| Re-Creative Resources By Kimberly Grandal, BA, CTRS, ACC, Executive Director http://www.recreativeresources.com/index.htm |
| Kimberly Grandal, BA, CTRS, ACC Kimberly Grandal, Founder and Executive Director of Re- Creative Resources, Inc., is a strong advocate for the field of Therapeutic Recreation and Activities, with over fifteen years of experience working with the elderly in numerous management and consultant positions. She is an Activity Consultant Certified and a Certified Therapeutic Recreation Specialist. Kim is a member of the New Jersey Activity Professionals Association and the New Jersey/Eastern Pennsylvania Therapeutic Recreation Association. In 1990, Kim graduated from William Paterson University with a BA in Sociology and later studied gerontology courses at Union County College and Therapeutic Recreation courses at Kean University. Throughout her career, Kim has been the Director of Therapeutic Recreation for several long- term care facilities, including one of NJ’s largest. In 2006, Kim founded Re- Creative Resources Inc. She is a speaker for various state and local activity associations such as NJAPA, MOCAP, and NJACA, as well as the Society of Licensed Nursing Home Administrators of NJ. She also offers lectures for Re- Creative Resources Inc., local colleges, and community groups, and provides consultation and support to numerous facilities in the state. Kim is the editor and writer for the “The Rec-Room", a monthly newsletter published by her company. In addition, she writes monthly articles for the Activity Directors Office newsletter, and has contributed articles to Creative Forecasting Magazine, and The Continuing Care Insite newsletter. Kim is a recipient of the Kessler Institute of Rehabilitation 1997 Triumph of the Human Spirit Award. Her passion is to promote the field of Therapeutic Recreation and Activities and to unite Recreation Therapists and Activity Professionals. Kim currently serves on the NJAPA board as the Chairperson for the Legislation Committee. |
| KIM GRANDAL |
| THE ACTIVITY DIRECTOR'S OFFICE Providing Internet Resources for Activity Professionals in Long Term Care Settings admin@theactivitydirectorsoffice.com Copyright 2004-Present The Activity Director's Office All Rights Reserved Disclaimer |
| THE ACTIVITY DIRECTOR'S OFFICE |
| About Re-Creative Resources Inc. Re-Creative Resources, Inc. is committed to enhancing the lives of long-term care residents through the use of Therapeutic Recreation. We provide a variety of services such as Therapeutic Recreation seminars, in-services, resources, form development, program analysis and development, consultation, and support for activity professionals and recreational therapists. A selection of downloadable training materials and forms are available for your convenience as well as a free job posting site. |
Spring Into Training!
Employee Training Tips for Recreation Directors
By Kimberly Grandal, CTRS, ACC
Executive Director, Re-Creative Resources, Inc
“All the world is a laboratory to the inquiring mind.” - Martin H. Fischer
Providing training is one of the numerous responsibilities of the Recreation Director in a health
care facility. Recreation Directors often state that they just do not have the time to train, but
the needs and benefits of training are worthy of making an appearance in our monthly
planners, and in many cases, a requirement. According to McNamara (2006) there are many
benefits to training employees. Such benefits include:
Increased job satisfaction and morale
Increased employee motivation
Increased efficiencies
Increased capacity to adopt new methods
Increased innovation in strategies
Reduced employee turnover
Enhanced company image
State and Federal regulations, as well as accrediting bodies such as JCAHO, require training
and orientation programs in health care facilities. It is important to review these mandatory
education requirements to ensure the Recreation Department is in compliance. Also, it is
recommended that the Recreation Director review education requirements with the facility
educator. The facility may require various additional mandatory education programs because
of corporate standards, JCAHO, or even as part of a deficiency plan of correction. Though
state regulations vary, some common mandatory in-services include: Tuberculosis/
Bloodborne Pathogens, Resident Rights, Advance Directives, Hand Washing/Hygiene, Fire
and Safety/Disaster, Alzheimer Training and Abuse and Neglect.
