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PurposeThe frequent occurrence of hazards, especially on junior staff in developing countries, is a major setback on project delivery. This is because the safety of the construction workers' environment influences their performance. Although a range of literature has addressed safety measures on construction sites, how far is their compliance with personal protective equipment (PPE) on junior staff is yet to receive in-depth studies in Nigeria. Therefore, this study investigated the level of Nigerian construction companies' compliance and proffered possible solutions that intend to improve the implementation of PPE on junior staff.Design/methodology/approachThe data were collected via observation and face-to-face interviews among the selected companies' staff in Lagos and Abuja. The interview is to determine their perceptions regarding compliance with PPE on construction sites.FindingsFindings show that compliance with PPE on junior staff, especially the indigenous construction companies, is poor. This is because monitoring and enforcement are lax by government regulatory agencies. Also, findings show that many international construction companies ensure that junior workers obey site safety measures those mitigate the chance of hazard occurrence during construction as a policy.Research limitations/implicationsThis paper data collection is limited to Abuja and Lagos, and a phenomenology type of qualitative research was employed, but this does not weaken the robustness. Future research is needed to consider adopting a mixed-methods approach.Practical implicationsAs part of this paper's implications, findings recommended that the construction company's safety regulations and policies should be robust and enriched to mitigate site-related hazards via a framework or mechanism, but the government agencies/ministries need to give the enabling direction, strict monitoring and enforcement of PPE on junior staff. This paper intends to stir up the appropriate government authorities for possibly passing the Labour, Safety, Health and Welfare Bill 2012 (updated in 2016) Act into law.Originality/valueThis study demonstrates that the government agencies concern with approval and enforcement of construction site safety needs to reawaken to their responsibilities because of the lax implementation in many sites, especially in indigenous construction sites.

The study considered the meat preference within the working class of Oyo state using Emmanuel Alayande College of Education as a case study. The survey covered the three campuses of the College namely, Erelu, Isokun and Lanlate. A total of 50 structured questionnaires were administered in each of the three campuses, making 150 in all. Random sampling of the respondents was carried out covering both the senior and the junior staff. The result obtained shows a general preference for beef (31.33%), bush meat (24.66%), chevon (15.33%), chicken (13.33%), pork (10%) and mutton (5.33%) in reducing order of importance. Also, in terms of meat texture, 55.33% and 35.33% of the respondents preferred medium and soft meat respectively. The respondents also preferred fish (60.67%) to meat (39.33%) as their animal protein source. Frying (50%) was the preferred processing method, followed by boiling (36.66%) and smoking (13.33%). The meat cuts of preference to the respondents are thigh (37.33%), offals (18%), and, cow leg and skin (16.66%). However, majority (62%) of the respondents in the College surveyed had no knowledge of cholesterol. Keywords: Meat preference, working class, Oyo state

When I was a junior doctor in 1991, I was very impressed by an article written by a consultant orthopaedic surgeon who had the courage to take a junior medical house officer locum to experience their working conditions.1 He wrote of the experience of time from both a consultant and junior doctor perspective, something which he had been unaware of before taking on the post. He described the ward round as ‘a pageant in slow motion, a ritual so dissociated from everything going on around as to be almost psychotic’ followed by the frenetic activity for the junior staff when the senior was not on the ward. This experience of time as being influenced by our position within the medical hierarchy is common to many encounters. We become accustomed as GPs to time being broken up into 10-minute blocks, to …

OBJECTIVE To examine the effect of staffing levels by experience of medical officers and overcrowding on ED key performance indicators (KPIs). METHODS Presentations to Nepean ED from 6 May to 3 November 2019 were examined. Staff were designated either Fellows of the Australasian College for Emergency Medicine (FACEMs), non-FACEM senior decision-makers (SDMs), non-senior decision-makers greater than 2 years postgraduate (non-SDMs) and junior medical officers up to 2 years postgraduate (JMOs). The number of admitted patients boarded in the ED waiting for a ward bed at 8 am was used as a marker for overcrowding. Multivariable regression analysis was performed using staffing levels, number of admissions at 8 am and total presentations as the independent variables and various ED KPIs as the dependent variables. RESULTS FACEM and SDM had a significant effect on most ED KPIs, with the effect of FACEM consistently larger than the effect of SDM. There was minimal effect on performance by non-SDM and JMO staffing. There was significant effect of overcrowding as measured by the number of admitted patients in ED at 8 am on most ED KPIs. Almost no variables had an effect on Emergency Treatment Performance (4-h target) for admitted patients, suggesting poor performance was caused by factors outside of the ED. CONCLUSION Increasing numbers of FACEM and non-FACEM SDM, but not junior staff, and a reduction in overcrowding as measured by the number of admitted patients boarded in the ED at 8 am, were associated with improvements in the ED performance.

