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Dear AICALIST members,
rom July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimerUniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
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Katherine, we have had a lot of support from the executive team to achieve our current rate of 79%. We have broken down all staff into ward /departments lists and the managers were receiving weekly updates of progress within their department. As the number of vaccinated staff increased we then narrowed it down to those who have not been vaccinated. All unit managers were expected to assist us in ensuring that every staff member has either been vaccinated or has signed the declaration form formally declining the vaccine. We have around 950 staff on 2 sites for purposes of the influenza campaign. We have a major prize draw at the end of the season for staff who have been vaccinated. This has been in place for several years and alone didn’t assist that much in reaching our target. Last year we failed to reach 75% so the strategies this year really worked. It has, of course, come with the expense of great time and effort on the behalf of the infection control staff who are both nurse immunisers.
Cathy Mowat
Infection Control
Central Gippsland Health Service
Sale VictoriaDear AICALIST members,
From July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
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MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.
The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
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Thanks Cathy,
I agree that getting the managers to assist is the way to get buy-in, but I also like your idea of a prize draw – might hit up my exec for something good next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auKatherine, we have had a lot of support from the executive team to achieve our current rate of 79%. We have broken down all staff into ward /departments lists and the managers were receiving weekly updates of progress within their department. As the number of vaccinated staff increased we then narrowed it down to those who have not been vaccinated. All unit managers were expected to assist us in ensuring that every staff member has either been vaccinated or has signed the declaration form formally declining the vaccine. We have around 950 staff on 2 sites for purposes of the influenza campaign. We have a major prize draw at the end of the season for staff who have been vaccinated. This has been in place for several years and alone didn’t assist that much in reaching our target. Last year we failed to reach 75% so the strategies this year really worked. It has, of course, come with the expense of great time and effort on the behalf of the infection control staff who are both nurse immunisers.
Cathy Mowat
Infection Control
Central Gippsland Health Service
Sale VictoriaDear AICALIST members,
rom July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
To send a message to the list administrator send an email to aicalist-request@aicalist.org.au.
You can unsubscribe from this list be sending ‘signoff aicalist’ (without the quotes) to listserv@aicalist.org.au
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
To send a message to the list administrator send an email to aicalist-request@aicalist.org.au.
You can unsubscribe from this list be sending ‘signoff aicalist’ (without the quotes) to listserv@aicalist.org.au
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.
The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
To send a message to the list administrator send an email to aicalist-request@aicalist.org.au.
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Hi Kathy,
Just to add to the discussion, attached is an article from the New Zealand Herald this week discussing a hospitals vaccination policy for influenza,For your interest.
Regards,
SueSue Greig
Senior Project Officer
National HAI Prevention Program
Usual work days: Monday to WednesdayAustralian Commission on Safety and Quality in Health Care
GPO Box 5480 Sydney NSW 2001 | Level 5, 255 Elizabeth Street, Sydney NSW 2000
( direct (02) 9126 3565 | ( switchboard (02) 9126 3600 | 6 (02) 9126 3613 |
Email sue.greig@safetyandquality.gov.au | http://www.safetyandquality.gov.au
[cid:image002.jpg@01CFF9AA.CCFF1760]Follow us on Twitter @ACSQHC
[Commission-and-NSQHS-logos]HI Kathy,
Also an interesting piece in Healthcare Infection about this http://www.publish.csiro.au/paper/HI13041.htm and follow up letter to the editor in response to this publication http://www.publish.csiro.au/paper/HI14018.htm
Very topical.Thanks
BrettAssociate Professor Brett Mitchell
Associate Professor of Nursing, RN, BN, PhD, M.Adv.Prac, CICP, MRCNA
Faculty of Nursing and Health and Director Lifestyle Research Centre, CooranbongAvondale College Ltd trading as Avondale College of Higher Education
http://www.avondale.edu.au | http://www.designedforlife.me
185 Fox Valley Road, Wahroonga NSW 2076 AustraliaHi Kathy,
The attached recent publication may be if interest/use (you may have seen it already)
. Marci Drees et al. Carrots and Sticks: Achieving High Healthcare Personnel Influenza Vaccination Rates without a Mandate. Infect Control Hosp Epidemiol 2015;36(6):717-724
The authors achieved a 92% vaccination rate compared with vaccination rates of 57%-72% in the 3 years previous without mandating.
Their strategies included the following:
. Each of their forms (consent, declination and reason for declination) included a bar code, which was scanned by a newly created web-based application along with the HCP’s identification badge. This automatically updated the vaccination database with vaccinated, exempt or declined status.
