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2002 EDUCATION OFFICE PRIORITIES
Clinical Education
New Educational Programs
Recruiting
Retention
Workforce Development
Clinical Education
Existing Radiography Affiliates
International Visiting Fellowships
New Program Development
Advanced Modality Certificate Programs
Workforce Development, Recruiting and Retention
Scholarships
Recruiting and Retention
Continuing Education, Training and Regulatory Compliance
Clinical Education
- Maximize participation in clinical internships
- BHCC Day Program
- MBCC Day Program
- BHCC Evening Program
- Develop new affiliations
- New Hampshire Technical Institute
- Quinnipiac University
- Others
- Improve program quality
- Mentor Program
- Send Clinical Instructors to CI workshops
- Reentry Internships
- Work with clinical leadership and HR to create and market refresher internships for technologists looking to reenter the field
- Advanced Modality Internships
- Negotiate affiliations with existing advanced modality certificate programs
- Work with modality managers to maximize capacity to train interns
- Work with programs to develop new certificate programs in key modalities with clinical component at MGH
- Develop breast imaging options
- IHP Post Baccalaureate Medical Imaging Certificate Program
- Asked to chair planning committee
- Concept proposal approved
- Distance education plus clinical component
- Full program proposal development authorized
- Estimated development timeframe is 12-18 months
- Potential market overseas for education at US standards
- Potential new product line for RCG
- PHS Medical Imaging Scholarships
- Market PHS Medical Imaging Scholarships
- Current interns
- Other students
- Potential students
- Maximize the number of MGH clinical graduates
- Entry level
- Advanced modality
- Improve the quality of MGH clinical graduates
- Develop reentry internships
- Work with clinical leadership and others to develop a strategic marketing plan that differentiates MGH
- Survey existing employees
- Why did they choose MGH?
- Why have they stayed at MGH?
- Career Ladders
- Identify informal career ladders and work with clinical leadership and HR to create formal career ladders
- Professional Development
- Maximize professional development opportunities
- Advanced Modality Certificates
- BS Completion Scholarships
- MM Program
- Transition program to PHS at completion of Pilot
- Continuing Education
- ASRT Institutional Providership
- Centralize CE approval process
- Centralize marketing of CE opportunities
- Work with PHS RT Workforce Development Team to attract people to careers in medical imaging
- Dislocated Workers
- Upward mobility for current employees
- High school students
| OBJECTIVE |
ANALYSIS |
ACTION |
OUTCOME/ CURRENT STATUS |
Clinical Education Initiatives |
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| Mentor Program |
There is a need for higher standards and greater consistency in Medical Radiography education at MGH |
Mentor Program modeled on Radiology Preceptor Program developed |
Mentors identified for each area. Most mentors have completed Radiology Preceptor Program—others need to be scheduled. Mentors have been meeting on at least a monthly basis. Program has received positive feedback from all affiliates. |
| BHCC Evening Program |
BHCC evening program resumed with support from MGH in 2000 |
17 students enrolled in evening program. QME added additional 0.5 FTE clinical instructor to support program |
Five students started evening clinical in Jan 2002; seven students will be in evening clinical beginning in June 2002 |
| BHCC Day Program |
We currently have 5 1st year students and 2 2nd year students from the BHCC day program |
CI’s are providing borderline students necessary re-mediation |
Four 2nd year students will be assigned to MGH from other institutions in January 2003; eight 1st year students will be assigned to MGH in September 2002 |
| MBCC Day Program |
We currently have 5 1st year students from the MBCC day program |
CI’s are providing borderline students necessary re-mediation |
Program has significant leadership and faculty shortages to fill; four 1st year students currently assigned; anticipate four to six incoming students will be assigned to MGH in September 2002. |
| New Hampshire Technical Institute |
NHTI requested affiliation with MGH for clinical education |
Affiliation agreement negotiated |
2nd year students begin assignments at MGH in fall 2002, 1st year students begin assignments at MGH in spring 2003 |
| Northern Essex Community College |
NECC requested affiliation with MGH for optional digital imaging rotations |
Affiliation agreement being negotiated |
3 students begin summer assignments at MGH in June 2002 |
| Quinnipiac University |
NHTI requested affiliation with MGH for summer clinical rotations |
Affiliation agreement negotiated |
3 students begin summer assignments at MGH in June 2002 |
| Hire new clinical instructor |
Replace CI that resigned |
Dawn Hurrie selected |
Start date is May 29, 2002 |
Recruiting & Retention Initiatives |
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| BS Completion Scholarships | Improve retention by supporting advanced educational opportunities | 5 BS completion scholarships awarded for 2000-2001, 4 scholarships awarded for 2001-2002 | 1 2000-2001 scholarship repaid to MGH due to termination of employment; 2 scholarship applications approved and pending; R&R and Scholarship teams recommended broadening program to cover any post entry level education and requested that it be funded for FY 03. |
| Certificate Scholarships |
Increase pool of qualified specialty technologists and improve retention by supporting advanced educational opportunities |
3 MRI certificate scholarships were awarded |
No applications received |
| Medical Imaging Scholarships |
Increase pool of qualified technologists by supporting medical imaging education through the Support Services Diversity Grant |
