Medical Staff Training for Private Practices by Jeff Kass | AMA Update Video


AMA Update covers a wide range of medical topics that impact the lives of physicians, residents, medical students and patients. From practitioners and healthcare system leaders to scientists and public health officials, hear from medical experts on COVID-19, medical education, advocacy issues, burnout, vaccines and more.


Clinical staff training plays a major role in a practitioner’s success. Medline University Director Jeff Kass will also join us to discuss how individual practice can make training more effective and ensure staff are always up to date. AMA Chief Experience Officer Todd Unger will host.

Medline is a preferred provider through AMA Member Benefits PLUS. Save up to 20% on medical, surgical and pharmaceutical equipment and supplies through the AMA Medline purchasing program. AMA members also have access to next day delivery, minimum order limits, and staff training through Medline University.

For more information about Medline, visit MedlineUniversity.com.

speaker

  • Jeff Kass, Director, University of Medline

Unger: Hello. Welcome to the AMA Update video and podcast series. Today we are going to talk about training for clinical staff, specifically the challenges and opportunities that practitioners face in keeping staff skills up to date. Joining us is Geoff Kass, director of his Medline University at Medline Industries in Northfield, Illinois. Medline is a preferred provider through the AMA Member Benefits PLUS program.

I’m Todd Anger, AMA Chief Experience Officer in Chicago. Jeff, thank you for joining us today.

Cass: Well, thank you for hanging out with me. I appreciate it

Unger: Training is clearly a fundamental part of medicine, and doctors are always learning, whether it’s reading the latest research or earning a CME. But what we don’t often talk about is the clinical staff who support doctors. In addition, it is necessary to always obtain the latest information in accordance with the evolution of medicine. Jeff, what is their training typically like?

Cass: Most clinics usually have some form of onboarding for new staff. Reinforcements and annual training will vary somewhat by practice, but generally speaking, both types of training include: HIPAA training, bloodborne pathogens, PPE, communication and cultural awareness, perhaps fire safety, patient handling, Courses are displayed. Or

The COVID-19 health pandemic has caused a lot of disruption, reduced time, and increased work. And, in many cases, that new staff has not had proper onboarding, and current staff have not attended that reinforcement training for a long time. As such, many healthcare settings are looking for ways to restore good routines of standardized education and training.

Unger: And managing all the training can be overwhelming, especially for a private practice. Can you talk a little bit about the unique challenges you face in keeping your staff up-to-date, especially in light of what we just talked about?

Cass: Absolutely, of course. Therefore, we will focus on some key challenges here. The first step is to access and find content in currently updated clinically relevant educational resources and courses. It takes hours to go through all the sources and make sure they are of the quality you need for your practice.

The second big challenge is budget. Unlike some acute partners, many clinics do not have large budgets for training and education. Large hospitals often have much larger budgets than smaller clinics.

Another challenge, frankly, is that standardized practices such as annual training may not be mandated. That is, it does not exist, or it exists but is poor.

And finally, what happens quite often is that many staff members ask for their own training. So more work and more stress for them. And it affects its effectiveness. Not only is it difficult to manage and keep track of all these different sources of information, but if you’re tracking that history across different sources, keeping an eye on that history and keeping records can be a real pain to your bosses and colleagues. It can be very difficult to tell your boss. facility staff.

Unger: Given these challenges, it’s no surprise that many practitioners are turning to digital tools and programs to make their training more efficient and effective. Any advice on what practitioners should look for when evaluating such new training tools?

Cass: Absolutely. So when we talk about digital, I think we agree very specifically that it should be online. That tool, that system has to be online. Here, staff can access when and where it’s most convenient for them, wherever they have an internet connection.

That tool, that system, needs a robust catalog of content. It should cover all important needs, such as the annual topic we talked about briefly earlier, but it should also extend to topics that are more selective in nature.

It should be easy to navigate. Learners should be able to easily find what they need, including a robust keyword system and great filters and categories. The content should be easy for practicing members to find.

Most importantly, your content is engaging. Must be interactive. It should be fun. It should make learning more fun. This helps improve retention of facility member information.

And finally, we need tools for administrators. An administrator should be able to create course her bundles and student groups, track progress, and run the reports required for their own record keeping. These are important considerations when considering digital tools.

Unger: You mentioned content. What are the hottest topics to incorporate into your training now, whether it’s for new or existing staff?

Cass: Well, it’s hot these days and there are new problems, but unfortunately, emergencies, emergency preparedness, workplace violence, and so on. These are all the latest hot topics most healthcare facilities are considering for their staff. The last few years have been tough.

Courses and content to address and address nursing burnout are therefore important topics to consider. Navigating the rising opioid epidemic in recent years is an important conversation and important content for staff to review and stay up to date. Cultural awareness, meeting the needs of diverse populations and, frankly, telemedicine, devices, EMR, anything with technology. They might be of interest too.

Unger: As such topics emerge, especially in terms of technology, we obviously have to keep learning. We talked about it before. How often do you need to retrain your staff to keep them up to date? Why is that so important?

Cass: You should consider doing it annually. A McKnight study a few years ago found that more training and learning opportunities were key to workplace satisfaction. With that in mind, it’s important that staff stay up to date on any changes in policies and procedures, such as annual courses like PPE and HIPAA, and the stuff we just talked about.

Therefore, if you participate in something every year, your confidence will grow. They feel more knowledgeable and understanding of what the latest best practices are. This improves standard of care for patients. So actually every year is the answer. Familiarize yourself with it for at least 12 months, whether you want it or not.

Unger: Let me ask you a little more. The phrase “professional satisfaction” came up. We now know that post-pandemic burnout is at an all-time high and facing real challenges. Staff retention is another big problem, especially for everyone in the world. Talk a little bit about how training itself has a big impact on that.

Cass: Well, I think it has implications in some ways. If you have the right formal education and training system in place, if you have the routines you can expect from your staff, and if you have the nice, robust, and engaging catalog I mentioned earlier, I think it helps in a few different ways. As I said a little bit earlier, I think it helps retain staff because it provides value to staff that they could be cornered elsewhere.

I think it will help you get through the changes because it will be a point of consistency. Again, that’s what they expect, and if the education is of good enough quality, they may actually come to enjoy it. Again, they are not only learning the latest practices, policies and procedures, but in an engaging way. And they meet the needs of the organization as well as themselves, right? I think those are sort of the key considerations for that.

Unger: Jeff, thank you so much for being here today and providing your perspective. That’s all for today’s episode.

However, I would also like to mention that as part of the AMA and Medline collaboration, AMA members have access to Medline University and a curated list of training courses to help you get started. For more information, check out the link in the description of this episode. We’ll be back soon with another AMA update. All videos and podcasts are available at ama-assn.org/podcasts. Thank you very much for joining us today. Thank you very much.


Disclaimer: The views expressed in this video are those of the participants and do not necessarily reflect the views or policies of the AMA.



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