The pandemic is changing the dynamics of on-the-job learning in long-term care. It has cast a spotlight on professional development as one of the best ways to not only recruit, but retain a competent workforce.
To what extent is it re-ordering education and career development priorities among CNAs, nurses and infection preventionists? More so than people might think, though the outlook is not unanimous. Experts offer valuable insights on how to train well.
1.) Keep current with prevailing best practices.
That requires an amalgamation of theory and practice, said Brandi Kurtyka, CEO of myCNAjobs.
“Coupling required training with training that is focused on a core set of skills that someone is genuinely interested in learning is what leads to stronger corporate cultures and accelerates career paths upward,” she says.
Healthcare-allied state associations, community colleges and leading websites including nurse.com are great places to earn free CEUs, says Kendra Nicastro, director of business development for LeaderStat. [Also consider free webinars from McKnight’s Long-Term Care News at mcknights.com.]
2.) Weigh the value of career ladders as a proven method to accelerate advancement, suggests Peter Corless, executive vice president of OnShift.
Those who most need help are lower paid workers, “who require more training and skills to gain both more competence and climb the career ladder,” says Kurtyka, who advised facility leaders to “take an audit of where they want them and their teams to go and to help build a map for both to follow.”
She believes providers should focus on the long-range value of ongoing training.
Relias’ “State of healthcare training and staff development,” study shows post-acute organizations have seen more education and training updates than any other sector. But, Kurtyka adds, “Our industry needs to step up its game and stop training just for compliance and train to make people stronger.”
3.) Economize with group workforce development and partner with training organizations, Nicastro says. The pandemic has sapped finances, so consider other free or almost-free options. They’re out there, though you still want to screen for validity and value.
Local workforce boards often can help identify talent, offset training costs and offset wages for a period of time, adds Kurtyka. There are also local and federal dollars to tap. Cutting back on agency also can help free up funds to pay for such efforts.
Federal agencies such as the Centers for Disease Control and Prevention offer free courses for prospective infection preventionists, Nicastro says. The curriculum can be completed at an employee’s own pace.
Corless suggests asking vendor partners, some of whom typically set aside dollars for educational efforts in targeted post-acute care areas.
Trish Richardson, MSN, BSBA, RN, NE-BC, CMSRN, director of Post-Acute Care Solutions, says Relias clients have successfully navigated onboarding for new employees in a virtual environment with automated training assignments.
4.) Be careful not to balk at compensating employees for training.
A recent nurse.com survey found nearly 30% of nurses consider employer-funded or reimbursed continuing education a highly valued benefit. Offering it gives “a significant advantage” for attracting new staff and supporting current staff, says Richardson.
“Many employers ask their employees to take the courses outside of their shifts and they will compensate them for that time,” adds Corless.
Of course, remuneration comes in many forms, even if it’s not direct reimbursement. Kurtyka says myCNAjobs, for example, offers CNA CEs, career pathway training and a free caregiver certification program.
5.) Consider technology-inspired solutions to help your staff stay organized during their professional development odyssey.
Richardson says fewer than half of SNFs use an automated learning management system, which typically allows nurses to prepare for surveys and reduce deficiency and tag risks.
“Leaders and educators can harness the power of current technology and streamline the process for assigning and tracking not only required learning, but customized training according to staff learning needs and interests,” adds Richardson.
Corless says OnShift’s solutions also can track credentialing and expiration dates to help employees stay on top of needed requalifications or certifications.
From the November 2021 Issue of McKnight's Long-Term Care News