Objective Oral health reflects the physical and mental health of the individual as it is the first line of entrance of bacteria into the body. Knowledge regarding oral health is an essential component for dental as well as medical faculty as they are responsible for maintenance of health of the individual in clinical and nonclinical practices. Therefore, the aim of the study was to determine the predominance of oral hygiene with dental brushing, flossing, smoking, usage of mouthwash, and frequency of dental visits. Materials and Methods To achieve the aim of the study, a questionnaire was created to access the awareness of oral hygiene status among medical and dental faculty. The study was conducted at Sir Syed College of Medical Sciences and all the faculty staff from senior faculty to junior staff was included in the study. Results A total of 200 participants participated in the study of which 125 were females (62.5%). The results specify that the female faculty members have a better oral hygiene knowledge as compared with male faculty members. Single faculty members or staff visit a dentist more as compared with married faculty members or staff as single staff has more time and less responsibilities at home. Knowledge regarding oral hygiene care of overall participants is satisfactory. Conclusion In conclusion, the oral health care and knowledge is far better in dental faculty member as compared with medical faculty member as the oral care is the substantial component of the dental core curriculum.

Surgery is a high‐status, distinctly embodied, profession, dominated by men and saturated with masculine ideals of individual heroism, manual skill and detachment. In this study, we focus on exploring how surgery both represses, but also requires, caring work, creating gendered contradictions for the women that enter its ranks. Based on interviews with eighteen female surgeons from Australia and New Zealand, we apply a ‘rationality of caring work’ lens to explore how they experienced these contradictions through training, socialization and in everyday interactions. Our findings show inter‐related mechanisms whereby female surgeons are required to become more independent and self‐reliant than comparable men, but also make up for the systemic lack of care shown to junior staff and students. In particular, their pregnancy and motherhood challenge the ideal of the detached, independent, heroic agent. We conclude by discussing how a ‘rationality of caring’ lens could help unpack the gendered contradictions women experience in other elite professions.

In all organisations it is important to provide guidance to newcomers and junior staff in order to facilitate ongoing professional development and interactional competence. This guidance can take many forms, from very explicit feedback in sanctioned contexts to subtle and implicit mentoring in unremarkable talk. Using naturally-occurring interactions recorded in white collar contexts in New Zealand, we offer examples of the range of mentoring discourse found in our data, examining how advice is delivered, received and negotiated in context as the participants enact their professional identities. The analysis leads us to question the dichotomy of explicit vs implicit and to note the layered and multifunctional nature of workplace talk as well as the impact of constraints, including the sociocultural context. We argue for the separation of explicitness and implicitness as an analytic tool rather than as a reflection of the ‘realities’ of workplace interaction. We close by considering the implications for channelling the findings back into mentoring practices to support situated learning in workplaces.

The purpose of this paper was to investigate the influence of staff empowerment on organizational performance. The research design was descriptive survey to investigation and observed the influence of staff empowerment on organizational performance .It is of utmost important for the institution management to empower junior staff in their institution since this have not only been served as a motivational tool but also as a strategy to improve work performance .Findings from the research shows that employees empowerment helps in workers retention , workers motivation and serves as performance boaster in the organization . the study find out that this strategy has helped many organizations to improve their performance by delegating functions , entrusting , trusting and giving power and authority to employees to take certain decision as regards to their work , so as to improve their performance . Sequel to the above , it is very important for this institution to ensure that it provides environment that promote employees empowerment and policies that guide this strategy .Some recommendations were put forward to resolve the issues of the research.

