AGENCY RN ORIENTATION
BASIC INFORMATION
Greater Baltimore Medical Center
Center for Nursing Excellence
Updated 2007
Dear Colleagues:
I would like to take this opportunity to extend a warm welcome to you on
behalf of the Nursing Department of the Greater Baltimore Medical Center
(GBMC). I am delighted that you have “chosen” to practice at our hospital.
You will discover that GBMC offers a caring and friendly environment. As a
292 bed community hospital, we are small enough to know each other, but
large enough to offer a variety of nursing specialties and opportunities for
professional development.
As the Vice-President for Nursing, I want to share my goal for the Nursing
Department. The goal is simple – provide quality nursing care to our
patients. We are often challenged in the provision of quality nursing care,
but I believe that we can accomplish this through a spirit of collaboration
and teamwork. This requires us to focus on the needs of our patients and
work as a team, not only with other nurses, but also with other hospital
departments and physicians. The priorities are: patient satisfaction and
safety, staff satisfaction, performance improvement, and appropriate
use of resources. Open, honest, and respectful communication is promoted
in the nursing department. I often make informal rounds on the patient care
units and encourage you to say “hello” and share your experiences. Work is
an important part of life and I want you to have an enjoyable and satisfying
experience at GBMC.
Thank you for joining GBMC. Please know that I appreciate and am aware of
the key role you play in the success of the nursing department and the
hospital. Remember, every day, with every patient and family contact, you
truly have the ability to make a positive difference.
Sincerely,
Jody Porter, RN, BSN, MBA, CNOR
Senior Vice-President Care Services &
Chief Nursing Officer
GBMC’s MISSION STATEMENT
The Mission of GBMC Healthcare is to provide medical care and
service of the highest quality to each patient with a…
Vision to be the leading community medical center in Maryland,
committed to medical, professional and community education, and
dedicated to the GREATER…
Values of Respect, Excellence, Accountability, Teamwork, Ethical
Behavior, and Results.
GBMC Campus Map
GBMC Parking Fees






First 30 minutes: FREE
31 to 60 minutes: $2
61 minutes to 180 minutes (1-3 hours): $3
181 minutes to 360 miutes (3-6 hours): $4
Over 6 hours: $5
Maximum daily rate is $5
Driving Directions
The Medical Center is located on North Charles Street in Towson, just north of the
Baltimore city line, between Bellona Ave. and Towsontown Blvd. GBMC is also an easy drive
South from the Baltimore Beltway (I-695), Charles Street Exit 25. GBMC is only 15 minutes
from Baltimore's Inner Harbor.
From Downtown Baltimore:
Take I-83 North (Jones Falls Expressway) to Northern Parkway exit.
Turn right onto Northern Pkway.
Follow to North Charles St., turn left and follow Charles for 2.2 miles.
Turn right into GBMC.
From I-695 (Baltimore Beltway):
Turn right onto Exit 25, Charles Street.
Go South for 1.5 miles past Towsontown Blvd.
GBMC is the next light;
turn left into the Medical Center.
From West:
Take I-70 East to I-695 West (Towson).
Follow 695 to Exit 25, Charles Street.
Follow I-695 directions above.
From Pennsylvania:
GBMC is approximately 25 minutes from the Pennsylvania border.
Take I-83 South until it splits left to I-695 East (Towson).
Take I-695 and immediately turn right onto Exit 25, Charles Street.
Follow I-695 directions above.
From Eastern Shore:
Take the Bay Bridge to 97 North (Baltimore).
Follow to I-695 (Baltimore Beltway).
Take I-695 North (Towson) to Exit 25, Charles St.
Follow I-695 directions above.
From Delaware:
Take I-95 South to I-695 West (Towson). Follow 695 to Exit 25, Charles Street.
Turn left from the exit ramp,
and left again onto Charles St.
Go South for 1.5 miles past Towsontown Blvd.
GBMC is the next light;
turn left into the Medical Center.
From Washington, D.C., BWI Airport:
Take I-295 North (BW Parkway) to I-695 West (Towson).
Follow I-695 to Exit 25, Charles St.
