Ministry Of Health, General Directorate Of Nursing
anual of
ursing
olicies and
rocedures
Prepared by:
Nursing Policies and Procedures’ Committee 2011
Supervised by:
Dr. Munira Al Oseimy
General Director of Nursing-MOH
2nd Edition NURSING EDUCATION
Ministry of Health, General Nursing AdministrationFunctions and Duties Policies and Procedures______________________________________________GENERAL NURSING: NURSING EDUCATION
TABLE OF CONTENTS
S.N POLICY TITLE INDEXNUMBER
1. NURSING EDUCATION POLICY AND PROCEDURE GNR-07-01
2. NURSING ORIENTATION GNR-07-02
3. NURSING COMPETENCY ASSESSMENT GNR-07-03
4. PRECEPTORSHIP GNR-07-04
Ministry of Health, General Nursing AdministrationFunctions and Duties Policies and Procedures______________________________________________GENERAL NURSING: NURSING EDUCATION
TABLE OF CONTENTS
S.N POLICY TITLE INDEXNUMBER
1. NURSING EDUCATION POLICY AND PROCEDURE GNR-07-01
2. NURSING ORIENTATION GNR-07-02
3. NURSING COMPETENCY ASSESSMENT GNR-07-03
4. PRECEPTORSHIP GNR-07-04
Ministry of Health, General Nursing AdministrationFunctions and Duties Policies and Procedures______________________________________________GENERAL NURSING: NURSING EDUCATION
TABLE OF CONTENTS
S.N POLICY TITLE INDEXNUMBER
1. NURSING EDUCATION POLICY AND PROCEDURE GNR-07-01
2. NURSING ORIENTATION GNR-07-02
3. NURSING COMPETENCY ASSESSMENT GNR-07-03
4. PRECEPTORSHIP GNR-07-04
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1.0 PURPOSE1.1 To sustain the nursing mission and values and maintain quality services.
1.2 To provide nurses with up-to-date knowledge and skills in order to promote a learning culture and
improve
work efficiency and effectiveness through in-service program
1.3 To facilitate the provision of holistic care by cultivating insights and clarifying with nurses their
responsibilities and commitments and skills in their expanding roles through education and
supervision.
To build a culture of continuous learning, nurses are encourage to attend formal courses or
conferences/seminars/workshops to maximize their potential and further enhance their
knowledge and skills through external courses.
2.0 DEFINITION2.1 Educational Session: The assembly of attendees for the purposes of education.
2.2 In-service: An educational session given at unit level for a period of up to one hour.
2.3 Course: An educational session with a prescribed curriculum which may have
an
experiential component.
2.4 Workshop: An experiential educational session in the clinical skills
laboratories.
2.5 Pre reading material: Reading that must be completed prior to an educational session.
2.6 Lecture: An educational session for a period of one to two hours for greater
than 20
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participants.
2.7 Attendee: A person who is present at an educational session.
2.8 Examination: A set of questions or exercises testing knowledge or skill.
2.9 Proctoring: Supervision of an examination.
2.10 Prerequisite: Required or necessary as a prior condition.
2.11 No Shows: Booked but did not show.
2.12 Latecomers: More than 10 minutes late for a booked session.
2.13 Paid education time: Paid or on-duty time granted to complete required and mandatory education
activities.
2.14 Required education activities : Education which is deemed necessary by nursing education for
nursing staff
in various area of the hospital.
2.15 Mandatory activities: Education which is considered compulsory according MOH & CBAHI and
Cross-training program: Cross-training program creates opportunities for the nurses to acquire multi-
skills and assists them to work competently in different specialty areas.
3.0 RESPONSIBILITIES3 .1 All Nursing Personnel.
4.0 POLICY4.1 Nursing education develop a yearly continuous plan based on scope of service division as well the
needs.
4.2 Nursing education will implement and monitors educational activities on continuous based
4.3 Nursing supervisor are encourage to develop in-service under supervision of nursing education .
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5.4 Nursing supervisor and head nurse will be granted education time either by release of duty or by
payment for using ‘own’ time to complete required activities as well CME hours.
4.4 Continuous Nursing Education CNE:
5.4.1 Ongoing continuous program is planned for the whole year by nursing education unit.
5.4.2 Education program include but not limited to : health promotion and prevention, occupational
safety
and health, spiritual and legal aspects, infection control, continuous quality improvement,
management courses or lecture, nursing skills and standards, and other job-related training .
4.4.3 Continuous nursing education will be evaluated through nursing education follow up
departmental
round camping , skill lab and monitoring competency with nursing supervisors.
