The Central Service department at Jewish Hospital in Louisville, Kentucky has implemented a strong focus on certification and professional development for its technicians. As of now, 27 technicians hold the CRCST certification, 14 the CIS certification, and 9 the CHL certification. Impressively, 8 technicians have obtained all three certifications, known as the "Triple Crown". This focus on certification has led to improved quality, decreased errors, increased competency among staff, and opportunities for career advancement within the department. The department employs strategies like a certification training matrix and leadership program to continually promote education and professional growth among technicians.
The document provides information on 10 sites sailors can use to update records and manage their Navy career. These include sites to review the electronic service record, view training and education records, check awards, view physical readiness results, and apply for tuition assistance. Information is also provided on credentialing opportunities, Navy college programs, and online tutoring resources. Sailors are encouraged to regularly review their records on these sites and take any needed actions to ensure the information is accurate and up-to-date.
The document provides information on 10 sites Navy servicemembers can use to update records and manage their career. It summarizes key Navy online resources including the Electronic Service Record, CMS/ID, PRIMS, Navy COOL, Navy College, Tutor.com, and STAYNAVY. Readers are encouraged to regularly review their records on these sites to ensure accuracy. Contact information is provided for assistance with corrections or updating records.
This document provides details about an upcoming webinar on coding traumatic brain injuries using ICD-9-CM. The webinar will be presented by Amy Waller and will discuss defining TBI and brain anatomy, the importance of proper documentation and coding for compliance, and how to analyze TBI documentation and select accurate ICD-9 codes. It provides information on continuing education credits available for certain health professionals who participate in the webinar. The webinar aims to help coders and clinicians properly code and classify TBIs in military treatment facilities using ICD-9-CM codes.
This certificate confirms that Ketan Sanjay Kanade passed the EX423 exam and earned the Directory Services and Authentication Certificate of Expertise from Red Hat, Inc. on June 24, 2013. The certificate is numbered 120-142-112 and its authenticity can be verified on Red Hat's website.
This chapter discusses the central service department and the role of central service technicians. It explains that central service provides instruments, equipment and supplies to support patient care. The chapter outlines the workflow process including decontamination, preparation, packaging, sterilization and storage. It describes the basic skills and responsibilities of central service technicians, including communication, safety, and quality improvement. Career progression options for technicians such as certification and advancement are also covered.
This document provides an overview of complex surgical instruments, including powered surgical instruments, endoscopes, and other equipment. It discusses the objectives of understanding how to properly care for, process, and handle these delicate instruments. Specific concerns with powered instruments include fluid invasion damaging the devices. Endoscopes require special cleaning due to infection risks, and must be high-level disinfected or sterilized according to manufacturer guidelines. Rigid instruments are also very delicate and require careful cleaning and drying to avoid damage. Proper training and adherence to processing steps is important for safely reprocessing complex surgical equipment.
Across all industries, businesses are adapting and saving time with how they are using and managing data today.
Learn how your business can Integrate NetApp storage platforms with healthcare data solutions: http://www.netapp.com/us/solutions/industry/healthcare/
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
The document provides information on 10 sites sailors can use to update records and manage their Navy career. These include sites to review the electronic service record, view training and education records, check awards, view physical readiness results, and apply for tuition assistance. Information is also provided on credentialing opportunities, Navy college programs, and online tutoring resources. Sailors are encouraged to regularly review their records on these sites and take any needed actions to ensure the information is accurate and up-to-date.
The document provides information on 10 sites Navy servicemembers can use to update records and manage their career. It summarizes key Navy online resources including the Electronic Service Record, CMS/ID, PRIMS, Navy COOL, Navy College, Tutor.com, and STAYNAVY. Readers are encouraged to regularly review their records on these sites to ensure accuracy. Contact information is provided for assistance with corrections or updating records.
This document provides details about an upcoming webinar on coding traumatic brain injuries using ICD-9-CM. The webinar will be presented by Amy Waller and will discuss defining TBI and brain anatomy, the importance of proper documentation and coding for compliance, and how to analyze TBI documentation and select accurate ICD-9 codes. It provides information on continuing education credits available for certain health professionals who participate in the webinar. The webinar aims to help coders and clinicians properly code and classify TBIs in military treatment facilities using ICD-9-CM codes.
This certificate confirms that Ketan Sanjay Kanade passed the EX423 exam and earned the Directory Services and Authentication Certificate of Expertise from Red Hat, Inc. on June 24, 2013. The certificate is numbered 120-142-112 and its authenticity can be verified on Red Hat's website.
This chapter discusses the central service department and the role of central service technicians. It explains that central service provides instruments, equipment and supplies to support patient care. The chapter outlines the workflow process including decontamination, preparation, packaging, sterilization and storage. It describes the basic skills and responsibilities of central service technicians, including communication, safety, and quality improvement. Career progression options for technicians such as certification and advancement are also covered.
