Modelo para estimativa de custos educacionais totais do curso de enfermagem da universidade estadual de Londrina, Paraná, Brasil

2009 ◽  
Vol 3 (4) ◽  
pp. 927
Author(s):  
Maria Cristina Cescatto Bobroff ◽  
Pedro Alejandro Gordan ◽  
Mara Lúcia Garanhani
Keyword(s):  
Educational Program ◽  
Indirect Costs ◽  
Working Hours ◽  
Nursing Program ◽  
University Hospital ◽  
Full Time ◽  
Full Time Equivalent ◽  
Educational Administrator ◽  
Program Costs ◽  
Program Characteristics

Objectives: to present the model cost for estimate the educational costs of the integrated curriculum of a nursing course. Methodology: the Model to Estimate the Educational Nursing Program Costs (MECEE) was based on a construction program and was set in a diagram. There were also presented the similarities and differences between the two models. This study has been approved by the Ethics Committee of the University Hospital (253/04). Results: some similarities between the two models were: dealing with the educational program characteristics and particularities, collecting data on educator contact hour unity (direct costs), identifying full time equivalent faculties and supporting costs activities (indirect costs). Among the differences the pattern model was described in 12 steps and the constructed model MECEE in six. Conclusion: the MECEE allows the understanding of faculty working hours and contact hours during educational year, and the faculties and departments participation in the educational program. The MECEE has some advantages comparing to other models regarding scientific international literature such as bringing the educational administrator the diagnosis and evaluation of existing programs’ costs mainly on innovative curriculum cases. Descriptors: curriculum; costs; cost analysis; higher education.

scholarly journals ANALISIS BEBAN KERJA PADA CLEANING SERVICE DI PT. XYZ DENGAN METODE FULL TIME EQUIVALENT

2018 ◽  
Vol 13 (1) ◽  
pp. 1
Author(s):  
Arnold Samuel Chan ◽  
Jessica Pratiwi ◽  
Lucy Sanjaya ◽  
Benedictus Rahardjo
Keyword(s):  
Circuit Breaker ◽  
Working Hours ◽  
Foreign Company ◽  
Optimum Number ◽  
Full Time ◽  
Full Time Equivalent ◽  
Electrical Devices

Abstrak PT. XYZ adalah perusahaan asing asal Jerman yang memproduksi circuit breaker (sebagai pelindung peralatan listrik). Penelitian ini bertujuan untuk mengetahui jumlah tenaga bagian kebersihan (cleaning service) yang optimal sebab melalui pengamatan dari beberapa manajer, petugas cleaning service seringkali menganggur. Jumlah tenaga cleaning service saat ini adalah 9 orang. Metode yang digunakan dalam penelitian ini adalah Full Time Equivalent (FTE). Metode FTE dilakukan dengan menghitung total waktu beban kerja pada seluruh lokasi di PT. XYZ dan jumlah jam kerja efektif. Total waktu beban kerja petugas cleaning service adalah 464.746,5 menit dan total jam kerja efektif selama setahun setelah diberikan allowance adalah 93.585 menit. Total nilai FTE tenaga cleaning service adalah 4,97 yang berarti jumlah tenaga yang dibutuhkan adalah 5 orang.    AbstractPT. XYZ is a foreign company based in German that manufactures circuit breaker (to protect an electrical devices). This research aims to find an optimum number of needed cleaning service’s employees as the information from the manager at PT. XYZ said that the current cleaning service’s employees are frequently idle. The current cleaning service’s total employees are 9. The method used in this research was Full Time Equivalent (FTE). FTE was applied by counting the total time workload at the entire location of PT. XYZ and the total effective working hours. Total time workload of the cleaning service’s employees are 464,746.5 minutes and the total effective working hours a year after adjusted with the allowance is 93,585 minutes. Total FTE value for cleaning service’s employee is 4.97 which means only 5 employees needed.   Keywords: Workload; Employee; Full Time Equivalent

scholarly journals Benchmarks for Support and Outcomes for Internal Medicine-Pediatrics Residency Programs: A 5-Year Review

