I'm working on an assessment and restructuring of training on new employees. I would like to know your experience with training, what you think works, and what you think does NOT work.

Let me know also: how do you propose we transition from a trainee status (out of the patient ratio count) to a 4 to 1 status (needing to be in the count) without overloading them. I realize it would be nice to slowly up them, but it doesn't seem to work out this way in reality. Seems someone always calls in sick, or we're too short staffed to slowly wean an employee up to a 4:1 ratio.

Thanks!

orientation should consist of classroom theory to understand what dialysis is and WHY techs and nurses are required to perform certain tasks. The balance of orientation should include full time assignment to your BEST preceptor - including weekly meetings between the educator, preceptor and orientee. This meeting needs to be religious - it is the only way to truly assess their progress and target weaknesses. When all is said and done both a written and practical test should be given. If the mark is marginal, orientation should be extended. However tempting - do not count as staff, they are not ready to fly on their own. Our minimum orientation is 12 weeks. Those who need more have 4 to 8 weeks added. There are no shortcuts, poor training = poor patient care. By the way 4:1 staffing is short staffed each and every day before sick calls and vacations.