Inadequately & Inconsistently Trained Staff
Frequent Orientation Extensions
Frequent Action Plans
THE ASK
STRUCTURE
CONSISTENCY
PRECEPTOR
COORDINATION
TIME+CONTENT for CRITICAL THINKING
SIMPLIFY
DOCUMENTATION
DIRECTION
ON WHAT TO TEACH & WHEN
OPPORTUNITY
TO DEVELOP COMPETENCE & CONFIDENCE
COMMUNICATION &
COLLABORATION
BETWEEN NEW NURSES+PRECEPTORS+LEADERS
BEN: Building Exceptional Nurses
The Blueprint
A CollaborativePreceptor Nurse Relationship
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Simple Complex
Fortifying the Foundation
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
TheCompetency Milestones
A Subset of Skills Simple to Complex
All Other Skills
ONE RN
NON-NEGOTIABLE
Nurse
Preceptor
Matched Schedule
Matched Schedule
A CollaborativeRelationship
Orientee
Leader
Preceptor
The Milestones
We start with good relationshipsas the bedrock...
Nurse
Leader
Preceptor
=Communication Focus With Preceptor
... then create a solid foundation.
Infection Prevention
Room & Unit Order
Vitals I & O
ADLs
Safety
Patient Centered Care
EHR & Documentation
Milestone 1
Nurse
Leader
Preceptor
=Communication Focus Patient & Family Secure Chat Etiquette Begin Partial Report
Build in nursing basics...
Lines Drains Airways
Head-to-Toe Assessment
Risk Assessments
Milestone 2
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Milestone 1
=Communication FocusWith ProviderProgress on Partial Report
...and progress to taking action.
Pain
Labs
Medications
Milestone 3
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
Mix in complexity...
=Communication Focus InterdisciplinaryFull Report SBAR Hand Off
Orders
Blood Products
Consents & Procedures
Milestone 4
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
...and you are on the way to Becoming an Exceptional Nurse.
=Communication FocusPrimary Communicator
Patient Flow
Complex Patient Management
Care Plans & Goal Setting
Milestone 5
End of Life Care
Blood Products
Orders
Consents & Procedures
Milestone 4
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Infection Prevention
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
ADLs
Milestone 1
Nurse
Leader
Preceptor
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Off-floor time to focus on -Resources -Hands-on Practice -Scenarios Etc.
Leader
Preceptor
A Solid Foundation
for the new nurse
BUILDING AN EXTRAORDINARY ORIENTATION
Phase VI-Critical Access
TBD based on PDSA
Leader - ongoing PI, change management Phase I Phase II Ann Eastling timeline executive documents III-Duluth, Fargo IV-Specialties V-DL, Virginia VI-Critical Access
Phase V-Detroit Lakes & Virginia
TBD based on PDSA
Phase IV-Specialties
TBD based on PDSA
Phase III-Duluth & Fargo
Spring/Summer 2026
Phase II-Brainerd
December 2025
Phase I-Sprints & Pilots-Duluth (3), Brainerd (1), Fargo (1)
September 2024 Spring/Summer 2025
Any Questions?
Working within the Milestones
The Nurse is responsible only for those skills in the current milestone + previous milestones. The Preceptor is responsible for all other skills. This is the time toROLE MODEL excellent patient care, critical thinking, time management, & nursing professionalism.
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Orientee
Leader
Preceptor
Working within the Milestones
One Milestone of responsibility at a time- Complex experiences are okay, but skill expectations don't change
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Orientee
Leader
Preceptor
EARLY IDENTIFICATION of challenges is a goal & a benefit of the BEN Model
Milestone 4
Consents & Procedures
Blood Products
Orders
More Work Needed on Labs
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
REMEMBER
- Competence, not perfection
- Knowledge
- Skills
- Abilities
- Judgement
- Proven problem-solving should be evident
Clear understanding of expected outcomes from the beginning
Documentation Weekly Evaluation of Orientee
Orientee
Leader
Preceptor
Building Exceptional Nurses
Leader Check-In Guide
-check in with both preceptor(s) & the new nurse-
Critical Thinking, Clinical Judgment, & Decision-making - Give a mini-SBAR on one of your patients.
