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What are the best practices for hiring skilled nursing and rehabilitation staff

While new staff are expected to have certain educational training and skills, we welcome new staff and help them to feel part of the team. We focus on supporting new staff through the first few months with orientation and training. We might assign “buddies” or mentors who check in regularly to see how the new staff are settling in and what might be needed to meet the challenges of a new position.

We focus on skill-based competencies and assess skill levels, following up with additional training, if needed. We provide opportunities for staff to shadow other disciplines during orientation so that they can learn how their role interacts with others in our organization. Leaders set the expectation that it is the job of all staff to respond to resident needs and requests. We have mechanisms to gather input from staff to gain feedback on the quality of care being provided and we respond in a timely way to needs that may emerge.

A reliable team member is one that comes to work on time, provides high quality care for residents, implements the care plan, supports team members, and keeps leaders informed and aware of any needs or concerns getting in the way of providing the best of care.

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What are the best practices for hiring skilled nursing and rehabilitation staff

  1. 1. What are the best practices for hiring Skilled Nursing and Rehabilitation staff? www.aurumnetwork.com
  2. 2. www.aurumnetwork.com According to the Nursing Home Best Practices Evaluation Final Report prepared for the Centers of Medicare & Medicaid Services (CMS) National Nursing Home Quality Care Collaborative in July 2014, there are specific characteristics sought after when hiring skilled nursing and rehabilitation staff. We agree and implement these practices when we hire staff.
  3. 3. www.aurumnetwork.com First of all, staff need to be passionate about providing compassionate care. Those involved in the hiring process use behavioral-based questions during interviews. For example, we might ask “How would you respond to a resident’s or family member’s concern?” Another question might be: “What would you consider to be a high quality nursing home?”
  4. 4. www.aurumnetwork.com During the interview our interviewer embeds a consistent message of high expectations to make it clear that we are looking for staff that represent a good fit, consistent with our organization’s mission, vision, and values.
  5. 5. www.aurumnetwork.com While new staff are expected to have certain educational training and skills, we welcome new staff and help them to feel part of the team. We focus on supporting new staff through the first few months with orientation and training.
  6. 6. www.aurumnetwork.com We might assign “buddies” or mentors who check in regularly to see how the new staff are settling in and what might be needed to meet the challenges of a new position.
  7. 7. www.aurumnetwork.com We focus on skill- based competencies and assess skill levels, following up with additional training, if needed. We provide opportunities for staff to shadow other disci- plines during orienta- tion so that they can learn how their role interacts with others in our organization.
  8. 8. www.aurumnetwork.com Leaders set the expectation that it is the job of all staff to respond to resident needs and requests. We have mechanisms to gather input from staff to gain feedback on the quality of care being provided and we respond in a timely way to needs that may emerge.
  9. 9. www.aurumnetwork.com A reliable team member is one that comes to work on time, provides high quality care for residents, implements the care plan, supports team members, and keeps leaders informed and aware of any needs or concerns getting in the way of providing the best of care.
  10. 10. Skilled Nursing and Rehabilitation Centers Aurum member nursing and rehabilitation centers provide a wide range of high quality medical services including: • Postacute care • Short-term rehabilitation • Respite care • Hospice care • Long-term care Working with each resident and their family members, staff will customize a plan to maximize both self-motivation and func- tional independence. You or your loved one will be in an atmosphere of warmth, respect and understanding. Find an Aurum Member Facility in your Area

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While new staff are expected to have certain educational training and skills, we welcome new staff and help them to feel part of the team. We focus on supporting new staff through the first few months with orientation and training. We might assign “buddies” or mentors who check in regularly to see how the new staff are settling in and what might be needed to meet the challenges of a new position. We focus on skill-based competencies and assess skill levels, following up with additional training, if needed. We provide opportunities for staff to shadow other disciplines during orientation so that they can learn how their role interacts with others in our organization. Leaders set the expectation that it is the job of all staff to respond to resident needs and requests. We have mechanisms to gather input from staff to gain feedback on the quality of care being provided and we respond in a timely way to needs that may emerge. A reliable team member is one that comes to work on time, provides high quality care for residents, implements the care plan, supports team members, and keeps leaders informed and aware of any needs or concerns getting in the way of providing the best of care.

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