Authors (including presenting author) :
Suen SM, Tang MK, Ho WF, Lau SH, Tsue SK, Lo LF, Wong MH, Chan KM, Yip WM
Affiliation :
Training & Development, Central Nursing Division, Princess Margaret Hospital
Introduction :
There was persistent high attrition rate of over 100 PCA vacancies in PMH despite of vigorous recruitment strategy. This situation was aggregated by community PCA training suspension during COVID by years that further created competition among HA and private settings and worsened workforce supply.
Objectives :
-Alleviate supporting staff shortage problem
-Decrease attrition rate of CRSW trainees
-Attract those who are interested in serving in hospital as CRSW
-Provide clinical knowledge and patient caring skills by designated trainers
-Increase CRSW’s loyalty to PMH since both theory and clinical practicums were in PMH
Methodology :
-Course duration: 6 months including 187 hours of lecture, skill practice and ward practicum -Maximum 14 trainees per class for efficient learning -Continuous assessment throughout training -Midterm written test, final written exam and practical examination in ward -Logbook with crucial checklists for continuous assessment by supervisors -Incident sharing to trainees for patient safety alertness -Staff retaining strategy: •Introduce career path progression from PCAIIIA to PCAII and EN training •Caring visit by CGMN and T&D Team •Red staff card covers for identification as trainees for enhancing communication •Coaching visit by trainers to monitor trainees’ performance and collect feedback from ward supervisors
Result & Outcome :
-Zero vacancy was achieved with betterment of workforce and working spirit improvement even of heavy workload leading as at January 2022. When community employment opportunity improved with emigration wave, PCA vacancy increased again but at a healthier rate. CRSW program trained up workforce to maintain manpower stability. -115 trainees were recruited -14 CRSW classes with 62 graduates while 4 classes were under training -Positive feedbacks were received from Ward Managers included willingness to work with mature attitude, caring attitude to patients, harmonious relationship among colleagues and quick adaptation to work •100% agreed that this course could provide professional knowledge and patient caring skills •97% agreed this course could strengthen their communication skills and emotional intelligence •98% agreed that coaching visit by trainers could enhance their adaptability in the new working environment •98% agreed that caring visit by CGMN and T&D Team could help them express their opinions at work •98% agreed that incident sharing could increase their patient safety awareness Due to the success of the program, the scope will be extended to cluster-based in training more PCAs to solve manpower shortage in KWC hospitals.