Follow I-695 directions above.
PHILOSOPHY OF NURSING
It is the belief of nursing that every individual has the right to quality
healthcare regardless of economic or social status. Such delivery of care will
be consistent with the Mission Statement of the Hospital and the mandates
of the Board of Directors.
It is the belief of nursing that the nurse will utilize his/her skills,
knowledge, and judgment to identify and meet the client’s needs in
collaboration with the client, his/her support system and other health
professionals. It is essential that the nurse deliver care in an efficient and
effective manner, producing desirable, high quality patient outcomes.
It is the belief of nursing that quality-nursing practice has its origins in
Orem’s Theory of Self Directed Care. This theory has been validated
through ongoing nursing research, which requires nursing to continue the
effort to further define and improve the standards of nursing care for
clients. Nursing strives to work collaboratively with the client, support
system and all other clinicians to establish a plan of care that maximizes the
client’s participation and responsibility for healthcare decisions and ongoing
health. Nurses are encouraged to use autonomous critical decision making in
exercising nursing judgment. Collaboration with the client is necessary to
deliver effective nursing care. The nurse will act as a coordinator to achieve
an outcome of optimal self-care along the health continuum of the client.
Such a dynamic process will ensure the commitment of nursing in making a
contribution to the overall state of wellness for its clients.
It is the belief of nursing that new knowledge is constantly emerging within
the health and social sciences. Since nursing is committed to excellence in
practice, it is paramount the new knowledge be made available through a
process of continuing education.
It is the belief that nursing research is the basis for professional nursing
practice and thereby is an integral part of our daily practice.
It is the belief of nursing that quality nursing care is facilitated in an
environment of professionalism and collaboration. Therefore, emphasis is
based on professional and collaborative relationships between the nurse,
his/her client, and their support system(s) and the interdisciplinary
healthcare team in order to provide a quality continuum of care. The patient
care is directed by the Registered Nurse, and supported buy the Licensed
Practical Nurse, Nursing Student I and II, Nursing Support Technician,
Nursing Assistant, and other interdisciplinary health team members.
COMMITMENT TO NURSING EXCELLENCE
The commitment of nursing is:
1. To provide the client with high quality nursing care that can be
measured and evaluated, through the Performance Improvement
Initiative and Clinical Research.
2. To provide the client with cost effective nursing care that is
consistent with the mission, goals, and objectives of the institution.
3. To provide and environment that supports nursing research and
education, and their application to client-centered nursing practice.
4. To create a working environment that encourages professional growth
and personal satisfaction through a continuous process that supports
change and addresses the learning needs of the organization.
HELPFUL ORIENTATION INFORMATION
Emergency Phone Numbers
Cardiac Arrest – x2300
Security – x2222
Fire - x3473 or “FIRE”
Bomb Threat – x2222
Utility Outage – x2171
Adverse Drug Reaction – x2377
Safety Officer – x2105
Administrative Coordinator – x3135 – pager 406
Rapid Response Team – x2777
Emergency Codes
Code Yellow = Disaster
Code Pink = Infant/Child Abduction
Code Red = Fire
Code Blue (adult/child/infant) = Cardiac Respiratory Arrest
Code Green = Combative Person(s)
Code Purple = Security Response Only
Code Gray = Elopement
Dress Code and Uniforms:
All licensed staff is required to look professional when interfacing with the
public. A well-groomed personal appearance, which includes cleanliness,
proper hygiene, and appropriate attire is essential in the hospital. Hair
should be cleaned, neatly combed, and worn at a length and style that is
appropriate to the job. Hair should not fall in the face or obstruct eye
contact. Extremes in dyeing, bleaching, or coloring of hair is not permitted.
Unnatural colors such as blues, greens, oranges, purples, or bright
reds/yellows are not permitted. Jewelry should be worn in moderation as
appropriate for the job. Employees should not use excessive amounts of
cosmetics, cologne, perfume, etc. Beards and mustaches should be clean and
neatly trimmed. Fingernails are to be clean and neatly manicured. Natural
nail tips / artificial nails shall be no longer than ¼ inch from the tip of the
finger. Polish and designs may be used to compliment your skin tone,
however, extreme colors or surface decorations are not permitted.
