Manager Infection Prevention City of Hope Comprehensive Cancer Center Duarte, California, United States
Disclosure(s):
Suwannee Srisatidnarakul, MSN, RN, CIC: No financial relationships to disclose
Background: Since the start of the COVID-19 pandemic, the daily responsibilities of the Infection Prevention Department (IPD) have been exacerbated by the high demand of Regulatory Agencies, medical staff and patients. Consequently, infection preventionists (IPs) have not had the bandwidth left to effectively implement patient quality care improvement projects. The ongoing pandemic has also proven challenging in filling open IP positions. To address both of these needs, the Leadership and Professional Development project was developed as a collaboration between the Human Resource Modified Work Program (HRMWP) and the IPD in leveraging modified [light-duty] staff (MS) to support IPD daily responsibilities and to potentially develop IP’s at a National Cancer Institute-Designated Comprehensive Cancer Center.
Methods: Injured staff were placed on modified duty through HRMWP and the IPD was notified. An IP interviewed the MS to design accommodated and appropriate responsibilities. The tools provided were “Daily Duties Helpful Guides” consisting of pertinent contact information, a list of Reportable Diseases and Conditions, links to websites and forms, Construction Checklist, surveillance tools, and access to electronic medical records used by IPs. Initially, the MS required orientation and shadowing. After they became independent, MS with longer recovery periods trained new MS.
Results: Trained MS independently managed regulatory reporting, hand hygiene and isolation practice surveillance, construction rounds, data collation, and nursing care bundle adherence. Urinary catheter days were reduced. The IPs were then able to work on several patient quality improvement projects. All MS expressed better understanding of and appreciation for IP work. Several MS members expressed interest in becoming an IP. All MS continued earning income during their recovery.
Conclusions: A well-developed program for MS proves beneficial in several aspects. IPs should consider using MS if an HRMWP exists in their facility or develop a program by collaborating with their Human Resource department.
Learning Objectives:
List at least three benefits of modified work program for Infection Prevention Department.
Discuss at least two strategies for modified work program success.
Identify at least three useful tools used by modified staff to support Infection Preventionists.
