ESBD_394341_1738961389511_Role-Based_Workplace_Violence_Prevention_Scope_of_Work_(SOW).pdf

Scope of Work Role-Based Workplace Violence Prevention - Request for Proposal

(RFP)

Role-Based Workplace Violence Prevention

Table of Contents Background and Objectives:

Scope of Work:

Required Certifications

MD Anderson Responsibilities

Customer Service

Technical Scope

Measurable Acceptance Criteria

Background and Objectives

• The updated Joint Commission standard HR 01.05.03 EP 29 and Texas Senate Bill 240, require health care facilities to provide annual training or education on workplace violence prevention. The University of Texas M.D. Anderson Cancer Center (“MD Anderson”) will implement a role-based training model to satisfy regulatory requirements and enhance our commitment to our core value of safety.

• A team of MD Anderson leaders performed a gap analysis of our existing violence prevention program. This analysis revealed opportunities in the area of role-based training delivery to improve alignment with the new standards.

• In response, Human Resources and UT Police successfully partnered to immediately add workplace violence prevention focused training to the Fiscal Year 2025 (“FY25”) Institutional Mandatory Training (IMT) content.

• While this action will meet our goal to provide awareness training to all staff, our team recommends additional role-based de-escalation training be defined and deployed for leaders and our interdisciplinary clinical teams having direct patient care responsibilities.

• MD Anderson requests proposals from qualified and experienced suppliers that have demonstrated abilities in the Role-Based Workplace Violence Prevention and Active Shooter training. This training will be part of the IMT for 27,000 employees.

• With only a few exceptions for designated staff in high-risk areas, all training will be conducted and monitored through the MD Anderson Learning Management System (LMS). Staff in high-risk roles or areas may need additional in-person training on de-escalation and/or disengagement techniques.

• MD Anderson is looking for a supplier that can create this training specific to the healthcare space. Please note that members of this project are not medical professionals.

Scope of Work

Supplier(s) will be responsible for providing the following training related items:

• LMS Online Training Video – The LMS Online Training Video file is required to be a SCORM 1.2 file, the video should be 45 minutes to an hour in length. The video should have the ability to pause and continue where the employee left off. Finally, the video content should be ingestible into our LMS specific site.

• Role-based workplace violence prevention topics include, but are not limited to, de-escalation, active shooter, and basic disengagement techniques. This training is designed to provide employees with the knowledge and tools to recognize, prevent, and respond to various forms of workplace violence.

• This LMS Online Training Video will be conducted annually as part of the Institutional Mandatory Training (IMT) for all employees and is also required for new hires during the orientation/ onboarding process.

• The LMS Online Training Video will be role-based and will include 4 role categories that each MD Anderson employee will fall into and will take the training that aligns with their role. The 4 role categories are as follows: Front Line Staff/General, Managers, Executive Leaders, High Risk Area Employees.

• Written Content – Run Books, Quick Reference Guides ((QRG), Job Aids). Examples of this would include, but not be limited to, soft copies of Run Books, QRGs, Job Aids, etc.

• (In-Person) Train The Trainer (TTT)

• Train the Trainer (TTT) focuses on comprehensive disengagement techniques for employees in specialized roles.

• After completing the TTT course, trainers will receive certification and will be able to educate staff, particularly those in high-risk areas.

• Ongoing TTT or refresher course will be required to maintain compliance, ensuring trainers stay current with the most up-to-date and latest trainings and are equipped to effectively train others.

• Ability to Brand Training to Align with MD Anderson Institutional Standards, along with customizing the content to comply with MD Anderson branding requirements and institutional policies.

• Languages – Online training video must be available in Spanish and English. TTT must be available in English.

• Online training video must be ADA (Americans with Disabilities Act) Accessibility Compliant including features such as, but not limited to, text-to-speech, captions for videos, screen reader compatibility and other assistive tools for all employees to fully participate in and benefit from the training.

• Future Product (Training) Roadmap/Evolution of Content – ongoing support from the supplier, updates to training curriculum.

Required Certifications

Supplier must ensure compliance with the following regulatory standards and requirements.

• Satisfy Joint Commission Standards/Requirements

• Satisfy Centers for Medicaid and Medicare Services (CMMS) Standards/Requirements

• Satisfy Senate Bill Standards/Requirements

• Satisfy House Bill Standards/Requirements

MD Anderson Responsibilities

MD Anderson will provide the location/space for any necessary in person training provided by the supplier. (ex: TTT)

Technical Scope

• Supplier will provide agreed upon, in-scope training and associated materials to meet all identified MD Anderson requirements. Materials will be ingestible into our current Learning Management System (LMS), integrated into Institutional Mandatory Training (IMT), and meet all regulatory and Senate Bill 240 (SB) mandates.

• Institution-wide, required training that will be integrated into our current Learning Management System (LMS) and Institutional Mandatory Training (IMT) and is being driven by the Human Resources, University of Texas Police - Houston (HR, UTP-H), and Information Systems (IS) departments.

• The file is required to be a SCORM 1.2 file.

Measurable Acceptance Criteria

Successful implementation of this training will be measured by the following benefits:

• Enhanced Preparedness and Response – Different roles necessitate different levels of preparedness and response in the face of workplace violence incidents. Training tailored to specific job functions (in patient clinics/outpatient clinics, managers, senior leaders) equips employees with the knowledge and skills to recognize warning signs, respond appropriately, and minimize harm. This improves overall organizational readiness and empowers employees to handle such situations effectively, potentially reducing the severity and impact of violent incidents.

• Risk Mitigation – Different roles within an organization have varying levels of exposure to workplace violence risks. By providing role-based training, employees can acquire the specific knowledge and skills needed to mitigate those risks effectively. Tailoring the training to address the unique challenges and responsibilities of each role helps minimize the potential for incidents and enhances overall safety.

• Employee Empowerment and Confidence – role-based training fosters a sense of empowerment and confidence among employees. When individuals are equipped with the necessary tools and knowledge to prevent and respond to workplace violence incidents, they feel more secure in their roles and are better prepared to handle challenging situations.

• This, in turn, can positively impact morale, job satisfaction, and overall employee well-being.

Materials will be ingestible into our current Learning Management System (LMS), integrated into the Institutional Mandatory Training system (IMT), and meet all regulatory and SB mandates.