So, with many benefits and requirements, why don’t managers, such as Recreation Directors,
train their employees? As mentioned earlier, many managers state there is not enough time in
the day. Training should be scheduled on a regular basis and should not be viewed as
additional work. Set up training schedules such as a series of in-services, on a quarterly basis
or as needed. Consider hiring a consultant or educator to help out in this area. In addition,
Recreation Directors should consider making arrangements for employees to attend the
MEPAP 2nd edition, outside workshops, conferences, and seminars.
Additional reasons why managers do not train their employees often include the lack of know-
how and confidence to perform this duty. Practice makes perfect. Find a mentor, take a class,
attend a seminar, research, etc. Educate yourself on training techniques. There is an
abundance of free information and training resources available on the internet. Each time you
train someone or a group of people, you gain experience, knowledge and eventually the
confidence to continue. Many training programs require a lot of research, preparation, and
planning, so give yourself plenty of time to organize your sessions. Other training may be
spontaneous and be as a result of immediate intervention from management.
Lastly, many managers do not train their employees because there is a high turnover rate.
This is of particular concern to the Recreation Profession, where burnout and turnover is very
common. Interestingly enough, a good training program can actually decrease staff turnover
because employees receive the necessary information they need to perform their job to the
standards set forth by the manager.
There are many ways in which a Recreation Director could take on the role of educator.
Remember, training does not have to occur in a formal, traditional atmosphere of sitting in
rows looking at a Power Point presentation. When training employees, it is important to offer
topics that are relevant to the work provided. In addition to the mandatory education set forth
by the facility, consider the following activity-related topics:
Documentation/IDCP
Cognitively Impaired
Working with Difficult Residents
Precautions
Adapting Activities (techniques)
Adaptive Equipment
Validation
Reality Orientation
Parallel Programming
Milieu Therapy
1x1 Programming
Motivating Residents
Culture Change
Working with Other Departments
Cognitive Activities
Creative Activities
Physical Activities
Resident Committees
Resident Volunteers
Working with Volunteers
Sensory Stimulation
Spirituality vs. Religion
Educational Activities
Cultural Diversity
Special Populations
Regulatory Agencies
Calendar Development
Leadership Guidelines
Diagnostic Information
Role/benefits of Activities
Van and Outings
Policies and Procedures
Time Management
Equipment Use
Computer Skills
Professionalism
Standards of Practice
Activity Organizations
Certification Councils
Sensitivity Training
The successful trainer utilizes various training methods such as audiovisual equipment,
lecture, discussion, brainstorming, icebreakers, team exercises, games, and so on. Individuals
learn differently so educators must utilize many techniques to engage the staff. For a variety
of team building games, icebreakers, trust activities, and more, visit www.wilderdom.
com/games/InitiativeGames.html. The Recreation Director may also provide department-
specific games such as Medical Abbreviation Bingo, Documentation Jeopardy, Recreation
Jeopardy and Leisure Bingo. These types of activities make learning fun and are available
through Re-Creative Resources Inc.
Trainers should also provide support and guidance outside the walls of the classroom setting.
Working one on one with an employee in the actual work setting is one of the best ways in
which the Recreation staff will learn. Facilitate group and one to one activities with the
employee to demonstrate a variety of facilitation techniques. Utilize designated guidelines and
evaluation tools such as Activity Leadership Guidelines. Attend several care plan meetings
with the employee to show him/her how to interact with the IDCP team and how to report the
resident’s activity status and responses to activities. Encourage the Recreation staff to ask
questions in order to gain knowledge pertaining to various diagnoses. This will help the
Recreation staff to perform more accurate assessments and individualized care plans.
Another great way to offer training to the Recreation staff is through a Skill Share Program.
Recreation staff is given the opportunity to learn new techniques and styles of therapeutic
recreation services by observing and assisting each other in a variety of activities. Since not
everyone is great at everything, it is a wonderful way of training, sharing skills, and idea
swapping.
Training should not be confined to the Recreation staff. It is equally important to provide
regular training to the facility staff such as nurses, CNAs, food and nutrition employees, social
workers, rehabilitation therapists, housekeeping staff, etc. With the implementation of the
2006 CMS revised Activity Guidance to Surveyors, it has become increasingly important for all
staff to provide meaningful activity to the residents. The Recreation Director must offer
interdisciplinary quality of life training sessions to meet the individual needs and interests of
the residents and to ensure federal regulatory compliance. An in-service entitled, “Breaking
Down the Silos: An Interdisciplinary Approach to Quality of Life”, is available through Re-
Creative Resources Inc.