Tattoos must be covered (and not visible) at all times.
Visible body piercings (tongue, eyebrow, nose, or lip rings, etc.) must be
removed while in the work environment.
Clothing and uniforms must be of professional appearance, clean, pressed,
and in good repair. Undergarments may not be visible through clothing.
Hosiery and undergarments are required at all times. Evening hosiery (e.g.
sparkles, fishnets) is not permitted. Hosiery and/or socks must be worn at al
times while on duty.
Footwear is required. Non-skid shoes are recommended. Footwear must be
appropriate for the type and location of work being performed as
determined by the department director. Open toe shoes are not permitted
in patient care departments.
Shoes must be polished and kept in good repair. Athletic type shoes, below
the ankle, which are predominantly solid in color, coordinating with uniforms
or standard color combinations, may be worn.
For women: Dresses, skirts, or culottes may not be shorter than 3” above
the knee. Dress shirts and polo shirts are acceptable. Colored sweaters and
smocks are permitted, but t-shirts with logos or advertisements are not
allowed.
For men: A white or colored dress shirt, polo shirt, or colored scrub top is
required. White or colored uniform pants are acceptable with uniform shirt.
Staff in the following areas must wear scrub suits provided by GBMC:
General OR, Sherwood Surgical Center, Labor and Delivery, Special
Procedures, Women’s Surgical Center, Autopsy Room, and Central Supply.
Infection Control: yellow isolation gowns should be NOT be worn outside of
patient care areas.
Shift Times:
You will be prepared to begin work at the designated start times. Please
arrive to the staffing office (3rd floor, outside unit 38) 10-15 minutes
before the start of your shift to sign in and arrive on your assigned unit on
time.
Shift times are usually 7am-3:30pm, 3pm-11:30pm, 11pm-7:30am, or 7am/pm7:30am/pm. PACU, PCU, Endoscopy, or the Emergency Department may use
different time sequences (i.e. 11am-11:30pm).
Sick Call Out:
Call your agency per the policy of the agency. The agency will then notify the
hospital of your absence.
Access to Equipment & Medications:
Access codes for the medication cabinets, medication room, Accudose
Medication system, and Omnicell will be given to you by the Charge Nurse on
orientation to the assigned unit. You will also have to complete an access
sheet for the Accudose system and fax it to pharmacy.
Paging via Beeper:
Many staff members are reached via pager or beeper. To beep someone on
an in-house pager, dial 3135 and after the instructions, enter the three digit
beeper number and your telephone extension, as instructed. Press the pound
sign (#) after you enter your extension. After the tones, hang up.
Staff on in-house pagers include Clinical Specialists, Clinical Educators,
Respiratory Therapists, Social Workers, Case Managers, Enteral Stomal
Therapist/Wound Care Specialists, Physicians Assistants, Nurse
Practitioners, Hospitalists, Physician House Staff, Contract Surgeons,
Anesthesia, Pain Service, Clinical Managers, and Administrative coordinators.
Chain of Command:
Who do you call with a concern or conflict?
 Charge Nurse
 Most senior medical provider
 Attending Physician
 Chairman
 Chief of Staff / Chief Medical Officer
Shift Report:
Report may be either taped or verbal depending upon the specific nursing
unit.
Competence Assessment:
You must complete all required computer training, skills training, hospital
required competencies, and nursing competencies before you may begin
working at GBMC. Initial verification of you competency, inclusive of agespecific competence, will be provided by your agency and through completion
of a skills checklist during your orientation to GBMC. You will demonstrate
ongoing competence by practice observation and self-learning activities.
Capillary Blood Glucose Monitoring:
Capillary Blood Glucose Monitoring requires initial and annual competence
testing. To complete the initial competence on the Sure Step Flex Glucose
Meter, you will need to:
1. Watch the videotape “Sure Step Flex Glucose Meter Training
Program” (16 minutes).
2. Complete the self learning packet and post test for Sure Step Flex
Glucose Meter.
