Sterile U Competencies webinar 07.18.13multimedia.3m.com/mws/media/885809O/annual-competency-testing...3M Infection Prevention Solutions ... • Determine core competencies • From

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3M Infection Prevention Solutions

3M™ Sterile U Network3M™ Sterile U Web Meeting – July 18, 2013

Today’s meeting times: 9:00 a.m., 11:00 a.m., and 1:00 p.m. Central Standard Time

To hear audio, call 800-937-0042 and enter access code 7333633Phone lines are muted. Audio will commence when the webinar begins.

Introducing the 3M Learning Connection:New Name, Same Great Courses

•It’s an educational resource bringing you 3M™ Sterile U and other Infection Prevention courses. You’ll soon see some exciting new benefits as our program evolves!

•Improved features:“Add t C l d ” f t

2© 3M 2013. All Rights Reserved.

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• “Add to my Calendar” feature added this month!•Other 3M courses will be more accessible as we expand our offerings.

•What do you need to do? •Nothing. Your current registrations remain and our Sterile U offerings have not changed.

Welcome!Topic: Check! Annual Competency Testing Implementation

Facilitators: Diane Koch, 3M Dorothy Larson, 3M

Speaker: Lisa Huber Anderson Hospital IL


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Speaker: Lisa Huber, Anderson Hospital, ILHousekeepingQuestions

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For more information: www.3M.com/3MSterileU

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Next week, all of today’s meeting participants will be sent an email containing instructions for obtaining a CE Certificate for today’s meeting.

The email will be sent to the email address you provided when you logged in to today’s meeting If there are others listening

How do I get a CE Certificate?


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you logged-in to today s meeting. If there are others listening with you today who did not log-on, you may forward the CE certificate email to them.

Lisa Huber, BA, CRCST, FCS

Sterile Processing Manager

Anderson Hospital, Maryville, IL

Disclosure Statement


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Email: [email protected]

Consultant for 3M

Learning Objectives

1) Describe basic competency terms and regulations

2) Review common areas for competency evaluation in CS


66 © 3M 2013. All Rights Reserved.

evaluation in CS

3) Provide examples for building a competency checklist

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• Competence (or competency) is the ability of an individual to do a job properly

• A competency is a set of defined behaviors that provide a structured guide enabling the

What is Competency?



identification, evaluation and development ofthe behaviors in individual employees

• A combination of knowledge, skills and behavior used to improve performance

- Does he/she know what to do?

- Does he/she have the ability to do the task well?

What is Competency?



Does he/she have the ability to do the task well?

- Does he/she have the necessary critical thinkingskills necessary to interpret unusual situations (i.e.sterilization failures, equipment malfunctions)?

• The Joint Commission Hospital Accreditation Standards

-- HR.01.06.01 “Staff are competent to perform their responsibilities”

EP1 Th h it l d fi th t i it i

Standards Regarding Competencies



• EP1 – The hospital defines the competencies it requires of its staff who provide patient care, treatment or services• EP2 – The hospital uses assessment methods to determine the individual’s competence in the skills being assessed

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March 2013 IAHCSMM Competency Survey

• Survey developed to obtain data for competency position paper

• 448 Manager Responses

535 T h i i R



• 535 Technician Responses

QUESTION MANAGERS TECHNICIANS

A. A tool your supervisor can use against you/a tool you may use during employee counseling sessions

13.6% 2.1%

What do you feel is the main reason for competency assessment?



B. Something to gauge how well you are doing in your position

30.5% 39.1%

C. Something that is required but has no other meaningful purpose

5.4% 2.3%

D. A tool to determine where training is needed

79.1% 80.8%

Do you feel your existing competency program is effective?

Does your department use quality issues to

Answer Managers TechniciansYES 65.7% 63.4%

NO 34.3% 38.2%



Does your department use quality issues to enhance your current competency program?Answer Managers TechniciansYES 71.5% 81.1%

NO 28.5% 18.9%

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Do you receive training on your department competencies and why they are important?

Answer Managers TechniciansYES 64.3% 84.1%

NO 35.7% 15.9%

O ll d f l d t t t i



Answer TechniciansYES 74.1%

NO 25.9%

Overall do you feel your department competencies reflect the job you do?

Who designs or develops your competencies?

Answer Managers

A. They were implemented when I got here 44.4%

B I develop my own competencies 44 4%



B. I develop my own competencies 44.4%

C. I purchased or downloaded pre-designed competencies

7%

D. All of the above 20.2%

Survey Summary

• Many are using hospital wide competencies only

• Technicians want more training

• Many do not have job specific competencies

• Much confusion about the process



• Much confusion about the process

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How does Staff Become Competent?

• Education

• Training



• Experience

How Does Staff Stay Competent?

• In-services

• Webinars & Seminars

• Additional Certifications



• Reading

• More Experience

How Does One Make That Happen?

