Integration of Medication Safety Training and Development of a Culture of Safety in Pharmacy Education

Medication safety events with the potential for patient harm do occur in health care settings. Pharmacists are regularly tasked with utilizing their medication knowledge to optimize the medication use process and reduce the likelihood of error. To prepare for these responsibilities in professional practice, it is important to introduce patient safety principles during educational experiences. The Accreditation Council for Pharmacy Education (ACPE) and the American Society of Health-System Pharmacists (ASHP) have set forth accreditation standards focused on the management of medication use processes to ensure these competencies during pharmacy didactic learning and postgraduate training. The experience described here provides perspective on educational and experiential opportunities across the continuum of pharmacy education, with a focus on a relationship between a college of pharmacy and healthcare system. Various activities, including discussions, medication event reviews, audits, and continuous quality improvement efforts, have provided the experiences to achieve standards for these pharmacy learners. These activities support a culture of safety from early training.

PEDAGOGICAL SYSTEM OF FORMATION OF THE CULTURE OF SAFETY OF PROFESSIONAL ACTIVITY IN FUTURE OCCUPATIONAL SAFETY AND HEALTH ENGINEERS

The article focuses on the need to form the culture of safety of professional activity in future occupational safety and health engineers. The purpose of the article is to theoretically substantiate and develop the structure of the pedagogical system of formation of the culture of safety of professional activity in future occupational safety and health engineers. Research methods applied: systematization and analysis of scientific and pedagogical literature and scientific and methodological documentation; modeling; classification and comparison; generalization. It is determined that the pedagogical system of formation of the culture of safety of professional activity in future occupational safety and health engineers is a complex dynamic and flexible formation that contains a set of interconnected and interdependent elements as goals, content, organizational forms, methods, tools, techniques and learning outcomes. It is established that the pedagogical system is aimed at increasing and improving the motivational and value sphere, professional knowledge, skills and professionally important qualities for the prevention and obviation of occupational injuries, gaining experience in safe professional activities and communication on occupational safety and is implemented through: educational goals (general, strategic, tactical, final); content of formation (labor protection, organizational and managerial, legal, ergonomic, health-preserving, communicative); forms of organization of educational activities that provide interactive work (problem lecture, lecture-visualization, lecture-dialogue, lectures-discussions, lectures in pairs, practical and laboratory work of interactive cooperation, workshops, problem seminars); methods (problem, moderation, training, brainstorming, professional activity modeling); interactive pedagogical techniques (game, techniques of cooperation, design, case, vitagenic training techniques, information and communication techniques); complex of educational-methodical and didactic support (programs of academic disciplines and practices, reference notes of lectures, plans of laboratory and practical classes, means of visualization of educational information, legislative and normative documents on labor protection, formats of documents on labor protection, means of assessment of students’ educational achievements). It is concluded that the proposed pedagogical system makes it possible to improve the quality of professional training of future occupational safety and health engineers for their professional activities on the basis of safety culture in accordance with modern requirements.

My Personal HSE Commitment Program – A Valuable Web Portal to Improve the HSE Leadership at a Workplace

Safety at work is not just a priority, but a fundamental value, shared by employees, contractors and local stakeholders. People are both as the starting point and the final goal of all its actions. This is why we work hard to ensure the safety of each of us and those around us, in order to eliminate all accidents. we are all committed to spreading and strengthening a culture of safety among all our people, employees or contractors, as an essential part of our work. Companies develop campaigns and projects to promote a safe and healthy behavior in any workplace and, more in general, in everyday life. Virtuous tools and means of communication include workshops, theatre events and round table discussions, as well as video clips sharing what we learned from past safety hazards and the HSE Safety Golden Rules, our key safety rules. The continuous involvement of top management, contractors, representatives from local communities, or external guests, increases its commitment to safety. This paper presenting one of the effective program which is designed and launched by an Oil & Gas Company so to allow all HSE leaders to self-evaluate their level of commitment towards HSE-related aspects and plan a number of important activities that would ultimately increase one's level of HSE commitment and enhance the safety culture through a Web Portal program called " My Personal HSE Commitment". The portal provides the possibility to develop an action plan related to specific corrective and/or proactive actions/tasks that the user wishes to keep track of. The most important part is also, The Web tool is furthermore capable of generating a personal HSE Commitment Poster that the user "The Safety Leader" can share worldwide thanks to the portal integration with Microsoft Outlook. Moreover, users can search others Posters – allowing for the widest dissemination of one's HSE Commitment among other users. By applying this program, companies engaged all its Leaders and Management in the process of creating a strong HSE Culture and also, increasing the competition between leaders and program users by allowing each one to get access to others’ commitment posters. By taking part of this program, each user can see - online - his direct HSE Commitment and be aware of others’ results which is creating a strong and transparent ability of positive competition and real outcomes based on each one's performed activities. Once the companies applied this program, we can immediately see a considerable increase of HSE activities performed by all users and HSE leaders worldwide and this paper highlighted the results achieved & HSE performance improvement thanks to the way this program was created which helped a deep involvement of each leaders in the process of raising the HSE commitment of the company's management.