As the Recreation Director develops various training session such as sensory programs,
documentation, activities for the cognitively impaired, and so on, it is recommended that these
in-services be kept in a binder for future use. It is also imperative to maintain a record of
training provided to each employee. Providing the employee with a certificate of attendance
and placing a copy in the employee’s file, is not only a good way to maintain records but is also
a motivating factor. A free “Individual Education Record” is available through Re-Creative
Resources Inc. and is another way to track training and in-services provided to an employee.
In summary, training employees is an essential responsibility of the Recreation Director. It
requires knowledge, confidence, preparation, dedication, commitment, and follow-through.
The time spent in training employees is one of great value. Not only will the employees
provide higher quality services to the residents, but they will find greater job satisfaction as
well. So spring into training and let the learning begin!
References
Employee Training and Development: Reasons and Benefits. Carter McNamara, MBA, PhD.
July,
2006. www.managementhelp.org/trng_dev/basics/reasons.htm
Copyright Kimberly Grandal, 2007. All rights reserved.
Employee Training Tips for Recreation Directors
By Kimberly Grandal, CTRS, ACC
Executive Director, Re-Creative Resources, Inc
“All the world is a laboratory to the inquiring mind.” - Martin H. Fischer
Providing training is one of the numerous responsibilities of the Recreation Director in a health
care facility. Recreation Directors often state that they just do not have the time to train, but
the needs and benefits of training are worthy of making an appearance in our monthly
planners, and in many cases, a requirement. According to McNamara (2006) there are many
benefits to training employees. Such benefits include:
Increased job satisfaction and morale
Increased employee motivation
Increased efficiencies
Increased capacity to adopt new methods
Increased innovation in strategies
Reduced employee turnover
Enhanced company image
State and Federal regulations, as well as accrediting bodies such as JCAHO, require training
and orientation programs in health care facilities. It is important to review these mandatory
education requirements to ensure the Recreation Department is in compliance. Also, it is
recommended that the Recreation Director review education requirements with the facility
educator. The facility may require various additional mandatory education programs because
of corporate standards, JCAHO, or even as part of a deficiency plan of correction. Though
state regulations vary, some common mandatory in-services include: Tuberculosis/
Bloodborne Pathogens, Resident Rights, Advance Directives, Hand Washing/Hygiene, Fire
and Safety/Disaster, Alzheimer Training and Abuse and Neglect.
So, with many benefits and requirements, why don’t managers, such as Recreation Directors,
train their employees? As mentioned earlier, many managers state there is not enough time in
the day. Training should be scheduled on a regular basis and should not be viewed as
additional work. Set up training schedules such as a series of in-services, on a quarterly basis
or as needed. Consider hiring a consultant or educator to help out in this area. In addition,
Recreation Directors should consider making arrangements for employees to attend the
MEPAP 2nd edition, outside workshops, conferences, and seminars.
Additional reasons why managers do not train their employees often include the lack of know-
how and confidence to perform this duty. Practice makes perfect. Find a mentor, take a class,
attend a seminar, research, etc. Educate yourself on training techniques. There is an
abundance of free information and training resources available on the internet. Each time you
train someone or a group of people, you gain experience, knowledge and eventually the
confidence to continue. Many training programs require a lot of research, preparation, and
planning, so give yourself plenty of time to organize your sessions. Other training may be
spontaneous and be as a result of immediate intervention from management.
Lastly, many managers do not train their employees because there is a high turnover rate.
This is of particular concern to the Recreation Profession, where burnout and turnover is very
common. Interestingly enough, a good training program can actually decrease staff turnover
because employees receive the necessary information they need to perform their job to the
standards set forth by the manager.
There are many ways in which a Recreation Director could take on the role of educator.
