Relevant bibliographies by topics / Staff effectiveness

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Staff effectiveness'

Author: Grafiati
Published: 4 June 2021
Last updated: 14 February 2022

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Journal articles on the topic "Staff effectiveness"

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Fox, PG. "Improving staff effectiveness." Retail and Distribution Management 16, no. 4 (April 1988): 32–34. http://dx.doi.org/10.1108/eb018381.

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McNamara, P., C. Beasley, and H. Franz. "STAFF EXPERIENCE AND DONATION EFFECTIVENESS." Transplantation 67, no. 7 (April 1999): S89. http://dx.doi.org/10.1097/00007890-199904150-00357.

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SCHNEIDER, MARY ELLEN. "PT Medical Director Empowers Staff, Boosts Effectiveness." Caring for the Ages 7, no. 5 (May 2006): 14. http://dx.doi.org/10.1016/s1526-4114(06)60112-1.

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Labig, Chalmer E. "Effectiveness of Recruiting Sources for Staff Nurses." JONA: The Journal of Nursing Administration 20, no. 7 (July 1990): 12???17. http://dx.doi.org/10.1097/00005110-199007000-00005.

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Javidan, Mansour. "PERCEIVED ATTRIBUTES OF PLANNING STAFF EFFECTIVENESS[1]." Journal of Management Studies 24, no. 3 (May 1987): 295–312. http://dx.doi.org/10.1111/j.1467-6486.1987.tb00704.x.

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EL Mola, Magda, Eman Etway, and Sawsan ELShafey. "Perception of Nursing Staff about the Effectiveness of Staff Nurse's Development Program." Egyptian Journal of Health Care 8, no. 1 (March 1, 2017): 65–75. http://dx.doi.org/10.21608/ejhc.2017.9736.

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Dunn, Michael, and Noreen Sommer. "Managing Difficult Staff Interactions: Effectiveness of Assertiveness Training for SCI Nursing Staff." Rehabilitation Nursing 22, no. 2 (March 4, 1997): 82–87. http://dx.doi.org/10.1002/j.2048-7940.1997.tb01739.x.

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Makarios, Matthew, Lori Lovins, Edward Latessa, and Paula Smith. "Staff Quality and Treatment Effectiveness: An Examination of the Relationship between Staff Factors and the Effectiveness of Correctional Programs." Justice Quarterly 33, no. 2 (June 11, 2014): 348–67. http://dx.doi.org/10.1080/07418825.2014.924546.

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M. Jose, Ani, and B. Jayabharathi. "Effectiveness of Video Assisted Teaching Regarding Breast Crawl on Knowledge among Staff Nurses." Journal of Nurse Midwifery and Maternal Health 2, no. 2 (2016): 55–60. http://dx.doi.org/10.21088/jnmmh.2454.7506.2216.2.

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King, Sandie, David McMenemy, and Alan Poulter. "Effectiveness of ICT training for public library staff in the UK: staff views." Electronic Library 24, no. 2 (March 2006): 265–76. http://dx.doi.org/10.1108/02640470610649281.

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Dissertations / Theses on the topic "Staff effectiveness"

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Mouton, Hugo. "Effectiveness of employer branding on staff retention and compensation expectations." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64891.

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This research shows that employer branding could be used to retain employees and reduce compensation levels, whilst providing a practical model to execute a successful employer branding strategy. Employer branding was defined as a set of tangible and intangible benefits offered by an organisation to attract and retain employees from a targeted audience. A quantitative study was performed and data was collected by means of an electronic questionnaire, which was distributed to employees of five South African insurers. Analysis of variance tests, correlation tests and a t-test were used to test the hypotheses. The study showed that employer branding increases staff retention, which could provide a competitive edge for businesses. An excellent employer brand can reduce the compensation expectations of employees, increasing the overall financial performance of a company. The study also showed that age, education level and employment duration have an impact on employer branding, findings which could assist organisations to define their target group. Lastly, employer branding efforts by organisations are recognised by their employees, providing evidence to support the cost of an employer branding strategy. A practical model, the employer branding control cycle (EBCC), was developed to assist organisations to successfully execute an employer branding strategy. This model considers the design, implementation and monitoring phases of such a strategy.
Mini Dissertation (MBA)--University of Pretoria, 2017.
nk2018
Gordon Institute of Business Science (GIBS)
MBA
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Dowler, Alan Reginald. "A consideration of the effectiveness and efficiency of employee training and development in a range of commercial organisations." Thesis, University of Birmingham, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324172.

