Do you use an effective team training program that fully trains your new team members in weeks instead of months? Are your team member trainers effective at their training? Do you have a system for evaluating how effective their training is? If not, this pearl should help you implement a more effective training system.
Team Member Training Essentials:
1) An effective Team Member Training System must contain the following:
2) An effective “Team Member Hiring Program" to hire the best person the first time.
3) A newly hired employee, who fits that position because she is intelligent enough, has an appropriate position personality and wants to work in that position.
4) An experienced trainer: typically a Clinical Coordinator or Clerical Coordinator either doing the training or closely monitoring aspects of the training done by a team member in that position.
5) A day-to-day “Team Member Training Program” for each practice position.
6) A “Trainer Evaluation of the Trainee Form" to test how well the trainee has learned.
7) A “Trainee Evaluation of the Trainer Form” to get feedback from newly trained team members about how well their training went.
You can click on the programs in 1, 4 & 5 above to help you establish those effective programs. The rest of this pearl will consider what an effective evaluation might be of your trainers and their trainees, giving them feedback so that they can become more effective as trainers and team members—or whether they should be there at all.
TRAINEE and TRAINER Evaluations:
AFTER the trainee has been trained you need feedback from both the trainee and trainer on how well the training went.
First, give the “Trainee Evaluation of the Trainer form” to the trainee to fill it out and return to the doctor/supervisor.
Next, give the “Trainer Evaluations of Self and Trainee form” to the trainer to fill out and return to the doctor/supervisor.
This is a three-part form: 1) Trainer Self-Evaluation, 2) The Attitude of the trainee during her training, and 3) How well the trainee performs in the positions she trained for.
Next, the doctor/supervisor meets with the trainee to go over the trainer’s evaluations of her how well she did and what decisions were made about her working in those positions.
Finally, the doctor/supervisor meets with the trainer to review the trainee’s evaluation of her as compared to her self-evaluation and makes decisions of what needs to be improved in the training, if anything.
Refer to the attached PDFs for copies of these evaluation forms.
I hope that this trainer evaluation system will help your practice to train your team the most effectively.