by Jackie Burt
- Orientation processes vary by occupational site. Most programs have general human resources, safety guidelines, employee health guidelines, HIPAA compliance, and corporate compliance, before starting work, and once completed the new employee has department orientation. Some facilities use a shadowing model with the providers while awaiting credentials.
- The development of an orientation list is essential. The list identifies the broad performance components as well as the specific competencies of the role of the new employee. Programs Have instituted special trainers to provide competency training for DOT, PFT, AUDIO, BAT, and super user training for software.
- Employee orientations of mixed staff foster the development of a team. Models vary for the specific role orientations, for example, the provider role. The buddy system is thought to be beneficial with weekly discussions of the buddy and the new employee of competency monitors and evaluation of processes.
- The American College of Occupational And Environmental Medicine (ACOEM) has educational programs for the providers presenting the fundamentals of occupational medicine. NAOHP has programs for orientation for all staff defining the occupational medicine model.
- Scheduling ongoing meetings with the new employee is important. Specific goals for the development of customer services, HIPAA guidelines, and the attainment of specific competencies are identified, as well as specific state laws and OSHA recordability that impact your injury management program.
- Metrics used to evaluate the orientation: surveys of the new employees and comments on the processes.