• The 1st step is hiring people who want to learn and excel

• Have a competency-based job description

• Develop an organized and thorough orientation program

• Promote (and reward) certification



• Promote (and reward) certification

• Provide avenues for continuing education

• Sounds easy…

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These Three Things Should Compliment Each Other

Job Training Competencies



Description Training Competencies

What to measure

• Routine but multi-stepped tasks

• New devices, equipment, procedures

• High risk/low volume devices, equipment procedures



equipment, procedures

• Complex tasks

• Issues identified during quality checks

Methods of Assessing Competency

• Testing- Can be used to determine if staff has a more detailed knowledge of a process

• Return Demonstration



- “Show me how you do this”

• Observation

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5 Levels of Competency in CS

• Novice – new employee without any experience• Advanced beginner – independent in some but not all aspects of work• Competent – applies experience and judgment to new



situations• Proficient – skilled and efficient; manages all situations effectively – can assist others• Expert – intuitive grasp of special techniques and situations – mentor to others

Ref: Competencies in Sterile Processing, HPN, December, 2009

Getting Started…

• Determine core competencies

• From the list of competencies – start with one task!• Observe and document each step

required for that task



• Have staff review to ensure that all

steps are correct and necessary

• Develop the competency checklist

For Example…

Peel Pouch Met Not Met

1. Selects appropriate size pouch

2. Places CI in pouch so it is visible from the outside

3. All instruments in open position or disassembled to smallest parts



4. Protects sharp points with tip protectors

5. Seals open end of package ensuring even seal without wrinkles

6. If double pouched, inside pouch is not folded

7. Labels plastic side of package with Industrial Sharpie:• Date of sterilization• Initials of person preparing package• Instrument name

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How to Use This

• Can be used for training and orientation or as a refresher of basic skills

• Identifies complete knowledge of a basic task

• Can be completed by observation



y

• Objective (not subjective) – they either do it or they don’t

Instrument Inspection Desired Behavior Met Not Met

Competency Level

Cleanliness • Inspects with lighted magnifying glass• Returns to decontam if not clean

Ease of opening Lubricates as required

Sharpness of scissors, rongeurs, etc Tests with appropriate material



material

Jaw/tooth alignment Verify proper alignment

Cracks, chips, pits, sharp edges, worn spots

Inspect surface

Malleable instruments for dents, bends

Manipulate instruments to “original” position if possible

Overall functionality • Removes from service asrequired• Puts in appropriate bin to be repaired

How to Use This

• Can be used for more complex tasks where each step of the task is important

• Remains objective but allows for growth as skill/experience increases



• Can be customized for your facility

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WHO (World Health Organization)Global Competency Model

1. Communicating in a Credible and Effective Way

Definition: Expresses oneself clearly in conversations and interactions with others; listens actively. Produces effective



written communications. Ensures that information is shared.

Ref: World Health Organization, www.WHO.orghttp://www.who.int/employment/competencies/WHO_competencies_EN.pdf

Effective Behaviors Ineffective Behaviors1. Speaks and writes clearly, adapting

communication style and content so they are appropriate to the needs of the intended audience

2. Conveys information and opinions in a structured and credible way

1. Does not share useful information with others

2. Does not facilitate open communication

3. Interrupts or argues with others rather than listening

WHO Global Competency Model



structured and credible way3. Encourages others to share their

views; takes time to understand and consider these views

4. Ensures that messages have been heard and understood

5. Keeps others informed of key and relevant issues

than listening4. Uses jargon inappropriately in

interaction with others5. Lacks coherence in structure of oral

and written communications; overlooks key points

Ref: World Health Organization, www.WHO.orghttp://www.who.int/employment/competencies/WHO_competencies_EN.pdf

How to Use This

• Can be used to differentiate between competency levels for staff advancement

•Expectations would be different for “novice” and “proficient”

C b d f l t k t



• Can be used for more complex tasks to assess more nuanced skills

•Use for skills like communication or critical thinking

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Summary of Key Learnings

• Many managers and technicians think their current competency program needs improvement but they don’t know where to begin

• There are 5 levels of competency in CS


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• There is a variety of methods to assess competency –choose the best one(s) for the tasks to be assessed and customize to meet the needs of your facility

Questions?


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Next 3M™ Sterile U Web Meeting:

Date: Thursday, August 15, 2013

Thank you!


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Title: Facilities Planning? Key Considerations

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References

Association for the Advancement of Medical Instrumentation (AAMI)

Comprehensive guide to steam sterilization and sterility assurance in health care facilities, ANSI/AAMI ST79:2010 & A1:2010 & A2:2011 & A3:2012


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ANSI/AAMI ST79:2010 & A1:2010 & A2:2011 & A3:2012 (Consolidated Text)

The Joint Commission 2013 Hospital Accreditation Standards

Healthcare Purchasing News, Competencies in Sterile Processing, December, 2009

Documents

Sterile U Competencies webinar 07.18.13multimedia.3m.com/mws/media/885809O/annual-competency-testing...3M Infection Prevention Solutions ... • Determine core competencies • From