4.5 In-service Training Program:
4.1 In-service training program include on topics as policies and procedures, guidelines review,
equipment,
operational drill and, specific topics arrange according to the specialty and specific staff
needs.
4.2 Nursing supervisor and head nurses jointly play an important role in planning and
implementing these
learning activities with cooperation of clinical instructor .
4.3 The over all in-service programs will be evaluated at the end of the year by nursing supervisor
to obtain
outcome from staff performance.
5.4 Nursing education will receives the yearly in-service program from all nursing supervisors
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beginning of
each year to complete and finalize accreditation process
4.5 External Courses:
4.5.1 Nurses can attend external activities to build a culture of continuous learning .
4.5.2 Nurses are encouraged to attend formal course or conferences/seminars/workshops to
maximize their potential and further enhance their knowledge and skills.
4.5.4 Study leave days for each staff are 14 days per a year.( depend to hospital /human recourse
policy)
4.5.5 the nurse must give a brief summary about the attended educational activity to her /his head
nurse /nursing supervisor.
4.6 Cross-Training Program:
4.6.2 Clear training objectives must be written by head nurse / nursing supervisor and to be send
to the requested area of training .
4.6.2 Preceptors facilitate learning and training activities to the cross training nurse .
4.6.3 The preceptors must ensure that effective orientation for the trainer is given completely.
4.6.4 The head nurse should do complete the competency in the training area to be sure that allobjectives is covered during the training period
4.6.5 Original of Cross training objectives, and competency must be kept in unit staff file and list of cross
trained nurse in nursing office and nursing education unit.
5.0 PROCEDURES RATIONALE
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5.1 Notification of Educational Sessions:
5.1.1 Nursing Education will
disseminate educational session information
to nursing supervisor via
monthly CNE or external program.
5.2 Nominations:
5.2.1 Staff nominations for scheduled
courses and workshops will be done
through Head Nurses, and
nurse supervisor .
5.2.2 Nursing education coordinator will
confirm booking to Head Nurses, or
nursing supervisors .
5.2 Booking of an Educational Session:
5.3.1 Detailed education applications form (7)
should be submitted to the nursing
education unit after approval and
signature of head nurse ,nursing
supervisor and Nursing director .
5.4 Coordination:
5.4.1 All internal and external education
will be coordinated by Nursing Education
unit.
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5.5 Cancellations:
5.5.1 Late cancellations for external
activates must provide a sick leave report or written
notification from
nursing supervisor and must indicate
reason .
5.52 Cancellation without notification
and ‘no show’ staff will not have chance to
attend external
activity for 6 month
5.5.3 Nursing education may cancel an
educational lecture due to insufficient
attendee numbers or
after 15 mins from the lecture
time .
5.5.4 Nursing education coordinator will
notify nursing supervisor in case of lecture
or activity
Cancellations or postponed.
5.5.5 written notification will be in the
area of activity.
5.6 Attendance, Latecomers and ‘No
shows :
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5.6.1 Attendees are required to attend all
sessions of activity on time and complete
uniform.
5.6.3 The lecturer has the right to request
attendees who exhibit disruptive behavior to
leave the class.
5.6.4 The lecturer will not start the lecture if
the attendees are less than eight staff.
5.7 Certification :
6.7.1 Certificate copy of attendanceactivity should be submitted to nursingeducation unit within 3 days after the andanther permanent in the nurse personal fileand unit file.
6.0. MATERIALS & EQUIPMENT
N/A
7.0 ATTACHMENTS
8.0 REFERENCES
8.1 King Fisal Hospital and Reserch Center, Jeddah, MCO-NA-NAA-01-0128.2 Continuing Nursing Educatio in Tsuen Wan Adventist Hospital8.3 NURSING EDUCATION POLICY AND PROCEDURE KING FAHD HOSPITAL JEDDAH 2010 NRS-IPP-EDU-001E(1)
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NAME: DATE
PREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010
General Directorate Of Nurs-ing- MOH.KSA 2010
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1.0 PURPOSE
1.1 To assist staff in understanding institutional values and culture to encourage commitment to theinstitution.
1.2 To familiarizes staff with their jobs and work environment, and promotes safe effective
job performance.
