Running head: TRAINING PROGRAM PLAN

Training Program Plan

Sirena Banks
University of Phoenix
AET/570
December 1, 2015
Natasha Spellman

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Training Program Plan

Training Program Plan

Part I Training Program Description
Training name and Title: Meditech Training: Clinical Content & Patient Care
Training Description
This Training is to provide knowledge, skill and information on how to use the Meditech
system within the HCA hospitals. The training is designed to enhance and develop Registered
Nurses workflow; specifically clinical workflow within a fast paced HCA hospital. The training
will provide each nurse the skills to function when placed in HCA hospitals.
MEDITECH is an integrated information system that enables health care providers to track a
patient's history and/or monitor ongoing treatment of chronic health problems, regardless of the
patient's whereabouts. Providers are afforded immediate access to patients' medical records,
which can be used to devise treatments.
Scope of Training
The training program will be developed to improve the quality of service and the
accuracy of data from Parallon Nurses (RN's, LPN's and CNA's) when using the Meditech
system. The training will be based on teaching nurses knowledge and skill on a computer
program system used within the hospital (Meditech). The system has many functions, sections
and fields, however, the nurses will only focus on four main functions/fields in the system,
which are: Project Management, Medication Reconciliation/Discharge, Ordering and Patient
Data, Retrieval/ Population Management. The nurse will gain the knowledge and skill of the
system during a 16 hour time period instructional training. The training will be broken down into
a 4 hour 4 day time period covering the needed four topics. The nurses will respond to complex

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Training Program Plan

questions, problems, scenarios and challenges throughout the training ending in a result of the
ability to navigate and use the Meditech system.
Audience
The training will consist of all Parallon staffing agency current, new hire, and rehire RN,
LPN, and CNA (Nurses). The Nurses will have 1 year experience in a hospital environment
operating as an RN, LPN, and CNA. (Nurse), understand medical terminology and have basic
computer skills.
Goals and Objectives
Goal:
Provide knowledge, skill, information and development with Meditech systems
Objective:
As a result of the Meditech training, nurses will be able to navigate , edit and enter
information into the problem management , medication reconciliation/discharge, ordering
and patient data retrieval/population management fields while using the Meditech

system
The Meditech training will provide nurses the ability to identify and explain the 4

tracking clinical workflow features when using the Meditech system

As a result of the Meditech training , nurses will be able to predict which of the 4

tracking clinical workflow features to use while providing patient care

Goal:
Ensure all Parallon Nurses are developed and well versed with Meditech systems to

function in an HCA facility.

Objective:
The Meditech training will prepare nurses with the necessary process to trouble shoot the
system while in use.

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Training Program Plan

At the end of the Meditech training all nurses will conduct a live demonstration using the
Meditech system to measure the nurses ability to function in an HCA facility.
Part II Needs Analysis
Nursing managers are complaining about the RNs, LPNs and CNAs speed and accuracy

while using the Meditech system. The lack of speed is slowing down the quality of service to
patients and the inaccuracy of data and documents are causing an increase in accidents. The
purpose of the Meditech needs analysis is to gather information and valuable evidence towards
the organizations discrepancies. The need analysis will also address issues regarding the
effectiveness of the nurses quality of service to patients and the inaccuracy of data when using
the Meditech systems. The needs analysis will enable Parallon training team the opportunity to
identify the strengths and weaknesses within the HCA (Hospitals Corporation of America)
facilities among the nurses to assist in the educational process for the organization (Parallon)
nurse's.
The needs analysis used three techniques to determine the need for the training program.
The techniques that were used are as follows: performance reviews, job and task analysis, and
survey questionnaires. The first technique was an organizational performance assessment. This
technique evaluated the organization level of performance when using the meditech systems. The
training team reviewed the skills, knowledge, and abilities of all Nurses (RNs, LPNs and
CNAs); they also determined weaknesses, strengths and competencies while deciding what is
required to alleviate the initial problem. Within this assessment various factors was reviewed,

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such as, technology health care trends, economy and demographics (Training and
Development, n.d.).
The second technique was an Occupational job and task analysis. This technique
examined the skills, knowledge, and abilities for Parallon Nurses (RNs, LPNs and CNAs)
versus all nurses within the HCA (Hospitals Corporation of America) organization. This allowed
the training team to see who was being affected by the known discrepancy. The training team
then identified which occupational discrepancies and or gaps existed; which allowed them to
examine how to eliminate the known discrepancies and or gaps by either creating trainings and
or introducing new ways to work (Training and Development, n.d.). The assessment also
analyzed how well each individual nurse does their job as well as determine the individuals
capacity to do new or different job duties. This method allows the trainers to see what employees
need training and the best executions for the employees (Training and Development, n.d.).
The third technique the trainers conducted surveys with nursing managers, supervisors
and department heads. Data also was collected from patients who may have been affected by the
quality of service. This was done by simply gathering all the patients from the affected facilities
and nurses and sending out a quality of service survey. By using multiple methods and seeking
input from multiple stakeholders, the trainers had the opportunity to come up with a convergent
analysis that confirms the need for the intended training through the convergence of data
collected from the multiple sources (Royse, Thyer, & Padgett, 2010).

