Nurse Apprentice I - Acute Care
Location: Shawnee Oklahoma
Description: St. Anthony Shawnee Hospital is at the momment seeking for Nurse Apprentice I - Acute Care right now, this career will be placed in Oklahoma. For detail informations about this career opportunity kindly see the descriptions. -
130002OJ
Description
Job Description
Status:
Complete
Draft
HR Created:
07/01/2012
!
HR Revised:
Entity Name:
St. Anthony Shawnee Hospital
Entity Code:
0024
Department Name:
Acute Care
Department Code:
1012
Position Title:
Nurse Apprentice I
Job Code:
71003309
I. Position Summary:
Under supervision and in collaboration with other health care professionals, assist in performing a variety of nursing care services for patients.
II. Position Requirements (General):
EDUCATION:
Letter from educational institution showing good standing in nursing program.
CERTIFICATION, LICENSURE, BONDING:
Current CPR (Healthcare Provider).
EXPERIENCE:
Previous experience in an acute care facility preferred.
SPECIAL QUALIFICATIONS:
Incumbent must demonstrate the skills necessary to perform the functions of a Nurse Apprentice I as verified by the O! rganizational Development educator and indicated on Nurse Appr! entice Checklist.
Department Specific:
None
III. Working Conditions
Employees in this position are, or can be, exposed to the following:
Exposure to
toxic/caustic chemicals
None
Some
Frequent
Very Frequent
extreme conditions, hot or cold
None
Some
Frequent
Very Frequent
dust/fumes/gases (including asbestos)
None
Some
Frequent
Very Frequent
moving mechanical parts
None
Some
Frequent
Very Frequent
potential electric shock
None
Some
Frequent
Very Frequent
x-ray electromagnetic energy
None
Some
Frequent
Very Frequent
high pitched noises
None
Some
Frequent
Very Frequent
needles or other sharp objects
None !
Some
Frequent
Very Frequent
blood or body fluids
None
Some
Frequent
Very Frequent
communicable diseases
None
Some
Frequent
Very Frequent
unprotected heights
None
Some
Frequent
Very Frequent
CRT (computer) monitor
None
Some
Frequent
Very Frequent
frequent, repetitive motions
None
Some
Frequent
Very Frequent
Other (as listed):
Combative Patients/Visitors
None
Some
Frequent
Very Frequent
IV. Physical Requirements:
(Will be different for each position)
Employees in this position are, or can be, required to possess the following physical capabilities.
Lifting, carrying, pushing and/or pulling up to
100
lbs.
None !
Some
Frequent
Very Frequent
Stoopin! g, kneeling and/or crouching daily
None
Some
Frequent
Very Frequent
Standing or walking more than
5
hours a day
None
Some
Frequent
Very Frequent
Running to respond to patient emergencies
None
Some
Frequent
Very Frequent
Reaching, grasping, fingering, and/or feeling more than
5
hours a day
None
Some
Frequent
Very Frequent
Visual acuity in order to correctly distinguish skin tone variations, evidence of IV infiltration, infection; able to read telemetry, blood pressure gauges, etc.
None
Some
Frequent
Very Frequent
Audio acuity in order to correctly distinguish various body sounds (i.e., respirations, heart tones, bowel sounds).
None
Some
Frequent
Very Frequent
Audio acuity to! discern sounds made by various types of machinery or equipment that would indicate dangerous or improper operation
None
Some
Frequent
Very Frequent
Check Age(s) of Population Served (To be completed by Clinical Areas Only)
Newborn
Pediatric Under 14 years
Adolescent 12-17
Adult 15-59
Geriatric 60+ years
All
Not Applicable
Rating Scale:
Does Not Meet Standard:
Less than 75% of the time does not perform at the "meets standard" level. Requires additional skills, knowledge and/or follow through to bring performance to a consistent level. Requires immediate improvement.
Meets Standard:
75 to 95% of the time performs at the "meets standard" level. Consistently achieves or exceeds the standard.
Exceeds Standard:
Greater than 95% of the time performs at the "meets standard" level. Serves as a role model. ! Significantly exceeds expectations taking initiative, rarely requiring ! supervisory direction, and consistently achieving superior results.
Section I: SSMHC Core Employee Expectations
The criteria listed under each rating standard are meant as examples to assist in rating. In order to be rated as "exceeds standard" an employee must also consistently achieve all standards in the "meets standard" category.
Quality: Supports the concept of Continuous Quality Improvement by utilizing the techniques and processes to solve problems and (re)design procedures. This relates to both clinical and non-clinical positions.