. Every manager and vice president in the system began receiving weekly lists of their employees, notated as vaccinated, not vaccinated, or no response.
. Managers were required to follow up with employees who had not responded. In addition, managers were aware of which employees had not been vaccinated and, thus, were required to wear masks once the flu season began.
. Rather than relying on roving vaccinators, meetings, and distribution of vaccine for self-vaccination, the task force decided to adopt a “blitz” campaign during the first 2 weeks of the season. Beginning in early October, vaccination stations were set up across all shifts at entrances to hospitals and other outpatient/ancillary facilities.
. At each entrance, volunteer “clerks” (who ranged from administrative assistants to leadership personnel) scanned the HCP’s identification badge and the appropriate form (taking ~30 seconds), and then directed him/her to the next available vaccinator (volunteer nurses and pharmacists).
. After vaccination (or attesting to vaccination elsewhere), staff were given hanging badges, stating “I’m vaccinated because I care.”
. Wearing the hanging badges was not mandatory, but anyone not wearing an “I’m vaccinated” tag was required to mask while in patient care areas, regardless of their actual vaccination status.
. ~70% of all employees were vaccinated during the initial “blitz.”
. The policy used the existing disciplinary process for employees who either did not complete 1 of the 3 forms by November 30 (i.e., the mandatory declination), or who were not vaccinated and repeatedly failed to mask. While the discipline alone did not result in termination, it was considered in performance evaluations and could result in an employee being considered “below standard.” Employees in this status were ineligible for annual raises or any financial incentive.
Many of these strategies could be readily implement in Australian healthcare facility influenza vaccination programs.
Regards
Glenys
Glenys Harrington
Consultant
Infection Control Consultancy (ICC)
PO Box 5202
Middle Park
Victoria, 3206
Australia
M: +61 404 816 434
infexion@ozemail.com.au
ABN 47533508426Hi Kirsten,
Thanks for your response. Sending a text message is a great idea for contacting the casual and part timers, maybe not only asking for those who have had their jab elsewhere, but to remind them of when clinics are being held. We will definitely add that to our influenza vaccine planning for next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auHi Kathy
Where I am is small and we have a significant part time/casual workforce. We found that MANY of our staff had been vaccinated elsewhere and weren’t letting us know. We sent out a text message to all our part time and casual nurses asking them to contact me if they had received their flu vax elsewhere. We increased our compliance by over 10%!
Kirsten Amos
Nurse Consultant
Infection Prevention and Control
Gippsland Southern Health ServicesThanks Cathy,
I agree that getting the managers to assist is the way to get buy-in, but I also like your idea of a prize draw – might hit up my exec for something good next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auKatherine, we have had a lot of support from the executive team to achieve our current rate of 79%. We have broken down all staff into ward /departments lists and the managers were receiving weekly updates of progress within their department. As the number of vaccinated staff increased we then narrowed it down to those who have not been vaccinated. All unit managers were expected to assist us in ensuring that every staff member has either been vaccinated or has signed the declaration form formally declining the vaccine. We have around 950 staff on 2 sites for purposes of the influenza campaign. We have a major prize draw at the end of the season for staff who have been vaccinated. This has been in place for several years and alone didn’t assist that much in reaching our target. Last year we failed to reach 75% so the strategies this year really worked. It has, of course, come with the expense of great time and effort on the behalf of the infection control staff who are both nurse immunisers.
Cathy Mowat
Infection Control
Central Gippsland Health Service
Sale VictoriaDear AICALIST members,
From July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
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Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
To send a message to the list administrator send an email to aicalist-request@aicalist.org.au.
You can unsubscribe from this list be sending ‘signoff aicalist’ (without the quotes) to listserv@aicalist.org.au
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
Replies to this message will be directed back to the list. To create a new message send an email to aicalist@aicalist.org.au
To send a message to the list administrator send an email to aicalist-request@aicalist.org.au.
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Uniting Care Health Email Disclaimer: http://www.uchealth.com.au/disclaimer
MESSAGES POSTED TO THIS LIST ARE SOLELY THE OPINION OF THE AUTHOR, AND DO NOT REPRESENT THE OPINION OF ACIPC.The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
Archive of all messages are available at http://aicalist.org.au/archives – registration and login required.
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The use of trade/product/commercial brand names through the list is discouraged by ACIPC. If you wish to discuss specific reference to products or services by brand or commercial names, please do this outside the list.