2 scholarships awarded to MGH employees |
Scholarships rolled into PHS Medical Imaging Scholarship Program |
| Cambridge College MM Program |
Increase pool of qualified management staff and improve retention by supporting advanced educational opportunities |
Program piloted by radiology and now open to all MGH and PHS employees |
First class of 22 students graduates in January 2002. 11 of the 12 radiology employees who were in the pilot group will be completing as part of this group of 22. Third incoming class being recruited for Jan 2002 start. Looking to transfer oversight to PHS. |
| PHS Recruiting & Retention Team |
Work collaboratively to address the ongoing shortage of medical imaging specialists throughout PHS |
Active presence on team. Involved in scholarship development and bringing together medical imaging programs and workforce development programs |
Second round of PHS scholarships in process. Info session for Boston and regional programs and workforce development groups held at MGH. |
| PHS Medical Imaging Scholarships |
Increase pool of qualified technologists by supporting medical imaging education |
PHS has authorized 50 scholarships. Bulk of the money is from a federal grant administered by the Boston Private Industry Council |
26 applications received and approved in first round. Selection of students for second round scheduled for mid-June. |
| IHP Collaboration |
Provide guidance to IHP staff on development of post-baccalaureate radiography certificate program for career changers |
Concept proposal developed and approved by IHP Academic Council |
Consultant hired to prepare program proposal for IHP approval and JRCERT accreditation in Spring 2003. |
Compliance & Training Initiatives |
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| Domestic Violence Awareness |
Insure that radiology meets or exceeds JCAHO standards for domestic violence awareness training |
100 department members trained by EAP. Formal program developed and rolled out to managers. |
Ongoing training will be implemented as part of online training roll-out. |
| International RT Students |
Provide visiting fellowship opportunities to foreign RT students |
4 UK students in last 12 months |
No current requests. |
| RNEO |
Orient new employees to the department |
RNEO has been revised to include Radiology Preceptor Program and Competency Based Training |
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| Online Training |
QME has been asked to develop an online training capability for the department |
Looking for a system that can address everything from required training, CBT and distance education |
Implementation planning ongoing; system to go live by start of FY 03. |
| ASRT Institutional Providership |
Consolidate CE credit approval process with one RCEEM. |
Radiology applied for and received institutional providership status from ASRT |
MGH radiology training programs and inservices now being approved for CE credit using this process. |
- The Department of Radiology has clinical affiliation agreements with Bunker Hill Community College, Massachusetts Bay Community College, Massachusetts College of Pharmacy & Allied Health Sciences, Middlesex Community College, Massasoit Community College, Quinnipiac University, and New Hampshire Technical Institute.
- The Department currently accepts full-time day medical radiography interns from Bunker Hill Community College and Massachusetts Bay Community College. Discussions are underway with Quinnipiac University in Connecticut and New Hampshire Technical Institute to integrate a limited number of their students into clinical rotations at MGH beginning in the summer semester of 2002. The medical radiography interns are given the opportunity to synthesize and put into practice all aspects of radiography learned at their sponsoring institutions. Each intern’s clinical rotations in the Radiology Department are scheduled in accordance with the sponsoring institutions clinical objectives and competency for each semester.
- The Department also provides clinical rotations in the evening for students enrolled in the Bunker Hill Community College part-time Medical Radiography option. Several of the Radiology Department’s support staff are currently enrolled in this option or have completed their studies and are registered licensed technologists.
- Along with the full time clinical rotations the colleges/university often have arranged specialty clinical rotations at in the Department for interns assigned at other affiliating institutions that may not be able to provide the intern with the clinical practica required.
- The Department also provides visiting fellowship opportunities to foreign technologists and medical imaging students.
- The clinical education program for Medical Radiography students at MGH has benefited greatly from the strong support of the department’s senior leadership. Dr. Thrall has always been a strong supporter and this support has translated into concrete support from departmental administration under the leadership of the Administrative Director, Denise Palumbo, RN, MSN and the Senior Manager of Quality Management & Education, Ron Doncaster.
Size and commitment of clinical education staff
- The clinical education staff in MGH Radiology has undergone a number of significant transitions in the last two years. The transitions will primarily be addressed when discussing the challenges we face; however, the net result of these transitions is that we now are authorized to have the equivalent of 2.1 full-time employees working in education. These positions include a full-time education coordinator, a 24 hour/week clinical instructor and a 20 hour/week clinical instructor. This is the largest education staff that the department has had since November of 1997. The 20-hour/week clinical instructor position is currently vacant and we are in the process of filling that position.