This document provides an overview of complex surgical instruments, including powered surgical instruments, endoscopes, and other equipment. It discusses the objectives of understanding how to properly care for, process, and handle these delicate instruments. Specific concerns with powered instruments include fluid invasion damaging the devices. Endoscopes require special cleaning due to infection risks, and must be high-level disinfected or sterilized according to manufacturer guidelines. Rigid instruments are also very delicate and require careful cleaning and drying to avoid damage. Proper training and adherence to processing steps is important for safely reprocessing complex surgical equipment.
Across all industries, businesses are adapting and saving time with how they are using and managing data today.
Learn how your business can Integrate NetApp storage platforms with healthcare data solutions: http://www.netapp.com/us/solutions/industry/healthcare/
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
Get medical billing and coding training at Southern California Health Institute (SOCHi) Medical Billing and Coding program. Start your new Career Today!
Worcestershire Health and Care NHS Trust has begun accepting prior learning and training records for new starters transferring from other NHS organizations through ESR's pre-hire inter-authority transfer process. This has significantly reduced the amount of statutory and mandatory training required for new starters, allowing them to return to patient care more quickly. By aligning with the Core Skills Training Framework and transferring competency records electronically, the Trust can now streamline the onboarding process for new employees transferring within the NHS.
Healthcare training in dubai and abudhabiRiddhi Sheth
The document provides information about several healthcare certification courses including CIC Certification in Infection Prevention and Control, HQ Principles Certificate in quality and patient safety, Medical Coding Certificate, Healthcare Administration Certificate, Patient Safety and Risk Management Certificate, Lean Six Sigma Green Belt Certificate for Healthcare, and CHFM Certificate in Healthcare Facility Management. Each course summary includes the topics covered, fees included in the course, and contact information for more details.
Healthcare training in dubai and abudhabiRiddhi Sheth
The document provides information about several healthcare certification courses including CIC Certification in Infection Prevention and Control, HQ Principles certificate in quality and patient safety, medical coding, healthcare administration, patient safety and risk management, Lean Six Sigma Green Belt Certification, and CHFM certification in healthcare facility management. Each section provides the course content and objectives, fees include study materials and certification, and contact information for more details.
This document provides simple steps for hospitals to achieve NABH accreditation. It begins by explaining what accreditation is and the focus of NABH standards, including patient safety, staff safety, and measuring performance. It then lists 18 specific steps for implementation, including obtaining management commitment, conducting training, establishing policies and procedures, auditing processes, and continuously improving to address any non-compliances found. The overall message is that accreditation is the best tool for quality and patient safety, but it requires commitment, effort, and an ongoing process of assessment and improvement.
eWIN Case Study - Increasing Training and Appraisal Compliance (1)Kim Reynolds
The Barnsley Hospital NHS Foundation Trust aimed to significantly increase mandatory staff training and appraisal compliance rates to ensure a safe, competent workforce. Compliance rates for training increased from 45% in 2011 to 84% in 2012, and appraisal compliance increased from 58% to 88% in the same period. This was accomplished through setting role-specific training requirements, increased eLearning, targeting low-performing areas, and providing ongoing performance reports to managers. Maintaining these gains requires ongoing monitoring, planning for periodic compliance drops, and improving rates for specific practical training.
1. There is a shortage of qualified Clinical Research Associates (CRAs) to monitor clinical trials due to increased outsourcing of trials to CROs and a lack of CRA talent development. This has led to rising costs and extended timelines for sponsors.
2. One solution is for CROs to invest in developing their own CRA talent through a lengthy training program that includes classroom instruction, simulation exercises, apprenticeships, and mentorship opportunities to gain experience.
3. This allows new recruits to learn in a controlled environment before independently monitoring trials, building their skills and confidence over 6 months. Graduates of such programs have higher retention rates than experienced CRAs.
1. There is a shortage of qualified Clinical Research Associates (CRAs) to monitor clinical trials due to increased outsourcing of trials to CROs and a lack of CRA talent development. This has led to rising costs and extended timelines for sponsors.
2. One solution is for CROs to invest in developing their own CRA talent through a lengthy training program that includes classroom instruction, simulation exercises, apprenticeships, and mentorship opportunities to gain experience.
3. This allows new recruits to learn in a controlled environment before independently monitoring trials, building their skills and confidence over 6 months. Graduates of such programs have higher retention rates than experienced CRAs.
This article discusses how certification benefits individuals' careers in quality professions. It presents stories from seven individuals who work or previously worked in quality engineering and risk management at Teleflex Inc., a global medical device company. They discuss pursuing ASQ certification for personal and professional development. Certification provided advantages over non-certified competitors when applying for new positions and increased opportunities for advancement. All found certification to be a rewarding experience that improved their skills and careers in quality.
