Sterile Processing is the foundation of surgical and procedural area programs within hospitals, ASC’s and clinical arenas. Yet Sterile Processing departments struggle with staff retention and finding qualified candidates for employment. How can perioperative leaders support the foundation of their program to enhance service, ensure safe patient care and outcomes? It is essential that we understand the Sterile technician and their role while creating retention strategies to stabilize the department and recruiting strategies to find new staff.
The Sterile Processing technician role has evolved over the years. Many long-term staff were hired and trained within the department. Many of these staff members have never been formally schooled. These staff members often fear the certification process and are intimidated by the testing process. As advances in sterile processing have evolved, certification and education requirements have also advanced as well. Currently some states require certification, which has had the effect of pushing many excellent staff out of the Sterile Processing departments. These workers can be retained through providing a hands-on program to guide them through the study and testing process. While cost containment is naturally important, for some employees digitally-based distance learning is difficult, so they may need other tools to be successful. Whatever education tools are used, teaching these workers the “why” of the processes will facilitate their success. When hiring new staff who have not completed an education program, a mentorship and coaching program needs to be in place to support their learning. Guiding the staff through each phase of Sterile with the support of resources will help yield successful, long-term employees.
Other retention processes are key for retaining staff. A manager must recognize and reward their progress. Opportunities to improve skills and earn higher wages is a strong motivator, so develop a tiered Sterile role program using carefully designed job descriptions. For example, begin with an entry-level role such as “Sterile Specialist,” and then build up other roles from there: Certified Technician, Lead, Educator, and so on, through Manager. Establish annual goals to drive their interest in advancement. Empower them to improve processes and share the results with the team. Celebrate the successes of the staff and recognize their accomplishments, as this is an essential component of team building.
Look for opportunities for staff to participate in clinical site collaborative processes. Welcome them to be a participant in infection control, quality, OR and other procedural area meetings. Their ideas and ability to offer perspectives will help everyone while giving them much-needed visibility outside the Sterile Processing department. Create opportunities for staff to present to their peers. Include staff in department education programs. Establish peer presentations on AAMI standards and best practices. This enhances their knowledge and creates a team culture of knowledge sharing.
Recruiting qualified Sterile technicians is difficult. There are few career programs offering this specialty. Seek out your local school leaders to encourage them to develop programs. Do your homework and learn about Sterile Processing programs that already exist in your community. Perhaps consider volunteering to be a clinic site for student internships. This is a great way to find your next employee, should they prove to an excellent intern. For those areas that cannot draw qualified candidates, you need to look within your site to develop an education program. Partner with human resources to host a job fair to find candidates who are interested in Sterile Processing.
To get retention and recruitment programs mobilized, Sterile Processing leaders may need to have discussions with others throughout the surgical services department to educate people on the importance of having excellent Sterile Processing staff and on how Sterile Processing is essential to safe patient care. The problems of training and entry-level wages can be overcome with a vibrant retention program. Sterile Processing staff will feel valued and grow as they work with others across the surgical services department in knowledge sharing and in daily planning huddles. The benefits to the entire provider organization include both better patient outcomes and more profitable surgical departments. Providers who do not have excellent Sterile Processing recruiting and retention programs in place need to begin now. Your patients and administrative boards will thank you!
If you have questions on Sterile Processing retention and recruitment, our team of certified Sterile Processing professionals can help you develop strategies to help with your retention and recruitment issues. Contact us today.
