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Hello:
A key initiative in Texas Health Resources Summit Strategy is to build a dynamic learning organization. One of the action plans supporting this initiative is a comprehensive, System-Wide Education and Learning Needs Assessment.
For this survey, a random selection of participants have been designated to participate and complete a survey which asks specific questions focused on current and future learning needs. The results of the System-Wide Education and Learning Needs Assessment will be shared with senior leadership for continued support as Texas Health Resource University focuses on creating a robust and innovative learning system for the entire workforce while focusing on the voice of the customer.
You are invited to participate in the online THRU Education and Learning Needs Assessment survey.
It will take approximately 15-25 minutes to complete depending on your position and role.
To minimize potential loss of anonymity or confidentiality, all responses will be aggregated, and no personal identifying information will be collected.
If you have questions at any time about the survey or the procedures, you may contact us by email at [email protected].
Thank you very much for your time and support in conducting the largest Education and Learning Needs Assessment for Texas Health Resources.
Please start with the survey now by clicking on the Continue button below.
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| * In what Texas Health facility are you currently employed? |
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| * Please indicate which best describes your profession: |
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| * Please select that which best describes your title: |
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| Workforce and Leadership Development |
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| | Values Based Leadership (Emotional Intelligence, Diversity Awareness, Authenticity, Integrity) Visionary Thinking (Strategic Focus, Innovation, Creativity, Vision) Focus on Excellence (Patient Safety & Quality, Collaboration & Knowledge Management, Accountability) Sound Decision-Making (Critical Thinking, Measurement Focus, Data Driven Decision-Making, Financial Acumen) Managerial Courage (Conflict Management, Change Management) Action Orientation (Developing Talent, Driving Execution)
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* If your direct manager were to further develop his/her leadership skills, which of the Leadership Behaviors would best help Texas Health achieve its goals?
Select only one. |
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| As Texas Health continues to evolve, teamwork is critical to the success of the organization. Research has shown the following are critical components of effective teams. Please evaluate the following components of teamwork for the teams to which you belong. |
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| How important is it for success? | How is THR leadership performing for your team? | | * Shared Objectives - teams gain consensus on a common cause and purpose which aligns with Texas Health's goals, mission, and purpose. | | | | * Clear Roles - each team ensures that its members understand performance expectations and success indicators. Work is designed to meet these expectations based on demands, leadership needs, and organizational strategy. | | | | * Mutual Accountability - team members establish a rapport of mutual respect. They deploy an efficient process to review and manage individual and team performance. The team ensures poor performers feel appropriate pressure to improve. | | | | * Constructive Conflict - team members set expectations for a team culture based on trust and healthy conflict. The team values differences of opinions and perspectives and creates an environment that supports constructive controversy so disagreements can be expressed. | | | | * Open Communication- the team encourages knowledge-sharing to benefit the team/organization. Fosters two-way dialogue between leaders, peers and direct reports. Team gives and receives timely and relevant feedback. | | | | * Flexible Leadership - members on the team assume leadership roles, learn from mistakes, and take the opportunity to share best practices. The team responds quickly and effectively to rapidly changing business conditions. Team members promote interdependence and appreciate the collective intelligence of the team. | | | | * Ambitious Performance Outcomes - team members strive for excellence and quality outcomes that exceed customer/stakeholder expectations. | | | | * Effective Processes - team promotes high level of problem solving capability and identifies, maps, and masters key team and business processes. Utilizes a common model for quality and continuous improvement. | | |
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| Clinical / Patient and Entity Support Staff |
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| * Do you have specialty certification review/preparation course needs? |
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| * The review course needs are related to (Select and list all that apply in the open box for the category): |
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List Regulatory Agency Courses Here List Accreditation Courses Here List Certification Courses Here List Licensure Courses Here List THR Policy Requirement Courses Here |
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| * Are there any other course or regulation needs which need to be addressed within your department? |
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| * The review course needs are related to (Select and list all that apply in the open box for the category): |
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List Regulatory Agency Courses Here List Accreditation Courses Here List Certification Courses Here List Licensure Courses Here List THR Policy Requirement Courses Here |
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| * Do you require your employees on the unit/department to be certified in their specialty? |
