Learning Harbor News

What's New At Learning Harbor?

            All Learning Harbor subscribers have been upgraded to our new Learning Management System (LMS), initially launched early in 2007.  All new subscribers have been going directly to the new LMS.  Additionally, over a transitional phase that is now complete, all existing customers were migrated from the previous system to the new one.  Feedback has been overwhelmingly positive, as we had expected, since the new LMS incorporates enhancements based upon customer feedback.  In other words, it has been an essentially customer driven package.  If you or your organization have not yet subscribed, contact info@learningharbor.com for more information.

            In our continuing program of offering enhanced learning through our LMS package, we have recently introduced the following new modules for all our Learning Harbor subscribers:

• Alzheimer Curriculum
• Restraints in Long Term Care
• Flu Prevention
• Preventing Falls

What Our Subscribers, Managers and Administrators Are Saying:

Customer Service

• I like the examples given for responding to customers. I was also enlightened by the fact that my co-workers from other departments are also customers.
• Great! I like the on-line format. Very convenient.
• Excellent reminders of things we should know.

General Infection Control

• I think that this is an effective way to do modules. It only takes a few minutes to figure it out, and you are on your way!
• Glad the importance of hand washing was stressed. So important, and yet most people do NOT do it.
• User friendly and a great idea.
• Draws attention to basic hygiene precautions that are taken for granted.
• On-line testing is a great idea. THANK YOU!

Electrical Safety

• I like the cartoons. It makes the reading more enjoyable.
• Electricity is a deadly killer and to learn as much about prevention on the topic is an excellent idea.

Cultural Diversity

• It is nice to see that the hospital acknowledges the difference in cultures. Great module. Thanks!
• I like the module because it helps people to think "out of the box" and value others' beliefs.
• It gave a good overview of information.

Patient's Bill of Rights

• The links to obtain additional information were great.

Strains and Sprains

• This is an important module to remind everyone to take good care of their backs, and how hard sitting at a desk all day can be on the back.

Other Comments

• Easy for review and to remember.
• Visuals make it more interesting and easier to learn than a lot of reading.
• Simple and straightforward. That's good!
• Convenient and time saving.
• Very easy. Should not be a problem teaching the staff.
• Our employees like it that they don't have to sit in a classroom for six hours.
• It does not wreak havoc on our staffing!
• Better able to monitor and obtain full compliance. Less falls through the cracks.
• This is the best orientation I have ever received at a hospital. Usually, the presenters are paraded through with canned messages. This was interactive and kept my interest.

---

A Sampling of Our Clients Includes:

Burke Rehabilitation - White Plains, NY

Tahoe Forrest Hospital - Truckee, CA

Weston County Health Services - Newcastle, WY

Special Tree Rehabilitation Services - Romulus, MI

St. Mary's Medical Center - Langhorne, PA

Allegany College of Maryland - Cumberland, MD

Ascent Partners - Ambulatory Care (Multiple Sites)

Tennessee Orthopaedic Clinics (Multiple Sites)

Christ Hospital - Jersey City, NJ

Ann Arundel Community College - Arnold, MD

Mercer County Community College - West Windsor, NJ

Freemont-Rideout Health Group - Marysville, CA

Colusa Regional Medical Center - Colusa, CA

Nason Hospital - Roaring Springs, PA

Francis Parker Homes - East Brunswick, NJ

Hoboken University Medical Center - Hoboken, NJ

---

Learning Harbor Welcomes our Newest Customers:

Sonora Regional Medical Center - Sonora, CA

River Garden Hebrew Home - St. Augustine, FL

Cobre Valley Hospital - Globe, AZ

Nantucket Cottage Hospital - Nantucket, MA

---

Learning Harbor Features

Your successful e-learning program begins when your Learning Harbor representative assists you with your customization initiatives and guides you in selecting options for your employee module catalog assignments.

Great courseware is not of value until it is used by your employees. We help you prepare for the arrival of what may be a new way of learning.

After your web-based training is in place, Learning Harbor will continue to support your training administrators with all aspects of your program as it grows to its full potential.

---

Updates

Expanding Market: Community Colleges with clinical programs are offering orientation to the clinical experience through the Learning Harbor web-based system. Students entering health related fields, such as Occupational Therapy, Medical Technology, Physical Therapy, Professional and Practical Nursing, benefit from the overview they receive. Some schools add additional information specific to the various clinical sites by using the "Reference Room" option.

---

FOR IMMEDIATE RELEASE
CONTACT: Learning Harbor
PHONE: 1.609.658.4945
info@learningharbor.com

Web-based Company Collaborates with Medical Center

Learning Harbor, Inc., a web-based training provider, recently combined with St. Mary Medical Center of Langhorne, PA, and Nursing Spectrum, to sponsor a complimentary seminar for area educators and human resource personnel. The topic, "The Impact of Cultural Diversity on Education and Training" was presented by transcultural nursing expert, Dula Pacquiao, Ed.D, RN, C.T.N.

