Introduction
In long-term care, ongoing education is more than a regulatory requirement—it’s an essential component to provide quality care to those we care for. A well-structured course plan helps ensure staff competency, promotes professional growth, and supports compliance with federal and state standards.
Developing a meaningful plan requires more than simply selecting courses at random. It involves aligning education with your facility’s assessment, employee needs, professional requirements, and long-term goals of both your organization and the staff.
Here are several elements to consider creating effective course plans beyond regulatory requirements:
1. Build on the Facility Assessment Plan
In review of our most recent blog titled, “The Annual Facility Assessment: A Compass for Long-Term Care Success (Part 1)”, it is known that every long-term care facility must have a facility assessment plan. This assessment outlines the types of individuals served, the services provided, and the staff competencies required to meet those needs, and most importantly, it provides the foundation for your educational priorities.
For example, if a facility’s population includes individuals with increasing behavioral or cognitive challenges, courses on dementia care, communication strategies, and de-escalation techniques should be emphasized. If a facility’s population includes individuals with a history of substance use disorders or other mental health conditions, then courses on those topics should be incorporated into the educational course plans for staff.
When training aligns with the assessment plan, it becomes a proactive tool for maintaining compliance and improving quality—not just a response to survey findings or incidents.
2. Use Employee Surveys and Feedback to Guide Learning
Your staff are a vital source of information about what training is most relevant to their role and effective. Employee surveys and informal feedback sessions help identify what employees value, what topics they want to explore, and what obstacles they face when completing training.
When employees see their feedback reflected in the courses they are assigned, engagement often increases. In addition, this process helps uncover practical barriers—such as time constraints or access to technology—so that leadership can make adjustments that support successful participation.
Obtaining input from employees not only strengthens training outcomes; it also builds a sense of ownership and investment by the employees in the facility’s learning culture.
3. Integrate Continuing Education (CE) Requirements
Licensed and certified professionals, such as nurses, CNAs, and therapy professionals, must meet continuing education (CE) requirements to maintain their credentials. By integrating CE opportunities into the facility’s course plan, leaders can create win-win situations:
- Employees meet licensure obligations without extra time or cost.
- Facilities ensure compliance.
- Facilities demonstrate an investment in their employees and employees are more likely to be retained.
- Both benefit from enhanced skills that directly improve resident outcomes.
For example, cultural competence is a training expectation for nursing facilities per the State Operations Manual. Additionally, several states require licensed and certified professionals demonstrate CE credits earned on this topic when renewing their credentials. Including educational programs that offer CE on the topic of cultural competence demonstrates that your organization supports professional development while maintaining regulatory compliance.
4. Offer a Rotation of Courses for Variety and Engagement
There are topics required by federal and/or state law, that must be addressed on an annual basis. However, when possible, a strong course plan should include a rotation of topics to keep learning fresh and comprehensive. Rotating courses allows staff to revisit critical subjects periodically—such as infection prevention, resident rights, or safety—while also introducing new or specialized topics.
This approach prevents “training fatigue” and encourages continuous improvement. It also ensures that all staff members, regardless of shift or tenure, have access to essential and evolving content throughout the year. If you are looking for suggestions on which courses to introduce on a rotational schedule, ask your staff what might interest them. Consider individuals that may be interested in a future leadership or managerial position and introduce courses on those subjects within their annual training plan.
5. Incorporate Competency Skill Checklists Alongside Related Courses
Competency validation is an essential part of ensuring that staff can apply what they’ve learned in practice. Pairing competency skill checklists with courses covering related content—within the same timeframe—creates a direct connection between knowledge and performance. It also provides an opportunity to promote education and engagement around themes.
For example, if staff complete training on hand hygiene and infection prevention within the month of March, schedule the corresponding hand hygiene and PPE competency checks soon after to reinforce learning and confirm proficiency. Aligning training and skill verification also supports regulatory compliance and provides valuable documentation of staff competency which surveyors look for.
This approach helps bridge the gap between theory and practice, ensuring that education translates into measurable skills and the delivery of safe, more effective resident care.
6. Limit Duplication of Course Content
While repetition is valuable for reinforcing essential skills, unnecessary duplication of course content can reduce engagement and limit the effectiveness of training. Staff members may lose interest if they encounter the same material too frequently, especially when it does not build on prior learning or reflect updated best practices.
To prevent this, course planners should review existing offerings regularly and identify overlapping topics. Become familiar with the content included in the courses incorporated in the educational plan. Some duplication may be warranted, for example, when nurses are expected to oversee the CNA role and therefore are assigned the same courses. In this case, communicate the reason for duplicate content with the nursing staff so they understand “why”.
Reducing duplication not only keeps learning fresh—it also makes better use of staff time and demonstrates respect for their professional expertise
7. Create a Sustainable and Responsive Education Program
An effective course plan strikes a balance between structure and flexibility. It should be built around core competencies and regulatory expectations while remaining adaptable to changes in resident needs, staffing, or healthcare regulations. Healthcare Academy’s Knowledge NOW courses are great resources for instances when on demand training is needed. For example, if the facility has an individual that was just diagnosed with Norovirus and training needs to be dispersed to staff on how to prevent a potential outbreak, consider the “Knowledge NOW: Outbreak Management: Norovirus” course.
By connecting the facility assessment plan, employee feedback, CE integration, course rotation, and courses made for on demand training while limiting duplication of content, organizations can create a sustainable framework for ongoing staff development.
Closing Thoughts
Thoughtful course planning transforms education from a checklist task into a strategic advantage. When staff learning is aligned with your facility’s goals and professional growth, everyone benefits—employees gain confidence, residents receive higher-quality care, and the organization fosters a culture of excellence and continuous learning.
Author
Jessica Burkybile, MSN, RN, NPD-BC
Director of Continuing Education and Clinical Account Experience Specialist
