If you’ve been following our blog over the last couple of weeks, this is #3 in our series on EP education. See our previous blogs for a detailed description of this ground-breaking training. Today we’re sharing results from Duke University Heart Hospital’s training.
With the new EP training program in place, developed in collaboration between SpringBoard Healthcare and Duke University Heart Hospital, morale is high and employees are more engaged and eager to continue advancing in their careers. In fact, in Duke’s most recent employee satisfaction survey, the EP lab ranked in the top tier.
Duke’s investment in its allied health employees has provided other benefits as well. It has enhanced the teamwork between physicians, fellows and allied support and has led to a culture where staff members are encouraged to ask questions and keep learning. Physicians recently commented that they believe their current staff is the best they’ve ever seen. Additionally, turnover has been reduced down to zero according to Duke’s 2013-15 retention report. This frees the department from getting bogged down with costly and time-consuming new employee orientations which can take up to six months. Now the lab can focus on continued learning, efficiency and productivity.
Reducing retention down to zero is quite an accomplishment. But here are some other metrics indicating success as well as employee comments that show improved engagement—pointing to even greater achievement.
- In a Duke survey, 75 percent were “very likely/likely” to recommend on-site training and education to others.
- “The extra training and support gives people confidence,” said Stuart Catto, CVT. “I’m seeing positive changes in morale and engagement on a day-to-day basis. People like learning and having the opportunity to move forward in their careers.”
- Achieved a significant cost savings with a shorter onsite training program. In fact, a shorter program can result in up to an 80% savings when comparing it to a two-year program at $25,000-$36,000 per student, depending on department size and program level.
- “It’s great to see upper management putting more time and resources into the EP department,” said Jennifer Gillen, CVT, RCES. “That’s encouraging. The staff is more engaged. They ask more questions. And they are even willing to attend training sessions on Saturdays.” Read the rest of the article here.
Education has proven to improve employee engagement, reduce retention and improve overall lab efficiency. Take a look at ourFREE Guide: Evaluating Training Options for your EP Lab.