3rd Nov 2016, 06:22 PM
Training and education needs
Just to get the ball rolling...
Basic training of transfusion staff and indeed just having the raw resource is becoming problematic, so:
How many people are using the UKTLC recommendations for baseline training and education for transfusion staff?
Any hints or tips on how you achieved this (apart from dogged determination), or even a list of barriers would be something to work on. If you don't use the recommendations, what do you use (luck? intuition?)?
What kind of resources do we need to help new staff?
4th Nov 2016, 10:12 AM
Capacity planning is the way forward and UKTLC will soon be issuing some guidance. However, this does require labs to have following information:
- Recording all deviations/ incidents / events- not just the serious ones. Try not to create a “blame culture” while doing this. This mainly system problem, not staff to begin with.
- Look at your MHRA inspection report, if you have had one ( or a few!!) and see what you can extract for the capacity plan. It is generally very helpful and cross-references any deviation against the regulations.
- Identify the gaps within your overall structure ; ie what is missing to achieve timely training, QMS, equipment management.
-Evidence from your weekly rotas that Senior BMS/ BBM are performing routine bench work- which is not cost effective.
- Assess staffing needs across blood sciences if your staff rotate to other areas. Aim to backfill your seniors from routine testing and be able to properly carry out their roles by using lower grades.
- The BBM and senior should not participate on shift working and this will build lab resilience and prevent overload, stress, high sickness.
- Review your skill mix-employ dedicated MLA staff and in time can become trainers for some of the tasks the trainees will need to learn and reducing the burden on the senior team.
- Build in time for all staff to be released to attend courses. Knowledge is key to future proofing our labs and maintaining patient safety.
- Use the trust risk register. This is the route for identifying concerns and should be fully visible to the BBM/ Seniors. This is about openness and communicating concerns at the right level and assigning responsibilities.
The main barrier is changing culture. Some staff will resist, but as they say on Star Trek ….
14th Nov 2016, 11:16 AM
It would be really useful for us all on this forum to share thoughts on how we are coping with the TLC standards and staffing challenges . We can't help to improve things unless we establish good communication and share ideas on what does and doesn't work.