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Creative Strategies for Staff Retention and Development in Simulation Education

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leslie-cooley
116 diapositives · 1.3K Views · Nov 20, 2014

Join our workshop “Simopoly,” designed to enhance staff retention and career development in simulation centers. Led by expert faculty including Farrah Leland, JD, and Brian Ross, PhD, MD, this interactive event will guide participants through the functioning of a simulation center while tackling real-world challenges. You’ll explore innovative training opportunities and discuss both existing and new models for professional development. Gain insights and tools that empower your team while navigating the complexities of healthcare education.

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  1. Welcome! A Workshop on Simulation Staff Professional Development: “Simopoly” – Creative Ways to Staff Retention and Career Development

  2. No Disclosures Faculty: Farrah Leland, JD Megan Sherman Brian Ross, PhD, MD Sara Kim, PhD Ken Plitt, CRNA Rosemarie Fernandez, MD Peter Ford

  3. Objectives: • Through the calendar year, you will be operating your simulation center through this game facing a number of challenges • Focusing on the staff, look at the aspirations and creative opportunities for training • Provide a forum for discussion on existing/new models of simulation professional development

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  11. You received hospital funding to support the partnership in the amount of $300,000. CHANCE 1

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  22. The hospital board is requiring you to provide 4 in situ code trainings over the next year. REQUIRES: • 0.2 FTE Technical Expertise • 0.1 FTE Admin Expertise • 0.1 FTE Educator Expertise CHALLENGE #1

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  31. Your hospital board has decided to move forward with accreditation of your simulation center and you have been tasked to submit all materials related to the accreditation application process. *The accreditation application process will take committed time for the remainder of the year. REQUIRES: • 0.4 FTE Admin Expertise CHALLENGE #2

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  39. Hospital leadership has asked for your help in creating a role in the simulation center for a transitioning employee (former Physician’s Assistant). REQUIRES: • Must buy at least .5 FTE • Rate of $15K per .1 FTE • Can assign any expertise at this rate (at time of hire) CHANCE 2

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  49. 6 MONTH CHECK-IN Staff Evaluations have been completed. How are you doing with meeting your staff’s professional aspirations? What is the rationale for some of the decisions you have made thus far?

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