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Rodgers, Katherine McNair. "Organizational commitment to staff development : the design of an instrument to measure the effectiveness of teacher staff development programs /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170056/.

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Cheng, Chit-sum, and 鄭哲琛. "The effectiveness of non-civil service contract staff in replacing civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46772509.

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Ivey, Shannon Kay. "Funding and Effectiveness of Staff Development Programs in Three North Texas School Districts." Thesis, University of North Texas, 2010. https://digital.library.unt.edu/ark:/67531/metadc30473/.

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This dissertation study focused on three aspects of staff development in North Texas: 1) funding sources, 2) types of professional learning programs, and 3) teachers' views of the effectiveness of the funded programs. Qualitative data came from interviews with nine district administrators concerning funding sources and how those resources enhanced teacher skills. Quantitative data came from 1,277 responses from teachers regarding their background and perceptions about staff development. Data from interviews with district administrators were diagrammed to depict elements of funding staff development and to reveal how resources were used to plan, implement, and evaluate staff learning. An analysis of interview data revealed that availability of grants, property tax rates, and student enrollment affected how districts funded staff development. Administrators reported that districts funded professional learning that was planned according to academic initiatives, met the needs of adult learners, and adapted to the changing needs of school communities. Both administrators and practitioners reported that time was a lacking resource critical to developing staff knowledge. Practitioners reported that sufficient opportunity to collaborate with colleagues about learning initiatives was more valuable than teaching materials. Teacher questionnaires were analyzed for possible relationships between participant variables and responses concerning knowledge about funding constraints and professional development experiences. Data revealed that practitioner experience and graduate degrees were not related to teachers' use of knowledge about financial constraints to more efficiently implement learning from staff development. Participants did not perceive professional learning differently than peers. Most teachers connected professional learning with improved teaching practices but a small percent attributed student achievement to their professional learning. The majority of teachers considered collaborative learning settings to elicit more personal professional growth than other formats. The findings of the teacher questionnaire suggest that teaching practices could be impacted if participants gained more knowledge about district financial constraints when developing staff professionally. Therefore, future research about how districts share information concerning funding for professional learning is warranted.
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Downes, Dawn M. "Designing evaluation tools for the Differentiated Instruction Staff Development Initiative." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 264 p, 2007. http://proquest.umi.com/pqdweb?did=1253510301&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Greenway, R. Scott. "Enhancing ministry effectiveness through a multiple staff ministry at Caledonia Christian Reformed Church." Online full text .pdf document, available to Fuller patrons only, 2002. http://www.tren.com.

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Abu, Baharin. "Teaching effectiveness and staff professional development programmes at a higher learning institution in Malaysia." Thesis, University of Birmingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.368412.