Purpose: Clinical education is important to professional education and various initiatives such as adequate support from senior staff, workshops to upgrade skills or workload reduction, may help junior staff to feel competent in supervising students. This phenomenological study aimed to understand the experiences of junior occupational therapy educators with two to three years’ experience as clinical supervisors to better understand their needs, and investigate if any supports were useful for them to become better clinical supervisors. Method: Individual, semistructured interviews were conducted with five junior occupational therapists who were involved in supervising students in 2015 and 2016 in an acute hospital. Participants answered questions regarding their experiences as a clinical supervisor which were audio-recorded and transcribed verbatim. Data analysis was conducted using the method of phenomenological data analysis described by Giorgi. Results: Four themes emerged from the data, namely ‘juggling and balancing facets of work’; ‘holding on to anchors’; ‘developing students to their best’; and ‘becoming a better therapist’. These themes described the clinical supervisors’ sense of responsibility when supervising students, how they depended on placement support structures; tensions between giving students room to try out skills and having to assess their competence; how their knowledge was refreshed and how they were challenged to be better therapists as they learnt to accommodate students. Discussion: The junior clinical supervisors faced challenges in their roles, and acknowledged that at times they did not know how best to help the students. They appreciated colleagues helping with their clinical load, having a mentor that they could turn to for advice, and various supports and training to guide them. Understanding their perspectives provides insight to support the development and refinement of structures, strategies and resources for future supervisors. Keywords: Clinical practice education, Junior clinical supervisor, Occupational therapy, Phenomenology, Supervision

Objective: We sought to assess the attitudes of ACT public psychiatry doctors towards the financial and criminal penalties in the ACT Mental Health Act 2015. Method: Baseline attitude was surveyed with an 11-item 5-point Likert scale. Education was then provided about the offences outlined in the Act and the associated penalties. The same initial survey was then repeated. Primary outcomes were changes in attitude pre- and post- information, and secondarily data was explored for differences related to gender and seniority. Results Forty-nine percent of 89 eligible public mental health system doctors responded. The majority of the survey respondents were female (59%). Provision of information resulted in a significant improvement in understanding of liabilities (2.80 (SD 1.14) versus 3.58 (SD 0.93), t(39) = 4.06, p < 0.001). Gender had no significant impact on scores. Senior staff were less legally secure and less satisfied with the Mental Health Act pre-information being provided. With regards to notification penalties, with education, junior staff became more secure and seniors less so. Conclusions: Information provision improves understanding of the penalties under the Mental Health Act 2015. Having a senior role predicts lower satisfaction with the penalties in the Act.

Introduction: The Pain and Movement Reasoning Model is a tool to assist clinical reasoning. It was created for physiotherapists to use in musculoskeletal outpatient clinics but may be appropriate in other clinical contexts. The Model has also been used in physiotherapy education.Objective: To determine physiotherapists' perceptions of the appropriateness (suitability) and benefit (utility) of the Pain and Movement Reasoning Model across clinical contexts in hospital and community practice. Methods Physiotherapists from two health networks in Melbourne, Australia, received training in using the Model and over 4-6 weeks applied it in their clinical interactions. Drawing on a deductive phenomenological approach, transcripts from focus groups and interviews were analysed to determine the suitability and utility of the Model across clinical areas.Results: Twenty-nine physiotherapists from 12 different clinical areas participated. Two themes represented the participants' comments: Suitability for Practice and Utility in Practice. Participants reported the approach to clinical reasoning, promoted by the Model, aligned with existing physiotherapy practice. Enhancements to practice included more comprehensive assessment, selection of broader management techniques and increased confidence with reasoning and explaining the complexity of pain to patients. Participants described using the Model for developing junior staff and training postgraduate students. They also saw potential in adapting the Model for other disciplines and for other multifactorial conditions.Conclusion: Physiotherapists working in a range of clinical contexts considered the Pain and Movement Reasoning Model appropriate and beneficial in clinical practice and in teaching. Further evaluation of the Model in wider settings is warranted.

