Welcome to
BSWH: APRN
Onboarding
Helpful Hints
Marygrace HernandezLeveille, PhD, RN, ACNP
Course Objectives
 Review
tactics to ensure success at BSWH
 Identify
various documents as resources
 Identify
methods of competency
validation
Onboarding
Onboarding, also known as organizational socialization, refers to the
mechanism through which new employees acquire the necessary knowledge,
skills, and behaviors to become effective organizational members and
insiders. Tactics used in this process include formal meetings, lectures,
videos, printed materials, or computer-based orientations to introduce
newcomers to their new jobs and organizations. Research has
demonstrated that these socialization techniques lead to positive
outcomes for new employees such as higher job satisfaction, better job
performance, greater organizational commitment, and reduction in
stress and intent to quit. These outcomes are particularly important to an
organization looking to retain a competitive advantage in an increasingly
mobile and globalized workforce. In the United States, for example, up to 25%
of workers are organizational newcomers engaged in an onboarding process.
Welcome
 Tactics




to ensure success at BSW
Mentoring
Onboarding Checklist
Didactic: onboarding course related to
APRN role
30,60 90 day Follow-up evaluation
Mentoring
 Mentor
established at your facility
 Mentor
: Marygrace
Onboarding Checklist
Administrative
Date
Yes
N/A
BSW Orientation (Irving)
Organizational Structure of the
Department and
Division/Organization chart
Institution Website (Mission,
vision, core Values – institutional
directory)
Professional Practice Model
APP Practice &
Compliance/Evaluation
Institutional Orientation/Tour
ID Badge
Meeting with Dept.
Adm/Manager/Chair
Tour of Department:
Office/Clinic/Inpatient
Office Space/Assignment of keys
Lab Coats/Employee Badge
Business Cards
Office Supplies
Y
e
s
N/A
Dat
e
Y
e
s
N/A
Dat
e
Y
e
s
N/A
Texas License
DEA/DPS
CPR/ACLS/PALS
Delegated Prescriptive Authority
and Privileging
Delegating Physician/s
Provider Enrollment Packet for
NPI, Medicare, and Medicaid
provider numbers
Performance Evaluation System
- APRN Behaviors
- 30/60/90 days evaluation
- Annual Evaluation
Date
Yes
N/A
Work Schedule
Time-off Request
Dress Standards/Code
Clinical
Position Description
Scope of Practice
Meeting with all Supervisor or
Manager
Meeting with Department Mentor
(Preceptor)
Meeting with unit
managers/supervisors/educators/
staff
Establish debriefing schedule with
manager
Review of NDNQI indicators
Review of Core Measures
Travel Policy (Vacation,
Professional Conferences)
Lunch and Break Schedule
Benefits/Funding
Human Resources
Employee Health
Dat
e
Medical Staff Office Credentialing
Mail – Interoffice and External
Blackberry Setup
Telephone Setup/Phone
programming/
Long Distance Code
w/international Access
Staff Telephone List
Department Meetings
System APP meetings
Email Angela Spurlock (APRN list)
Work – specific
Policies/Procedures
Organizational Structure
Date
Yes
N/A
Paychecks/Direct Deposit
Parking/Transportation (Metro Rail,
Metro Park & Ride, etc.)
Computer
Date
Yes
N/A
Policy (completion of BLN courses if
applicable)
PC Set – up Office and Remote Access
EHR training (eLearning modules online)
and 1:1 training session
(set up preferences, order sets,
etc)Physician Doc Application)
Mandatory - BHCS Safety (BLN)
Mandatory – BHCS - Computer Security
Awareness (BLN)
HR Workways
Mandatory – BHCS - Preventing
Harassment in the Workplace (BLN)
My Baylor
Mandatory – BHCS – News and Social
Media (BLN)
Outlook
Mandatory – BHCS - Preventing
Harassment in the Workplace (For
Leaders) (BLN)
Baylor Learning Network (BLN)
Mandatory – BHCS Privacy Overview
(lesson assign depends on job family)
(BLN)
eTeams
Mandatory - Travel and Business Expense
Reimbursement (Supervisors and Above
Only) (BLN)
Midas
Library Services/Access
Personnel to meet and contact
APRNs at facility
Rapid Response Team (if applicable)
Magnet Coordinator
Care Coordination
BSW North APRN Chair and Co-Chair
Health Care Improvement Rep
Onboarding Didactic
 Power
point presentations
 Competencies
 Informal discussions
 Scope of Practice
 Websites
Orientation Evaluation
Successful competency in each area is required prior to practicing
independently as an NP/CNS.