- For this patient-ask a WHY question and ask for rationale.
- (examples: Why is a lab elevated/low? Why are the the BP high/low?)
- For this patient-what are your resources? How do you find/contact them?
- Share a time that you have used proactive thinking versus reactive thinking.
- How is prioritization going?
- Give a recent example of using your critical thinking skills.
E V O L U T I O N
Orientation Progress - What patient types have been your favorite? the most challenging?
- What constructive feedback have your received so far?
- What do need to spend more time learning about?
- What new skills have you been able to practice?
- What is something that you recently learned, but wish you'd known sooner?
- What has been your biggest challenge so far?
Well-being - What do you feel nervous about? What are you excited about?
- Are there areas where you need more support?
- What is something that has not gone well?
goals for the next week - review ana weekly evaluation
Documentation Evaluation of Preceptor
Completed by the Orientee at the end of their orientation.
Orientee
Leader
Preceptor
Name 3 things that have gone well in this milestone. Name 3 things to further education. Name 3 opportunities for improvement. Name 3 areas to focus on for the next shift.
Begin REBAR with this reflection & keep this with orientation materials
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
-Resource Finding -Discussion -Learning Activities
Blood Products
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
Blood Products
-Resource Finding -Discussion -Learning Activities
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
Blood Products
-Resource Finding -Discussion -Learning Activities
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
NP is used for clock-in and clock-outs. NPPD is used for calendar events where staff add a block of time
Clocking in for rebar
Do we need to add this to the preceptor training also
Are these codes active for all locations? Some codes are only active for limited locations
Yes please!
Steffenson, Sandra Kritzberger, Stephanie Chad Hanson was able to test employee coding for REBAR. He confirmed we should have preceptors code their time as NPPD AND PRECP. This time will contribute to productivity because all EOM time does. However, it is identified as nonproductive time on reports allowing leaders to easily speak to it.
Preceptor - NP + PRECP New Nurse - OR
(or NPPD if adding a block of time)
rebar & productivity
· REBAR time will affect productivity · Leaders can calculate the impact using this calculation: o Hours REBAR time in PP x number of staff / 80 · If a unit has staffing concerns and is precepting a large number of new hires, leaders can consider scheduling one preceptor for a milestone REBAR with multiple new hires. This will work best for staff progressing at similar paces. · Temporary variance is believed to be offset by RN retention and satisfaction with the orientation experience · Will be sure to highlight all this during leader presentations.
Productivity Variance
OrientationSuccess + RN Retention
Leader - Productivity
Yes. REBAR time will affect productivity. If you need to estimate this impact- Hours of REBAR time in PP x number of staff in REBAR/80 Staffing concerns when precepting many new hires? Consider scheduling a single preceptor with those new hires for that milestone. Works best with staff progressing at similar pace.
PRECEPTORS & ORIENTATIONS
CURRENT STATE
17
32
26
16
Measurements of Success
Pre & Post
- before Preceptor BEN class
- after Preceptor completes at least 1 orientation
- uses Casey-Fink survey
- both before & after orientation
- compare with 3 years of Nurse Residency data from Casey-Fink survey
Preceptors
New Nurses
Anytime & anyone
- QR code at the end of each competency milestone
- general feedback
a quick word about the
· I would ask leaders to review the data in a monthly cadence to follow up with staff who have not completed the surveys
Completed at the beginning and end of orientation. Currently incorporated with initial leader meeting. To ensure end of orientation data capture, consider a monthly review of who has completed orientation & ensure the survey is completed.
