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PC.68 Learning point recall and self-perceived behavioural change following multi-disciplinary high fidelity point of care simulation training
  1. SJ Hughes,
  2. J Cusack,
  3. J Fawke
  1. University Hospitals Leicester, Leicester, UK


Introduction Kirkpatrick describes four levels of evidence describing the effectiveness of training. These explore trainees’ reactions, learning, behaviour and results. Most assessments of simulation training deal with Kirkpatrick level 1 evidence. This explores how much the candidates enjoy and how useful they find simulation.

Retention varies with teaching modalities with recollection after a traditional lecture being poor. We explored trainee recall of simulation learning points and whether they perceived a change in clinical behaviour.

Methods The Leicester Neonatal Simulation Team has run an extensive point of care high fidelity simulation program since 2007. Using a retrospective qualitative survey a cohort of staff reported:

Recall: Do simulation participants remember learning points from sessions that they attended?

Behaviour: Do simulation participants report that their behaviour and clinical practice in the ‘real world` has changed since they attended a session?

Descriptive statistics and thematic analysis were used to interpret the responses.

Results 54 responses from Doctors (ST1-consultant), Band 5/6 nurses and ANNPs were received. The time elapsed from the simulation sessions to completing the questionnaire ranged from 1–7 years. 77.4% recalled the learning outcomes from the end of the session. 89% felt it had changed their practice in the real world. The main three points discussed were:

  1. Giving clear instructions to team members

  2. Using people’s names when addressing team members directly

  3. How to give constructive feedback.

Conclusion Recall of learning points after high fidelity simulation training is high with high levels of self reported behavioural change especially around important human factors.


  1. Smidt A, Balandin S, Sigafoos J, Reed VA. The Kirkpatrick Model: A useful tool for evaluating training outcomes. J Intellect Dev Disabil. 2009 Sep;34(3):266–74

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