scholarly journals COVID-19 Vaccination of HCWs in the First Phase of a Large-Scale Mass Vaccination Program within a Healthcare System

2021 ◽  
Vol 1 (S1) ◽  
pp. s11-s11
Author(s):  
Kimberly Korwek ◽  
E. Jackie Blanchard ◽  
Julia Moody ◽  
Katherine Lange ◽  
Ryan Sledge ◽  
...  
Keyword(s):  
Human Resources ◽  
Healthcare Workers ◽  
Large Scale ◽  
Rapid Development ◽  
Vaccination Strategy ◽  
State Level ◽  
Mass Vaccination ◽  
Vaccine Uptake ◽  
Vaccination Program ◽  
Vaccination Rates

Background: The approval of the first SARS-COV-2 vaccines for COVID-19 were accompanied by unprecedented efforts to provide vaccination to healthcare workers and first responders. More information about vaccine uptake in this group is needed to better refine and target educational messaging. Methods: HCA Healthcare used federal guidance and internal experience to create a systemwide mass vaccination strategy. A closed point-of-dispensing (POD) model was developed and implemented. The previously developed enterprise-wide emergency operations strategy was adapted and implemented, which allowed for rapid development of communications and operational processes. A tiering strategy based on recommendations from the National Academies was used in conjunction with human resources data to determine vaccine eligibility for the first phase of vaccination. A comprehensive data and reporting strategy was built to connect human resources and vaccine consent data for tracking vaccination rates across the system. Results: Vaccination of employed and affiliated colleagues began December 15, 2020, and was made available based on state-level release of tiers. Within the first 6 weeks, in total, 203,544 individuals were eligible for vaccine based on these criteria. Of these, 181,282 (89.1%) consented to and received vaccine, 19,788 (9.7%) declined, and 2,474 (1.2%) indicated that they had already been vaccinated. Of those eligible, the highest acceptance of vaccine was among the job codes of specialists and professionals (n = 7,914 total, 100% consent), providers (n = 23,335, 99.6%,), and physicians (n = 3,218, 98.4%). Vaccine was most likely to be declined among job codes of clerical and other administrative (n = 12,889 total, 80.1% consent), clinical specialists and professionals (n = 22,853, 81.0%,) and aides, orderlies and technicians (n = 17,803, 82.6%,). Registered nurses made up the largest eligible population (n = 56,793), and 89.5% of those eligible consented to receive vaccination. Average age among those who consented was slightly older (48.3 years) than those that declined (44.7 years), as was length of employment tenure (6.9 vs 5.0 years). Conclusion: A large-scale, closed POD, mass vaccination program was able to vaccinate nearly 200,000 healthcare workers for SARS-CoV-2 in 6 weeks. This program was implemented in acute-care sites across 20 different US states, and it was able to meet the various state-level requirements for management of processes, product, and required reporting. The development of a standardized strategy and custom, centralized monitoring and reporting facilitated insight into the characteristics of early vaccine adopters versus those who decline vaccination. These data can aid in the refining and targeting of educational materials and messaging about the SARS-CoV-2 vaccine.Funding: NoDisclosures: None

Programmatic Factors Related to Smallpox Vaccine Uptake by Healthcare Workers and Others

2006 ◽  
Vol 27 (11) ◽  
pp. 1242-1245 ◽  
Author(s):  
Megan C. Lindley ◽  
Pascale M. Wortley ◽  
Carla A. Winston ◽  
Benjamin Schwartz
Keyword(s):  
Healthcare Workers ◽  
Multivariate Model ◽  
Smallpox Vaccine ◽  
Vaccine Uptake ◽  
Vaccination Program ◽  
Smallpox Vaccination ◽  
Health Departments ◽  
Vaccination Rates ◽  
Program Coordinators ◽  
Programmatic Factors

We surveyed program coordinators at 106 hospitals and health departments that participated in the National Smallpox Vaccination Program to ascertain how program-level factors affected the rate of smallpox vaccine uptake by staff. In a fully adjusted multivariate model, health departments achieved significantly higher vaccination rates than did hospitals, as did facilities that invited fewer employees to be vaccinated.

