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Where are you going? And when are you getting back?
W h e r e are you going? g e t t i n g back?
And when
are you
Edd Shope, L i f e Flight, D u k e U n i v e r s i t y Hospital, E r w i n Road, Durham, NC 27710 Introduction: Many times an anxious charge nurse has called the communications center requesting i n f o r m a t i o n r e g a r d i n g t h e l o c a t i o n and E.T.A. of the aircraft or truck. Often, the inquiries were made to assist the unit in m a k i n g n e c e s s a r y s t a f f i n g changes. This was not o n l y time c o n s u m i n g but d i s t r a c t i n g to the communicators. Purpose: P r o v i d e a q u i c k r e f e r e n c e for all r e c e i v i n g u n i t s of a large m a j o r i t y of r e f e r r a l h o s p i t a l s . Method: A d a t a b a s e was d e s i g n e d w h i c h cross-referenced hospital names with cities, cities with counties, and c o u n t i e s w i t h h o s p i t a l names. Distance and t i m e s for air and ground were listed. Later, t e l e p h o n e n u m b e r s w e r e added listing main number, ICU/CCU, E.D., and NICU. Results: C h a r g e n u r s e s and m a n a g e r s now have a resource tool for p r o v i d i n g information regarding transports. Conclusion: Transport programs can promote efficient staff utilization with in-house marketing, by being p r o a c t i v e w i t h i n f o r m a t i o n sharing.
426
Staff I n t e r v i e w i n g Candidates:
for
Transport
Team
Edd shope, M a r y A n n e Bosher, and Fran Morrison, Duke Life Flight, Duke U n i v e r s i t y Hospital, Box 3520, Durham, NC 27710 Introduction: When you put on the uniform, you are p a r t of a team. How the p e r s o n in t h a t u n i f o r m p e r f o r m s r e f l e c t s d i r e c t l y on the rest of the team. O v e r the p a s t t w o years, t h r e e staff nurses on the T r a n s p o r t t e a m have b e e n an integral part of t h e i n t e r v i e w p r o c e s s for a p p l i c a n t s . They perform staff i n t e r v i e w s and p r o v i d e f e e d b a c k to m a n a g e m e n t . M a n a g e m e n t s ' focus may be on employment history and q u a l i f i c a t i o n s , w h i l e staff n u r s e s have the opportunity to discern the a p p l i c a n t s ' s a b i l i t y to i n t e g r a t e w i t h the T r a n s p o r t Team. Method: The i n t e r v i e w p r o c e s s starts w i t h an o v e r v i e w of the T r a n s p o r t Teams roles and r e s p o n s i b i l i t i e s . T h e n role play is used to evaluate how the candidate handles conflict with a partner, physician, and pilot. Also, w e ask t h e m to r e l a t e h o w t h e y m a n a g e d p r e v i o u s c o n f l i c t in t h e w o r k p l a c e . We ask the applicant: W h a t t h e y p e r c e i v e our job to be? W h a t do you t h i n k w o u l d m a k e a g o o d partner, and w o u l d you reapply? D u r i n g the i n t e r v i e w w e try to put the a p p l i c a n t at e a s e to p r o m o t e spontaneity. Q u e s t i o n s are e n c o u r a g e d d u r i n g the interview, and t i m e is left for loose ends. A f t e r the a p p l i c a n t leaves, we dialogue and give impressions and clarifications for ourselves. One question we ask o u r s e l v e s w i t h t o u g h d e c i s i o n s , "Would I w a n t this p e r s o n to be my p a r t n e r ? " Results: Staff input to m a n a g e m e n t has been valuable in making hiring decisions. Our remarks have an important influence on hiring decisions, and f a c i l i t a t e d in shaping our team. Conclusion: By p a r t i c i p a t i n g in the s e l e c t i o n p r o c e s s for new t e a m members, we are m o r e in c o n t r o l of w h e r e are t e a m is going, and m o r e r e s p o n s i b l e for our g r o w t h and d e v e l o p m e n t .
