In human services settings, particularly those dealing with behavioral health, having an effective crisis prevention and de-escalation training program is crucial for both staff and patient safety. But how do you choose the right program for your organization?
One prominent children’s hospital in the U.S. successfully evaluated and selected an appropriate crisis prevention training program in 2018 in response to the shortcomings of their previous solution, with a focus on decreasing staff injuries and mitigating resistance to change in adopting a new training protocol. Takeaways from their systematic selection process are highlighted below to assist other organizations in effectively evaluating crisis training solutions.
Systematic Process for Crisis Training Program Evaluation & Selection
Step 1: Form an Interdisciplinary Team
The first step is assembling a diverse team representing all stakeholders who will be affected by the program. Your team should include:
- Leadership (especially important for creating buy-in with other employees)
- Clinical experts
- Department managers
- Members of the training & onboarding team
- Representatives from all relevant departments
Step 2: Gather Internal Feedback
Before evaluating crisis prevention training programs, understand your organization’s specific needs by:
- Surveying staff who work with high-risk patients
- Identifying gaps in the current training program
- Collecting feedback on what works and what doesn’t
- Analyzing incident reports and injury data
- Understanding specific patient population needs
Key questions to consider asking staff:
- What do they like/dislike about current programs?
- What limitations have they encountered?
- Which patient populations are not effectively served?
- What previous programs have they used? What feedback do they have on these programs?
Step 3: Establish Evaluation Criteria
Create a comprehensive scoring system based on your organization’s needs. Essential criteria might include:
- Ability to be used across different programs, settings, or populations
- Special training components for specific conditions & diagnoses (e.g., autism, intellectual disability, mental health)
- Emphasis on verbal de-escalation
- Evidence-based research support
- Adaptability for different patient sizes & ages
- Inclusion of physical transport methods
- Multi-staff intervention protocols
- Customization options
- Cost-effectiveness
Step 4: Research Available Programs
Conduct thorough research to:
- Identify available programs through recommendations and online searches
- Remove programs that don’t align with your patient population
- Create a shortlist of potential programs for detailed evaluation
Step 5: Conduct Initial Program Assessment
For each potential training program:
- Request program overviews
- Collect detailed information about training requirements
- Evaluate program materials
- Score each program against your established criteria
- Calculate total costs including:
- Initial training expenses
- Certification costs
- Ongoing training requirements
- Staff time away from work
- Training materials
- Travel expenses (if applicable)
Step 6: Deep Dive into Top Candidates
For your highest-scoring programs:
- Request detailed curriculum materials
- Contact reference organizations
- Schedule demonstration sessions and/or session audits
- Ask for supplemental materials, such as webinar presentations and other resources
Key questions to ask references:
- Why did they choose the program?
- What results have they achieved?
- How smooth was the transition?
- Would they choose it again?
- What areas need improvement?
- How responsive is the program’s support team?
Step 7: Make the Final Selection
Consider all collected data to make your final decision:
- Compare total scores from evaluation criteria
- Review reference feedback
- Assess demonstration quality
- Evaluate long-term sustainability
- Consider implementation requirements
- Analyze total cost of ownership against value of the program and potential outcomes for patients and staff
Step 8: Plan for Implementation
Once you’ve selected a program:
- Develop a detailed implementation timeline
- Create a training schedule
- Establish success metrics
- Plan for ongoing monitoring and evaluation
- Prepare communication strategies for staff
Key Considerations for Success
Resistance to change can be a barrier to making a switch with any program, process, or training. Below are considerations for organizations to improve the adoption of and staff attitudes toward implementing new training programs.
- Transparency: Maintain clear communication throughout the selection process to reduce resistance to change.
- Documentation: Keep detailed records of your evaluation process to support your final decision.
- Long-term Vision: Consider not just immediate needs but long-term sustainability and scalability.
- Cost Analysis: Look beyond initial training costs to understand the full financial impact.
- Customization: Ensure the program can be adapted to your organization’s specific needs.
By following this systematic approach, you can select a crisis prevention training program that not only meets your current needs but also supports your organization’s long-term goals for staff and patient safety.
Conclusion
The success of any crisis prevention training program ultimately depends on the rigor of your evaluation process. A systematic approach, while time-intensive, provides several crucial advantages:
- Data-Driven Decision Making: By collecting and analyzing quantifiable data through scoring systems and cost analyses, you move beyond gut feelings to make objective decisions based on evidence.
- Stakeholder Buy-In: A systematic evaluation process naturally creates opportunities for stakeholder involvement at every level. When staff see their input being methodically considered and incorporated, they’re more likely to support and engage with the chosen program.
- Risk Mitigation: Thorough evaluation helps identify potential implementation challenges before they become problems. By understanding program limitations and requirements upfront, you can better prepare for and address obstacles.
- Return on Investment: The time invested in systematic evaluation often pays off through reduced staff injuries, lower turnover rates, and fewer crisis incidents. A well-chosen program that truly fits your organization’s needs can lead to significant long-term cost savings.
- Continuous Improvement: The documentation and metrics established during your evaluation process create a foundation for ongoing assessment and refinement of your crisis prevention strategies.
Remember, selecting a crisis prevention training program isn’t just about finding the most popular or least expensive option. It’s about finding the right fit for your unique organizational needs through careful, methodical evaluation.
References
Spears, S. & McNeely, H. (2018). A systematic process for selection of a crisis prevention/de-escalation training program in the hospital setting. Journal of the American Psychiatric Nurses Association, 25(4), 298-304. https://doi.org/10.1177/1078390318794281