Transcript Slide 1

Standard Operating Procedures
Implementation
Overview
What
 What are the SOP’s / Oral health easi-sterilise?
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What is the intention of the SOP’s
How will they be used?
Where can I find them?
When will they be reviewed? Updated?
Current SOP version is …….
SOP’s
 There are two SOP’s one for Oral Health and another that is relevant to
hospital Central Sterilizing Departments (CSD’s).
 The SOP’s are:
 Intended to provide information, direction and to minimise variation
to the practice so that every process has exactly the same outcome.
 Are to be used by any staff reprocessing equipment
 The most current up to date version will be found on the CHRISP
website. However up to date hard copies should be available in the
workplace
 They will be reviewed and updated in consultation with Oral Health
Infection Prevention and Control Network (OHIPCN).
 OHIPCN meet at a minimum half yearly
Why?
 What are the compelling reasons for action?
 What events have occurred to warrant
change?
 What are the benefits / rewards of
implementation
 What are the consequences of not
implementing?
Why?
 Improved patient and staff safety
 Became an imperative based on recent incidents
 Acknowledge an absence in effective
communication when changes are made
 Implementing a continuous quality improvement
program
 Meeting QH commitment to provide appropriate
training and education
 Targeting training needs not targeting individuals
Why?
 If we don’t:
 In breach of Qld health requirements.
 Patients and staff are at risk of acquiring an
infection
 There will be more stress for staff if there was a
breach or an audit and job dissatisfaction → staff
turnover → stress
 Lack of public trust
 Failure to meet accreditation standards
What does it mean for me?
 How will it impact my role?
 What new skills / knowledge is required?
• How will I acquire these?
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Is my job safe?
Will I get paid more / less?
What opportunities are available for me?
How will I be supported?
What does it mean for me?
 An opportunity to up skill and gain new knowledge with
a focus on SOP’s and new processing principles
 Time has to be allocated to learn and teach other staff
 Yes - definitely because there is known an urgent need
for dental treatment
 In a financial sense probably not.
 Learn how to educate others (skill), become a trusted
colleague, respected and team player, perhaps if
interested become a Cert IV skills and assessor
 Supported by CHRISP and OHIPCN
Acknowledge Past
 What was good and bad about the past?
 Personalise contributions
The Past
The Positive:
 2003 implementation of the CIT was well received and everyone
was applying it
 So many dedicated long term dental assistants that have provided
great services to thousands of patients and wish to continue to do
so.
The Opportunity:
 CIT was not updated when AS/NZS 4815 changed from 2001 to
2006
 Improved communication and training opportunities
 We also have personal contributions. DA’s that have done personal
training (Cert III Sterilising and Cert. IV W’Place training)
 Many of our temp and casual DA’s have wanted to stay on.
How
 How will the SOP’s be implemented?
 How long will it take? What is the aim?
 How will we know they have been implemented
successfully?
 What resources are available / allocated to this
body of work?
How
 It is a Queensland Health requirement that the Standard
Operating Procedures be fully implemented by all District
Oral Health Services by the 31st December 2010.
 To have everyone up to date with current practice
 Facility Audits
 No patient incidents, staff satisfaction surveys
 Development of strategies that identifies barriers to
implementation and solutions to overcome these barriers
 The creation of a OHIPCN will allow for rapid sharing of
information and feedback of the implementation of the
SOPs
How to assist
 What behaviours / action will assist the
implementation of the SOP’s?
 What attitudes are desired from the team?
 How can each team member contribute?
 How will you be recognised for good performance?
 What will occur if I don’t contribute to the
implementation?
How to Assist
 Providing staff with the prerequisite skills and knowledge
 Skilled teams of clinicians and Senior Dental Assistants to act
as champions
 Development of strategies that identifies barriers to
implementation and solutions to overcome these barriers
 The creation of a OHIPCN will allow for rapid sharing of information
and feedback of the implementation of the SOPs
 A positive attitude
 Communication there fears and concerns or achievements and wins
 Aura awards are given at Metro North
 More patient staff incidents,
 Failing to adhere to Qld Health policy
Who
 Who is CHRISP?
 What is its role? What is it responsible for?
 How does it contribute?
 Who is OHIPCN?
 What is its role? What is it responsible for?
 How does it contribute?
 Who is accountable locally?
Who
 CHRISP
 Vision: Is to be internationally recognised as a leader in the
proactive minimisation of preventable patient and staff
healthcare associated infections
 Infection Prevention and Control
 Leadership
 Consultancy
 Governance
 Surveillance and Research
 Education
Who
OHIPCN
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Members: Clinicians and Senior DA’s from across the state
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Role:
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To provide advice regarding operational approaches to Oral Health infection
prevention and control and sterilizing related issues for Queensland Health
To review key documents related to the reprocessing of reusable dental
instruments and equipment and infection prevention and control where
relevant
To participate in CHRISP forums and training programs
To facilitate the implementation through leading training activities related
to the reprocessing of reusable dental instruments and equipment at
Health Service District level
To liaise with Executive Directors, Directors or Managers of Oral Health to
determine Health Service District approaches to education and training in
reprocessing of reusable dental instruments and equipment
Who
 Locally
 Clinicians including, dentists and therapists
 Senior Dental Assistants
Communication
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Who do I get advice from?
Who do I need to communicate with?
How can I provide feedback?
How will information be provided to you?
Information
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Advice from:
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Your Director and your other senior DA’s and
members of your team
CHRISP
Information provided via:
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Email, writing, letters, verbal, meetings,
teleconferences, forums and CHRISP website
Future
 What is the vision for the future?
 What are the goals?
 What does it look like? Feel like?
Future Aim
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Implementation of standard operating procedures
Everyone skilled and knowledgeable and up to date
practice
Ongoing continuous education program for all
members of the Oral Health team
Well staffed, well funded, efficient, happy, a
different model of providing care due to the
physical limitations of some facilities
Challenges
 What are the challenges?
 Why this will be difficult?
 What is not ideal?
Challenges
 Change is difficult
 Physical challenges of some facilities,
 Having enough time to do changes,
 All staff understanding the reasons for change
and assisting in the implementation
 Lack of funding to the change, physical difficulty,
lack of dedicated staff for education purposes