The NP/CNS systematically assesses the patient’s health status
and develops a plan of care.
____ Completes physical examination of the patient in a comprehensive
and timely manner.
1 – Poor (please include comments if giving “1”)
2 – Novice
3 – Proficient
4 – Advanced
Self-Evaluation
1 2 3 4 n/a
Orientee’s Comments:
Preceptor Rating
1 2 3 4 n/a
Preceptor’s Comments:
____ Documents assessment data appropriately for progress notes, using
appropriate terminology and format.
____ Uses and incorporates the assessment as well as multiple sources
of data into the development of the plan of care and can prioritize
this plan based on the information.
____ Demonstrates basic knowledge of anatomy, physiology and
pathology in assessment and plan of care.
____ Selects and orders appropriate diagnostic tests to aid in diagnosis
based on the assessment and history.
____ Correctly interprets diagnostic data gathered from the patient
and incorporates these findings into the plan of care.
____ Demonstrates a basic understanding of normal and abnormal values.
____ Demonstrates the ability to make independent judgments when
developing the plan of care.
____ Writes progress notes that contain the assessment and
comprehensive plan of care.
The NP/CNS demonstrates competency in the admission and
initial management of the patient.
____ Obtains a complete health history.
____ Recognizes important variables from the history and includes them
in the plan of care.
____ Initiates appropriate admission orders.
____ Identifies specific potential and actual problems based on knowledge
of pathophysiology.
____ Initiates proper diagnostic studies based on assessment and history.
____ Exhibits ability to identify common abnormalities and diseases,
describes pathophysiology and matches symptoms to disease
processes.
____ Reports abnormal findings in a timely manner and documents
response in progress notes.
____ Prioritizes problems appropriately and incorporates the assessment
in the plan of care.
____ Responds rapidly and appropriately to immediate problems or signs
of clinical deteriorations.
____ Documents relevant problems and management appropriately in the
progress note.
Self-Evaluation
1 2 3 4 n/a
Orientee’s Comments:
Preceptor Rating
1 2 3 4 n/a
Preceptor’s Comments:
Websites
Texas State Board of Nursing Homepage
https://www.bon.texas.gov/index.asp
Texas State Board of Nursing (Practice-Advanced Practice Information)
http://www.bon.texas.gov/practice_nursing_practice_aprninfo.asp
On-Line Services
https://www.bon.texas.gov/online_services.asp
Guideline for Determining APRN Scope of Practice
https://www.bon.texas.gov/practice_guidelines.asp#RG_APN_SCOPE
APRN Scope of Practice
https://www.bon.texas.gov/practice_scope_of_practice_aprn.asp
Websites
Nurse Practice Act
https://www.bon.texas.gov/laws_and_rules_nursing_practice_act.asp
Rules & Regulations
https://www.bon.texas.gov/laws_and_rules_rules_and_regulations.asp
Laws and Rules Changes
https://www.bon.texas.gov/laws_and_rules_rule_changes.asp
Office of Diversion Control (DEA Application)
https://www.deadiversion.usdoj.gov/webforms/jsp/regapps/common/newAppLo
gin.jsp
American Association of Nurse Practitioners/Standards of Practice
http://www.aanp.org/images/documents/publications/standardsofpractice.pdf
Consensus Model for APRNs
https://www.ncsbn.org/Consensus_Model_for_APRN_Regulation_July_2008.pdf
Perryman Report
http://c.ymcdn.com/sites/www.texasnp.org/resource/resmgr/Advocacy/Perryma
n%20APRN%20Ultilization%20Economic%20Impact%20Report%20May%202012.p
df
Follow-up Evaluations
APRN Job Satisfaction Survey
1. How meaningful is your work?
Extremely meaningful
Very meaningful
Moderately meaningful
Slightly meaningful
Not at all meaningful
2. How challenging is your job?
Extremely challenging
Very challenging
Moderately challenging
Slightly challenging
Not at all challenging
3. In a typical week, how often do you feel stressed at work?
Extremely often
Very often
Moderately often
Slightly often
Not at all often
4. How well are you paid for the work you do?
Extremely well
Very well
Moderately well
Slightly well
Not at all well
(30, 60, 90, 1yr)
Networking
 Every
2 months, 3rd Thursday of the month:
BSW APRN Council meeting at
Baylor Irving Medical Center
1901 N. MacArthur Blvd.
Irving, Texas, 75061
1st Floor, Suite 145
Brenda Blain, DNP, RN, Executive Director
CNO of BMCI
Questions?
 Contact
Marygrace Leveille 214-478-4597
 Marygrace.leveille@baylorhealth.edu