- The department’s education staffing plan calls for two half time clinical instructors covering five days and one evening per week. In the summer semester of 2002, this coverage will increase to five days and two evenings per week.
- Our clinical instructor is relatively new to her position and is still learning the intricacies of our affiliates’ programs and policies as well as the political nuances of the relationships between the programs and their clinical affiliates. Despite her limited experience, the education staff is fully committed to insuring that students assigned to MGH for their clinical education receive the best learning experiences that we can provide.
- QME is developing a concrete plan and timeline to insure that our clinical instructors receive the necessary training and continuing education opportunities to further develop their knowledge and skills relevant to educational theory in general as well as the didactic and clinical education process in the radiologic sciences.
MGH Brand
- The MGH brand continues to be a strong asset to our program. There are a number of students that express a strong desire to be assigned to MGH because of the institution’s reputation and the perceived benefit that having MGH on their resume will bring to their career. This is particularly evident in the adult learner population as people prepare for a career change and in the most highly motivated traditional students.
- While the programs that affiliate with us all capitalize on their relationship with MGH in their promotional materials, we have extremely limited ability to capitalize on these students’ desire to be assigned to MGH because of the way in which the programs’ clinical assignment processes are structured.
- The strength of the MGH brand is most visible in the number of international students who have inquired about the possibility of training at MGH or arranging visiting fellowships at MGH.
Mentor Program
- The Mentor Program was created to address the challenges identified in student town meetings and challenges related to clinical staffing levels and patterns. The program is based on the model used in the Radiology Preceptor Program and was implemented in the spring of 2002. This program provides clinical mentors five hours of preceptor training as well as monthly luncheon meetings where they receive additional continuing education as well as an opportunity to discuss common issues they face with the students.
- The clinical education program faces a number of challenges. A number of these challenges have always existed while others are more recent developments. The combined impact of these challenges has had a synergistic effect that has complicated our efforts to address them.
Attrition
- Attrition during the period from 2000 to 2002 has increased significantly. Attrition in medical imaging programs has always been an issue, particularly among students in the first year of the program. Attrition in medical imaging programs is typically due to poor academic performance, medical issues, clinical performance issues, and personal issues.
- The overall attrition rate in our affiliated programs has remained relatively stable; however, due the smaller number of students assigned to MGH compared to other years, we were particularly hard hit in the last year. An analysis of attrition among students assigned to MGH shows that we have lost students for a variety of reasons as described below.
- Academics
Three students assigned to MGH were dropped by their programs due to academic poor academic performance.
- Medical
One student left their program due to medical issues and one other student was granted a medical leave of absence by their program.
- Clinical
Two students petitioned for a change of clinical assignments due to personal issues related to the pace of work at MGH and were reassigned to a community hospital. Two current students have been issued warning letters related to poor attendance.
- Miscellaneous
One student decided that patient care was not what they wanted to do. That student left the program and changed majors.
Student Town Meeting Results
- In the spring of 2001, a meeting of all radiography students in clinical rotations at MGH was held with Ron Doncaster, Senior Manager of QME and Kathy Tabor-McEwan, Senior Operations Manager. Students participating in the Town Meetings identified two primary areas of concern. Those areas are student interaction and communication with clinical mentors, and the students’ desire for additional classes in the clinical setting.
- Acting on the results of the town meetings, a clinical mentor program based on the model used in the Radiology Preceptor Program was developed and implemented. This program provides clinical mentors five hours of preceptor training as well as monthly luncheon meetings where they receive additional continuing education as well as an opportunity to discuss common issues they face with the students.
Education Staff Disconnect
- The structure of the Clinical Instructor schedules in place once the students from the Bunker Hill Community College part-time option began evening clinical in early 2002 left only 1.5 hours of overlap per week for information sharing among the two clinical instructors. Combined with the differing styles and personalities of clinical instructors, this created a situation where it was tempting for students to play one instructor off against the other. It also created a situation where students could claim that they were not clear on line of command. Because the two instructors were essentially job sharing, there were also issues related to the division of labor.
Clinical staffing
- MGH has always relied on clinical staff to provide the bulk of the clinical education and supervision of students in operational areas under the indirect supervision of the education coordinator and clinical instructor(s). The education staff has the responsibility to mentor the students; to teach or arrange for qualified instructors to teach clinical classes; to insure that the students’ clinical experience meets their individual program’s requirements and personal needs; to insure that the students’ performance and experience conforms to the policies and requirements of MGH, the student’s program, and relevant accrediting agencies; to assess both the clinical competency and affective domain attributes of students; and ultimate responsibility for supervision and counseling of students during their clinical rotations at MGH.