Measurements of Success
- compare with 3 years of Nurse Residency data from Casey-Fink survey
Orientation Length
Nursing Turnover
New Nurse Confidence
Problem Recognition
Reflection
Clinical Decision Making
Clinical Implementation
Prioritization
PRECEPTOR ROLES
Socialization Agent
Evaluator
Teacher/Coach
Leader/ Influencer
Facilitator
Role Model
Protector
TEACHING
Preceptor's Tools
critical thinking
Interpersonal
Intrapersonal
Logical
Verbal
Kinesthetic
Visual
Aural
Providing Feedback
BRAIN-FRIENDLY
BRAIN-FRIENDLY
- Fully understanding BEN orientation
- Preceptor Tools
- Time for scenarios, practice, questions
NORMALIZE
questions
Learning Styles
- Micro-Yes
- The Data Point
- Show Impact
- End on a Question
Cognitive Load Theory
& Brain Friendly Learning
INTRINSIC COGNITIVE LOAD
EXTRANEOUS COGNITIVE LOAD
Nursing in the real world is complex. We can't change that. But we may be able to break it down. GOAL: Smaller, SIMPLIFIED sections designed to BUILD upon each other. - Milestones -
The learning environment for new nurses can be chaotic. Disorganized, unrelated and/or distracting environmental factors can interfer with the processing of new information into memory. GOAL: REDUCE distracting or unrelated tasks by providing a FOCUSED learning plan. - Facilitator in Action -
GERMAINE COGNITIVE LOAD
This is the deep processing of new information-
Previous Learning + New Information = A PERMANENT store of knowledge GOAL: MAXIMIZE the association of New Information with Previous Learning. - REBAR Time -
Teacher/Coach
Facilitator
BRAINERD
Russ Anderson Nurse Manager
Adison StangerSupervisor Deb Schiller Clinical Nurse Specialist
THE TEAM
Kayla Beauchamp Nurse Manager Taylyn Thompson Nurse
FARGO
Kate GuineeAsst. Head Nurse
Gina KoskiSupervisor
Anna Kovanen Supervisor
Robin Lance Asst. Head Nurse
DULUTH
Kira AndrewsAsst. Head Nurse
Tiffiny Birr Nurse Manager
Camille Walter BruggemanNurse Manager
Dianne Buhrow Nursing Director
Cassandra Connolly Supervisor
Ann EastlingSenior Process Expert
Stephanie KritzbergerClinical Education Manager Mollie MeinholdClinical Nurse Specialist Intern
SYSTEM
Derek Norkol Clinical Education Manager Sand Steffenson Nursing Professional Development Practitioner
Expectations
PROCESS
COMMUNICATION
- Support the process
- Fully understand the process
- Keep the orientee in current milestone
- Stress the importance of role modeling
- Value learning by exposure & observation
- Open communication
- Orientee
- Preceptors
- Leaders
- Consistent feedback with each milestone
- Open to receiving and providing feedback
SCHEDULES & ASSIGNMENTS
- Consistent preceptors
- Equitable, single RN assignments
- No heavy assignments with the intention of divide and conquer
- Honor REBAR time
- 1 Preceptor + 1 Orientee = 1 RN Assignment
- Respect the Milestones & the division of responsibilities
NON-NEGOTIABLES
How does everyone BENefit?
Competent colleagues
Less frustration-Less burnout
Greater preceptor satisfaction
Acquire skills from simple to complex
Greater exposure to patients with full assignments
Preceptors model time management & prioritization
Early identification of skill challenges & support
REBAR time - off-floor time to reinforce learning
Nurse
Leader
Preceptor
Orientation is individualized to the nurse
Clear expectations and consistent training
COMMITTEDto
BUILDING EXCEPTIONAL NURSES
Exposure to more patients & experiences
Individualization of Orientation
Workflow, Time Management, & Critical Thinking as role modeled by Preceptor
Orientee
Leader
Preceptor
Any Final Questions?
Let's go to the Nursing Hub...
