Change Management Plan for Credentialed Diabetes Educator in Medicare

This report outlines a change management plan for training and development of Credentialed Diabetes Educators in Medicare. It discusses the justification for the practice change, designing a change management plan, legal and ethical influences, minority group concerns, and proposes a method for evaluation and sustaining change.

Task 3 Change management
plan

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Discussing and justifying the practice change.............................................................................3
Designing a change management plan........................................................................................4
Proposing a method for evaluation of plan and sustaining change.............................................7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
The plan that is implemented to a business organization for effective implementation of
changes throughout the organization is referred to as change management plan. A change
management plan helps the management in effectively managing the process of change in the
organization while ensuring an effective control over the budget. The scope for the change,
communication channels and resources required are also controlled through this plan. Medicare
is Australia’s universal healthcare system that is publically funded. In this report based on the
recommendations given in the assessment two one change management plan will be devised for
the credentialed diabetes educator. Report will include the proper justification for selecting the
area of change management plan. Further the report will discuss the factors that like legal, social
and ethical that influences the advanced practices roles in their development in Medicare for
supporting the role and scope of development in future. Lastly in this report the role of advanced
practice nurse in innovating and influencing practice change will be outlined.
MAIN BODY
Discussing and justifying the practice change
On the basis of the recommendation for focussing on continuous learning and
professional development of CDE in remote regions, made in the assessment 2, the practice
change that would be implemented is training and development. The training and development
will support the continuity in learning and development of professionalism of CDE (Gee and
et.al., 2019). Continuous learning is the term used for referring to the ongoing enhancement of
existing knowledge both in the terms of quality and quantity. The term is linked with the
professional development (Buschow and Suhr, 2022). The reason being that when the individuals
are trained continually the skills becomes sharpen up and in the social and health care context the
ability to handle complexities in the cases improves (Thakur and et.al., 2020). The benefits that
are experience with the continuous training and development approach for professional
development prepares the CDE for handling the higher level cases of patients that requires more
experience and the existing professionalism of the educators (Hadden and et.al., 2020). Medicare
can improve the retention rates of CDE in the remote regions by providing them opportunities to
use increase level of their expertise that will result in further development of their skills making
them working more efficiently in accordance with the changing environment. The reason for
choosing training and development for making more professional employee available at the

remote regions is that it supports continuous learning enabling employees is retaining their
knowledge and skills over time. The traditional training approach for developing the employees
had some issues. Employees after a training period shows highest level of performance that
further depletes at an increasing rate over time (Marks and et.al., 2018). The continuous training
and development programmes eliminates this issue by ensuring maximum level of performance
at all the times. It helps in achieving personal career development goals of the CDEs (Matthews
and et.al., 2018). Further it is essential during the time when licenses are updated. It helps in
gaining new perspectives for doing same set of actions. The health care setting will in addition
will be benefitted in having the staff available within the institute that have marketable set of
professional skills (Zand, Ibrahim and Sadhu, 2018). The change management plan of Medicare
for training CDE will aim at enhancing their existing knowledge to enable them effectively using
the recent developments in the diabetes technology. The programme will concentrate at
imparting the knowledge of stick free glucose testing, closed loop systems (Goswami, 2021).
Further technologies like non-invasive glucose monitoring will also be included in the training
programme (Martinez, Peattie and Vazquez-Brust, 2021).
Designing a change management plan
Goal Statement
The goal of the change management plan is to enhance the existing training and development
methodology by implementation of changes.
Stakeholders
Stakeholder Importance of
Support
Rationale Key Activities
Government High To get the required
funding
Allocating the
required amount of
finances in their
budget
Management High For managing and
governing the entire
process
Management of
process
Training team High To carry out/ conduct
the effective training
Specialized training
methods based on the

programs grasping capacity of
diverse individual
Employees High To support the change
in the process and get
maximum benefits out
of it
Give their time,
dedication and
concentration towards
the learning
programme.
Timeline
Change management plan timeline for Training and development program
Months 1 2 3 4 5 6 7 8 9 10
Plan
Setting up of
objectives
Areas to be
developed
Deciding the
targeted
Educators
Feedback From
Employees
Action Plan
Do
Hiring of
professionals
for training
staff
Study
Review and
Analyse
Act

