HOSPITAL TRAINING PLAN
EMPower Training Plan Implementation Checklist
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1. Convene your EMPower Training project team. We suggest that you include one or more front line
staff members from the maternity and postpartum units, nurse manager, nursing director, member of
hospital leadership, lactation specialist, staff educator, QI/Safety department representation and a
family/patient representative.
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2. Complete the EMPower Training project charter. A project charter is a systematic, structured way to
organize your training plan and implementation. It includes the project focus, goal, timeline, scope,
and team members. On page 2, you will find a charter template that you can customize (see green font
for directions on the customizable sections, also noted with an asterisk *). Be sure to fill in the
following information:
a. Project Approach. Typical approaches involve hands on skills fairs, simulations labs, and bedside
check observation.
b. Scope. This section describes activities that are considered in or out of scope for your training
plan. You may add to the list started here to ensure that everyone on your team remains focused
on the in-scope tasks.
c. Team Members. Consider which individuals will be key to implementing your training plan.
d. Stakeholders. Consider which individuals and organizations may be impacted by your training
plan, in addition to those on your multidisciplinary team.
e. Communication Plan. Consider how information about your training plan can be spread most
effectively through your facility.
f. Sustainability Plan. Think about how you plan to continue training beyond your initial training
plan.
g. Training Timeline. Be sure to complete a training timeline – and update it as needed – to ensure
that you remain on track to achieve your training goal.
3. Share your Hospital Training Plan with your project team and senior leadership.
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4. Begin training implementation and track staff training. Use the EMPower Training resources, including
the Training of Trainers manual and staff training tracker.
5. Review this Hospital Training Plan regularly with your team and coaches and make additions and
updates as needed. This is intended to be a living document to organize and guide the work of your
team over time.
EMPower Training Plan Charter
AIM STATEMENT
By [insert date], our hospital will improve the capacity of hospital staff to implement evidence-based
maternity care practices supportive of optimal infant nutrition.
Our specific goal is to have [insert percentage]% of maternity care staff complete the EMPower Training
hands-on competency training by this date.
DELIVERABLES
Project deliverables include
• A facility-specific hospital training plan (completion of this document)
• Completed staff training tracker
APPROACH
*Think about your approach to training your staff. Which method will you use, based on the options you
know or learned through the EMPower Training modules? How will you roll out the training? Use the
accompanying customizable timeline at the end of this charter to help you develop a plan.
Selected Training Method:
☐ Hands-On Skills Fairs
☐ Simulation Labs
☐ Alternative/Other (Please specify)
Plan to Track Training: Track using your own system or use the EMPower Training Staff Training Tracker
(separate Excel file). Note here who will be responsible for tracking and any details on how you plan to get the
required information and frequency at which it will be updated.
Other Notes / Considerations: Fill in any additional comments about your approach here:
SCOPE
*Note here any additional in- or out-of-scope considerations that are specific to your hospital.
In Scope
Out of Scope
• Hospital structure and policies to support
breastfeeding training
• Process for staff training and education re:
breastfeeding support
• Hospital policies and structures unrelated
to labor and delivery/breastfeeding
• Achieving Baby Friendly Designation
TEAM MEMBERS
*Identify your project team members here. We make suggestions in gray for who may be a good fit for the
role. See Appendix A for descriptions of the responsibilities for each role and modify according to your
hospital’s needs. You may document updates to this section if team members change during the project.
Project Sponsor: Hospital CEO
Project Leader / Training Team Lead: Director of Maternal-Child Health
Trainer(s): Lactation Consultant, Nurse Clinicians, Department of Professional Development and Nursing
Education, Staff Educators, Nurse Managers
Training Tracker / Data Collector: CNS, Lactation Consultant, Nurse Managers
Education Event Coordinator: Nurse Clinicians, Department of Professional Development and Nursing
Education (Director, Educators, CNS staff)
Patient or community champion(s): ): Mother who recently delivered at hospital
STAKEHOLDERS
*Consider who has a stake in the success of this project. We’ve started a list for you here that you can edit as
needed. Once you’ve identified stakeholders, make sure your communication plan includes them so that you
are keeping them in the loop on your training progress.
