PROPOSAL
EMS
Deployment and Training
By
Alan Perry
October
19, 2015
Introduction:
The Fire Service can improve on its deployment of new EMS technology and skills, by improving the training and evaluation mechanisms available to its providers. To
accomplish this, the following practices may be considered to produce a
reliable and consistent system for delivering new information, ongoing training,
and evaluation of knowledge and skills competency. This can be done in a way
that does not commit new resources. It will improve the performance and
consistency of EMS services and satisfy the continuing education requirements
of the providers. It consist of a single change in the character of the
position of the EMS supervisors on each shift and a three part mechanism for
delivery, training and evaluation.
The
system change: EMS Supervisor role
Changing, or placing
more emphasis on the role of the EMS supervisor as an educator, is a simple and
effective way to improve the system as a whole. Directing the EMS supervisor to
periodically conduct Company training using standardized lesson plans,
cognitive exams, skills evaluation and a course/instructor evaluation will
bring Fire Service practices in-line with accepted standards in EMS education and evaluation. This is a
proven system that will provide the mechanism for delivery of the category 1
and 2 CEU’s required for providers to re-certify. Ideally, Companies would attend
a 1-2 hour training once a cycle while out-of-service, in a comfortable
location away from the station, but within their own district, such as a
library or community center. Senior EMS providers can and should assist with
the delivery of these programs.
The
three-part mechanism: Initial training
Initial training
programs for new skills, new devices and/or changes to existing practice should
always precede the deployment of these skills and devices in the field.
Providing the initial training to the supervisors and providing them with the
proper training materials will allow them to quickly and effectively deliver
the necessary training, evaluate and document delivery, and assess skill
competency before deployment occurs.
PI driven training
PI driven training can
be delivered as an individual, Company, District, Shift or System tool to
remedy specific PI driven concerns. It can cover one topic
or multiple topics dependent on audience and needs. PI driven training should
be dynamic and focus on the most critical, severe or most costly identified
deficiencies first.
Annual/semi-annual protocol and
skills evaluation
Protocol and skills
evaluations are nothing new to EMS, all providers took exams and performed
practical skills as part of their initial certification. At least once a year
providers should be required to pass a basic protocol test appropriate to their
level of certification, as well as a random skills evaluation based on The
National Registry of Emergency Medical Technicians Practical skill sheets. This
is both a preventive and maintenance measure, which will assure that providers
remain current in their knowledge and skills. Providers who do not perform well
can immediately be retrained and re-evaluated, or the collective results used to
conduct PI driven training in the future. Any critical skill deficiency must be
corrected before the provider is allowed to continue practicing at his, or her
level of certification.
Summary
Formal deployment,
training and evaluation programs are part of most other high risk professions.
Other agencies and regional systems within the Commonwealth and across the
Country already use a formal training and evaluation system. The Central
Shenadoah EMS Council requires quarterly skills reviews for
all providers in their system. The Lord
Fairfax EMS Council requires an annual skills review.
Considering the Fire Service's initiative in bringing forward thinking practices
to the region, codifying a proactive and aggressive training policy seems like
a logical and obtainable goal. This goal can be achieved with a minimal
investment of on-duty time and effort from the existing EMS supervisors. It
will add to both the competence and confidence of our providers, as they deliver
the best responsive and caring service possible, to our citizens and guests. It
may be advisable to add an additional EMS supervisors position to allow supervisors to rotate training, while leaving at least two in service
while spreading the administrative functions out, allowing for adequate
preparation and follow-up in training. Ultimately the implementation of this
plan will require a commitment from the Organization, the Administrative Staff,
the Training Division, EMS Supervisors and the individual providers. Developing
a culture of proficiency, competency and innovation starts at the top.
