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Implementation Plan (Sample) 1. Organizational Awareness and Approval

The document outlines an implementation plan with 6 steps: 1) Obtain organizational approval for the initiative by identifying stakeholders and setting an implementation date. 2) Procure necessary documents, materials, and supplies. 3) Develop a communication plan including letters, newsletters, and briefings. 4) Establish an education and training plan by identifying trainers and scheduling sessions. 5) Send reminders and ensure materials are available two weeks before the implementation date. 6) Assign follow-up responsibilities and conduct evaluations through surveys and audits to assess effectiveness.

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Nguyễn Thu Hà
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66 views2 pages

Implementation Plan (Sample) 1. Organizational Awareness and Approval

The document outlines an implementation plan with 6 steps: 1) Obtain organizational approval for the initiative by identifying stakeholders and setting an implementation date. 2) Procure necessary documents, materials, and supplies. 3) Develop a communication plan including letters, newsletters, and briefings. 4) Establish an education and training plan by identifying trainers and scheduling sessions. 5) Send reminders and ensure materials are available two weeks before the implementation date. 6) Assign follow-up responsibilities and conduct evaluations through surveys and audits to assess effectiveness.

Uploaded by

Nguyễn Thu Hà
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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IMPLEMENTATION PLAN (SAMPLE)

1. Organizational Awareness and Approval


 Identify key stakeholders and committees needed to approve the initiative and policy.
 Obtain buy-in; begin to get included in meeting agendas for approval.
 Update various key stakeholders and leadership.
 Finalize implementation date – “Go Live” date. California hospitals are encouraged to
adopt the standardized emergency codes by January 1, 2010.
 Approve policy and implementation plan.

2. Documents and Materials Procurement


 Develop training forms and communication materials and obtain organizational
approval for forms if necessary.
 Work with materials management to have the necessary posters, phone stickers, badge
buddies and other materials available prior to the “Go Live” date.
 Maintain a surplus supply of materials for post “Go Live” date needs.

3. Communication Plan
 Draft a letter from the CEO or other senior leadership to physicians and staff.
 Publish articles for the employee newsletter.
 Create e-mails and send to the staff periodically leading up to the “Go Live” date.
 Distribute posters for training.
 Distribute badge buddies to trainers.
 Update new hire orientation education materials.
 Identify and set up briefings for external providers (e.g., fire, EMS, etc…)

4. Educations & Training Plan


 Identify trainers and schedule train-the-trainer sessions.
 Familiarize yourself/trainer with training content and tools (PowerPoint presentation,
emergency codes document, policy, training competency).
 Identify session preferences (e.g., day/time/length) for medical and patient care
staff/units, managers, practice councils and quality groups.
 Schedule presentations with various groups within the hospital like physicians, nursing
practice council, etc…
 Schedule meetings with managers and educators.
 Schedule in-service for staff to update on new emergency codes.
 Share new emergency codes at staff meetings, safety meetings, and all new hospital
personnel orientation meetings.

Rev. 8/31/09 Page 1 of 2 502725495.doc


5. Two Weeks Before Roll Out – “Go Live” Date
 Send a reminder e-mail to all trainers to make copies of the various handouts for their
staff.
 Check with unit managers of possible questions/issues that may have arisen.
 Make sure that all units are well stocked with educational and implementation materials
for their staff.

6. Follow-up and Evaluation


 Assign a point person for questions/issues during implementation and the following
month.
 Conduct informal oral surveys to determine staff knowledge using management
rounding or other existing feedback mechanisms.
 Check key areas six months post implementation to assess how well the changes have
been integrated.
 Communicate progress to leadership.

Rev. 8/31/09 Page 2 of 2 502725495.doc

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