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Naris, Sylvia Ndeshee. "The effectiveness of human resources code :staff development and training at a Namibian polytechnic." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/1745.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2009
Policies adopted by tertiary educational institutions play a key role in determining the future of an institution. When they are applied and monitored effectively, most of these policies bear positive results for the institution. However, where there is no clear monitoring system, it is a foregone conclusion that policies will not bring about desired results. Therefore, assessing the PoN policy and practices are imperative. The HR Code is a policy document of the PoN. The main objective of the study was to establish effectiveness of the HR Code: SDT. The research study established motivating factors for drafting the HR Code: SDT, and analysed its weaknesses in order to trace whether staff development is linked to strategic goals of the PoN. The researcher has also made an earnest attempt to find out reasons why staff members resign after attending development programmes, which would assist the institution to retain their staff, as it prepares itself to become a university of technology that requires more and better qualified staff. The enquiry adopted a case study approach because it dealt with a specific institution in Namibia. A triangulation method was utilised to solicit information from academics, administrative and support staff, by conducting semi-structured interviews with top management, HoD’s, sectional heads and ex-staff members. A closed-ended questionnaire was distributed to staff members. Institutional documents were also reviewed to corroborate empirical data that was collected. Research revealed that the aim of drafting the HR Code: SDT was to improve qualification levels of Namibian staff members and to improve work performances of staff members. However, research proved conclusively that there were no measurable objectives that were established to evaluate and monitor that the objective was achieved; there were also no staff development plans linked to strategic goals of the institution; staff members’ work performance was not assessed after training; and there were no retention strategies in place. It is evident from the research findings that the desired results of the HR Code: SDT will not be achieved and, therefore, recommendations are proposed that the PoN effectively communicates objectives of the HR Code to staff members; develop a comprehensive and complimentary staff development policy; a staff development plan; an innovative retention strategy; and appoint a staff development officer to monitor and ensure that desired goals are achieved as means to save the institution from an unnecessary waste of financial, material and human resources.
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Chehaib, Hiba Chehaib. "Perception of School Staff Regarding the Effectiveness of a Youth Mental Health Program in Schools." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/6690.

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There is an ongoing debate about how to serve the number of students that are affected by mental health problems. Some schools have moved toward implementing whole school programs. The purpose of these programs is to teach adults who directly interact with school age children, such as parents, family members, caregivers, teachers, school staff, and caring citizens how to respond to an adolescent that is facing a crisis or a mental health challenge. The purpose of this study is to evaluate the perceived effectiveness of such a program. The goals of this study are to (a) determine the short-term outcomes of this initiative from school staff perspective, and (b) determine new directions for improving the program based on school staff’s recommendations. Survey questionnaires will be used to collect data from staff members. Descriptive statistics will be used to inform recommendations for the next steps in the development of the program. Staff surveyed endorsed the satisfaction of the implementation of the mental health program in their schools.
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Books on the topic "Staff effectiveness"

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Fitz-enz, Jac. Benchmarking staff performance: How staff departments can enhance their value to the customer. San Francisco: Jossey-Bass Publishers, 1993.

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Improving staff productivity: Great ideas to increase profits. Central Point, Or: Oasis Press, 1999.

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Drenth, Debra J. Effectiveness of distance learning for the Battle Staff NCO Course. Alexandria, Va: Advanced Training Methods Research Unit, U.S. Army Research Institute for the Behavioral and Social Sciences, 2001.

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1939-, Hackett Wesley P., ed. Hiring legal staff: Determining cost and value. Chicago, Ill: Section of General Practice, American Bar Association, 1990.

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André, Charles R. Brigade commander's battle staff handbook. Alexandria, Va: U.S. Army Research Institute for the Behavioral and Social Sciences, 1996.

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Barnett, Jean G. Nursing staff development programme: An enquiry into the effectiveness of the appraisal interview. [Edinburgh]: [Scottish Health Service Management Development Group], 1987.

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Henning, Joel P. The future of staff groups: Daring to distribute power and capacity. San Francisco: Berrett-Koehler Publishers, 1997.

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Markland, Anne. An inside job: Meeting internal customer needs. London: Video Arts, 1990.

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Markland, Anne. An inside job: Meeting internal customer needs. London: Video Arts, 1990.

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Brown, Kenneth M. The R&D tax credit: Evaluation of evidence on its effectiveness : a staff study. Washington: U.S. G.P.O., 1985.

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Book chapters on the topic "Staff effectiveness"

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Willis, David O. "Promoting Staff Effectiveness." In Business Basics for Dentists, 247–76. West Sussex, UK: John Wiley & Sons, Inc., 2013. http://dx.doi.org/10.1002/9781118783368.ch20.

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Verstage, Mike. "Personal Effectiveness." In The Supervision of Office Staff, 43–52. London: Macmillan Education UK, 1986. http://dx.doi.org/10.1007/978-1-349-09022-8_9.

