OR Manager April 2022 - 13
Human Resources
things and that they are going back to
being a novice at each phase of orientation, "
she says. " I also tell them it's OK
if they decide the OR is not for them,
but to give themselves time to check it
out. " For those who are struggling with
whether the fit is the right one, Wilson
says, " I give nurses the support they
need to make a decision. " For example,
she provides opportunities for nurses
to express their feelings and explores
ways to tailor orientation that might be
helpful. Wilson also keeps the manager
informed of the situation.
To help avoid a poor fit, Wilson recommends
assessing a person's motivation
before the transition, if possible, or
early in orientation. " On the first day,
I ask, 'why did you come to the OR?' "
she says. Red flags include responses
such as " the hours are better " or " I
don't know. "
Ceschini at Penn State Hershey Medical
Center also asks nurses why they
are moving to the OR. " You want to
find out if they have a passion for it, "
she says. In some cases, faculty still
tell those interested in the OR that they
need 1 year of med/surg experience,
so the person is simply fulfilling a desire
they had when they graduated. For
those with many years of experience, it
may be the opportunity to try something
different. To ensure those nurses know
just how different the OR is, Hershey
offers them the same shadowing experience
in the OR as it does for new graduate
nurses.
Many of those interviewed for this
article find new graduate nurses easier
than nurses with experience in another
specialty to train. " The experienced
nurse has to go through all this turmoil
of feeling like 'I'm an expert but now
I'm not,' " Larkin says. " New graduates
don't have that baggage. "
Educator-manager partnership
An effective orientation program
depends on an effective partnership
between the educator and the manager.
www.ormanager.com
Ceschini has found it helpful for the
two to meet on a monthly basis to anticipate
what training might be needed
in the future based on potential retirements
and other upcoming needs.
Larkin adds that it is important for
managers to meet with new nurses at
the start and towards the end of orientation.
" It helps the manager understand
their needs and to see what they
have an affinity for, " she says. ORM
-Cynthia Saver, MS, RN, is president of
CLS Development, Inc, Columbia,
Maryland, which provides editorial
services to healthcare publications.
References
American Nurses Credentialing Center.
Practice Transitions Accreditation
Program. 2020 Application Manual.
AORN. AORN position statement on
orientation of the registered nurse
and surgical technologist to the
perioperative setting. AORN J.
2018;108(1):59-63.
AORN. AORN position statement on
orientation of perioperative registered
nurse residency programs.
AORN J. 2019;110(1):86-87.
McKinsey & Company. Nursing in
2021: Retaining the healthcare
workforce when we need it most.
May 11, 2021.
NSI Nursing Solutions. NSI national
health care retention & RN staffing
report. 2021.
Thew J. Want to keep nurses at the
bedside? Here's how. Health Leaders.
March 27, 2019.
Vortman R, McPherson S. The state of
the perioperative nursing specialty
workforce: A concern for executive
nurse leaders. Nurse Leader.
2021;19(3):281-288.
Vortman R, Dewey Bergren M, Baur
K, Floyd V. Nurse retention in the
operating room after perioperative
core curriculum completion. ORNAC
J. 2019;37(3):13-19.
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https://www.nursingworld.org/organizational-programs/accreditation/ptap/download-ptap-manual/
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https://www.nursingworld.org/organizational-programs/accreditation/ptap/download-ptap-manual/
https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/nursing-in-2021-retaining-the-healthcare-workforce-when-we-need-it-most
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