- Short staffing and usage patterns for temporary employees have created issues related to availability of qualified staff for both direct and indirect supervision of students in a number of areas. The problem is particularly severe in Ellison 2 and on portables; however, no area of the department is immune. The shortage of staff meeting JRCERT Standards for supervision and evaluation of students limits our ability to assign students to certain clinical areas. The increased workload on clinical staff has reduced the desire and ability of clinical staff to work with students.
- Clinical staff, in general, have limited skills in how to work with students and feel little ownership of the process since they do not receive additional compensation for working with students and it is not part of their annual evaluation.
- The shortage of staff along with high patient volume have led some operations managers, faced with the need to maintain patient throughput, to restrict the number of students that are assigned to their operational area.
- The combined impact of these staffing related issues is a reduction in the number of students that can be assigned to MGH for clinical rotations.
- MGH now negotiates a single contract with each college offering health professions education covering all eligible programs. This change makes it easier for us to reach agreements with colleges offering medical imaging programs at our mutual convenience. The current contract language leaves the decision on when or whether to assign and accept students up to the respective programs and the department.
- The radiography clinical education program faces three primary threats. Two of these threats are internal and one is external.
- The most significant threat to our programs is the shortage of qualified staff and the resulting staffing patterns. This shortage has developed to a point where it has moved beyond merely a threat. As a result this is dealt with in detail as a weakness within our program.
- A related threat is that the critical need for staff can tend to lead to acceptance of lower standards on all levels of the organization in a rush to fill vacant positions with a "warm body". The education staff, clinical mentors and managers are aware of this threat and have taken steps to combat it.
- The final threat is also related to the current employment market; however, it is an external threat that we are unable to directly control. The shortage of radiologic technologists is driving more departments, clinics and imaging centers to seek to enter into affiliation agreements with medical imaging programs and accept students.
- We, in conjunction with other established clinical sites, have been able to use our influence on the advisory boards of our affiliated programs to somewhat limit this threat by insisting that any new clinical affiliates accept students throughout the full course of their education rather than "cherry picking" students close to graduation.
- We are working closely with the Partners HealthCare Radiologic Technologist Workforce Development Team, the Boston Private Industry Council, accredited medical imaging programs, school to work counselors, and career centers throughout eastern Massachusetts to develop and implement a long-term workforce development strategy that will address the needs of the health care community in general, and PHS affiliates in particular.
- There is an ongoing internal review being conducted by the education staff to evaluate the clinical education process at MGH. The goal of this project is to develop and implement programs designed to address deficiencies and improve the overall quality of clinical education in the department. Weekly meetings of education staff have been formalized to insure that all members of the education staff are aware of student progress and any issues related to any student(s). A formalized chain of command has been designed beginning with the mentors in the operational areas and ending with the education coordinator. This chain of command is continually communicated to all mentors, students, clinical coordinators of affiliated programs, and operations managers.
- A new student assignment model that assigns students to a mentor for each rotation rather than to a resource will be piloted this summer with a small group of students in EL2, ED, OR and Portables. It is our belief that this model will help us overcome most of the issues created by the staffing pattern that the department has adopted due to the chronic shortage of technologists.
- The student town meetings continue to be held on an annual basis (or more frequently if the need arises) to evaluate the students perceptions of their clinical experience at MGH.
- Clinical instructors are being encouraged to attend a one-day Clinical Instructors Workshop offered by the Association of Educators in Radiologic Sciences. These workshops are held in conjunction with a number of professional meetings for radiologic technologists.
Mentor Program
- The Mentor Program was created to improve the clinical educational experience of our Medical Imaging students by providing a standard frame of reference and skills set to the technologists that are precepting the students on the floor. The program addresses the challenges related to clinical staffing levels and patterns identified in student town meetings and should further enhance our ability to recruit and retain students.
- The Department of Radiology is formally applying our Mentor Program by preparing qualified technologists to serve as mentors for the Medical Imaging students. The program is based on the model used in the Radiology Preceptor Program and was implemented in the spring of 2002. This program provides clinical mentors five hours of preceptor training. Skills covered in these training sessions include identifying various learning styles, effective communication skills, and how to assess competencies and learning needs of the students.
- The education coordinator and the clinical instructors continually support the mentors through monthly luncheon meetings where they receive additional continuing education as well as an opportunity to discuss common issues the mentor-student relationship and the clinical performance of the students. The Mentors earn Continuing Education Credits for their training.