Does Not Meet Standard
Meets Standard
Exceeds Standard
Not able to identify quality goals
Does not participate on quality teams
Resists change
Needs constant reminders
Fails to share ideas or suggestions for improvement
Participates in quality teams when asked
Communicates quality concerns to supervisor
Completes work/goals on time
Shares ideas and suggestions for improvement
Facilitates or leads CQI teams; volunteers to participate
Catalyst for change
Diversity: Treats employees and customers in manner which demonstrates respect for the individual and creates an environment of inclusiveness.
Does Not Meet Standard
Meets Standard
Exceeds Standard
Member of silos/cliches that exclude others
Fails to recognize needs of others
Does not participate in diversity celebrations
Demonstrates cultural competence with patients, co-workers and others
Demonstrates inclusive behaviors in the workplace
Attends diversity functions
Acts as a preceptor/mentor/coach for demonstrating inclusive and welcoming behavior
Serves as chair, leads or actively participates on Emp! loyee, Diversity and other Committees
Communication and Coo! peration: Collaborates with all disciplines and departments and works cooperatively to provide services in an efficient manner within department and between departments.
Does Not Meet Standard
Meets Standard
Exceeds Standard
Blames others and points fingers
Withholds information from those that need to know
Does not complete handoffs and/or agreed upon team tasks in a timely manner
Does not follow scripting
Repeatedly represents personal view& instead of team view
Initiates the chain of command and demonstrates appropriate communication style to resolve issues
Communicates to all those that need to know and completes handoffs
Follows department scripts
Solves problems in the best interest of patients and the entity
Creates exceptional scripts
Offers ideas to improve oral and written communication
Actively solicits feedback; welcomes cons! tructive criticism
Diffuses conflicts before they start
Safety: Complies with safety policies and regulations and ensures safety practices for patients, staff, self, and visitors; attends all mandatory safety in-services and safety competence assessments.
Does Not Meet Standard
Meets Standard
Exceeds Standard
Fails to make good choices regarding safe practices; uses unsafe shortcuts or workarounds, and/or fails to use checklists, reminders or protocols
Fails to consistently use two patient identifier protocols
Fails to consistently follow hand hygiene policy
Is not able to verbalize any of the National Patient Safety Goals (NPSG)
Handwriting is often illegible
Fails to consistently follow read back of orders policy and procedure
Fails to coach and/or report known patient occurrences, near misses, unsafe workplace hazards and/or unsafe practices
Always ! wears ID Badge and meets dress code requirements
Makes good! choices re: safe practices, avoiding unsafe shortcuts or workarounds; uses checklists, reminders and protocols
Utilizes two patient identifier protocols
Always follows hand hygiene policy and procedures
Able to verbalize National Patient Safety Goals (NPSG) with minimal prompting
Initiates fall precautions and restraints within policy and procedures
Always reads back verbal orders
Reports and/or coaches peers re: known patient occurrences; near misses; unsafe workplace hazards and/or unsafe practices
Competently meets all standards and participates in hospital and employee safety teams
Identifies opportunities to improve patient and employee safety
Performs coaching when unsafe behavioral choices are witnessed
Personal Accountability: Takes ownership/responsibility to develop solutions, find answers and overcome obstacles to achieving desired results.
Does N! ot Meet Standard
Meets Standard
Exceeds Standard
Requires prompting
Does not complete work on time
Places blame
Resists coaching
Demonstrates “it is not my job" attitude
Complies with personnel policies and code of conduct
Actively participates in identifying problems, admits/learns from mistakes and shares with others as appropriate
Responds well to constructive feedback resulting in improved performance
Actively problem solves and identifies solutions
Takes personal accountability and is engaged for the success of their work group (informal leader)
The following expectations (attendance, regulatory, licensure and education) are scored as either "meets standard" or "does not meet standard". They are not measured by the frequencies in the rating scale above.
Attendance: Complies with standards defined in the entity's attendance policy.
Does Not Meet Standard
Meets Standard
Does not me! et attendance standards
Meets attendance standards
Regulatory: Complies with, is knowledgeable of, and appropriately follows all regulatory, accreditation, and hospital and departmental policies and procedures within scope of position. Ensures necessary records of compliance are maintained.
Does Not Meet Standard
Meets Standard
Does not consistently comply with regulatory and accreditation policies and procedures
Consistently complies with regulatory and accreditation policies and procedures
Licensure: Maintains appropriate license, registry, or certification, in compliance with hospital policy and/or regulation.
Does Not Meet Standard
Meets Standard
Lets licensure/credentials expire
Renews licensure/credentials on or before expiration date
Education: Completed required education by the due date; including but not limited to: CRP, HIPAA, safety, e! tc.
