Training Top 100 Best Practice: LifeNet Health’s Production & Logistics Foundations Training Program

This blended program provides learners with tissue processing basics in a non-clinical environment.

There was no formal or external training on how to process gifted tissue, so organ and tissue donation and transplantation company LifeNet Health created its own program for Production & Logistics employees to improve upon previously non-standardized on-the-job training. Novice learners from several related business units now also are trained on similar technical skill requirements.

Program Details

Production & Logistics Foundations Training is a blended program that provides learners with tissue processing basics in a non-clinical environment by exposing them to various types of tissue, explaining the effects of processes on internal consumers and recipients of tissue, and using proper tissue banking and production terminology.

Learners identify the role their department plays in day-to-day operations at LifeNet Health, examine the importance of standards and processes as they relate to safety and quality, and demonstrate their ability to prepare their environment for daily operations. Upon successful course completion, learners progress to the next course in the focus of their job role.

Some 89 course objectives were formulated within 12 core areas of competency. The course framework consists of 28 core topics taught via instructor-led presentations, videos, narrative tours, guest speakers, e-learning courses, self-directed studies, and demonstration activities. In each course, gamification reinforces concepts. A templated lesson plan enables other departments to use the core learning module and customize the lesson plan with department-specific information.

Skills are practiced in a controlled class environment to allow observation with guided return demonstration techniques. As the skill is introduced, simulation training is provided using products that would not be for consumer use, allowing learners to practice a new skill without the consequence of error. All didactic and skill-related activities are documented within the course curriculum in the learning management system (LMS).

Grouping new hires into one simulated environment or classroom for initial entry skill training with a set of unified standards, techniques, and best practices for all departments ensures consistency in the interpretation of policy and procedure.

Results

Kirkpatrick Level 3: Satisfaction surveys given to tenured employees showed a 76 percent satisfaction increase in the daily operations position placement and skills of new hires upon entering the live production area since conception of the program. Satisfaction surveys of new hires showed that the initial program increases confidence ratings by 88 percent.

Kirkpatrick Level 4:

  • Reduced training time by 23.14 percent from 12.75 weeks in 2018 to 8 weeks in 2019, and 8 weeks in 2020.
  • Increased the employee retention rate by 19 percent from 2018 to 2020.
  • Reduced lacerations by 62.5 percent.

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Lorri Freifeld is the editor/publisher of Training magazine, owned by Lakewood Media Group. She writes on a number of topics, including talent management, training technology, and leadership development. She spearheads two awards programs: the Training Top 100 and Emerging Training Leaders. A writer/editor for the last 29 years, she has held editing positions at a variety of publications and holds a Master’s degree in journalism from New York University.