2.0 DEFINITION
2.1 O.B.C: Orientation Based Competency.
2.2 U.S.S.C: Unit Specific Skill Competency.
2.3 U.O.P: Unit Orientation Program. It’s a program prepared for the new staff nurse to develop a
training and orientation plan according to his/her need
2.4 Proportionaly period: A period during which a new employee is tried for capability of doing his or her job
3.0 RESPONSIBILITIESNursing Education Unit, Nursing Supervisors, Head Nurses, and Staff nurse.
4.0 POLICY
4.1 New staff should complete and attend all required orientation program hospital, nursing and
unit orientation program prior to being scheduled to work independently.
4.2 Orientation program will includes but not limited to (program attached)
4.2.1 Nursing mission, vision, values, goals, organizational chart of the Nursing Service Department.
4.2.2 Nursing professional role and responsibility.
4.2.3 Overview of nursing system, policy and procedures.
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4.2.4 Individual explanation of the job descriptions.
4.3 Attendance of nursing orientation should be documented in the Orientation Based Competency
(OBC).
4.4 Unit orientation program (U.O.P)must be arrange by head nurse for each new staff nurse arrived
the unit.
4.5 Nursing staff who transfers from one unit to another must have and complete (UOP) within 3
months .
4.6 New staff nurse should have three months orientation continuous under supervision of head nurse and
nursing supervisor.
5.0 PROCEDURES RATIONALE
5.1 Nursing Education Unit :
5.1.1 Complete all initial process for new
staff nurses when arrival to nursing education
which are:
5.1.2 Initial performance evaluation.
5.1.3 Hospital tour
5.1.4 Conduct one week orientation
program at the first week from each hejirah
month.
5.1.5 Follow up new staff with head nurses
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during 3 months of orientation period.
5.1.6 Assists in development and
implementation of a plan to address
identified concerns in conjunction
with head nurse, preceptor and
preceptee .
5.1.7 Monitor and review OBC for the new
staff during and after the probationary
period.
5.2 Nursing Supervisors:
5.2.1 Ensure that all nurses attended hospital
and nursing orientation program.
5.2.2 Receive the new staff from nursing
department to assigned her/him to
unit according to the Needs
5.2.3 Submit evaluation report to nursing
education unit for staff who required
reevaluation after 3 months based on
their initial evaluation.
5.2 Head Nurse:
5.2.1 Ensure that the new staff have
scheduled to attend the hospital
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nursing orientation program.
5.2.2 Head nurse shall ensure that each new
nurse is provided by (O.B.C.) and
(U.S.S.C.) .
5.2.3 Head nurse shall perceived the level
of expertise of new staff as a basis for
identification of learning needs during
the probationary period. This will be
used in planning the unit orientation
program.
5.2.4 Head nurse will assign the new staff
with preceptor from the first day
joined the unit.
5.2.5 Head Nurse will meet individually
with the new staff on a schedules
weekly basis. In addition, the head
Nurse will meet jointly with the new
nurse and preceptor at least once and
more often as needed during the unit
orientation. The unit clinical
instructors shall be included as
needed. The purpose of the meeting is
to:
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5.2.5.1 Review progress during the orientation
period.
5.2.5.2 Identify strengths and weaknesses of
the orientee, including:
5.2.5.2.1 Communication abilities
with patients, families & staff
5.2.5.2.2 Problem solving/critical
thinking skills.
5.2.5.2.3 Adherence to policies.
5.2.5.3 Discuss any problems and/or
concerns which may have occurred
during the orientation period.
5.2.5.4 Assist the orientee in developing
realistic goals and objectives for
professional growth.
5.3.5.5 Ensure that (OBC, USSC)
checklists are completed and met the
required competencies within the
probationary period .
5.2.6 Write training education plan to improve
the weak points found in new staff
performance.
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5.4 New Staff :
5.4.1 Ensure that she/he attended the
hospital and nursing orientation program .
5.4.2 Seek information to enhance his /her
performance during probationary period .
5.4 3 Complete and returnappropriate personnel forms.
6.0. MATERIALS & EQUIPMENT
N/A
7.0 ATTACHMENTS
7.1 OBC Form
7.2 USSC Form
7.3 Annual Assessment form
8.0 REFERENCES٨٫١NURSING ORIENTATION KINH FAHD HOSPITAL -JEDDAH 2010G NRS-IPP-EDU
003E(3)8.2 Central Board Accreditation Health Institution Standard.8.3 National training system.Glossary.Retrived May 8,2006 .
-ssues*nts/glo/atoe.htm3Glossaryikills/policy issues reviews/keyshttp://www.dest.gov.au/sectos/trainingC
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NAME: DATE
PREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010
General Directorate Of Nurs-ing- MOH.KSA 2010
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1.0 PURPOSE1.1 To establish a plan t assess ongoing competency of nursing personnel functioning NA, RN,
Nurse
1.2 To ensure all nurses who are patient care providers are competent to perform assignedresponsibilities in their specific areas of clinical practice.
