To help navigate these challenges, MedCerts has created a playbook for creating an internal training program. Based on our extensive experience shepherding healthcare networks through the process, this six-step framework gives clear and helpful answers on what it will take to successfully launch your organization’s training program.
Step #1. Evaluate the Need
The first thing to establish, when advocating for creating an internal training program, is projecting what positions will be hardest to fill going forward. Is there a clear financial benefit in training for those positions rather than hiring trained workers with experience?
Step #2. Show the Value
Once you’ve identified an allied health position where building an internal training program makes sense, quantify the cost savings involved. For example, say you’re building the case for an in-house training for Medical Assistants (MAs). Compare the current expenses relating to travel/agency MAs and holding an open search for external existing MAs, to the costs of creating an internal training program.
The MedCerts ROI Calculator, where you can input expenses and get clear projections on the cost savings from an internal training program is a huge help in making this step fast and easy. You can contact us at [email protected] for access to the MedCerts ROI Calculator.
Step #3. Gain Internal Support
Build internal buy-in. Share the plan with key stakeholders, such as those in HR, talent and department leaders, to gain alignment on the program and to clarify their role in supporting it. You’re advocating for funding but also looking to create enthusiasm. Internal support is just as important for running the program as it is for getting the budget approved.
Step #4. Build The Model
In creating an Internal Training Program, even if you have a didactic training partner already in mind, you need to design a model that meets the specific needs of your healthcare facility or network. Here are some factors to address when getting your training program off the ground:
- Establish the criteria for accepting students into the program.
- Make sure the curriculum increases patient safety and satisfaction in line with facility best practices.
- Show how the model promotes career pathways and improves retention.
- Build clinical hours into the schedule that align with facility needs and the current staff’s availability to supervise.
- Decide on start date, program length, cohort size and any additional resources that will be needed, such as loaner laptops.
- Make sure the experience meets certification requirements.
- Decide on a strategy for program recruitment (can be just internal word of mouth).
Step #5. Align With Learners On Expectations
Make sure expectations are clearly defined for all parties. That means outlining student responsibilities during their internal training program. Clarify what the performance expectations are around didactic learning, clinical participation and certification. Establish what the learner’s role will be at your facility after successful program completion.
Communicate if learners are expected to work at your facility for a specific period of time, in exchange for covering the cost of their education.
Step #6. Find The Right Training Partner
Building an internal certification training program from the ground up doesn’t require previous experience, but you do need to partner with a certification training solution offering that expertise.
Program providers need a proven track record at getting learners job-ready and at working hand-in-glove with healthcare facilities in the creation of internal training programs. Ask to see case studies that speak to success in previous partnerships, both in launching training programs and getting learners certified.
Make sure that the program provider offers training that aligns with role requirements and the accreditation standards, as they vary from state to state. In discussions with the potential training partner, address credential pathways, and how they can potentially support internal job ladders through certifications, apprenticeships or credits stackable towards degrees.
Evaluate how flexible the provider is in supporting online learning, hybrid solutions and coordinating around clinical requirements. Above all, evaluate the potential training partner for fit.
In that context, MedCerts solves a lot of problems. MedCerts offers 55+ online allied health and IT training programs that lead to certification from 26 nationally accredited bodies. The asynchronous approach to learning is a cost-effective way to address workforce shortages and expand your talent pipeline.
These programs are taught through instructor-led videos, scenario-based learning and 3D animated demonstrations, an award-winning approach. For example, MedCerts won in the 2025 Artificial Intelligence Excellence Awards in the category of Generative AI from the Business Intelligence Group.
Just as importantly, MedCerts has the problem-solving expertise in helping healthcare networks get their internal training programs off the ground. You’ll have a real partner throughout the whole process.
Conclusion
There are a few steps involved in creating an internal training program, including designing the program, lobbying internal support for budget approval and finding and training the students. However, the process need not be intimidating. MedCerts is here to provide the didactic curriculum that will lead to certification and the start-up support necessary for making your training program a huge success.
Do you and your healthcare facility want more information about the MedCerts playbook for creating internal training programs? Contact us today at [email protected]!
