Recruitment, Readiness, and Retention of Providers at a Field Hospital during the Pandemic

2022 ◽  
pp. 1-21
Author(s):  
Ishaan Gupta ◽  
Zishan K. Siddiqui ◽  
Mark D. Phillips ◽  
Amteshwar Singh ◽  
Shaker M. Eid ◽  
...  
Keyword(s):  
Team Building ◽  
Well Being ◽  
Just In Time ◽  
Multidisciplinary Teams ◽  
Full Time ◽  
Full Time Equivalent ◽  
Field Hospital ◽  
Convention Center ◽  
Key Steps ◽  
Experienced Personnel

Abstract In response to the coronavirus disease 2019 (COVID-19) pandemic, the State of Maryland established a 250-bed emergency response field hospital at the Baltimore Convention Center to support the existing healthcare infrastructure. To operationalize this hospital with 65 full-time equivalent (FTE) clinicians in less than four weeks, more than 300 applications were reviewed, 186 candidates were interviewed, and 159 clinicians were credentialed and onboarded. The key steps to achieve this undertaking involved employing multidisciplinary teams with experienced personnel, mass outreach, streamlined candidate tracking, pre-interview screening, utilizing all available expertise, expedited credentialing, and focused onboarding. To ensure staff preparedness, the leadership developed innovative team models, applied principles of effective team building, and provided ‘just in time’ training on COVID-19 and non-COVID-19 related topics to the staff. The leadership focused on staff safety and well-being, offered appropriate financial remuneration and provided leadership opportunities that allowed retention of staff.

Current state of educational compensation in academic neurology

Neurology ◽  
2019 ◽  
Vol 93 (1) ◽  
pp. 30-34
Author(s):  
Daniel Weber ◽  
Harini Sarva ◽  
Joshua Weaver ◽  
Fei Wang ◽  
Jingyuan Chou ◽  
...  
Keyword(s):  
Well Being ◽  
Full Time ◽  
Full Time Equivalent ◽  
Administrative Roles ◽  
Compensation Plans ◽  
Current State ◽  
Clinical Educators ◽  
Direct Compensation ◽  
Residency Program Directors ◽  
Salary Support

In the current medical climate, medical education is at risk of being de-emphasized, leading to less financial support and compensation for faculty. A rise in compensation plans that reward clinical or research productivity fails to incentivize and threatens to erode the educational missions of our academic institutions. Aligning compensation with the all-encompassing mission of academic centers can lead to increased faculty well-being, clinical productivity, and scholarship. An anonymous survey developed by members of the A.B. Baker Section on Neurologic Education was sent to the 133 chairs of neurology to assess the type of compensation faculty receive for teaching efforts. Seventy responses were received, with 59 being from chairs. Key results include the following: 36% of departments offered direct compensation; 36% did not; residency program directors received the most salary support at 36.5% full-time equivalent; and administrative roles had greatest weight in determining academic compensation. We believe a more effective, transparent system of recording and rewarding faculty for their educational efforts would encourage faculty to teach, streamline promotions for clinical educators, and strengthen undergraduate and graduate education in neurology.

Tourism Reform, Policy and Development in Queensland, 1989–2011

2011 ◽  
Vol 18 (2) ◽  
pp. 152-174 ◽  
Author(s):  
Dianne Dredge
Keyword(s):  
World War Ii ◽  
Service Sector ◽  
Well Being ◽  
Full Time ◽  
Full Time Equivalent ◽  
South Wales ◽  
Recent Trends ◽  
Multiplier Effects ◽  
Local Pressures ◽  
Global And Local

Tourism has been a major driver of economic and social development in Queensland since the end of World War II. In 2011, tourism's direct contribution to the economy was estimated to be $7.8 billion, and it generated direct employment of an estimated 118,000 full-time equivalent jobs (Queensland Tourism 2011). The multiplier effects of tourism account for another $9.2 billion, making it the most important component of the state's service sector. These figures suggest that the approach adopted by the Labor government over the last two decades to manage and develop Queensland tourism has generally been positive. However, a closer examination of recent trends and criticisms reveals that visitor demand has flat-lined: the industry is struggling under the weight of global and local pressures, investment has slowed, and there are issues of stagnating demand, competitiveness, service quality, industry capacity and innovation. Moreover, Queensland is losing international market share compared with New South Wales and Victoria (Tourism Research Australia 2011). Given that governments have a key role to play in creating and maintaining policy conditions that contribute to both a healthy economy and social well-being, what have been the Queensland Labor government's contributions to tourism, and what are the key challenges into the future?

