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OHIP provides all CDRH employees with comprehensive professional and technical training through our staff college. Our products include classroom training, live satellite teleconferences, webcasts, online coursework, and a variety of seminars and lectures. |
Goals
- To partner with all CDRH Offices in offering high quality, practical training solutions that meet CDRH’s evolving needs and priorities.
- To provide individual employees with management, professional development and scientific/technical training opportunities that enhance their job performance and maximize their career potential.
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During FY2000, we provided CDRH employees with extensive training opportunities, including: in-depth training on scientific and technical issues; CDRH programs and policy; the use of plain language in all CDRH communications; and training in communication, interpersonal, and professional development skills (see next page for examples). This training was presented in a variety of settings and formats:
- Sixty-nine different courses were presented for more than 2,600 "students."7 Depending upon the topic and training objectives, individual courses can require a commitment of from four to forty hours. The longer courses may spread over a period several weeks.
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There were approximately 1,050 CDRH employees in FY2000. Individual employees take advantage of several training opportunities during the year. Therefore, the number of "students" or "attendees" is greater than the number of employees.
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- Sixty-eight seminars were held in FY2000. 2,000 employees attended these seminars. "Staff Updates" are scheduled on a flexible basis to address current or upcoming issues. "Science Grand Rounds" are held monthly to keep CDRH staff up-to-date on the latest medical device and radiation issues. The speakers at our seminars
are national and international experts from FDA, other government agencies, universities, and from the medical device industry.
- We designed, developed, and implemented a new training program for CDRH support staff. Called Pathways, it is a voluntary three-year training and development program that will provide support staff with the knowledge and skills needed for their continued professional development. Twenty-one participants from across CDRH are currently enrolled. Applications are accepted on an ongoing basis.
- We increased our commitment to explore and implement alternative training technologies that complement traditional instructor-led classes and seminars. Teleconferences, CDROMS, web-based online training, and webcasts allow us to provide greater diversity in the topics that we offer as well as greatly increasing each employee’s access to training.
- More than thirty-two satellite teleconferences were broadcast throughout CDRH.
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Examples of FY2000 Training
for CDRH Staff
- 12-week Biocompatibility course included lectures in each type of Biocompatibility test along with case studies to help reinforce the information and policy presented.
- 6-session course in CDRH software policy and review principles presented in partnership with CDRH’s Office of Device Evaluation and Office of Science and Technology.
- The Clinical Trials Course was revised and offered in modular format.
- Advanced Risk Communication training was provided as a follow-up to the 2000 FDA Science Forum.
- A monthly series addresses Quality Systems Issues, including topics such as "Six-Sigma," Quality and Business Management, and the Quality Management Program instituted by FDA’s Office of Regulatory Affairs.
- Held the 5th offering of Tissue Engineering to provide cutting-edge information in this technology.
- Collaborated with the Radiological Health Reengineering Team to provide Training in Radiation Law/Basic Radiation.
- Webcasts, with recurring playback schedule on issues including: The Least Burdensome Provisions of FDAMA, CDRH Leveraging and Developing a Strategic Vision for the Center.
- Satellite Teleconferences on issues ranging from Best Practices in Treating Acute Myocardial Infarction; Plain Language, the Write Idea; to Time Management.
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- In cooperation with CDRH’s Office of Systems and Management, we implemented CenterNet Live. This uses webcast technology to bring important seminars, lectures and presentations to every desktop computer in CDRH. Webcasting provides every CDRH employee with the flexibility to participate in important events "live" or at a later date through our playback schedule.
- We provided four multimedia CDROM-based courses in Anatomy and Physiology.
- CDRH became the first FDA Center to make SkillSoft Corporation’s Critical Skills Library available for CDRH-wide use. After pilot testing the program in FY2000, this online (web-based) training became available to staff in October 2000. The training library includes over 300 courses in topics such as Management, Supervision, Teamwork, Customer Service, Project and Time Management, Communication, Human Resources, Finance, and Knowledge Management.
- Finally, our Playback Schedule has given CDRH employees greatly increased access to training at their desktops and on their own schedule. Webcasts, seminars, courses and teleconferences are being recorded and then "archived" for later playback. Each week, our website on CDRH’s Intranet provides employees with a schedule of events that includes live classes and seminars and playbacks of previously recorded events.
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We formed a training team to implement a continuous improvement program, known as the 360° training program. The purpose of the program is to ensure that courses are more rigorously designed, developed, delivered, and assessed to ensure their quality and relevance to program goals. This allows us to "close the loop" between training needs assessment and course development/delivery. In FY2000, the training team focused on needs assessment, training impact assessment, training transfer, performance/evaluation measurement criteria, and benchmarking. |
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We are working to ensure that our training programs meet the needs of all CDRH employees, including supervisors, professionals and support staff. During FY1999, we conducted an extensive "needs assessment." Many important training needs emerged and we began addressing them in FY2000. Examples include:
- In FY2000, we developed a new course, Case Studies for Non-Managers, that prepares employees to work productively and proactively on CDRH programs. This seven-session course began during fall 2000.
- Some of CDRH’s most important training needs identified were communications, interpersonal and professional development skills training. We formed active partnerships with each of CDRH’s Offices, greatly increasing our course offerings.
- We instituted a continuous needs assessment program by scheduling open houses for all CDRH Offices. The purpose of conducting these open houses is to update the information from the FY1999 needs assessment and to promote the continued discussion of training needs by CDRH employees.
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To learn more about how other organizations provide training for their employees, we benchmarked against ten government agencies and private organizations. Our goal was to identify, understand and adapt outstanding training practices and processes found outside of CDRH. In comparison with other organizations, we confirmed that we are doing an excellent job in a number of key areas, including needs assessments and training evaluations. We also identified a number of "best practices" that can be implemented in CDRH. |
