Learning and development process for Cancer Hospitals: building oncology skills ward by ward
Oncology skills are learned on the job, from whoever is nearest. A planned learning process brings new nurses and technologists to confident practice sooner and spreads what the seniors know.
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Share your requirementsWhy learning and development process matters in cancer hospitals
New staff in a cancer hospital learn a great deal quickly: unit routines, patient communication, the drugs and equipment their area uses. In several hospitals this happens by watching a busy senior. Some get a patient mentor and some get thrown in. The result is uneven practice, and the best seniors are stretched and unrecognised for teaching.
A planned process lists what each role needs to do alone, who teaches it and how it is checked. It builds in time for the teacher, since a mentor with a full patient load cannot teach well. It includes cross-training, so that a day-care nurse can cover a ward shift and a technologist can learn a second machine, which also eases leave planning.
How to set it up
1. List skills by role and area
For ward nurse, day-care nurse, technologist and counsellor, list what the person must be able to do alone. Separate the first month, the first six months and the first year.
2. Choose teachers and free their time
Name senior nurses and technologists as teachers and reduce their patient load on teaching days. Recognise it in their grade. See training consulting.
3. Check skills with a sign-off
Use a short practical check by a senior before a nurse works alone in a new area. Record who signed and when.
4. Cross-train for cover
Pair staff so each key task has at least two people trained. Plan it into the rota and not into spare time.
5. Review the plan every six months
Ask learners and teachers what worked, fix gaps and update the skill list when equipment, drugs or services change.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- Ask the last three new nurses who taught them chemotherapy routines.
- List tasks in each area that only one person can do.
- Check whether teaching days are shown on the rota.
- See if a skill sign-off record exists for each nurse in day-care.
GullyHR can do this with you. Read how we approach learning and development process in general, or share your requirements and we will tell you where to start.
Questions owners ask
That depends on the area and the person. Set stages in writing, with a check at each, and let a senior decide when a nurse works alone. Avoid fixed dates that ignore how the person is doing.
Not always, but they need time and recognition. Reduce their patient load on teaching days and reflect the role in their grade or appraisal. Unrecognised teaching gets dropped when the ward is busy.
Usually, yes. It reduces the effect of absence and resignation, and helps staff grow. Start with the two or three tasks where one absence causes the most trouble.
We set up the interview and hiring process for cancer hospitals
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.