A new transporter learns more in their first few weeks on the floor than in any classroom session. The person they shadow during those weeks shapes how they handle patients, how they talk to nurses, and what they believe "good enough" looks like. That person is the preceptor, and choosing them well is one of the most important decisions a transport leader makes.

Many departments assign preceptors based on who is available or who has been there the longest. Those can be fine starting points, but they are not the same as choosing someone who can teach. This article covers how to pick preceptors, how to prepare them, and how to support them so new hires get a consistent, safe start.

What a Good Preceptor Actually Does

A preceptor is not just a senior transporter with a shadow. Their job is to turn the department's standards into daily habits for someone new. That includes:

  • Demonstrating safe patient handling and equipment checks the same way every time.
  • Explaining why each step matters, not just showing it.
  • Modeling clear, respectful communication with patients, nurses, and other departments.
  • Giving honest feedback that helps the new hire improve without feeling discouraged.
  • Reporting progress and concerns to the supervisor so nothing slips through.

When preceptors do these things well, new hires reach independence with fewer bad habits to unlearn. When they do not, every shortcut the preceptor takes gets passed on.

Qualities to Look For When You Choose Preceptors

Tenure is helpful, but it is not the main thing. Look for transporters who show these qualities on a regular basis:

  1. Consistency. They follow the same safe process on a busy day as on a quiet one.
  2. Patience. They can slow down to explain without getting frustrated.
  3. Clear communication. They give directions that are easy to follow and check for understanding.
  4. Professional judgment. They know when to escalate a concern instead of working around it.
  5. Respect from peers. Other transporters already go to them with questions.

Ask your supervisors and charge staff who comes to mind for each quality. The same few names often appear. Those are your best candidates, even if they have never been asked to teach before.

It also helps to choose preceptors who hold a recognized credential. Transporters who have earned the Certified Healthcare Transporter (CHT) credential have already worked through a shared standard for safe handling, communication, and patient experience, which gives them a common language to teach from.

Prepare Preceptors Before Their First New Hire

Being good at the job and being good at teaching the job are different skills. A short preparation step makes a big difference.

Before a preceptor takes on a new hire, walk through:

  • The onboarding plan. What should the new hire see, practice, and be signed off on each week?
  • The standards. Review the department's procedures together so the preceptor teaches the current version, not an old habit.
  • How to give feedback. Practice simple, specific feedback, such as "Next time, check the brakes before you step away," instead of general comments.
  • When to escalate. Agree on what the preceptor should report right away and what can wait for a weekly check-in.

Give preceptors a simple checklist to track what the new hire has observed, practiced with help, and done independently. A shared checklist keeps every preceptor teaching the same things in the same order.

Facility policy always comes first. Preceptors should teach your organization's procedures for patient handling, isolation, and emergencies, and direct clinical questions to nursing staff.

Set Up a Simple Rhythm of Check-Ins

Preceptors need support too. Without it, they may hesitate to raise concerns or feel unsure whether a new hire is ready to work alone.

A light structure works well:

  • Short daily touchpoint. A quick conversation at the end of the shift about what went well and what to practice next.
  • Weekly supervisor check-in. The preceptor, new hire, and supervisor review the checklist together and agree on the next focus.
  • Clear sign-off. The new hire moves to independent work only when the checklist is complete and the preceptor and supervisor agree.

These check-ins protect the new hire and the preceptor. If a new hire is struggling, the department finds out early, while there is still time to add practice or adjust the plan.

Recognize and Develop Your Preceptors

Precepting takes energy. A preceptor is doing their own work while also teaching, observing, and coaching. If that effort goes unnoticed, good preceptors burn out or quietly stop volunteering.

Ways to show the work matters:

  • Thank preceptors by name in team huddles when a new hire reaches independence.
  • Give them a voice in updating onboarding materials, since they see the gaps first.
  • Rotate the role so the same people are not precepting back to back without a break.
  • Offer a path to grow, such as formal instructor training.

For transporters who enjoy teaching and want to take the next step, the Certified Healthcare Transporter Instructor (CHTI) program prepares them to deliver CHT training for their own department. Preceptors who find they enjoy helping others learn are often natural candidates for this next step.

Start Building Your Preceptor Bench

If your department does not have a formal preceptor approach yet, you can start with a few steps:

  1. Name two or three transporters who show the qualities above.
  2. Meet with them to review the onboarding plan and checklist.
  3. Pair each new hire with one preceptor for their first weeks, with a backup for days off.
  4. Hold weekly check-ins and adjust the plan based on what you learn.

Good preceptors give new transporters a safe, confident start and help protect the standards your team has worked hard to build. Choosing them on purpose, and supporting them well, is one of the simplest ways to raise the quality of patient transport across every shift.