Clinical Classes
- Radiography students in the department currently attend a minimum of one two-hour class every two weeks (four clinical days). These classes cover the anatomy, positioning and protocols for the range of exams performed in the department. The selection of topics and the timetable of when particular topics are covered is dictated by curriculum of each affiliated program. The need to coordinate classes in the clinical setting with the students' curricula requires separate classes to be held for each program's students.
Existing Radiography Affiliates
Bunker Hill Community College Medical Radiography Program
250 New Rutherford Avenue
Boston, MA 02129-2925
Program Director:
Donna M. Misrati
(617) 228-2197
Clinical Coordinator:
Pat Alexander
(617) 228-2405
Award: Associate of Science
Next Accreditation Review Date: 10/01/07
Massachusetts Bay Community College Radiography Program
50 Oakland Street
Wellesley Hills, MA 02481-5399
Program Director:
Vacant
Length: 21 months
Award: Assoc. of Science
Next Review Date: 02/01/01
New Hampshire Technical Institute Radiography Program
11 Institute Drive
Concord, NH 03301-7412
Program Director:
Kevin P. Barry
(603) 271-7154
Clinical Coordinator:
Sandra Beliveau
(603) 271-7155
Award: Assoc. of Science
Next Review Date: 05/01/05
Quinnipiac University Radiography Program
Mount Carmel Avenue
Hamden, CT 06518-0008
Program Director:
Gerald J. Conlogue
(203) 582-8683
Clinical Coordinator:
William F. Hennessey
(203) 582-5214
Award: Bachelor of Science
Next Review Date: 08/01/01
International Visiting Fellowships
The opportunity to offer informal observational international visiting fellowships for radiographers and radiography students developed as outgrowth of personal consulting relationship between the education coordinator and the International Society of Radiographers and Radiologic Technologists. MGH Radiology has hosted these international visitors on an annual basis between 1997 and 2001.
1997
The education coordinator arranged with the president of the International Society of Radiographers and Radiologic Technologists to visit the Netherlands Cancer Institute in Amsterdam to meet with radiography and radiation therapy educators to evaluate the European clinical education model.
Arranged for 1 senior radiographer from Japan referred by the ISRRT to visit MGH for clinical observation.
1998
MGH Radiology hosted clinical observation and visits to the Bunker Hill Community College, Massachusetts Bay Community College and Northeastern University radiography programs for the directors of 2 of the 3 university based radiography programs in the Netherlands.
MGH Radiology hosted clinical observation and visits to the Bunker Hill Community College, Massachusetts Bay Community College and Northeastern University radiography programs for the clinical instructor from the Technicon Natal radiography program in South Africa.
1999
The education coordinator arranged for with the administration at Bunker Hill Community College for 1 student from the Netherlands to be admitted to BHCC as an exchange student and assigned to MGH for a 1 semester digital imaging and PET clinical rotation.
Summer, 2000
MGH hosted 2 radiography students from the United Kingdom for clinical observation.
Summer 2001
MGH hosted 2 radiography students from the United Kingdom for clinical observation.
Contact: Richard Terrass for further information.
New Program Development
MGH Institute of Health Professions
On December 13, 2001, the education coordinators at Brigham and Women’s Hospital and Massachusetts General Hospital presented a concept proposal to the MGH Institute of Health Professions Academic Council. The proposal calls for the creation of a 15-month post-baccalaureate certificate program that prepares graduates to sit for the national certification examination offered by the American Registry of Radiologic Technologists. Graduates will meet the requirements for Massachusetts state licensure. The Academic Council approved the proposal for further development.
There are no existing post-baccalaureate radiography programs in radiologic technology, though several exist for sonography. Most accredited radiography certificate programs are 24 months in length. There are few exceptions including Johns Hopkins School of Medical Imaging, Naval School of Allied Health Professions, Oakland Community College, Johnston Community College and Los Angeles Community College that range from 12 - 18 months.
Accelerated certificate programs in radiography are feasible, currently do not exist in Massachusetts, and would be particularly attractive to displaced or underemployed workers holding baccalaureate degrees.
Program objectives include:
- Prepare a new cadre of radiographers to meet the current and anticipated demand for highly skilled imaging professionals.
- Pilot/demonstration project of distance-learning paradigms
- Further integration of Partners HealthCare System clinical resources with the IHP
- Ease manpower shortage in radiography with particular emphasis at Partners’ institutions
Richard Terrass 1`was asked to chair the planning committee for the IHP’s proposed program. The committee is charged with developing and shepherding the proposal through the approval process in time to admit students in January of 2004.
Clinical and adjunct staff from MGH and BWH will provide discipline-specific training, with core didactics (e.g., anatomy, physiology, patient assessment) provided by IHP faculty, both on-site and through distance learning. Clinical practica and imaging labs will be distributed amongst participant Partners HealthCare System hospitals.