Competency Validation: An Advisory Board ApproachAPI Healthcare
Over the past decade competency has gone from buzzword to requirement in healthcare. The Joint Commission, along with federal and state regulatory agencies, has increasingly focused on staff competency with each coming year. Why this focus on competency?
Module 02 Lab Assignment – General SurveyTop of FormBottom of IlonaThornburg83
Module 02 Lab Assignment – General Survey
Top of Form
Bottom of Form
Module 02 Content
1.
Top of Form
Conduct a general survey outside of school on anyone you wish. Perform this as an inspection only and document the findings in short phrases. Also, identify actual or potential risks. Submit your survey to the drop box below.
July-August 2020 • Vol. 29/No. 4 229
Diane K. Boyle, PhD, RN, FAAN, is retired Professor, Fay W. Whitney School of Nursing,
University of Wyoming, Laramie, WY.
Sarah A. Thompson, PhD, RN, FAAN, is Dean and Professor, Sinclair School of Nursing,
University of Missouri, Colombia, MO.
Funding: Research reported in this publication was supported by the Medical-Surgical Nursing
Certification Board. The content is solely the authors’ responsibility and does not necessarily
represent the official views of the Medical-Surgical Nursing Certification Board.
CMSRNs’ Continuing Competence
Methods and Perceived Value of
Certification: A Descriptive Study
Diane K. Boyle
Sarah A. Thompson
N
ursing specialty certification
builds on nursing licensure.
It acts as a mechanism for
validation or formal recognition by
documenting individual nurses’
knowledge, skills, and abilities spe-
cific to their specialty. To become
certified, nurses are required to
meet predetermined eligibility crite-
ria and achieve standards identified
by a nursing specialty, including
sufficient practical experience and
passing a certification examination
that provides external validation of
knowledge and judgment. The
intended outcome of certification
in nursing is to validate compe-
tence with the overall goal of
improving safety, quality of care,
and health outcomes for people
who use healthcare services.
(Chappell et al., 2019).
For the Certified Medical-Surgical
Registered Nurse (CMSRN®) certifi-
cation, initial eligibility criteria
are registered nursing licensure, 2
years of practice in a medical-sur-
gical setting (may include clinical,
management, or education), and
2,000 hours of medical-surgical
practice in the past 3 years.
Eligible candidates earn the cre-
dential by passing an exam
(Medical-Surgical Nursing Certifi -
cation Board [MSNCB], n.d.). To
recertify, CMSRNs must continue
to practice in a medical-surgical
setting and provide evidence of
continuing competence in the
specialty (MSNCB, 2019).
Continuing competence is “the
ongoing commitment of a regis-
tered nurse to integrate and apply
the knowledge, skills, and judg-
ment with the attitudes, values, and
beliefs required to practice safely,
effectively, and ethically in a desig-
nated role and setting” (Di Leonardi
& Biel, 2012, p. 350). The Con -
tinuing Competence Task Force
(Hospice and Palliative Creden -
tialing Center [HPCC], 2011) estab-
lished this definition to guide estab-
lishment of meaningful recertifica-
tion requirements in nursing.
MSNCB (2012), which administers
the CMSRN credential, has en -
dorsed the defini ...
A comprehensive credentialing process verifies all information directly from primary sources for every locum tenens physician and provider to ensure only the most qualified candidates are placed. This process usually takes a few days but some engagements may take longer. During contracts, recruiters address any issues that arise and review incidents to identify factors that led to problems and improve decision-making. Having an independent risk management program benefits physicians and clients by collaborating on risk management issues and adding value to the temporary staffing experience.
ACS adult safeguarding case study convertedJosie Winter
1) An independent clinical company was hired to investigate a large number of safeguarding concerns raised about a private healthcare provider relating to nursing care issues.
2) They conducted root cause analyses of each case and found recurring issues with training, documentation, communication, leadership and clinical effectiveness.
3) To address these issues, they provided development sessions for nurses, reassessed competencies, updated policies and procedures, and implemented mandatory refresh training covering key clinical topics for all staff.
HR's Strategic Shift - How to Leverage HR Technology to Drive Results for You...Healthcare Software Hub
With dramatic changes in the workforce, healthcare laws, and compliance, the role and responsibility of Human Resources in a hospital is shifting dramatically from "administrative data provider" to a "strategic partner.” The key driver of this transformation is emerging technology that enables HR leaders impact strategy that drives effectiveness and helps achieve organizational results.
Kelly Dice is seeking a position as a Regional Sales Manager. She has over 15 years of experience in clinical operations, sales, and safety management. Her resume highlights her expertise in areas such as contract negotiations, inventory control, field training, leadership, accreditation, and Lean process improvement. She held the role of Director of Clinical Sales and Service at Respira Medical where she led a team of over 30 employees across 7 locations, exceeded sales objectives, and developed key customer relationships. Prior to that, she worked as a Pediatric Respiratory Care Practitioner at Johns Hopkins Hospital.
