2. VHA Mission Honor America’s veterans by providing exceptional
health care that improves their health and well-being.
VHA Vision
VHA will continue to be the benchmark of excellence and value in health care
and benefits by providing exemplary services that are both patient centered and
evidence based. This care will be delivered by engaged, collaborative teams in
an integrated environment that supports learning, discovery and continuous
improvement. It will emphasize prevention and population health and
contribute to the nation’s well-being through education, research and service in
National emergencies.
3.
4. What are age-specific competencies?
They’re skills you use to give care that meets each
patient’s unique needs.
Every patient is an individual. Each has his or her own:
· Like and dislikes.
· Feeling, thoughts, and beliefs.
· Limitations and abilities.
· Life experiences.
But, everyone grows and develops in a similar way.
Experts generally believe that people:
Grow and develop in stages that are related to their age.
Share certain qualities at each stage.
Understanding & recognizing these age-specific stages is
the key to age-specific competencies.
5. They help to ensure quality of care.
With age-specific competencies, each patient
gets the individual care he or she needs and
expects.
Becomes a partner in his or her own health care.
They improve job performance and satisfaction.
Putting age-specific competencies into practice can
be a challenge. But the rewards are great—
improved patient care, relationships, and teamwork.
6. Penalties for HIPAA Violations
HIPAA calls for civil and criminal penalties for
privacy and security violations, including:
fines up to $25K for multiple violations of the
same standard in a calendar year –
fines up to $250K and/or imprisonment up to
10 years for knowing misuse of individually
identifiable health information.
7. To maintain confidentiality:
ISO: Jesse Christmas x6200
Understand what information you have access to and why.
Read and follow remote access security policies.
Only access information systems through approved
hardware, software, solutions, and connections.
Take appropriate steps to protect information, network
access, passwords, and equipment.
Control access to patient files or information saved on a disk.
Don’t use automatic password-saving features found on web
sites.
Promptly report to your ISO any misuse of the remote access
process or report if personally identifiable information (PII) has
been compromised.
8. To maintain confidentiality:
Lock your computer when you walk away from it.
This will prevent an unauthorized user from performing
tasks or accessing information using your account.
If you print PII, make sure you take it from the printer
right away and keep it stored in a secure place.
Protect all information and only access information you
need to do your job.
Never talk about a veteran’s case in a public place or to
anyone who does not have the need to know.
9. If you are under 18 you do not need to print
The fingerprinting process is performed once
you have an assignment and have two cleared
TB tests confirmed by Employee Health.
2 Forms of identification required:
Drivers license/passport/government issued
ID/proof of citizenship or “green card”/visa
*For parking permit; Driver’s license, vehicle
registration, proof of insurance.
10. The Department of Veterans Affairs’ policy is to maintain a
work environment free of sexual harassment.
Sexual harassment is unacceptable conduct in the workplace
and will not be tolerated.
Definition of Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct
of a sexual nature constitute sexual harassment when:
Submission to such conduct is made either explicitly or
implicitly a term or condition of an individual’s employment;
Submission to or rejection of such conduct is used as the basis
for employment decisions affecting that individual;
Such conduct has the purpose or effect of unreasonably
interfering with an individual’s work performance or creating an
intimidating, hostile, or offensive working environment
11. Your co-worker or supervisor asks you out on a date. Although you refused, the co-
worker or supervisor continued to ask.
Your co-worker starts each day with a sexual remark or a dirty joke. Your co-worker
insists these are innocent comments but you find them objectionable.
It seems that you cannot go in and out of the work area without being touched.
When you come to work, your co-worker(s) constantly eye(s) you up and down in a
suggestive manner, which makes you feel very uncomfortable.
When you come to work, you receive notes or letters from a co-worker. Although
your co-worker insists that they are only innocent love notes, the sexual nature of the
notes offends you.
Your manager or supervisor told you it would be good for your career if you went out
with him or her.
Your manager or supervisor asks you out and implies that it would be good for your
career if you went out with him or her.
13. EEO Liaison (858) 642-3840
Diversity is the study of all the ways that
people differ from one another. These
differences make each person unique. It
also refers to the differences between and
within cultural groups. When speaking
about diversity in the workplace, there is an
emphasis on accepting and respecting
these differences.
15. Material Safety Data Sheets (MSDS)
MSDS are designed to provide both workers and emergency personnel with the proper
procedures for handling or working with a particular substance. MSDS include
information such as: physical data (melting point, boiling point, flash points,
Toxicity, health effects, first aid, reactivity, storage, disposal, protective equipment,
spill procedures.
Accidental Spills
It is extremely important to use caution when dealing with spills. Use the acronym
C.L.E.A.N.
• Confirm that required protective equipment is in use and contain the spill
• Leave the area and close the door, restrict access if in a hall
• Ensure those exposed are given emergency medical care and enact spill procedures
• Access the MSDS and check clean-up procedures/precautions
• Notify the Supervisor and Safety Manager
16. Alcohol sanitizers are effective and may be used instead of
soap and water unless your hands are dirty or
contaminated.