Introduction There is a national shortage of sonographers trained to British Society of Echo (BSE) transthoracic echocardiography (TTE) accreditation standard, which impacts directly on safe patient care. TTE training is arduous and impacts on departmental output, and 30% of echo departments in England had no cardiac physiologists training in TTE in 2018. In the face of a waiting list crisis due to loss of accredited staff, we introduced a novel, multifaceted and integrated TTE training programme for Agenda for Change (AfC) band 5 cardiac physiologists in January 2018. The aim was to train these much more junior staff, who were largely naive to echo, to BSE accreditation standard at twice our previous rate. Methods The training programme included (i) a foundation course with selection for further training on the basis of competence, (ii) an introductory scanning module, (iii) pathology-specific training lists, (iv) training lists booked at reduced capacity (4 not 6 patients per list), (v) a complementary lecture programme, (vi) four levels of supervision with directions for both trainees and trainers of goals each week and (vii) on-going review of progress. The primary end-point was the number of trainees per year achieving BSE accreditation standard compared to a historical control group (January 2010 to January 2018) in our hospitals. Secondary end-points include the impact of the training programme on departmental capacity and the duration of training. Results In the control period, 7 sonographers were trained to BSE accreditation in a mean of 31 months (range 24 to 48 months), a training rate of 1.0 accredited sonographer/year. These staff were all AfC band 6, began training at an average age of 30 years, had a median of 4.7 years of prior postgraduate experience in cardiac physiology (range 0.75 to 5.25 years), and 4 had past echo training experience elsewhere. From January 2018 to Jan 2021, 11 physiologists entered the new training programme. These trainees were an average age of 25 years, median AfC Band of 5.0 and had a median of 1.5 years (range 0.25 to 11 yrs) of postgraduate experience in cardiac physiology. The training programme reduced departmental core echo capacity by 16% in the second year of implementation. Core capacity was recovered in the third year as trainees completed the programme. TTE out-patient waiting lists were maintained at less than 6 weeks by support from out-of-hours’ work. Four trainees did not complete the programme. Five physiologists achieved full BSE accreditation by January 2021, in an average of 27 months of training (range 22 to 34 months) with some delays due to the 2020 Covid pandemic. This represents a training rate to independent scanning of 1.7 sonographers per year on the new programme. Conclusion A programme of intensive training of echo-naive very junior cardiac physiologists achieved a 70% increase in the rate of attainment of BSE accreditation compared to historical performance with training completed in a similar timescale. This level of performance exceeds the need outlined in the 2015 strategic review of cardiac physiologist training. Conflict of Interest None

Introduction The electronic discharge (e-discharge) summary forms an essential component of communication between secondary and primary care. However, its content and quality can often be substandard due to inadequate or inaccurate information. Method Two retrospective audits were completed with intervening e-discharge workshops. Local general practitioners were involved in identifying areas for improvement and assisted with the workshops. Crib sheets were emailed to all junior staff and posted on all medical wards. Results There was an improvement in the quality of e-discharges with particular improvements on the documentation of test results and patient progress and outcome. Those who attended the workshops produced better quality e-discharges and none recommended unnecessary actions for general practitioners. Conclusions E-discharge workshops are effective in improving the overall quality of discharge summaries from medical wards. Introduction of mandatory e-discharge training sessions during hospital induction and junior doctor rotations would be beneficial to teach this important yet challenging skill.

Background During the COVID-19 pandemic, limitations were placed on face-to-face encounters in dentistry and oral and maxillofacial surgery (OMFS) in order to promote physical distancing and reduce viral propagation. To facilitate continued assessment of dental, orthodontic, and maxillofacial emergencies, a photographic triage system was initiated at Alder Hey Children's Hospital (AHCH). We will discuss the benefits this system offers at a patient, clinician, departmental, and NHS service level. Aim To share our experience of photographic triage during the first 3 months of COVID-19 lockdown, lessons learned, and recommendations. Design Prospective data collection over 3 months. Results 220 photographic referrals were received, and swelling (30%) and dental trauma (27%) were the most common presenting complaints. 57% of referrals were not seen, 23% were seen semi-urgently, and 20% booked for outpatient review. Of those seen, 7 children were seen elsewhere and 44 were seen face-to-face at AHCH, with 8 being admitted. Conclusion Photographic triage reduced physical encounters and proved useful in training junior staff, assessment of new patient referrals, and first on-call from home. Implementation should be considered throughout dental, orthodontic, and OMFS departments nationwide. In the event of a COVID-19 resurgence or emergence of a new pandemic, photographic triage could facilitate physical distancing and service provision.

