Executive Housekeeping Today - February 2008 - (Page 4) OrientatiOn (continued from previous page) new staff member one-on-one and we tend to assign one of our top staff members for this assignment. They show the new staff member how to clock in, where items are, the procedures that are typically done in day-to-day cleaning, where breaks and lunches are, how to use the chemical dispensers, etc. Typically, this one-on-one training is done for the first week. The second week, the new staff member will work half the time on their own and half the time with their preceptor. Often, we will assign them to another staff member and area so they can see how other staff work, since each staff member tends to have their own tricks to getting things done efficiently. The third week, the new staff member is “officially” on their own. After the new staff member is on their own, the supervisor should check up on them to see if they have picked up on the expectations of the facility. If so, then that is great! If not, the supervisor must work with them closely to make sure they can succeed in the job. At my facility, we have a 90day orientation by hospital policy. We will terminate staff members within this time frame if they do not learn what the expectations are at our facility. Through the entire process of orientation and training, I make sure that I recognize the new staff members as I do my Management by Walking Around (MBWA). I also ask them how things are going and answer any questions they may have. If I have heard good things about their work, I will recognize them for that as well. “Through the entire process of orientation and training, I make sure that I recognize the new staff members as I do my Management by Walking Around (MBWA). I also ask them how things are going and answer any questions they may have.” Orientation, Competency and Training Manual Along with the preceptor or practical training that my facility provides, I have created a “Housekeeping Orientation, Competency and Training Manual” for the de- partment. The new staff member’s respective supervisor will work with them to complete each section and sign off on a sheet at the end of each section. The manual is separated into six sections (each section ends with several “technical procedures for the department”): 1. Section I: a. Mission Statement of the Department b. Patient Confidentiality c. Guest Relations d. Human Resources Guidelines e. Job Description f. Technical Procedures g. Sign-off Sheet 2. Section II: a. Disaster Plan b. Chemical Products and Hazard Communication c. Technical Procedures d. Sign-off Sheet 3. Section III: a. Individual Work Schedules b. Technical Procedures c. Sign-off Sheet 4. Section IV: a. General Safety b. Body Mechanics and Ergonomics c. Infection Control d. Hand Washing e. Isolation Procedures f. Technical Procedures g. Sign-off Sheet 5. Section V: a. Quality Management b. Continuous Process Improvement c. Definitions d. Technical Procedures e. Sign-off Sheet 6. Section VI: a. Death and Dying b. Employee Assistance Program c. Employee Medical Records d. Technical Procedures e. Sign-off Sheet This manual covers a lot of areas, but is important to show new staff members what the expectations are. When they complete this manual, they are typically on the same level as the rest of the staff who have been at the facility for years. I have the supervisors try to get this manual completed by the end of the 90-day orientation period. Employee Guidelines Booklet In addition, I have also created a booklet that new staff can take home which contains general guidelines for working at our facility and department. This booklet covers several items: • Vision/Philosophy Statements • Work Time • Work Equipment • Work Areas • Working with People • Personal Appearance and Conduct • Discipline • General information Staff can read this on their own time and ask questions later if they have any. It is an excellent idea to have the typical questions that staff could ask written down. Continual Training As I mentioned earlier, there (continued on page 12) 4 Executive Housekeeping Today/February 2008
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