3. Complete a quality control for the Sure Step Flex Glucose Meter.
Once you have completed the competency, you will be assigned an
identification number to be used when performing glucose monitoring on
patients.
Advanced Directives:
It is required that all patients be approached about advanced directives
upon admission to the hospital or outpatient procedure areas. The admitting
officer is responsible for asking for a copy of the advance directives and
placing this copy with the admitting information. If the patient forgot to
bring the advance directives to the hospital, a copy should be requested
form the family or significant other.
On admission of the patient to the nursing unit, the nurse caring for the
patient is responsible for checking to see that the advance directive is
placed in the front of the medical record. If no advance directive is present,
the nurse caring for the patient is responsible for follow-up communication
with the family or significant other to obtain the advance directive. Such
communication should be noted in the nursing progress notes and in the
Admission Database.
Café Hours:
Full Breakfast: 6:30am-10:00am
Continental Breakfast: 6:30am-11:00am
Lunch (including sushi/sauté/deli sandwich stations): 11:00am-2:00pm
Dinner: 4:30pm-8:00pm
Soups/Pizza/Grill/Salad Stations: 11:00am-9:00pm
Closed: 10:30am-11:00am and 9:00pm-6:30am
Weekly Menu options can be found on the GBMC Infoweb. To access menus,
double click on the Internet Explorer icon from any computer in the hospital.
Under the “Checklist” column in the middle of the screen, click on “Daily
Menu.” This will open the Food and Nutrition Services page. Click on “Weekly
Café Menu” to open the menu on the screen.
WORKPLACE ISSUES
Cultural Sensitivity and Diversity
Key Points to Remember:
 We are all the same, but we are all different. Even though heritage
and family customs may be different, every individual still deserves
respect and dignity
 Apply the Platinum rule: “Do unto others as they would like to have
done unto them.”
 Apply the Golden rule: “Do unto others as I would have done to me.”
Reach out to those who are different from yourself.
Enrich yourself by learning the culture of others.
Share cultural aspects of yourself with others.
Pay attention to how you treat those who are different
from yourself.
Enjoy the uniqueness that diversity creates.
Connect with others to create a harmonious working
environment.
Treat others with dignity.
Health Insurance Portability and Accountability Act
(HIPAA)





Applies to all healthcare providers, health plans, and healthcare
clearinghouses
Privacy Rule protects all individually identifiable health information
regardless of format or medium (i.e. name, birthdate, medical record
number, telephone number, address, admission date, insurance
information, etc.)
o Disclosure limited to the individual or for treatment, payment,
healthcare operations, hospital directory (room number, phone
number, general condition), clergy, and with authorization.
o Requires healthcare providers to use only the minimum amount
of information required to get the job done
Patient Rights
o Right to request restrictions on the use and disclosure of
protected health information
o Right to receive confidential communications of protected
health information
o Right to access protected health information
o Right to amend protected health information
o Right to an accounting of disclosures
Logging Disclosures
o Required by law after April 14, 2003
o At GBMC, disclosures can be logged on the Infoweb (accessed
by double clicking on the Internet Explorer icon on any
computer desktop). If you have questions regarding a
disclosure, you can check the Compliance home page on the
Infoweb, contact Tara Miller (privacy officer for GBMC) at
410-308-8177, or call Medical Records at x2274.
What do you need to know?
o Keep all protected health information confidential and secured
o Sign off computers when finished
o Never share your password
o Avoid hallway conversations and elevator chats
o Do not leave protected information on fax machines
o When sending a fax, always use a universal cover sheet and
ensure accuracy when dialing numbers
Number 713
GBMC
MANAGEMENT POLICY AND PROCEDURE MANUAL
VOLUME II- HUMAN RESOURCES
HARASSMENT
REVIEWS/APPROVALS:
EFFECTIVE DATE: 02/21/03
_____________________________
President
I.
PURPOSE
To establish the policy and procedures concerning protection of GBMC
employees against harassment or a hostile and intimidating work environment.
To define prohibited actions and establish procedures for reporting, investigating,
and resolving violations of this policy.
II.