Always wash your hands after contact with
soap & water preferably, however hand
sanitizers are sufficient between soap & water
cleansing.
17. How should a Volunteer dress? Business Casual
For detailed dress code information refer to memorandum 00-10 (10/24/12)
18. PERSONAL APPEARANCE AND HYGIENE
1. PURPOSE: To establish and communicate standards of appearance, grooming, and hygiene necessary
for maintaining a professional, positive, and sanitary environment for patients, employees and visitors, and for
projecting an image of the VA San Diego Healthcare System (VASDHS) as a provider of high quality healthcare.
2. POLICY: While on official duty status, all employees (included but not limited to volunteers, work-study,
contractor personnel, etc.) are expected to be clean, well groomed, and dressed in clothing appropriate for the
type of work performed and which meets health and safety standards normally found in a healthcare setting.
Specific examples are as follows:
a. Hair should be clean, neatly trimmed or arranged, and properly covered or otherwise restrained, if
needed, in one’s particular work environment.
b. Footwear: Shoes should be conducive to a quiet and safe healthcare environment. Cleats, taps, or other
features that cause unnecessary noise or hazards should not be worn. Footwear should be compatible with the
clinic or other work environment and assigned duties; flip flops and house slippers, for example, are not
permitted.
c. Clothing:
(1) Employees shall wear clothing that is clean, neat, properly fitted, free of excess wear and tear, and free
of any letters, words, graphics or other features that may cause offense or significant distraction in the
workplace.
(2) Employees who receive a uniform allowance or are supplied uniforms by VASDHS are required to wear
uniforms. Employees who “float” into areas that require uniforms will be provided them by VASDHS and are
expected to wear the uniforms or other acceptable clothing deemed appropriate for those areas.
(3) Generally, employees whose positions do not require uniforms should wear clothing that reflects and is
befitting their level of responsibility, with the following specific limitations:
(a) Shorts, “spaghetti strap” tops, tank tops, halter tops, low necklines, bare shoulders, or clothing made of
fabric that is sheer, clingy, or revealing are not permitted.
(b) Bare midriffs, body-contouring, tight fitting pants or slacks, skirts shorter than four inches above the
knee, exposed undergarments or other clothing that is sexually suggestive are not permitted.
19. CONTINUED
(c) Excessively baggy clothing is not permitted.
(d) Caps, hats, scarves or other head coverings are not to be worn indoors, except if
required for the position (see ATTACHMENT A), or when an exception has been granted.
(e) Casual slacks or pants may be worn with the exception of denim/jeans garments.
(f) Sweatshirts, wind suits, or warm-up suits are unauthorized unless acceptable as
approved for a VA sponsored activity.
(g) Only physicians, nurse practitioners, physician assistants, pharmacy staff, nursing staff,
dietitians, lab technicians, and other health care staff as directed, are authorized to wear white
lab coats or scrubs during duty hours.
(4) Uniforms, except sterile operating room clothing, may be worn to and from work.
Sterile clothing may not be worn outside sterile work areas, except as stated in Service policy.
d. Jewelry:
(1) Employees who work primarily in patient care areas should limit jewelry to watches,
necklaces worn under uniforms, engagement and wedding rings, service awards, school,
nursing, and union pins, and studs or small rings in ears.
(2) No visible facial jewelry/hardware shall be worn during tour of duty. Any other jewelry
worn, i.e. necklaces, bracelets, earrings, etc. should be compatible with employee safety and
present a professional image.
e. Hygiene:
(1) Employee must maintain good personal hygiene.
(2) Any scent that can be detected from more than three feet away or that lingers in the air
after the one wearing it leaves the area is inappropriate.
f. VASDHS may allow employees to dress more casually than is normally acceptable. On
such occasions, employees are still to appear neat and may not wear torn, faded, patched,
disheveled, or other inappropriate clothing.
g. Identification badges: Valid identification badges must be worn on or above the waist
with the employee’s name and photograph clearly visible at all times.
20. General Guidelines:
1. Hand hygiene is the single most important procedure for preventing the spread
of infection. Hands should be either washed or disinfected with a hand sanitizer
before and after touching a patient or a patient's equipment such as wheelchair.
Hand sanitizers are alcohol-based gels in pump bottles. They are very effective in
killing bacteria and viruses that cause infection. Use them frequently!
2. Some infections are spread through the air. Cover your cough or sneeze with a
tissue, then wash your hands.
3. Do not come to the hospital when you are sick. Many of our patients are more
susceptible to infections and may become extremely ill even from "ordinary"
illnesses.
4. Flu shots are given every year, starting in October and are free to all
volunteers. Take this opportunity to protect yourself and our patients by getting
your flu shot annually.
5. A TB skin test will be done when you begin as a volunteer and every year
thereafter. Your cooperation in getting your skin test is extremely important in
preventing the spread of TB.
6. Due to the risk of accidental exposure, volunteers are not to participate in
procedures in which they could be exposed to blood, body fluids or body tissues.
