Have You Ever Tried Herding Cats?

1. Have You Ever Tried Herding Cats? Debi Damas, RN Sr. Director Regulatory Compliance and Content Silverchair Learning Systems

3. Its MANDATORY! How do I keep it from being

4. I have many locations How do I ensure consistency across multiple sites?

5. What, the rule changed again?!? How do I keep our training current with ever expanding guidelines?

6. The Dreaded Training Binder Record keeping is a challenge!

7. Have you ever audited a training binder or been asked to produce employee training records for a surveyor and found: Information not posted to their sheets Employees that are no longer there Incorrect addition of number of hours taken What do you mean Sue Smith has not attended any training this year? Etc.

8. Who is the lucky person responsible for your training? Is this their only responsibility?

9. Internet Usage Statistics • 77% of American Adults use the internet. 78% are men and 76% are women • In 2010 76% of American adults use the internet regularly. • 46% of those 65+ years old use the internet regularly (up from 34% in 2007) Source: Pew Internet & American Life Project Tracking surveys (March 2000 – December 2010).

10. Who is going on-line? • College degree programs/Advanced degrees • Many sectors of industry (manufacturing, fast food, retail, energy, IT, etc..) • CE for nurses, administrators, others • Acute care • Gaining momentum in Senior Care…. • May 2009 McKnights reported that approximately 22% of CCRCs offer web-based education currently and is expected to soar to 69% over the next four years. 

11. In recent experimental and quasi-experimental studies contrasting blends of online and face-to-face instruction with conventional face-to-face classes, blended instruction has been more effective, providing a rationale for the effort required to design and implement blended approaches. Even when used by itself, online learning appears to offer a modest advantage over conventional classroom instruction. The overall finding of the meta-analysis is that classes with online learning (whether taught completely online or blended) on average produce stronger student learning outcomes than do classes with solely face-to-face instruction. Blends of online and face-to-face instruction, on average, had stronger learning outcomes than did face-to-face instruction alone. Evaluation of Evidence-Based Practices in Online Learning: A Meta-Analysis and Review of Online Learning StudiesU.S. Department of Education Office of Planning, Evaluation, and Policy Development Policy and Program Studies Service 2009

13. Today’s Objectives • Identify the business problems related to recruitment, retention, providing training and ensuring ongoing compliance • Identify key steps involved in your current training process that could be more efficient by using on-line learning • Identify the value of total education dollars spent today versus an on-line system

14. How Do You Feel About Education?

15. Do you view staff education as just something that has to be done? Do you view the process as a burden Preparation Making packets Holding sessions Grading tests and keeping records (Whew!)

16. Tracking down people that didn’t get there - OR -

17. Do you think that training will… • Help build a well trained staff that can consistently deliver high quality care. • Improve the ability of your frontline staff to achieve your organization's vision and quality objectives. • Be a core business process that will influence the success of your organization. • Help in the recruitment and retention of staff.

18. It's true that we don't know what we've got until we lose it, but it's also true that we don't know what we've been missing until it arrives.

19. If you agree that staff education plays a key role in the success of your organization, then an on-line training and tracking system is something you should investigate as a way to achieve your business objectives.

20. A Quick Look at Staffing and The Industry

21. “Today, there’s more of everything—more patients, more complex medical conditions, more regulations, and more paperwork. Perhaps the only thing there’s less of is resources.” Bruce Yarwood, President and CEO of the American Healthcare Association

22. Long-Term Care Workforce A & Q 66% & 41% National turnover rates for CNAs and Staff RNs respectively in 2007** 41% & 52% Number of facilities reporting increase in difficulty recruiting CNAs and RNs** $4 Billion Estimated annual cost to nursing facilities to recruit and train staff* $5,276 Estimated cost for each facility to recruit and train one staff person*** *Information from Final Report of the National Commission on Nursing Workforce for Long-Term Care. April 2005.**Information from AHCA Nursing Home Staff Vacancies and Turnover in Nursing Facilities 2007***Vinfen Corporation The Direct Care Workforce Crisis 2004

23. Enter Technology

24. Using an on-line LMS • Web based organization • Real time whole house/organization reporting in seconds • Clean accurate real time reports for surveyors with no addition errors • Track all learning events events • Enables pro-activity in staff training

25. Technology can: • help streamline your training process • take the burden off of management staff for the repetitive basic training that can be done on-line. • save you time and money • be green friendly

26. Added Bonus of Technology • Life skill

27. If you average 100 employees and had: • 1 inservice per month • average 10 pages each = 12,000 per year • Printing of information or obtaining information to produce or update in-services • 10 pages per inservice = 120 pages • Post tests • 12/year x 100 EE) = 1200 pages • Monthly Staff Meetings • average 3 pages = 300 • Nurses that need CEs • 20 nurses on staff - 30 CE book contains about 280 pages =  2800 pages per year

28. The Grand Total 16,420 pieces of paper annually just for mandatory training and orientation That is equal to 33 reams of paper and does not take into account any re-education that needs to be done due to survey, QA or other reasons; or if you do more than 2 in-services per month.