Improving care with portfolio of physician-led cancer quality measures at an academic center.

2017 ◽  
Vol 35 (8_suppl) ◽  
pp. 49-49
Author(s):  
Julie Porter ◽  
Andrea Segura Smith ◽  
Marcy Winget ◽  
Eben Lloyd Rosenthal ◽  
Sridhar Belavadi Seshadri ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Team Building ◽  
Quality Measures ◽  
Quality Data ◽  
Full Time ◽  
Data Systems ◽  
Full Time Equivalent ◽  
Quality Reporting ◽  
Academic Center ◽  
Physician Leaders

49 Background: Development and implementation of robust reporting processes to systematically provide quality data to care teams in a timely manner is challenging. National cancer quality measures are useful, but the required manual data collection is slow and resource-intensive. We designed a largely automated measurement system with our multidisciplinary cancer care programs (CCP). Methods: CCP physician leaders (MD) identified two measures that were meaningful to their team and patients. The quality team worked with hospital and university analytics teams to develop metrics and reports. Hospital leadership provided financial incentives (FI) for each CCP if jointly set targets were met. Results: 16 metrics were identified and measured for 13 CCPs (Table). Measures spanned from new diagnosis (ND) through end of life or survivorship care, and were a mix of process and outcome measures. To build and manage metrics required 2 full-time equivalent data analysts and quality specialists over 12 months. CCP MDs received monthly reports for dissemination to their team. Almost all measures improved or maintained initial high levels (*). FI awards will be used for quality improvement, education, and team-building, as determined by CCP MDs. Conclusions: A successful quality reporting system with measured improvements takes considerable engagement and resources, including FI, data systems, and staff to build, manage, and improve measures. This may not be feasible or sustainable for centers in the current fiscal environment. [Table: see text]

scholarly journals A Nationwide Enumeration of the Surgical Workforce, its Production and Disparities in Operative Productivity in Liberia

2021 ◽  
Author(s):  
H. A. Adde ◽  
A. J. van Duinen ◽  
L. M. Sherman ◽  
B. C. Andrews ◽  
Ø. Salvesen ◽  
...  
Keyword(s):  
Health Care ◽  
Health Care System ◽  
Nationwide Survey ◽  
Well Being ◽  
Good Health ◽  
Full Time ◽  
Full Time Equivalent ◽  
Surgical Workforce ◽  
Different Types ◽  
Care System

Abstract Background Any health care system that strives to deliver good health and well-being to its population relies on a trained workforce. The aim of this study was to enumerate surgical provider density, describe operative productivity and assess the association between key surgical system characteristics and surgical provider productivity in Liberia. Methods A nationwide survey of operation theatre logbooks, available human resources and facility infrastructure was conducted in 2018. Surgical providers were counted, and their productivity was calculated based on operative numbers and full-time equivalent positions. Results A total of 286 surgical providers were counted, of whom 67 were accredited specialists. This translated into a national density of 1.6 specialist providers per 100,000 population. Non-specialist physicians performed 58.3 percent (3607 of 6188) of all operations. Overall, surgical providers performed a median of 1.0 (IQR 0.5–2.7) operation per week, and there were large disparities in operative productivity within the workforce. Most operations (5483 of 6188) were categorized as essential, and each surgical provider performed a median of 2.0 (IQR 1.0–5.0) different types of essential procedures. Surgical providers who performed 7–14 different types of essential procedures were more than eight times as productive as providers who performed 0–1 essential procedure (operative productivity ratio = 8.66, 95% CI 6.27–11.97, P < 0.001). Conclusion The Liberian health care system struggles with an alarming combination of few surgical providers and low provider productivity. Disaggregated data can provide a high-resolution picture of local challenges that can lead to local solutions.

scholarly journals How are social stressors at work related to well-being and health? A systematic review and meta-analysis

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Christin Gerhardt ◽  
Norbert K. Semmer ◽  
Sabine Sauter ◽  
Alexandra Walker ◽  
Nathal de Wijn ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Physical Violence ◽  
Meta Analysis ◽  
Well Being ◽  
Medium Size ◽  
Full Time ◽  
Full Time Equivalent ◽  
Social Stressors ◽  
Counterproductive Work Behaviour ◽  
Social Stressor

