Thursday, September 14, 2017

Key Tools to use in competency development for the Surgery Center.

  • Human resources. Upon hire, each employee is required to document that they have read the facility's employee handbook, which describes the expectations of their actions and performance as an employee of the organization. This usually includes issues related to staffing and scheduling, employee benefits, paid time off, insurance, payroll and a discussion of the disciplinary process. Job descriptions outline the expectations for each position within the center. Retraining or education is required if a significant change to the policies occurs.
  • Mandatory in-service. Measured upon hire and annually thereafter. This category includes specific training required by regulatory or accrediting bodies. Examples are training for OSHA handling of hazardous chemicals; blood borne pathogens; universal precautions and the exposure control plan for Hepatitis B and C and tuberculosis; electrical safety; fire safety and ergonomics.
  • Regulatory compliance. Measured upon hire and annually thereafter. Covers corporate compliance, including a hotline or a "safe" method for reporting suspected abuse, HIPAA training on privacy and security policies and required patient forms.
  • Workplace safety and risk management. Measured upon hire and annually thereafter. These topics are related to safety and risk management, including diversity and cultural competency, sexual harassment in the workplace, violence in the workplace and disaster plans - both internal (facility) and external (community) - including plans for bioterrorism4 and pandemic.

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