Advanced Modality Certificate Programs
Existing Advanced Modality Certificate Affiliates
- MGH currently has agreements with Massasoit Community College and the Massachusetts College of Pharmacy and Health Sciences to accept students enrolled in advanced modality certificate programs (e.g. CT & MRI) for clinical training. These programs typically assign one or two students to each clinical setting. In general, students are placed for clinical training with their employer if they offer that modality.
- All placements at MGH for students in advanced modality certificate programs are directly negotiated between the program and the operations manager for the modality involved. The role of the education office staff in these cases is limited to working with the MGH contracts staff to insure that valid agreements are in place. The staff is also available to the program and/or the operations manager by request for any assistance that may be required.
New Advanced Modality Certificate Opportunities
- Quality Management and Education is currently working with the operations manager of Breast Imaging to develop a MGH Breast Imaging Certificate Program. These discussions are still in a preliminary stage; however, there is strong interest within Breast Imaging to move forward on this program.
- MGH Radiology has adopted a Workforce Development, Recruiting & Retention strategy with two tracks: Attracting the technologists of today and tomorrow, and sustaining talent through career development. Quality Management and Education has been an active participant on the department's recruiting and retention team and all of the department's educational programs and projects are designed to support these efforts.
- MGH Radiology is recognized both locally and nationally as a leader in developing and implementing creative educational programs to support current and future employees throughout the course of their careers. We are further known for championing the use of these programs to address the department's recruiting, retention and business goals. These efforts have been highlighted in a practice management article for AuntMinnie.com which was later picked up by the ASRT Scanner where it was distributed to the approximately 90,000 members of the American Society of Radiologic Technologists.
- MGH Radiology has used a combination of Medical Imaging Scholarships and Baccalaureate Completion Scholarships as part of an overall strategy to recruit and retain qualified staff. These scholarships were supported with an initial grant of $25,000 from the Radiology Associates with a commitment from the department and hospital to match the contribution if necessary from the Chelsea Gainsharing fund. These scholarships have been structured as loan forgiveness programs.
Medical Imaging Scholarships
- The MGH Radiology Medical Imaging Scholarship which was offered for the past few years as part of the Support Services Diversity Grant Program has been integrated into the new Partners HealthCare Medical Imaging Scholarship Program. Summary data for the time the scholarship was offered by the department is included below. Information on current scholarships is included in the section on Partners HealthCare System scholarships.
Advanced Modality Certificate Scholarships
- Scholarships were offered to technologists enrolled in advanced modality certificate programs during FY 01 and FY 02. There has been little interest in this program following the initial group. This appears to be due to the fact that MGH tuition reimbursement guidelines have changed to cover these programs.
Baccalaureate Completion Scholarships
- The MGH Baccalaureate Completion Scholarship Program has been open to any radiology employee participating in any accredited Bachelor Degree Program since FY 01. This scholarship is a loan forgiveness program. Each scholarship recipient is awarded up to $2,500 per year.
- The scholarship team met in April of 2002 to prepare its recommendations. It was the unanimous opinion of the team that there is a continued need for this program to support the department’s recruiting, retention and professional development efforts.
PHS Medical Imaging Scholarships
- MGH Radiology participates in the Partners HealthCare System Medical Imaging Scholarship program which provides funding for students enrolled in accredited medical imaging programs. These scholarships are available for entry-level medical imaging education and advanced modality certifications.
- The program provides scholarship funding for up to 50 Partners HealthCare System employees, dislocated workers and other qualified candidates this year. The first 22 scholarships under this program were awarded in March, 2002 in a ceremony with the Mayor Mennino at Brigham and Women’s Hospital.
- In exchange for the scholarships, recipients agree to work as a radiologic technologist at one of the Partners HealthCare System affiliates for one year for each year of scholarship funds accepted. Scholarship recipients may accept employment at any Partners HealthCare System affiliate to meet this obligation. Scholarship recipients who were grandfathered in from the MGH Radiology Medical Imaging Scholarship Program or the BWH Radiology Scholarship Program remain committed to MGH or to BWH on a year for year basis for any years that they received funding from those institutions.
- For those interested in medical imaging as a career but who are not currently enrolled in school, we are developing a comprehensive program to support potential students in evaluating and pursuing this career option. The program offers a free skill and academic assessment; opportunities to shadow and be mentored by technologists; meetings with radiology training program staff to assist in preparing for and applying to school; academic skill support and tutoring to strengthen qualifications; work release time for training and internships and work experience in radiology while they prepare. Assessment and support program participation are confidential and provide the individual with knowledge concerning the program requirements as well as their own readiness to pursue this line of study.
- The PHS Medical Imaging Technology Scholarships are part of a comprehensive effort to fill the growing need for radiologic technologists throughout the Partners network. It is led by Partners Departments of Radiology, Human Resources, and Community Benefit Programs working in collaboration with the Boston Private Industry Council.
