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Respond to the following:

Dr. Debbie Laughon

9/29/22, 7:30 PM

Hi Class, organizations plan for education differently. In the case of nursing, education as well as non productive time is built into the FTE. However, in reality, it is never enough and doesn’t account for backfilling the worker if they are off or in class. While it seems like just minutes, it adds up and patients are too acute to leave for an hour at the time for a class. Often education is planned based on annual assessments, such as skills fairs. It can also be related to an “event.” In this case, the amount of time can be substantial and it is not budgeted. Recently, due to a neurological “change in patient condition” that occurred in one of our campuses, we have required every inpatient nurse to complete 2 hours of education and to do a 1:1 return demonstration assessment and escalation using the chain of command. There are challenges to coordinate this as well as how to make it happen with a small educator team. Education is essential, but challenging to quantify, especially when planning the budget. Even orientation, depends on the number of hires, as well as the type of experience of the nurse. I am responsible for all training budgets, yet I don’t actually oversee their hours or the number of hires. We use models that include historical data, turnover, mix of skill levels and estimates of needs. Last year all of the budgets were within a few dollars of the budget. Imagine, how the COVID crisis has impacted this process. COVID is this year’s crisis, but there will be others. How do you ensure the staff are trained? What about leadership? Do they get special training for compliance and changes in the healthcare environment?