The document discusses the Clinical Learning Environment Review (CLER) program created by the Accreditation Council for Graduate Medical Education. The goals of the CLER program are to promote patient safety, healthcare quality, and professionalism among resident physicians. It does this through periodic site visits to evaluate graduate medical education programs based on six core pathways: patient safety, healthcare quality, care transitions, supervision, duty hours and fatigue management, and professionalism. The risk manager's role is to help the institution achieve success in CLER by supporting reporting of safety events by residents, involving residents in quality improvement efforts, and ensuring residents receive education and training in areas like handoffs, disclosure, and professionalism.
This document outlines 3 assignments for a Certified Recruitment Analyst project, each analyzing the job requirements for a different position - Payroll Assistant, Clinical Support Nurse, and Program Manager. For each assignment, the document describes the job description, fundamental and motivational analysis, job element analysis, required knowledge and skills, behavioral traits, and sample interview questions. The purpose of the project is to develop comprehensive job specifications that accurately reflect the qualifications and skills needed for each role.
The internship abstract describes organizing and aligning staff job descriptions at the Monmouth County Regional Health Commission to meet the standards for national accreditation from the Public Health Accreditation Board. The intern provided an orientation on the accreditation process and worked with documents like personnel policies, competency skills packets, and sample job descriptions to reformat job descriptions for public health nurses, administrative staff, and environmental specialists. The reorganized job descriptions are under review by the Health Officer and will then be submitted to the Public Health Accreditation Board for approval. Having competent staff and job descriptions aligned with accreditation standards will improve performance management and communication within the health department.
Clinical Professionals is a leading life science recruiter in Europe. They launched a Graduate Academy program to train university graduates and help them gain the necessary experience to find jobs in clinical research. Kane Arical, who studied biomedical science, was accepted into the program after a rigorous application process. Through an intensive 22 module course delivered over 2 weeks, Kane learned about the clinical research industry and the roles of clinical trial associate. After completing the program, Kane secured a job as a clinical trial associate through an interview arranged by Clinical Professionals. He has now been in the role for over 2 months and is enjoying his new career in clinical research.
Get medical billing and coding training at Southern California Health Institute (SOCHi) Medical Billing and Coding program. Start your new Career Today!
Worcestershire Health and Care NHS Trust has begun accepting prior learning and training records for new starters transferring from other NHS organizations through ESR's pre-hire inter-authority transfer process. This has significantly reduced the amount of statutory and mandatory training required for new starters, allowing them to return to patient care more quickly. By aligning with the Core Skills Training Framework and transferring competency records electronically, the Trust can now streamline the onboarding process for new employees transferring within the NHS.
Healthcare training in dubai and abudhabiRiddhi Sheth
The document provides information about several healthcare certification courses including CIC Certification in Infection Prevention and Control, HQ Principles Certificate in quality and patient safety, Medical Coding Certificate, Healthcare Administration Certificate, Patient Safety and Risk Management Certificate, Lean Six Sigma Green Belt Certificate for Healthcare, and CHFM Certificate in Healthcare Facility Management. Each course summary includes the topics covered, fees included in the course, and contact information for more details.
Healthcare training in dubai and abudhabiRiddhi Sheth
The document provides information about several healthcare certification courses including CIC Certification in Infection Prevention and Control, HQ Principles certificate in quality and patient safety, medical coding, healthcare administration, patient safety and risk management, Lean Six Sigma Green Belt Certification, and CHFM certification in healthcare facility management. Each section provides the course content and objectives, fees include study materials and certification, and contact information for more details.
This document provides simple steps for hospitals to achieve NABH accreditation. It begins by explaining what accreditation is and the focus of NABH standards, including patient safety, staff safety, and measuring performance. It then lists 18 specific steps for implementation, including obtaining management commitment, conducting training, establishing policies and procedures, auditing processes, and continuously improving to address any non-compliances found. The overall message is that accreditation is the best tool for quality and patient safety, but it requires commitment, effort, and an ongoing process of assessment and improvement.
eWIN Case Study - Increasing Training and Appraisal Compliance (1)Kim Reynolds
The Barnsley Hospital NHS Foundation Trust aimed to significantly increase mandatory staff training and appraisal compliance rates to ensure a safe, competent workforce. Compliance rates for training increased from 45% in 2011 to 84% in 2012, and appraisal compliance increased from 58% to 88% in the same period. This was accomplished through setting role-specific training requirements, increased eLearning, targeting low-performing areas, and providing ongoing performance reports to managers. Maintaining these gains requires ongoing monitoring, planning for periodic compliance drops, and improving rates for specific practical training.
1. There is a shortage of qualified Clinical Research Associates (CRAs) to monitor clinical trials due to increased outsourcing of trials to CROs and a lack of CRA talent development. This has led to rising costs and extended timelines for sponsors.