Remember, training does not have to occur in a formal, traditional atmosphere of sitting in
rows looking at a Power Point presentation. When training employees, it is important to offer
topics that are relevant to the work provided. In addition to the mandatory education set forth
by the facility, consider the following activity-related topics:
Documentation/IDCP
Cognitively Impaired
Working with Difficult Residents
Precautions
Adapting Activities (techniques)
Adaptive Equipment
Validation
Reality Orientation
Parallel Programming
Milieu Therapy
1x1 Programming
Motivating Residents
Culture Change
Working with Other Departments
Cognitive Activities
Creative Activities
Physical Activities
Resident Committees
Resident Volunteers
Working with Volunteers
Sensory Stimulation
Spirituality vs. Religion
Educational Activities
Cultural Diversity
Special Populations
Regulatory Agencies
Calendar Development
Leadership Guidelines
Diagnostic Information
Role/benefits of Activities
Van and Outings
Policies and Procedures
Time Management
Equipment Use
Computer Skills
Professionalism
Standards of Practice
Activity Organizations
Certification Councils
Sensitivity Training
The successful trainer utilizes various training methods such as audiovisual equipment,
lecture, discussion, brainstorming, icebreakers, team exercises, games, and so on. Individuals
learn differently so educators must utilize many techniques to engage the staff. For a variety
of team building games, icebreakers, trust activities, and more, visit www.wilderdom.
com/games/InitiativeGames.html. The Recreation Director may also provide department-
specific games such as Medical Abbreviation Bingo, Documentation Jeopardy, Recreation
Jeopardy and Leisure Bingo. These types of activities make learning fun and are available
through Re-Creative Resources Inc.
Trainers should also provide support and guidance outside the walls of the classroom setting.
Working one on one with an employee in the actual work setting is one of the best ways in
which the Recreation staff will learn. Facilitate group and one to one activities with the
employee to demonstrate a variety of facilitation techniques. Utilize designated guidelines and
evaluation tools such as Activity Leadership Guidelines. Attend several care plan meetings
with the employee to show him/her how to interact with the IDCP team and how to report the
resident’s activity status and responses to activities. Encourage the Recreation staff to ask
questions in order to gain knowledge pertaining to various diagnoses. This will help the
Recreation staff to perform more accurate assessments and individualized care plans.
Another great way to offer training to the Recreation staff is through a Skill Share Program.
Recreation staff is given the opportunity to learn new techniques and styles of therapeutic
recreation services by observing and assisting each other in a variety of activities. Since not
everyone is great at everything, it is a wonderful way of training, sharing skills, and idea
swapping.
Training should not be confined to the Recreation staff. It is equally important to provide
regular training to the facility staff such as nurses, CNAs, food and nutrition employees, social
workers, rehabilitation therapists, housekeeping staff, etc. With the implementation of the
2006 CMS revised Activity Guidance to Surveyors, it has become increasingly important for all
staff to provide meaningful activity to the residents. The Recreation Director must offer
interdisciplinary quality of life training sessions to meet the individual needs and interests of
the residents and to ensure federal regulatory compliance. An in-service entitled, “Breaking
Down the Silos: An Interdisciplinary Approach to Quality of Life”, is available through Re-
Creative Resources Inc.
As the Recreation Director develops various training session such as sensory programs,
documentation, activities for the cognitively impaired, and so on, it is recommended that these
in-services be kept in a binder for future use. It is also imperative to maintain a record of
training provided to each employee. Providing the employee with a certificate of attendance
and placing a copy in the employee’s file, is not only a good way to maintain records but is also
a motivating factor. A free “Individual Education Record” is available through Re-Creative
Resources Inc. and is another way to track training and in-services provided to an employee.
In summary, training employees is an essential responsibility of the Recreation Director. It
requires knowledge, confidence, preparation, dedication, commitment, and follow-through.
The time spent in training employees is one of great value. Not only will the employees
provide higher quality services to the residents, but they will find greater job satisfaction as
well. So spring into training and let the learning begin!
References
Employee Training and Development: Reasons and Benefits. Carter McNamara, MBA, PhD.
July,
2006. www.managementhelp.org/trng_dev/basics/reasons.htm
Copyright Kimberly Grandal, 2007. All rights reserved.
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