2015 ◽  
Vol 7 (4) ◽  
pp. 574-579 ◽  
Author(s):  
Michael Aronica ◽  
Ronald Williams ◽  
Princess E. Dennar ◽  
Robert H. Hopkins
Keyword(s):  
Internal Medicine ◽  
Online Survey ◽  
Hospital Medicine ◽  
Program Directors ◽  
Program Director ◽  
Full Time ◽  
Full Time Equivalent ◽  
Ambulatory Training ◽  
Match Rate ◽  
Program Characteristics

ABSTRACT Background Combined internal medicine and pediatrics (medicine-pediatrics) residencies were Accreditation Council for Graduate Medical Education (ACGME) accredited separately from their corresponding categorical residencies in June 2006. Objective We investigated how ACGME accreditation of medicine-pediatrics programs has affected the levels of support (both financial and personnel), the National Resident Matching Program (NRMP) match rate, performance on the board examination, and other graduate outcomes. Methods From 2009 through 2013 we sent an annual SurveyMonkey online survey to members of the Medicine-Pediatrics Program Directors Association. Questions pertained to program characteristics, program director support, recruitment, ambulatory training, and graduate data. More than 79% of responders completed the entire survey for each year (sample size was 60 program directors). Results Compared to the time prior to accreditation of the specialty, there was an increase in program directors who are dually trained (89% versus 93%), an increase in program director salary ($134,000 before accreditation versus $185,000 in 2013, P < .05), and an increase in the average full-time equivalent support (0.32 before accreditation versus 0.42 in 2013, P < .05). There was also an increase in programs with associate program directors (35% versus 78%), programs with chief residents (71% versus 91%), and an increase in program budgets controlled by program directors (52% versus 69%). The 2013 NRMP match rates increased compared to those of 2005 (99% versus 49%). Performance on the American Board of Pediatrics examination was comparable to that for pediatrics residents. Since accreditation, a larger number of residents are choosing careers in hospital medicine. Conclusions Our data show widespread improved support for medicine-pediatrics programs since the 2006 start of ACGME accreditation.

scholarly journals Time Trends of Percutaneous Injuries in Hospital Nurses: Evidence of the Interference between Effects of Adoption of Safety Devices and Organizational Factors

2021 ◽  
Vol 18 (8) ◽  
pp. 4371
Author(s):  
Marco M. Ferrario ◽  
Giovanni Veronesi ◽  
Rossana Borchini ◽  
Marco Cavicchiolo ◽  
Oriana Dashi ◽  
...  
Keyword(s):  
Time Trends ◽  
Night Shift ◽  
Work Organization ◽  
Experimental Studies ◽  
Organizational Factors ◽  
University Hospital ◽  
Full Time ◽  
Full Time Equivalent ◽  
Injury Rates ◽  
Safety Devices

Few studies have focused on the combined effects of devices and work organization on needlestick injuries trends. The aim of the study was to estimate trends of percutaneous injury rates (IR) in nurses (N) and nurse assistants (NA) over a 10 year period, in which passive safety devices were progressively adopted. Percutaneous and mucocutaneous injuries registered in a University Hospital in Northern Italy in Ns and NAs in 2007–2016 were analyzed. Organizational data were also available on shift schedules, turnover, downsizing and age- and skill-mix. We estimated IRs per 100 full-time equivalent workers from Poisson models and their average annual percent changes (APC) from joinpoint regression model. In the entire period, monotonic decreases in percutaneous IRs occurred among day-shift Ns (APC = −20.9%; 95% CI: −29.8%, −12%) and NAs (APC = −15.4%; −32.9%, 2.2%). Joinpoint modeling revealed a turning point in 2012 for night-shift Ns, with a steady decline in 2007–2012 (APC = −19.4%; −27.9%, −10.9%), and an increase thereafter (APC = +13.5%; 1.5%, 25.5%). In comparison to 2008 and 2012, in 2016 night-shift Ns were 5.9 and 2.5 times more likely to be younger and less qualified or experienced than day-shift Ns. The observed declines in percutaneous injury rates occurred in a time period when safety devices were progressively implemented. The causal nature of multiple exposures and organizational procedures in affecting injury time trends should be further addressed by quasi-experimental studies.

