Overview

1. Overview Standard Operating Procedures Implementation

2. What • What are the SOP’s / Oral health easi-sterilise? • What is the intention of the SOP’s • How will they be used? • Where can I find them? • When will they be reviewed? Updated? • Current SOP version is …….

3. SOP’s • There are two SOP’s one for Oral Health and another that is relevant to hospital Central Sterilizing Departments (CSD’s). • The SOP’s are: • Intended to provide information, direction and to minimise variation to the practice so that every process has exactly the same outcome. • Are to be used by any staff reprocessing equipment • The most current up to date version will be found on the CHRISP website. However up to date hard copies should be available in the workplace • They will be reviewed and updated in consultation with Oral Health Infection Prevention and Control Network (OHIPCN). • OHIPCN meet at a minimum half yearly

4. Why? • What are the compelling reasons for action? • What events have occurred to warrant change? • What are the benefits / rewards of implementation • What are the consequences of not implementing?

5. Why? • Improved patient and staff safety • Became an imperative based on recent incidents • Acknowledge an absence in effective communication when changes are made • Implementing a continuous quality improvement program • Meeting QH commitment to provide appropriate training and education • Targeting training needs not targeting individuals

6. Why? • If we don’t: • In breach of Qld health requirements. • Patients and staff are at risk of acquiring an infection • There will be more stress for staff if there was a breach or an audit and job dissatisfaction → staff turnover → stress • Lack of public trust • Failure to meet accreditation standards

7. What does it mean for me? • How will it impact my role? • What new skills / knowledge is required? • How will I acquire these? • Is my job safe? • Will I get paid more / less? • What opportunities are available for me? • How will I be supported?

8. What does it mean for me? • An opportunity to up skill and gain new knowledge with a focus on SOP’s and new processing principles • Time has to be allocated to learn and teach other staff • Yes - definitely because there is known an urgent need for dental treatment • In a financial sense probably not. • Learn how to educate others (skill), become a trusted colleague, respected and team player, perhaps if interested become a Cert IV skills and assessor • Supported by CHRISP and OHIPCN

9. Acknowledge Past • What was good and bad about the past? • Personalise contributions

10. The Past The Positive: • 2003 implementation of the CIT was well received and everyone was applying it • So many dedicated long term dental assistants that have provided great services to thousands of patients and wish to continue to do so. The Opportunity: • CIT was not updated when AS/NZS 4815 changed from 2001 to 2006 • Improved communication and training opportunities • We also have personal contributions. DA’s that have done personal training (Cert III Sterilising and Cert. IV W’Place training) • Many of our temp and casual DA’s have wanted to stay on.

11. How • How will the SOP’s be implemented? • How long will it take? What is the aim? • How will we know they have been implemented successfully? • What resources are available / allocated to this body of work?

12. How • It is a Queensland Health requirement that the Standard Operating Procedures be fully implemented by all District Oral Health Services by the 31st December 2010. • To have everyone up to date with current practice • Facility Audits • No patient incidents, staff satisfaction surveys • Development of strategies that identifies barriers to implementation and solutions to overcome these barriers • The creation of a OHIPCN will allow for rapid sharing of information and feedback of the implementation of the SOPs

13. How to assist • What behaviours / action will assist the implementation of the SOP’s? • What attitudes are desired from the team? • How can each team member contribute? • How will you be recognised for good performance? • What will occur if I don’t contribute to the implementation?

14. How to Assist • Providing staff with the prerequisite skills and knowledge • Skilled teams of clinicians and Senior Dental Assistants to act as champions • Development of strategies that identifies barriers to implementation and solutions to overcome these barriers • The creation of a OHIPCN will allow for rapid sharing of information and feedback of the implementation of the SOPs • A positive attitude • Communication there fears and concerns or achievements and wins • Aura awards are given at Metro North • More patient staff incidents, • Failing to adhere to Qld Health policy

15. Who • Who is CHRISP? • What is its role? What is it responsible for? • How does it contribute? • Who is OHIPCN? • What is its role? What is it responsible for? • How does it contribute? • Who is accountable locally?

16. Who • CHRISP • Vision: Is to be internationally recognised as a leader in the proactive minimisation of preventable patient and staff healthcare associated infections • Infection Prevention and Control • Leadership • Consultancy • Governance • Surveillance and Research • Education

17. Who OHIPCN • Members: Clinicians and Senior DA’s from across the state • Role: • To provide advice regarding operational approaches to Oral Health infection prevention and control and sterilizing related issues for Queensland Health • To review key documents related to the reprocessing of reusable dental instruments and equipment and infection prevention and control where relevant • To participate in CHRISP forums and training programs • To facilitate the implementation through leading training activities related to the reprocessing of reusable dental instruments and equipment at Health Service District level • To liaise with Executive Directors, Directors or Managers of Oral Health to determine Health Service District approaches to education and training in reprocessing of reusable dental instruments and equipment

18. Who • Locally • Clinicians including, dentists and therapists • Senior Dental Assistants

19. Communication • Who do I get advice from? • Who do I need to communicate with? • How can I provide feedback? • How will information be provided to you?

20. Information • Advice from: • Your Director and your other senior DA’s and members of your team • CHRISP • Information provided via: • Email, writing, letters, verbal, meetings, teleconferences, forums and CHRISP website

21. Future • What is the vision for the future? • What are the goals? • What does it look like? Feel like?

22. Future Aim • Implementation of standard operating procedures • Everyone skilled and knowledgeable and up to date practice • Ongoing continuous education program for all members of the Oral Health team • Well staffed, well funded, efficient, happy, a different model of providing care due to the physical limitations of some facilities

23. Challenges • What are the challenges? • Why this will be difficult? • What is not ideal?

24. Challenges • Change is difficult • Physical challenges of some facilities, • Having enough time to do changes, • All staff understanding the reasons for change and assisting in the implementation • Lack of funding to the change, physical difficulty, lack of dedicated staff for education purposes