POLICY
The Medical Center strives to protect employees (and applicants for employment)
against sexual harassment or against a hostile and intimidating environment.
GBMC is committed to providing a work environment for its employees which
fosters mutual respect among coworkers and is free of harassment. Improper
activity will not be tolerated. All incidents of workplace hostility or harassment
must be reported and will be promptly investigated by the Medical Center.
III.
PROCEDURE
A.
Definition of Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances, requests
for sexual favors, and other verbal or physical conduct of a sexual
nature when:
1.
submission to such conduct is made either explicitly or as a term
or condition of employment,
2.
submission to or rejection of such conduct by an individual is used
as the basis for employment decisions affecting the individual, or
3.
such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance or creates an intimidating,
hostile, or offensive work environment.
Sexual harassment may include, but is not limited to, verbal harassment
or abuse, subtle pressure for sexual activity, patting or pinching, brushing
against another employee's body, actual physical contact, and demands
for sexual favors. Both men and women may be targets of sexual
harassment. An employee who who did not receive employment benefits
or opportunities because another person who submitted to sexual advances
or requests for favors did receive these employment benefits is covered
under this policy.
B.
Definition of Hostile and Intimidating Environment
A hostile and intimidating environment refers to inappropriate conditions
such as sexually explicit pictures, lewd and demeaning language, or
unwelcome behavior including sexual comments, sexual jokes, or
suggestions that sexual activity take place. A hostile and intimidating
environment may exist even if physical contact does not take place.
Employees who display offensive pictures, make sexually implicit
comments and innuendoes, are violating this policy.
C.
Definition of Harassment In The Workplace
1.
Harassment in the workplace is any conduct relating to an
individual's race, color, sex, religion, national origin, citizenship
status, age, physical or mental disability, or veteran status, which
has the purpose or effect of:
a. creating an intimidating, hostile, or offensive work
environment,
b. unreasonably interfering with an individual's work
performance, or
c. adversely affecting an individual's employment opportunity.
2.
Specifically, the following actions will result in disciplinary
measures, up to and including termination of employment:
a. verbal harassment such as epithets, derogatory comments,
demeaning jokes, slurs, etc.
b. physical harassment such as assault, unnecessary touching,
impeding or blocking movement, physical interference with
normal work movement, etc.
c. visual harassment such as demeaning or derogatory posters,
cards, cartoons, graffiti, drawings, gestures, etc.
D.
Reporting Incidents
1.
An employee who believes he or she is a victim of sexual
harassment, other harassment, or a hostile and intimidating
environment should contact the Human Resources Department.
2.
An investigation into allegations of harassment will be conducted
by the Human Resources Department.
3.
If an employee makes an allegation of harassment against someone
outside the Medical Center (such as a vendor, subcontractor,
consultant, etc.), the Vice President of Human Resources, or
designee, will contact appropriate representatives of the outside
firm to report the allegation.
4.
A GBMC employee who attempts to retaliate against a person who
files a formal harassment complaint or an employee will be
subject to appropriate disciplinary action.
5.
Where an allegation of harassment is found to be fraudulent,
untruthful, or malicious, the person making the allegation will be
subject to appropriate disciplinary action.
Senior Staff:
02/21/03
Date Distributed:
02/26/03
Responsible for Review:
Vice President of Human Resources
Date:
12/30/96
12/31/99
02/21/03
6/04
1/06
Number 713.1
GBMC
MANAGEMENT POLICY AND PROCEDURE MANUAL
VOLUME II- HUMAN RESOURCES
CONFIDENTIALITY
REVIEWS/APPROVALS:
EFFECTIVE DATE: 02/21/03
______________________________
President
I.
PURPOSE
To establish the policy, procedures and standards concerning protection of
confidential Medical Center information.
II.
POLICY
The Medical Center will safeguard confidential information concerning patients,
employees, GBMC business, and other matters. Unauthorized disclosure of
confidential information by Medical Center employees is prohibited and may
result in disciplinary action, up to and including termination of employment.
III.
PROCEDURE
A.
Types of Confidential Information
1.
Confidential information includes, but is not limited to information
concerning:
a.
b.
c.
d.
