Outpatient Surgery Magazine

Patient Experience - June 2019 - Subscribe to Outpatient Surgery Magazine

Outpatient Surgery Magazine, providing current information on Surgical Services, Surgical Facility Administration, Outpatient Surgery News and Trends, OR Excellence and more.

Issue link: http://outpatientsurgery.uberflip.com/i/1131499

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Page 25 of 112

• Dress the part. Finally, ask the new hire for her scrub sizes and preferences, as well as any name tag label requirements. It will be nice to have those items ready and waiting on their first day. If they will work in the OR, address any dress code items in the welcome email (jewelry, nails, undershirts, foot attire, cloth caps) to save time and answer potential questions before the new person starts. Internal communications Here are a few key internal items to check off your to-do list. • Send an intro email. Just before the new hire's start date, email all your physicians and staff to let them know about the addition to your staff and encourage those folks to drop a warm welcome into the per- son's inbox. It will save on intro time and make the new team member feel more welcome. • Create a detailed orientation checklist and outline. A good orien- tation outline ensures you cover everything. Consider including how the facility documents, how to use the phone and copier, and how lunches and breaks work. Make sure the new team member completes any missing new hire paperwork before filing it away in the HR file. • Complete education and compliance training ASAP. Make sure that all regulatory training requirements are met within 30 days of hire. There are organizations that offer web-based, self-paced training for staff, including ours (osmag.net/Km8KQv). • Don't forget malignant hyperthermia training. If you use trigger- ing anesthetic agents, MH training needs to be completed prior to patient care. The Malignant Hyperthermia Association of the United States (mhaus.org) offers great resources if your anesthesia provider doesn't have formal training. • Assign a preceptor. Make sure the new staffer has an assigned "go-to" person for questions and support (that person could very Staffing S 2 6 • O U T PA T I E N T S U R G E R Y M A G A Z I N E • J U N E 2 0 1 9

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