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Lieberman, Warren H. "Pricing and Revenue Optimization: Maximizing Staff Effectiveness." In Revenue Management, 29–41. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230294776_4.

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Bierne, Jekaterina, Anna Svirina, and Jelena Titko. "E-Learning and E-Teaching Effectiveness: Academic Staff Perception." In Lecture Notes in Networks and Systems, 768–78. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-12450-2_74.

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Voitkevich, N. I., and T. I. Solunina. "Evaluating the Cost-Effectiveness of Staff Motivation When Implementing a CRM System." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 422–27. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_54.

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Kozanoglu, Ilknur, and Songul Tepebasi. "Training Programme." In Quality Management and Accreditation in Hematopoietic Stem Cell Transplantation and Cellular Therapy, 157–64. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64492-5_17.

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AbstractCell therapy is a complex field, with a plethora of therapeutic procedures that widely differ among and within countries. An effective and efficient quality management (QM) system is essential to ensure the safety of patients, donors, and medical personnel, and to ensure that all aspects of the cell therapy process from product select to infusion are safe. Risk minimisation requires all personnel involved in cell therapy to be familiar with the procedures as well as cooperate with personnel from other disciplines. Staff training plays a key role in the implementation of cell therapy and in QM. New cell therapy applications are constantly being developed. Appropriate training of personnel will improve both the effectiveness of cell therapy and patient survival.
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Plebani, Mario, Ada Aita, and Laura Sciacovelli. "Patient Safety in Laboratory Medicine." In Textbook of Patient Safety and Clinical Risk Management, 325–38. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59403-9_24.

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AbstractLaboratory medicine in the healthcare system has recently been recognized as a fundamental service in the clinical decision-making process. Therefore, the notion of patient safety in laboratory medicine must be recognized as the assurance that harm to patients will be avoided, safe care outcomes will be enhanced through error prevention, and the total testing process (TTP) will be continuously improved.Although the goal for patient safety is zero errors, and although laboratory professionals have made numerous efforts to reduce errors in the last few decades, current research into laboratory-related diagnostic errors highlights that: (a) errors occur at every step of the TTP, mainly affecting phases at clinical interfaces; (b) despite the improvement strategies adopted, analytical quality remains a challenge; (c) errors are linked not only to clinical chemistry tests, but also to new, increasingly complex diagnostic testing.Medical laboratories must therefore implement effective quality assurance tools to identify and prevent errors in order to guarantee the reliability of laboratory information. Accreditation in compliance with the International Standard ISO 15189 represents the first step, establishing processes with excellence requirements and greater expectations of staff competency. Another important step in preventing errors and ensuring patient safety is the development of specific educational and training programs addressed to all professionals involved in the process, in which both technical and administrative skills are integrated. A wide variety of information is provided by a robust quality management system and consensus-approved Quality Indicators (QI) that identify undesirable events, evaluate the risk to the patient, and call for corrective and preventive actions. However, the effectiveness of the system depends on the careful analysis of data collected and on staff awareness of the importance of laboratory medicine to the healthcare process. The main task of the new generation of laboratory professionals should be to gain experience in “clinical laboratory stewardship.” In order to safeguard patients, laboratory professionals must assist clinicians in selecting the right test for the right patient at the right time and facilitate the interpretation of laboratory information.
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"Management and Staff." In Increasing Effectiveness, 57–68. Routledge, 2014. http://dx.doi.org/10.4324/9781315821849-12.

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Bradford, Roger. "Parental distress and staff effectiveness." In Children, Families and Chronic Disease, 42–60. Routledge, 2002. http://dx.doi.org/10.4324/9780203130537-4.

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Thunholm, P., P. Berggren, and P. Wikberg. "Evaluating the Effectiveness of an Armoured Brigade Staff." In Assessing Command and Control Effectiveness, 141–59. CRC Press, 2017. http://dx.doi.org/10.1201/9781315568119-9.

