BURN CARE PROTOCOLS—Infection Control in the Burn Unit

1987 ◽  
Vol 8 (1) ◽  
pp. 67-71 ◽  
Author(s):  
Mary Gordon
Keyword(s):  
Infection Control ◽  
Burn Care ◽  
Burn Unit

A Prolonged Outbreak of Methicillin-Resistant Staphylococcus aureus in the Burn Unit of a Tertiary Medical Center

1996 ◽  
Vol 17 (12) ◽  
pp. 798-802 ◽  
Author(s):  
Patricia A. Meier ◽  
Cheryl D. Carter ◽  
Sarah E. Wallace ◽  
Richard J. Hollis ◽  
Michael A. Pfaller ◽  
...  
Keyword(s):  
Staphylococcus Aureus ◽  
Infection Control ◽  
Healthcare Workers ◽  
Medical Center ◽  
Tertiary Care ◽  
Chromosomal Dna ◽  
Methicillin Resistant ◽  
Persistent Problem ◽  
Tertiary Care Medical Center ◽  
Burn Unit

AbstractObjective:To report an outbreak of methicillin-resistant Staphylococcus aureus (MRSA) in our burn unit and the steps we used to eradicate the organism.Design And Setting:Outbreak investigation in the burn unit of a 900-bed tertiary-care medical center.Outbreak:Between March and June 1993, MRSA was isolated from 10 patients in our burn unit. All isolates had identical antibiograms and chromosomal DNA patterns.Control Measures:Infection control personnel encouraged healthcare workers to wash their hands after each patient contact. The unit cohorted all infected or colonized patients, placed each affected patient in isolation, and, if possible, transferred the patient to another unit. Despite these measures, new cases occurred. Infection control personnel obtained nares cultures from 56 healthcare workers, 3 of whom carried the epidemic MRSA strain. One healthcare worker cared for six affected patients, and one cared for five patients. We treated the three healthcare workers with mupirocin. Subsequently, no additional patients became colonized or infected with the epidemic MRSA strain.Conclusions:The outbreak ended after we treated healthcare workers who carried the epidemic strain with mupirocin. This approach is not appropriate in all settings. However, we felt it was justified in this case because of a persistent problem after less intrusive measures.

Gender Disparities Among Burn Surgery Leadership

2020 ◽  
Vol 41 (3) ◽  
pp. 674-680 ◽  
Author(s):  
Anisha Konanur ◽  
Francesco M Egro ◽  
Caroline E Kettering ◽  
Brandon T Smith ◽  
Alain C Corcos ◽  
...  
Keyword(s):  
Gender Diversity ◽  
Junior Faculty ◽  
Fellowship Training ◽  
Cross Sectional Study ◽  
Gender Disparities ◽  
Cross Sectional ◽  
Burn Care ◽  
Burn Unit ◽  
Burn Surgery

Abstract Gender disparities have been described in the plastic surgery and general surgery literature, but no data have been reported in burn surgery. The aim of this study is to determine gender disparities among burn surgery leadership. A cross-sectional study was performed. Burn surgeons included were directors of American Burn Association (ABA)-verified burn centers, past presidents of the ABA, and International Society for Burn Injuries (ISBI), and editors of the Journal of Burn Care & Research, Burns, Burns & Trauma, Annals of Burns & Fire Disasters, and the International Journal of Burns and Trauma. Training, age, H-index, and academic level and leadership position were compared among surgeons identified. Among the 69 ABA and ISBI past presidents, 203 burn journals’ editorial board members, and 71 burn unit directors, females represented only 2.9%, 10.5%, and 17%, respectively. Among burn unit directors, females completed fellowship training more recently than males (female = 2006, male = 1999, P < .02), have lower H-indexes (female = 8.6, male = 17.3, P = .03), and are less represented as full professors (female = 8.3%, male = 42.4%, P = .026). There were no differences in age, residency, research fellowship, or number of fellowships. Gender disparities exist in burn surgery and are highlighted at the leadership level, even though female surgeons have a similar age, residency training, and other background factors. However, gender diversity in burn surgery may improve as females in junior faculty positions advance in their careers.

