As we continue with our F-Tag series, this week we review the new regulations that will go into effect on November 28, 2019 with the rollout of Phase III of the new Long-Term Care Survey Process. One of those regulations is “effective communication” for direct care staff.
F-Tag 942 Residents’ Rights Training will be an enforceable regulation beginning November 2019. As previously mentioned in our F-Tags in Review series, training requirements—specifically Residents’ Rights Training—is a component of the third and final implementation phase of new long term care regulations that began in 2017.
Under the new regulation, there will need to be a systematic approach to educating new and existing employees on the importance of resident rights and the impact this new regulation has on those providing care for residents.
Regulations encompassing residents’ rights are commingled throughout the long-term care survey process affecting not only skilled nursing facilities but assisted living providers and home health care agencies. For skilled nursing facilities, the Residents’ Rights regulations are identified by F-Tags 550–586. Most regulatory violations, during a survey, can be sourced backed to an issue concerning residents’ rights. These regulations are the foundation for how care and services should be delivered. By adding a required training segment to these regulations, surveyors, after November 2019, will be able to issue citations for lack of and/or inefficient training in this area.
When assembling a Residents’ Rights training plan, skilled nursing providers should consider the following:
- When should initial training be provided for new employees?
Training for new employees must take place immediately upon hire and should be as interactive as possible. Get residents involved by making it easy for them to meet new staff. Consider implementing customer service improvement activities.
- How will long term employees receive adequate training that is meaningful and sustainable?
Employees that have been a part of the facility for an extended number of years could potentially play a vital role in how training is assembled and delivered. Consider changing up your training delivery format. Training should not be approached with a “check-the-box” mentality.
- How can we develop a program that teaches adult learners without being routine and boring?
Investigate strategies on how adults receive training and deliver the message in the best way possible for your audience. Utilize real-life examples for education moments.
- How can we convey the importance of understanding residents’ rights?
Residents’ rights adherence should be a major part of your organization’s core values. This should be explored with potential employees, even before hiring occurs.
- How can we assure that employees of varying position levels act in a manner where residents’ rights are placed at the core of their job responsibilities?
Consider grouping training sessions according to specific work groups or departments. Remember, a housekeeper interacts with residents in a different way than a CNA. Make sure to utilize department-specific examples when conducting training.
- How can we include residents and family members into these training sessions?
Utilize your resident council and seek input from members on the best way to educate new and existing employees. Family members can also give vital input. Their knowledge and observations can be used to make training effective and worthwhile.
Promoting and protecting residents’ rights is important. Make sure to weave residents’ rights into training for everyone, including contract employees and agency staff. Be assured that these particular groups understand your organization’s approach. Let them know your organization has a zero tolerance for the disregard of residents’ rights.
Don’t wait until your facility is surveyed after November 2019 to establish your training plan. Prepare now before it’s too late! LW Consulting, Inc. can help.
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