Estimation of Human Resource Needs And Cost of Adding Registered Dietitians To Primary Care Networks

2006 ◽  
Vol 67 (S1) ◽  
pp. S30-S38 ◽  
Author(s):  
Julia Witt ◽  
Paula Brauer ◽  
Linda Dietrich ◽  
Bridget Davidson ◽  
Keyword(s):  
Case Management ◽  
Human Resource ◽  
Indirect Costs ◽  
Population Characteristics ◽  
Full Time ◽  
Full Time Equivalent ◽  
Independent Contractor ◽  
Direct And Indirect Costs ◽  
Nutrition Services ◽  
Resource Needs

Purpose: Information on human resources and costs is needed to plan for the addition of registered dietitian (RD) services to new models of primary health care (PHC). Estimates were developed, based on an analysis of an enhanced RD model of counselling and health promotion services in three Ontario Family Health Networks (FHNs). Methods: Both direct and indirect costs were averaged over the three FHNs. Costs and RD activities were tracked throughout 2005. The FHN staff completed two questionnaires addressing communication, case management, and satisfaction with RD services. Results: Actual and reported case management indicated that an estimated 1.3% to 2.4% of the 60,000 enrolled patients may require individual nutrition counselling in a year. If one full-time equivalent (FTE) RD can manage 380 new referrals, then one FTE RD is needed per 15,800 to 29,000 patients. The estimated direct costs of adding one FTE RD (including expenses and fixed costs) is $78,169 to $80,169, when the RD is an independent contractor. Conclusions: Additional studies are needed to develop better estimates of human resource needs and costs of interdisciplinary nutrition services in all PHC settings. These estimates should be based on population characteristics and direct and indirect costs for all models of nutrition services in PHC settings.

Palliative Workforce Development and a Regional Training Program

2016 ◽  
Vol 35 (1) ◽  
pp. 138-143 ◽  
Author(s):  
Sean O’Mahony ◽  
Stacie Levine ◽  
Aliza Baron ◽  
Tricia J. Johnson ◽  
Aziz Ansari ◽  
...  
Keyword(s):  
Training Program ◽  
Workforce Development ◽  
Palliative Medicine ◽  
Median Number ◽  
Full Time ◽  
Full Time Equivalent ◽  
Practice Nurses ◽  
Electronic Survey ◽  
Program Characteristics ◽  
Seriously Ill Patients

Aims: Our primary aims were to assess growth in the local hospital based workforce, changes in the composition of the workforce and use of an interdisciplinary team, and sources of support for palliative medicine teams in hospitals participating in a regional palliative training program in Chicago. Methods: PC program directors and administrators at 16 sites were sent an electronic survey on institutional and PC program characteristics such as: hospital type, number of beds, PC staffing composition, PC programs offered, start-up years, PC service utilization and sources of financial support for fiscal years 2012 and 2014. Results: The median number of consultations reported for existing programs in 2012 was 345 (IQR 109 – 2168) compared with 840 (IQR 320 – 4268) in 2014. At the same time there were small increases in the overall team size from a median of 3.2 full time equivalent positions (FTE) in 2012 to 3.3 FTE in 2013, with a median increase of 0.4 (IQR 0-1.0). Discharge to hospice was more common than deaths in the acute care setting in hospitals with palliative medicine teams that included both social workers and advanced practice nurses ( p < .0001). Conclusions: Given the shortage of palliative medicine specialist providers more emphasis should be placed on training other clinicians to provide primary level palliative care while addressing the need to hire sufficient workforce to care for seriously ill patients.

scholarly journals Survey of workflow and cost implications of decommissioning regarding the Falsified Medicines Directive in Hungarian hospital pharmacies