Prevention of Nosocomial Influenza

1996 ◽  
Vol 17 (10) ◽  
pp. 641-648 ◽  
Author(s):  
Karim A. Adal ◽  
Richard H. Flowers ◽  
Anne M. Anglim ◽  
Frederick G. Hayden ◽  
Maureen G. Titus ◽  
...  
Keyword(s):  
Healthcare Workers ◽  
Influenza A ◽  
Vaccination Rate ◽  
Employee Health ◽  
University Hospital ◽  
Vaccination Program ◽  
Preventive Strategies ◽  
Hospital Epidemiology ◽  
Vaccination Rates ◽  
Health Hospital

AbstractObjective:To study compliance with preventive strategies at a university hospital during an outbreak of nosocomial influenza A during the winter of 1988, and the rates of vaccination of healthcare workers and of nosocomial influenza following changes in vaccine practices after the outbreak.Design:Retrospective review of employee health, hospital epidemiology, hospital computing, and clinical microbiology records.Setting:A university hospital.Interventions:Unvaccinated personnel with exposure within the previous 72 hours to an unisolated case of influenza were offered influenza vaccine and 14 days of amantadine hydrochloride prophylaxis. Personnel with exposure more than 72 hours before evaluation were offered vaccine. A mobile cart was introduced for vaccinating personnel after the 1988 outbreak.Results:An outbreak of influenza with 10 nosocomial cases occurred in 1988. Only 4% of exposed employees had been vaccinated previously and 23% of exposed, unvaccinated employees agreed to take vaccine, amantadine, or both. A mobile-cart vaccination program was instituted, and annual vaccination rates steadily increased from 26.3% in 1989 to 1990 to 38% in 1993 to 1994 (P<.0001). The relative frequency of documented cases of influenza in employees with symptoms of influenza decreased significantly during this period (P=.025), but nosocomial influenza rates among patients did not change significantly.Conclusion:A mobile-cart influenza vaccination program was associated with a significant increase in compliance among healthcare workers, but a majority still remained unvaccinated. The rate of nosocomial influenza among patients was not reduced by the modest increase in the vaccination rate, but influenza rates remained acceptably low, perhaps due to respiratory isolation of patients and furlough of employees with influenza.

scholarly journals Prioritizing Healthcare Worker Vaccinations on the Basis of Social Network Analysis

2010 ◽  
Vol 31 (9) ◽  
pp. 893-900 ◽  
Author(s):  
Philip M. Polgreen ◽  
Troy Leo Tassier ◽  
Sriram Venkata Pemmaraju ◽  
Alberto Maria Segre
Keyword(s):  
Social Network ◽  
Social Network Analysis ◽  
Network Analysis ◽  
Healthcare Workers ◽  
Computational Simulation ◽  
Vaccination Strategy ◽  
Occupational Therapists ◽  
Agent Based ◽  
X Ray ◽  
Vaccination Rates

Objective.To use social network analysis to design more effective strategies for vaccinating healthcare workers against influenza.Design.An agent-based simulation.Setting.A simulation based on a 700-bed hospital.Methods.We first observed human contacts (defined as approach within approximately 0.9 m) performed by 15 categories of healthcare workers (eg, floor nurses, intensive care unit nurses, staff physicians, phlebotomists, and respiratory therapists). We then constructed a series of contact graphs to represent the social network of the hospital and used these graphs to run agent-based simulations to model the spread of influenza. A targeted vaccination strategy that preferentially vaccinated more “connected” healthcare workers was compared with other vaccination strategies during simulations with various base vaccination rates, vaccine effectiveness, probability of transmission, duration of infection, and patient length of stay.Results.We recorded 6,654 contacts by 148 workers during 606 hours of observations from January through December 2006. Unit clerks, X-ray technicians, residents and fellows, transporters, and physical and occupational therapists had the most contacts. When repeated contacts with the same individual were excluded, transporters, unit clerks, X-ray technicians, physical and occupational therapists, and social workers had the most contacts. Preferentially vaccinating healthcare workers in more connected job categories yielded a substantially lower attack rate and fewer infections than a random vaccination strategy for all simulation parameters.Conclusions.Social network models can be used to derive more effective vaccination policies, which are crucial during vaccine shortages or in facilities with low vaccination rates. Local vaccination priorities can be determined in any healthcare facility with only a modest investment in collection of observational data on different types of healthcare workers. Our findings and methods (ie, social network analysis and computational simulation) have implications for the design of effective interventions to control a broad range of healthcare-associated infections.

Access, Education and Policy Awareness: Predictors of Influenza Vaccine Acceptance Among VHA Healthcare Workers

2017 ◽  
Vol 38 (8) ◽  
pp. 970-975 ◽  
Author(s):  
Jennifer Lipkowitz Eaton ◽  
David C. Mohr ◽  
Kathleen M. McPhaul ◽  
Richard A. Kaslow ◽  
Richard A. Martinello
Keyword(s):  
Influenza Vaccine ◽  
Influenza Vaccination ◽  
Healthcare Workers ◽  
Vaccine Uptake ◽  
Veterans Health ◽  
Health Administration ◽  
Vaccine Acceptance ◽  
Vaccination Rates ◽  
Modifiable Factors ◽  
Site Access

