was completed in the past 12 months. The notification related to a pressure injury in July 2016. Standard 1.2.7: Human Resource FA There are organisational policies to guide recruitment practices and Management documented job descriptions for all positions. Appropriate recruitment documentation was seen in the eight staff files (one clinical manager, one hospital coordinator/RN, one RN, two caregivers, one education coordinator, one administrator/health and safety officer and one activities coordinator) reviewed. Performance appraisals are current in all files reviewed. Interviews with caregivers inform that management are supportive and responsive. All newly appointed staff complete general induction and role specific orientation. Health practitioners and competencies policy outlines the requirements for validating professional competencies. A register of practising certificates is maintained. is an annual training plan aligned with the TeamRyman programme that is being implemented. Staff up’ folders contain education ‘catch content for staff to read and sign if they were unable to attend training. There is an aged care education coordinator/RN to support staff working towards the national standards. Ryman ensures RNs are supported to maintain their professional competency including attending the journal club meetings and external education. Six of seventeen RNs (including the clinical manager) have completed their InterRAI training. Seventeen out of twenty care assistants who are employed in the dementia care unit have completed their dementia specific unit standards. Three care assistants are in progress to complete their dementia training and have commenced work within the last 12 months. Completion of induction programme and required dementia standards are required to be monitored and reported monthly to head office as part of the TeamRyman programme.
was completed in the past 12 months. The notification related to a pressure injury in July 2016. Standard 1.2.7: Human Resource Management FA There are organisational policies to guide recruitment practices and documented job descriptions for all positions. Appropriate recruitment documentation was seen in the eight staff files (one clinical manager, one hospital coordinator/RN, one RN, two caregivers, one education coordinator, one administrator/health and safety officer and one activities coordinator) reviewed. Performance appraisals are current in all files reviewed. Interviews with caregivers inform that management are supportive and responsive. All newly appointed staff complete general induction and role specific orientation. Health practitioners and competencies policy outlines the requirements for validating professional competencies. A register of practising certificates is maintained. is an annual training plan aligned with the TeamRyman programme that is being implemented. Staff ‘catch up’ folders contain education content for staff to read and sign if they were unable to attend training. There is an aged care education coordinator/RN to support staff working towards the national standards. Ryman ensures RNs are supported to maintain their professional competency including attending the journal club meetings and external education. Six of seventeen RNs (including the clinical manager) have completed their InterRAI training. Seventeen out of twenty care assistants who are employed in the dementia care unit have completed their dementia specific unit standards. Three care assistants are in progress to complete their dementia training and have commenced work within the last 12 months. Completion of induction programme and required dementia standards are required to be monitored and reported monthly to head office as part of the TeamRyman programme.
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