1.3 To identify strengths or deficiencies in individuals and plan either corrective action oreducational objectives to monitor progress and development.
2.0 DEFINITION
2.1 Competency: is the potential ability to integrate the knowledge, skills, and attitudes required for
performance in a designed role or sitting, where is competency the demonstrated ability to integrate
the knowledge, skills, and attitudes required for such performance functioning NA, RN, Nurse
managers
2.2 Competency assessment: is an ongoing process of initial development, maintenance of knowledge
and skills, educational consultation, remediation, and redevelopment.
2.3 Assessment: determine the extent to which an individual reaches the desired level of competence
in skill, knowledge, understanding or attitudes in relation to a specified goal. Assessment measures
the integration and application of theory to patient care learned throughout the programmed and
requires the candidate
nurse to demonstrate proficiency within practice through the achievement of learning outcomes.
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2.4 Action plan: Is a plan drawn up by the assessor/evaluator , candidate nurse and the verifier to
facilitate and
monitor the achievement of competency. It is initiated if necessary at the intermediate meeting
problem areas identified.
2.5 OBC: Orientation based competency
2.6 USSC: Unit specific skill competency
2.7 ACA: Annual Competency Assessment
2.8 CBA : Competency Based Assessment
3.0 RESPONSIBILITIES
4.0 POLICY4.1 Nursing competencies shall include probationary assessment, unit specific skill
assessment, for new staff, competency based skill assessment, and yearly assessment.
4.2 Competency based assessment review will be on an ongoing basis every two years and or asneeded according to staff needs to ensure that nursing skills and knowledge remain current.
4.3 Competence must be done based on training, education and experience and to be assessed atthe time individuals are hired and at regular intervals thereafter to ensure that individualshave adequate knowledge and skills to perform their duties.
4.4 Senior nurses who are recognize certifies expert in the field or skill are required to involve in
competency based nursing program.
4.5 Nursing supervisor, head nurses, nursing education and clinical instructors are required toassess,
maintain, demonstrate, track, and improve the competence of the staff as well asdevelopment of competencies.
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4.6 Head nurse, Nursing supervisors and Clinical Instructors are responsible to conductcompetency assessment.
4.7 Competency assessment shall be involves more than a checklist and a test.
4.8 Competency assessment must be done according to nursing skills performed in the units withthe
corresponding frequency and risk rating.
5.0 PROCEDURES RATIONALE5.1 Staff will receive the appropriate competencyform as following:
5.1.1 (OBC) from Nursing EducationDepartment on the first day of Employment.
5.1.2 (USSC) from Head Nurse or designeeon the first day of joining
the clinical area.
5.2 Orientation Based Competency (OBC)and Unit Specific Skills Competency(USSC) should be doneduring the three months of
probationary period.
5.3 Annual Competency Assessment Tool(ACA) should be attached with yearly evaluationform for all MOH,
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PIO and Company staff nurses and beforerenewal of contract for none Saudi nurses.
5.3 Competency based assessment(CBA)will done to ensure that nursing skillsand knowledge remain
current.
5.5 Competency Completion:
5.5.1 Prior to beginning (OBC) and(USSC), the orientee will complete a Self-Assessment by checking the
appropriate box under the self-assessment column indicating their level ofexpertise/experience (“no
experience”, “limited experience”, or“competent”) for each topic listed on thechecklist.
5.5.1 The preceptor and the orientee willreview the orientee’s perceived level ofexpertise as a basis for
identification of learning needs. Thiswill be used in planning the unit-basedorientation.
5.5.3 The preceptor will date and initialthe individual topics/skills whencompetency in that topic/skill hasbeen demonstrated according to anidentified standard. The preceptoridentifies the method by whichvalidation of the competency wasachieved, using the code described
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on the competency checklist.
5.5.4 (CBA) will be done by observingnurses performance, (test, returndemonstration, ect.) to evaluatethe nurse's knowledge of how to
perform the procedures listed on thechecklist according to the
standards.
5.5.5 The annual competency componentsdepend on the job and responsibilityof the staff. The requiredcompetencies for each nursing staffposition indicated in the attachedtable.
6 Each employee is accountable formaintaining competence throughpractice and education.
7 An employee who is unsuccessful in meetingperformance criteria of a competency(score < 3) the head nurse and nursingsupervisor should put educational actionplan to improve the skill of the staff.
