Hospice Clinical Orientation

Better Together

Kindred at Home Video

Ripple Lives Kindred at Home

https://youtu.be/b0l0tW1m2oc

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The Best of the Best is Here!

• One of the key success factors of Kindred

Healthcare is to “take care of our people.”

• Kindred’s goal is to attract, develop and retain

outstanding talent and to provide the tools and

training to continue to excel and grow

professionally.

• By providing our employees the most appropriate

and applicable orientation/education for today’s

home care environment – we will be able to bring

compassionate care home.

Thank You to our Orientation Work

Group - our Subject Matter Experts

• The SMEs worked long and hard to create

this orientation.

• David Eubanks, Lisa Archibong, Donna

Curry, Valorie Grimes, Dianne Halderman,

Vivian Lewis, Barbara Mammen, Latasha

Moss, Stephanie Sanchez, Beverly Weber,

Laura Williams, Audrey Williams, Jeré Dye

THANK YOU ALL!!!!

Why is orientation important to KAH?

• Even when new hires come to us with experience –

we want them to know and understand the mission,

vision and value of Kindred at Home and Kindred

Healthcare.

• Orientation is our first opportunity to introduce our

standards and philosophy:

– We are committed to the highest quality standards

– We follow our policies and procedures

– We utilize standards of care

– We use evidence based practices

– We provide exceptional patient care each and

every day

Common Perceptions About New Hires

• Is it really that important to fully orient the new

hires ?– they will eventually catch on!!

• My new hire has been doing visits for years –

why can’t he/she do visits on day 2?

• I wanted to provide a thorough orientation but

there are so many patients that need to be

seen.

• We are so short staffed – let’s hire the next

warm body that fills out an application.

The importance of Orientation

• Orientation is important because it lays a

foundation for the new employee’s entire

career with KAH.

• First impressions are important because they

set the tone for the beginning of our

relationship with our new hires.

• Without a solid orientation, a new employee

sometimes feels uncomfortable in his/her new

position and it takes longer to reach his/her

full potential.

The importance of Orientation

• It provides the new employee with concise and

accurate information to make him/her more

comfortable in the job.

• It encourages confidence and helps the new

employee adapt faster to the job.

• It contributes to a more effective, productive

workforce.

• It improves employee retention.

• It promotes communication between the up-line

manager and the new employee.

The importance of Orientation

• It is so important to make our new hires feel welcome

and that we are happy to have them join our team.

• Providing a solid orientation in a productive and

efficient manner is a win- win for all.

• We want our employees to know we will invest the

time in them:

– To make sure they are oriented and prepared.

– To provide them the opportunity to be successful.

• As a result our patients will be well cared for and our

programs will flourish.

The importance of Orientation

• Using any EMR in our home care arena has many

positives however, there is something very

important to keep in mind.

• One of the purposes of using an EMR is that the

time the employees spends in the office will be less

– what does that mean for your orientation

program?

• It means the time you spend with your employees

needs to be well spent.

• This is the time - loyalty is built, relationships are

formed, confidence is created and teamwork is

established.

Our Orientation – “The Best of the Best”

• The foundation of our orientation is based on Kindred’s

mission, goals and values.

• It optimizes a time frame for an individualized approach

to a standardized orientation format.

• It has material that is easily accessible AND user

friendly.

• The completed courses are electronically tracked.

• Updated materials are in one area.

• Provides a standardized orientation to be utilized by all

of KAH.

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Hospice

• Content is presented:

− Core Orientation Module for all employees

− Followed by Discipline/Role Specific Tracks

• Material is delivered in 3 venues:

− E-Learning and Self- Paced Documents

− Virtual Classroom

− In Person

Tracks for Hospice

• RNs have 3 Tracks:

• Track 1: No experience

• Track 2: Hospice Experience

• Track 3: Current Certification in Hospice and

Palliative Care

• For each of the other disciplines - an

individual discipline specific track was

developed.

Hospice RN Tracks

• The Clinical Manager would assign the RN

track to the new hire based on the

employee’s interview and resume’.

• It is important to understand that the

assignment of the RN tracks is made by the

Clinical Manager and not the Office

Manager/designee.

• The RN track can be changed by the Clinical

Manager/Up-Line Manager at any time if the

new hire needs to be moved to a different

track.

Hospice Tracks

• Employees new to the homecare world would go

on a visit the first week – after their TB test

comes back negative and they have completed

the education that is needed prior to going into a

patient’s home.

• This is important because if either the employee

doesn’t feel homecare is a good fit for him/her or

we as his/her employer don’t feel it is a good fit

either - then there has been no wasted time or

money on either party.

Core Orientation Checklist

• Our core orientation checklist was

developed to include information that was

relevant to all KAH employees (except

sales).

