Bill Owens, DDS strives to provide a safe environment for all its stakeholders, including patients and employees. In order to discover the strengths and weaknesses of first aid and CPR training in our office, a needs assessment was conducted during a period of several months prior to the development of this training program. The needs assessment revealed that the current staff is unfamiliar with the concepts and skills needed to properly assess and administer first aid. A pre-training assessment administered by the American Red Cross revealed that the potential trainees displayed competency in only 1 of the 11 basic skills areas Morale and productivity are suffering as a result of this deficiency. In addition, emergencies, which call for immediate and precise attention, may result in further injury or loss of life due to the lack of knowledge in these areas. To address this need, a formal First Aid and Training plan is being proposed. Objectives
The desired result of the trainee’s education in this area is based on a Competency Model. The elements of basic first aid and CPR skills, as well as, operation of the automated external defibrillator will be addressed during training. Each trainee will be expected to attain an expert level in each area as the result of initial and repeated training. Each trainee will be expected to attain certification in first aid and CPR. The period to reach this level will be no longer, than six months after the initial training is received. Training design
A certified Red Cross member will administer the initial course in the First Aid and CPR training program. The lesson plans will include both lecture, with the aid of audiovisual content, hands-on practice, and real-life simulations. The resources needed for this training will include an instructor, the office conference area, audiovisual equipment, information booklets, and the allotment of one eight hour work day. Also at this time, a safety coordinator will be selected to learn the course materials so he or she can meet the requirements to provide future in-house instruction on this subject matter. Since new employees may be introduced into our organization during the development stage of our in-house program, a set of training videos will be purchased along with testing materials to supplement the yearly training schedule. A maximum of eleven months and 29 days will pass between each annual session of formal refresher training. A maximum of 6 months and one day will exist between informal refreshers of basic skills. This period is based on numerous studies by the Occupational safety and Health Administration, which show that, the retention rate for these skills last between 6 and 12 months (OSHA). Training evaluation
The effectiveness of the training program will be assessed on a multi-annual basis. The method of evaluation will incorporate the “Kirkpatrick’s four-level framework” (Noe p.200-204). Level 1 gauges the trainees’ reaction to the training. The method of assessment for this level will consist of surveys that will be distributed and completed by the employee’s after each yearly training session. Level 2 which evaluates the knowledge obtained from the training will be monitored using a pretest/posttest design. Each trainee will be given an identical exam covering the lesson objectives before the training and after completion. Level 3 gauges the changes in the trainee’s behavior because of training. Applications of skill competencies will be exhibited in unannounced real-life simulations of practical situations. The doctors on a daily basis will also observe behavior. Level 4 evaluates the results or business related outcomes of the training. The trainee’s will also see the result of successful training in a monetary benefit. Performance evaluations will assess the skill and behavior improvements or need for improvements in this area. Monthly productivity reports in comparison to pre-training reports will be...