Compassion Fatigue in the Burn Unit: A Review of Quantitative Evidence

2021 ◽  
Author(s):  
Jonathan Bayuo ◽  
Pius Agbenorku
Keyword(s):  
Compassion Fatigue ◽  
Traumatic Stress ◽  
Psychosocial Support ◽  
Grey Literature ◽  
Working Environment ◽  
Care Staff ◽  
Contributing Factors ◽  
Screening Process ◽  
Burn Care ◽  
Burn Unit

Abstract Healthcare staff across varied clinical settings are faced with varied stressors that can lead to compassion fatigue. However, there is currently no review examining the phenomenon in-depth in the burn unit. Thus, the current study sought to scope existing studies to ascertain the prevalence, contributing factors, and effects of compassion fatigue in the burn unit. Compassion fatigue was conceptualised as comprising of burnout and secondary traumatic stress. Arksey and O’Malley scoping review approach was used and reported according to the PRISMA extension guidelines. Searches were undertaken across peer-reviewed databases and grey literature sources for quantitative studies. Following the search and screening process, nine studies were retained. Codes were formulated across studies following which narrative synthesis was undertaken. Majority of the studies (n=5) focused on burn care nurses. High levels of emotional exhaustion and depersonalization and comparatively low level of personal achievement were reported among burn care staff which is indicative of burnout. Compassion fatigue was also observed to be high among burn care staff. Contributing factors are varied albeit some variables such as age, staffing levels, remuneration, nature of the work environment, and number of years worked were consistent across some studies. In conclusion, working in the burn unit is challenging with significant stressors that can lead to burnout, traumatic stress, and subsequently, compassion fatigue. Interventions to promote resilience, hardiness, optimal working environment, peer, and psychosocial support are greatly needed.

Infection control in the burn unit

Burns ◽  
2011 ◽  
Vol 37 (1) ◽  
pp. 5-15 ◽  
Author(s):  
Karim Rafla ◽  
Edward E. Tredget
Keyword(s):  
Infection Control ◽  
Burn Unit

Infection Control as the Real Bug Patrol: “Gnats” in the Burn Unit

2006 ◽  
Vol 34 (5) ◽  
pp. E67
Author(s):  
W. Jean ◽  
V. Fisher ◽  
L. Grubb ◽  
G. Douglas ◽  
L. Ostrosky-Zeichner
Keyword(s):  
Infection Control ◽  
The Real ◽  
Burn Unit

576 Striving for Excellence: Beacon Application Submission and Achievement

2021 ◽  
Vol 42 (Supplement_1) ◽  
pp. S139-S140
Author(s):  
Aemilio W Ha ◽  
Mini Thomas ◽  
Tammy L Henderson
Keyword(s):  
Continuous Process ◽  
Community Outreach ◽  
Evidence Based ◽  
Application Process ◽  
Award Recipient ◽  
Burn Care ◽  
Unit Management ◽  
Gold Silver ◽  
Burn Unit ◽  
Staff Engagement

