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Nursing Preceptor Workshop.
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Part IPart I
Objectives:
• Define 3 principle roles and responsibilities of a
preceptor.
• Distinguish how a preceptor’s role differs from that
of regular staff.
• Define Benner’s Levels of Nursing Practice.
• List 5 available resources for the preceptor.
• List 3 principles of adult education.
1. Unit Based Workshop
2. Review Preceptor Tools
3. Discuss Available Resources
4. Make the job easier
5. Make the preceptor more effective
6. Make efficient use of the preceptor’s time
7. Optimize the orientation process
Purpose:
1. What is a Preceptor
2. Preceptor Responsibilities
3. Orientee Responsibilities
4. Levels of Practice
The Preceptor Role
A preceptor instructs, teaches and supports an individual who is learning a new skill or is in a new position….
A preceptor works closely with the learner, and will watch and coach him/her in skill application.
A person may be precepted by a number of individuals simultaneously
What is a Preceptor?
Roles of a Preceptor
LEVELS OF NURSING PRACTICE
Advanced
Beginner
Novice
Competent
Proficient
Expert
1. To ask questions
2. Talk openly
3. Prepare
4. Follow through on agreements
Responsibilities of a Preceptor
Responsibilities of a Orientee
1. To ask questions
2. Talk openly
3. Prepare
4. Follow through on agreements
1. Adults need to know why they need to
know
2. Adults have the need of Self Importance
3. Adults are problem-centered vs.
subject-centered
4. Adults often know how they learn best
5. Adults usually actively participate in
their learning
Adult Learners
Preceptor Effective?
What makes a?
Desire
Knowledge
Experience
Organization
Teaching Skills
People Skills
What does it take?
Yes
Yes
Yes
Yes
Yes
Yes
What else do you need?
Objectivity
People Skills
Concrete Goals
Evaluation Tools
Effective Documentation
What works?
Goals & Agreements
Timeframes
Checklists
Evaluation Tools
Progress Notes
Resources
Goals are the single most important
factor in achieving success
Why make Goals?
Goals & Agreements
1. Turn Goals into Agreements
2. Make goals specific
3. Take one minute per day
4. Try 3-5 minutes a week
5. Evaluate daily
Timeframes
1. Be realistic
2. Be specific
3. Make expectations clear
Checklists
1. Use the checklists
2. Checklists are made to help
3. Write in additional needs
4. Review list weekly
Evaluation Tools
1. Refer to your goals
2. Be flexible
3. Keep notes (progress notes)
4. Keep up weekly
Progress Notes
1. Document progress
2. Record progress towards meeting goals
3. Keeps orientation plan on track
4. Gives credit for what you do
5. Covers yourself legally, good or bad
6. Establishes basic competence and compliance with Orlando Health Standards
Resources
1. Learn your resources
2. Seek out opportunities
3. Think and plan what you need
4. Don’t go it alone
5. Use your policies
A. The Change
B. Transition from staff to preceptor
C. Training
D. Working with tools
E. Value Systems
F. Results
Becoming Effective
EVALUATE
NEEDS
How to be Effective
USE
RESOURCES
How to be Effective
USE
THE
TOOLS
How to be Effective
PLAN
GOALS
How to be Effective
Specific
Measurable
Attainable
Realistic
Time Bound
Plan SMART Goals
ASSESS
DAILY
How to be Effective
KEEP
NOTES
How to be Effective
SEEK
OUT
OPPORTUNITIES
How to be Effective
THE EFFECTIVE PRECEPTOR1) Possesses and demonstrates broad knowledge
2) Explains actions and decisions
3) Answers questions clearly and precisely
4) Is open to conflicting ideas and opinions
5) Connects information to broader concepts
6) Communicates clear goals and expectations
7) Captures learners attention
8) Makes learning fun
Part IIPart II
• Describe how to assist orientees in identifying of their own learning needs and in setting appropriate goals.
• Describe SMART Goals.
• List 2 important steps used by the effective preceptor.
• Explain how to apply principles of adult education as a preceptor.
Objectives:
TEACHING STRATEGIES
Teaching Principles
Build in active participation
Build in successful goals
Build in self-directed approaches (does not mean learning
in isolation)
Tap into learner’s life experiences
Vary the methodology
Offer mutual learning between participant and presenter.
Keep it simple
1. Observation
2. Skills orientation checklist (unit specific)
3. PBDS findings
4. Progress Notes
Assessing Learning Needs
Ways to assess learning needs:
5. Frequently asked questions (by the orientee)
6. Questioning the orientee about previous work experiences
7. Ask (the orientee): what are your learning needs?
Assessing Learning Needs
Ways to assess learning needs: (cont..)
