UCLA Medical Center
1 9 9 8 T RA IN IN G N EE D S
A S SE S SM EN T S U M M A RY
A new survey instrument, shown on Attachment I, was designed for assessing
departmental educational and organizational needs. The instrument was reviewed
and approved by the Performance Management Group/Education Advisory Council
for dissemination through department heads to all managers and staff.
Last year’s response percentage rate was equal to 25%. In order to improve the
response rate and to involve all levels of staff and management the survey instrument
was distributed to all departments in the Medical Center. Department heads were
asked to collect the data, summarize it and submit the top three priorities for their
In addition, department heads completed a Leadership Self-Assessment form which
was collected and reviewed for additional leadership training needs. Individual
consultations with Associate Directors and Department Heads are currently being
conducted to determine individual specific training needs.
Skill development needs were also part of an Employee Opinion Survey
Questionnaire which was distributed to everyone in the organization in July of 1997.
The data compiled regarding skill development was shared with the Management
Council Group in November 1997 for input and recommendations. The MCG is
comprised of all the leaders in the organization who directly report to the executive
group. MCG members made a number of recommendations that are listed under
Tabulation of all the educational needs assessment surveys, leadership self-
assessment tool and the employee opinion survey indicated the following priorities:
Customer service training
Management training modules that address confrontation and performance
Library of information and training resources
AC T I O N P L A N
The recommendations of the Management Council Group on the Employee Opinion
Survey results were then taken to the Performance Management Group for their input to
develop an action plan. The action plans developed will be submitted to the Directors’
Advisory Group. These are shown under Attachment IV.
The findings from the needs assessment survey and the leadership self-assessment tool will
be presented to the Performance Management Group/Educational Council to finalize an
action plan for submission to the Directors’ Advisory Group.
Computer Training will continue to be offered in concert with Medical Center Computing
Services, Campus Human Resources and outside vendors as needed. The Medical Center is
currently investing in a number of computer labs, to allow for an increase in the number of
computer trainings. To further integrate and improve training effectiveness and maximize
the educational resources of the medical a central training facility is currently being
considered. The Medical Center Computing Services survey which contains more specifics
on classes offered is shown under Attachment V.
Customer Service Training will be included in the New Employee Orientation program, starting
July 1, 1998. On-going customer service classes are also offered.
Supervisory Laboratory Classes are scheduled to begin in May 1998. More classes will be offered
this year based on the positive feedback received in 1997 and the overwhelming number of
requests from department heads and managers.
Communication Training Sessions: A communications committee which is a multi-disciplinary
group consisting of representative from Marketing, Finance, Human Resources,
Administration and Ancillary Services, is developing a plan to address the various elements
of this recommendation. A draft communications plan is shown under Attachment VI.
Management training modules that address confrontation and performance evaluation: This issue is
addressed as part of the Supervisory Laboratory training.
Library of information and training resources: A leadership-training handbook is in the process of
being developed for all leaders in the organization.
Human Resources is currently exploring educational opportunities with representatives from
the Anderson School of Management to collaborate in the development of other leadership
At the Executive level, a membership to the American College of Healthcare Executive was
offered for the first time in 1997. It is the intent of the organization to extend the
opportunity for executives to achieve Diplomate status through a series of extensive courses.
The Department of Nursing Training Needs Assessment is also shown under Attachment
Throughout the organization, departments with highly specialized educational needs, such as
Clinical Engineering and Department of Nursing , are required to compile their data and
develop an action plan in coordination with their associate director.
Management Council Group recommendations