257 - Perioperative Recruitment and Retention: Working Towards Employee Satisfaction Guaranteed
Description: Clinical Issue and
Assessment: There was an overall dissatisfaction from operating room staff and surgeons with the training program for new graduate hires in residency program and the level of preparedness of transition nurses who had completed the onboarding program in the operating room (OR). High cost of training new staff and hiring travelers to cover staff vacancies for the organization is a concern. Unlike other areas of the hospital training in the OR is extensive, lasting 8-9 months to prepare to scrub and circulate. There has also historically been poor attendance at OR gatherings and decreased cohesiveness and collaboration amongst OR Staff. Out of the 100+ staff members a small amount attended OR related functions or parties on a regular basis. Previously no collaboration with our pre-op and post-op department was arranged. Efforts were not made to help new hires feel welcome and assimilation into OR culture was not a focus of consideration. TEAM: HR Partner, OR Director, Clinical Educator, OR Operations Manager, Clinical Educator, Charge Nurses, OR RN’s and Surgical Techs. Preparation, Planning, Assessment and Implementation: Future state and current state meetings were attended by team members. New clinical educator was hired. Meetings with HR and OR leadership were held to discuss a plan to improve our recruitment efforts and OR training program. Multidisciplinary interviews with potential new hires were streamlined. A new recruitment and retention committee was formed and a new mission statement was formulated to create more OR Staff involvement. Recognition of new staff and existing staff members was implemented such as; monthly write up on job well done RN or surgical technician chosen and posted in hallway display cabinet, committee started a snack shack collecting money to give gifts to employees reaching milestones 5,10,20 years of service. Gift boxes are put together to welcome new hires with CHLA related useful tools for OR life. OR representation in shared governance and house-wide Magnet meetings improved.Multiple outings were planned through- out the year, as well as our annual Christmas party and this year we will be including our PACU colleagues. Outcomes: Increased satisfaction with residency training program with more involvement of OR staff in training. Attendance to OR related events has increased exponentially. Our events are attended by ¾ of the Staff and have extended to include our sterile processing department and pre and post anesthesia care colleagues over the past 2 years. OR staff attends outside events organized by CHLA in greater numbers. Implications for Perioperative Nursing: Improved morale, improved nursing and surgeon satisfaction, improved teamwork and increased collaboration between Anesthesia, surgeons, RN’s and ST’s.