A competency is a tool to validate the knowledge and skills necessary to perform job functions determined by regulatory requirements, job duties, and performance data. Competencies are required by many of our regulatory bodies, and LGH has adopted a system-wide schedule for completing competencies:
• April, 2010 Competency development classes offered through IPD
• June, 2010 Deadline for identifying and developing competencies
June, 2010 Validator classes offered through IPD
• July, 2010 System-wide competency rollout
• April 1, 2011 FY11 competency completion date
Click below for resources on the competency development process and validator roles:
Frequently Asked Questions
1. Who will help me develop my competencies?
Although each department is responsible for developing their own competencies, a representative from IPD has been assigned to assist you with the process in a consulting/advising capacity. Click here for list of departments and their associated IPD representative:
2. Will the IPD Staff Educators be responsible for ensuring that we have identified all the mandatory comps our staff will need?
Typically the managers are informed of mandatory competencies before the educators. IPD Staff Educators will assist with the competency process this year as consultants and advisors.
3. Will the IPD Staff Educators approve our competencies as being adequate?
Neither HR nor the educators will be ‘approving’ your competencies. Final approval of competencies should be done by the manager, as they are subject matter experts for their area. The IPD Staff Educators will, however, offer their insight and suggestions in their role as consultants and advisors.
4. When we have finished identifying and developing our unit-specific competencies, where do we send them?
This is still being determined. For now, your goal is to ensure that you have your competencies identified along with the domain, rationale and method. You will be notified of where to send them at a later date.
5. How will we know what house-wide competencies to include? Who will inform us of the house-wide competencies that we’ll need to do?
For now, focus on developing your unit-specific competencies. As in the past, house-wide competencies will come from a variety of sources (depending on the competency). Because house-wide competencies come from a variety of sources and are often driven by house-wide goals, initiatives or in response to external regulatory agencies, it is not possible to predict or know what these competencies will be or when they will be released.
6. What if our validator isn’t the best subject matter expert for every competency?
It’s okay to have multiple validators for your unit based on need.
7. Do the validators need to be validated?
Yes, annually.
8. Why do we do competency assessments?
To evaluate individual’s performance, meet standards set forth by regulatory agencies and address problematic issues within an organization. Competencies reflect the skills and abilities needed to perform a job.
9. What are the legal ramifications of signing someone off as competent?
When you are observing and signing someone off you are indicating that on a particular day (the date you are testing) specific information was reviewed or a particular skill was demonstrated at the identified, expected level.
10. What if they want to be observed on the unit?
Great, that’s the best way to observe competency.
Before entering the patient’s room, have the staff member review the process with you. Be present in the room to observe the skill. Unless a potential negative effect may occur to the patient, allow the staff member to perform tasks independently then discuss performance in a private area away from the patient.
11. What if they do not perform at expected level?
Have staff member initial bottom of evaluation page stating they did not achieve competency and will need to be re-evaluated by April 1st. Notify Staff Educator for that unit. Provide positive feedback as applicable and discuss areas that need improvement. Have them review the protocol and procedure. Do not re-test on the same day. Remember we are responsible to perform at an expected level. If that level is not met the staff member deserves more education about the task or process to ensure competency the next time.
12. What if TJC asks how I know if a staff member is competent?
You answer that they have completed the tasks appropriately according to our expected behavior checklist and followed the protocol and procedure for their assigned unit.
13. Must I complete a behavior checklist for each staff member?
No, you do not. You are required to ensure that the staff member you are observing has complied with each behavior identified on the check list. You can then sign them off on the competency face sheet. If some-one is unable to accurately identify or perform all behaviors then complete the checklist noting areas unmet.
14. Confidentiality
Reminder to keep all competency testing information confidential.
If you have additional questions regarding the competency development process, please contact Kurt Doan, Director of Clinical and Continuing Education, at
kbdoan@lancastergeneralcollege.edu.