Air Medical Journal
13:10 October 1994
And when
are you
Edd Shope, L i f e Flight, D u k e U n i v e r s i t y Hospital, E r w i n Road, Durham, NC 27710 Introduction: Many times an anxious charge nurse has called the communications center requesting i n f o r m a t i o n r e g a r d i n g t h e l o c a t i o n and E.T.A. of the aircraft or truck. Often, the inquiries were made to assist the unit in m a k i n g n e c e s s a r y s t a f f i n g changes. This was not o n l y time c o n s u m i n g but d i s t r a c t i n g to the communicators. Purpose: P r o v i d e a q u i c k r e f e r e n c e for all r e c e i v i n g u n i t s of a large m a j o r i t y of r e f e r r a l h o s p i t a l s . Method: A d a t a b a s e was d e s i g n e d w h i c h cross-referenced hospital names with cities, cities with counties, and c o u n t i e s w i t h h o s p i t a l names. Distance and t i m e s for air and ground were listed. Later, t e l e p h o n e n u m b e r s w e r e added listing main number, ICU/CCU, E.D., and NICU. Results: C h a r g e n u r s e s and m a n a g e r s now have a resource tool for p r o v i d i n g information regarding transports. Conclusion: Transport programs can promote efficient staff utilization with in-house marketing, by being p r o a c t i v e w i t h i n f o r m a t i o n sharing.
426
Staff I n t e r v i e w i n g Candidates:
for
Transport
Team
Edd shope, M a r y A n n e Bosher, and Fran Morrison, Duke Life Flight, Duke U n i v e r s i t y Hospital, Box 3520, Durham, NC 27710 Introduction: When you put on the uniform, you are p a r t of a team. How the p e r s o n in t h a t u n i f o r m p e r f o r m s r e f l e c t s d i r e c t l y on the rest of the team. O v e r the p a s t t w o years, t h r e e staff nurses on the T r a n s p o r t t e a m have b e e n an integral part of t h e i n t e r v i e w p r o c e s s for a p p l i c a n t s . They perform staff i n t e r v i e w s and p r o v i d e f e e d b a c k to m a n a g e m e n t . M a n a g e m e n t s ' focus may be on employment history and q u a l i f i c a t i o n s , w h i l e staff n u r s e s have the opportunity to discern the a p p l i c a n t s ' s a b i l i t y to i n t e g r a t e w i t h the T r a n s p o r t Team. Method: The i n t e r v i e w p r o c e s s starts w i t h an o v e r v i e w of the T r a n s p o r t Teams roles and r e s p o n s i b i l i t i e s . T h e n role play is used to evaluate how the candidate handles conflict with a partner, physician, and pilot. Also, w e ask t h e m to r e l a t e h o w t h e y m a n a g e d p r e v i o u s c o n f l i c t in t h e w o r k p l a c e . We ask the applicant: W h a t t h e y p e r c e i v e our job to be? W h a t do you t h i n k w o u l d m a k e a g o o d partner, and w o u l d you reapply? D u r i n g the i n t e r v i e w w e try to put the a p p l i c a n t at e a s e to p r o m o t e spontaneity. Q u e s t i o n s are e n c o u r a g e d d u r i n g the interview, and t i m e is left for loose ends. A f t e r the a p p l i c a n t leaves, we dialogue and give impressions and clarifications for ourselves. One question we ask o u r s e l v e s w i t h t o u g h d e c i s i o n s , "Would I w a n t this p e r s o n to be my p a r t n e r ? " Results: Staff input to m a n a g e m e n t has been valuable in making hiring decisions. Our remarks have an important influence on hiring decisions, and f a c i l i t a t e d in shaping our team. Conclusion: By p a r t i c i p a t i n g in the s e l e c t i o n p r o c e s s for new t e a m members, we are m o r e in c o n t r o l of w h e r e are t e a m is going, and m o r e r e s p o n s i b l e for our g r o w t h and d e v e l o p m e n t .
Air Medical Journal
13:10 October 1994