Implementing an Anonymous Closed-Loop Feedback Process and Associations With ACGME Annual Survey Scores in a Family Medicine Residency

Background and Objectives: The annual Accreditation Council for Graduate Medical Education (ACGME) survey evaluates numerous variables, including resident satisfaction with the training program. We postulated that an anonymous system allowing residents to regularly express and discuss concerns would result in higher ACGME survey scores in areas pertaining to program satisfaction. Methods: One family medicine residency program implemented a process of quarterly anonymous closed-loop resident feedback and discussion in academic year 2012-2013. Data were tracked longitudinally from the 2011-2019 annual ACGME resident surveys, using academic year 2011-2012 as a baseline control. Results: For the survey item “Satisfied that evaluations of program are confidential,” years 2013-2014, 2014-2015, and 2018-2019 showed a significantly higher change from baseline. For “Satisfied that program uses evaluations to improve,” year 2018-2019 had a significantly higher percentage change from baseline. For “Satisfied with process to deal with problems and concerns,” year 2018-2019 showed significantly higher change. For “Residents can raise concerns without fear,” years 2013-2014 and 2018-2019 saw significantly higher changes. Conclusions: These results suggest that this feedback process is perceived by residents as both confidential and promoting a culture of safety in providing feedback. Smaller changes were seen in residents’ belief that the program uses evaluations to improve, and in satisfaction with the process to deal with problems and concerns.

The Private World of Nursing Related to Incident Reporting

<p>During the 1990s governments, professionals and the public in general have had brought to their attention that incidents in healthcare are occurring in larger numbers than had ever been imagined and are costing tax-payers large amounts of money. Research sponsored by governments has tried to identify some objective evidence of the number of incidents and types of incidents that occur and to put forward some tools to assist with the risk management of incidents. The purpose of this project was to explore the experience of nurses related to incident reporting. The reporting of incidents is important as it identifies professional risks for nurses. A descriptive qualitative approach was the methodology used and individual interviews of five senior nurses was the method of data collection. Attention was given to finding out about the supports for and barriers against nurses in reporting incidents; the outcomes for nurses of incident reporting; and the organisational culture and scope of 'professional' behaviour of nurses around incident reporting. The findings revealed that nurses identified themselves as the major reporters of incidents. They considered there was not 'a level playing field' for all professionals around who, how and why incidents were reported, investigated and within the post incident processes. The nurses reported that they made daily decisions about what was an incident, and whether to report events as incidents. They identified aids and supports to the decisions they made such as the medium for reporting and fear of what happened when the incident form left the nurse and went to management. A number of significant implications were identified for nursing, management and organisations in this research. Nurses need to feel they work in organisations which have a culture of safety around incident reporting. Management need to clearly communicate policies, processes and organisational expectations related to incident reporting. This should include how incidents will be reported, investigated and the purposes for which management use incident reporting information. It is also important that adequate structures are in place to support nurses when an incident occurs as incidents when they occur have stressful consequences for the nurses who are involved. Professional nursing bodies need to give consideration to the development of clear guidelines on the legal and professional accountability of nurses related to incident reporting including the limitations of this accountability. When processes are clear a more effective approach can be taken to incident reporting, learning can occur and this will prevent the recurrence of some incidents.</p>

The Private World of Nursing Related to Incident Reporting

<p>During the 1990s governments, professionals and the public in general have had brought to their attention that incidents in healthcare are occurring in larger numbers than had ever been imagined and are costing tax-payers large amounts of money. Research sponsored by governments has tried to identify some objective evidence of the number of incidents and types of incidents that occur and to put forward some tools to assist with the risk management of incidents. The purpose of this project was to explore the experience of nurses related to incident reporting. The reporting of incidents is important as it identifies professional risks for nurses. A descriptive qualitative approach was the methodology used and individual interviews of five senior nurses was the method of data collection. Attention was given to finding out about the supports for and barriers against nurses in reporting incidents; the outcomes for nurses of incident reporting; and the organisational culture and scope of 'professional' behaviour of nurses around incident reporting. The findings revealed that nurses identified themselves as the major reporters of incidents. They considered there was not 'a level playing field' for all professionals around who, how and why incidents were reported, investigated and within the post incident processes. The nurses reported that they made daily decisions about what was an incident, and whether to report events as incidents. They identified aids and supports to the decisions they made such as the medium for reporting and fear of what happened when the incident form left the nurse and went to management. A number of significant implications were identified for nursing, management and organisations in this research. Nurses need to feel they work in organisations which have a culture of safety around incident reporting. Management need to clearly communicate policies, processes and organisational expectations related to incident reporting. This should include how incidents will be reported, investigated and the purposes for which management use incident reporting information. It is also important that adequate structures are in place to support nurses when an incident occurs as incidents when they occur have stressful consequences for the nurses who are involved. Professional nursing bodies need to give consideration to the development of clear guidelines on the legal and professional accountability of nurses related to incident reporting including the limitations of this accountability. When processes are clear a more effective approach can be taken to incident reporting, learning can occur and this will prevent the recurrence of some incidents.</p>

The Effect of Safety Culture and Sense of Belonging on The Performance of Company Employees in Banten During the Covid-19

During the COVID-19 pandemic, companies experienced changes in working hours and faced different work situations from before the pandemic. One of the most important things to face these challenges is how to maintain the performance of the company's employees so that they continue to give their best performance. This is due to health threats, changes in the work system, and changes in the environmental conditions faced. The novelty of the study when compared with previous studies is that there are differences in exogenous variables. The researcher analyzed the influence of the safety culture and sense of belonging variables on performance, which was processed using SMART PLS to determine the magnitude of the influence of each variable indicator. The research method used is a quantitative method with a survey approach. This study used a sample of 66 people who were obtained by random sampling technique, had a minimum of one year of work experience and were permanent employees of the company. Each variable will be tested for convergent validity, discriminant validity, reliability, R2, and significance. The results of the research based on the value of R2 show that the culture of safety and sense of belonging has an influence of 24.6% on performance. The safety culture indicators have a significant effect on performance with a T count = 4.655, while the sense of belonging has a significant effect on performance with a T count = 3.451. Finally, it can be concluded from the results of research on employees of manufacturing companies in Merak Banten that both latent variables exogenous safety culture (X1) and sense of belonging (X2) with their indicators significantly affect performance (Y). This means that by increasing the culture of safety and sense of belonging, it will be able to improve employee performance in the company.