Verified answer

Tough decision, but I can sympathize as I am a clinician and I know how vital the EMR is. I would think double the training time/period as everyone else is acceptable. Can she tell you what part she does not get and why? Or is it all of it? Could she get it with some very slow one on one tutoring for one day? IS it a memory issue? Would cheat notes work? But I am afraid, if she can't function, she would have to be let go.

Bottom line, if she can't do the job, there's no place for her in the office. However it is tough to know when & where to draw the line.

When people train her, is SHE doing the clicking with someone there to guide her, or is she just looking over someone else's shoulder? I'm very good with computers but I can't learn even the most basic task by watching someone else. I have to actually do it myself with someone there to walk me through the process.

If its to the point where physicians are getting behind and records are getting mixed up, then something has to change very quickly. I suggest you sit down with her and discuss the problem. Let her know that its nothign personal, but you can't continue to pay her AND pay someone else to train her. Maybe you can suspend her without pay but give her the chance to practice with the computer system on her own time. After a week give her a basic test to see if she can do the most common tasks, and if not, its time to terminate her.

It appears you have very little choice but to draw a line in the sand. Do all you can to help her succeed but if she can't cut it ( not everyone can) give a deadline and let her go.

Assuming she did a good job before the new programs were added you may be able to help her get a new job elsewhere.

It's a tough position

Good Luck!