As the year draws to a close, sterile processing (SP) educators and leaders should aim to complete competency assessments, close out calendar audits, address staffing gaps, and manage employee burnout.
Completing annual competencies allows departments to plan and budget for new employees, processes, and equipment for the upcoming year. Further, it allows for assessing employee knowledge and addressing any gaps that may exist. Annual competencies also help ensure technicians’ skills stay current, while providing a safety net during staff shortages that can occur during the holiday season. Assessing competencies provides metrics that allows educators to know who they can utilize as mentors or preceptors to prepare for anticipated staff shortages. SP leaders and educators must assess the work that needs to be done and the volume of that work and implement strategies for this potentially taxing time.
If the operating room (OR) is not experiencing staffing shortages, for example, consider assigning surgical technologists to assemble trays. Although they will need to be trained on the automated system and preparation and packaging assembly, the training should go smoothly if surgical technologists are familiar with the instruments in use. If it is in the budget, SP leaders should consider offering overtime to technicians but setting a cap on available overtime to prevent excessive hours that can contribute to burnout and diminished quality. Also, they may wish to consider bringing in travelers to help cover breaks and lunch hours during peak times. Instead of working a typical day or evening shift, consider assigning temporary employees off-shift hours, such as 11 a.m. to 7:30 p.m.
It is prudent for the SP leader or educator to conduct a year-end readiness check to address gaps and determine the emphasis of internal audits. It can be helpful to create a year-end calendar that maps out who is responsible for certain tasks and deadlines. Ideally, audits should be automated for ease of accessibility, but if that is not possible, ensure the audits are streamlined and available, especially to those needing to know the results.
A culture of support
To further address and mitigate employee stress, which can be compounded during the holidays, educators and leaders should ensure employees can safely communicate their needs. Employees need to be heard, and their feelings matter. It is crucial to normalize complicated feelings and practice listening without judgment.
Before the end of the year, schedule inservices on employee burnout, work-life balance and other topics that teach and empower staff to make appropriate trade-offs under pressure. If the facility has an Employee Assistance Program (EAP) or provides mental health support, those details should be shared with employees as well. Leaders should know how to recognize employee burnout and aim to spend more time in the department to lend support, listen to, address concerns, and help during high-volume shifts.
Now is also the perfect time to review completed tasks to ensure that the SP team has practiced quality and safety throughout the year (or reveal opportunities for improvement). And do not forget to celebrate progress and notable accomplishments.
As we look forward to a fresh start in the new year, SP leaders must ensure their teams have the support, tools and resources needed to succeed in their vital roles. Doing so will help ensure that all SP professionals remain committed to maintaining service quality and keeping their teammates and patients safe.
About the Author
Debra Sams
Debra Sams, BA, AST, CRCST, is the Sterile Processing educator at Cedars-Sinai Medical Center in Los Angeles. She has served as an HSPA columnist since 2023.