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Staff training and communication. Plan, Conduct, and Evaluate staff training is essential component of any new system implementation. There are various methods of training. One approach, commonly known as train the trainer, relies onthe vendor to train selected member of the orgaization who will then serve as super-users and train other in their respective departments, units, or areas. These super-users should be individuals who work directly in the areas in which the system is to be used; they should know the staff in the area and have a good rapport with them. They will also serve as resources to other users once the vendor representatives have left. They may do a lot of one-on-one training, hand-holding, and other work with people in their areas until these individuals achieve a certain comfort level with the system. Once the details of how the new system is to work have been determined, it is important to update procedure manuals and make the updated manuals available to the staff. Designated managers or representatives from various areas may assume a leadership role in updating procedure manuals for their respective areas. Having an effective plan for communicating the project's progress serves two primary purposes. First, it identifies how the member of the implementation team will communicate and coordinate their activities and progress, Second, it defines how progress will be communicated to key constituent groups, including but not limited to the board, the senior administrative team, the department, and the staff at all levels of the organization affected by the new system. The communication plan may set up both formal and informal mechanisms. Formal communication may include everything from regular updates at board and administrative meetings to written briefings and articles in the facility newsletter. The purpose should be to use as many channels and mechanisms as possible to ensure that the people who need to know are fully informed and aware of the implementation plan.

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