Knowledge, Practices and Attitude of Health Care Support Personnel on COVID-19: A Comparative Study Bhutan and Sri Lanka

Background: Health care support personnel are more vulnerable to COVID-19 due to the nature of their work. Their comparatively lower education qualifications, the important service they provide and associated risks of infection to themselves and others are high. This study attempts to explore and compare the knowledge, practices, and attitude of health care support personnel in Bhutan and Sri Lanka. Methods: A descriptive cross-sectional study using a purposive stratified sampling method with a questionnaire administered on knowledge, practices, and attitude was conducted from September 2020 to June 2021. The analysis was run using SPSS 21. Results: There were 775 (383 Sri Lankans, 392 Bhutanese) respondents. They consist of attendants (204), health care assistants (labourers) (355), cleaners (140), ambulance drivers (35) and security guards (41). Their levels of education were Grade 12 (24.5%), Grade 10 (41.2%), Grade 8-5(22.2%), and no formal education (12.1%). The majority (66.3%) had a ‘good’ knowledge level of COVID-19. Sri Lankan and Bhutanese mean knowledge score is 7.55 and 7.44 respectively (p<0.05). Overall, not much difference is observed in Practice related to COIVD-19 in both countries. Sri Lankans reported less fear of contact with COVID patients than Bhutanese (p<0.05), but more Bhutanese feel safe at work than Sri Lankans (p<0.05). More Bhutanese (90.8%) report satisfaction with measures taken by their hospital compared to Sri Lankans (49.3%). Conclusion: Sri Lanka reports slightly higher knowledge test means compared to Bhutan. While more Bhutanese report fear of contact with COVID-19 patients, more Bhutanese report satisfaction with measures taken by their hospitals for their safety, comparatively. It is important to explore the low levels of appreciation perceived, fears reported, and study ways to improve the psychological well-being of healthcare support staff.

Is COVID-19 Vaccination Rate Among Healthcare Personnel Reflective of their Respective Community? An Evaluation of a Multistate Healthcare System

COVID-19 vaccination rates of a large health system reflected their respective service areas but varied by work role. Nurse vaccination rates were higher (56.9%) while nursing support personnel were lower (38.6%) than their communities (51.7%; P<0.001). Physician vaccination rates were highest (71.6%) and not associated with community vaccination levels.

Collaborating with Specialized Instructional Support Personnel

This chapter explores collaboration with specialized instructional support personnel (SISP). It provides an overview of SISP members, including school psychologists, school resource officers, school counselors, and school nurses, and explores how school social workers can effectively work with other SISP. It demonstrates the vital importance of establishing trusting and productive working relationships with SISP in order to meet the diverse needs of students and cultivate a positive school environment. Components of interdisciplinary collaboration include trust, flexibility, interdependence, problem solving, and proactive planning. Such interdisciplinary collaboration benefits schools as well as enhancing partnerships with parents and the community. A case study highlights the importance of school social worker partnership and collaboration with SISP teams.

INSTITUTION OF APPEAL OF THE DECISIONS OF THE RUSSIAN COURT OF ARBITRATION FOR DOPING DISPUTES TO THE COURT OF ARBITRATION FOR SPORT (CAS): PROCEDURAL PROBLEMS AND PROSPECTS

The article concerns the legal problems in the procedural legislation of Russia within the consideration and appeal of cases of violation of anti-doping rules in the appellate procedure. The doping scandal that occurred with Russian athletes and a number of sports organizations and functionaries led to the hasty adoption of a number of regulations and amendments to the existing laws of Russia. One of the important aspects is the analysis of the procedure on appeal of decisions in doping cases, due to the edition of the World Anti-Doping Code and the All-Russian Anti-Doping Rules that came into force in January 2021. New in these acts is the implementation of rules on the separation of powers to appeal proceedings in the current anti-doping rules. With reference to Article 13 of the World Anti-Doping Code (WADA Code) states that appeals for international athletes (testing pool) or violations detected during international competitions are filed directly with the Court of Arbitration for Sport (CAS) in Lausanne (Switzerland). As for national athletes and other individuals (coaches, athlete support personnel), disputes with their participation are filed with the national appeal authority. In addition, sufficient attention is paid to the recognition of decisions of international authorities on doping cases and the procedure for their implementation in Russia. All the arguments made in the article are supported by examples from judicial practice, including the practice of CAS, in which these cases were considered.

Simulation Training "Fundamentals of Lean Technologies When Conducting Primary and Primary Specialized Accreditation of Specialists" as a Way to Optimize the Accreditation Procedure

When organizing accreditation at the Perm State Medical University, since 2021, lean manufacturing tools have been actively used. The main stage was the organization of “Fundamentals of Lean Technologies in the conduct of primary and primary specialized accreditation of specialists. Simulation course ". The main form of lean technology teaching is the process factory. The experience of organizing the PAS and PSA procedure in the spring and summer sessions of 2021 showed an objective increase in the efficiency of both members of commission and technical and support personnel.

Implementation of Decision Support Personnel Recruitment System for Laguna State Polytechnic University-San Pablo City Campus

The Laguna State Polytechnic University-San Pablo City Campus viewed the hiring of possible employees as a major problem in the university because it takes time for the human resource department to facilitate the process of recruitment. The main objective of the study is to implement a web-based decision support personnel recruitment system that can screen qualified applicants, assist the human resource personnel in ranking the applicants and generate reports. The system was developed using PHP, CSS, Java Script and XHTML as programming platform and MySQL as database engine. The system design, testing and evaluation procedures were presented. Test results show that the project is secured and can be best viewed in Google Chrome, IE7+, Mozilla Firefox and Opera Mini using personal computer, laptop, tablet and mobile phone. Two questionnaires were distributed - ISO 9126 Software Quality Matrix and acceptability survey to determine whether the implementation was successful. Based from the results of evaluation conducted, the project was rated as excellent with an overall mean of 4.52. The users also agreed that the system was acceptable in terms of interface, operability, security and portability. It was recommended that the system should allow multiple applications for different job vacancies and the ranking of applicants with the same points should be tie regardless of who submitted the application first.

Adopting Non-Exclusionary Discipline Practices: The First Steps Are the Most Confusing

Two years after the State of Illinois enacted an extensive non-exclusionary discipline reform in schools, 322 key discipline gatekeepers were surveyed about the extent and impact of the new state policy. The results showed that several core provisions of the reform had not been fully implemented or addressed through professional development. Creating re-entry plans for students with long suspensions, eliminating zero tolerance policies, and limiting disciplinary transfers to alternative schools were the least implemented provisions. Furthermore, contrary to principals’ conservative self-reporting, large proportions of school personnel still had not received required professional development in key topics such as (a) adverse consequences of school exclusion and justice-system involvement, (b) culturally responsive discipline, and (c) developmentally appropriate disciplinary methods that promote positive and healthy school climate. Finally, differences were revealed between principals and other gatekeepers regarding satisfaction with, and impact of the implementation. Sharp differences were found between principals, on one hand, and teachers and support personnel, on the other hand, about the continuing prevalence and high frequency of discipline incidents, and about improvement in the overall school climate. If the reform is going to be impactful, it was recommended that more emphasis be placed on ensuring that teachers and support personnel receive adequate and timely professional development on the provisions of the policies.