This presentation is about the process undertaken to design and implement a new and effective eLearning environment for Sydney Adventist Hospital.

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Building for the Future, Caring for our Community
Gina Veliotis
eLearning Co-ordinator,
San College of Education
Sydney Adventist Hospital
gina.veliotis@sah.org.au | LinkedIn

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San eLearning
Learn anywhere, anytime, any
device
www.saneducation.org.au

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Celebrating 110
years in 2013
2200 staff and
750 medical
practitioners
Sydney
Australia
Sydney
Adventist
Hospital
NSW’s largest
private hospital
50,000
inpatients and
175,000
outpatients
each year
state-of-the-art
diagnostic and
treatment
facilities
Major hospital
expansion
2013-2014
Operates 24/7
across 3
campuses

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 Current site is only available
internally via the Intranet
 High training costs
 Inadequate reporting functionality
 High maintenance costs, technical
flaws
 Poor user experience
 Site is cumbersome to use and
navigate
 Poor learning and assessment
design
 Inadequate eTools and resources
 Linear learning, content “dumping”
 Online content is difficult to
maintain and therefore creates risk
Drivers for
Change

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 Moodle 1.9 was installed in 2011
 Modest start and met initial goals
for compliance training
 As a prototype has been
successful
 Increased basic learner options
 Introduced staff to new methods
of learning
More importantly……helped us to
better identify training challenges
associated with the hospitals
expansion and increased need for
efficient training
Current Solution

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Improved Strategic e-Learning
solutions to meet:
 Safe and competent performance
to protect hospital’s Core
Business
 Support for major hospital
expansion
 Development of staff online
training services
 Sustaining Innovation, Best
Practice and a strong learning
culture
 Legal Compliance and
Reporting
Support a Dynamic Landscape

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 Align the workplace skill levels
with operational needs.
 Customised solutions to
improve capability, productivity
and sustainability.
 Mitigate risk and ensure
Compliance training is met and
documented.
 Provide reliable and up-to-date
training completion reports
 Long-term and sustainable
training solution.
 Cost-effective now and into the
future
Critical Business Goals

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People Before Technology
 Interviewed approx. 50 staff
 One-one-one and small groups
 Both clinical and non-clinical
areas
 Across all departments and
management levels
 Helped shape new environment
 Identified key
goals, requirements and
priorities
• Training needs
• Challenges
• Reporting needs
• Priorities

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Passion and Commitment
 “There is a commitment to learning and
development”
 “Make it so employees feel competent and like
they are contributing – this will translate to quality
of patient care. Consumer feels like they are
being well cared for”
 “Need a self-driven orientation program that is
tailored and can happen before they start”
 “Needs to be scenario based, with lots of real
case presentations”,
 “Reports currently don’t meet auditing
requirements”
 “Need a self-driven orientation program that is
tailored and can happen before they start”
 “It’s so hard to setup accounts for agency staff
and track who is doing what”
 “Everyone can do it quickly and show evidence”
 “Can’t be buried too deep”
 “Intuitive, easy to work your way through it”
 “Staff don’t have time and/or not available to
attend face-to-face training”
 “Must be reliable and accurate”,

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Headline Findings & Key Requirements
 Web-based access, multi-platform
compatible
 User accounts aligned with HR system
 Accurate and Up-to-date Completion
Reports
 Track course and activity progress
 Blended delivery and assessment
 Make learning and assessment fun and
interactive
 Authentic, relevant and just-in-time
workplace training
 Enable decision-making opportunities,
reflective learning & sharing of
experiences
 Make learning more manageable,
chunk it
 Technical ease and reliability

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The Experience
 Compelling learning experience
 Contemporary and helpful
 Professional and motivating
 Interesting and interactive
 Challenging and rewarding
 Engaging and relevant
 Support individual, self-paced
participation
 Easy to find, use and understand
 Confident, relevant and switched-on

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 Embed enhanced training
solutions in the business
workflow, providing just enough
information at the moment of need
 Fast-track online help to keep up
with clinical system updates
 Enhances staff confidence and
performance, providing better and
more flexible training options
 Reduce the time between learning
and application
 Increasing staff productivity and
ability in using core clinical
applications.
 Position staff to find what they
Performance Support

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 Embed Compliance and
competency training, in real-
time workplace activities.
 Reduce risks by increasing
completion rates for mandatory
and compliance training.
 Improved reporting to provide
quick and easy access to up-to-
date completion information.
 Support legal reporting
requirements to demonstrate
compliance.
 Simulate real-time experiences
for better learning
Compliance Training and Reporting

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 Enable time poor staff and shift
workers to complete training in
their own time, at their own place.
 Provide multiple learning
pathways to meet the needs of
the varying spectrum of learners.
 Foster a web-based learning
community and establish a
digital library of resources.
 Enhance staff techno-
confidence
 Promote knowledge
acquisition, application and
retention, using best practice
Clinical Professional Development

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Approach  Create a User-centric training
solution
 Provide an authentic learning
experience, practice workplace
decisions
 Apply best Practices in learning
design, resource
development, and web design
 Use innovative tools, digital
repositories, and multimedia
 Create interactive, engaging
and effective training packages

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eTools
 Quick Authoring Tools
 Non-linear navigation, content layering
 Interactive, self-marking, instant
feedback
 Peer collaboration and communication
 Learner-centric pathways
 Progress Tracking and completion
status
 Multimedia, scenarios, examples
 Fast track resource development

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Checklist and Guidelines:
 Authentic Instructional Design
 Reflective and decision-making opportunities
 Multimedia elements to add interest and contextualise
 Web friendly content, concise, chunked and visual
 User-friendly, non-linear navigation
 Workflow processes (write/review/approve)
 Version Control and validation
Best Practices
Resource
Development

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Anticipated Benefits
 Enhanced Moodle 2.4
functionality
 Learn anywhere, anytime, any
device
 Alignment with staff HR records
 Outsourcing maintenance and
ongoing upgrades
 Interactive and multimedia-rich
including web tutorials, clinical
demos,
 Reduced training costs via
improved functionality and systems
integration.
 A a “one-stop-shop” for all

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San eLearning Portals
Employee of Adventist Healthcare?
Volunteer, Clinical Student,
Contractor or Agency Nurse?

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www.saneducation.org.au

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Technical help
Course Overview
Digital Resources
Key Steps and Topics
Conditional Activities
Learning Tips
Authentic Scenarios
Online Quizzes
Completion Certificates
San eLearning 2013

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Analysis
• Stakeholder Interviews
• Gather Requirements
• Evaluate Options
Design
• Information architecture
• Design Reports and align with Chris 21
• Graphic Designs and layouts
Build
• System Installation and configuration
• Redevelop Courses
• Usability Testing
Roll-out
• User Accounts and emails
• Customise Reports
• Communicate changes
Improve
• Post-implementation Review
• Refine and Enhance
• Extend solution
Project Stages

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About San eLearning

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www.saneducation.org.au
Thank you
Gina Veliotis
eLearning Co-ordinator,
San College of Education
Sydney Adventist Hospital
gina.veliotis@sah.org.au |
LinkedIn