Does Not Meet Standard
Meets Standard
Does not complete required education by due date
Completes required education on or before due date
Section II: SSMHC AEPC Expectations - Exceptional Service Standards
COMPASSION â€" WE REACH OUT WITH OPENNESS, KINDNESS AND CONCERN.
Be friendly to patients, families, physicians and coworkers. Smile and use greetings such as good morning, good afternoon, etc. When providing service, introduce yourself, explain your purpose, and ask, “How may I help you?â€
Avoid delays, but if they happen, apologize for any problems they may cause.
Show concern for patients, families, physicians and coworkers. When they are upset or anxious, listen closely to what they have to say and be supportive.
Do your part to make sure that everyone feels appreciated, valued, and that they belong. Do not offend, embarrass, or gossip about the people around you or ! anyone else.
RESPECT â€" WE HONOR THE WONDER OF THE HUMAN SPIR! IT.
Respect the privacy of patients, families, physicians and coworkers. Share information only on a need-to-know basis. Knock on doors before going in â€" including patient rooms or offices.
When you are talking, always use words like “please†and “thank-you,†“ma’am†and “sirâ€. Avoid using slang words, acronyms or confusing terms. Use appropriate surnames such as Ms., Mrs., Mr., or Dr., unless asked to do otherwise. Don’t use words that could be demeaning like “honey†or “sweetieâ€.
Be open to new ideas and different points of view.
Discuss and resolve differences constructively. Go directly to the person(s) involved and share concerns or go to the appropriate manager.
EXCELLENCE â€" WE EXPECT THE BEST OF OURSELVES AND ONE ANOTHER.
Use best practices and Continuous Quality Improvement (CQI) to change and make things better. Look for ways to improve and share good ideas.
Meet the need! s of our patients, families, physicians and coworkers. Never say “It’s not my job.†If you cannot help with something, find the person who can.
Help each other keep the standards of behavior, and follow policies and procedures, and make safe behavioral choices.
Accept responsibility for doing your job the right way; be proud of your work. Learn from your mistakes and help others who are learning from their mistakes.
Consistently report known patient or employee safety events, near misses, workplace hazards and unsafe practices. Immediately "speak up for safety" to avoid patient or employee harm.
STEWARDSHIP â€" WE USE OUR RESOURCES RESPONSIBLY.
Use resources wisely and responsibly. Help eliminate waste and share cost saving ideas.
Be open to new ways of doing things. Accept that there may be changes in direction, priorities, schedules, and responsibilities.
Maintain a well organized environment. Pick up tr! ash and pick up after yourself. A clean work area is the responsibility! of every employee.
COMMUNITY â€" WE CULTIVATE RELATIONSHIPS THAT INSPIRE US TO SERVE.
Welcome new employees. Be supportive. Offer to help and set an example of cooperation.
Thank patients, families, physicians and all customers for the opportunity to serve them.
Let patients, families and visitors enter or exit elevators or doors first.
Section III: Principle Duties, Responsibilities and/or Essential Functions
Provide updated NESA skills checklist to Organizational Development educator at the end of each semester (or equivalent level of completion).
Receive patient care assignment from the registered nurse (RN) in charge. Initiate delegated tasks based on demonstrated competence in performing nursing activities for specific patient age group served.
Consistently brings skill checklist to nursing unit when working for skill validation.
Participate in the nursing process by collecting dat! a for assessment and reassessment, give input into the patient care plan, implement interventions, and assist in evaluation of patient other response to care and patient outcomes. Document and report information to RN for analysis and validation.
Inform licensed nurse of any changes in patient condition/needs, of patient complaints, and of patient/significant other educational needs.
Orient new patients and significant others to the nursing unit as indicated.
Prepare patients for discharge and accompany them upon dismissal as indicated.
Assist with clerical duties and nurse tech duties if needed but does not make these duties a priority over learning experiences with assigned preceptor.
Seek out learning opportunities for applicable skills based on skills approved to be performed.
Perform other duties that correspond to the overall functions of this position.
I have reviewed these job requirements and verify tha! t I can perform the essential functions of this role.
Print! ed Name: _____________________________________________________
Signature: ________________________________________________________ Date: ____________
Job
Nursing
Primary Location
Oklahoma-Shawnee-St. Anthony Shawnee Hospital
Organization
St. Anthony Shawnee Hospital
Schedule
Per Diem
Job Posting
Jun 16, 2013, 12:00:00 AM
Unposting Date
Ongoing
Normal work hours
PRN
Scheduled Hours per pay period (FTE)
PRN
- .
If you were eligible to this career, please email us your resume, with salary requirements and a resume to St. Anthony Shawnee Hospital.
If you interested on this career just click on the Apply button, you will be redirected to the official website
This career starts available on: Sun, 16 Jun 2013 22:46:44 GMT
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