Bariatric Times July/August 2007

Bariatric Times • July/August 2007 Bariatric Center Spotlight 21 lifts patients up using a sequence of inflations. We also utilize the hover mat during transfers. This equipment enables staff to safety assist patients during patient transfers or in the event of patient fall. Our staff is also trained on lifting techniques and back safety. The lifting and transfer equipment is routinely reviewed by our bio-medical team to ensure optimal equipment function. University General Hospital has implemented Character First!®, a character based paradigm for personal development, and actively practices a culture that fosters employee recognition, is open to culture change that benefits all stakeholders and patients, and has a Nursing Competency Assessment Program. As a five-star facility focused on medical excellence, University General Hospital is dedicated to its objective to recruit and retain qualified, competent employees who have not only the skills essential for the best patient care, but have the character necessary to create an environment that is both healing and nurturing. We believe our employees are the most vital element of our operations; this mindset will make University General both the employer and provider of choice. HOW IS STAFF COMPETENCY EVALUATED? Competency skills checklist for the employee's assigned department are used to guide and document the orientation process and competency validation. The competency checklist is specific to the area and individual's job classification. It lists the core competencies and specific skills required for quality service by the department personnel. The HOW ARE NEW EMPLOYEES ORIENTED AND TRAINED AT YOUR FACILITY? All new employees are required to attend hospital-wide orientation on the first day of their employment. The orientation program consists of an introduction to the organization's mission, vision, history, services, and organizational policies and procedures. It also includes an introduction to the hospital's safety management program, infection control, employee health, performance improvement, customer service strategy, and risk management program. A bariatrics overview is given at every new employee orientation. This overview includes types of surgeries, patient sensitivity and equipment review. For clinical personnel signs and symptoms of bariatric complications are reviewed prior to the hands-on clinical orientation. A review of the individual's job description, skills checklist, and competency are reviewed with the new employee. Department-specific orientation is congruent with hospital-wide orientation. This program is individualized based on the new employee's identified learning needs via self assessments and interviews with the manager and preceptor for their prospective department. A designated person is assigned to each new employee for the department orientation. At the end of orientation, the department director or designee holds a conference with the new employee and preceptor to review their progress. The employee has a period of 90 days to successfully complete the department specific orientation. The assessment of staff competency is conducted several times annually. WHAT ARE YOUR STRATEGIES FOR RETAINING AND MOTIVATING STAFF, AND WHAT CONTINUING EDUCATION OPPORTUNITIES ARE PROVIDED TO STAFF MEMBERS? http://www.richardwolfusa.com

Table of Contents Feed for the Digital Edition of Bariatric Times July/August 2007

Cover Editorial Message Table of Contents Editorial Board Letter to the Editor Malpractice Preventative Maintenance: Record Protocols and Happy Lawyers Resolution of Fibromyalgia Following Laparoscopic Roux-en-Y Gastric Bypass University General Hospital Bariatric Program at University General Hospital Journal Watch Category List Trade Name Index Company Index Products and Services

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