With an increased number of active shooter events in the United States, emergency departments are challenged to ensure preparedness for these low frequency but high stakes events. Engagement of all emergency department personnel can be very challenging due to a variety of barriers. This article describes the use of an in situ simulation training model as a component of active shooter education in one emergency department. The educational tool was intentionally developed to be multidisciplinary in planning and involvement, to avoid interference with patient care and to be completed in the true footprint of the work space of the participants. Feedback from the participants was overwhelmingly positive both in terms of added value and avoidance of creating secondary emotional or psychological stress. The specific barriers and methods to overcome implementation are outlined. Although the approach was used in only one department, the approach and lessons learned can be applied to other emergency departments in their planning and preparation. (Disaster Med Public Health Preparedness. 2018;page 1 of 8).
Although educators in clinical settings assume different roles, the major responsibilities are the clinical and professional development of staff. Some of the challenges facing educators relate to maintaining expertise, maintaining visibility, and managing work load. In this article, the authors describe the responsibilities of the educator and the challenges and strategies for success in the clinical educator role.
Mayo Clinic Rochester Hospitals have experienced significant growth in the number of patients requiring the specialized nursing care offered in intermediate care areas (ICAs). To ensure quality nursing care for ICA level patients, a standardized educational program was developed. The Mayo Intermediate Care Area Nurse Internship Program was a tuition-free education program that provided additional knowledge, insights, and skills needed to develop a highly competent ICA nurse. This article will describe how the concept of an ICA nurse internship program was taken from birth of an idea to fruition.
Although organizations have standard orientation programs for newly hired registered nurses, there are times when orientees are unable to meet expectations. When this happens, it is important to implement a Plan B--a revised orientation program that includes individualized strategies and content--to meet the needs of the orientee who is not progressing. This article will identify factors that may predict the need for increased orientation time and strategies to assist the new employee to complete orientation successfully.
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