Establish how you'll evaluate each competency. Base the com-
petencies you assess on individual job descriptions and include
lists of mandatory requirements in your facility's policies and proce-
dures. Note which competencies are core requirements and which are
job-specific responsibilities. Also establish how often each competen-
cy is assessed and which staffing positions are assessed. After estab-
lishing how each competency will be evaluated, revisit the standards
annually to ensure the processes you're using remain valid and cur-
rent.
Include competency training during initial orientation and annually
thereafter. During orientation, include testing of core competencies
related to OSHA regulations, blood-borne pathogens, universal pre-
cautions, your facility's exposure control plan, staff and patient
ergonomics, and fire safety. Also include training about regulatory
compliance pertaining to HIPAA laws, workplace safety and risk man-
agement, and computer and keyboarding skills for members of the
business office.
Dedicate a day for testing. There are 2 types of competencies:
knowledge measured by objective tests or questions — through
online learning modules, for example — and skills and behaviors
demonstrated and observed. Schedule mandatory competency train-
ing or testing on a single day, perhaps on a Saturday when your facili-
ty is closed. Alert staff, including per diems, well in advance and make
attendance mandatory. All participating staff members must be paid
for the day.
First, conduct mandatory in-services on core competencies for the
entire staff. Next, break into groups to complete testing on tasks relat-
ed to specific job descriptions. Experts from within your facility can
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