8 If changes in assignments such as floating,transfers and unit modification aremade, the staff home unit may berequested to provide evidence ofcompetency. It is the responsibility ofthe unit of which reassigned staff isworking to ensure competency of that
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member to work in their unit.
9 The competency records are maintained inthe employee's unit personal file.
6.0. MATERIALS & EQUIPMENT
N/A
7.0 ATTACHMENTS7.1 Orientation Base Competency (OBC)
7.2 Unit Specific Skill Competency (USSC)
7.3 Annual Competency Assessment Tool (ACA)
7.4 Annual Competency requirement Table
8.0 REFERENCES8.1 LSUHSC-Shreveport, Louisiana – Nursing Policy
8.2 John Dempsey Hospital –Nursing Policy
8.3 Nursing competency assessment king fahd hospital –jeddah 2010 G. NRS-IPP-PRC
NAME: DATEPREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010-General Directorate Of
Nurs-ing- MOH.KSA 2010
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1.0 PURPOSE
To facilitate the integration of newly employed nursing staff into the role and responsibilities in
the work setting
2.0 DEFINITION
2.1 Preceptorship: An organized instructional program in which an experience staff nurse facilitates theintegration of a new staff member into role, responsibilities in the job description.
2.2 Preceptor: An experienced proficient staff nurse who orients new staff to their role andresponsibilities on their assigned unit; policies, procedures and unit standards, culture andnorms of their patients and the work place.
2.3 Preceptee: A newly hired staff member who completes a period of preceptorship during orientationto an assigned unit.
2.4 U.O.P: Unit Orientation Program. It’s a program prepared for the new staff nurse to develop atraining and orientation plan according to his/her need
2.5 O.B.C: Orientation Based Competency.
2.6 Preceptor evaluation: Evaluation provides preceptors constructive feedback about their performance as a preceptor andallows for skill development.
3.0 RESPONSIBILITIES3.1 Nursing Education Unit, Head nurse, Unit preceptor and New staff nurse.
4.0 POLICY4.1 Selection criteria of preceptor is as follows:
4.1.1 Selected and approved by the Head Nurse to be precept.
4.1.2 Senior nurse has minimum one year experience in the area where precepting
will occur.
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4.1.3 Demonstrates proficient clinical practice, which is defined as: the ability to
recognise pertinent and important aspects of the work situation or patient care
situation and manage effectively.
4.1.4 Consistently functions as a professional role model by supporting the mission,
vision and goals of the hospital, and nursing department.
4.1.5 Successfully completes the Preceptor Course and checklist.
4.1.6 Anticipates an additional one-year of employment on the current unit after
completion of the Preceptor Course.
4.2 Nursing education Conduct preceptorship course to prepare staff nurses to function as a nurse
preceptors, in addition to provide feedback and course result to nursing director.
4.3 Nursing education shall meet at least twice a year to support activities for unit preceptors .
4.4 Nursing administration shall provide administrative support required for counselling and
problem solving for the program.
4.5 New staff shall be assigned with each preceptor at least one week to facilitate the training .
5.0 PROCEDURES RATIONALE5.1 Head Nurse
5.1.1 Identifies qualified preceptors based onselection criteria.
5.1.2 Facilitates preceptor's participation ineducational and support activities asrequired to function in the
preceptor role.
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5.1.3 Plans, implements and evaluates anindividualized orientation basedcompetency in collaboration withPreceptee, nurse educator and wherenecessary, outside units for needed skills.
5.1.4 Prepares unit orientation program(UOP).5.1.5 Assign preceptor to preceptee and
provides preceptor with unit orientationprogram according preceptee previousexperience, education and work history.
5.1.5.1 Reduced preceptor routineassignment to reflect additionalresponsibilities.
5.1.5.2 Preceptors will not to be floated toother work areas while they are activelyprecepting an preceptee .
5.1.5.3 Ensures the preceptee scheduleallows attendance at the necessaryeducational sessions.
5.1.6 Evening and night duty where applicable, Itshould be scheduled in the orientation periodnot less than one and half month completionof morning duty.
5.1.7 Conducts and documents scheduledfeedback sessions with the precepteeweekly or more frequently if needed duringorientation and joint sessions with preceptorand preceptee at least once duringorientation and more frequently whenindicated.
5.1 8 Identifies areas of concern in a timely manner
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to develop training educational plan accordingto the need.
