Mood problems are common after stroke, and screening is recommended. Training may support staff knowledge and implementation of screening, but the feasibility of training programmes in the Australian healthcare system has not been formally established. This study aimed to assess the feasibility of a mood screening training for a multidisciplinary team (MDT) of stroke clinicians working in a post-acute inpatient rehabilitation service.

Twelve staff from a rehabilitation service at a major hospital in Sydney, Australia participated in a 3-h interactive training session. The feasibility of running the course, assessment of knowledge gained via a consolidation exercise and quiz and acceptability of the training were assessed via focus groups.

The in-person modality of the training hindered recruitment and assessment of participants’ knowledge, though the actual measures themselves appeared appropriate. Nine participants provided feedback in two focus groups. Thematic analysis identified positive reactions to the training. However, low self-efficacy persisted and organisational/socio-cultural barriers to implementation emerged. Following training, the medical officers of the MDT had successfully implemented routine screening.

Overall, the training appeared acceptable and to foster knowledge in staff. However, limitations to recruitment and administering evaluations were identified. The development of flexible online training may improve future evaluations of screening training programmes/pathways.

中风后情绪问题很常见，建议进行筛查。培训可以支持员工的知识和筛查的实施，但澳大利亚医疗保健系统中培训计划的可行性尚未正式确定。本研究旨在评估对在急性后住院康复服务中工作的中风临床医生多学科团队 (MDT) 进行情绪筛查培训的可行性。

来自澳大利亚悉尼一家大医院康复服务部门的12名工作人员参加了为期3小时的互动培训课程。通过焦点小组评估了课程运行的可行性、通过巩固练习和测验获得的知识的评估以及培训的可接受性。

尽管实际措施本身似乎是适当的，但面对面的培训方式阻碍了参与者知识的招募和评估。九名参与者在两个焦点小组中提供了反馈。主题分析确定了对培训的积极反应。然而，自我效能感仍然较低，并且出现了实施的组织/社会文化障碍。经过培训，MDT 医务人员成功实施了常规筛查。

总体而言，培训似乎是可以接受的，并且可以培养员工的知识。然而，也发现了招募和评估管理方面的局限性。灵活的在线培训的发展可能会改善未来对筛选培训计划/途径的评估。