Leszek Sokalski

1365: Impact of diabetes on QOL of patients who underwent coronary angioplasty

be treated easier by clinical tutors and implemented. New checklists have a common structure: a) First part emphasizes in self-learning of important basic knowledge that all personnel must acquire during training. b) Second part analyzes the fundamentals of the hospital’s operation, the differences of each department and orientation in their workspace. c) Third part of the new checklist is specialized in each department’s work, equipment and procedures that new nurses should adapt. Preceptors have also the opportunity to evaluate and rate the trainees in each topic with a score of 1 (‘‘cannot exercise’’), 2 (‘‘exercise with help’’) or 3 (‘‘exercise without help’’), depending on their competence in nursing practice and repeat the necessary training procedure if needed. By completing the training program, the employee will be finally evaluated by the Head Nurse of the corresponding department and the evaluation will be written at the end of the checklist. Finally all checklists return to Nursing Education Office for further evaluation of the orientation program and a copy is sent to employee’s personal file. The renewal of checklists promotes quality of in-service training by simplifying the educational procedure and by providing general and specialized training pathways for the new employees. Unification of the structure enhances the overall evaluation from the Preceptors, the Head Nurses and finally the Education Department.