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Conference papers on the topic "Staff effectiveness"

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Шатаева, О. В., Г. Д. Голубев, and С. К. Сергеева. "Some Aspects of Evaluating the Effectiveness and efficiency of the Organization's Staff." In Современное образование: векторы развития. Роль социально-гуманитарного знания в подготовке педагога: материалы V международной конференции (г. Москва, МПГУ, 27 апреля – 25 мая 2020 г.). Crossref, 2020. http://dx.doi.org/10.37492/etno.2020.85.84.047.

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статья рассматривает аспекты влияния эффективной оценки персонала на обучение и развитие персонала, моральное и материальное стимулирование, прием на работу, формирование резерва, перемещения по служебной лестнице на предприятии. in the article, we consider aspects of the impact of effective staff evaluation on training and development of personnel, moral and material stimulation, hiring, reserve formation, movement of the company's ranks.
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Kumar, Arun. "Provisions and Effectiveness of Continued Staff Development Programmes for Professionals in University Libraries in East India." In InSITE 2009: Informing Science + IT Education Conference. Informing Science Institute, 2009. http://dx.doi.org/10.28945/3364.

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One of the greatest challenges that academic and research libraries face today is to prepare the staff working in these organizations for the future. Preparation of library staff requires serious attention to the human resource programmes in libraries and consideration of the development needs and interests of staff at all levels, from at the top the University Librarian to the lowest level the Library Attendant. Human resource planning requires a strategic approach, which focuses on both the immediate issues and considers future needs. Library Managers and the Library Authority need to be adept at identifying the human resources issues in their organizations; able to design and implement development programmes, policies and procedures, to address these issues in a timely and meaningful way; and willing to commit the necessary resources to support the full development of all library staff.
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Francis, Stephanie, Melinda Gray, Christine Burns, Nusrat Homaira, and Adam Jaffe. "Effectiveness of technology in increasing asthma management knowledge and self-confidence in school staff." In ERS International Congress 2017 abstracts. European Respiratory Society, 2017. http://dx.doi.org/10.1183/1393003.congress-2017.oa3443.

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Marchenkova, YU V., and V. V. Tereshchenko. "The effectiveness of production training aimed at acquiring informed field medical staff productive coping strategies." In Scientific achievements of the third millennium. LJournal, 2019. http://dx.doi.org/10.18411/scienceconf-09-2019-10.

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Jun-shan, Gao, Cao Yong, and Peng Chang-gui. "An empirical study of the relationship between staff department status and effectiveness in Chinese SOEs." In 2011 International Conference on Management Science and Engineering (ICMSE). IEEE, 2011. http://dx.doi.org/10.1109/icmse.2011.6070002.

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Yan, Yu-Hua. "Investigation of Hospital Accreditation Effectiveness and Organizational Learning Promotion from Nursing Staff Perspective: The Case of Taiwan." In Annual Global Healthcare Conference. Global Science and Technology Forum (GSTF), 2012. http://dx.doi.org/10.5176/2251-3833_ghc12.37.

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Sullivan, Miriam, and Miela Kolomaznik. "Strategies for improving use of text-matching software by staff." In ASCILITE 2020: ASCILITE’s First Virtual Conference. University of New England, Armidale, 2020. http://dx.doi.org/10.14742/ascilite2020.0126.

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Universities are increasingly requiring the use of text-matching software (e.g., Turnitin, Urkund) for assessment. Even so, teaching staff may be resistant to using new technology for a variety of reasons. This study aimed to determine specific strategies and recommendations for improving uptake and correct usage of text-matching software at universities by gathering the experiences of training staff who have combatted resistance to new technologies. Two focus groups with 22 participants across five universities used a modified version of the Delphi method to come to consensus on their top five recommended strategies, which included: offering “out of the box” materials, using evidence, fostering champions, providing training and support to teaching staff, ensuring consistent messaging, building relationships, and offering student-facing support. These strategies may help university trainers improve the adoption of text-matching software, though more research is needed to determine the relative effectiveness of different strategies.
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Page, Mary, Inga Slesarenko, Evgeniya Frantcuzskaia, Vera Golubeva, Georgy Osokin, Natalia Fedorova, and Vera Deeva. "MONITORING THE EFFECTIVENESS OF ENGLISH AS A MEDIUM OF INSTRUCTION TRAINING PROVISION FOR UNIVERSITY RESEARCH AND TEACHING STAFF." In 12th International Technology, Education and Development Conference. IATED, 2018. http://dx.doi.org/10.21125/inted.2018.0094.