1. Hospital CEO
2. Hospital COO
3. Hospital CNO
4. Physicians (Obstetrics, Family Medicine, Anesthesia)
5. Pregnant women, new mothers, other family members
6. Nurses (Maternal-Child)
7. Lactation Consultant
8. WIC
9. OB Clinic Staff
COMMUNICATION
PLAN
*Consider how information about your training plan can be spread most effectively through your facility.
Typical methods of communication include email, daily huddles, periodic staff meetings, posted flyers, and
new staff orientation. Fill in the table below to help you stay on track with communicating to your key
audiences – both internal and external.
Audience
(Person / Group)
Information to
be Shared
Frequency
Who will
Communicate
Notes
1.Hospital
CEO/COO/CNO/
Board of
Directors
Nursing leader-
ship
2.
Policy/Practice
Committee
3.Mother/
Physicians
(Obstetricians,
Family
Medicine,
Anesthesiologist
s)/Clinical Staff
Program info,
training plan,
expected
outcomes,
impact of
patient safety
and satisfaction
Teaching plan
and outcomes
expected
Policies required
Practice changes
required
survey to
discussion what
breast feeding
info is
understood and
what myths or
bias exist;
Provide written
information on
Empower
purpose (info
provided at
conference);
Discuss Teaching
plan;
Upon
initiation of
plan and then
every 6
months
During
planning
And prn
Prior to Plan,
Initiation of
plan, monthly
Survey
before
implementati
on, upon
completion
and 6 months
and 12
months after
roll out
Director of
Maternal-Child
Health
CNS
Lactation
Consultant
Lactation
Consultant
Nurse Clinician
Nurse Educator
Director of
maternal-Child
Health
4. Internal WIC
resources
Education on the
EMPower
initiative/purpos
e and
implementation
plan.
Discuss WIC
inpatient
requirement
changes
Initially after
plan finalized
After
education
complete and
upon
implementati
on of
changes
Lactation
Consultant
Director of
Maternal-Child
Health
SUSTAINABILITY
PLAN
*Consider how you will maintain staff training knowledge over time, including retraining existing staff and
training new staff. We have started a list of potential steps to promote sustainability. Please edit and add
additional steps as needed.
Consideration
Sustainability Plan
1. Plan for providing
regular updates to
hospital leadership to
maintain support:
Quarterly Updates at Hospital based Board Meeting where all stakeholders are
present
2. Plan for making training
efforts visible within
hospital:
Brief description of Empower training, purpose, and goals to be listed on
Hospital intranet under Nursing Education. To be mentioned in nursing
newsletter quarterly
3. Plan for ensuring
training of all new
maternity care staff:
Each new staff to complete unit competency training within 6 months from
date of hire. Training to be included with orientation plan, beginning with
L earning Management System (LMS) module didactics and preceptor
modeling.
4. Plan for and timing of
refresher training of
existing staff:
Annual mandatory Didactic training on (LMS) and in-person competencies
5. Plan for ensuring
availability of maternity
care staff time for
training:
Managerial oversight of staff schedule and maintaining an annual training
schedule to appropriately time the required training for the initiative
6. Plan for ensuring
availability of funding
for maternity care staff
training:
Quarterly presentation to Board of Directors and key stakeholders justifying
the need for sustainment of the initiative.
7. Plan for linking
maternity care training
to hospital QI
infrastructure and
efforts:
Make part of Nursing dashboard for breastfeeding rates at the unit level and
discussed monthly at OB QI with a roll-up to the nursing organizational
dashboard for quality discussed quarterly.
8. Plan for hospital policy
needed to support
ongoing staff training:
Place precise language, applicable to maternal-child health staff for
requirement and levels of training required.
EMPower Training 2018-2019 Timeline
*Please modify and customize this timeline as you see fit to suit your hospital’s training plan.