OBJECTIVETo identify predictors of influenza vaccine acceptance among VHA healthcare workers (HCWs), with emphasis on modifiable factors related to promotion campaigns.DESIGNSurvey.SETTINGNational single-payer healthcare system with 140 hospitals and 321,000 HCWs.PARTICIPANTSNational voluntary sample of HCWs in the Veterans Health Administration (VHA) system.METHODSWe invited a random sample of 5% of all VHA HCWs to participate. An 18-item intranet-based survey inquired about occupation, vaccination status, employer policy, and local campaign efforts.RESULTSThe response rate was 17.4%. Of 2,502 initial respondents, 2,406 (96.2%) provided usable data. This sample includes respondents from all 140 VA hospitals. Self-reported influenza vaccination rates were highest among physicians (95.6%) and licensed independent providers (88.3%). Nonclinical staff (80.7%) reported vaccine uptake similar to other certified but nonlicensed providers (81.2%). The strongest predictor of vaccine acceptance among VHA HCWs was individual awareness of organizational policy. Vaccine acceptance was also higher among HCWs who reported more options for access to vaccination and among those in facilities with more education activities.CONCLUSIONSInfluenza vaccine acceptance varied significantly by employee awareness of employer policy and on-site access to vaccine. Employer-sponsored activities to increase access continue to show positive returns across occupations. Local influenza campaign efforts to educate HCWs may have reached saturation in this target group. These results suggest that focused communications to increase HCW awareness and understanding of employer policy can drive further increase in influenza vaccination acceptance.Infect Control Hosp Epidemiol 2017;38:970–975

scholarly journals Experience of COVID-19 Vaccination of Healthcare Workers in a Hospital Setting

2021 ◽  
Author(s):  
Tariq Azamgarhi ◽  
Michelle Hodgkinson ◽  
Ashik Shah ◽  
John Skinner ◽  
Tim Briggs ◽  
...  
Keyword(s):  
Healthcare Workers ◽  
Cox Regression ◽  
Age Groups ◽  
Hospital Setting ◽  
Healthcare Setting ◽  
Vaccine Uptake ◽  
Post Vaccination ◽  
Vaccination Rates ◽  
Job Roles ◽  
Kaplan Meier

Abstract Introduction Several COVID-19 vaccines against SAR-CoV-2 have demonstrated high efficacy in clinical trials. This is the first report describing their use in a healthcare setting.Methods We conduct a single centre observational study assessing vaccine uptake and apparent efficacy of the Pfizer BioNTech vaccine among healthcare workers (HCW). Results Overall uptake was 60.8%, however we saw statistically significant differences in uptake between age groups, ethnic origins, and job roles. In the 42 days after vaccination, 45 new cases of COVID were identified, of which 4 (8.9%) occurred in HCWs who were beyond 10 days of vaccination. Kaplan Meier curves for vaccinated and unvaccinated groups were congruent until day 14 and continued to diverge up to 42 days. Cox regression analysis showed a 79.0% (95%CI 21 – 95; p=0.02) risk reduction for COVID infection in vaccinated HCWs. Conclusions Initial vaccination rates among HCW were generally good, although uptake was lower in certain groups and efforts should focus on increasing uptake in these groups. The Pfizer BioNTech vaccine is effective from 14 days post-vaccination in a frontline clinical setting and protection continues beyond 21 days post 1st dose without a 2nd dose, being given.

Application of Fluid Mechanics in Adaptive Flexible Manufacturing Industry

2014 ◽  
Vol 608-609 ◽  
pp. 615-620
Author(s):  
Jia Gui Wang ◽  
Jian Hua He
Keyword(s):  
Human Resources ◽  
Flexible Manufacturing ◽  
Large Scale ◽  
Manufacturing Industry ◽  
Rapid Development ◽  
Human Resources Management ◽  
Social Economy ◽  
Resources Management ◽  
Optimal Analysis ◽  
Flexible Management

With the rapid development of social economy background, the large scale talents flow in the international and domestic have become important social phenomenon. At home and abroad, the research on talents mobility and human resources management is more and more in-depth. Through the optimal analysis of talent flow model, the flexible management applications in the flexible human resources management, to scientific analyze the coupling relationship between them that will provide human resources management talent optimize configuration, it will make positive contributions to achieve maximize the benefits.

scholarly journals COVID-19 infection and vaccination rates in healthcare workers in British Columbia, Canada: A Longitudinal Urban versus Rural Analysis of the Impact of the Vaccine Mandate

2022 ◽  
Author(s):  
Annalee Yassi ◽  
Stephen Barker ◽  
Karen Lockhart ◽  
Deanne Taylor ◽  
Devin Harris ◽  
...  
Keyword(s):  
British Columbia ◽  
Rural Areas ◽  
Healthcare Workers ◽  
Critical Role ◽  
Vaccine Uptake ◽  
Vaccine Hesitancy ◽  
Healthcare Provision ◽  
Vaccination Rates ◽  
The Impact ◽  
Urban Versus