5.1.8 Initiates problem solving strategies withpreceptor, preceptee and ClinicalInstructor as appropriate.
5.1.9 Preceptor must be change if there arepersonal conflicts between preceptor andpreceptee .
5.1.10 Evaluates preceptor, utilizing thepreceptor performance criteria, andincludes this in the preceptor’s annualperformance appraisal.
5.1.11 Collaborates with nursing education in thedevelopment and implementation ofrecognition and supportactivities for preceptors.
5.1.13 Collects and reviews the Preceptor
Evaluation from the preceptee and develop
plan of teaching as needed.
5.2 Nursing Education :
5.2.1 Coordinates a course designed toprepare staff nurses to function as anurse preceptors.
5.2.2 Provides information about preceptorprogram evaluations to nursingdirector.
6.2.3 Arrange for meeting the preceptor insupport activities.
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5.3 Nurse Educator- (Nursing OrientationProgram Coordinator) and Clinical Instructor:
5.3.1 Participate in educational sessions forongoing skill development related toissues identified from preceptor asneeded.
5.3.2 Reviews O.B.C. summary with the headnurse.
5.3.3 Acts as a resource to preceptee andpreceptor.
5.3.4 Meets preceptee and preceptor both toassess learning needs a monthly.
5.3.5 Identifies education needs and informsthe Head Nurse.
5.4 Preceptor:
5.4.1 Attends Preceptor Course.
5.4.2 Functions as a role model, educator and
facilitator to the preceptee as they
integrate into the unit.
5.4.3 Assesses learning needs of the
preceptee on an ongoing basis.
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5.4.4 Provides appropriate feedback in a
timely manner to the preceptee and
Head Nurse.
5.4.5 Demonstrates effective
communication skills and a positive
attitude with the orientee in the
clinical setting.
5.4.6 The preceptor will discuss goals &
objectives with their Preceptee, and
set timelines for these to be
completed and reviewed.
5.4.7 Assists the preceptee in completing
the Competency that Not Met and
develop Action Plan form when
indicated.
5.4.8 Meets jointly with head nurse and
preceptee at least once a week during
orientation to discuss about progress.
5.4.9 Provides objective documentation to
the Head Nurse related to the orientee
performance.
5.4.10 Supervises the preceptee patient
care at all times until the Head Nurse
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determines they have successfully
completed the orientation period.
5.4.11 The Preceptor and preceptee will take
breaks at the same time.
5.5 Preceptee:
5.5.1 Assumes sole responsibility for identifying
learning needs in order to comply with
KFH-J nursing standards.
5.5.2 Actively seeks information to meet
identified learning needs.
5.5.3 Demonstrates initiative in selecting
opportunities and patient care situations
that will meet stated unit orientation
objectives including seeking skills
unavailable on assigned units.
5.5.4 Informs preceptor when prepared for
check-off of skill / knowledge.
5.5.5 Meets weekly with head nurse, and
preceptor together for constructive
feedback.
5.5.6 Assumes sole responsibility for
completing the Competencies before the
end of the 90-days probationary period.
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5.5.7 Demonstrates effective interpersonal skills in
the clinical setting.
5.5.8 Demonstrates competent practice as per
set Standards.
5.5.9 Completes and returns the Preceptor
Evaluation form to the head nurse.
5.5.10 The Preceptor and preceptee will takebreaks at the same time.
6.0. MATERIALS & EQUIPMENT
N/A
7.0 ATTACHMENTS
7.1 Preceptor Evaluation Form
8.0 REFERENCES8.1 SMH Nursing Policy92009) . Clinical Coach program/Clinical Preceptor SMH:Autor.9.1 Freiburger,
O. (2001). A tribute to clinical preceptors. Journal for Nurses in Staff Development, Vol. 17,
No. 6, 320-327.
8.2 Alfaro-LeFevre, R. (2002). Improving your ability to think critically. RN, MSN Nursing
Spectrum—Career
8.3 Fitness Online. http://nsweb.nursingspectrum.com/ce168.htm
8.4 Ohrlin,K. & Hallberg, I. (2000). Student nurses’ lived experience of preceptorship. International
Journal of Nursing Studies, 37, 13-23.
8.5 PRECEPTORSHIP policy king fahd hospital-jeddah 2010 nrs- IPP-EDU 004E(1)
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NAME: DATE
PREPARED BY: Mrs. Mrs.Ashwag O. Shibah – RN,BSN King Fahd hospital -jedsdah 2010APPROVED BY: Central Committee Of NPP 2010
General Directorate Of Nurs-ing- MOH.KSA 2010
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