7. Volunteers should not enter a room with an isolation or precaution sign
posted.
8. Do not enter any area of the hospital with a sign that you do not understand.
You should receive training regarding your role in compliance.
21. Volunteers will not discuss the name, medical
condition, or other data about a patient with
anyone. According to the Health Insurance
Portability and Accountability Act (HIPAA) penalty
for violation of the HIPAA in relation to the patient
right to privacy is a fine of $5,000. Additionally,
misuse or disclosure of patient medical
information can lead to termination of volunteer
services.
22. All persons performing volunteer work must be accounted
for on a daily basis. The information is used to respond to
family inquiries, disaster, etc. Volunteers who are injured
on the job are entitled to benefits provided under the
provisions of Workers Compensation. Only authorized
volunteers who have signed in for duty are eligible to
apply for benefits. Only those hours that have been
officially recorded are applied toward awards or
verification of service for school/court referral purposes.
It is your responsibility to assure the hours that you
volunteer each day are recorded. All volunteers should
sign in prior to reporting to their assignment. For your
convenience, a computer is located on the first floor of the
medical center, Room 1594 strictly for this purpose.
23. It is our pleasure to recognize the contributions of the VAVS volunteers
and their organizations to the VAVS Program. Volunteers have a
significant impact on VA and should be applauded for their
contributions. Volunteers will accrue hours when services are rendered
within a VA facility, clinic, or off-station site approved by VA as an
appropriate location for an RS assignment under VA supervision. Credit
will be given for hours actually worked, rounded to the nearest hour.
Each year Voluntary Service hosts a Volunteer Recognition Ceremony,
generally during the month of April.
NOTE: The Medical Center presents awards to volunteers based on the
number of cumulative hours of service contributed through December of
the prior year. This can be very confusing given the fact that there is a
six-month delay between the end of the accrual year and the date of the
ceremony. The award you receive in April will not include credit for
those hours worked from January through the date of the program. You
may rest assured that these hours are on file and will be recognized in
subsequent years.
24. If you need to call in for any reason, call your
supervisor directly using their contact information.
Any volunteer working for at least four hours on a
schedule that extends over the noon meal period
and begins no later than 11:30 AM is entitled to a
meal allowance not to exceed $6.00 from the
approved vendor.
Any change of address or telephone number
must be reported to Voluntary Resource
Management in a timely manner. Timely sharing
of important information is dependent upon
accurate records.
25. Parking is provided for volunteers in the
visitor parking lot. Shuttle service is offered
from 8:00 AM until 4:00 PM Monday through
Friday.
26. The Director, Voluntary Resource Management
Service is responsible for coordinating the acceptance
and acknowledgment of all gifts and donations
offered to the medical center. These gifts and
donations will be used for the sole purpose of
meeting particular needs and requirements for the
welfare and comfort of the patients. Some of the
more popular donated items include magazine
subscriptions for the patient library, and personal
hygiene items such as shaving items, deodorant,
dental care items, socks, and shampoo. Additionally
donated funds fully support the patient television
program and several other services and activities that
enhance and expand federally supported healthcare
service.
27. Mandatory Annual Review
◦ Volunteer is required to update required reviews yearly.
◦ Student Volunteer Program
◦ Information can be obtained by contacting Nonnie Artero
858-552-8585 x7417.
◦ Termination/Resignation
◦ It is your responsibility to notify Voluntary Resource
Management if, for any reason, you decide to
discontinue your volunteer service at the VA San Diego
Healthcare System. Your comments are important to the
continued success of the Voluntary Service.
28. 1. In the VHA Mission Statement how do we honor America’s veterans?
□ Providing exceptional service □ Making excuses (Check correct box)
2. What does I CARE stand for?
3. What does age specific competencies ensure?
□ Quality of care □ Every one ages the same (Check correct box)
4. What does HIPAA stand for?
5. Who is the Information Privacy Officer (ISO) for this facility?
6. What should you do when you walk away from your computer?
□ Lock it □ Nothing □ Have a nice screensaver (Check correct box)
29. 7. How many forms of ID do you need when fingerprinting?
8. What are two examples of sexual harassment?
9. Name the 4 main unauthorized items/contraband?
10. Define: Diversity-
11. Identify the following codes;
• Red-
• Blue-
• White-
12. True /False (circle one) Hand sanitizers are sufficient between soap &
water cleansings.
13. Who is responsible for login of volunteer hours?
14. How often is the Volunteer Recognition Ceremony?
15. How often does a volunteer have to update TB screening?
Volunteer Name/Date: __________________________________________
30. Complete Orientation Quiz
Sign and date the Orientation self certification
Certificate.
Return both to VRM
WELCOME TO THE TEAM!
* For detailed information covered in this presentation refer to
the attached Orientation Manuel
31. Voluntary Service Orientation Certificate
By signing this Volunteer Orientation self certification I’m declaring
that I have completed the online orientation in its entirety and will
comply with its content.
Volunteer Signature/Date
Print Name
