Outpatient Surgery Magazine, providing current information on Surgical Services, Surgical Facility Administration, Outpatient Surgery News and Trends, OR Excellence and more.
Issue link: http://outpatientsurgery.uberflip.com/i/168873
OSE_1309_part1_Layout 1 9/6/13 12:31 PM Page 44 STAFFING form. A score of 10 correlates with an expert level of performance; an "expert" possesses all necessary knowledge and skill sets and needs no further training. This level of understanding is unusual, especially in new hires. A score of 5 correlates with full competence; an employee who is "fully competent" meets the expectations of her job description, and can consistently perform those functions accurately and with little or no supervision. By grading new hires, you'll immediately identify areas of needed training and education. You'll establish a baseline of skills and knowledge, noting what they need to improve upon to become greater assets to your organization. When conducting initial competency reviews, actually monitor and evaluate employees performing each aspect of their jobs. For example, you may observe that a nurse is fairly competent in starting the IV, but could use more practice to become faster and more efficient. With exposure, proper training and practice, a nurse will improve her technique and expertise, making her a better, more knowledgeable employee. Make continued training count There are many ways to complete and document training, from online education to self-study modules and testing. However you conduct training, ensure employees are getting value out of it. Training should never be a "paperwork process" that rubber-stamps competencies. Every situation where training is taking place and employees are not learning something new is a missed opportunity for growth and professional improvement. Handing out the same self-study module and test year after year may meet the minimum requirements of continuing education, but it will never advance your staff's education and expertise. Constantly challenge yourself to improve how you train your staff, even if it requires more time and effort (which it will). 2 3 4 4 Give your annual reviews some teeth Performance reviews typically fall into 1 of 3 categories: a very harsh O U T PAT I E N T S U R G E R Y M A G A Z I N E O N L I N E | S E P T E M B E R 2013