Abstract Introduction The American Association of Critical-Care Nurses (AACN) Beacon Award (BA) recognizes individual nursing units with Gold, Silver, or Bronze level for excellence. The BA signifies an effective and systematic approach to policies, procedures and processes that include engagement of staff and key stakeholders; fact-based evaluation strategies for continuous process improvement; and performance measures that meet or exceed relevant benchmarks. Units designated with BA show an overall higher morale and lower turnover rate. Being a verified burn unit and Magnet designated facility, the unit practice council (upc) began the application process for Beacon. Methods The application process started in 2017 through a core group of UPC members. Different sections of the application were written through the guidance of the team leader and with support of the unit management. Data was gathered from various hospital departments and dashboards which included: leadership structures and systems, appropriate staffing and staff engagement, effective communication, knowledge management and learning development, evidence-based practice and processes, and outcome measurements. After data collection/synthesis, small group meetings were conducted to complete the application. The application was reviewed and edited by the unit management prior to submission. Highlights included: low infection rates in the unit exceeding national benchmarks, peer supporter events for burn survivors, team bonding, community outreach, multiple abstract submission/presentations from nursing at local/national conferences, high patient satisfaction scores, implementing new burn care practices based on evidence, and interdisciplinary rounds. Results Burn unit was designated as a Beacon Gold Award Recipient in 2019. This designation lasts for three years. Our burn unit became one of seven units in the nation with BA and is the second one to achieve Gold designation. During and after this process, there was an increase in staff engagement, teamwork, and exceptional quality metrics. Conclusions Persistent effort combined with teamwork and leadership can help a unit achieve Gold BA designation. This award requires ongoing work to refine processes and promote evidence-based practices.

scholarly journals Nosocomial outbreak of disseminated orf infection in a burn unit, Gaziantep, Turkey, October to December 2012

2013 ◽  
Vol 18 (11) ◽  
Author(s):  
K Midilli ◽  
A Erkılıç ◽  
M Kuşkucu ◽  
H Analay ◽  
S Erkılıç ◽  
...  
Keyword(s):  
Infection Control ◽  
Orf Virus ◽  
Nosocomial Outbreak ◽  
Hygiene Measures ◽  
Skin Integrity ◽  
Burn Unit

We report the first outbreak of nosocomial orf infection in a hospital burn unit in Gaziantep, Turkey. The outbreak lasted from October to December 2012 and involved a total of thirteen cases. It demonstrates the risk of introduction of orf virus to a burn unit, and the potential for extensive transmission among patients with compromised skin integrity. The importance of hygiene measures and infection control are highlighted and possible transmission routes of the virus discussed.

541 Gender Disparities Among Burn Surgery Leadership

2020 ◽  
Vol 41 (Supplement_1) ◽  
pp. S108-S109
Author(s):  
Francesco M Egro ◽  
Anisha Konanur ◽  
Caroline E Kettering ◽  
Alain C Corcos ◽  
Guy M Stofman ◽  
...  
Keyword(s):  
Gender Diversity ◽  
National Level ◽  
Junior Faculty ◽  
Fellowship Training ◽  
Gender Disparities ◽  
Cross Sectional ◽  
Burn Care ◽  
Burn Unit ◽  
Burn Surgery

Abstract Introduction Gender disparities have been described in the plastic surgery and general surgery literature, but no data has been reported in burn surgery. The aim of this study is to determine gender disparities among burn surgery leadership. Methods A cross-sectional study was performed. Burn surgeons included were directors of American Burn Association (ABA)-verified burn centers, past presidents of the ABA and International Society for Burn Injuries (ISBI), and editors of the Journal of Burn Care & Research, Burns, Burns & Trauma, Annals of Burns & Fire Disasters, and the International Journal of Burns and Trauma. Training, age, H-index, and academic level and leadership position were compared among surgeons identified. Results Among the 69 ABA and ISBI past presidents, 203 burn journals’ editorial board members, and 71 burn unit directors, females represented only2.9 percent, 10.5 percent, and 17 percent, respectively. Among burn unit directors, females completed fellowship training more recently than males (female = 2006, male = 1999, p < 0.02), have lower H-indexes (female = 8.6, male = 17.3, p = 0.03), and are less represented asfull professors (female = 8.3 percent, male = 42.4 percent, p = 0.026). There were no differences in age, residency, research fellowship, or number of fellowships. Conclusions Gender disparities exist in burn surgery and are highlighted at the leadership level, even though female surgeons have a similar age, residency training and other background factors. However, gender diversity in burn surgery may improve as females in junior faculty positions advance in their careers. Applicability of Research to Practice Gender disparities are a significant issue in burn leadership, which needs further discussion at national level and should be addressed more proactively through programs that emphasize leadership opportunities and mentorship for women.

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