29. Tennessee has 322 LTC Facilities • 2,643,620 – pieces of paper saved if only half of TN facilities went to an on-line system • 5,287 reams of paper saved • 26,435 lbs of paper that did not have to be moved around

30. Technology will: • Create more time for education needs to be done face to face • Allow more time to be spent on skills testing and following up on items learned.

31. “But my staff are afraid of computers…” Myth: Older workers are unwilling to try new things. Reality: Among workers aged 45 to 77, a total of 88 percent said “the opportunity to learn something new” would be essential to their ideal job. Myth: Older workers are unwilling to learn new technology. Reality: A study by Louisiana State University found that older workers in a state agency were more willing than their younger counterparts to learn new technology Myth: Training the mature worker does not pay off. Reality: Older workers actually stay on the job longer after training than younger workers 2006 Wisdom at Work: The Importance of the Older and Experienced Nurse in the Workplace

32. 2010 State of the Industry Report Investment in learning has remained the same despite the workforce being smaller E-Learning is on a steady climb E-learning contributed to increase in re-use ratio between 2003 and 2008 On-line learning represents more than ¾ of technology based learning available

33. 2010 State of the Industry Report Organizations sustained their investment in learning and development “Learning and development expenditures are treated as key investments for organizations regardless of the economic climate.”

34. TRAINING COSTS DO YOU KNOW WHAT TRAINING REALLY COSTS YOU?

35. We don’t think about spending… 3” economy 3 ring binder…….........$7.00 Ball point pen w/ non-slip grip……..$0.79 25 page training module..................$0.22 500 sheets of inkjet paper………..….$8.49 On-line training per employee per day.…$0.10

36. The “cost” of training includes time spent: • Identifying training topics and securing materials/content to provide the training; • Scheduling training sessions; • Getting everyone there and scheduling make-up sessions; • Teaching the class;

37. The “cost” of training includes time spent: • Keeping records such as sign-in sheets, post-tests, and training records/reports; • Auditing to make sure no employee slipped through the cracks; • Orientation for new hires, and; • Doing the whole thing over again when turnover happens!

38. How much does this really cost you? • Consider your total cost in terms of: • Materials and supplies • 100 Employees • 75% turnover rate • In-service once per month with post test • Orientation once per month for 6 people • Monthly Staff Meetings • 2 sheets per EE/YR in the “binder”

39. How much does this really cost you? • Value of time to do all the activities on the previous slide; • Overtime costs for training evening, night, and weekend shifts; • Costs of training new hires due to turnover; and • The value of time spent on training that could have been invested in other activities (like growing your business).

40. How eLearning can revolutionize your business and excite your staff

41. What are the key benefits? • Consistency • Effectiveness • Saves time and money • Easy to do • Flexible for staff • Ability to customize • Manages compliance

42. Other Benefits • Learning occurs when a student is in the mood to learn • Students are more motivated to learn on their own terms • Efficient, productive, “paperless” office • Staff can spend time on other projects • Cost-effective

43. You will no longer be a cat herder!

44. When there are new regulations or they change, you won’t have to worry about updating training materials

45. Record keeping is automated – no more binders!

46. Most importantly, eLearning allows employees to actually learn and apply the knowledge. “[Since we use Silverchair] we should not get a deficiency for education again.” Phil Elmore, President and CEO Christian Care Centers “A noticeable improvement in staff response to questions by surveyors was noted within the first 90 days.” Kim Cook, AVP-Clinical Services for Christian Care Centers

47. How does it all come together? • Orientation courses can be designed to be taken on line • Annual mandatories are taken on-line • Post tests are taken on-line • Courses are updated in the “library” • Compliance Tracking is done on-line for in person and on-line activities • Reports are viewed on line and can be copied and e-mailed

48. So what does all this mean to me? • Switching to online learning is easy: • Notcapital intensive, • Not time consuming, • Not complex • Significant time and cost savings vs. traditional training

49. “If you can do something to empower your employees, that’s going to positively impact how they view their job … if you can make following the rules a positive thing, all the better.” Denny Hartman, Director of Staff Development, Menno Haven

50. What does it take to get started? • Low financial investment • “Using Silverchair was a budget-neutral decision and a “no-brainer”,...”Phil Elmore, President and CEO Christian Care Centers • Pays for itself with savings from off shift employees taking courses during work time • Web hosted – no downloads or additional hardware needed