Part III Budget

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Training Program Plan

The Meditech training program has an allotted budget in place. The funds will cover all
necessary materials and equipment required to conduct the training. It will also cover all
overhead cost such as; overtime pay for employees (technical support, trainer's, external Nurse
Supervisors and managers) and any additional training pay. Below is the following budget plan.
Expenses:

Cost:

Description:

Personnel
Fringe Benefits
External Staff (Nurse)
Internal Employee (Nurse)
Materials
Technical Support
Equipment
Travel

$270,000
$0
undefined
undefined
$25,000
$45,000
$170,480
$0

Trainers/Director

Total:

$510,480

Approx. Budget

Per Diem
Per Diem
Computers/Program/paper/pens
Meditech System

The following chart represent sources of income for the training program
Income Sources:

Estimate Fees/Expenses

Parent Company (HCA)

Grants
Government
Miscellaneous (hospital pay)
165 hospitals $1,500
Total:

$255,240
$0
$85,000
$247,500
$587,740
Part IV Staffing Plan

The training staffing plan will consist of internal and external resources. The training is
ongoing and will be implemented as a mandatory task for all Nurses working for the organization
(Parallon Workforce). The Meditech system has many different facets and each facility has its

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Training Program Plan

own set up usage, because of this, the training will utilize Parallon skilled nurses who has
worked at many of the facilities and understands the use of Meditech with a high ranking score
of use. Also a trainer with an educational background for adult learners will be utilized during
each training. The organization has teamed with the facilities to offer the nursing supervisor's,
managers and department leads a per diem pay that pays at their normal rate of pay and a half for
the 4 day 4 hour training. The training department has done this to ensure there is always a nurse
available for the training as this will happen twice a month for 4 days.
The training is indefinite and mandatory. It is a 16 hour course broken into a 4 day 4 hour
block. All new hires and rehires must complete training before being placed at an HCA hospital.
The training will also be mandatory for all nurses who is identified as a struggling nurse using
the system. The trainings must have five or more nurses (RN,LPN & CNA) present to conduct a
training session. Trainings are given twice a month.
The following chart describes required qualifications that consist of job skills,
knowledge, and abilities.
Staff Position

Trainers

Parallon Nurses
(RN ONLY)
Per Diem/Travel

Number of Staff

Knowledge/Abilities

Training adult nurse

staff on quality,
customer/patient
service, data accuracy,
and time management

Per Diem/Pool

Training adult nurse

staff on Meditech
system, Oncall
Learning Application
Computer base
program

Required
Qualifications
Bachelor's
Degree, ability to
train adults.
Ability to enhance
learning methods
with program
objectives
Active RN
License. Superb
Meditech
evaluations for 1
year. Worked on
the Meditech

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Training Program Plan

HCA Hospital Nurse

Per Diem/Supervisor's
Managers
Department heads

Per Diem/Pool

Support Staff

Education/Training
Director

system for 5 years

Active RN
Training adult nurse
License. Trained
staff on Meditech
RN's on Meditech
system, Oncall
system in a
Learning Application
hospital/facility.
Computer base
Leadership role
program
min. 1 year
Technical support to
Technical
assist with passwords, knowledge
program access.
computer systems
Computer support,
and telephone.
any extra equipment
Identifying
(projectors, TV,
technical issues
simulators, phone
and use planning
support)
applications
Excellent
Plan and coordinate
management and
trainings and develop
leadership. Ability
programs, budgets and
to communicate
develop employees
and get funding

Additional resource needs

Other resources that may be considered would be utilizing the hospital facilities for
trainings to eliminate the commute to Parallon training facility. This resource would be open to
the hospital staff leadership nurses with an RN nurse. This option should be set up with human
resource department. This will only be allowed for nurses who are already placed at facilities and
need additional training. This will allow more employees to receive training without longer wait
times.
Strategy to fill resource gaps
Parallons resource gap strategy will be to utilize external leadership nurse staff from the
HCA hospitals to assist in the trainings. This option will benefit the organization by guaranteeing

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Training Program Plan

that the nurses are receiving the best quality training possible. It will also benefit the hospitals
because it ensures that the nurses Parallon place have quality training from their own staff.
Staff performance evaluation
An evaluation will be conducted at the end of the training. There will be a performance
evaluation conducting to measure the progress of the training. The evaluation will also overlook
the scope of the training making sure progress is being made with current and new employees as
well as if the trainer motivating.
Part V Stakeholders and Goals
The Stakeholders who are interested in the training team decisions and the evidence used
to support the organizations decisions as well as the clinical impact of the decisions include:
patients, caregivers, providers, advocates and advocacy groups, researchers, policy makers,
healthcare industry representatives and elected officials.
Stakeholders
Shareholders

Directors

Partnership goal

Ways to build support

Ensures the greatest profits

providing the highest support

Assist with the training

program by being productive.
Guide trainers to produce the
best quality work possible.
Provide and conduct
evaluations to ensure proper
progress on the training

Leader and mentors toward

the program goals and
objectives

Trainers

Train and instruct employees

to perform better to obtain
company goals and improve
on issue for better results

Provide best feedback while

applying adequate strategies
and results

Nurse Employees

Learn how to utilize the

Meditech system increasing
the quality of care and the
standard of nurse Parallon
place

Providing knowledge and

assistance toward the program
by using what has been
accomplished maintain high
utilization scores and
providing guidance to others.