Hierarchies in academic and clinical settings often preclude decision-making that results in the best idea. Schools of nursing have inherent hierarchies in both faculty rank and position. Higher ranking, tenured faculty influence promotion and tenure decisions. Junior faculty are frequently silent in fear of retribution. Similarly, new nurses and junior staff in clinical settings may be reluctant to speak up for the same reason. This chapter describes a case that shares both the internal and external dialogues typical among junior and senior faculty. The case illustrates how personal motives and faculty rank can influence participation in decision-making. The case begins with a description of how the situation might unfold without Red Teaming and continues with the same scenario using Red Team methods.

SUMMARY: It is of utmost importance to avoid errors and subsequent complications when performing neurointerventional procedures, particularly when treating low-risk conditions such as unruptured intracranial aneurysms. We used endovascular treatment of unruptured intracranial aneurysms as an example and took a survey-based approach in which we reached out to 233 neurointerventionalists. They were asked what they think are the most important points staff should teach their trainees to avoid errors and subsequent complications in endovascular treatment of unruptured intracranial aneurysms. One hundred twenty-one respondents (51.9%) provided answers in the form of free text responses, which were thematically clustered in an affinity diagram and summarized in this Practice Perspectives. The article is primarily intended for neurointerventional radiology fellows and junior staff and will hopefully provide them the opportunity to learn from the mistakes of their more experienced colleagues.

The teaching of procedural skills required for clinical practice remains an ongoing challenge in healthcare education. Health professionals must be competent to perform a wide range of clinical skills, and are also regularly required to teach these clinical skills to their peers, junior staff, and students. Teaching of procedural skills through the use of frameworks, observation and provision of feedback, with opportunities for repeated practice assists in the learners’ acquisition and retention of skills. With a focus on the teaching of non-complex skills, this paper explores how skills are learned; ways to improve skill performance; determining competency; and the provision of effective feedback.

Introduction Early in the coronavirus epidemic prior to lockdown, the resus council released its guidance on resuscitation in patients who were considered high risk for covid. We tested the guidance with a multiprofessional in situ sim on AMU. Design Teams from AMU, theatres and anaesthetics and the trust lead for resuscitation attended AMU for a prebrief. Our simulation team admitted SimMan into a side room on the AMU as a possible covid patient but as per guidance at that time was not being nursed with level 3 PPE. The anaesthetic team were to be on ITU where they would normally be based if covering the crash bleep. The nurse in charge of the patient was the first responder who noticed a change in their patient and called a junior doctor. By the time the junior doctor arrived the patient was in cardiac arrest and a crash call put out. The time taken to respond, to establish a secure airway and to initiate first shock were noted. There was then a multiprofessional debrief involving all of the teams. The simulation was repeated a week later to see if findings were consistent. Results Time taken to establish a secure airway was on average 15 minutes with time to first shock being administered of 7 minutes. The requirement for full PPE added a significant delay and complication to the process. The anaesthetists found difficulty in ensuring cross contamination did not occur when using airway adjuncts. Discussion We felt the delay in establishing an airway and instigating the first shock was unacceptable. This was despite the team being primed and ready to respond to the crash when it happened. We therefore changed local guidance ahead of national guidance being altered that the first attender could deliver a shock even if not in PPE. The need for early discussion around DNACPR was established and because of this simulation awareness of this issue was spread before national guidance was circulated. Changes were made to the crash trolley including transparent bags for the anaesthetists to keep used equipment clean and to hand. The juniors involved summarised their learning (appendix) and circulated this to the junior staff. It is not often that we are able to demonstrate such a clear change in practice as being directly applicable to a simulation. This undoubtedly had a clear benefit for our patients.

