3^rd International Conference on Digital Health March 15-16, 2021 Aberdeen, UK

Biography:

Debbie Cyncynatus is a registered nurse with 29 years of experience in areas of critical care, medical and surgical care, nursing management and hospital administration.  Debbie is skilled in large-scale change, Big 4 consulting, strategic and tactical planning, clinical operations improvement, transformational and thought leadership, process improvement, patient first, hospital leadership and program management with a track record of breakthrough performance.  She is also knowledgeable in transformational change leadership, lean management, healthcare transformation, case management, pharmacy, supply chain, revenue cycle and clinical informatics. Debbie’s strengths include effective communication, group and team facilitation, executive leadership, process improvement, relationship-building, physician relationships, data/analytics and clinical skills.  Debbie earned her MBA and also a Bachelor of Science degree in Nursing. She is currently working toward a Doctor in Nursing Practice from Capella University.

 

Abstract:

Workplace bullying can have a negative impact on the newly licensed nurse, the patients they care for and turnover rates for nursing.  This project was chosen because nurse residents reported a reduction in their satisfaction and commitment score on the 12-month Progression Survey and the nursing turnover rates had increased over the past two years.  The purpose of this project was to implement a non-traditional anonymous reporting system, provide workplace bullying education and implement a zero-tolerance policy with the goal of improving the nurse resident satisfaction and commitment scores.  A 10-week quality improvement project was conducted, using the Wounded Healer Theory, to help the ‘walking wounded’ nurse cope with stressors from bullying.  The following PICOT question was asked:  With newly licensed nurses in the acute care setting, how does a traditional anonymous reporting system (phone hotline) to identify workplace bullying, compared to a non-traditional anonymous reporting system (Google Voice) for workplace bullying, affect the satisfaction and commitment score on the 12-month Progression Survey, within 10 weeks?  Data was collected at the end of the project and was analyzed for changes in the satisfaction and commitment domain.  It was assumed that there would be an increase in the scores to the expected baseline or 10%, stretch goal.  However, the scores fell short of the expected benchmark by 1% and the stretch goal was missed by 2.5%.   There was a lack of Google Voice reports which showed the need to further address this issue from an organizational perspective versus a singular group.

Biography:

Radhika is our founder, the idea for Bevy started on an emotional note. When Radhika was very close to her paternal grandmother and she fell ill in India, Radhika took charge of her health. While dealing with doctors, Radhika found she had to beg for the medical results and scans and medical records and then organise, digitise and share with many specialists in India and also with her uncle, who is a doctor in London. Radhika found most patients lost an invaluable amount of time in this process putting the patient in jeopardy.

Being a technology graduate, Radhika came up with an idea for Bevy health which puts the patient in control of her medical records

 

Abstract:

Bevy Health or Bevy a patient-held record system (PHR) which puts users in control of all their medical information. Bevy is a platform on which patients and doctors can save and transfer medical data, and communicate with each other.

 

The Patient-held Record system, PHR, is taking off in the West, and although medical records are now online, the patient has very little access to them. Most western countries provide a unique patient ID that doctors can use to access the patient record, but the patient is not given full access.In a country like India, where the cost of private healthcare is primarily paid at the point of use (hospital and clinic payment window), patients will naturally want ownership of their medical records. This is our primary market.

Healthcare providers, historically, have kept patients’ medical records in their possession, sharing them with patients in physical form, which is vulnerable, unsafe and time-consuming to access. Bevy returns ownership where it belongs: with the patient

Biography:

Camila Nascimento Monteiro is pharmacist and has completed her PhD and postdoctoral studies from University of São Paulo, Brazil. She is Research at Hospital Israelita Albert Einstein (São Paulo, Brazil), a premier health care service organization. She has published 15 papers in reputed journals and has been serving as article reviewer since 2010, she has more than 50 participations in national and international Scientific Events and 25 presentations in conferences

 

Abstract:

Objectives: To verify the impact on diabetes control after the implementation of the software “Monitoring of chronic conditions” in Primary Health Care (PHC).

Methods: observational study of the database of patients with diabetes registered in the “Monitoring of chronic conditions”  software deployed in April 2018 in Primary Health Care in São Paulo city, Brazil. Descriptive analysis of the application data was performed. For moderate measurements over time, select an evolution through mixed model adjustments. To verify the impact of careless deployment, were compared data from two audits performed pre- and post-deployment.

Results: 12,126 diabetic were registered, being 9,101 with diabetes and with also hypertension. In the six months following implementation, there were on average 680 consultations registered per month, August with the highest number of consultations (945). With one year of implementation, recorded blood glucose measurements of 11,997 patients. In total, 2,216 patients had weight and height records, 1,699 with one measurement and 517 with 2 to 7 measurements. And 1,875 patients with cholesterol measurements, being 1,618 with one measurement and 257 with two measurements after the software implemmentation. The HbA1c control in diabetics before implementation was 62.3% and after implementation 66% (p = 0.306).

 

Biography:

Sarah is a Health Researcher at the University of Nottingham.She has research interests in: workplace health and wellbeing, children’s participation in sport,health promotion, Sarah has expertise in qualitative research including:conducting focus groups, collating and analysing data,conducting interviews, face to face, telephone, email, collating and analysing data,using thematic analysis,use of NVIVO,hearing research,sports participation and barriers for deaf children

 

Abstract:

 Background: In the UK, few employers offer general health checks for employees, and opt-in HIV testing is rarely included. There is a need to provide evidence-based guidance and support for employers around health checks and HIV testing in the workplace. An Agile approach was used to develop and evaluate a digital toolkit to facilitate employers' understanding about workplace health screening.

Methods: The Test@Work toolkit development included an online survey (STAGE 1: n = 201), stakeholder consultation (STAGE 2: n = 19), expert peer review (STAGE 3: n = 24), and pilot testing (STAGE 4: n = 20). The toolkit includes employer guidance on workplace health promotion, workplace health screening, and confidential opt-in HIV testing with signposting to resources. Pilot testing included assessment of fidelity (delivery and engagement) and implementation qualities (attitudes, resources, practicality, acceptability, usability and cost).

Results: STAGE 1: The vast majority of respondents would consider offering general health checks in the workplace that included confidential opt-in HIV testing, and this view was broadly comparable across organisation types (n = 201; public: 87.8%; private: 89.7%; third: 87.1%). STAGES 2 and 3: Stakeholders highlighted essential content considerations: (1) inclusion of the business case for workplace health initiatives, (2) clear pathways to employer responsibilities, and (3) presenting HIV-related information alongside other areas of health. With regards presentation, stakeholders proposed that the toolkit should be concise, with clear signposting and be hosted on a trusted portal. STAGE 4: Employers were satisfied with the toolkit content, usability and utility. The toolkit had high fidelity with regards to delivery and employer engagement. Assessment of implementation qualities showed high usability and practicality, with low perceived burden for completion and acceptable cost implications. Very few resource challenges were reported, and the toolkit was considered to be appropriate for any type of organisation, irrespective of size or resources