- Twenty-four entry level scholarships have been awarded to date. More than one hundred Partners HealthCare System affiliate employees or current students have inquired about applying for the remaining scholarships.
MGH/Cambridge College HealthCare Management Program
- The MGH/Cambridge College HealthCare Management program was jointly developed by a team made up of operations managers, educators and administrative leadership from MGH Radiology working with a team from Cambridge College. The impetus for this program grew out of a understanding that role of operations managers has increasingly shifted from front line supervision to more complex responsibilities such as financial analysis, budgeting, operational analysis and strategic planning. The project team determined that a fully accredited "fast track" Master’s level program which leverages an operations manager’s professional experience offers the best alternative for providing specialized management education.
- The primary goal of this program is to provide a mechanism that supports current operations managers and other Partners HealthCare System managers who wish to pursue a graduate degree in healthcare management. This program allows managers to acquire skills that enable them to be more effective managers while preparing them for professional advancement. This program values employees’ prior life and work experience by putting in place a validated mechanism for documenting and granting credit for prior college-level learning which has taken place outside a traditional college setting.
- The pilot group of 22 students completed the program requirements for their Masters Degree in January 2002. Eleven of the original 12 students that enrolled in the program successfully completed the program.
- This is a growing program with approximately 50 students enrolled from a variety of departments at a number of PHS affiliates. Classes are offered on-site at MGH and have been offered on-site at Brigham and Women’s Hospital when there were enough students there to fill a class section. There are ongoing discussions between representatives of the college and other PHS affiliates to offer the program on-site at additional affiliates.
- The table below provides additional background on the current students enrolled in the program.
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Background Information on students enrolled in the MGH/Cambridge College Healthcare Management Program |
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| Current Students enrolled: | |
| Approximately 50 | |
Number of graduates in 2002: |
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| 22 | |
Current Employers: |
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| Massachusetts General Hospital MGH Chelsea Healthcare Center Brigham and Women's Hospital Newton-Wellesley Hospital Partners Health Care Massachusetts Eye and Ear Infirmary Boston Eye Surgery and Laser Center Be Well Body Scans |
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Department: |
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| Case Management Division of Laboratory Medicine Environmental Services Hematology Clinical Laboratory Information Technology Services Laboratory Services Non-invasive Vascular Laboratory Nursing Nursing International Office Office of the General Counsel Operating Room/Central Supply Service Pathology/Laboratory Medicine Pediatric Surgery Pulmonary Clinics Quality and Safety Evaluation Management Radiology Radiology (General Electric Medical Contracts) Treadwell Library |
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Positions: |
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| Administrative Assistant Administrative Director Ambulatory Practice Manager Applications Analyst Area Manager Assistant Administrator Case Manager Chief Technologist Clinical Supervisor Director International Office Director Quality and Safety Fellow Imaging Analysis Specialist Inventory Controller Lab supervisor Manager Radiology Image Services Nurse Nurse Manager Office Manager Operations Manager Primary Care Territory Manager Senior Vascular Stenographer Supervisor |
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- The education team is heavily involved helping develop MGH Radiology’s Recruiting and Retention Strategy. We work with the clinical leadership team to assess needs and to implement tactical programs to address immediate and long-term needs. Working with operations managers we have visited every medical imaging program in New England on an annual basis and sponsored departmental visits for a number of these programs. We have also worked to facilitate job shadows and open houses.
- We are also working with Partners Radiology to support the PHS workforce development efforts. We are heavily involved in scholarship marketing and have hosted both a Boston area medical imaging workforce development open house and a regional workforce development open house.
Continuing Education, Training and Regulatory Compliance
Regulatory Compliance and Inservice Training
- The education staff in QME is responsible for providing and documenting regulatory compliance related inservice training. Much of the required training is offered internally within the department. Other parts of the training may be completed outside the department but still need to be documented in the employees’ records. To work effectively, this requires a three-part approach that addresses training content, learning management, and documentation. We have identified numerous failure points in our current system in all three of these areas. QME was charged with developing a comprehensive solution to address these issues.
Radiology New Employee Orientation
- Radiology New Employee Orientation (RNEO) is conduced periodically based on the number of new employees coming into the department. RNEO is part of a three-stage orientation process for all new employees in the department. The orientation process consists of MGH Orientation, RNEO, and the area orientation with competency-based training (CBT).
- The general department orientation covers the department’s mission, vision, and values; customer service expectations; strategic and operational goals. The training content has been revised to include a basic orientation to PACS and CBT. RNEO also provides each new employee the opportunity to meet with the administrative and physician leadership of the department.