Task
Jun
2018
Jul
2018
Aug
2018
Sep
2018
Oct 2018
Nov
2018
Dec
2018
Jan 2019
Feb 2019
Mar 2019
Apr 2019
May 2019
Jun 2019
Jul 2019
Aug
2019
Attend
Welcome
Webinar
Core
Competency
1:
Introduce
one (1)Core
competency
over a 6
week
period
Core
Competency
2
Core
Competency 3
Core
Competency
4
Complete
Breastfeeding
& QI Capacity
Assessment
X
Complete
Staff List
X
Attend ToT
Meeting
X
Fill out
Hospital
Training Plan
and Submit to
Coach Dyad
Due
Sep
21st
Schedule
Individual Call
with Coach
Dyad (to be
held prior to
Nov 15th)
X
Train the
trainers
X
X
Implement
Training Plan
X
Update
Senior
Leadership at
Hospital
X
X
X
X
Staff Training
Measurement
Pre-
survey
X
X
X
X
Attend
EMPower
Training
Cohort Call
(exact dates
TBD)
X
X
X
EMPower Training 2019-2020 Timeline
Task
Sep 2019
Oct 2019
Nov 2019
Dec 2019
Jan 2020
Feb 2020
Mar 2020
Apr 2020
May 2020
Jun 2020
Jul 2020
Aug 2020
Obtain Supplies needed
X
Identify training location
Put together supplies,
schedule , flyers and all
learning material for core
Competency 1 and 2
X
X
Submit Ceu application for 1;
Finalize trainer schedule
X
Set up LMS class registration
Complete/begin LMS
training for core 1 and 2
X
Training Begins
X
Begin collecting and input of
completed education in
staff training tracker (Excel
file)
X
Put together supplies,
schedule, flyers and all
learning material for core
Competency 3 and 4
X
Complete/ begin LMS
training for core 3 and 4
X
Training ends
X
X
Appendix A: Team Member Roles and Responsibilities
Your team should review these roles and responsibilities and make edits where appropriate. For instance, you may
decide to have the training team lead track completion of the overall training plan rather than a data collector. If that
is the case, you can move that responsibility accordingly.
• Project sponsor:
o Provide funding and high-level support
o Assist with communication and implementation of new policies to support initiative
• Project Leader/Training Team Lead:
o Overall facilitation of training plan implementation
o Development of training team
o Assign roles/ responsibilities
o Communicate expectations and coordination of overall efforts
o Hold team members accountable
o Point of contact for EMPower Training Coaches
o Communicate training plans to team members and senior leadership
• Trainer(s):
o Develop and facilitate training sessions
o Teach and mentor maternity care staff in skills outlined in training plan
o Validate competency of knowledge and skills
• Training Tracker/ Data Collector:
o Track completion of overall training plan
o Track competency validation of each maternity care staff member
o Organize training attendance and documentation of completion
o Utilize EMPower Training Tracking materials
o Report Training completion to EMPower Training Coaches
• Education event coordinator(s):
o Coordination of training events (i.e. Skills labs/ fairs, simulation labs, workshops, etc)
o Collaborates with Master Trainers/ Team for training plan development
o Tasks related to event planning: Reserve training space, print training materials,
advertise/ communicate training events details to staff (flyers, emails, etc), compile
needed training supplies (baby dolls, breast models, etc)
o Put a “creative touch” into planned training events….makes training “fun”
• Patient or community champion(s):
o Provide input to ensure that training results in patient and family-centered care
o Assist with ensuring training appropriateness and availability for all populations
Proposed training schedule: First session to Begin January 7, 2019. New session begins every 6 weeks. Each session to run for 8
weeks. Final session ends June 15, 2019. Numbers 1-4 indicate session (there are 4 sessions (Core competencies). S= sessions starts.
E= Session ends:
2B
4B
1E
2E
3E
4E
Tentative Schedule of classes
(4 days a week with 4 sessions each = 16 sessions per week x 8 weeks =128 sessions per competency with 2 nurses per
session = 256 nurses trained)
Each trainer takes 0.5 to 1 day each week (TBD) for 6 months
Use LMS to register 2 participants per schedule
Schedule to accommodate all 3 shifts.
Mondays:
7:30 am-9:00am
9am-10:30am
10:30am-12:00pm
1:30-3:00pm
Tuesdays:
11:00am-12:30pm
12:30pm2:00pm
2:00pm-3:30pm
5:00pm-6:30pm
Wednesdays:
7:30 am-9:00am
9am-10:30am
10:30am-12:00pm
1:30-3:00pm
Thursdays:
11:00am-12:30pm
12:30pm2:00pm
2:00pm-3:30pm
5:00pm-6:30pm