NYC Health + Hospitals Earns Global Recognition for Staff Training and Development Programs
Only health system in New York State to earn "Training Top 125" award
Feb 03, 2017
NYC Health + Hospitals has been named a “Training Top 125” winner for 2017 by Training magazine. The health system was chosen as one of only 125 organizations worldwide—and the only health system in New York State—to be recognized for demonstrating excellence in employer-sponsored training and development programs, and for implementing training programs tied to corporate strategic goals, with measurable results. This is the first “Training Top 125” award for the system.
“This international recognition demonstrates our commitment to our patients, as well as to grow and maximize the potential of our staff, who work incredibly hard caring for the city’s most complex and vulnerable patients,” said Rosa M. Colon-Kolacko Ph.D., Senior Vice President and Chief People Officer, NYC Health + Hospitals. “Congratulations to our Workforce Development team, and all of our trainers and educators who make sure tens of thousands of employees across our system receive training to do their best work.”
“New Yorkers rely on NYC Health + Hospitals and its staff for essential, safe, and effective care, so we make training and development a priority,” said Ivelesse Mendez-Justiniano, Assistant Vice President, Workforce Development, NYC Health + Hospitals. “We are very proud of our innovative learning offerings and continually search for ways to expand our programs so staff have the resources and knowledge to provide high-quality and equitable care for our patients.”
Employee trainings and development programs have helped the system achieve measurable improvements toward its organizational goals and objectives. For example, medical simulation trainings at NYC Health + Hospitals/Jacobi’s Women and Children Unit have helped staff improve care for babies with hypothermia due to very low birth weight, which has resulted in a 67 percent reduction in hypothermia rates in such infants admitted to the hospital’s Neonatal Intensive Care Unit. To help staff enhance patient/family engagement system-wide, more than 5,000 employees completed an online training module about language interpretation services, resulting in a 10 percent increase in telephone interpretation minutes across the system (from 11.7 million minutes to 12.8 million minutes) from fiscal years 2015 to 2016.
The health system provides system-wide training through its central Workforce Development department, as well as staff training at each patient care location across the five boroughs. System-wide training focuses on several leadership development programs for managers through senior executives, a System New Employee Orientation program, Behavior-Based Interviewing program for hiring managers, Dietary Education Fund, and a Computer Skills Training program. Training is also provided for staff at each location, specific to its patient population, clinical needs, and licensing/certification and regulatory requirements. With six of its hospitals designated as Level 1 Trauma Centers, the health system is at the forefront of care for New York City during a large-scale emergency. Staff are trained to handle the most serious public health threats, such as infectious pathogens like Ebola, and mass casualty incidents.
Training by the Numbers
• NYC Health + Hospitals provided training to more than 38,000 employees during FY16.
• More than 5,500 courses are offered annually, including in-person, virtual, and self-paced sessions.
For 17 years, Training magazine’s “Training Top 125” awards have honored organizations with the most successful learning and development programs from around the world. Recognition is based on numerous benchmarking statistics, including total training budget; percentage of payroll; number of training hours per employee program; goals, evaluation, measurement, and workplace surveys; hours of training per employee annually; and detailed formal programs. The award reflects achievement on qualitative and quantitative factors, including financial investment in employee development, the scope of development programs, and how closely such development efforts are linked to business goals and objectives.