Communicating
the outcomes
with the
stakeholders
Legal and Ethical Influences
There are various legal and ethical factors that must be taken into consideration while
training and development programs are implemented. The legal requirements are that the
employee must be provided with the safe working environment. Training should be focussed of
giving safe and sure working environment to the CDE. The mental health of the educators should
be at priority of the management. Training must aim at the analysing the workload of the diabetic
educators working in remote regions (Haugen and et.al., 2019). They should not feel over burden
with the training programs. The training and development programs should further focus on
building the professionalism in the educators, it should be capable of giving the career
development opportunities to them. The programs should be under the working hours of the
educators and should not be extra load for them. There are chances that they might feel that
training programs by the management requires excess time that they have to spend above their
working hours. Thus management must ensure that the employees training must not feel as
burden to them and adjusted as per their preferences. So the training and development change
management plan targets that the CDE within the program are provided with the safe working
environment, the program must not be a burden to them. Also the employees’ mental health
should be taken into consideration.
The training and development change and strategy is based on the internal and external
environment of the CDE. Need for the training and development is based on the internal and
external environment analysis of the Medicare (Miller and Akdere, 2019). There should not exist
any kind of biasness in the training and development program. All those CDE that deserves the
opportunity to enhance their professional skills and participation in the training programs of the
institute must be included in the training programs of the company (Hejka-Ekins, 2019). The
continuous training of employees enhances their professional skills. Highly professional CDE in

the health care setting have proper conduct in their actions ensuring that the health care setting
does not involve in any kind of ethical issues.
The ethics that are to be followed by the institution in its training programme influences
the programs (Pozgar, 2019). The training program must protect the bottom line of the concerned
that is to serve the welfare of the community and earn nominal fair returns in the process. The
Medicare’s training and development program aims at making the working conditions of the
health care setting suitable that it becomes a great place to work for the CDE. The heath care
setting along with the training for professional development to create credentialed diabetes
educators will aim at ensuring the ethical code being followed by the employees both at the
workplace and outside (Halliday and et.al., 2021). Training of the staff will enhance the patient
privacy and strengthen the data protection of the details of the patient that includes in medical
records, and other confidential information of the patient. National health care settings code of
ethics will be clearer to the employees of the institute. The culture of the company will also be
the area of focus for the training and development plan. The plan will ensure positive outlook of
the employees, initiate their supportive nature in the policies of the organization. The relations of
the CDE of organization with the patients will improve as a result of increase in the level of
professionalism.
Minority Group Concerns
The groups that are non-English speaking will be trained in the language that will best
suited for their understanding. The staff will be trained for eliminating the discrimination based
on the region, financial background or any racial discrimination being faced by the patients.
Training further will be for all the employees based on their need. CDE from the Aboriginal and
Torres strait Islander group origins will be trained specially for these regions only as Australians
residing in these regions are more likely to be diabetic.
Proposing a method for evaluation of plan and sustaining change
The theory that will be used to evaluate plan and sustain change is Nudge Theory. The
theory aims at nudge the employees for ensuring that they work or make their efforts towards the
direction of change (Love, Smith and Teo, 2018). Base idea of this theory of change
management is that the strict change enforcement should not be done rather than the more
effective way that is nudging the change should be adopted. The theory is divided into seven