BMJ Open ◽  
2021 ◽  
Vol 11 (11) ◽  
pp. e047193
Author(s):  
Péter Vajda ◽  
Katalin Richter ◽  
Zsolt Bodrogi ◽  
Robert G Vida ◽  
Lajos Botz ◽  
...  
Keyword(s):  
Implementation Process ◽  
Working Hours ◽  
High Response Rate ◽  
Full Time ◽  
Full Time Equivalent ◽  
Hospital Pharmacies ◽  
Stabilisation Period ◽  
Falsified Medicines ◽  
Implementation Costs ◽  
Cost Implications

Objectives, setting and participantsIn July 2011, the EU adopted the Falsified Medicines Directive (FMD) primarily aiming to prevent the infiltration of falsified medicines into the legitimate supply chain. Our aim was to measure the cost elements of FMD implementation and operation using an internationally adaptable tool among Hungarian hospital pharmacies.DesignA 41-item questionnaire was developed to evaluate the implementation process and associated cost consequences leading up to February 2019, and the stabilisation period.ResultsOur representative data are supported by the high response rate, as 44.8% of the Hungarian hospital pharmacies have completed the survey. Human resource requirements related to decommissioning activities were measured as working hours and were expressed in full time equivalent (FTE). We have found an increased workload with extra 0.25 pharmacist and 0.75 technician FTE/institution at the end of the stabilisation period. The entire infrastructural and IT implementation costs were determined as €2173, on average (SD: €3366) and the median was €1506 (range: €0–€20 723). The total IT investment cost per institution was valued at €1410 (SD: €335). We identified a positive correlation (R=0.663) in consideration of the costs, the number of beds and the number of hospital locations with a multivariate linear regression model. At the time of our survey, 76.7% of the respondents experienced drug shortages, 58.1% reported suspected increase in drug costs regarding serialised medications, and 53.5% noticed an increase in packaging size.ConclusionsNotably, our research is the first complex study depicting FMD cost implications in the hospital pharmacy sector in Central Europe, indicating decommissioning significantly impacted workflow referencing human resources and IT.

Characteristics of Professional Physical Therapist Faculty and Doctor of Physical Therapy Programs, 2008-2017: Influences on Graduation Rates and First-Time National Physical Therapy Examination Pass Rates

2020 ◽  
Vol 100 (11) ◽  
pp. 1930-1947
Author(s):  
Tara Dickson ◽  
Barrett Taylor ◽  
Jason Zafereo
Keyword(s):  
Physical Therapy ◽  
Graduation Rates ◽  
Full Time ◽  
Pass Rates ◽  
Full Time Equivalent ◽  
National Physical Therapy Examination ◽  
Doctor Of Physical Therapy ◽  
Faculty Time ◽  
Program Characteristics ◽  
First Time

Abstract Objective Graduation rates and first-time National Physical Therapy Examination (NPTE) pass rates among Doctor of Physical Therapy (DPT) programs have ranged from 30% to 100% and 0% to 100% between 2008 and 2017, respectively. Prior studies on predictors of graduation rates and NPTE pass rates from DPT programs have used cross-sectional data and have not studied faculty data. This study sought to understand how trends in DPT faculty and program characteristics correlated with graduation rates and first-time NPTE pass rates. Methods This study was a retrospective panel analysis of yearly data from 231 programs between 2008 and 2017. Random effects models estimated the correlations between faculty and program characteristics regarding graduation rates and first-time NPTE pass rates. Results Graduation rates peaked when programs devoted 25% of faculty time, on average, to scholarship. The number of peer-reviewed publications was positively correlated with graduation rates; however, the trend was logarithmic, indicating a diminishing rise in graduation rates as the number of publications exceeded 1 per faculty full-time equivalent. Tenure-track status, faculty of color, and part-time faculty were all negatively correlated with first-time NPTE pass rates. However, these 3 trends are likely not meaningful, because the predicted rates of decline in pass rates were minimal. Conclusions Faculty engagement in scholarly activities can positively influence graduation rates, but only up to a certain level of faculty time devoted to scholarship. Impact This is the first study to provide data on the influence of faculty on DPT student outcomes and will help education programs develop strategies to improve those outcomes.

