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Mobile screenings promote community wellnessNorton Healthcare Prevention & Wellness seeksto improve community health and reduce the rates ofmortality from preventable diseases through education,screenings and patient navigation.Screenings are conducted aboard the NortonHealthcare Mobile Prevention Center, a 40-foot mobilemammography unit with an exam room, and at healthfairs and community-based events throughout GreaterLouisville. The Prevention & Wellness team alsoprovides employer screenings and services for clinicalsites, including Norton Community Medical Associates.“On April 1, we added annual wellness exams to ourservices,” said Krista Van Bever, R.N., manager, clinicalservices, Norton Healthcare Prevention & Wellness.“The wellness exams include Pap smears, breast examsand mammography if eligible. Prostate screenings, skincancer screenings, and cardiovascular health assessmentsand screenings also are available.”Other services include cholesterol, blood pressureand blood sugar screenings. This year, Cologuard, a newcolorectal cancer screening kit, also is available.“Our goals for 2015 are to participate in 20 mobilescreening events per month and to see 20 patients perevent,” Van Bever said.If your church or other organization wouldlike to host a free screening event, email krista.vanbever@nortonhealthcare.org or john.renfrow@nortonhealthcare.org or call (502) 899-6842.Susan Daugherty, R.N., Prevention & Wellness, checks LynnBennett’s blood pressure during a wellness clinic.Photo by Jamie RhodesOnboarding helps create engaged, happy workforceJohn Hess, onboarding coordinator, HumanResources, welcomes new employees to NortonHealthcare every Monday. He is among the first tointroduce new hires to Norton Healthcare’s culture andpolicies, and he makes sure the experience is positiveand lasting.Hess is part of the team that leads new employeeonboarding. Norton Healthcare takes a three-phaseapproach to this orientation process. It begins on theemployee’s first day, then continues at 30 days and90 days with the organization. According to Hess, theseare critical points in retaining a first-year employee.“Onboarding is much more than orientation,” Hesssaid. “Of course getting paid, setting up benefits andother prerequisites are important, but onboardingallows us to include these topics with the culture piecenecessary to understand what it means to be a NortonHealthcare employee.”Each year Norton Healthcare sends 1,800 to 2,500employees, contract workers, interns and externsthrough onboarding.“We want to make sure we have an engagedworkforce,” Hess said. “With happy employees, we havepeople in place who are providing excellent care. We feelthe more engaged employee takes ownership and feelsinspired to do great work.”–Tracy KellerWhat are the three phases?Phase 1: This is Norton Healthcare – Employees learnabout our organization’s culture and policies andhear from senior leaders about Norton Healthcare’simportance to our patients and the community.Phase 2: My Norton is remarkable – Employees seethe importance of their roles, not only within NortonHealthcare but also in their facilities. Topics arefocused on the importance of creating a great “Nortonexperience” for our employees, patients, families andvisitors.Phase 3: This is my Norton – Employees discoverwhat they mean to the organization through real-timediscussions about their roles at Norton Healthcare inaction. Employees are tasked with creating “and thensome” moments in their day-to-day activities.20 CONNECT • July/August 2015