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| | Growing Relationships/Partnerships Improving Personal Performance Leading Change Leveraging Business Tools/Processes Managing People Health Literacy Population Health New Care Models Business of Healthcare (Right to Operate) Innovative Thinking Financial Understanding Community Outreach
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| * What four (4) areas do you think are most important for a leader to learn when dealing with inter-disciplinary/inter-professional teams? | | |
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| * Have you, in the past two (2) years, attended inter-disciplinary/inter-professional training (Other than TeamSTEPPS courses)? |
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| * Please select the 5 skills from the list below which will be the most critical to Texas Health's ongoing success over the next 3-5 years for all Texas Health front line staff (clinical & non-clinical) |
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| Consider your position in the current state as you answer the following questions. |
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| The area in which I could benefit the most from additional development is: | | |
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| * Which of the following are the most common problem(s) you encounter in your current position? (Check all that apply) |
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| To what degree do you agree or disagree with the following statements about career development at Texas Health Resources:
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| * What career services would you be interested in that are not currently offered by THR University? | | |
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| * Over the next 1-5 years, which one of the following most accurately describes your career development goals? |
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| Please list any desired learning or education needs not previously noted. | | |
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| What specific pieces of data would be helpful to conduct your job efficiently? | | |
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| * I understand the efforts towards a healthier lifestyle (wellbeing efforts), which THR continues to promote and connect to our THR strategy for improving the health of the population. |
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| * I am aware of the Care Management process related to the continuum of care? |
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| * In the Care Management process, I am familiar with the roles for Care Transitions Managers. |
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| * In the Care Management process, are you familiar with the roles for Clinical Nurse Leaders? |
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| * I understand the importance and impact of health literacy (a person’s ability to find, use, process, communicate and obtain health related information and services appropriately) as it applies to THR strategy for improving health and wellness of our patients and community. |
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| * I understand health awareness as it applies to THR strategy for population health. |
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| * I understand our community based improvement initiatives as they apply to THR strategy for population health. |
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| * What Knowledge, Skills or Attitudes (KSAs) do you believe you or your direct reports need now to support and advance THR's efforts related to the health literacy of our patient population and in the communities? | | |
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| * What Knowledge, Skills or Attitudes (KSAs) will you need to successfully be able to transform our care delivery and improve the health and wellness of our communities in 3-5 years? | | |
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| * My department utilizes THR's process improvement models Plan, Do, Study, Act (PDSA) when an improvement need has been identified. |
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| * I know how to implement the Plan, Do, Study, Act (PDSA) model into my daily work practice for process efficiency. |
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| * Would you find a course in Plan, Do, Study, and Act (PDSA) methodology helpful for your entity or unit? |
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| A critical component of the Plan, Do, Study, and Act (PDSA) improvement methodology is the formation of High Performing Teams. Do you believe your entity or unit could benefit from direction on how to build a High Performing Team? Please explain. | | |
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| * I know how to access all Quality and Performance Excellence resources within THR. |
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| Texas Health's Key Performance Indicators (KPIs) |
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Not at All |
Low |
Moderately |
Strongly |
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For each of the following Knowledge, Skills or Attitudes (KSAs), please use the scale above to rate how important each of the action items is to achieving the business results for which you are held accountable.
Using the same scale, please rate how proficient you are on each KSA. |
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| * This System-wide Education and Learning Needs Assessment was: |
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| To what degree do you agree or disagree with the following statements about career development at Texas Health Resources:
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| * Please identify any pending top of license competency training needs: | | |
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* Are there specialty certification review/preparation course needs?