basic principles.
The first principle is that the management will define the change that it supposes to
implement in the organization. Next the change will be seen from the point of view of the
employees or other stakeholders and how they perceive the change. The next step is to make a
plan that is rational and can be used for implementation. This step namely, timeline enables in
identifying the resources that will be required for the execution of the change. In this theory the
decision making approach is inclusive of the people’s opinions to whom the change process
concerns the most. The individual that will be affected in the change process are included in the
decision making process. The another basic principle that is followed is listening to the feedback.
It is an effective and powerful technique of nudging.
The following theory will be applied in bringing the change in the business by firstly
defining the change that is to be brought. The change is that it setting is changing its training and
development approach. Next the change will be seen from the perspective of the employees.
Most of the employees will be enthusiastic as they will get the opportunity to develop their skills
and become more professional in their work, while some of the employees will be resistant for
the change and prefer to work as per the current workings. The employees that will resist will be
motivated and their morale will be boosted by the management to create a positive lookout
towards the change that is aimed to implemented. Best options that will be applicable for smooth
functioning in the implementation of the change management plan will be outlined. The change
after the application of alterations will be presented in front of the employees. And the training
and development process will be implemented. After this the management will listen to the

feedbacks of the employees on the training process. The obstacles that hinders the overall
process will be limited or eliminated. The action plans will be made on the basis of the variances
in the outcomes and the objectives that were set.
CONCLUSION
Change management plan is a plan that is followed with the aim of effective
implementation of change in the business. On the basis of the report it has been discussed that
how the practice change of training and development is justifiable for the recommendation
perspective as per the assessment two. The report has outlined the design of a change
management plan based on the framework of change management. The design of plan includes
stakeholders that are involved in the change management. The report has made a timeline for the
change management plan. Report has discussed the legal and ethical influences over the training
and development. Further it has been discussed in the report that how minority group concerns
are addressed within the change management plan. The report has lastly proposed a method for
evaluation of plan and sustain the change based on the change theory.

REFERENCES
Books and Journals
Buschow, C. and Suhr, M., 2022. Change management and new organizational forms of content
creation. In Media and change management (pp. 381-397). Springer, Cham.
Haugen, T. and et.al., 2019. The training and development of elite sprint performance: an
integration of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-16.
Hejka-Ekins, A., 2019. Ethics in in-service training. In Handbook of administrative ethics (pp.
79-103). Routledge.
Love, P.E., Smith, J. and Teo, P., 2018. Putting into practice error management theory:
unlearning and learning to manage action errors in construction. Applied Ergonomics. 69.
pp.104-111.
Martinez, F., Peattie, K. and Vazquez-Brust, D., 2021. Faith in the future: On a mission to
integrate sustainability into management theory and practice. Futures. 125. p.102654.
Matthews, J. and et.al., 2018. Building information modelling in construction: insights from
collaboration and change management perspectives. Production planning &
control. 29(3). pp.202-216.
Miller, K. E. and Akdere, M., 2019. Advancing organizational corporate social responsibility
(CSR) agenda: Implications for training and development. European Journal of Training
and Development. 43(9). pp.860-872.
Pozgar, G. D., 2019. Legal and ethical issues for health professionals. Jones & Bartlett Learning.
Thakur, T. and et.al., 2020. National survey of diabetes self-management program coordinators
views about pharmacists’ roles in diabetes education. Journal of the American
Pharmacists Association. 60(2). pp.336-343.
Halliday, J. A. and et.al., 2021. Developing a novel diabetes distress e-learning program for
diabetes educators: an intervention mapping approach. Translational Behavioral
Medicine. 11(6). pp.1264-1273.
Zand, A., Ibrahim, K. and Sadhu, A. R., 2018. Innovations in professional inpatient diabetes
education. Current diabetes reports. 18(12). pp.1-9.
Goswami, M., 2021. Diabetes Educator: The Role and Experience in a Tertiary Government
Hospital–A Technical Note. Editorial Board. 13(3). p.85.
Marks, A. and et.al., 2018. Facilitation of intensive insulin therapy in the early primary school
setting: narratives of Australian diabetes educators. Comprehensive Child and Adolescent
Nursing. 41(3). pp.213-227.
Hadden, K. B. and et.al., 2020. Barriers and solutions to implementing a pragmatic diabetes
education trial in rural primary care clinics. Contemporary clinical trials
communications. 18. p.100550.
Gee, J. P. and et.al., 2019. Diabetes educators beliefs about patient self-management and
strategies used to support persons with diabetes. The Diabetes Educator. 45(2). pp.174-
183.
1