ABSTRACT
The COVID-19 pandemic altered the workplace for health care employees including oncology clinical research staff. Employee turnover over and the challenges of working remotely highlighted the need for increased support of new staff and additional guidance in their professional development in the midst of tightening budgets. In response, an experienced oncology research nurse postulated that a nurse created and led Mentorship Academy could help promote job satisfaction, advocacy, and support for staff by utilizing mostly internal resources to foster collaboration among various clinical research department roles, including oncology research nurses, data managers, study coordinators, and regulatory project managers at a NCI-Designated Comprehensive Cancer Center. The Mentorship Academy would deliver training and facilitate staff pairing across disease teams and roles to provide support in a current role or exposure to a desired, potential future role. The mentor and mentee relationship would be a tool to improve employee engagement and job performance and satisfaction. An oncology nurse would lead this low-cost, short duration program. Leadership approved the Mentorship Academy concept prior to implementation in May 2021 with a $1,000 annual grant. The nurse organizer utilized department quarterly meetings, posted flyers and email to recruit participants. Enrollees received a mentorship resource book and completed four monthly training sessions prior to mentor and mentee pairings. The training sessions focused on mentorship concepts, effective communication, equity and inclusion, fostering of independence and professional development. Once paired, the mentors and mentees met either in person or virtually about bi-monthly to foster and build the mentoring relationship. Since May 2021, three cohorts have completed Mentorship Academy, totaling 60 participants. Mentorship Academy participants received an evaluation survey upon training completion and mentor/ mentee pairing to elicit feedback and to quantify perceived program usefulness. The survey included both Likert scale and free form response questions. Participant responses have been overwhelmingly positive toward the Mentorship Academy and the program continues to receive departmental support. Employee confidence, job satisfaction, and retention are all important characteristics of a well-functioning organization. Oncology nurses understand the benefits of collaboration between disciplines and sharing of experience and resources to support their colleagues. The nurse led Mentorship Academy has been successful in validating and empowering staff during a challenging pandemic.
ABSTRACT
Experience gained from responding to major outbreaks may have influenced the early coronavirus disease-2019 (COVID-19) pandemic response in several countries across Africa. We retrospectively assessed whether Guinea, Liberia and Sierra Leone, the three West African countries at the epicentre of the 2014-2016 Ebola virus disease outbreak, leveraged the lessons learned in responding to COVID-19 following the World Health Organization's (WHO) declaration of a public health emergency of international concern (PHEIC). We found relatively lower incidence rates across the three countries compared to many parts of the globe. Time to case reporting and laboratory confirmation also varied, with Guinea and Liberia reporting significant delays compared to Sierra Leone. Most of the selected readiness measures were instituted before confirmation of the first case and response measures were initiated rapidly after the outbreak confirmation. We conclude that the rapid readiness and response measures instituted by the three countries can be attributed to their lessons learned from the devastating Ebola outbreak, although persistent health systems weaknesses and the unique nature of COVID-19 continue to challenge control efforts.