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Omari Hemedi Makore, Omari, and Hamidu Hamidu Saleh Shukuru. "Academic Achievement of Students not only Depends on the Process of Teaching and Learning but also Effectiveness of Staff Management." In 2nd International Conference on Educational Management and Administration (CoEMA 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/coema-17.2017.17.

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Campbell, Chris, Lenka Borer, and Sheila McCarthy. "Using FeedbackFruits to enhance student learning: Scaling for transformative implementation." In ASCILITE 2020: ASCILITE’s First Virtual Conference. University of New England, Armidale, 2020. http://dx.doi.org/10.14742/ascilite2020.0148.

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This study investigated one technology that would allow for self, peer and group feedback for students. In order to enhance feedback given, the tool FeedbackFruits, allowed staff to implement in their course in a consistent and easy way. This study was conducted over two trimesters on the effectiveness, ease-of-use and the ability to be able to scale up across the university. Staff report they would use FeedbackFruits in the future and that students were generally positive with regards to using it. Although the study is continuing, the design-based research methodology allows for improvements in study design to be modified according to university needs in order to best evaluate the technology.
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Reports on the topic "Staff effectiveness"

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Drenth, Debra J., U. Christean Kubisiak, and Walter C. Borman. Effectiveness of Distance Learning for the Battle Staff NCO Course. Fort Belvoir, VA: Defense Technical Information Center, June 2001. http://dx.doi.org/10.21236/ada395643.

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Valentine, Patrick J., and Thomas J. Thompson. Battle Staff Effectiveness Observer/Controller Training. Observations of Prototype Course. Fort Belvoir, VA: Defense Technical Information Center, November 1995. http://dx.doi.org/10.21236/ada305384.

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Sette, Domenic R. Staff Rides at the War College Prior to World War I: Their Use and Effectiveness. Fort Belvoir, VA: Defense Technical Information Center, March 1988. http://dx.doi.org/10.21236/ada191515.

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Schnabel, Filipina, and Danielle Aldridge. Effectiveness of EHR-Depression Screening Among Adult Diabetics in an Urban Primary Care Clinic. University of Tennessee Health Science Center, April 2021. http://dx.doi.org/10.21007/con.dnp.2021.0003.