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Interesting article Sue. It does raise a few issues especially he use of public branding of non-conformists – they must wear a mask so everyone knows who they are – there are no public health benefits to this strategy of public identification that I can see. And it makes staff upset, angers the unions and invites public mistrust of healthcare workers. And I wonder what would have happened if it was a pivotal doctor or nurse who refused to wear a mask (or any HCW who could not be easily and quickly replaced)?? An alternative to the mask would be that vaccine refusers could be furloughed off work if there was a case/cases of influenza in their work area. Although I am not a big fan of mandatory vaccinations – not sure that penalising non vaccinators achieves anything other than making them (possibly) become even more determined not to be vaccinated.
Fiona Wilson I Clinical Nurse Consultant
Public Health Services I Department of Health and Human Services
3/25Argyle St Hobart, GPO Box 125 Hobart 7001
Phone (03) 6166 0601| Mobile 0439 014 634 | Fax (03) 6233 0553
Prevention is better than cureHi Kathy,
Just to add to the discussion, attached is an article from the New Zealand Herald this week discussing a hospitals vaccination policy for influenza,For your interest.
Regards,
SueSue Greig
Senior Project Officer
National HAI Prevention Program
Usual work days: Monday to WednesdayAustralian Commission on Safety and Quality in Health Care
GPO Box 5480 Sydney NSW 2001 | Level 5, 255 Elizabeth Street, Sydney NSW 2000
( direct (02) 9126 3565 | ( switchboard (02) 9126 3600 | 6 (02) 9126 3613 |
Email sue.greig@safetyandquality.gov.au | http://www.safetyandquality.gov.au
[cid:image002.jpg@01CFF9AA.CCFF1760]Follow us on Twitter @ACSQHC
[Commission-and-NSQHS-logos]HI Kathy,
Also an interesting piece in Healthcare Infection about this http://www.publish.csiro.au/paper/HI13041.htm and follow up letter to the editor in response to this publication http://www.publish.csiro.au/paper/HI14018.htm
Very topical.Thanks
BrettAssociate Professor Brett Mitchell
Associate Professor of Nursing, RN, BN, PhD, M.Adv.Prac, CICP, MRCNA
Faculty of Nursing and Health and Director Lifestyle Research Centre, CooranbongAvondale College Ltd trading as Avondale College of Higher Education
http://www.avondale.edu.au | http://www.designedforlife.me
185 Fox Valley Road, Wahroonga NSW 2076 AustraliaHi Kathy,
The attached recent publication may be if interest/use (you may have seen it already)
. Marci Drees et al. Carrots and Sticks: Achieving High Healthcare Personnel Influenza Vaccination Rates without a Mandate. Infect Control Hosp Epidemiol 2015;36(6):717-724
The authors achieved a 92% vaccination rate compared with vaccination rates of 57%-72% in the 3 years previous without mandating.
Their strategies included the following:
. Each of their forms (consent, declination and reason for declination) included a bar code, which was scanned by a newly created web-based application along with the HCP’s identification badge. This automatically updated the vaccination database with vaccinated, exempt or declined status.
. Every manager and vice president in the system began receiving weekly lists of their employees, notated as vaccinated, not vaccinated, or no response.
. Managers were required to follow up with employees who had not responded. In addition, managers were aware of which employees had not been vaccinated and, thus, were required to wear masks once the flu season began.
. Rather than relying on roving vaccinators, meetings, and distribution of vaccine for self-vaccination, the task force decided to adopt a “blitz” campaign during the first 2 weeks of the season. Beginning in early October, vaccination stations were set up across all shifts at entrances to hospitals and other outpatient/ancillary facilities.
. At each entrance, volunteer “clerks” (who ranged from administrative assistants to leadership personnel) scanned the HCP’s identification badge and the appropriate form (taking ~30 seconds), and then directed him/her to the next available vaccinator (volunteer nurses and pharmacists).
. After vaccination (or attesting to vaccination elsewhere), staff were given hanging badges, stating “I’m vaccinated because I care.”
. Wearing the hanging badges was not mandatory, but anyone not wearing an “I’m vaccinated” tag was required to mask while in patient care areas, regardless of their actual vaccination status.
. ~70% of all employees were vaccinated during the initial “blitz.”
. The policy used the existing disciplinary process for employees who either did not complete 1 of the 3 forms by November 30 (i.e., the mandatory declination), or who were not vaccinated and repeatedly failed to mask. While the discipline alone did not result in termination, it was considered in performance evaluations and could result in an employee being considered “below standard.” Employees in this status were ineligible for annual raises or any financial incentive.