Abstract Background Social relationships are crucial for well-being and health, and considerable research has established social stressors as a risk for well-being and health. However, researchers have used many different constructs, and it is unclear if these are actually different or reflect a single overarching construct. Distinct patterns of associations with health/well-being would indicate separate constructs, similar patterns would indicate a common core construct, and remaining differences could be attributed to situational characteristics such as frequency or intensity. The current meta-analysis therefore investigated to what extent different social stressors show distinct (versus similar) patterns of associations with well-being and health. Methods We meta-analysed 557 studies and investigated correlations between social stressors and outcomes in terms of health and well-being (e.g. burnout), attitudes (e.g. job satisfaction), and behaviour (e.g. counterproductive work behaviour). Moderator analyses were performed to determine if there were differences in associations depending on the nature of the stressor, the outcome, or both. To be included, studies had to be published in peer-reviewed journals in English or German; participants had to be employed at least 50% of a full-time equivalent (FTE). Results The overall relation between social stressors and health/well-being was of medium size (r = −.30, p < .001). Type of social stressor and outcome category acted as moderators, with moderating effects being larger for outcomes than for stressors. The strongest effects emerged for job satisfaction, burnout, commitment, and counterproductive work behaviour. Type of stressor yielded a significant moderation, but differences in effect sizes for different stressors were rather small overall. Rather small effects were obtained for physical violence and sexual mistreatment, which is likely due to a restricted range because of rare occurrence and/or underreporting of such intense stressors. Conclusions We propose integrating diverse social stressor constructs under the term “relational devaluation” and considering situational factors such as intensity or frequency to account for the remaining variance. Practical implications underscore the importance for supervisors to recognize relational devaluation in its many different forms and to avoid or minimize it as far as possible in order to prevent negative health-related outcomes for employees.

THE FACTORS OF CAREER SELF-DETERMINATION OF STUDENTS OF HIGHER EDUCATION INSTITUTIONS

2019 ◽  
Vol 7 (1) ◽  
pp. 9-20
Author(s):  
Inna Yeung
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Well Being ◽  
Young Person ◽  
Self Determination ◽  
Full Time ◽  
Actual Problem ◽  
The Third ◽  
The Right

Choice of profession is a social phenomenon that every person has to face in life. Numerous studies convince us that not only the well-being of a person depends on the chosen work, but also his attitude to himself and life in general, therefore, the right and timely professional choice is very important. Research about factors of career self-determination of students of higher education institutions in Ukraine shows that self-determination is an important factor in the socialization of young person, and the factors that determine students' career choices become an actual problem of nowadays. The present study involved full-time and part-time students of Institute of Philology and Mass Communications of Open International University of Human Development "Ukraine" in order to examine the factors of career self-determination of students of higher education institutions (N=189). Diagnostic factors of career self-determination of students studying in the third and fourth year were carried out using the author's questionnaire. Processing of obtained data was carried out using the Excel 2010 program; factorial and comparative analysis were applied. Results of the study showed that initial stage of career self-determination falls down on the third and fourth studying year at the university, when an image of future career and career orientations begin to form. At the same time, the content of career self-determination in this period is contradictory and uncertain, therefore, the implementation of pedagogical support of this process among students is effective.

Team Building in Educational Settings

2018 ◽  
Author(s):  
Alan Basham ◽  
Valerie E. Appleton ◽  
Cass Dykeman
Keyword(s):  
School Reform ◽  
Grade Level ◽  
Team Building ◽  
Multidisciplinary Teams ◽  
Educational Settings ◽  
Grade Level Teams ◽  
American Schools ◽  
Student Assistance ◽  
Student Assistance Teams ◽  
Teacher Assistance

American schools make rather wide use of teams. Multidisciplinary teams (MDTs), teacher assistance teams, student assistance teams, teaching teams, department teams, grade-level teams, and schoolwide teams are common. Further, teams are thought to be a key catalyst for the implementation of school reform. This article will first review the research on team building in educational settings. Then step-by-step instructions on how to conduct team building will be presented.

