Promise only what you will actually do. Every element of the plan will be tested by a revisit and may be tested in discovery. An ambitious plan you cannot sustain is worse in every forum than a modest plan you execute.
Name the systemic change, not the training. In-service education is a legitimate part of a correction and is almost never sufficient on its own, because it does not change the system that produced the failure. If the answer is genuinely that staff did not know, say what will make the knowledge stick: a checklist, a shift handoff item, a chart audit, an alert.
Make the monitoring measurable. What is counted, by whom, how often, against what threshold, reported to whom. A monitoring element that says the administrator will monitor is not monitoring, and every reader knows it.
Keep the monitoring records. This is the entire value of the exercise. The audits you promised, dated, with results and with what you did about the results. A plan with monitoring records behind it is a defense document. The same plan without them is a plaintiff exhibit.
Give the monitoring an end condition rather than letting it run indefinitely on paper and stop in practice. Say how long it runs, what result closes it, and where the closure is recorded.
Have someone outside the building read it before submission, ideally the person who will present it to underwriters. The question to ask them is simple: if this promise is quoted back to us in two years, can we produce the evidence.