Use of a daily disinfectant cleaner instead of a daily cleaner reduced hospital-acquired infection rates.

BACKGROUND: Documenting effective approaches to eliminate environmental reservoirs and reduce the spread of hospital-acquired infections (HAIs) has been difficult. This was a prospective study to determine if hospital-wide implementation of a disinfectant cleaner in a disposable wipe system to replace a cleaner alone could reduce HAIs over 1 year when housekeeping compliance was ≥80%. METHODS: In this interrupted time series study, a ready-to-use accelerated hydrogen peroxide disinfectant cleaner in a disposable wipe container system (DCW) was used once per day for all high-touch surfaces in patient care rooms (including isolation rooms) to replace a cleaner only. The HAI rates for methicillin-resistant Staphylococcus aureus (MRSA), vancomycin-resistant enterococci (VRE), and Clostridium difficile were stratified by housekeeping cleaning compliance (assessed using ultraviolet-visible marker monitoring). RESULTS: When cleaning compliance was ≥80%, there was a significant reduction in cases/10,000 patient days for MRSA (P = .0071), VRE (P < .0001), and C difficile (P = .0005). For any cleaning compliance level there was still a significant reduction in the cases/10,000 patient days for VRE (P = .0358). CONCLUSION: Our study data showed that daily use of the DCW applied to patient care high-touch environmental surfaces with a minimum of 80% cleaning compliance was superior to a cleaner alone because it resulted in significantly reduced rates of HAIs caused by C difficile, MRSA, and VRE.

Use of clinical placements as a means of recruiting health care students to underserviced areas in Southeastern Ontario: part 1 - student perspectives.

OBJECTIVE: This two-part study examines the present gap between financial and educational incentives required and the recruitment strategies used to draw health science students to underserviced areas in Southeastern Ontario. Part 1 explores the impact of offering travel stipends, rent-free accommodation and interprofessional educational opportunities to health science students on their willingness to participate in clinical placements in underserviced areas. DESIGN: Mixed-method two-part study using a self-administered questionnaire. SETTING: Canadian university campus. PARTICIPANTS: Four hundred and sixty-eight senior level medical, nursing, occupational therapy, physical therapy and X-ray technology students from a Canadian university and affiliated professional school. MAIN OUTCOME MEASURES: The influence of currently established incentives on student willingness to complete a clinical placement in designated underserviced communities in Southeastern Ontario. RESULTS: Based on a 75% response rate, the results demonstrate that, in general, students agree that they are more willing to complete a clinical placement in an underserviced community if provided travel stipends (75%), rent-free housing (92%) and interprofessional educational opportunities (65%). Students also identified 15 additional factors influencing willingness. CONCLUSIONS: Students are more willing to complete clinical placements in underserviced communities if provided incentives. The findings of this study support an interprofessional clinical education and recruitment enhancement program in Southeastern Ontario.

Use of clinical placements as a means of recruiting health care professionals to underserviced areas in Southeastern Ontario: part 2 - community perspectives.

OBJECTIVE: Part 2 of this two-part study identifies current recruitment strategies and existing incentives used by underserviced communities to recruit health science students during the clinical placement stage. Discussion surrounding current gaps in recruitment strategies and potential funding sources are explored. DESIGN: Mixed-method two-part study using a self-administered questionnaire. SETTINGS: Six community hospitals and one private practice. PARTICIPANTS: Community resource contact from seven underserviced communities in Southeastern Ontario. MAIN OUTCOME MEASURES: Level of community agreement that current recruitment strategies include travel stipends, rent-free accommodation and interprofessional education opportunities. RESULTS: A 100% response rate established that one sample community provides travel stipends, three provide rent-free accommodation, and four offer interprofessional education opportunities. These incentives were frequently offered exclusively to medical students. CONCLUSIONS: When considering the results from part 1 of the study, there is a substantial gap between financial incentives students deem important in the creation of an appealing clinical placement opportunity and the provisions offered to them by the sample communities. The findings of this study support the need for a recruitment enhancement program in Southeastern Ontario.