Required Training
- The department’s fire safety, electrical safety and infection control training is currently conducted by having employees view videotapes on an annual basis. The videotapes we use are not specific to MGH and much of the material is outdated. The cost of acquiring multiple copies of updated videos limits the frequency with which we have updated our content. This methodology also does not provide a means of assessing whether the employee has learned the material.
- Confidentiality training is now documented through employee signature on the MGH confidentiality policy as part of the employees’ annual review.
- Basic Life Support training for Radiology employees used to be conducted almost exclusively by departmental CPR trainers. Most of these trainers are no longer with the department and it appears likely that most Radiology employees will need to participate in hospital sponsored training. The Office of Clinical and Professional Development has started charging for non-nursing employees participating in BLS $40 for certification and $20 for re-certification. Since radiology’s BLS instructors are required to participate in 2 MGH training sessions in addition to the radiology sessions they run, and since radiology’s sessions are open to any MGH employee at no cost it is unreasonable to charge radiology employees participating in BLS training. The administrative director is working with the Office of Clinical and Professional Development to resolve this issue.
- The department implemented Domestic violence awareness training during 2000. In the initial phase, 130 employees attended inservices conducted by the Employee Assistance Program and HAVEN at MGH. An ongoing departmental Domestic Violence Awareness Program plan developed in cooperation with the EAP and HAVEN and during 2001 and was presented to the administrative director and the operations managers.
Employee Database
- The education coordinator administers the department’s employee database. The responsibility for data entry and insuring that data is up to date rests with the operations managers. The existing database has numerous limitations. It is not user friendly, nor is it easily expandable. Errors in data entry by managers can and have resulted in data corruption. The goal is to merge any of these functions not included in I-Bridge into our online training solution.
Online Training
- The Massachusetts General Hospital Department of Radiology solicited proposals for Internet-based asynchronous delivery of regulatory and safety related training for approximately 500 employees. The audience for this training includes both patient care providers and support staff. The training content will be used to provide awareness training for the general workforce, provide orientation training for new employees, and to provide refresher training for experienced employees.
- The training content offered to MGH Radiology is required to focus on healthcare professionals and include, at a minimum, the following categories:
- Fire Safety
- Electrical Safety
- Infection Control (including Standard Precautions & Transmission Based Protocols, Bloodborne Pathogens, TB Awareness)
- Preference was given to solutions that allow individual training modules to be customized to meet the needs of specific workgroups and operational areas within the department and which allow content to be updated as needed. Content must be able to be distributed from one of the department's servers over the hospital's WAN or distributed to authorized users from a vendor's server as long as the proposed solution allows an administrator designated by the department to maintain control of adding or deleting users and running administrative and compliance reports.
- All proposals were also required to include a mechanism for pre and post testing as well as documentation and tracking of both individual and aggregate results. This includes providing operations managers and senior leadership with the ability to add or delete authorized users, define workgroups with associated training requirements, and generate both standard and customized administrative reports.
- Following receipt and evaluation of proposals, the E-Presentations Pro package was chosen with full implementation set for the beginning of FY 03. This solution will allow us to upload and track our own training content in addition to standardized JCAHO compliance training for a cost of $0.60 per employee/month. In addition to JCAHO compliance modules, E-Presentations is currently developing HIPPA compliance modules. Implementation of this system will eliminate the need to maintain the departmental training database.
E-Presentations Pro JCAHO Compliance Modules
1. Advanced Directives
2. Age Appropriate Care
3. Bloodborne Pathogens
4. Body Mechanics
5. Electrical Safety
6. Disaster Preparedness
7. Fire Safety
8. Handling Hazardous Materials
9. Hazard Communications
10. Incident Reporting
11. Infection Control
12. Latex Allergy
13. Life Safety
14. Medical Equipment Management
15. Pain Management
16. Patient and Family Education
17. Patient Confidentiality
18. Patient Hazards Prevention
19. Restraints
20. Security
21. Sentinel Event
22. Signs of Abuse
23. Tuberculosis
24. Utilities Management
25. Workplace Violence
Continuing Education
- A variety of continuing education opportunities are available in-house for all Radiology employees. The Department has entered into a number of partnerships with professional organizations, as well as with vendors, to supplement departmental inservices to insure that all employees have the opportunity to meet their continuing education requirements.
- MGH Radiology applied to the American Society of Radiologic Technologists and is approved as an institutional provider of accredited continuing education for radiologic technologists. This status allows the department to submit unlimited number of activities for MGH employees to ASRT for credit approval for an annual flat fee. This Also covers approvals for technologists in other departments at MGH including Radiation Oncology and the Cardiac Catheterization Laboratory.
- We are also using the ASRT approval mechanism for appropriate RCG Programs such as the PACS Administrator School as well as for CME conferences organized through Radiology IS.
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