Please consider all physician and business services. |
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| * The course need is related to (Select and list all that apply in the open box for the category): |
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List Regulatory Agency courses here List Licensure courses here List Leadership Development courses here List Performance Improvement courses here List THR Policy Requirement courses here |
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| * I understand the efforts towards a healthier lifestyle (well-being efforts), which THR continues to promote and connect to our THR strategy for improving the health of the population. |
| |
|
|
|
|
| |
| * I am aware of the Care Management process related to the continuum of care? |
| |
|
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| * In the Care Management process, are you familiar with the roles for Care Transitions Managers. |
| |
|
|
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|
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| * In the Care Management process, are you familiar with the roles for Clinical Nurse Leaders? |
| |
|
|
|
|
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| * I understand the importance and impact of health literacy (a person’s ability to find, use, process, communicate and obtain health related information and services appropriately) as it applies to THR strategy for improving health and wellness of our patients and community. |
| |
|
|
|
|
| |
| * I understand health awareness as it applies to THR strategy for population health. |
| |
|
|
|
|
| |
| * I understand our community based improvement initiatives as they apply to THR strategy for population health. |
| |
|
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| * What Knowledge, Skills or Attitudes (KSAs) do you believe you or your direct reports need now to support and advance THR's efforts related to the health literacy of our patient population and in the communities? | | |
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| * What Knowledge, Skills or Attitudes (KSAs) will you need to successfully be able to transform our care delivery and improve the health and wellness of our communities in 3-5 years? | | |
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| * My department utilizes process improvement models Plan, Do, Study, Act (PDSA) when an improvement need has been identified. |
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| * I know how to implement the Plan, Do, Study, Act (PDSA) model into my daily work practice for process efficiency. |
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| Would you find a course in Plan, Do, Study, and Act (PDSA) methodology helpful for your entity or unit? |
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| A critical component of Plan, Do, Study, and Act (PDSA) improvement measurement is the formation of High Performing Teams. Do you believe your entity or unit could benefit from direction on how to build a High Performing Team? Please explain. | | |
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| * I know how to access all Quality and Performance Excellence resources within THR. |
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| Texas Health's Key Performance Indicators (KPIs) |
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1 |
2 |
3 |
4 |
Not at All |
Low |
Moderately |
Strongly |
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For each of the following Knowledge, Skills or Attitudes (KSAs), please use the scale above to rate how important each of the action items is to achieving the business results for which you, as a Physician Leader, are held accountable.
Using the same scale, please rate how proficient you are on each KSA. |
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| * Please list any additional learning or education needs. | | |
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| * This System-wide Education and Learning Needs Assessment was: |
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| As Texas Health continues to evolve, teamwork is critical to the success of the organization. Research has shown the following are critical components of effective teams. Please evaluate the following components of teamwork for the teams to which you belong. |
| |
|
|
|
|
| How important is it for success? | How is THR leadership performing for your team? | | * Shared Objectives - teams gain consensus on a common cause and purpose which aligns with Texas Health's goals, mission, and purpose. | | | | * Clear Roles - each team ensures that its members understand performance expectations and success indicators. Work is designed to meet these expectations based on demands, leadership needs, and organizational strategy. | | | | * Mutual Accountability - team members establish a rapport of mutual respect. They deploy an efficient process to review and manage individual and team performance. The team ensures poor performers feel appropriate pressure to improve. | | | | * Constructive Conflict - team members set expectations for a team culture based on trust and healthy conflict. The team values differences of opinions and perspectives and creates an environment that supports constructive controversy so disagreements can be expressed. | | | | * Open Communication- the team encourages knowledge-sharing to benefit the team/organization. Fosters two-way dialogue between leaders, peers and direct reports. Team gives and receives timely and relevant feedback. | | | | * Flexible Leadership - members on the team assume leadership roles, learn from mistakes, and take the opportunity to share best practices. The team responds quickly and effectively to rapidly changing business conditions. Team members promote interdependence and appreciate the collective intelligence of the team. | | | | * Ambitious Performance Outcomes - team members strive for excellence and quality outcomes that exceed customer/stakeholder expectations. | | | | * Effective Processes - team promotes high level of problem solving capability and identifies, maps, and masters key team and business processes. Utilizes a common model for quality and continuous improvement. | | |
