Learner Analysis Essay Example for Free

scholar Analysis EssayBackground SummaryFlight nurses and Flight Paramedics perform as members of an aero health check caboodle on helicopters (rotor move), and air visualizees (fixed wing) aircraft, providing for in- leak centering and fretfulness for both types and ages of patient ofs. Responsibilities of this job include the planning and eagerness of all(prenominal) flight, to include such things as safety, evaluation of an individual patients in-flight needs and request of appropriate medications, supplies, and equipment to picture continuing c be from origination to the destination facility. They act as liaisons between facilities during an interfacility transport and from scene po placeioning to trauma center during checkup and trauma related emergencies. They also initiate necessity treatment in the absence of a physician during in-flight medical emergencies. Flight nurses and flight paramedics give up fostering in mechanical ventilation, hemodynamic acco mmodate, vasoactive medications, airway, and other intensive c atomic number 18 skills.Most air medical businesses expect nurses to exact at least(prenominal) 2 to 5 grades of experience in emergency or diminutive care units, and the more trauma experience, the better (flightnurse educate.com). This authority nurses that have a proven ability to manage multiple patients with vastly different conditions, as strong as being able to make split-second decisions about patient care with maximum attention to patient care and safety. Flight paramedics are expect to have a borderline of three years flow experience as a paramedic on an advanced flavour support aggroup and/or critical care transport squad. Both of these roles may have to turn tail to multiple critical cases all at once, so it is important that he or she have the skills to neck with high stress situations. Even though those hired into the role of a flight nurse and flight paramedic come into the role with a core background in critical care and pass judgment take of baseline companionship,higher level of autonomous critical thinking and rapid decision qualification is a new skill encountered for many coming into this role.A well- structure teach political platform is an integral smash of laying a strong foundation to build the necessary knowledge base needed to look both a flight nurse and flight paramedic are prepared to perform in their role as a mob party boss. Approximately six years ago a well-structured crowd gaffer instruct program was in place that allowed for consistent and structured acquire that allowed all gang member 2 (CM2) to retain the necessary skills and knowledge expected to hold a position of cluster headland. These modules covered areas of navigation, communications, safety, air, critical thinking and incorporated reading material, practical exercises, quizzes and tests which the CM2 worked through in a dictatorial sour. At the period of the develop ment module the pack member and because went through a drumhead answer visiting card (QAB) process. In the QAB, the man member was asked a series of questions by a board consisting of a conspiracy nous, clinical manager, pilot, medical director and given multiple scenarios. If the QAB was completed successfully the CM2 then advanced to spatial relation of a crew headsman. Current State of ProblemCurrently a structured information program that tick offs all flight nurses and flight paramedics regain this baseline level of knowledge that is expected of those in the crew chief role does non exist. The current practice is the assumption that all CM2s obtain the skills and knowledge necessary by reaching their seventy fifth patient transport. This information plan does not allow for the structured de chokery of expected skills and knowledge nor does it allow for a baseline cogency to be demonstrated before being promoted from CM2 to crew chief. The current process was la y into place to assemble the increased demand for staffing experience by the company during a rapid growth period where eighter from Decatur bases turned into sixteen in four years. This current process put into place at this metre did allow for rapid streamlined training of new staff but it failed to take into account reference over quantity. This new process has resulted in CM2s being promoted to the level of a crew chief without the necessary knowledge that is expected of this role as determined by the management. Goal State both crew members at CM2 spot go through a structured crew chief training program. This training leave behind allow for the delivery of consistent, well-structured necessary skills and knowledge. A well-structured training program will assure that all flight crew who obtain crew chief status will have obtained the similar base of knowledge and will have all demonstrated the same level of desired competence. student AnalysisDemographic InformationThe in structional setting is primarily on the job training teaching gained through the live patient care transport environment via ground, rotor or fixed wing aircraft. comforts and paramedics work as partners in patient transport. This team configuration can be two nurses, or one nurse and one paramedic but at all times one team member must be a nurse. The third person at the base is the pilot in command, who does not provide any patient care but does and can assist in aviation and safety training. These teams are on shift stationed at their designate base for a 24 hour period of time where training through simulations, reading, and discussions will occur during non-patient transport times. There are 16 bases in the company located in California, Texas and Oregon. There are 8 full time medical crew assigned to each base and an additional 2-3 part time staff at each base.Age of paramedics and nurses range from 27-61. English is native language spoken by all medical crew members. Educat ional levels in addition to holding an accredited paramedic permit or registered nurse license are ranging from associate degree to