2. One solution is for CROs to invest in developing their own CRA talent through a lengthy training program that includes classroom instruction, simulation exercises, apprenticeships, and mentorship opportunities to gain experience.
3. This allows new recruits to learn in a controlled environment before independently monitoring trials, building their skills and confidence over 6 months. Graduates of such programs have higher retention rates than experienced CRAs.
1. There is a shortage of qualified Clinical Research Associates (CRAs) to monitor clinical trials due to increased outsourcing of trials to CROs and a lack of CRA talent development. This has led to rising costs and extended timelines for sponsors.
2. One solution is for CROs to invest in developing their own CRA talent through a lengthy training program that includes classroom instruction, simulation exercises, apprenticeships, and mentorship opportunities to gain experience.
3. This allows new recruits to learn in a controlled environment before independently monitoring trials, building their skills and confidence over 6 months. Graduates of such programs have higher retention rates than experienced CRAs.
This article discusses how certification benefits individuals' careers in quality professions. It presents stories from seven individuals who work or previously worked in quality engineering and risk management at Teleflex Inc., a global medical device company. They discuss pursuing ASQ certification for personal and professional development. Certification provided advantages over non-certified competitors when applying for new positions and increased opportunities for advancement. All found certification to be a rewarding experience that improved their skills and careers in quality.
Competency Validation: An Advisory Board ApproachAPI Healthcare
Over the past decade competency has gone from buzzword to requirement in healthcare. The Joint Commission, along with federal and state regulatory agencies, has increasingly focused on staff competency with each coming year. Why this focus on competency?
Module 02 Lab Assignment – General SurveyTop of FormBottom of IlonaThornburg83
Module 02 Lab Assignment – General Survey
Top of Form
Bottom of Form
Module 02 Content
1.
Top of Form
Conduct a general survey outside of school on anyone you wish. Perform this as an inspection only and document the findings in short phrases. Also, identify actual or potential risks. Submit your survey to the drop box below.
July-August 2020 • Vol. 29/No. 4 229
Diane K. Boyle, PhD, RN, FAAN, is retired Professor, Fay W. Whitney School of Nursing,
University of Wyoming, Laramie, WY.
Sarah A. Thompson, PhD, RN, FAAN, is Dean and Professor, Sinclair School of Nursing,
University of Missouri, Colombia, MO.
Funding: Research reported in this publication was supported by the Medical-Surgical Nursing
Certification Board. The content is solely the authors’ responsibility and does not necessarily
represent the official views of the Medical-Surgical Nursing Certification Board.
CMSRNs’ Continuing Competence
Methods and Perceived Value of
Certification: A Descriptive Study
Diane K. Boyle
Sarah A. Thompson
N
ursing specialty certification
builds on nursing licensure.
It acts as a mechanism for
validation or formal recognition by
documenting individual nurses’
knowledge, skills, and abilities spe-
cific to their specialty. To become
certified, nurses are required to
meet predetermined eligibility crite-
ria and achieve standards identified
by a nursing specialty, including
sufficient practical experience and
passing a certification examination
that provides external validation of
knowledge and judgment. The
intended outcome of certification
in nursing is to validate compe-
tence with the overall goal of
improving safety, quality of care,
and health outcomes for people
who use healthcare services.
(Chappell et al., 2019).
For the Certified Medical-Surgical
Registered Nurse (CMSRN®) certifi-
cation, initial eligibility criteria
are registered nursing licensure, 2
years of practice in a medical-sur-
gical setting (may include clinical,
management, or education), and
2,000 hours of medical-surgical
practice in the past 3 years.
Eligible candidates earn the cre-
dential by passing an exam
(Medical-Surgical Nursing Certifi -
cation Board [MSNCB], n.d.). To
recertify, CMSRNs must continue
to practice in a medical-surgical
setting and provide evidence of
continuing competence in the
specialty (MSNCB, 2019).
Continuing competence is “the
ongoing commitment of a regis-
tered nurse to integrate and apply
the knowledge, skills, and judg-
ment with the attitudes, values, and
beliefs required to practice safely,
effectively, and ethically in a desig-
nated role and setting” (Di Leonardi
& Biel, 2012, p. 350). The Con -
tinuing Competence Task Force
(Hospice and Palliative Creden -
tialing Center [HPCC], 2011) estab-
lished this definition to guide estab-
lishment of meaningful recertifica-
tion requirements in nursing.
MSNCB (2012), which administers
the CMSRN credential, has en -
dorsed the defini ...
A comprehensive credentialing process verifies all information directly from primary sources for every locum tenens physician and provider to ensure only the most qualified candidates are placed. This process usually takes a few days but some engagements may take longer. During contracts, recruiters address any issues that arise and review incidents to identify factors that led to problems and improve decision-making. Having an independent risk management program benefits physicians and clients by collaborating on risk management issues and adding value to the temporary staffing experience.