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Transcript
The Essentia Way
is a rebuild of our orientation process focused on Building Exceptional Nurses (BEN) from the ground up!
Nurse
Leader
Preceptor
A Smart Start - Goals for Today
Nurse
Leader
Preceptor
The Need for Change
CHAOS
Overwhelmed New Hires
Burned-out Preceptors
Inadequately & Inconsistently Trained Staff
Frequent Orientation Extensions
Frequent Action Plans
THE ASK
STRUCTURE
CONSISTENCY
PRECEPTOR
COORDINATION
TIME+CONTENT for CRITICAL THINKING
SIMPLIFY
DOCUMENTATION
DIRECTION
ON WHAT TO TEACH & WHEN
OPPORTUNITY
TO DEVELOP COMPETENCE & CONFIDENCE
COMMUNICATION &
COLLABORATION
BETWEEN NEW NURSES+PRECEPTORS+LEADERS
BEN: Building Exceptional Nurses
The Blueprint
A CollaborativePreceptor Nurse Relationship
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Simple Complex
Fortifying the Foundation
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
TheCompetency Milestones
A Subset of Skills Simple to Complex
All Other Skills
ONE RN
NON-NEGOTIABLE
Nurse
Preceptor
Matched Schedule
Matched Schedule
A CollaborativeRelationship
Orientee
Leader
Preceptor
The Milestones
We start with good relationshipsas the bedrock...
Nurse
Leader
Preceptor
=Communication Focus With Preceptor
... then create a solid foundation.
Infection Prevention
Room & Unit Order
Vitals I & O
ADLs
Safety
Patient Centered Care
EHR & Documentation
Milestone 1
Nurse
Leader
Preceptor
=Communication Focus Patient & Family Secure Chat Etiquette Begin Partial Report
Build in nursing basics...
Lines Drains Airways
Head-to-Toe Assessment
Risk Assessments
Milestone 2
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Milestone 1
=Communication FocusWith ProviderProgress on Partial Report
...and progress to taking action.
Pain
Labs
Medications
Milestone 3
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
Mix in complexity...
=Communication Focus InterdisciplinaryFull Report SBAR Hand Off
Orders
Blood Products
Consents & Procedures
Milestone 4
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
...and you are on the way to Becoming an Exceptional Nurse.
=Communication FocusPrimary Communicator
Patient Flow
Complex Patient Management
Care Plans & Goal Setting
Milestone 5
End of Life Care
Blood Products
Orders
Consents & Procedures
Milestone 4
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Infection Prevention
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
ADLs
Milestone 1
Nurse
Leader
Preceptor
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Off-floor time to focus on -Resources -Hands-on Practice -Scenarios Etc.
Leader
Preceptor
A Solid Foundation
for the new nurse
BUILDING AN EXTRAORDINARY ORIENTATION
Phase VI-Critical Access
TBD based on PDSA
Leader - ongoing PI, change management Phase I Phase II Ann Eastling timeline executive documents III-Duluth, Fargo IV-Specialties V-DL, Virginia VI-Critical Access
Phase V-Detroit Lakes & Virginia
TBD based on PDSA
Phase IV-Specialties
TBD based on PDSA
Phase III-Duluth & Fargo
Spring/Summer 2026
Phase II-Brainerd
December 2025
Phase I-Sprints & Pilots-Duluth (3), Brainerd (1), Fargo (1)
September 2024 Spring/Summer 2025
Any Questions?
Working within the Milestones
The Nurse is responsible only for those skills in the current milestone + previous milestones. The Preceptor is responsible for all other skills. This is the time toROLE MODEL excellent patient care, critical thinking, time management, & nursing professionalism.