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 Effects of coronavirus disease 2019 (COVID-19) pandemic on antimicrobial prevalence and prescribing in a tertiary hospital in Singapore

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Tat Ming Ng ◽  
Sock Hoon Tan ◽  
Shi Thong Heng ◽  
Hui Lin Tay ◽  
Min Yi Yap ◽  
...  
Keyword(s):  
Infectious Disease ◽  
Quality Indicators ◽  
Survey Methodology ◽  
Tertiary Hospital ◽  
Full Time ◽  
Full Time Equivalent ◽  
Prevalence Survey ◽  
Antimicrobial Prescribing ◽  
Point Prevalence Survey ◽  
Prescribing Quality

Abstract Background The deployment of antimicrobial stewardship (AMS) teams to deal with the COVID-19 pandemic can lead to a loss of developed frameworks, best practices and leadership resulting in adverse impact on antimicrobial prescribing and resistance. We aim to investigate effects of reduction in AMS resources during the COVID-19 pandemic on antimicrobial prescribing. Methods One of 5 full-time equivalent AMS pharmacists was deployed to support pandemic work and AMS rounds with infectious disease physicians were reduced from 5 to 2 times a week. A survey in acute inpatients was conducted using the Global Point Prevalence Survey methodology in July 2020 and compared with those in 2015 and 2017–2019. Results The prevalence of antimicrobial prescribing (55% in 2015 to 49% in 2019 and 47% in 2020, p = 0.02) and antibacterials (54% in 2015 to 45% in 2019 and 42% in 2020, p < 0.01) have been reducing despite the pandemic. Antimicrobial prescribing in infectious disease wards with suspected or confirmed COVID-19 cases was 29% in 2020. Overall, antimicrobial prescribing quality indicators continued to improve (e.g. reasons in notes, 91% in 2015 to 94% in 2019 and 97% in 2020, p < 0.01) or remained stable (compliance to guideline, 71% in 2015 to 62% in 2019 and 73% in 2020, p = 0.08). Conclusion During the COVID-19 pandemic, there was no increase in antimicrobial prescribing and no significant differences in antimicrobial prescribing quality indicators.

scholarly journals Burnout Syndrome during Residency Training in Jordan: Prevalence, Risk Factors, and Implications

2021 ◽  
Vol 18 (4) ◽  
pp. 1557
Author(s):  
Abdullah Nimer ◽  
Suzan Naser ◽  
Nesrin Sultan ◽  
Rawand Said Alasad ◽  
Alexander Rabadi ◽  
...  
Keyword(s):  
Risk Factors ◽  
Working Hours ◽  
Cross Sectional Study ◽  
University Hospital ◽  
Burnout Syndrome ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Factors Associated ◽  
Resident Physicians ◽  
Healthcare Professions

Burnout syndrome is common among healthcare professions, including resident physicians. We aimed to assess the prevalence of burnout among resident physicians in Jordan, and a secondary aim was to evaluate the risk factors associated with the development of burnout syndrome in those residents, including gender, working hours, psychological distress, training sector, and specialty. In this cross-sectional study, 481 residents were recruited utilizing multistage stratified sampling to represent the four major health sectors in Jordan. Data were collected using an online questionnaire, where the Copenhagen Burnout Inventory (CBI) was used to assess the prevalence of burnout. The prevalence, group differences, and predictors of burnout were statistically analyzed using STATA 15. Overall, 373 (77.5%) residents were found to have burnout. Factors associated with higher levels of burnout were psychological stress (β = 2.34, CI = [1.88–2.81]), longer working hours (β = 4.07, CI = [0.52–7.62], for 51–75 h a week, β = 7.27, CI = [2.86–11.69], for 76–100 h a week and β = 7.27, CI = [0.06–14.49], for >100 h a week), and obstetrics/gynecology residents (β = 9.66, CI = [3.59–15.73]). Conversely, medical sub-specialty residents, as well as private and university hospital residents, had lower burnout levels. We concluded that decreasing the workload on residents, offering psychological counseling, and promoting a safety culture for residents might help in mitigating burnout consequences.

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