ACS adult safeguarding case study convertedJosie Winter
1) An independent clinical company was hired to investigate a large number of safeguarding concerns raised about a private healthcare provider relating to nursing care issues.
2) They conducted root cause analyses of each case and found recurring issues with training, documentation, communication, leadership and clinical effectiveness.
3) To address these issues, they provided development sessions for nurses, reassessed competencies, updated policies and procedures, and implemented mandatory refresh training covering key clinical topics for all staff.
HR's Strategic Shift - How to Leverage HR Technology to Drive Results for You...Healthcare Software Hub
With dramatic changes in the workforce, healthcare laws, and compliance, the role and responsibility of Human Resources in a hospital is shifting dramatically from "administrative data provider" to a "strategic partner.” The key driver of this transformation is emerging technology that enables HR leaders impact strategy that drives effectiveness and helps achieve organizational results.
Kelly Dice is seeking a position as a Regional Sales Manager. She has over 15 years of experience in clinical operations, sales, and safety management. Her resume highlights her expertise in areas such as contract negotiations, inventory control, field training, leadership, accreditation, and Lean process improvement. She held the role of Director of Clinical Sales and Service at Respira Medical where she led a team of over 30 employees across 7 locations, exceeded sales objectives, and developed key customer relationships. Prior to that, she worked as a Pediatric Respiratory Care Practitioner at Johns Hopkins Hospital.
The document discusses the Clinical Learning Environment Review (CLER) program created by the Accreditation Council for Graduate Medical Education. The goals of the CLER program are to promote patient safety, healthcare quality, and professionalism among resident physicians. It does this through periodic site visits to evaluate graduate medical education programs based on six core pathways: patient safety, healthcare quality, care transitions, supervision, duty hours and fatigue management, and professionalism. The risk manager's role is to help the institution achieve success in CLER by supporting reporting of safety events by residents, involving residents in quality improvement efforts, and ensuring residents receive education and training in areas like handoffs, disclosure, and professionalism.
This document outlines 3 assignments for a Certified Recruitment Analyst project, each analyzing the job requirements for a different position - Payroll Assistant, Clinical Support Nurse, and Program Manager. For each assignment, the document describes the job description, fundamental and motivational analysis, job element analysis, required knowledge and skills, behavioral traits, and sample interview questions. The purpose of the project is to develop comprehensive job specifications that accurately reflect the qualifications and skills needed for each role.
The internship abstract describes organizing and aligning staff job descriptions at the Monmouth County Regional Health Commission to meet the standards for national accreditation from the Public Health Accreditation Board. The intern provided an orientation on the accreditation process and worked with documents like personnel policies, competency skills packets, and sample job descriptions to reformat job descriptions for public health nurses, administrative staff, and environmental specialists. The reorganized job descriptions are under review by the Health Officer and will then be submitted to the Public Health Accreditation Board for approval. Having competent staff and job descriptions aligned with accreditation standards will improve performance management and communication within the health department.
Clinical Professionals is a leading life science recruiter in Europe. They launched a Graduate Academy program to train university graduates and help them gain the necessary experience to find jobs in clinical research. Kane Arical, who studied biomedical science, was accepted into the program after a rigorous application process. Through an intensive 22 module course delivered over 2 weeks, Kane learned about the clinical research industry and the roles of clinical trial associate. After completing the program, Kane secured a job as a clinical trial associate through an interview arranged by Clinical Professionals. He has now been in the role for over 2 months and is enjoying his new career in clinical research.
Similar to 15910_Communique_HotTopics_HiRes_SP (20)
1. SEPTEMBER / OCTOBER 2015 Communiqué 57www.iahcsmm.org
A
by Julie E.Williamson,
IAHCSMM Editor/Communications Director
julie@iahcsmm.org
Hot Topics
HOW ONE CS DEPARTMENT IS WINNING THE RACE
FOR QUALITY, SAFETY AND PROFESSIONALISM
A
lthough three states in the nation currently require
certification of Central Service (CS) technicians, a growing
number of facilities across the country aren’t just waiting for
their states to pass such legislation. Instead, they are working
intently at the facility level to ensure that all CS staff are certified – a
decision rooted in the pursuit of quality, professionalism and patient
safety. Some facilities aren’t stopping at the Certified Registered Central
Service Technician (CRCST) designation, either. Instead, they’re
encouraging staff to further up the professional ante by attaining two
other certifications offered by IAHCSMM: the Certified Instrument
Specialist (CIS) and Certified in Healthcare Leadership (CHL).