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Background Diabetes mellitus (DM) and depression are important comorbid conditions that can lead to more serious health outcomes. The American Diabetes Association (ADA) supports routine screening for depression as part of standard diabetes management. The PHQ2 and PHQ9 questionnaires are good diagnostic screening tools used for major depressive disorders in Type 2 diabetes mellitus (DM2). This quality improvement study aims to compare the rate of depression screening, treatment, and referral to behavioral health in adult patients with DM2 pre and post-integration of depression screening tools into the electronic health record (EHR). Methods We conducted a retrospective chart review on patients aged 18 years and above with a diagnosis of DM2 and no initial diagnosis of depression or other mental illnesses. Chart reviews included those from 2018 or prior for before integration data and 2020 to present for after integration. Sixty subjects were randomly selected from a pool of 33,695 patients in the clinic with DM2 from the year 2013-2021. Thirty of the patients were prior to the integration of depression screening tools PHQ2 and PHQ9 into the EHR, while the other half were post-integration. The study population ranged from 18-83 years old. Results All subjects (100%) were screened using PHQ2 before integration and after integration. Twenty percent of patients screened had a positive PHQ2 among subjects before integration, while 10% had a positive PHQ2 after integration. Twenty percent of patients were screened with a PHQ9 pre-integration which accounted for 100% of those subjects with a positive PHQ2. However, of the 10% of patients with a positive PHQ2 post-integration, only 6.7 % of subjects were screened, which means not all patients with a positive PHQ2 were adequately screened post-integration. Interestingly, 10% of patients were treated with antidepressants before integration, while none were treated with medications in the post-integration group. There were no referrals made to the behavior team in either group. Conclusion There is no difference between the prevalence of depression screening before or after integration of depression screening tools in the EHR. The study noted that there is a decrease in the treatment using antidepressants after integration. However, other undetermined conditions could have influenced this. Furthermore, not all patients with positive PHQ2 in the after-integration group were screened with PHQ9. The authors are unsure if the integration of the depression screens influenced this change. In both groups, there is no difference between referrals to the behavior team. Implications to Nursing Practice This quality improvement study shows that providers are good at screening their DM2 patients for depression whether the screening tools were incorporated in the EHR or not. However, future studies regarding providers, support staff, and patient convenience relating to accessibility and availability of the tool should be made. Additional issues to consider are documentation reliability, hours of work to scan documents in the chart, risk of documentation getting lost, and the use of paper that requires shredding to comply with privacy.
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Stall, Nathan M., Kevin A. Brown, Antonina Maltsev, Aaron Jones, Andrew P. Costa, Vanessa Allen, Adalsteinn D. Brown, et al. COVID-19 and Ontario’s Long-Term Care Homes. Ontario COVID-19 Science Advisory Table, January 2021. http://dx.doi.org/10.47326/ocsat.2021.02.07.1.0.

