Strengthening the clinical laboratory workforce in Cambodia: a case study of a mixed-method in-service training program to improve laboratory quality management system oversight

Abstract

Background Laboratory diagnostic testing service delivery and compliance with international standards for laboratory quality are directly influenced by laboratory workforce competency. Many hospital laboratories in constrained resource settings such as Cambodia struggle to cope with the training needs of laboratory professionals in an environment of competing healthcare development priorities. Resource-limited countries need an adaptable and effective approach to provide laboratory professionals with job-specific quality oversight training to ensure the accuracy, timeliness, and reliability of diagnostic services. Case presentation Here, we describe the results of an in-service training and mentoring program conducted with the Cambodia Ministry of Health at 12 tertiary-level hospital laboratories to drive improvements in laboratory quality management systems toward ISO 15189 accreditation, which demonstrated significant progress between baseline and outcome audits in a concurrent study. This case study describes the program, and evaluates how the four primary activities, including actionable gap assessments and planning, centralized and in situ training curriculum, in-person mentoring, and remote tele-mentoring via video communication technologies, contributed towards quality improvement in the participating laboratories. We evaluated participant responses to Likert scale and free response questions from program and training evaluation surveys, and we used thematic analysis to develop a model of best practices within the program’s four primary activities to inform future training approaches. Of these activities, participants agreed most highly that in-person visits and planning based on gap assessments contributed to their learning and ability to improve laboratory operations. Tele-mentoring was rated lowest by participants, who were critical of excessive group dialogue and distraction during web-conferencing; however, feedback suggests both in-person and remote mentoring contribute to continuing education, accountability to action, and peer collaboration and problem solving to improve workforce efforts toward improved quality management systems. Conclusions We recommend here a package of in-service training activities for laboratory quality management system improvement initiatives in resource constrained settings that includes needs-based curricula and personalized action plans for participants; interactive and on-site training workshops; and in-person mentoring, complemented with well managed and regular tele-mentoring that focuses on knowledge retention, accountability to goals, and collaborative problem solving. Our model presents an adaptable approach to human resource development for quality improvement in medical laboratories.

Remote Mentorship Using Video Conferencing as an Effective Tool to Strengthen Laboratory Quality Management in Clinical Laboratories: Lessons From Cambodia

“…A qualitative study of the remote mentoring program in Cambodia identified a number of recurring themes of benefits identified by participants, including that additional remote training reinforced concepts and provided peer learning opportunities and on-demand guidance; however, laboratories strongly preferred a more structured training format in the local language if online training was used. 19 The use of video conferencing technologies for medical education and consultation shows promise as a tool to create communities of practice between laboratorians and other health practitioners in the future, a practice that will prove all the more valuable during the COVID-19 pandemic, given that online platforms have become the primary means of accessing professional training and consultation for many medical professionals. [20][21][22] Notably, although attendance in formal, inperson training and the number of on-site visits were semi-controlled for variation and therefore could not be tested for a relationship to LQMS improvement, the relationship is expected.…”

Use of the WISN method to assess the health workforce requirements for the high-volume clinical biochemical laboratories

“…Due to advanced analytical technologies in medical laboratories, compared to the period of only 10 years ago [19,20], the job description and laboratory workload, the structure of the services they provide, and the role of medical biochemists has changed a lot in Serbia as well. Today, a biochemist is more involved in post-analytical phase, including verification of laboratory results and release of the laboratory test report and communication with a physician/clinical department (unexpected test results, need for new sampling, reflex testing per sample, etc.)…”

Strengthening laboratory capacity for HIV vaccine clinical trials and epidemiological studies in Eastern and Southern Africa

“…Need based training has been reported elsewhere to enhance Quality improvement when emphasize is put on actionable training needs. 15 The aim was to discuss challenges faced when executing GCLP and get an in-depth understanding on how to interpret and implement GCLP in their respective CRCs. The basic advanced model of training used has also been reported elsewhere.…”