Tampilkan postingan dengan label whos. Tampilkan semua postingan
Tampilkan postingan dengan label whos. Tampilkan semua postingan

Make Your Own Mobile App in About 8 Minutes by Marc Charles

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September 16, 2014


Hi Gang:

This is cool......

Ive used it to make about 15 mobile apps.

Conduit Mobile.

Make your own mobile business app in minutes. I made one for "MarcCharles.com" in about 8 minutes.

http://mobilecp.conduit.com/


Marc

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Whos Harassing You

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 My friend launched a new gig on Fiverr...pretty cool

http://www.fiverr.com/s/5pln7p

Fun to prank or find out whos harassing you!

Marc
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OR delays Whos responsible and what can be done

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Every two or three years, someone, usually a hospital administrator, decides that delays in operating room turnover time need to be looked into. A committee of 20 or 30 stakeholders (love that term) is appointed and assigns someone the job of measuring the time between cases and identifying reasons for delays. In years when turnover time is not being studied, first case starting delays are on the agenda.

In my nearly 24 years as a surgical department chair, one or the other of these issues was investigated at least 10 times. We were never able to conclusively determine the exact causes of delays or solutions to the problem, and we returned to business as usual.

An article in Anesthesiology News about a paper that looked at causes of operating room delays in over 15,500 cases at a single hospital got my attention.

The number one reason for delays was that the nurses did not have the operating room ready for the patient. Nursing also was responsible for the third most common cause "preop prep (IVs, meds, etc.)."

Surgeons were the reason for the second most common problem, "notes, consent, patient marking not complete." A few more of the top 10 included surgeons running two rooms, surgeon unavailable, and my favorite, "last case ended early." I’m not sure how a case ending early causes a delay in starting the next case. Usually we are blamed for underestimating the length of time we need to do an operation.

Anesthesiologists were cited for only one of the 10 most common reasons for delays—placement of an IV line or regional block.

Not surprisingly, the study was done by anesthesiologists using data they collected.

When I expressed skepticism about this on Twitter, I was accused of implying the research was fraudulent. Not so. Some of my best friends are anesthesiologists. In fact two of my medical school roommates became anesthesiologists. Fraud is not the issue. Its a matter of perspective.

For example when the nurses investigate OR delays, the problem never seems to be nursing.

Im not saying that surgeons dont cause delays. A task force once found that one of my surgeons was late for his first case every time he operated because he had to take his kids to school.

Another surgeon would disappear between cases and was always late for his next one. No one knew where he went. Some thought he may have been calling his broker or perhaps having an affair.

Here’s what the anesthesiologist researchers may have overlooked.

In effort to avoid delays, I would often ask for an anesthesia consult on complicated inpatients booked for surgery a day or two later. On nearly every occasion, the anesthesiologist who saw the patient was not the one assigned to do the case. The consulting anesthesiologist never said a certain lab test was necessary, but in the holding room, the one who was going to put the patient to sleep said it was. A spirited discussion, phone calls, and a delay ensued.

Sometimes a day surgery patient who arrived 2 hours ahead of schedule wasnt interviewed by anesthesia until the scheduled time of the case.

Then there was my patient whose operation was postponed for 6 hours because she had a piece of hard candy in her mouth when she got to OR. The anesthesiologist said it was the equivalent of having a full stomach. Read the full story here.

Can delays be shortened by working together? A 2014 paper in the Journal of Surgical Research by a surgeon and four anesthesiologists found that “various events and organizational factors created an environment that was receptive to change.” The authors were able to decrease their general surgery OR turnaround times from 48.6 minutes to 44.8 minutes, a statistically significant (p < 0.0001) but hardly clinically important difference.

Let me hear your experiences with OR delays.
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The ultimate resident evaluation

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It comes as no shock to me, and probably many other current and former program directors, that a recent study showed faculty overall performance evaluations of residents do not correlate with their scores on the yearly American Board of Surgery in Training Examination.

According to the JAMA Surgery paper, faculty evaluations encompassed technical skill and the six core competencies—medical knowledge, patient care, interpersonal and communication skills, professionalism, practice-based learning and improvement, and system-based practice.

The paper analyzed data for 150 residents at different levels of training over 4 years and also found that even faculty evaluations of the category medical knowledge couldn’t predict who would get a good or a bad score on the test.

It’s great to know that at the authors’ institution, the average annual evaluation scores ranged from just over 75 to 100 with means and medians both slightly above 92—like Garrison Keillor’s mythical Lake Wobegon, “where all the women are strong, all the men are good looking, and all the children are above average.”

Medical knowledge can be measured, but the other parameters are so subjective that they border on meaningless. They remind me of the infamous “smiley face” numerical pain scale that means different things to different patients.

Some examples. Earlier this year, I wrote about the difficulty defining professionalism. Using a numerical scale, how can you rate one resident as more professional than another?

And I always had trouble ranking one resident over another in system-based practice. It might be better to rate system-based practice on a binary scale; that is, can a resident define the term or not?

Big business is having trouble evaluating employees too. The evaluation process at General Electric was examined by Quartz. At GE, the annual review is not effective for managing people or improving performance. “It leads to a tendency…to focus excessively on process over outcomes” and is “an exercise in paperwork and bureaucracy instead of an agent of change.”

Note that the JAMA Surgery study accumulated 1131 evals. Even if that was only virtual paperwork, it’s much work for little value, but at least there was a lot of data to show a site visitor from the Residency Review Committee.

A New Yorker article noted that consulting firm Deloitte’s evaluation process involves consensus meetings ending with managers marking on a 5-point scale how strongly they agree with two statements: “Given what I know of this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus;” and “Given what I know of this person’s performance, I would always want him or her on my team.” And they must answer yes or no to two more: “This person is at risk for low performance,” and “This person is ready for promotion today.”

Maybe we should adopt a modification of Deloitte’s system for our resident evaluations. Faculty must respond yes or no to this statement: “I would let this resident operate on me.” If the answer is “no,” why should we let that resident operate on anyone?

This post originally appeared on Physicians Weekly.





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