Purpose: Healthcare workers (HCWs) play a critical role in responding to the COVID-19 pandemic. Early in the pandemic, urban centres were hit hardest globally; rural areas gradually became more impacted. We compared COVID-19 infection and vaccine uptake in HCWs living in urban versus rural locations within, and between, two health authorities in British Columbia (BC), Canada. We also analyzed the impact of a vaccine mandate for HCWs. Methods: We tracked laboratory-confirmed SARS-CoV-2 infections, positivity rates, and vaccine uptake in 29,021 HCWs in Interior Health (IH) and 24,634 HCWs in Vancouver Coastal Health (VCH), by occupation, age, and home location, comparing to the general population in that region. We then evaluated the impact of infection rates as well as the mandate on vaccination uptake. Results: By October 27, 2021, the date that unvaccinated HCWs were prohibited from providing healthcare, only 1.6% in VCH yet 6.5% in IH remained unvaccinated. Rural workers in both areas had significantly higher unvaccinated rates compared with urban dwellers. Over 1,800 workers, comprising 6.4% of rural HCWs and 3.3% of urban HCWs, remained unvaccinated and set to be terminated from their employment. While the mandate prompted a significant increase in second doses, the impact on the unvaccinated was less clear. Conclusions: As rural areas often suffer from under-staffing, loss of HCWs could have serious impacts on healthcare provision as well as on the livelihoods of unvaccinated HCWs. Greater efforts are needed to understand how to better address the drivers of rural-related vaccine hesitancy as the pandemic continues.

COVID-19 Mass Vaccination Resource Calculator

2021 ◽  
Vol 12 (04) ◽  
pp. 774-777
Author(s):  
Grace E. Pryor ◽  
Kelsea Marble ◽  
Ferdinand T. Velasco ◽  
Christoph U. Lehmann ◽  
Mujeeb A. Basit
Keyword(s):  
Resource Allocation ◽  
Mass Vaccination ◽  
Staff Nurses ◽  
Vaccination Program ◽  
Health Organizations ◽  
Vaccination Rates ◽  
Patient Prioritization ◽  
Functional Version ◽  
Novel Coronavirus ◽  
Observation Period

Abstract Background Despite the recent emergency use authorization of two vaccines for the prevention of the 2019 novel coronavirus (COVID-19) disease, vaccination rates are lower than expected. Vaccination efforts may be hampered by supply, delivery, storage, patient prioritization, administration infrastructure or logistics problems. To address the last issue, our institution is sharing publically a calculator to optimize the management of staffing and facility resources in an outpatient mass vaccination effort. Objective By sharing our calculator locally and through this paper, we aim to help health organizations administering vaccines optimize resource allocation while maximizing efficiency. Methods Our calculator determines the maximum number of vaccinations that can be administered per hour, the number of check-in staff (clerks) needed, the number of vaccination staff (nurses) needed, and the required room capacity needed for the vaccination and the mandatory 15-minute observation period after inoculation. Results We provide a functional version of the calculator, allowing users to replicate the calculation for their own vaccine events. Conclusion An efficient and organized vaccination program is critical to halting the spread of COVID-19. By sharing this calculator, it is our hope that other organizations may use it to facilitate rapid and efficient vaccination.

scholarly journals How the Development, Features and Roll-Out of a SARS-COV-2 Vaccine Shape Public Acceptance: A Conjoint Experiment in a Large Representative Sample of Danes

2021 ◽  
Author(s):  
Frederik Juhl Jørgensen ◽  
Alexander Bor ◽  
Michael Bang Petersen
Keyword(s):  
Large Scale ◽  
Vaccine Development ◽  
Vaccination Strategy ◽  
Three Dimensions ◽  
Vaccine Uptake ◽  
Vaccine Acceptance ◽  
Policy Makers ◽  
The World ◽  
Conjoint Experiment ◽  
Roll Out

While effective vaccines against the SARS-COV-2 virus have been developed and countries around the world have invested heavily to secure vaccine rollout, a fundamental challenge remains. How do policy-makers around the world ensure high vaccine uptake? What is lacking is a comprehensive assessment that captures a total spectrum of features related to the development of a vaccine, the vaccine's characteristics as well as the implementation of the vaccination program. To provide such an assessment, we designed a conjoint experiment embedded in large-scale surveys based on a random sample from the central database of Danish social security numbers (N = 3,099), providing a sample that is representative for the adult Danish population. In the conjoint experiment, we vary features relating to three dimensions: 1) the stage of vaccine development, 2) the specific characteristics of the vaccine, and 3) the implementation of the vaccination strategy. We show that the features relating to characteristics of the specific vaccine have the strongest impact on vaccine acceptance. The features relating to vaccine development were the second most powerful, while the features relating to the implementation of the vaccination strategy were the least.

Sign in / Sign up

Export Citation Format

Share Document