Senior Healthcare Training Lead for Digital Transformation Project

2 weeks ago

Ottawa, Ontario, Canada S I Systems Full time
Senior Healthcare Training Lead for Digital Transformation Project (EMR)

The Education and Training Lead is responsible for all aspects of systems education including the development of the overarching education and training strategy and project plan along with the development and delivery of education and training for client's staff as it pertains to the Digital Health Transformation (DHT) Project and the deployment of the AlayaCare Cloud application enterprise-wide. This key role will work in tandem and collaboratively with the DHT Project Leadership Team and includes training for Registered Nurses (RNs), Registered Practical Nurses (RPNs), Personal Support Workers (PSWs) and select operational (non-clinical) roles.

Contract: until December 1, 2025 with strong possibility of extension

Location: Fully Remote

Must Haves:

  • Post-Secondary Education in systems education, adult education and/or clinical education.
  • 10 years of recent experience in systems education and training for medium to large-scale healthcare digital transformations.
  • Clinical experience or an understanding of clinical work is required.
  • Experience as Lead Trainer of five or more successful healthcare technology application projects in an environment with >500 staff is a requirement.
  • Proven experience planning, developing, designing and maintaining standards of e-learning and curriculum development.
  • Proven experience in instructional design with experience in e-learning content development and knowledge of related authoring tools.
  • Experience in facilitating and conducting traditional & virtual learning methods.
  • Cognizant of the principles of adult education and their application in systems training.

Nice to Haves:

  • Clinical education experience is an asset.
  • Experience in the community/homecare setting is an asset.

Key Responsibilities:

  1. Development of an overarching education and training strategy to support the DHT project and ensures sustainability following completion of the project.
  2. Development and execution of the DHT Project Training Plan including:
    1. In collaboration with the DHT Project Leads, finalize and identify the learning requirements and training needs to 'close the gap' between current practices and future state workflow requirements. Determine to which degree existing user skills and capabilities fulfill overall requirements. Identify the learning needs.
    2. Identify gap areas that need to be addressed in the training program.
    3. Create the DHT Project role-based training course outline based on the outputs of the design phase, including optimized processes and future state workflows. A blended learning approach is to be utilized that will include e-Learning modules, instructor-led face-to-face training (Zoom or In-Person), hands-on training scenarios and job-aids.
    4. Curriculum development defining the courses to be developed including learning objectives, delivery methods, level of effort required and course owners.
    5. Oversight of the development of education/training materials including training scenarios, job aides and eLearning modules to be hosted on the VON LMS System.
  3. In collaboration with the DHT Project Leads, recruit and oversee the preparation of VON DHT training resources including the identification of SMEs, Super Users, role-based trainers and eLearning Content Developers.
  4. Development and execution of the DHT Training Schedule that supports the coordination of large-volume training and includes training schedules, delivery details, technology (virtual classroom), and overall logistics planning.
  5. In collaboration with Information Systems and Information Technology ensure readiness of the (a) training environment and (b) role-based account creation and permission levels related to the AlayaCare Cloud application.
  6. Evaluation of training sessions and effectiveness through monitoring student course evaluations, attendance and maintaining performance measurement metrics.
  7. Develop the strategy and approach to providing training and support after go-live and the identification of how continuous education will be approached, including:
    1. Evaluation of how best to situate the training function, roles and responsibilities for sustainability of the transformation.
    2. Sustainability of the training and process to evergreen it.
    3. Evaluating end-user capability.
    4. On-boarding of new staff.
    5. Tracking areas that require adjustment or additional support.
  8. Transition the Learning and Education program to VON internal resources which would include a transition plan and knowledge transfer.
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