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Orientee
Leader
Preceptor
Working within the Milestones
One Milestone of responsibility at a time- Complex experiences are okay, but skill expectations don't change
Patient Flow
Care Plans & Goal Setting
Complex Patient Management
End of Life Care
Consents & Procedures
Blood Products
Orders
Medications
Labs
Pain
Head-to-Toe Assessment
Lines Drains Airways
Risk Assessments
Vitals I & O
Safety
Room & Unit Order
Infection Prevention
EHR & Documentation
Patient Centered Care
ADLs
Nurse
Leader
Preceptor
Orientee
Leader
Preceptor
EARLY IDENTIFICATION of challenges is a goal & a benefit of the BEN Model
Milestone 4
Consents & Procedures
Blood Products
Orders
More Work Needed on Labs
Pain
Medications
Labs
Milestone 3
Head-to-Toe Assessment
Risk Assessments
Lines Drains Airways
Milestone 2
Patient Centered Care
Safety
EHR & Documentation
Room & Unit Order
Vitals I & O
Infection Prevention
ADLs
Milestone 1
Nurse
Leader
Preceptor
REMEMBER
Clear understanding of expected outcomes from the beginning
Documentation Weekly Evaluation of Orientee
Orientee
Leader
Preceptor
Building Exceptional Nurses
Leader Check-In Guide
-check in with both preceptor(s) & the new nurse-
Critical Thinking, Clinical Judgment, & Decision-making- Give a mini-SBAR on one of your patients.
- For this patient-ask a WHY question and ask for rationale.
- (examples: Why is a lab elevated/low? Why are the the BP high/low?)
- For this patient-what are your resources? How do you find/contact them?
- Share a time that you have used proactive thinking versus reactive thinking.
- How is prioritization going?
- Give a recent example of using your critical thinking skills.
E V O L U T I O N
Orientation Progress- What patient types have been your favorite? the most challenging?
- What constructive feedback have your received so far?
- What do need to spend more time learning about?
- What new skills have you been able to practice?
- What is something that you recently learned, but wish you'd known sooner?
- What has been your biggest challenge so far?
Well-being- What do you feel nervous about? What are you excited about?
- Are there areas where you need more support?
- What is something that has not gone well?
goals for the next week - review ana weekly evaluation
Documentation Evaluation of Preceptor
Completed by the Orientee at the end of their orientation.
Orientee
Leader
Preceptor
Name 3 things that have gone well in this milestone. Name 3 things to further education. Name 3 opportunities for improvement. Name 3 areas to focus on for the next shift.
Begin REBAR with this reflection & keep this with orientation materials
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
-Resource Finding -Discussion -Learning Activities
Blood Products
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
Blood Products
-Resource Finding -Discussion -Learning Activities
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
Blood Products
-Resource Finding -Discussion -Learning Activities
EINFORCING
REBAR
DUCATION
CTIVELY
EVIEWING
Time
Orientee
Leader
Preceptor
NP is used for clock-in and clock-outs. NPPD is used for calendar events where staff add a block of time
Clocking in for rebar
Do we need to add this to the preceptor training also
Are these codes active for all locations? Some codes are only active for limited locations
Yes please!
Steffenson, Sandra Kritzberger, Stephanie Chad Hanson was able to test employee coding for REBAR. He confirmed we should have preceptors code their time as NPPD AND PRECP. This time will contribute to productivity because all EOM time does. However, it is identified as nonproductive time on reports allowing leaders to easily speak to it.
Preceptor - NP + PRECP New Nurse - OR
(or NPPD if adding a block of time)
rebar & productivity
· REBAR time will affect productivity · Leaders can calculate the impact using this calculation: o Hours REBAR time in PP x number of staff / 80 · If a unit has staffing concerns and is precepting a large number of new hires, leaders can consider scheduling one preceptor for a milestone REBAR with multiple new hires. This will work best for staff progressing at similar paces. · Temporary variance is believed to be offset by RN retention and satisfaction with the orientation experience · Will be sure to highlight all this during leader presentations.
