Home Health Clinical Orientation Better Together

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Kindred at Home Video

Ripple Lives Kindred at Home

https://youtu.be/b0l0tW1m2oc

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The Best of the Best is Here!

• One of the key success factors of Kindred Healthcare is to “take care of our people.”

• Kindred’s goal is to attract, develop and retain outstanding talent and to provide the tools and training to continue to excel and grow professionally.

• By providing our employees the most appropriate and applicable orientation/education for today’s home care environment – we will be able to bring compassionate care home.

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Thank You to our Orientation Work Group - our Subject Matter Experts

• The SMEs from both Legacies worked long and hard to create this orientation.

• Lisa Archibong, Sharlene Abbott, Barbara Andazola, Debra Boatwright, Michelle Falcon, Morteza Gholamazad, Aaron Greksa, Barbara Mammen, Ann Mautner, Nicole McLemore, Latasha Moss, Leslie Murphy, Richard Orrison, Lorie Rothenburg, Patrick Topp, Audrey Williams, Jeré Dye

THANK YOU ALL!!!!

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Why is orientation important to KAH? • Even when new hires come to us with experience –

we want them to know and understand the mission, goals and values of Kindred at Home and Kindred Healthcare.

• Orientation is our first opportunity to introduce our standards and philosophy: – We are committed to the highest quality standards – We follow our policies and procedures – We utilize standards of practice – We use evidence based outcomes – We provide exceptional patient care each and

every day

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Common Perceptions About New Hires

• Is it really that important to fully orient the new hires ?– they will eventually catch on!!

• My new hire has been doing visits for years – why can’t he/she do visits on day 2?

• I wanted to provide a thorough orientation but there are so many patients that need to be seen.

• We are so short staffed – let’s hire the next warm body that fills out an application.

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The importance of Orientation • A well thought out orientation program, will

help both with the retention of employees, and also in increasing productivity.

• Organizations that have good orientation programs: – Get new hires up to speed faster. – Ensure that the new employees

understand and adhere to the company's mission, vision and values.

– Have lower turnover rates.

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The importance of Orientation • Orientation is important because it lays a

foundation for the new employee’s entire career with KAH.

• First impressions are important because they set the tone for the beginning of our relationship with our new hires.

• Without a solid orientation, a new employee sometimes feels uncomfortable in his/her new position and it takes longer to reach his/her full potential.

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The importance of Orientation

• It provides the new employee with concise and accurate information to make him/her more comfortable in the job.

• It encourages confidence and helps the new employee adapt faster to the job.

• It contributes to a more effective, productive workforce.

• It improves employee retention. • It promotes communication between the up-line

manager and the new employee.

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The importance of Orientation • It is so important to make our new hires feel welcome

and that we are happy to have them join our team. • Providing a solid orientation in a productive and

efficient manner is a win- win for all. • We want our employees to know we will invest the

time in them: – To make sure they are oriented and prepared. – To provide them the opportunity to be successful.

• As a result our patients will be well cared for and our branches/programs will flourish.

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The importance of Orientation

• Using any EMR in our home care arena has many positives however, there is something very important to keep in mind.

• One of the purposes of using an EMR is that the time the employees spends in the office will be less – what does that mean for your orientation program?

• It means the time you spend with your employees needs to be well spent.

• This is the time - loyalty is built, relationships are formed, confidence is created and teamwork is established.

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Our Orientation – “The Best of the Best”

• The foundation of our orientation is based on Kindred’s mission, goals and values.

• It optimizes a time frame for an individualized approach to a standardized orientation format.

• It has material that is easily accessible AND user friendly.

• The completed courses are electronically tracked. • Updated materials are in one area. • Provides a standardized orientation to be utilized by all

of KAH.

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Home Health

• Content is presented utilizing a modular approach: − Core Orientation Module for all employees − Followed by Discipline/Role Specific

Modules • Material is delivered in 3 venues:

− E-Learning and Self- Paced Documents − Virtual Classroom − In Person

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Tracks

Core Orientation

Preparation for New Hires

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Tracks • Three tracks – which were created to be used by

the new hires based on home health experience • Track 1: No HH Experience • Track 2: HH Experience but either little or no

OASIS experience • Track 3: HH Experience and either COS-C or

can pass KAH OASIS Internal Exam • All the tracks contain the same content • The time it takes to progress through orientation

is the key difference in the tracks.

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Home Health Tracks • The Clinical Manager would assign the track

to the new hire based on the employee’s interview and resume.

• It is important to understand that the assignment of the tracks is made by the Clinical Manager and not the Office Manager/designee.

• The track can be changed by the Clinical Manager/Up-Line Manager at any time if the new hire needs to be moved to a different track.

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Home Health Tracks • Employees new to the homecare world would go

on a visit the first week – after their TB test comes back negative and they have completed the education that is needed prior to going into a patient’s home.

• This is important because if either the employee doesn’t feel homecare is a good fit for him/her or we as his/her employer don’t feel it is a good fit either - then there has been no wasted time or money on either party.

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Home Health Specific Modules • Modules are created with the concept that they build

on each other throughout the orientation process. • There are certain modules that all licensed

professionals will be required to complete based on education needed to be able to provide quality patient care.

• The next level of modules is built on the disciplines that require additional education based on their scope of practice.

• There are different modules required for different disciplines.

• New hires will need to pass a quiz with a 80% after each module is completed.