1. Don’t handle it all alone
2. Know your options
3. Communicate
4. Document
5. Find the silver lining
Dealing with Frustration
Making Goals
TAKE
ONE
MINUTE
Making Weekly Goals
TAKE
FIVE (or less)
MINUTES
Give everyone direction
Generate measurable tools
Allow for multiple successes
Keep an ongoing record
Help guide the orientee
Encourage regular evaluation
Keep everyone on track
Why Goals Work
Specific
Measurable
Attainable
Realistic
Time Bound
Use SMART Goals
Sample Goals•Complete self assessment portion of competencies, outlined in orientation notebook, during the first week of orientation.
•Demonstrate good time management by documenting assessment and vital signs within one hour of assessment.
•Coordinate care and management of one low acuity patient independently by “anticipated date”.
•Effectively coordinate and manage care of 2 patients of intermediate acuity by “anticipated date”.
•Perform admission history and assessment and document completely in Sunrise within 1 hour of admission.
•Complete Interpretation of ABG’s & Mechanical Vent SLP’s by “anticipated date”.
•Complete real time charting within 1 hour of assessment
Making Agreements
Explain Roles and Responsibilities
Discuss Skills to be acquired
Determine Start Date and End date
Review Outcomes
Use Methods of Feedback
Use Methods of Evaluation
PBDS
1. Performance Based Development System
2. Measures critical thinking
3. A proven evaluation tool
4. Guides orientation
5. Makes your job easier
Using PBDS
1. Make goals simple and specific
2. Evaluate according to goals
3. Adjust goals according to results
4. Make your job easier
PBDSProgress Notes Examples
From PBDS Department
0 of 6
Resp.
Neuro
1. Admit and manage 2 respiratory patients independently by 10/29/06
2. Give 4 organized reports to physicians by 10/29/06
10/20/06 - Admission for pneumonia with preceptor10/22/06 - Admission for COPD done independently. Followed appropriate protocol.10/23/06 – Managed PE pt. independently. Followed appropriate protocol. Participated in successful code.
2. 10/20/06 - Dr. Jones (+) 10/20/06 - Dr. Smith (+) 10/22/06 - Dr. Green (+ w/urgency) 10/23/06 - Dr. Davis (+)
1 4
DE
Ima Newtoyou
10/16 -10/29/06
2 of 6
Neuro
2 4
DE
Ima Newtoyou
1. Admit and manage 2 neuro patients independently by 11/12/06
2. Complete all charting by end of shift by 11/12/06
1. 10/31/06 - Admission for closed head trauma done independently. Followed appropriate protocol. 11/6/06 - Admission for r/o CVA, followed protocol for thrombolytics.
2. 10/31/06 - All completed 11/6/06 - 20 min. OT 11/7/06 - All completed 11/9/06 - All completed
10/30-
11/12/06
11/13-11/26/06
3 of 6
3 4
DE
Ima Newtoyou
Consistently manage 6 patients independently by 11/26/06
11/17/06 - 411/20/06 – 511/22/06 – 6 (w/little help)11/23/06 - 6
11/27-12/3/06
6 of 6
Orientation complete
UBE reviewed reassessment video #107
CTA class scheduled 12/4/06
PBDS Reassessment scheduled 12/11/06
4 4
DE
Ima Newtoyou
Keep everyone on the same track
Don’t take long to do (1-5 minutes)
Help determine what else is needed
Generate tools for making further plans
Makes the preceptor’s job easier
Gives feedback to the orientee
Makes it easy to follow progress
Evaluations
Evaluate Daily
Take a moment everyday to evaluate
Give Continual Feedback to your orientee
Complete all documentation forms
Keep Leadership Informed & Up-To-Date
Complete Regular Progress Notes
Share Concerns with Leadership and/or
Educators
How to Evaluate the Orientee
Use Effective Communication
Use Preceptor/Orientee Agreements
Make Observations & Give Feedback
Offer additional information
Protect nursing licenses
Open additional doors for staff
Encourage self-sufficiency
Give preceptors a break
Expand nursing knowledge
Encourage staff involvement
Use Resources
Keeps and ongoing record of progress
Backs up the preceptor
Provides proof of orientation
Establishs basic competence and compliance
with Orlando Health standards
Records progress towards meeting goals
Create a historic record of orientation
Documentation
Document Daily
Complete Skills Check List
Review and plan Goals/Agreements
List daily achievements
Evaluate if goals were achieved
Adjust plan accordingly
Giving Feedback Deliver it in a timely manner Focus on behavior and learning objectives Present the facts, be specific Avoid feedback overload (concentrate on one thing at a
time) Maintain positive body language Be culturally sensitive Strive for win/win situation Encourage self-assessment Encourage Critical Thinking skills Always include positive comments Learn from one’s mistakes
Role Modeling
We learn by example
Goals can make winning easy and give us measurable tools
Winning Goals
Make it easy to winSet reasonable goals
Make it Easy
A standard procedure for teaching a task that a
student finds difficult is to break it down into
smaller units.
Breaking it Up
Evaluate daily (were the goals met?)
Adjust new goals accordingly
Make Adjustments
Adjust goals according to your evaluations
Turn ideas into plans for your orientee
Be Flexible
SHARE IDEAS