MEMBER PERSPECTIVES
CONTINUED
pays particular attention to whether the new hire uses
language consistent with Forbes’ standards.
Hunnell has the mock shift day come before any
shadowing or more thorough training; in effect, this
makes the mock shift day a starting evaluation that clues
Hunnell’s team into what a new hire’s true strengths and
weaknesses are. Then, says Hunnell, the next few days
are spent improving what needs to be worked on. Apart
from serving as an effective evaluation tool, the mock
shift day also “is a great way to provide self-care to our
therapists,” says Hunnell, “and the new hire gets to know
their peers.”
The next few days are spent shadowing each
department’s leads, then performing more services on
staff. Training, however, doesn’t stop once the initial
onboarding phase ends. St. Julien holds daily pre-shift
meetings where the team will review standards they
learned during onboarding. “We focus on a different
St. Julien holds daily pre-shift meetings to refresh employees on policies and protocols learned during onboarding.
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