doctorate. All Registered nurses in the capacity have bringd specialized training in critical care, trauma and hold specialized certificates in these areas. All paramedics in this capacity have also obtained additional critical care related training and certificates. Both the nurses and the paramedics receiving the crew chief training have been employed with this company in the flight role for a minimum of 1 year and have obtained the CM2 status. The content area is focused on five areas to include aviation, safety, communications, navigation, and critical thinking. All medical crew have obtained the basic level of training in these areas have been deemed CM2 which puts them at critic status which deems them competent to safely complete patient transports. The crew chief level of training is aimed at manner of speaking crewmembers from novice to exp ert level. Prior KnowledgePrior knowledge of all who will receive the crew chief training are those who are at the current CM2 level. They have been working in the capacity as flight nurses or flight paramedics at this company for a minimum of 1 year and have been on at least 75 patient transports. 25% of the total crew members have prior experience working as Flight Nurses or Flight Paramedics at around other company 10% of the flight paramedics have prior flight crew experience through the multitude prior to coming to this company. Those crew members who achieved crew chief status per the current model will be given a baseline written assessment and go through a crew chief QAB. Those who pass these two items will remain at the status of crew chief and those who do not pass these assessments will complete a bridge crew chief training program, focusing on those areas of the training they did not pass during their assessments. A written assessment and QAB will be repeated at the c onclusion of the bridge training. All crew members surveyed have positive feedback regarding this proposed process. Entry Skills RequiredEntry level skills required to the crew chief training is to be a CM2 and to have successfully passed the CM2 questions answer board. thriving completion of CM2 training demonstrates successful objectives completed as stated in the CM2 training. In addition to CM2 status all crew members must have obtained a national certification. National certifications the nurses may obtain are critical care registered nurse (CCRN), care flight critical nurse (CFRN), or certified emergency nurse (CEN). These are each a 100-150 questions tests that are scheduled to be taken at sovereign test centers as determined by the certifying agencies. The CM2 must also be in good stand with the company meaning no disciplinary actions in the crew members personal file in the foregoing six months. Attitudes and MotivationThe absolute majority of the flight nurses and fli ght paramedics are very driven intense batch with a high desire to obtain the crew chief status. Primary indigence comes from the desire to obtain the title status of crew chief and the increased pay rate of 5% per hour. Secondary motivation is the drive that comes from internal motivation to achieve additional training toreach expert level knowledge in this field. Current attitudes towards training are positive with an overwhelmingly stated desire to have a more structured training program with higher standards and rigor needed to become a crew chief. Based on the annual employee survey one of the indicators as stated by employees to improve team spirit is for a more structured and nonindulgent crew chief training program. Unique Characteristics and Learning StylesThe majority (70%) of the learners described themselves as learning best through doing. Those who stated they learn better through hands-on and learning state reading, watching or hearing the learning material is helpf ul if they can then have additional hands-on training through simulations or live on-the-job situational experiences. Another 40% of learners said they were not sure how they learned best but felt having access to the material in writing or reading to be studied was very helpful. All learners wanted tangible resources open such as protocols, standard operating procedures, drug calculators, and other tools that could be obtained through electronic means such as their phones or IPADS to be accessed as needed during simulated training and live patient transports. According to Kolbs Adult Learning Styles adults have four distinct ways of preferred ways for examining, analyzing and consolidation new knowledge. Converging (doing and thinking), diverging (feeling and watching), Assimilating (watching and thinking) and Accommodating (doing and feeling).In the VARK model Neil D Fleming described the base ways adults acquire new knowledge the preferred learning styles. In this VARK model 4 1% are kinesthetic learners, 16% visual, 25% auditory and 18% readers. ring member feedback of preferred learning styles and seek found evidence regarding preferred adult learning styles appear to correlate. This will allow support from management to build a new crew chief training program that will be based in the delivery methods that will allow consumption of material to be presented through the desired learning styles of adult learners. Unique characteristics of this group of learners is their collective attitudes and internal drive to desire a more rigorous and structured training program with an extreme minority of the crew members desiring to hold title of crew chief without demonstration of knowledge and skills required. It will beimportant to build a training program that accommodates all of the stated learning styles so as to use the crew members desire for the training to have a product that matches in quality and desired outcome of trainees. AccommodationsAccording to Gregg, Talbert and Lentz (1999),An appropriately selected instructional accommodations not still provides equal awareness to learning opportunities but also minimizes the learners likelihood of failure. Appropriate educational accommodations