Medical Center patients,
Current or former employees
GBMC physicians, board members or other officials, and
GBMC business, finances, or operations.
Management Policies and Procedures - Volume II
Page 3
B.
C.
Restrictions and Violations
1.
GBMC employees may not provide confidential information to
anyone unless authorized by the appropriate department head or a
court order.
2.
Patient information may be provided to another employee only
when necessary to provide services to the patient. Information on
the condition of a patient may be given only by a member of the
medical staff, authorized nursing personnel, or the Medical Center
Information Desk (in accordance with GBMC's Media Relations
Policy, when appropriate).
3.
Employees who violate the Medical Center's confidentiality policy
may be disciplined, up to and including dismissal. Unauthorized
disclosure of legally protected information may result in civil
liability or criminal prosecution.
4.
Discussions concerning patient care or any confidential matters
should be restricted to appropriate areas within the workplace
setting to ensure that confidentiality is not compromised.
Discussions concerning patient care, employees, or anything of a
confidential nature should not occur in elevators, the Dining Room,
stairwells, hallways or any area of the hospital where there is a
reasonable expectation that the conversation may be overheard and a
standards of confidentiality violated.
Media Contacts
1.
Employees may not provide information about patients, physicians,
board members, employees, or Medical Center business to
representatives of the press without authorization from the GBMC
Community and Media Relations Department or the appropriate
department manager. All media contacts must be handled in
accordance with GBMC's Media Relations Policy.
2.
Employees may not represent themselves as spokespersons for the
Medical Center.
Senior Staff:
02/21/03
Date Distributed:
02/26/03
1
#713.1
Management Policies and Procedures - Volume II
Page 3
#713.1
Responsible for Review:
Vice President of Human Resources
Date:
12/30/96
12/31/99
02/21/03
06/04
01/06
1
ENVIRONMENT OF CARE
 Medication cabinets must be kept locked
 Medication room doors must be closed and locked; do not
prop open
 Clean supply room doors must be closed at all times
 All linen must be covered
 Dirty utility room door must be closed at all times
 Nothing is to be stored under any sinks
 Medications only are to be kept in the medication
refrigerator
 Patient foods only are to be kept in the nutrition room
refrigerator
 No food or drink should be at the nurse’s station
 Boxes should not be placed on the floor, and nothing should
be stacked on carts within 24” of the ceiling.
PROCESS FOR HANDLING CASES OF SUSPECTED
ABUSE OR NEGLECT OF ADULTS OR CHILDREN
The policy of GBMC, in accordance with Maryland Law, is
to identify, provide care for, and report and suspected
abuse or neglect of an adult or child. If anyone at GBMC
suspects an abuse or neglect situation, that person shall
contact a GBMC case manager / social worker immediately,
after having emergent medical issues related to the abuse
addressed. Each unit has an assigned case manager and
social worker who are available Monday through Friday
during the day. If needed, the case management office can
be called for the name of the appropriate case manager /
social worker at 443-849-2070. An on-call case manager
and social worker can be contacted on weekends (during
the day pager – 410-381-8462). The ED has their own
social work personnel to handle emergent situations. If a
suspected case of abuse or neglect occurs on an evening,
weekend, or holiday, the nursing administrative
coordinator should be contacted. This individual will then
attempt to contact the on-call social worker. If it is after
the on-call hours for a GBMC case manager / social
worker, then the nursing staff must contact the
department of social services themselves. RN agency staff
must also keep the change nurse informed of any
suspected cases of abuse or neglect of adults or children.
REVIEW OF THE INFOWEB – GBMC’S INTRANET
Online Drug
Guide and
Patient
Education
through
Carenotes
Alphabetized Listing of
Units and Services
Meditech
Help Links,
Phone
Directory,
and other
Nursing
Help
Cafeteria
Menu
GBMC
Policy and
Procedures
GBMC
News
GBMC’S Infoweb can be accessed by double clicking on the
Internet Explorer Icon on any GBMC computer desktop.
Policies/Procedures, Carenotes/Online drug guide (through Micromedix), Daily
Menus, Meditech Help, and General Hospital Information can all be found
online.