Do You Have a New Graduate Joining Your Team in May?
Expect delays in the licensing process.
With the new GOALS system, individuals cannot apply and pay the license fee until after they graduate. The processing time for new applications is currently running upwards of 35 business days and will affect the upcoming graduates and applicants.
For those graduating at the beginning of May, they will likely not receive a license before the middle of June – providing they apply for their license immediately after graduation.
We understand this is met with degrees of frustration. However, this is the opportunity for you and your team to rise to the occasion and shine by making this the most incredible time to onboard your recent graduate.
What is your onboarding process and how can you enrich the time with your new graduate while their new license is pending?
Below is a 30-day onboarding program for a recent graduate veterinarian who does not have their license yet due to software logistics, to help integrate them into the practice, understand its culture, protocols, and expectations, and prepare them to provide excellent care as soon as they’re licensed.
Day 1-5: General Orientation
- Introduction to the team, tour of the facility, and overview of practice operations.
- Review employee handbook, legal forms, benefits, practice values, mission, and culture.
- Begin training on practice management software – include how to build templates and all the cheat codes so they can begin with efficiency and not frustration.
- Introduce inventory management, how your pharmacy works and what your controlled substance logging protocols are. Ensure they have signed any logbooks that they will access once their license has been approved.
- Enjoy lunch outside the hospital once a week to check in with your recent grads onboarding.
Day 6-10: Observation and Shadowing
- Shadow different veterinarians and technicians each day to understand the workflow and diverse approaches within the practice.
- Attends appointments to observe communication strategies, team interaction and begin building client rapport.
- Ensure your new graduate is positioned with clients and the support team as a doctor within the hospital and not as a veterinary assistant since they are waiting for their license application to be processed.
- Continue building templates they will use in the practice management software – they will want to refine them several times.
- Ask for their input on diagnostics and treatment plans and train on standard operating procedures
- Ask for them to scrub in and assist in surgery – help them gain confidence in your surgical suite.
Weeks 3-4: Learning and Engagement
- Continue building on Week 2.
- Training in handling difficult conversations with pet owners, euthanasia procedures and client education on preventive care.
- What other interactions would they like more training and understanding on?
- Practice clinical skills that they can be allowed to do while their license is pending – again ensure they are not perceived as a veterinary assistant – but check in and ask what they would like to do while they are in this interim period
- Send them to a workshop or online course that is relevant to something unique in your practice that they may not be prepared for.
- Verify they have had veterinary CPR training and if not – enroll them in the RECOVER program.
- Have daily rounds and case discussions.
Hopefully at this point, they will have received their license to practice veterinary medicine in Georgia. It is a great time to provide continuous support and development for your recent graduate. Ensure you have developed a Mentorship Program that provides guidance, support, and feedback in the style of communication that works for both the mentee and the mentor. Check out opportunities within MentorVet and encourage your new colleague to sign up for the program. The GVMA still has a few scholarships to offer for MentorVet LEAP (This is not a LEAP CE program)
Weekly Check-Ins
Schedule weekly meetings with a supervisor or mentor to discuss cases, review progress, and address any concerns. This is best accomplished outside the hospital – at a favorite lunch spot, a short walk in a local park or at a coffee shop are just a few ideas.
Professional Development
Encourage attendance at workshops, conferences, and continuing education courses relevant to the veterinarian’s interests and the practices needs.