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Training Program Plan

Government
Health Care Industry
Representatives

Monitor programs. Provide

assistance and guidance
Design programs, laws and
guidelines to assist with
quality assurance and service

Offer incentives. Guidance

and programs for training
Provide funding for training
programs to assist in
compliance.

Part VI Communication Plan

Marketing Message

Training Plan Fact Sheet

Who we are?
Parallon Workforce a nursing staffing agency
What are we learning?
How to accurately navigate and utilize the
Meditech system
Where are we?
We provide quality nurse staff to HCA
hospitals, ambulatory surgery centers and
alternate care sites.

What do we offer?
Operational excellence and a full suite of
enterprise capabilities to help providers thrive
in the communities they serve.
How are we doing?
Currently we partner with more than 1,400
hospitals and healthcare systems, along with
11,000 non-acute care providers with 26,000
employees operating in 70 domestic and
international offices.
Where are we now?
Providing excellent quality service

Benefits and Instructional Practices

The Meditech training program will create an understanding of knowledge, skill and
information on how to properly use the Meditech system. The program will allow the employees
to build quality care in a hospital. Nurses will learn skills and strategies that will mold and
develop them efficiently. The Meditech training program will not allow teach quality care, nurses

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Training Program Plan

will also learn strategies and short cuts to build accurate speed which will eliminate workload
and stress. This training will allow hospitals to move at an effective pace giving them higher
performance scores and increasing Parallon nurses data accuracy and performance scores.
Promotional Channels and Materials
Training will be communicated to all hires as a mandatory training and they cannot start
work without a successful completion. All hires will know they must successfully pass the Live
Scenario Testing knowing all functions before working. Rehires will be advised that they must
retrain no matter of the length of time gone. Nurses needing additional training will be posted all
over the HCA hospitals and all nurses will know to contact Parallon Workforce Human
Resources for training schedules and to self-book training. Managers and supervisors will also
spread the word to nurses as well as schedule nurses who may need the additional training. The
training program will be placed in the following for promotional channels:

Company website

On all company social networks pointing to company website

Listed in description of job bulletins

In Health Care Industry Magazines

On the monitor screens throughout offices

In hospitals (bulletin boards, newsletters, monthly magazines, facility

commercials, facility monitors)

Company newsletters

Company magazine

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At the bottom of the nurses Thursday tip email

Paper flyer at front desk of all office

Part VII Program Evaluation

The training team will measure the effectiveness of the training in several ways. The
Meditech training has four parts, throughout the training there will be formative assessments that
will measure accuracy, speed and quality to make sure every nurse understands what is expected
as well as the trainers can measure if the nurses are meeting the requirements of the HCA
(Hospitals Corporation of America) facilities. There will also be a summative assessment that
will measure the level of success and proficiency that has been obtained throughout the training
course. This will be the live hands on Meditech benchmark evaluation. The benchmark
evaluation will be measured with the pre-evaluation that each nurse will take at the beginning of
the training course this will measure the efficacy of the training by using level two of
Kirkpatricks four level model for evaluating training: Learning (MindTools, 2014).
In addition, there will be a continued interview survey given to the nursing managers and
supervisors to document the improvement and effectiveness of the nurses who went through
training
The program evaluations will be based on interviews and surveys from charge nurses and
department heads in the hospitals. They will evaluate by using assessment tools on new hired
nurse's ability using the Meditech system as well as tenure nurses. Formative evaluations will be
conducted through-out the trainings. Assessment tools used will be group discussions, question
and answer segments, simulations and self-directed learned practices. Summative evaluations

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will be given at the end of the training by using a performance assessment. Each nurse will
perform a scenario testing. The trainer will provide live scenarios covering all four field topics
and the nurse must show understanding on how, where and when to use each field. The
performance scale will grade the nurse ability to navigate, edit, enter data, identify, and predict
which of the 4 tracking clinical workflow features to use based on the issue at hand (Wodkowski
& Ginsberg, 2010). There will also be an audience evaluation conducted at the end of the
trainings by all attendees (Nurses) the assessment tools that will be used are the survey
questionnaire and a written feedback of if expectations was met and what should be changed.

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References
MindTools. (2014) Kirkpatrick's Four-Level Training Evaluation Model. Retrieved from
http://www.mindtools.com/pages/article/kirkpatrick.htm
Royse, D., Thyer, B., & Padgett, D. (2009). Program evaluation: An introduction (5th ed.).
Belmont, CA: Cengage Learning.
Training and Development . (n.d.). Retrieved from https://www.opm.gov/policy-dataoversight/training-and-development/planning-evaluating/#url=Training-NeedsAssessment
Wodkowski, R.J., & Ginsberg, M.G. (2010). Teaching Intensive and Accelerated Courses.
Instruction That Motivates Learning (Rev ed.). Phoenix, AZ: John Wiley & Sons Inc.

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