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8/3/2019 QS - Personnel
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Personnel
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Purchasing
& Inventory
AssessmentOccurrence
Management
Information
Management
Process
ImprovementCustomer
Service
Facilities &
Safety
The Quality System
Organization
Documents
& Records
Equipment
Process
Control
(QC & EQA) &
Specimen
Management
Personnel
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The Problem
One of your senior techs has been temporarily re-assigned by the MOH to another province to assistwith the back log of reading malarial smears.
Another tech has not been able to report to workdue to an illness. That leaves 2 techs who mustnow read malarial smears, even though they havenot done so since their initial training several yearsago.
• What must you do to ensure that the techs arecompetent to process and read malarial smears?
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The Laboratory Staff
YOU ARE:
• The most critical part of the quality system
• The laboratory’s greatestasset
• An important partner inpatient care
YOU ALSO:
• Bring your integrity andprofessionalism to thehealthcare community
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Success or failure of quality system isdependent on the laboratory staff
Knowledge and skills
Motivation
Commitment
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Personnel Management
• Job qualifications
• Job descriptions
• Orientation and training• Competence assessment
• Continuing education
• Performance appraisal• Documentation
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Job Qualifications
• Often established by the Ministry of Health
• Levels of education and training
Advanced degree Degree
Non-degree, formal technical training
Bench training
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General Skills and Abilities:
• Problem solving
• Communication
Written and oral• Mathematical
• Manual dexterity
• Color vision
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Job Descriptions
• Specify responsibilities and duties
• Reflect education, training and experience
• Incorporate activities or tasks to beperformed
• Competency based
General skills
• Specify QA responsibilities
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Laboratory Personnel –
QA Responsibility
• Implement the QA program
• Generate data and provide day-to-day
documentation• Should receive training in QA procedures
• Attitude toward QA should be part of annual
performance appraisal
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Orientation and Training
• General orientation
Organizational information
Facilities
Safety information
• Personnel Issues
Ethics / confidentiality
BenefitsEmergency contacts
Scheduling
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Orientation and Training
• Introduction to the laboratory’s operations
• Overview of the Quality System
Responsibilities• Technical procedures
• Initial competency assessment
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• Competency
Having the essential abilities to performspecific tasks. Tasks involve proceduresthroughout the specimen process
• Competency Assessment Any system in place for measuring,
documenting, or otherwise determining
whether employees are able to do their job.
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Competency Assessment
• Two approaches
New Staff
Current Staff
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Competency Assessment Methods
• Directly observe test performance
• Periodically review completed work
• Give previously analyzed specimens for testing
• Provide written exercises to assess:
Problem solving skills Knowledge
Interpretation
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Establishing a Competency
Assessment ProgramEstablish an assessment plan for each
employee
1. Prepare schedule – frequency and what testsor processes
2. Determine assessment method (s)
3. Assign staff responsibility for conducting
assessment4. Document and evaluate results
5. Take remedial or corrective action
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Establishing a Competency
Assessment Program
• Document your competency assessmentprogram
Written plan
Included in laboratory’s quality documents
Periodically reviewed
Used for continual improvements
• Communicate the plans to the staff
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Sample Assessment Checklist
COMPETENCY ASSESSMENT ANALYST
NAME TITLE EVALUATION
PERIOD TO DATE DUE METHOD/PROCEDURE READING OF PERTINENT PORTIONS OF
THE YES NO N/A COMMENTS
PROCEDURE MANUALS
DIRECT OBSERVATION
Safety policies followed Preparation of work area Work area neat and organized Follows policies, procedures and
rules
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Corrective Action Plan
• Written plan understood by employees
Outlines specific steps to be taken
Training, reassessment Details resources needed
Includes timeframe
Consequence for failure
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• Poor initial orientation or training
• Problem with the specimen
• Problem with the equipment• Poorly written procedure
• No documented procedure
• Difficulty in dealing with change –
“We’ve always done it this way”
When performance fails, consider:
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Continuing Education
“An educational program that brings participants up-
to-date in a particular area of knowledge or skills”
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Why Continuing Education?
• Important in achieving good laboratory quality
• Individual personal goals
• Nothing stays the same!New tests
New instruments
New clinical programs and drugs
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Innovative ways to obtain / deliver
Continuing Education• Make it someone’s responsibility !
• On-site seminars
Journal clubs Case of the month
Videos
CD’s • Internet opportunities
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Local Resources for
Continuing Education
• QA Committee
• Clinicians
• Nurses• Pathologists
• Infection Control
• Epidemiologists
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Performance Appraisal
• Assessing overall job performance
• Factors to evaluate:
Technical competencies Efficiency of accomplishing work tasks
Observance of safety rules
Timeliness Communication skills
Customer service
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Communicating with Employees
• Points to remember:
Emphasize positive traits
Consider personal issuesPeople are motivated differently
Be direct in discussing deficiencies
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Documentation: Personnel
• Personal details
• Employment details
• Resume• Post held and dates
• Authorized areas of testing
• Terms andconditions of employment
• Job description
• Continuing educationrecords
• Competencyassessments
• Personnel actions
• Work injury records