While new nursing graduates have the formal nursing training necessary to become RNs, they generally lack the knowledge and critical thinking skills that are developed only after years of practicing in the ED trenches caring for agitated patients, managing overcrowded waiting rooms, and experiencing missed diagnoses firsthand. Some organizations offer a test-out option for experienced new hires to bypass certain courses. Direct observation – performed in real-time, in a simulation experience, or in a computer program, Case scenario packets – can be done during or after a triage class, Written assessment – used after a triage class or online learning activity, Exemplars – can be written or group discussion with a prompt, such as "My greatest triage challenge ... " or "I struggle when ...", Staff meeting case presentations – staff listen and discuss, Retrospective chart review – review of triage record by self or peers, Self-assessment – retrospective review of triage decisions and interpersonal skills compared to the assessment of a peer or manager, Failure to complete within allotted time frame, When remediation is appropriate and the acceptable methods (e.g., increased chart review or observation), When dismissal from the department is considered in the interest of patient safety. ; �qHp��d��Ğ�L�A\F*��~0 �I
Knowledge ≠ Competency Online education imparts knowledge – an understanding of concepts and an awareness of facts. Does the nurse effectively communicate with team leader/charge nurse? While considering the goals of your program, you should define in writing what this means for your organization: As a standard, all triage nurses must have a concrete understanding of the following concepts before being released to triage independently: Position the weight and importance of triage competence by communicating the following from ENA’s Scope and Standards of Practice (2011): “The Emergency RN triages each healthcare consumer utilizing age, adjusting to be developmentally appropriate, and using culturally sensitive practices to prioritize and optimize healthcare consumer flow, expediting those healthcare consumers who require immediate care.”, “Rapid, efficient triage and judicious care contribute to optimal healthcare consumer outcomes.”. �d�!�H��8���0"8&���֨�]孨i;���%>�1ucD�Ϗ���$I�dm�b��`$�� outlining our pillars of educational excellence. An example of a best practice online education program is The Sullivan Group's Triage Fundamentals Program (link to sales page), created by experienced triage trainers, to ensure nurses have a concrete understanding of the core concepts critical to triage success. What core job functions do you expect when you initially hire them? Once you have defined the baseline competencies for a triage nurse, your program should then outline how a new triage nurse will be trained and tested on these concepts. Risks related to triage, including malpractice, reassessment and documentation, Triage practice standards, including ESI, CTAS, and collection and reassessment requirements outlined by regulatory bodies like The Joint Commission, the Emergency Nurses Association (ENA), and your own organization, Triage assessment and documentation, including systems, chief complaints, risk factor analysis, vital signs, and pain assessment, Triage policy, procedures and guidelines, including evidence-based practice, EMTALA, and frequency of competency validation, Six-month performance assessment/evaluation, Period for triage observation with a preceptor, Any additional requirements laid out by your health system. 1. Triage RN Competency Checklist . Online Pretest (Optional) ED Triage Systematics two-day course (Live); or o Core Concepts (Online) Post test Triage Acuity Scale 5-Level (Live or Online) Post test Triage Clinical Expertise Adult/Pediatric or Triage Clinical Expertise Pediatric (Live … ongoing triage training. endstream
endobj
22 0 obj
<>stream
Classroom testing after taking a course only validates a learner’s understanding of the content, but it doesn’t necessarily imply they can apply that knowledge in the actual practice setting. If the new hire has prior healthcare experience, an organization might modify their formal education requirements or timeline. hbspt.cta._relativeUrls=true;hbspt.cta.load(2384364, '29dc377c-4353-4e1f-bb17-cc4366301567', {}); Categories:
Does the nurse connect risk factors to presentation? These materials comprise the proprietary information of The Sullivan Group. %PDF-1.5
%����
Triage RN Competency Checklist. Exposing new hires to real patient scenarios. Each department should have a written policy describing options available for remediation. Does the nurse assign the correct triage levels? The policy should address a variety of situations, including: As standards, policies and protocols change, your onboarding process and materials will need to be updated regularly. As this requirement decreases, it is increasingly critical to have a well-defined onboarding path for nurses new to triage. 7,197,492. Education. Copyright © 1998 - 2020, The Sullivan Group, All Rights Reserved. Make sure staff understand what constitutes triage competence. Additionally, having well-defined role expectations – especially during onboarding – can have a significant impact on a nurse’s job satisfaction and the likelihood they will stay with your organization. Once you have selected candidates who have the potential to be successful triage nurses, it is critical to establish a baseline level of triage competency. E�s0��!��z��Jᦥ\~Y&�O�#+M�f�]�>ຢi�˦���x{C�!�Ȃ��FG�&0;�Z���~����
�O�,2�c�ȭ�o��i}�^.e �%���T����EW5���^0�F����k]����iN�z�6;l� What high-risk accountabilities will the nurse be engaged in? Avoiding the common pitfalls of high-risk presentations. Does the nurse manage angry/aggressive patients safely, efficiently and effectively? A new hire should expect to successfully complete the following before being released to triage independently: The goal of a triage education program should be to fill the knowledge gaps commonly seen between a new hire and an experienced triage nurse. A well-defined onboarding process to triage provides each new nurse the opportunity to understand what it takes to be successful within their new role and allows them to fulfill their greatest potential within your organization. Z����%;�X˦u#�ƿ#?5���+z���-��y�qF�1�b
-��X�H�,���ʼnQ�P�z� =��>%��ɭ���vg��Е�L~(�͞X A#������Bdt�7]�����Z@S�ڡ�w��8D� ٲ�Z$���2M�]]��cuI7��R�p��%ն�3��/���G{o�q��ZQ��tu4گ�N��5I8��ۅ/p�Ȫ����#_!/��P�������ʪ�p#]�/۳��ydSf�ݚ9�=�ߑsQ�P�ޠ��@�t�h��K6��-�\���g�-�ޞ)��ƞ'�������R�;���P@���Ѝ��P:�pOt}:=o�Q��9�1Fn6v�Р�H�i�EBf! While facilities traditionally might have required 3-5 years of emergency department (ED) experience before training a nurse for triage, the lack of resources has forced some organizations into reducing the requirement to one year or less. As a model, The Sullivan Group’s education programs are built upon these five RSQ® Education Pillars for educational excellence. Eye9 Design, Triage Competency Checklist: Onboarding a New Nurse to Triage. ]'���Qu:#:���`�
���^9Ay������Ze�F^`��r�b۠U+�X]T�-9S�Q��7�lxW7�q�α�1@t�'��r��FPf�L��Yl�vRRB�B�S��B���gЁ|�o/���3��M��l�g�5t� Does the nurse demonstrate respect for a diverse patient population? The national nursing shortage makes recruiting and retaining quality nursing staff extremely competitive. We recommend reviewing at least once a year to ensure the process remains effective. When listing skills on your triage nurse resume, remember always to be honest about your level of ability. Does the nurse rapidly identify common red flags? Make sure your program incorporates adult learning best practices to give new hires the best opportunity to retain concepts. h�bbd``b`�@�� H�t . As you evaluate triage training programs, be mindful that each nurse has a unique learning style. What’s required to do their job in the first 6 months? how to structure a triage education program here, Exposing new hires to real patient scenarios, Avoiding the common pitfalls of high-risk presentations, Educating on general risk management and patient safety. Communicate that they will be assessed on the 3 Domains of Competency, as defined by Donna Wright (link) and applied to Triage: It is critical for new hires to understand that knowledge and competence are different. '|+���dK4�)[ZM������V�W�=w}h��O�Ő����]�fZibl�Z�Ψ������� �Ԓ�[�oE�U��I��>͆����;djص�P�8� Today, telephone triage has become an essential part of the delivery of health care in Australia. ;�4��e���瀊��S�XH�M���X�2�)��!�C#*�FeA��j���m�z�^D"x�1�{�"�.��LۿXS�����%POVγ:���}��x���NչD�@{0u��4� There are several methods available to validate triage competency, including: Each of these methods has its strengths and weaknesses. A nursing skill is usually a job which can only be finished by someone that is really a Licensed Practical Nurse (LPN) or Registered Nurse (RN) who has been considered capable to finish this task. h�b```f``R��9��cf`a�h`��&�������!f������ E�P����ǰǹ��E���n���@��;�����X0��(` ���
Completing a course instills knowledge – an understanding of the facts; it does not demonstrate their competence – the ability, skill and aptitude to apply that knowledge in a real patient scenario.