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Evolution of Induction - The Adult Intensive Care Scavenger Hunt

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Evolution of Induction – The Adult Intensive Care Scavenger Hunt

Reema Patel1, Paul James1

1Queen’s Medical Centre, Nottingham University Hospitals NHS Trust 

BACKGROUND

Traditionally, a new rotation in the hospital begins with a day of induction consisting of power point presentations, talks by invested parties and perhaps even a demonstration of common procedures expected to take place. However, the importance of induction and it’s effect on workforce outcomes is often underestimated. 

Research from the corporate world has highlighted benefits of a good induction process to all involved including increasing the employee’s feeling of ‘belonging’ and reducing insecurity associated with a new job1,2. 

The intensity of Critical Care Medicine can lead to burnout, emotional fatigue and a lack of job satisfaction therefore attempting to address some of these issues from the outset may lead to an improved morale, increased workforce commitment and retention of the best trainees.

AIMS 

1. Discover a novel means by which to introduce trainees to their environment and colleagues they will be collaborating with- the Adult Intensive Care (AICU) Scavenger Hunt.

2. Assess the efficacy of this method at encouraging early team work and evaluating trainees and their colleagues skills set. 

METHODS

15 trainees participated in the Scavenger Hunt during 2 separate induction sessions. Participants were divided into two groups and asked to find images of ten airway items such as a bougie, guedel airway and an airtraq located in different, yet commonly visited locations by ICU doctors within the hospital. These included the Medical High Dependency Unit, Accident and Emergency Resuscitation Department, Surgical High Dependency Unit, Theatre Recovery and the CT scanner. Pre and post hunt questionnaires were completed by participants in order to establish whether they enjoyed the activity and how useful it was in encouraging early teamwork and learning about the skills set of the team.

RESULTS OF QUESTIONNAIRES

12 of 15 participants had worked at QMC prior to induction with 10 stating they had never worked in the AICU before. 7 participants had worked with some of the other doctors in the room prior to induction. 13 participants had never taken part in a Scavenger Hunt before.

The top 3 factors that contribute to effective teamwork (Pre hunt)

  • Communication
  • Understanding skills set of the team
  • Being open to suggestions                         

The top 3 factors that contribute to effective teamwork  (Post hunt):

  • Communication
  • Understanding skills set of the team
  • Listening to other members of the team

CONCLUSION 

We have demonstrated an enjoyable method by which induction can help doctors familiarise themselves with their environment and colleagues. Recommendations include evolving this process to comprise simulated tasks for teams to complete and a questionnaire for participants at the end of their rotation in order to assess longer term effects of the AICU Scavenger Hunt. 

REFERENCES

  1. Hendrick, K., Louw-Potgieter, J. (2012). A theory evaluation of an induction programme. SA Journal of Human Resource Managament, July, 10(3), 1-9.

2. Derven, M. (2008). Management onboarding. Journal of Training and Development, April, 49–52.





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