Productivity Variance
OrientationSuccess + RN Retention
Leader - Productivity
Yes. REBAR time will affect productivity. If you need to estimate this impact- Hours of REBAR time in PP x number of staff in REBAR/80 Staffing concerns when precepting many new hires? Consider scheduling a single preceptor with those new hires for that milestone. Works best with staff progressing at similar pace.
PRECEPTORS & ORIENTATIONS
CURRENT STATE
17
32
26
16
Measurements of Success
Pre & Post
Preceptors
New Nurses
Anytime & anyone
a quick word about the
· I would ask leaders to review the data in a monthly cadence to follow up with staff who have not completed the surveys
Completed at the beginning and end of orientation. Currently incorporated with initial leader meeting. To ensure end of orientation data capture, consider a monthly review of who has completed orientation & ensure the survey is completed.
Measurements of Success
Orientation Length
Nursing Turnover
New Nurse Confidence
Problem Recognition
Reflection
Clinical Decision Making
Clinical Implementation
Prioritization
PRECEPTOR ROLES
Socialization Agent
Evaluator
Teacher/Coach
Leader/ Influencer
Facilitator
Role Model
Protector
TEACHING
Preceptor's Tools
critical thinking
Interpersonal
Intrapersonal
Logical
Verbal
Kinesthetic
Visual
Aural
Providing Feedback
BRAIN-FRIENDLY
BRAIN-FRIENDLY
NORMALIZE
questions
Learning Styles
Cognitive Load Theory
& Brain Friendly Learning
INTRINSIC COGNITIVE LOAD
EXTRANEOUS COGNITIVE LOAD
Nursing in the real world is complex. We can't change that. But we may be able to break it down. GOAL: Smaller, SIMPLIFIED sections designed to BUILD upon each other. - Milestones -
The learning environment for new nurses can be chaotic. Disorganized, unrelated and/or distracting environmental factors can interfer with the processing of new information into memory. GOAL: REDUCE distracting or unrelated tasks by providing a FOCUSED learning plan. - Facilitator in Action -
GERMAINE COGNITIVE LOAD
This is the deep processing of new information- Previous Learning + New Information = A PERMANENT store of knowledge GOAL: MAXIMIZE the association of New Information with Previous Learning. - REBAR Time -
Teacher/Coach
Facilitator
BRAINERD
Russ Anderson Nurse Manager Adison StangerSupervisor Deb Schiller Clinical Nurse Specialist
THE TEAM
Kayla Beauchamp Nurse Manager Taylyn Thompson Nurse
FARGO
Kate GuineeAsst. Head Nurse Gina KoskiSupervisor Anna Kovanen Supervisor Robin Lance Asst. Head Nurse
DULUTH
Kira AndrewsAsst. Head Nurse Tiffiny Birr Nurse Manager Camille Walter BruggemanNurse Manager Dianne Buhrow Nursing Director Cassandra Connolly Supervisor
Ann EastlingSenior Process Expert Stephanie KritzbergerClinical Education Manager Mollie MeinholdClinical Nurse Specialist Intern
SYSTEM
Derek Norkol Clinical Education Manager Sand Steffenson Nursing Professional Development Practitioner
Expectations
PROCESS
COMMUNICATION
SCHEDULES & ASSIGNMENTS
NON-NEGOTIABLES
How does everyone BENefit?
Competent colleagues
Less frustration-Less burnout
Greater preceptor satisfaction
Acquire skills from simple to complex
Greater exposure to patients with full assignments
Preceptors model time management & prioritization
Early identification of skill challenges & support
REBAR time - off-floor time to reinforce learning
Nurse
Leader
Preceptor
Orientation is individualized to the nurse
Clear expectations and consistent training
COMMITTEDto
BUILDING EXCEPTIONAL NURSES
Exposure to more patients & experiences
Individualization of Orientation
Workflow, Time Management, & Critical Thinking as role modeled by Preceptor
Orientee
Leader
Preceptor
Any Final Questions?
Let's go to the Nursing Hub...