A staff survey conducted at the University of Iowa Healthcare clinical laboratories identified several opportunities for improvement in the area of employee orientation and training. A multi-laboratory workgroup stepped forward to generate ideas, and to develop action plans for implementation. They named themselves the Training Resource and Action Committee (TRAC). The TRAC team identified a need to create an employee orientation and training work process that met both the complex technical training aspects within the labs, and a need to create a systematic approach in which every person entering training would receive the same standardized approach every time, and that learning and improvement documentation would be captured every time. The demonstrated improvement in the orientation and training process has had a positive effect on employee retention, and has improved satisfaction for both trainers and trainees.
After attending this session, participants will be able to:
- Identify common factors that contribute to lab staff vacancies and discuss how an effective training program with documentation can positively affect vacancy rates.
- Describe various learning and teaching styles, and how they can be used to to build an effective training program.
- Utilize training cycle workflow and process maps and identify key elements contributing to successful training.
- Implement an employee recognition program for trainers and trainees.
Sue E. Lewis, BS, HTL(ASCP), QIHC, CLS(ASCP)
Assistant Laboratory Manager
Jan Frerichs, BA, MLS (ASCP)CM
Instructional Services Specialist
University of Iowa Carver College of Medicine
Iowa City, IA
University of Iowa Healthcare
Iowa City, IA
Pathologists’ Assistants, Laboratory Managers, Bench Supervisors, Bench Technologists & Technicians, Cytotechnologists, Histotechnologists, Phlebotomists