PI in Staff Development Programs

If your talking about PI for your educational programs, you have to look at retention at a time down the road that you determine, 1 month, 3 months, 6 months, whatever.

I keep time of meeting and attendence and have them graphed so I can prove what times and days of week get best attendence. I also have MD input on their perception of any changes in care. I also used the complience data from the PI department to direct my programs. i.e. if complience was down, I'd provide just in time training and then program in a recheck.

Thank you, CraigB and llg! What's challenging for me is that I am in charge of the whole organization's education. The hospital where I work does not have unit-based educators so verification of competencies are usually done by the respective managers. In other words, I would do orientation in the classroom, teach an overview of the National Patient Safety Goals and how we address those elements, the documentation & policies. It also incorporates other topics like infection control, fire safety, etc. Besides teaching IV classes, BLS, etc. for all nurses, the unit-specific orientation and competencies are done by the unit managers. Unless there is an issue or need to re-inservice/re-educate, that's when they'd notify me. it is difficult to monitor and trend performance as far as I am (my dept is) concerned. I am involved when there is an educational need, for example if core measure scores are low, but otherwise, it is difficult to say that the scores went up only because I re-educated the nurses. So, I have been mulling over the question of, "What data can I collect and trend to show that my educational interventions influenced performance improvement?"