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Key Message Ontario long-term care (LTC) home residents have experienced disproportionately high morbidity and mortality, both from COVID-19 and from the conditions associated with the COVID-19 pandemic. There are several measures that could be effective in preventing COVID-19 outbreaks, hospitalizations, and deaths in Ontario’s LTC homes, if implemented. First, temporary staffing could be minimized by improving staff working conditions. Second, homes could be further decrowded by a continued disallowance of three- and four-resident rooms and additional temporary housing for the most crowded homes. Third, the risk of SARS-CoV-2 infection in staff could be minimized by approaches that reduce the risk of transmission in communities with a high burden of COVID-19. Summary Background The Province of Ontario has 626 licensed LTC homes and 77,257 long-stay beds; 58% of homes are privately owned, 24% are non-profit/charitable, 16% are municipal. LTC homes were strongly affected during Ontario’s first and second waves of the COVID-19 pandemic. Questions What do we know about the first and second waves of COVID-19 in Ontario LTC homes? Which risk factors are associated with COVID-19 outbreaks in Ontario LTC homes and the extent and death rates associated with outbreaks? What has been the impact of the COVID-19 pandemic on the general health and wellbeing of LTC residents? How has the existing Ontario evidence on COVID-19 in LTC settings been used to support public health interventions and policy changes in these settings? What are the further measures that could be effective in preventing COVID-19 outbreaks, hospitalizations, and deaths in Ontario’s LTC homes? Findings As of January 14, 2021, a total of 3,211 Ontario LTC home residents have died of COVID-19, totaling 60.7% of all 5,289 COVID-19 deaths in Ontario to date. There have now been more cumulative LTC home outbreaks during the second wave as compared with the first wave. The infection and death rates among LTC residents have been lower during the second wave, as compared with the first wave, and a greater number of LTC outbreaks have involved only staff infections. The growth rate of SARS-CoV-2 infections among LTC residents was slower during the first two months of the second wave in September and October 2020, as compared with the first wave. However, the growth rate after the two-month mark is comparatively faster during the second wave. The majority of second wave infections and deaths in LTC homes have occurred between December 1, 2020, and January 14, 2021 (most recent date of data extraction prior to publication). This highlights the recent intensification of the COVID-19 pandemic in LTC homes that has mirrored the recent increase in community transmission of SARS-CoV-2 across Ontario. Evidence from Ontario demonstrates that the risk factors for SARS-CoV-2 outbreaks and subsequent deaths in LTC are distinct from the risk factors for outbreaks and deaths in the community (Figure 1). The most important risk factors for whether a LTC home will experience an outbreak is the daily incidence of SARS-CoV-2 infections in the communities surrounding the home and the occurrence of staff infections. The most important risk factors for the magnitude of an outbreak and the number of resulting resident deaths are older design, chain ownership, and crowding. Figure 1. Anatomy of Outbreaks and Spread of COVID-19 in LTC Homes and Among Residents Figure from Peter Hamilton, personal communication. Many Ontario LTC home residents have experienced severe and potentially irreversible physical, cognitive, psychological, and functional declines as a result of precautionary public health interventions imposed on homes, such as limiting access to general visitors and essential caregivers, resident absences, and group activities. There has also been an increase in the prescribing of psychoactive drugs to Ontario LTC residents. The accumulating evidence on COVID-19 in Ontario’s LTC homes has been leveraged in several ways to support public health interventions and policy during the pandemic. Ontario evidence showed that SARS-CoV-2 infections among LTC staff was associated with subsequent COVID-19 deaths among LTC residents, which motivated a public order to restrict LTC staff from working in more than one LTC home in the first wave. Emerging Ontario evidence on risk factors for LTC home outbreaks and deaths has been incorporated into provincial pandemic surveillance tools. Public health directives now attempt to limit crowding in LTC homes by restricting occupancy to two residents per room. The LTC visitor policy was also revised to designate a maximum of two essential caregivers who can visit residents without time limits, including when a home is experiencing an outbreak. Several further measures could be effective in preventing COVID-19 outbreaks, hospitalizations, and deaths in Ontario’s LTC homes. First, temporary staffing could be minimized by improving staff working conditions. Second, the risk of SARS-CoV-2 infection in staff could be minimized by measures that reduce the risk of transmission in communities with a high burden of COVID-19. Third, LTC homes could be further decrowded by a continued disallowance of three- and four-resident rooms and additional temporary housing for the most crowded homes. Other important issues include improved prevention and detection of SARS-CoV-2 infection in LTC staff, enhanced infection prevention and control (IPAC) capacity within the LTC homes, a more balanced and nuanced approach to public health measures and IPAC strategies in LTC homes, strategies to promote vaccine acceptance amongst residents and staff, and further improving data collection on LTC homes, residents, staff, visitors and essential caregivers for the duration of the COVID-19 pandemic. Interpretation Comparisons of the first and second waves of the COVID-19 pandemic in the LTC setting reveal improvement in some but not all epidemiological indicators. Despite this, the second wave is now intensifying within LTC homes and without action we will likely experience a substantial additional loss of life before the widespread administration and time-dependent maximal effectiveness of COVID-19 vaccines. The predictors of outbreaks, the spread of infection, and deaths in Ontario’s LTC homes are well documented and have remained unchanged between the first and the second wave. Some of the evidence on COVID-19 in Ontario’s LTC homes has been effectively leveraged to support public health interventions and policies. Several further measures, if implemented, have the potential to prevent additional LTC home COVID-19 outbreaks and deaths.
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Staffing on Wards - making decisions about healthcare staffing, improving effectiveness and supporting staff to care well. National Institute for Health Research, March 2019. http://dx.doi.org/10.3310/themedreview-03553.

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Staffing on Wards - Making decisions about healthcare staffing, improving effectiveness and supporting staff to care well. National Institute for Health Research, March 2019. http://dx.doi.org/10.3310/themedreview-03681.

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Literature review of support tools for school staff to respond to CYP self‐harm – CAMHS around the Campfire. ACAMH, April 2021. http://dx.doi.org/10.13056/acamh.15526.

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A review of literature of support tools for school staff to respond to CYP self‐harm, with the focus on Aureliane Pierret (pic), Dr. Joanna Anderson, Professor Tamsin Ford, and Dr. Anne‐Marie Burn, CAMH paper 'Review: Education and training interventions, and support tools for school staff to adequately respond to young people who disclose self‐harm – a systematic literature review of effectiveness, feasibility and acceptability.'
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