She spoke of the challenges to be found in the development of in-service programs and in promoting teamwork among a culturally diverse employee population. Characteristics of culture include: values, beliefs, practices, meanings of experience and behavior. Dr. Pacquiao emphasized that these characteristics can be manifested and/or latent. Comparisons were made between American and foreign nurses regarding social hierarchy, leadership styles, decision making, time orientation, work ethic and caring roles. She stressed the fact that a diverse staff presents issues in several areas, among them: recruitment; the orientation process; and mentoring.

Dr. Pacquiao concluded her program with the discussion of organizational support, community support by co-ethnics, multi-cultural professional environment and exposure to other cultures as factors that can promote acculturation.

Evaluations have been very positive and indicate a strong interest in additional programs of this type that could be presented to a wider audience of healthcare professionals.

Pictured L to R:

Ginny Stemhagen, MA, RN, CNAA, President, Learning Harbor
Dula F. Pacquiao, Ed.D, RN, C.T.N., Professor, Keane University
Debbie Capone-Swearer, MSN, RN, BC, Manager, Nursing Education, St. Mary Medical Center

---

FOR IMMEDIATE RELEASE
CONTACT: Learning Harbor
PHONE: 1.609.658.4945
info@learningharbor.com

Revamping Regulatory Training in a California Hospital

Tahoe Forest Hospital District decides to use Internet-based learning and reduce some of the classroom training and in-house computer-based training to meet the regulatory educational needs of its diverse employees.

Live training, due to many new federal regulations, can take 1-2 days to complete. It takes people out of their departments, and we have to find healthcare professionals to cover for the people who are in class. As an alternative to live training, we purchased an Intranet training program. However, we soon came to realize it couldn't offer the advantages web-based training does.

Truckee, California, the home of Tahoe Forest Hospital District, is located approximately 15 miles north of Lake Tahoe, and 30 miles west of Reno. Tahoe Forest Hospital is a nonprofit facility owned by the Tahoe Forest Hospital District covering a 500-square mile area, which includes the north shore of Lake Tahoe and the communities of eastern Placer and Nevada counties. In 1966, the hospital expanded to 42 beds and by 1991 30 more beds were added.

An eight - bed acute care facility licensed in the State of Nevada as a Critical Access Hospital (Incline Village Community Hospital) was also opened to serve the healthcare needs of the community. The Tahoe Forest Hospital District has 500 + employees.

PROBLEM

In 1999, Tahoe Forest Hospital District selected an Intranet training solution for many of its employees because it was more cost effective to use computerized education rather than live training. Our problem was we had to internally maintain the data and the system. This system was based on our server and when something went wrong we had to fix it.

Approximately a year ago, we were faced with a second problem. The company that provided our training data dissolved and was purchased by another company. With the buyout of the old company, we decided that Intranet learning was not the best type of learning for all our employees.

SOLUTION

Before we considered making any changes to Internet-based learning, we checked with other organizations to see what kind of training and what companies they were using. We contacted a few web-based learning companies to find out what their features were. We determined web-based learning would be the most efficient and cost-effective way to educate our healthcare employees. This spring we signed a contract with Learning Harbor, Inc. because they provided our facilities with the following advantages.

• The purpose of this modular program is to allow employees to meet JCAHO and other mandated education requirements.

• The modules are shorter, easier for our employees to handle, and takes less time to complete than our in-house computer-based training program.

• The training program offers all modules in Spanish. We have Spanish speaking employees and believe that number will grow. We need to meet their training needs. It would not have been prudent to select a program that didn't have a Spanish component.

Although other companies have a Spanish component, when you enter this program on Learning Harbor's Internet web site, the selection for the Spanish option is in Spanish. Other companies have it worded in English. It didn't make sense to us that our employees would need to understand English to get into the Spanish module.

• The program challenges our employees because they can "place out" of a module if they pass the test.

• Managers will be able to access their employee reports on demand without contacting the Education Department.

• The new program has a home option that in time we may use.

• Learning Harbor will take care of any computerized glitches that may occur. We won't have to deal with that aspect of the program.

RESULTS

Selecting Learning Harbor's web-based learning solution will save us over $100 per employee per year for their compliance training. Furthermore, each of our facilities' employees will have access to web-based learning.

We also have a contract with EduTracker, a company that focuses on our internal education department. This company allows us to print flyers, certificates and register our employees for all classes. Learning Harbor is coordinating their efforts with EduTracker so we can print what our employees achieve with Learning Harbor through the EduTracker system.

With Learning Harbor's web-based system of learning, our English and Spanish-speaking employees will be able to meet all regulatory requirements in a timely manner. And as regulations change, these web-based learning modules will be updated without our education department having to develop new course materials or classes for our employees.

SOURCE

Deborah White
Education Department Coordinator
Tahoe Forest Hospital District
Truckee, CA.