ANALISIS BEBAN KERJA DENGAN METODE FULL TIME QUIVALENT UNTUK MENGOPTIMALKAN KINERJA PADA BAGIAN PRODUKSI DI ERLANGGA KONVEKSI, MALANG

2020 ◽  
Vol 10 (2) ◽  
pp. 55-59
Author(s):  
Irgi Achmad Fahrezy ◽  
ST. Salmia L. A ◽  
Soemanto Soemanto
Keyword(s):  
Quality Control ◽  
Full Time ◽  
Full Time Equivalent

Pertumbuhanydan permintaan akan sandang yangysemakin meningkat menuntutbperusahan konveksi untuk memiliki tingkat produktifitas yang tinggi, dimana proses ini dapat dilakukan dengan cara meningkatkanbproduktifitas karyawannya. Erlangga Konveksi adalah salah satu perusahaan konveksi yang berdiri tahun 2010. Masalah yang terjadi di Erlangga Konveksi adalah tidak seimbangnya waktu proses produksi pada tiap stasiun kerja yang menyebabkan terjadinya penambahan jumlahpwaktu kerja dan menyebabkan penumpukanfdan banyak kegiatan dari operator yang menghabiskantwaktu dimana operator banyak melakukan kegiatan di luar dari stasiun kerja mereka sendiri untuk membantu operator di stasiun kerja lainya. Untuk itu perlu dilakukan pengukuran beban kerja sebagai dasar perhitungan kebutuhan tenaga kerja yang sesuai pada bagian produksi. Metode yang digunakan dalam penelitian ini adalah metode Full Time Equivalent. Hasil pengukuran menunjukkan beban kerja adalah sebesar 0,33 pada operator gambar pola; 0,29 pada operator  pemotongan 1; 0,31 pada operator pemotongan 2; 0,21 pada operator sablon 1 dan 2; 0,22 pada operator press sablon; 1,24 pada operator jahit obras 1; 1,27 padaooperator jahit obras 2; 0,34 pada operator jahit rantai; 0,25 pada operator cutting sebelumnoverdeck; 0,55 pada operator overdeck 1 dan 2; 0,57 pada operator overdeck 3; 0,18 pada operator quality control 1 dan 2; 0,14 pada operator steam; 0,42 pada operatorpsetrika dan 0,20 pada operator packaging. Berdasarkan beban kerja yang telah dihitung pada masing-masing operatorybagian produksi Erlangga Konveksi, Malang, jumlah tenaga optimal pada bagian produksi adalah sebanyak 7 orang yang terbagi ke dalam 7 stasiun kerja.

scholarly journals Relationships between Physical and Social Behavioural Changes and the Mental Status of Homebound Residents in Hong Kong during the COVID-19 Pandemic

2020 ◽  
Vol 17 (18) ◽  
pp. 6653
Author(s):  
Ben Y. F. Fong ◽  
Martin C. S. Wong ◽  
Vincent T. S. Law ◽  
Man Fung Lo ◽  
Tommy K. C. Ng ◽  
...  
Keyword(s):  
Mental Health ◽  
Hong Kong ◽  
Physical Health ◽  
Negative Impact ◽  
Severe Depression ◽  
Social Contact ◽  
Well Being ◽  
Full Time ◽  
Online Questionnaire ◽  
Physical Strain

In Hong Kong, social distancing has been adopted in order to minimise the spread of COVID-19. This study aims to examine the changes in physical health, mental health, and social well-being experienced by local residents who were homebound during the pandemic. An online questionnaire in both Chinese and English versions was completed by 590 eligible participants from 24 April to 13 May 2020. The questionnaire found that individuals aged 18 to 25 years spent more time resting and relaxing but experienced more physical strain. Working status was associated with social contact, with participants working full-time jobs scoring higher in “maintaining social communication via electronic means” and “avoiding social activities outside the home”. Additionally, approximately one third of the participants (29.7%) had moderate to severe depression, and participants aged 18 to 25 were found to have higher scores in PHQ-9. Changes in physical health and social contact were significantly associated with developing depressive symptoms. From the results, it is clear that the COVID-19 pandemic has the potential to exert a negative impact on the mental health status of individuals.

scholarly journals Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

2021 ◽  
pp. 089484532110228
Author(s):  
Janet Mantler ◽  
Bernadette Campbell ◽  
Kathryne E. Dupré
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Function Analysis ◽  
Well Being ◽  
Work Orientation ◽  
Full Time ◽  
Tripartite Model ◽  
Job Tenure ◽  
Life Balance

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

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