This evaluation will have a primary focus on the process of CPH’s Orientation and Training Program to meet the goals and objectives established. The secondary focus will be effectiveness of the program.
The primary purpose of the evaluation is to determine if the Orientation and Training Program at CPH can be improved. The secondary purpose is to see how participants view the program.
Canton Potsdam Hospital (CPH) prides itself on excellent patient care, a program evaluation of Canton Potsdam Hospital’s Orientation and Training Program for its Nursing Staff: would evaluate the process of orientation and training, precepting (mentoring), hands on orientation experience and effectiveness for new hires and staff. It would be beneficial to better understand how to improve the process, reduce stress for both new hires and staff, enhance orientation and training experience and increase effectiveness where possible. The purpose of this evaluation would be to ensure the appropriate orientation and training is provided to new hires (orientees); the orientation and training is effective; objectives are accomplished; and internal and external consistencies are maintained. Providing the appropriate orientation and training reduces wasteful spending, keeps the orientee engaged, and reduces staffing issues for the purpose of orientation and training. The right orientation and training at the right time is more beneficial than ‘blanket’ trainings which are set up for the entire staff whether the training is relevant or not to the employees position within CPH. Equally important, is the selection of preceptor for the new orientee. Providing a poor mentor serves no one, and fails to provide the new orientee with positive and experienced support. This provides a long enough hands-on orientation for new orientees to become comfortable, knowledgeable and confident.
The program evaluation will ascertain if the program is providing effective orientation and training, the necessary objectives are accomplished, and is mindful of maintaining quality performance in the process.
As hiring is an ongoing process and orientation occurs monthly, it is supported, necessary, and a stable program within the organization. An evaluation is even more politically supported at this stage as the health care industry is in a transition phase, in an effort to save tax dollars, with the Patient Protection and Affordable Care Act (PPACA)*, popularly known as Obama care. Before PPACA hospitals were paid for the services they provided and hence billed for, regardless of quality. Now with the PPACA, Medicaid and Medicare will only pay for ‘quality care.’ The ‘quality care’ is determined by the patients not what the health care provider bills. It is even more important the patient believes in the quality of care and as a result both quality medical care and hospitality of the staff are equally scrutinized. Health care facilities will see a decrease in revenue and a greater patient volume if appropriate Orientation and Training Programs fail to produce and keep top performing employees at the patient care level. With this new legislation any insights to the improvement of the Orientation and Training Program would be deemed invaluable in moving forward in todays health care system.
Primary Questions of Evaluation
Does the program meet goals and learning objectives?
Is the program effective?
How can we improve the program?
How do the participants view the program?
Clients of Evaluation .