• It helps guide the branches/programs

through the education that needs to be

provided to our new hires.

• It can be printed/saved as a resource

document for the new hire.

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Core Required Education • This all inclusive orientation document will provide several

benefits.

• We reference KAH policies and available Relias courses

for each topic:

– This provides additional resources to the new hires.

– It also provides available courses for the branch

leadership for additional education if/when it was

needed.

• Also, the Core Orientation required education document

allows us to provide home care and hospice specific

education instead of general topics that work for all health

care employees.

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Core Required Education

• It takes far less time to complete orientation

and education in this format than completing

multiple courses in Relias.

– This will ensure more compliance.

– New Hires will be able to make visits

sooner.

– Cost savings to the branch.

• Taking a two part Quiz and receiving a

passing score of 80% (for each part) is

required upon completion of this education.

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Core Required Education

• Orientation will provide the education required by

our regulatory bodies (Federal and CHAPS) and

our policies.

• All the required education for both Federal and

CHAPS will be in one document.

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What is not included in the Core

Orientation Education

• Ensuring state requirements are met - is the

responsibility of the region/area.

– Courses to meet these requirements will be available

in Relias/Kindred at Home Learning.

• Kindred Required Education: General Compliance

Training, HIPAA, CIA and Violence in the Workplace are

not included in this document.

• New hires will be auto enrolled into these courses

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Preparing for our New Hires

• Being prepared prior for the new hire’s

first day is a win- win for everybody.

• The new hire feels important and

welcomed knowing you are ready to

begin his/her orientation as soon as

he/she arrives on Day 1.

• YOU have been proactive and not

reactive and are prepared!

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Employee Orientation Checklists

• Each new employee will have a Hospice

Employee Orientation Checklist.

• Examples of items included:

– Preceptor and Up-line Managers name/phone

number

– Log ons

• It should be completed prior to the New Hire’s

First Day.

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Create a Warm Welcome

• The first day of a new employee is a very big

deal.

• You don’t get a second chance at a first

impression.

• Welcome them warmly and congratulate

them on their new job.

• It is important to be prepared and welcoming

– this will give the new hire a sense of

belonging and security.

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Orientation Evaluation

• We will utilize survey monkey to evaluate our

orientation program.

• Surveys will auto assigned to new hires:

– 1st week – brief survey related to customer

service

– 30 or 45 days – “pulse check”

– 90 days – overall assessment of our

orientation process

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Your follow up with the new hire

• Spotlight Report for New Hires

– Done at 30 and 90 days

– What is working well?

– Who can I, as the leader, recognize that

helped you in your first 30 days?

– Are we doing what we said we would do

during orientation?

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Revisions to Orientation

• Our core orientation work groups will reconvene

in 90 days to review feedback.

• Thereafter we will meet every 6 months to

discuss:

– What is going right with the orientation content

and process.

– Feedback and what needs to be revised.

• Make revisions.

• When new regulations or standards are released

– orientation material will be updated

accordingly.

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Kindred at Home Learning

• New Hire Orientation will be housed and tracked in

Kindred at Home Learning.

– Easy Access to all employees via a URL.

• Can access material anywhere you have a

computer and an internet connection.

– Orientation will be auto assigned/enrolled per

job code.

– Courses/curriculum will be electronically tracked.

– A standardized orientation is now available for

all our branches/programs nationally.

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Kindred at Home Learning

Resource Section

• After you log into Kindred at Home Learning.

– Click on KAH Resources

• Click On Hospice Orientation.

• Here you will find the paperwork to help you prepare

for your new hire’s orientation.

– The discipline specific tracks (Clinical Manager will

choose appropriate track for the new hire)

– Employee Orientation Checklist

– Warm Welcome Letter

– Virtual Clinical Orientation Instructions

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Auto Enrollment

• Auto-enrollment is based on the job code

assigned to the learner, which the system

uses to determine which required courses

should be assigned to the learner.

• Learners are automatically assigned to

required courses in Kindred at Home

Learning based on their job codes.

Accessing Kindred at Home Learning

KindredatHomeLearning.com

• If you don’t have your User name and Password

– please call the HELP Desk:

– Legacy Gentiva: 800-944-4357

– Legacy Kindred: 800-836-0376

• If there is a time when the HELP desk cannot

assist you – please email:

– IS-LearningManagementSystem@Kindred.com

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KindredAtHomeLearning.com

Type in KindredatHomeLearning.com

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In Summary

• We have been so fortunate to have

such solid material and processes that

both Legacies have been utilizing –

thank you for making that happen.

• The success of this orientation program

will be contingent on the commitment of

the branch/area/regional leadership.

• We are Better Together!!!

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