Background Medication errors (MEs) are among the most common types of incidents reported in Australian and international hospitals. There is no uniform method of reporting and reducing these errors. This study aims to identify the incidence, time trends, types and factors associated with MEs in a large regional hospital in Australia. Methods A 5-year cross-sectional study. Results The incidence of MEs was 1.05 per 100 admitted patients. The highest frequency of errors was observed during the colder months of May–August. When distributed by day of the week, Mondays and Tuesdays had the highest frequency of errors. When distributed by hour of the day, time intervals from 7 am to 8 am and from 7 pm to 8 pm showed a sharp increase in the frequency of errors. One thousand and eighty-eight (57.8%) MEs belonged to incidence severity rating (ISR) level 4 and 787 (41.8%) belonged to ISR level 3. There were six incidents of ISR level 2 and only one incident of ISR level 1 reported during the five-year period 2014-2018. Administration-only errors were the most common accounting for 1070 (56.8%) followed by prescribing-only errors (433, 23%). High-risk medications were associated with half the number of errors, the most common of which were narcotics (17.9%) and antimicrobials (13.2%). Conclusions MEs continue to be a problem faced by international hospitals. Inexperience of health professionals and nurse–patient ratios might be the fundamental challenges to overcome. Specific training of junior staff in prescribing and administering medication and nurse workload management could be possible solutions to reducing MEs in hospitals.

Introduction In high volume centres, audits are essential to ensure good surgical techniques and fracture fixations to avoid complications, revision surgeries and poor outcomes. A method to assess fixations for fractures of different regions employing different implants and surgical demands is a challenge. We present here a simple method of review and follow-up work flow of more than 6000 fixations every year that helped in improving outcomes and also provide training for residents and junior staff. Materials and methods The results of 6348 fracture fixations in 2014, led to a trauma review system in January 2015 to classify all fracture fixations by senior consultants into three categories: category A (good fixations); category B (acceptable fixations; need further follow-up); category C (poor/unacceptable fixations needing revision) combined with a teaching program. A strategy was evolved that included the following practices: (1) identifying ‘red flag’ fractures that led to frequent failures, (2) routine senior surgeons’ involvement in such fractures, (3) evolving ‘intra-operative checklists’, (4) requirement of senior surgeons’ intervention if there was a ‘fiddle time’ of more than 20 min, and (5) approval of post-fixation c-arm image by a senior person before closure. The impact of these rules on the fixations for 2015, 2016 and 2017 were prospectively analysed. Results In the years 2015, 2016 and 2017 the number of fracture fixations performed were 6579, 6978 and 7012, respectively. There was a significant increase (p Conclusion We present here a very effective, tested, simple and easily reproducible method of audit and follow-up work flow that can be used in all high turnover trauma centres to improve outcomes and can also serve as a teaching resource for junior staff. Study design Prospective study. Level of evidence Level II.

The on-call component of a dental core training (DCT) post in oral and maxillofacial surgery (OMFS) is considered to be the most daunting and challenging aspect of the job. The average trainee is a singly-qualified dentist with limited knowledge and experience of managing OMFS presentations. Given the short duration of DCT posts, there is a continual rotation of junior staff through OMFS departments with a varying skillset and knowledge mix. As such, the consistent recording of appropriate information remains a constant challenge. The coronavirus pandemic has presented a unique situation in which the majority of dental foundation trainees (DFTs) entering OMFS DCT posts will only have around six months experience of independent practice. This lack of experience and onerous on-call workload could be a potentially dangerous combination, especially during nightshift patterns of on-call. We demonstrate that implementation of an on-call bleep-sheet proforma provides a validated, standardised, systematic, and chronological method of record keeping that exceeds the minimum required standard of clinical governance, in an era where junior trainees entering OMFS will have had even more limited experience than normal.