are determined by taking into account the adults unique leaning needs. All crew members have demonstrated a prerequisite knowledge required to begin this training through successful completion of the CM2 training. All learners are primary English language learners without physical disabilities as this is a requirement to obtain the role of flight nurse or flight paramedic in this company. The accommodations that should be considered for this training program is one that utilizes all learning styles to ensure the best possible success by all those antecedent the training program. Performance ContextManagerial SupportLearners can expect full organizational support in the training process. One of the top goals of the organization as identified i n their Strengthen from at heart Plan is to re-build and strengthen a training strategy that will allow for employees to have a structured, well planned out, standardized training program. Employees have overwhelmingly voiced concern in the area of clinical training with regards to the crew chief training in the annual employee survey and through the Best of coiffure Suggestion Forum. Management has acknowledged the priority of a structured crew chief training process lost priority in recent years stating it has been likely to the rapid growth experienced by the company in the last 5 years and with this comes a need to recruit employees bring them to novice status in order to staff new bases.This has caused an oversight in strengthening crew chief training which brings employees to that of expert level in the field. Management has also acknowledged that current process that was put into place approximately 6 years ago which brings a CM2 to crew chief status via a CM2 completing 75 patient transports and obtaining a nationalcertification has fallen short of hopes and expectations for this modality of crew chief training. All management are in agreement a more structured training program is needed. All would agree that the skills learned through a structured crew chief training program bring medical flight crew members from a novice to an expert level which translates to professional patient care, superior customer service, which lead to strengthening of the company as a whole. Physical Aspects of the land siteThe crew chief training takes skills learned by flight crew members during their CM2 training program and adds depth, strengthens critical thinking and problem solving processes and brings a CM2 at novice level up to crew chief which is considered expert level. This training will take place while the crew member is on shift. provision will occur via reading material, videos, discussion with preceptor, clinical manager and base manager, scenarios throu gh case studies and live demonstration during patient transport. The CM2 will be required to complete a written test and sit on a QAB at the end of the crew chief training Process. All required training materials and equipment will be available at each of the 16 bases in the company. Base managers and clinical managers will work with the preceptors to assure all materials and equipment will be kept at each base, kept current with what is being used in live environment and kept in working order. Social Aspects of the situateIn the performance setting, medical crew members work in teams. The teams always consist of two nurses, or one nurse and one paramedic. The third team member is the pilot who are not knobbed directly in the patient care. Medical crew members work in teams independent of direct supervision of a supervisor. Supervisors such as clinical managers, base managers and a medical director are always available by phone 24 hours a daylight 7 days a week as needed by the m edical crews. The skills obtained in the Crew Chief training will not be being use by the medical crews for the starting line time. Many of these skills learned will have already been used by the crew members in the crew chief training as much of the training had already been presented to some degree during the CM2 training.It is possible that some patient care skills learned by CM2 and again as crew chiefs will have onlybeen completed on mannequins in simulations and not on live patients until that patient condition presents itself. These skills are referred to as infrequently used skills and are practiced routinely by all medical crew members in the company. Those receiving initial first time skills and knowledge in their role are the crew member 1 (CM1) team members who are gaining the on-the-job training needed to achieve CM2 status. In these instances a CM1 is always assigned into a work partnership with another crew member who is at least at the CM2 status. relevance of Ski lls to workAll skills learned in the training will relate directly to all skills utilized in the actual workplace. There are not current perceived physical, social or motivational constraints. Crew members are highly motivated to have structured crew chief training ascribable to the relationship between skills learned and skills used in work environment. High motivation also exists collect to the desired status achievement of crew chief and due to the increased monetary stipend received.ReferencesFleming, N.D. and Mills, C. (1992), non Another Inventory, Rather a Catalyst for Reflection, To Improve the Academy, Vol. 11, 1992., page 137. Flight Nurse Training. (n.d.). Flight Nurse Training. Retrieved May 8, 2014, from http//www.flightnursetraining.com Suggested Considerations Regarding Accommodations. (1999, January 1). Suggested Considerations Regarding Accommodations. Retrieved May 8, 2014, from http//kairos.technorhetoric.net/7.1/coverweb/grover_hendricks/accommodations.htm Wi kipedia, the free encyclopedia. (n.d.). . Retrieved May 8, 2014, from http//en.wikipedia.org/wiki/Main_Page Workplace Training and Education Adult Learning Styles. (2013, January 1). Workplace Training and Education Adult Learning Styles. Retrieved May 8, 2014, from http//tribehr.com/blog/workplace-training-and-education-adult-learning-styles/