CERTIFICATIONCERTIFICATION
Triple CrownTriple Crown
2. SEPTEMBER / OCTOBER 2015 Communiqué 59www.iahcsmm.org58 Communiqué SEPTEMBER / OCTOBER 2015 www.iahcsmm.org
The CS department at Jewish Hospital in
Louisville, Ky, is one such example. The
quality-focused team, which processes
instrumentation for the 362-bed, high-
tech tertiary referral center, is comprised
of 33 employees – 27 of whom, thus far,
have attained their CRCST certification,
14 of whom have gone on to become
Certified Instrument Specialists, and
another nine who have received the CHL
designation. Even more impressive, eight
have earned all three certifications (with
another poised to reach the ranks at the
end of July) – an accomplishment that
Jewish Hospital recognizes as“Triple
Crown”status.
“The ultimate impetus for cultivating a
certification mindset in our department
was born out of the realization that our
jobs are too important to patient safety
and physician satisfaction for us to rely
on arbitrary competencies as a gauge of
technician growth,”said Weston“Hank”
Balch, CRCST, CIS, CHL, director of
sterile processing operations at Jewish
Hospital & University of Louisville
Hospital.According to Balch, staffing
had previously been a challenge, with
half the department comprised of
contract traveling staff, which created
instability and lack of service continuity.
Additionally, the department consistently
experienced challenges with staff
competencies and turnover, and there
was distrust between CS and Operating
Room (OR) staff – so much so that most
critical items were being decontaminated
and packaged by nursing staff and only
sent down to the CS department for
sterilization.
JOCKEYING FOR PERFORMANCE
IMPROVEMENT
Positive change was set in motion in
2011 when Jewish Hospital began
requiring CRCST certification within 15
months of employee hire date. For the
next couple years, the leadership team
highlighted why certification mattered
to patients and team members in the
OR.As staff began to see themselves
more and more as professionals, their
commitment to industry growth and skill
development soared.As Balch explained,
technicians scoured the Internet for
sterile processing videos, purchased their
own study materials from IAHCSMM,
and held impromptu study sessions
for the CRCST exam. Then, in summer
2014, the“Triple Crown”certification
initiative got underway – complete with
a trophy ceremony and interdisciplinary
recognition – to further motivate CRCST
technicians to pursue both CIS and CHL
certifications.
It didn’t take long for physicians,
OR managers, staff, and hospital
administrators to take notice.
“No longer was it just SPD staff getting
their required CRCST certification. It was
a wave of technicians and SPD leaders
pursuing additional certifications on their
own accord, all in the name of greater
professionalism and higher quality care
for our patients,”recalled Balch. Quality
indicators further underscored the
positive change. From the third quarter
of Fiscal Year 2013 to present day, the
department’s set error rates have dropped
from 0.19% to 0.07%, and the number of
missing instruments from total inventory
fell from 1,974 to 0.
Education and training is so ingrained
in the department that CS staff don’t let
a day go by without learning something
new or sharing their knowledge with
others.Aside from promoting a culture
of teamwork and accountability for
service excellence and professional
growth, the facility created an Integrated
Certification Training Matrix – a
structured reading schedule aimed at
weaving certification training into the
everyday life of a new technician.After
requiring CRCST certification, Balch
said it became apparent that the quality
of training during a new employee’s
90-day orientation period could vary
significantly, depending upon which
shift a technician worked or who was
precepting them.Aside from that, the
department fielded calls from a number
of smaller sister facilities that were having
difficulty adequately training new hires,
and they sought assistance to help cover
the training basics. To assist technicians
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in attaining certification as soon as
possible after their 90-day orientation
period, the Matrix, which is aligned with
the IAHCSMM Central Service Technical
Manual, complements what technicians
are learning on the floor.A copy of the
Technical Manual is given to each new
hire and preceptor. Time is allocated
each day to work on the Matrix, and the
technician then dates and initials the
sections they read before taking it to the
preceptor to sign.
“The training holes our staff had
experienced nearly vanished overnight.
They were replaced by great questions
prompted by new-hires’reading that
allow preceptors to go more in-depth
on various issues, or double back for
additional clarification of something
that was missed,”Balch said.Aside from
ensuring that technicians make it through
the entire Technical Manual prior to the
end of the 90-day orientation period, the
Matrix serves as a valuable addition to the
employee competencies that are files away
for future visits by The Joint Commission.
“The concept worked so well that we
later had individual preceptors making up
their own training matrices for individual
assignment areas,”Balch continued.
TECHNICIANS TAPPING
OPPORTUNITY
Not only has the pursuit of certification
and continuing education led to
improved customer service and more
positive patient outcomes, it’s also helped
technicians see their roles from a wider
lens. That enhanced view has led to staff
to see greater career opportunities within
the profession.
When staff member John Rowe,
CRCST, CIS, CHL, first entered the world
of CS, he lacked previous healthcare
experience and had a multitude of
questions about the discipline. CRCST
certification gave him the opportunity
to learn the answers to those questions
and also challenged him to ask more.