Introduction Evidence has suggested that when senior doctors are less approachable, junior staff are less likely to raise safety issues. There are limited existing data on whether the name by which junior doctors address their seniors reflects approachability and if this varies between grade and specialties. Methods An online survey was conducted in a large teaching hospital. Respondents were asked about their use of first names when addressing consultants and whether they felt this reflected their perceptions of the consultants9 approachability. Results Four-hundred and twenty-three responses were received from a cohort of approximately 800 junior doctors. Of these, 410 were included in this analysis. Respondents came from 57 different subspecialties and all years of training. Overall, junior doctors addressed 43% of consultants by their first name; 71% of junior doctors perceived these consultants to be more approachable. There were significant differences in the results between grades and specialty of junior doctor. Conclusion Throughout all specialties, the majority of junior doctors consider the consultants that they address informally to be more approachable.

* Abbreviation: miniMAGIC — : Michigan Appropriateness Guide for Intravenous Catheters in pediatrics Interventional radiologists, nurse practitioners, anesthesiologists, and surgeons are often involved in securing vascular access for children. Traditionally our roles have been focused on central venous access, but increasingly we are called on for patients with difficult intravenous access or to provide longer-term peripheral access. At times, decisions to involve us occur as a “plan B,” after repeated failure to secure other access or after early failure of multiple peripheral intravenous lines. Vascular access decisions are often left to junior staff, occur after hours, and can be seen by treating teams as inconsequential and unimportant. Traditional silos of practice have not helped in this approach. Pediatric vascular access is often an orphan child, with no coordinating family of practitioners. Vascular access is emerging as a subspecialty domain, involving nursing, surgical, anesthetic, and interventional radiologic skills. Who those practitioners are is less important than ensuring they have the … Address correspondence to Craig A. McBride, FRACS, Surgical Team: Infants, Toddlers, Children, Queensland Children’s Hospital, 501 Stanley St, South Brisbane, QLD 4101, Australia. E-mail: craig.mcbride@health.qld.gov.au

Technical cyber-defence is often insufficient to protect a system as most cyber security incidences involve a human who takes an erroneous action or regrettable decision. To address the human factors, cyber security professionals need a range of technical and non-technical skills to enable them to effectively protect cyber-assets. There is research on the non-technical skills needed in ICT and engineering, but little specific to cyber security, and nothing in an Australian context. To support the job readiness of cyber security graduates it is necessary to identify the non-technical skills that are needed to be competitive in the modern cyber security market.To identify the non-technical skills needed or looked for by the Australian cyber security industry we ran an anonymous online survey. A range of demographic data was collected including gender, location, and role. Survey participants were asked about their use of non-technical skills, and the non-technical skills they seek when hiring junior staff. This paper reports on the most frequently sought after non-technical skills. A brief analysis indicates that some of the most sought after non-technical skills are neither explicitly taught nor explicitly assessed in most Master of Cyber Security degrees in Australia.With more and more Australian universities offering cyber security degrees, the findings of the survey can be used to inform cyber security curriculum design.

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

The millennial generation consists of today's medical students, radiology residents, fellows, and junior staff. Millennials' comfort with immersive technology, high expectations for success, and desire for constant feedback differentiate them from previous generations. Drawing from an author's experiences through radiology residency and fellowship as a millennial, from published literature, and from the mentorship of a long-time radiology educator, this article explores educational strategies that embrace these characteristics to engage today's youngest generation both in and out of the reading room.

Design Cross-sectional, exploratory study collecting photographic referral data over three months. Sample selection Paediatric referrals to the orthodontic and maxillofacial department at Alder Hey Hospital during the COVID-19 pandemic. Data analysis Photographic referrals were analysed using Microsoft Excel to determine treatment outcomes, including 'not to see', 'plan to see' and 'need to see'. Demographic information collected and analysed were patient age, gender, referral source and presenting complaint. Results In total, 220 photographic referrals were received, with swelling (30%) and dental trauma (27%) being the most common presenting complaints. Fifty-seven percent of the referrals were not seen, 23% were seen semi-urgently and 20% booked for outpatient review. Of those seen, seven children were examined elsewhere, with 44 receiving face-to-face consultations at Alder Hey Children's Hospital, with eight being admitted. Conclusions Photographic triage has potential to be a useful adjunctive assessment tool for new patient referrals, with secondary benefits for training junior staff and for populations who already find access to dental services challenging. Feasibility studies on the application should be seriously considered. However, the unique circumstances which resulted in the development of a photographic triage method need to be considered when generalising its use to normal working conditions.