Creation of a competency-based professional development program for infection preventionists guided by the APIC Competency Model: steps in the process

Competency level and determinants among infection prevention and control staff in the Middle East and North Africa region

BACKGROUND

Competency of the staff working in infection prevention and control (IPC) is the cornerstone of successful IPC programs. The objective was to assess competency level and associated factors among IPC staff working in the Middle East and North Africa (MENA) region.

METHODS

A cross-sectional study was carried out in 2019 among active IPC staff who were members of the Arab Countries Infection Control Network. The questionnaire covered demographic and professional characteristics of IPC staff and characteristics of work facilities and IPC programs. A competency score was created from self-perceived responses to 8 competency domains. The competency score was then transformed into 100-scale and categorized into two groups (≥ median and < median).

RESULTS

A total of 176 participants completed the survey. Participants were mostly female (65.7%), and the mean age was 40.2 ± 8.3 years. The mean competency score was 61.4%. It was slightly variable between domains, being highest with preventing transmission of infection (65%) and lowest with sterilization and disinfection (59%). Higher (≥ median) competency score was associated with having CBIC certification (p < 0.001). It was also associated with facilities having IPC plan (p = 0.005), IPC committee (p = 0.049), regular meetings of IPC committee (p < 0.001), and IPC plan included communications with healthcare workers (p < 0.001). Domain-specific competency scores were significantly associated with receiving same domain-specific training (p < 0.05 for all).

CONCLUSIONS

The competency levels of IPC staff in the MENA region is still suboptimal. The current finding calls for more regional and national investment in IPC staff by providing up-to-date customized educational and training opportunities.

Evaluation of Infection Preventionists' Competencies Using the Association for Professionals in Infection Control and Epidemiology Competency Model in Tertiary Care Government Hospitals, Bahrain

Introduction Infection preventionists (IPs) are healthcare workers (HCWs) who received specialized training in infection prevention and control (IPC) to be able to deliver specific tasks to prevent and control infection transmission to patients, HCWs, and visitors in all healthcare settings. Most IPs started their professional life as nurses, physicians, microbiology, public health, or allied health specialties before moving to the IPC field, not necessarily with specialized training or diploma, which may need more focus on unified competency tool to evaluate their skills and strengths and improve IPC program outcome. Aim This study aimed to examine IPs' self-rated competency level using the Association for Professionals in Infection Control and Epidemiology (APIC) core competencies and to determine what factors influence the level of competency among IPs in Government Hospitals (GHs) in Manama, Bahrain. Subject and methods This cross-sectional study was conducted among non-certified IPs in Bahrain's GHs. A self-administered questionnaire was distributed among the targeted IPs using the Microsoft 365 form (Microsoft® Corp., Redmond, WA). The questionnaire includes socio-demographic characteristics (e.g., age, gender, years of experience, etc.), the APIC competency tool to assess IP competency, and the perceived effectiveness of the IPC program. Results Of the 17 IPs, 88.2% were females, and 47.1% were between 31 and 35 years old. Among the eight APIC core competencies, management and communication had the highest mean percentage score (84.2%), followed by preventing/controlling the transmission of infectious diseases (84.1%) and the identification of infectious disease processes (81.5%). The total mean competency score was 142.8 (SD: 20.3), with 70.6% classified as having a good level of competency. Increasing years of IP experience was the only factor associated with increased competency scores. Conclusion The level of IPC competency among "novice" or "becoming" proficient IPs was sufficient. Using the APIC competency tool, IPs showed competence in managing and communicating, preventing or controlling transmission of infectious agents, identifying infectious disease processes, and surveillance and epidemiologic investigations. Further research is needed to give more insights into the level of IPC competency of IPs in our region.

Experiences of Infection Prevention and Control Nurses (IPCNs) in performing their roles and duties in the Indonesia Army Central Hospital: A qualitative descriptive study

Background

The Infection Prevention and Control Nurse (IPCN) is a professional nurse with a crucial role in promoting patient safety and service quality by preventing and controlling infections. However, little is known about their experiences regarding their roles and duties, particularly in Indonesia.

Objective

This study aimed to explore IPCNs' experiences in performing their roles and responsibilities, including motivations and obstacles encountered, as well as organizational support while carrying out their jobs.

Methods

This research used a qualitative descriptive study design, collecting data through Focus Group Discussions (FGDs) with six purposively sampled participants in April 2021 at the Gatot Soebroto Army Central Hospital (RSPAD), Jakarta, Indonesia. Thematic analysis was used to analyze the data.

Results

Five themes were identified: 1) roles and duties of IPCNs, 2) conducive work environment, 3) constraints in carrying out tasks, 4) management support, and 5) hopes.

Conclusion

This study provides new insights into IPCN roles and duties that require collaboration and coordination with multiple professions, as well as management support to overcome obstacles that hinder fulfilling tasks and hopes of improving IPCN performance according to competency-based career paths to achieve patient safety, service quality, and job satisfaction.