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Home Health Nursing Modules

LPN • Nursing Need to Know

Module • Nursing Competencies • Medicare 101 Module • PI for Clinicians Module • KindredLink/HCHB

Module

RN • Nursing Need to Know

Module • Nursing Competencies • Medicare 101 Module • PI for Clinicians Module • KindredLink/HCHB Module • RN Module • OASIS Module • Case Management Module

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Home Health Therapy Modules

PTA, COTA • Therapy Need to Know

Module • Therapy Competencies • Medicare 101 Module • PI for Clinicians Module • KindredLink/HCHB

Module

PT, OT, ST

• Therapy Need to Know Module

• Therapy Competencies • Medicare 101 Module • PI for Clinicians Module • KindredLink/HCHB Module • Therapy Module • OASIS Module • Case Management Module

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Home Health MSW and Home Health Aide

MSW • MSW Need to Know

Module • Medicare 101 Module • PI for Clinicians Module • KindredLink/HCHB

Module • MSW Competencies

HH Aide • HHA Need to Know • KindredLink/HCHB

Module • HHA Competencies

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Core Orientation Checklist • Our core orientation checklist was

developed to include information that was relevant to all KAH employees (except sales).

• It helps guide the branches/programs through the education that needs to be provided to our new hires.

• It can be printed/saved as a resource document for the new hire.

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Core Required Education • This all inclusive orientation document will provide several

benefits. • We reference KAH policies and available Relias courses

for each topic: – This provides additional resources to the new hires. – It also provides available courses for the branch

leadership for additional education if/when it was needed.

• Also, the Core Orientation required education document allows us to provide home care and hospice specific education instead of general topics that work for all health care employees.

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Core Required Education • It takes far less time to complete orientation

and education in this format than completing multiple courses in Relias. – This will ensure more compliance. – New Hires will be able to make visits

sooner. – Cost savings to the branch.

• Taking a Quiz with a passing score of 80% is required upon completion of this education.

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Core Required Education • Orientation will provide the education required by

our regulatory bodies (Federal and CHAPS) and our policies.

• All the required education for both Federal and CHAPS will be in one document.

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What is not included in the Core Orientation Education

• Ensuring state requirements are met - is the responsibility of the region/area. – Courses to meet these requirements will be available

in Relias/Kindred at Home Learning.

• Kindred Required Education: General Compliance Training, HIPAA and Violence in the Workplace are not included in this document. – Employees will be auto-enrolled in these courses.

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Preparing for our New Hires • Being prepared prior for the new hire’s

first day is a win- win for everybody. • The new hire feels important and

welcomed knowing you are ready to begin his/her orientation as soon as he/she arrives on Day 1.

• YOU have been proactive and not reactive and are prepared!

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Employee Orientation Checklists

• Each new employee will have a HH Employee Orientation Checklist.

• Examples of items included: – Preceptor and Up-line Managers name/phone

number – Log ons

• It should be completed prior to the New Hire’s First Day. 28

Create a Warm Welcome • The first day of a new employee is a very big

deal. • You don’t get a second chance at a first

impression. • Welcome them warmly and congratulate

them on their new job. • It is important to be prepared and welcoming

– this will give the new hire a sense of belonging and security. 29

Orientation Evaluation

• We will utilize survey monkey to evaluate our orientation program.

• Surveys will be sent to new hires: – 1st week – brief survey related to customer

service – 30 or 45 days – “pulse check” – 90 days – overall assessment of our

orientation process

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Your follow up with the new hire

• Spotlight Report for New Hires – Done at 30 and 90 days – What is working well? – Who can I, as the leader, recognize that

helped you in your first 30 days? – Are we doing what we said we would do

during orientation?

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Revisions to Orientation • Our core orientation work groups will reconvene

in 90 days to review feedback. • Thereafter we will meet every 6 months to

discuss: – What is going right with the orientation content

and process. – Feedback and what needs to be revised.

• Make revisions. • When new regulations or standards are released

– orientation material will be updated accordingly.

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Kindred at Home Learning

• New Hire Orientation will be housed and tracked in Kindred at Home Learning. – Easy Access to all employees via a URL.

• Can access material anywhere you have a computer and an internet connection.

– Orientation will be auto assigned/enrolled per job code.

– Courses/curriculum will be electronically tracked. – A standardized orientation is now available for

all our branches/programs nationally.

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Kindred at Home Learning Resource Section

• After you log into Kindred at Home Learning. • Click on KAH Resources – on left under

Announcements and Articles • Click On Orientation. • Here you will find the paperwork to help you prepare

for your new hire’s orientation. – The three tracks (Clinical Manager will choose

appropriate track for the new hire) – Employee Orientation Checklist – Warm Welcome Letter – Virtual Clinical Orientation Instructions

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Auto Enrollment

• Auto-enrollment is based on the job code assigned to the learner, which the system uses to determine which required courses should be assigned to the learner.

• Learners are automatically assigned to required courses in Kindred at Home Learning based on their job codes.

Accessing Kindred at Home Learning

KindredatHomeLearning.com • If you don’t have your User name and Password

– please call the HELP Desk: – Legacy Gentiva: 800-944-4357 – Legacy Kindred: 800-836-0376

• If there is a time when the HELP desk cannot assist you – please email: – IS-LearningManagementSystem@Kindred.com

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In Summary • We have been so fortunate to have

such solid material and processes that both Legacies have been utilizing – thank you for making that happen.

• The success of this orientation program will be contingent on the commitment of the branch/area/regional leadership.

• We are Better Together!!!

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