He endeavored to learn all he could, so
he could be a knowledgeable resource
for co-workers. Over the course of this
journey toward professional growth, he
was able to attain his CHL certification
and land a supervisor position within the
department.And he didn’t stop there.
“I pursued the CIS certification, which
then led me to the role of Instrument
Coordinator. Now, I’m in the position
to work closely with the surgeons and
other OR staff, sales representatives, and
the SPD, and I’m able to address issues
that arise concerning instrumentation,
surgeon preferences, departmental and
budgetary requirements, and so on,”
Rowe said.“Obtaining each certification
has provided me with an opportunity
to grow, learn and advance in Sterile
Processing, and also be able to share the
knowledge I’ve gained.”
Sterile Processing Supervisor Robert
Parker, CRCST, CIS, CHL, has also
seen his career trajectory soar through
certification and continuing education.
When he first entered the department as
a brand-new technician, he was trained
how to inspect and assemble surgical
instruments, but he said it was only
through the Central Service Technical
Manual that he learned crucial skills,
such as a better understanding of
medical terminology, regulating agencies,
decontamination best practices, and
inventory management techniques. Two
years after attaining his CRCST, he earned
his CIS certification.
TRIPLE CROWN RECIPIENTS
Front L-R:John Rowe [Instrument Coordinator], Shirley Raque [Quality Assurance Specialist], Arlene Scisney [SPD Tech II],
Robert Parker [SPD Supervisor]); Back: Irvin Francis Kyle III [SPD Tech II]
Not Pictured: Weston (Hank) Balch [Director of Sterile Processing Operations], Karen Owens [PRN], Kyle Berry, Tech II
Front L-R: Valerie Goralski, Odessa Macklin, Shirley Raque, Arlene Scisney, Abigail Henderson
Middle L-R: John Rowe, Luis Barsallo, Miles Brinley, Yasmin Tumbarell Arguelles, Daniel Brackett, Daniel Gnagy, John Tyler Hayden
Back L-R: Weston (Hank) Balch, Kyle Berry, Onur Tekin, Irvin Francis Kyle III, Christopher Coupland, Emily Stivers,
Bekira Mehmedovic, Joel Benge, Robert Parker, Garreck Gabbard
Daniel Brackett
3. 60 Communiqué SEPTEMBER / OCTOBER 2015 www.iahcsmm.org
“It changed the way I inspect surgical
instruments,”he noted.“I began looking
for the primary inspection points detailed
in the book.”
As a supervisor, Parker then pursued
the CHL certification, which further
allowed him to cultivate his skills in
employee coaching and departmental
benchmarking.“There’s no doubt that
the applied knowledge from the‘Triple
Crown’of IAHCSMM certifications
has contributed to my success in Sterile
Processing.At Jewish Hospital, the
Triple Crown certification initiative
has impacted our culture and service.
We have technicians in our department
who think and perform like supervisors,
and they inspire others to grow in their
knowledge and skill sets.”
Despite its many accomplishments
in successfully improving the CS team’s
professionalism and service delivery, the
department refuses to rest on its laurels.
Three additional projects were developed
to further advance the department’s
knowledge-building quest. The Sterile
Processing LeaPE Leadership Training
Program is a semester-based training
program that allows CS technicians
who are interested in becoming future
leaders to gain hands-on leadership
experience under the mentorship of
current CS leaders.Along with a number
of leadership-related resources, this
program requires completion of the CHL
to graduate the course. Currently, two
technicians are enrolled.
Through a project called SPD
Professional Development Days, staff
from multiple facilities gather on
designated Saturday mornings to discuss
resume-crafting techniques and work
on professional image development
(i.e., Using social media sites, such as
LinkedIn and Facebook, to their greatest
advantage). The first session had more
than 20 staff members from various
facilities in attendance.
The Certification Capstone Project,
still under development, will involve a
three-tiered capstone program to mirror
the CRCST, CIS and CHL certification,
and require an applied-skills project to
be presented at the end of a three-month
program.As Balch explained, this will
give“Triple Crown”certificants the
ability to continue to build their industry
knowledge, and do so in a way that
benefits all SPD staff and the OR.
“It will require them to put theory into
practice, learn to measure data, work
collaboratively with the OR, and present
that data to the team.”
Balch is proud of his department’s
culture of professionalism and
commitment to knowledge advancement,
and he envisions a world where“Triple
Crown”certification is the norm in
facilities across the country.As great
as such an accomplishment would be,
he’s quick to point out to his staff that
attaining certification status is only half
the mission.
“Our daily focus is to integrate all
that IAHCSMM has to offer into the
preeminent goal of excellently caring for
our patients,”he said.“The best is yet to
come.”
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Arlene Scisney
L-R: Yasmin Tumbarell Arguelles, Shirley Raque
Foreground: Odessa Macklin
Background L-R: Arlene Scisney, Daniel Brackett, Robert Parker