Notifications
Clear all
Topic starter
Good morning everyone-
Just wanted to get some feedback. I work for an Ortho clinic and do the EMR new hire trainings every 2 weeks for our new users.
Previously- I was doing a general overview of GE since everyone had different workflows.
They need me to teach everyone their workflows in 1 training session- which can be difficult because I will have anywhere from 2-6 new hires in clinical/non clinical positions.
Does anyone have any recommendations for me? I want to make my new hire trainings as efficient as possible.
Whitney
Posted : October 30, 2017 6:39 am
Instead of you doing the overview of Centricity with the new staff, have them go over the Computer Based Training Modules via the GE site first. Then when they come to you, teach them workflows.
Posted : October 30, 2017 7:13 am
Topic starter
We currently are not paying for the GE modules online.
Posted : October 30, 2017 8:07 am
We separate our new hire orientation from our training. We separate our actual training into different days with one being Clerical and the other Clinical.
Posted : October 30, 2017 9:23 am
We are in the same boat and have it in our 2018 plan to implement a new training program that will include the specific workflows for clinic vs clerical, our portal, our check in kiosk and any other 3rd party software a new user will need to use day to day. As of right now, the concept is to have the normal onboarding day the first day to include OSHA/about the company etc. that our HR department will do. We also have CBTs available in our LMS that they can do over the first couple of weeks as well as shadow in their department. Then once every two weeks, we are going to offer a class (1 time per month will be clerical and 1 time will be clinical) This class will be 2-4 hours (TBD) and will include the actual CPS workflows and third party software information. The employee will have to shadow the other people in their department and do CBTs until then but hopefully this will catch most people at a fairly quick rate. We then have evaluations at 30-60-90 days to make sure we are completing the training specific to their positions (we are having the department heads develop these checklists for us) We have about 80 new employees every year so this is absolutely a concern. Like I said, this is the concept of what we are planning on rolling out..... guess I will have to tell you at C-Live if it was successful 🙂
Posted : November 8, 2017 1:51 am