Many of these strategies could be readily implement in Australian healthcare facility influenza vaccination programs.
Regards
Glenys
Glenys Harrington
Consultant
Infection Control Consultancy (ICC)
PO Box 5202
Middle Park
Victoria, 3206
Australia
M: +61 404 816 434
infexion@ozemail.com.au
ABN 47533508426Hi Kirsten,
Thanks for your response. Sending a text message is a great idea for contacting the casual and part timers, maybe not only asking for those who have had their jab elsewhere, but to remind them of when clinics are being held. We will definitely add that to our influenza vaccine planning for next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auHi Kathy
Where I am is small and we have a significant part time/casual workforce. We found that MANY of our staff had been vaccinated elsewhere and weren’t letting us know. We sent out a text message to all our part time and casual nurses asking them to contact me if they had received their flu vax elsewhere. We increased our compliance by over 10%!
Kirsten Amos
Nurse Consultant
Infection Prevention and Control
Gippsland Southern Health ServicesThanks Cathy,
I agree that getting the managers to assist is the way to get buy-in, but I also like your idea of a prize draw – might hit up my exec for something good next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auKatherine, we have had a lot of support from the executive team to achieve our current rate of 79%. We have broken down all staff into ward /departments lists and the managers were receiving weekly updates of progress within their department. As the number of vaccinated staff increased we then narrowed it down to those who have not been vaccinated. All unit managers were expected to assist us in ensuring that every staff member has either been vaccinated or has signed the declaration form formally declining the vaccine. We have around 950 staff on 2 sites for purposes of the influenza campaign. We have a major prize draw at the end of the season for staff who have been vaccinated. This has been in place for several years and alone didn’t assist that much in reaching our target. Last year we failed to reach 75% so the strategies this year really worked. It has, of course, come with the expense of great time and effort on the behalf of the infection control staff who are both nurse immunisers.
Cathy Mowat
Infection Control
Central Gippsland Health Service
Sale VictoriaDear AICALIST members,
From July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
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Thanks Sue,
Interesting article. Not sure if I would want that approach used in my hospital, However it did get an increase in compliance rates.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auHi Kathy,
Just to add to the discussion, attached is an article from the New Zealand Herald this week discussing a hospitals vaccination policy for influenza,For your interest.
Regards,
SueSue Greig
Senior Project Officer
National HAI Prevention Program
Usual work days: Monday to WednesdayAustralian Commission on Safety and Quality in Health Care
GPO Box 5480 Sydney NSW 2001 | Level 5, 255 Elizabeth Street, Sydney NSW 2000
( direct (02) 9126 3565 | ( switchboard (02) 9126 3600 | 6 (02) 9126 3613 |
Email sue.greig@safetyandquality.gov.au | http://www.safetyandquality.gov.au
[cid:image002.jpg@01CFF9AA.CCFF1760]Follow us on Twitter @ACSQHC
[Commission-and-NSQHS-logos]HI Kathy,
Also an interesting piece in Healthcare Infection about this http://www.publish.csiro.au/paper/HI13041.htm and follow up letter to the editor in response to this publication http://www.publish.csiro.au/paper/HI14018.htm
Very topical.Thanks
BrettAssociate Professor Brett Mitchell
Associate Professor of Nursing, RN, BN, PhD, M.Adv.Prac, CICP, MRCNA
Faculty of Nursing and Health and Director Lifestyle Research Centre, CooranbongAvondale College Ltd trading as Avondale College of Higher Education
http://www.avondale.edu.au | http://www.designedforlife.me
185 Fox Valley Road, Wahroonga NSW 2076 AustraliaHi Kathy,
The attached recent publication may be if interest/use (you may have seen it already)
. Marci Drees et al. Carrots and Sticks: Achieving High Healthcare Personnel Influenza Vaccination Rates without a Mandate. Infect Control Hosp Epidemiol 2015;36(6):717-724
The authors achieved a 92% vaccination rate compared with vaccination rates of 57%-72% in the 3 years previous without mandating.
Their strategies included the following:
. Each of their forms (consent, declination and reason for declination) included a bar code, which was scanned by a newly created web-based application along with the HCP’s identification badge. This automatically updated the vaccination database with vaccinated, exempt or declined status.
. Every manager and vice president in the system began receiving weekly lists of their employees, notated as vaccinated, not vaccinated, or no response.
. Managers were required to follow up with employees who had not responded. In addition, managers were aware of which employees had not been vaccinated and, thus, were required to wear masks once the flu season began.