Infection preventionist retention and professional development strategies: Insights from a national survey

This brief report explores why Infection Preventionists (IPs) leave their positions and strategies implemented to retain and professionally develop IPs. National survey data of over 500 APIC members found turnover is due to personal reasons, professional advancement opportunities and work-life balance challenges. In addition, IPs are retiring in great numbers. The creation of career pathways and providing an environment that supports work-life balance are novel strategies that could retain and professionally develop IPs.

Human resources competencies scale development and validation: an Iranian measure

Purpose

The purpose of this paper is standardize and provide a multidimensional measure for assessing human resources competencies (HRCs) scale.

Design/methodology/approach

The data collected in this study were 2018 from the 234 people selected from 603 managers and experts in human resources of selected firms existing in the Yazd Industrial Town randomly. Based on the model of HRCs designed by Ulrich et al. (2008), a questionnaire was developed to assess HRCs. Internal consistency and split-half methods were used to obtain the reliability of the instrument. Content validity and construct validity of the instrument were also assessed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA).

Findings

This paper elucidates a key scale for assessing HRCs including three dimensions: knowledge business, functional expertise and managing change. Also, results revealed that two items were then dropped from the questionnaire as they were unreliable, and a final 31 items were extracted to form the scale for assessing HRCs. The coefficients for Cronbach’s α and split-half were 0.963 and 0.947, respectively. In EFA, Kaiser-Meyer-Olkin test yielded optimal 0.962, and Bartlett’s test was statistically significant. Additionally, three factors with eigenvalues higher than 1 explained 63% of the total variance. Hence, CFA confirmed the results from EFA too. Moreover, the model proved to enjoy a good fit.

Practical implications

The scale is useful for both researchers and practitioners. Also, the scale provides researchers with a sought-after conceptualization of HRCs.

Originality/value

Consequently, considering that the validity and reliability indices of HRCs were estimated to be desirable, the authors believe that the developed questionnaire can be used as an appropriate scale for measuring HRCs in future research.

A strategy for expanding infection prevention resources to support organizational growth

BACKGROUND

The field of infection prevention is rapidly evolving and becoming increasingly complex, as resource-intensive responses to device-associated outbreaks, global epidemics, and regulatory requirements continue to grow. This increasing complexity coupled with changing health care systems present important challenges to infection prevention staffing and resources. We describe the development of a novel infection prevention and control (IPC) staffing structure that includes both infection preventionists (IPs) and role-specific support staff to meet the evolving IPC needs and challenges of an expanding health care network.

METHODS

The IPC department at Children's Hospital of Philadelphia underwent iterative modifications to its staffing structure between 2014 and 2018, including the development of revised job descriptions and promotional criteria, career ladders, and supporting roles. Data on key infection prevention activities, including rounding frequency and performance of audits and observations, growth metrics and infection data was evaluated for trends before and after departmental restructuring. An overall health care associated infection (HAI) index was calculated based on existing surveillance data and used to monitor patient outcomes over time. In addition, departmental employee engagement was assessed via a standard survey instrument to evaluate improvements in teamwork and professional growth opportunities over time.

RESULTS

Between 2014 and 2018, the number of unique job descriptions for IPs and support staff increased from 4 to 9, creating a 3-tier career ladder for IPs and increasing full time equivalents from 8.2 to 11.6. Additional support roles included a Hand Hygiene Program Manager, Infection Prevention Associates and a Clinical Practice Analyst; these roles, along with increased IP staffing, expanded the education and consultative range of the department, as measured by a 33% increase in environmental rounding and a 7-fold increase in performance of isolation audits. Team diversity also expanded, changing from a team with predominantly nursing backgrounds, to one with an equal distribution of nursing, public health, and laboratory scientists. Results from serial engagement surveys showed an increase in teamwork and professional growth by 7.4% and 5.4%, respectively. Over this time period, the total HAI index decreased by 23%, while patient days, central line days, and ventilator days increased each year, and there was a statistically significant reduction in rates of harm across 5 key HAI indicators.

CONCLUSIONS

Role diversity and varying professional backgrounds within IPC programs offer a complement of strengths and increase capacity to support patient care activities, improving patient outcomes. This strategy leads to a more cost-effective, robust IPC program that supports the growing needs and evolving challenges of the field.

Value of certification in infection prevention and control

The Certification Board of Infection Control and Epidemiology conducted a marketing research study to determine the perceived value of the certification in infection prevention and control among infection prevention professionals and other stakeholders. Four thematic categories were identified: certification process and standards; professionalism, competency, and career growth; patient care, safety, infection prevention and control; and regulatory compliance. Respondents stated that certification demonstrated professional competency, increased career growth, improved regulatory compliance, was important in influencing legislation, and improved the practice of infection prevention and control. Opportunities were to reevaluate eligibility criteria and examination difficulty; demonstrate how certification increases financial compensation and organizational recognition; and offer recertification through continuing education based on the study findings, strategic recommendations and next steps were incorporated into the strategic plan. This article is an overview and summarizes the study findings.