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| * Do you have direct certification review/preparation course needs? |
| |
|
|
|
|
| |
| * The review course needs are related to (Select and list all that apply in the open box for the category): |
| |
List Regulatory Agency courses here List Accreditation courses here List Certification courses here List Licensure Requirement courses here List THR Policy Requirement courses here |
|
|
|
|
| |
| * Are there any other course or regulation needs which need to be addressed within your department? |
| |
|
|
|
|
| |
| * The review course need is related to (Select and list all that apply in the open box for the category): |
| |
List Regulatory Agency courses here List Accreditation courses here List Certification courses here List THR Policy Requirement courses here |
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| * Please select the 5 most critical skills, from the list below, which will be critical to Texas Health's ongoing success over the next 3-5 years for all Texas Health front line staff (clinical & non-clinical) |
| |
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| * Which of the following are the most common problem(s) you encounter in your current position? (check all that apply) |
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| To what degree do you agree or disagree with the following statements about career development at Texas Health Resources:
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| * Over the next 1-5 years, which one of the following most accurately describes your career development goals? |
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|
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| * What career services would you be interested in that are not currently offered by THR University? | | |
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|
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| * Please list learning or education needs you would desire developing not previously noted. | | |
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|
|
| |
| * What four (4) areas do you think are most important for a leader to learn when dealing with inter-disciplinary/inter-professional teams? | | |
|
|
|
|
| |
| Have you, in the past two (2) years, attended inter-disciplinary/ inter-professional training? (not including a TeamSTEPPS course) | | |
|
|
|
|
|
|
|
|
|
|
|
|
| |
| What specific pieces of data would be helpful to conduct your job efficiently? | | |
|
|
|
|
|
|
|
|
| |
| * I understand the efforts towards a healthier lifestyle (well-being efforts), which THR continues to promote and connect to our THR strategy for improving the health of the population. |
| |
|
|
|
|
| |
| * I am aware of the Care Management process related to the continuum of care? |
| |
|
|
|
|
| |
| * In the Care Management process, are you familiar with the roles for Care Transitions Managers. |
| |
|
|
|
|
| |
| * In the Care Management process, are you familiar with the roles for Clinical Nurse Leaders? |
| |
|
|
|
|
| |
| * I understand the importance and impact of health literacy (a person’s ability to find, use, process, communicate and obtain health related information and services appropriately) as it applies to THR strategy for improving health and wellness of our patients and community. |
| |
|
|
|
|
| |
| * I understand health awareness as it applies to THR strategy for population health. |
| |
|
|
|
|
| |
| * I understand our community based improvement initiatives as they apply to THR strategy for population health. |
| |
|
|
|
|
| |
| * What Knowledge, Skills or Attitudes (KSAs) do you believe you or your direct reports need now to support and advance THR's efforts related to the health literacy of our patient population and in the communities? | | |
|
|
|
|
| |
| * What Knowledge, Skills or Attitudes (KSAs) will you need to successfully be able to transform our care delivery and improve the health and wellness of our communities in 3-5 years? | | |
|
|
|
|
|
|
|
|
|
|
|
|
| |
| * My department utilizes THR's process improvement models Plan, Do, Study, Act (PDSA) when an improvement need has been identified. |
| |
|
|
|
|
| |
| * I know how to implement the Plan, Do, Study, Act (PDSA) model into my daily work practice for process efficiency. |
| |
|
|
|
|
| |
| Would you find a course in Plan, Do, Study, and Act (PDSA) methodology helpful for your entity or unit? |
| |
|
|
|
|
| |
| A critical component of Plan, Do, Study, and Act (PDSA) improvement measurement is the formation of High Performing Teams. Do you believe your entity or unit could benefit from direction on how to build a High Performing Team? Please explain. | | |
|
|
|
|
| |
| * I know how to access all Quality and Performance Excellence resources within THR. |
| |
|
|
|
|
| |
| Texas Health's Key Performance Indicators (KPIs) |
| |
|
|
|
|
|
|
|
|
|
|
|
| |
1 |
2 |
3 |
4 |
Not at All |
Low |
Moderately |
Strongly |
|
| |
|
|
|
| |
For each of the following Knowledge, Skills or Attitudes (KSAs), please use the scale above to rate how important each of the action items is to achieving the business results for which you are held accountable.
Using the same scale, please rate how proficient you are on each KSA. |
| |
|
|
|
|
|
|
|
| |
| * This System-wide Education and Learning Needs Assessment was: |
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