. Rather than relying on roving vaccinators, meetings, and distribution of vaccine for self-vaccination, the task force decided to adopt a “blitz” campaign during the first 2 weeks of the season. Beginning in early October, vaccination stations were set up across all shifts at entrances to hospitals and other outpatient/ancillary facilities.
. At each entrance, volunteer “clerks” (who ranged from administrative assistants to leadership personnel) scanned the HCP’s identification badge and the appropriate form (taking ~30 seconds), and then directed him/her to the next available vaccinator (volunteer nurses and pharmacists).
. After vaccination (or attesting to vaccination elsewhere), staff were given hanging badges, stating “I’m vaccinated because I care.”
. Wearing the hanging badges was not mandatory, but anyone not wearing an “I’m vaccinated” tag was required to mask while in patient care areas, regardless of their actual vaccination status.
. ~70% of all employees were vaccinated during the initial “blitz.”
. The policy used the existing disciplinary process for employees who either did not complete 1 of the 3 forms by November 30 (i.e., the mandatory declination), or who were not vaccinated and repeatedly failed to mask. While the discipline alone did not result in termination, it was considered in performance evaluations and could result in an employee being considered “below standard.” Employees in this status were ineligible for annual raises or any financial incentive.
Many of these strategies could be readily implement in Australian healthcare facility influenza vaccination programs.
Regards
Glenys
Glenys Harrington
Consultant
Infection Control Consultancy (ICC)
PO Box 5202
Middle Park
Victoria, 3206
Australia
M: +61 404 816 434
infexion@ozemail.com.au
ABN 47533508426Hi Kirsten,
Thanks for your response. Sending a text message is a great idea for contacting the casual and part timers, maybe not only asking for those who have had their jab elsewhere, but to remind them of when clinics are being held. We will definitely add that to our influenza vaccine planning for next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auHi Kathy
Where I am is small and we have a significant part time/casual workforce. We found that MANY of our staff had been vaccinated elsewhere and weren’t letting us know. We sent out a text message to all our part time and casual nurses asking them to contact me if they had received their flu vax elsewhere. We increased our compliance by over 10%!
Kirsten Amos
Nurse Consultant
Infection Prevention and Control
Gippsland Southern Health ServicesThanks Cathy,
I agree that getting the managers to assist is the way to get buy-in, but I also like your idea of a prize draw – might hit up my exec for something good next year.Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.auKatherine, we have had a lot of support from the executive team to achieve our current rate of 79%. We have broken down all staff into ward /departments lists and the managers were receiving weekly updates of progress within their department. As the number of vaccinated staff increased we then narrowed it down to those who have not been vaccinated. All unit managers were expected to assist us in ensuring that every staff member has either been vaccinated or has signed the declaration form formally declining the vaccine. We have around 950 staff on 2 sites for purposes of the influenza campaign. We have a major prize draw at the end of the season for staff who have been vaccinated. This has been in place for several years and alone didn’t assist that much in reaching our target. Last year we failed to reach 75% so the strategies this year really worked. It has, of course, come with the expense of great time and effort on the behalf of the infection control staff who are both nurse immunisers.
Cathy Mowat
Infection Control
Central Gippsland Health Service
Sale VictoriaDear AICALIST members,
rom July last year any new starters at our hospital sign that they agree to have the vaccines that are recommended in the Australian Immunisation Handbook for their designation, and now our executive are toying with the idea of making influenza vaccination compulsory for all of our staff next year.With a lot of effort this year -lots of flu jab clinics, lollypops & bright stickers for ID swing tags on vaccination, “grab a snag & get a jab” BBQ lunch, free pizza lunch for wards/areas with compliance above 80% – we have a compliance rate of 72% of staff either vaccinated or who have signed an opt-out form declaring that they have been offered the influenza vaccine, but decline for whatever reason. I think this compliance rate is pretty good – certainly better than the compliance in previous years.
I would like to know what everyone else is doing out there. What has worked and what has not?
Is influenza vaccination compulsory at your facility? Is it something your exec team is considering?
What do you consider to be an acceptable vaccination rate in your healthcare facility?
Is there any penalty for staff who are not vaccinated, e.g. unimmunised staff wearing mask at work during winter?
Regards
KathyKathy Taylor- Infection Control Manager
The Wesley Hospital | 451 Coronation Drive, Auchenflower QLD 4066
t: 07 3232 7558 |m: 0427 607 812 | f: 07 3232 6043 |e: katherine.taylor@uchealth.com.au_________________________________________________________________
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