Employee Orientation, Re-Orientation and On Going Training

1. PURPOSE:

 1.1 IHHC policy Staff / Employee orientation and ongoing training identifies the objectives,
   responsibilities and operating procedures for the staff development and training function.
 1.2 This policy will serve as a guide for all IHHC staff in effectively utilizing training and staff
   development resources, which are designed to help the organization fulfill its mission.
 1.3 To ensure that each new staff member is informed and knowledgeable of IHHC policies
   and procedures
 1.4 To assess clinical skill levels, competency levels and other capabilities of all new staff
   members in compliance with regulations regarding competency evaluations.

2. POLICY:

 2.1 The Island Home Health Care Management recognizes the value of competent and
   motivated staff, focused on promoting the quality of client services at home.
 2.2 To enhanced IHHC staff through the development and reinforcement of employee’s
   knowledge and skills will foster job related competencies and contribute to an
   environment of quality care.
 2.3 All new IHHC staff will participate in the orientation program to provide each new staff
   member with essential information relative to the following topics:
   2.3.1 Overview of IHHC mission; vision ; operation services
   2.3.2 Goals, Philosophy and Objectives
   2.3.3 Organizational Structure
   2.3.4 Principles and responsibilities related to quality improvement
   2.3.5 IHHC Policy & Procedures
   2.3.6 Clinical and written procedures
 2.4 Direct patient care staff are required to attend the following training / in-services,
   reorientation either Internally or externally:
   2.4.1 Risk Management/Safety in the Home Care Environment/Medical Device Act
   2.4.2 Infection Control Program
   2.4.3 Blood borne/Airborne Pathogen Program/HIV
   2.4.4 TB Exposure Control Program
   2.4.5 Body Mechanics
   2.4.6 Hazardous Materials
   2.4.7 Abuse, Neglect and Exploitation
   2.4.8 Emergency Preparedness
   2.4.9 Standard of Conduct / Works Ethics
   2.4.10 CPR every two (2) years for staff who have direct patient contact and every three
   (3) years for certified CPR instructors  2.5 When the initial orientation is completed, the
   employee will sign the orientation checklist and a copy will be retained in the personnel
   record.
 2.6 The major goal of the Island Home Health Care training program is to address
   opportunities which are identified by the organization’s pursuit of performance
   improvement.

3. DEFINITION:

 3.1 An in-service program is a professional training or staff development effort, where
   professionals are trained and discuss their work with others in their peer group. It is a key
   component of continuing medical education for physicians, nursing and other medical
   professionals.
 3.2 Mandatory training – is any training the IHHC considers to be essential and therefore
   requires its staff and employees to undertake with the purpose of minimizing risk,
   providing assurance against policies and to meet external standards which will ensure
   that:
   3.2.1 Staff are able to carry out duties safely and efficiently
   3.2.2 To protect staff, person served from harm
 3.3 Staff Development – the process of providing educational support to all employees which
   results in the acquisition, improvement and application of performance enhancing
   knowledge and skills in the workplace.
 3.4 Training – the process that facilitates the acquisition of knowledge, skill and competency
   as a result of professional or practical experience.
 3.5 Training Plan – the annual Island Home Health Care training plan will reflect the
   operational and clinical needs assessments, results of performance improvement
   activities, and ongoing training requirements reflecting licensure and accreditation
   standard. Refer to Quality Management : Education & Training Plan 2017-2018
 3.6 Orientation – a formalized program that introduces new staff / employees to the
   organization and workplace, including the individual employee’s duties and responsibilities
   in a specific work area.

4. PROCEDURE:

 4.1 IHHC will provide in-services to promote staff competency or to meet needs identified
   through performance improvement activities.
   4.1.1 The IHHC Management will schedule the required in-services for each calendar
   year and will notify all staff of upcoming in-service.
   4.1.2 Staff that attends in-services externally is required to provide evidence of
   attendance for in-service record.
   4.1.3 Agency will maintain a sign-in sheet for each in-service as verification of employee
   attendance. A summary of the in-service will accompany the sign-in sheet for verification
   of content.
   4.1.4 If an employee is unable to attend a mandatory in-service, Agency will offer an
   alternative educational opportunity.
4.1.5 The management will collaborate with staff for additional in-service topics to meet their
   needs.
   4.1.6 A record of in-service attendance is maintained and is kept in the employee
   personnel file or in-service manual.
 4.2 Mandatory Training:
   4.2.1 All mandatory trainings includes:
      4.2.1.1 New Hire Orientation – Policy & Procedure
         4.2.1.1.1 Confidentiality / Consent
         4.2.1.1.2 Ethical Codes / Standard of Conduct
         4.2.1.1.3 Legal (Handling Subpoena)
         4.2.1.1.4 Culture and Diversity, etc..
      4.2.1.2 Infection Control
         4.2.1.2.1 Standard Precautions
         4.2.1.2.2 Hand Hygiene
         4.2.1.2.3 Use of personal Protective Equipment
         4.2.1.2.4 Aseptic technique, etc
      4.2.1.3 Health and Safety
         4.2.1.3.1 Ergonomics
         4.2.1.3.2 Emergency Plan
         4.2.1.3.3 Disaster Codes, etc.
      4.2.2 Clinical
         4.2.2.1 Pain Management
         4.2.2.2 Medication Management
         4.2.2.3 Fall Management
         4.2.2.4 Wound Management, etc…

5. RESPONSIBILITY:

 5.1 IHHC management will ensure that all staff receive the relevant statutory and mandatory
   training for their job role in order to ensure their own and person served safety.
 5.2 All members of IHHC staff have a responsibility to commit themselves to the continuous
   improvement of their performance at work.

6. APPENDICES

 Nil

7. REFERENCES:

 7.1 CARF International, 2016 Medical Rehabilitation Standards Manual