---

FOR IMMEDIATE RELEASE
CONTACT: Learning Harbor
PHONE: 1.609.658.4945
info@learningharbor.com

Meeting all of the JCAHO standards is a daunting task for just about every healthcare facility in the country. One area that poses a particularly difficult challenge in today's healthcare arena is the tremendous amount of training and education that is required under the JCAHO standards. It is difficult to take staff away from their clinical duties to attend inservices and annual mandatory training. The growing staffing shortages has only made this situation worse.

Burke Rehabilitation Center in New York, with 600 employees, found a creative solution to their training and education needs. In February 2002, Burke became a customer of Learning Harbor, Inc. of Princeton, NJ, a provider of online education and training for healthcare employees. Instead of having to attend long, boring classroom-style training, Burke employees now fulfill their annual education requirements on their work or home-based computers via the interactive Learning Harbor website. Employees have the freedom to choose when and where they want to complete their required education.

While some of Learning Harbor's customers offer the online education as an additional vehicle for completing annual training, Burke now requires all of its employees to use the Learning Harbor system for their "annual mandatories". Since Burke no longer offers "live" classroom-style training for their annual mandatories, their educators have more time to develop new programs and special interest inservices.

When Laura Hrubi, of Burke's Human Resources Department was asked how employees have responded to the new online method of education, she reported, "employees are having fun with it. Some have expressed positive comments about not having to go to the meetings and being able to complete the annual requirements on their own. It is nice to walk onto a nursing unit and see a bunch of employees huddled around a computer showing each other how to use the Learning Harbor system and helping 'newcomers' to computers to navigate the system."

The true testament to Learning Harbor's success at Burke came during their recent JCAHO survey in May. The JCAHO surveyors heard about the implementation of Learning Harbor when questioning the clinical staff about their annual education. The staff was excited to report that they now had a new way of meeting their mandatory requirements that they found much more interesting and "fun" than sitting in a classroom.

The Nurse Surveyor wanted to hear more information about the Learning Harbor system, so the Human Resources Department arranged an impromptu demonstration for her. After seeing the system's components, including the English and Spanish options, the comprehensive yet simple testing and record-keeping system, and the extensive reporting capabilities, Laura Hrubi of Human Resources said of the Surveyor, "she thinks it is great and that many hospitals that have difficulty reaching staff with required training would be impressed as well. She was especially impressed with the ability to personalize the program with information specific to our own hospital. She was also very focused on aggregate trends and was happy to see our reports. She felt that employees with less than 100% could be looked at for additional training needs."

In today's healthcare environment, healthcare facilities need to be as creative as possible to meet the myriad of regulations and requirements imposed upon them. The online training offered by Learning Harbor is one cost-effective solution that can have a huge impact on compliance. For more information about what Learning Harbor can do to assist your organization, visit www.learningharbor.com.

---

FOR IMMEDIATE RELEASE
CONTACT: Learning Harbor
PHONE: 1.609.658.4945
info@learningharbor.com

Learning Harbor, headquartered in Princeton, New Jersey, and SVI Systems, Inc. a Peoria, Illinois-based company are co-marketing their products to change the way healthcare education is delivered. Learning Harbor features web-based compliance training for healthcare employees. Available with both English and Spanish voice-overs, all courses are designed at a basic reading level. SVI Systems, Inc., offers Instant HealthLine, a digital on-demand system for the hospital industry geared to patient education.

Learning Harbor, a relatively new company, focuses on the regulatory requirements for orientation and annual review. Healthcare employees cite the ease of use and flexibility as major advantages to the system. Employees are able to meet their training requirements both at work and at home as well have access to their own records. Yet, at the same time, they are actively participating in the learning process.

SVI's Instant HealthLine makes patient education available on-demand in the patient's room. It uses the hospital's existing televisions and PCs for convenient viewing. The patient's educational viewership is documented and includes quizzes. Patient and employee surveys can be created for feedback on patient satisfaction and employee morale.

"Our mission and goals are identical," says Virginia Stemhagen, president, Learning Harbor. "We want to enhance the methods of both teaching and learning, address the learning needs of diverse employee populations, automate documentation and record keeping, improve compliance with required education, and provide support for the process."

Both companies have systems designed to increase staff efficiency, improve access to training, give staff and patients more control over their own learning, and decrease the time needed for instruction.

"This partnership," says Joe Nora, SVI vice president, HealthCare Division, "allows both companies the ability to offer the complete education package to every healthcare facility: on-site video-on-demand patient and staff education along with web-based delivery of staff mandatory, competency and continued education. This is a natural partnering situation."

In addition to these state-of-the-art features, security provisions are built into the system. Each employee receives an individual password to eliminate the problems that can stem from multiple users.

For more information about Learning Harbor's web-based compliance programs, contact Virginia Stemhagen at (609) 658-4945 or checkout the web site at www.learningharbor.com.

For more information about SVI Systems, Inc., contact Joe Nora at (800) 255-1143, ext. 7246 or checkout the web site at www.SVI.com.