Health Secur. 2017 May/Jun;15(3):225-229. doi: 10.1089/hs.2016.0116.
In response to the 2014 Ebola virus disease outbreak, the Worker Training Program embarked on an assessment of existing training for those at risk for exposure to the virus. Searches of the recent peer-reviewed literature were conducted for descriptions of relevant training. Federal guidance issued during 2015 was also reviewed. Four stakeholder meetings were conducted with representatives from health care, academia, private industry, and public health to discuss issues associated with ongoing training. Our results revealed few articles about training that provided sufficient detail to serve as models. Training programs struggled to adjust to frequently updated federal guidance. Stakeholders commented that most healthcare training focused solely on infection control, and there was an absence of employee health-related training for non-healthcare providers. Challenges to ongoing training included funding and organizational complacency. Best practices were noted where management and employees planned training cooperatively and where infection control, employee health, and hospital emergency managers worked together on the development of protective guidance. We conclude that sustainable training for infectious disease outbreaks requires annual funding, full support from organizational management, input from all stakeholders, and integration of infection control, emergency management, and employee health when implementing guidance and training.
针对 2014 年埃博拉病毒病疫情，工人培训计划对那些有接触病毒风险的人员进行了现有培训评估。对近期同行评审文献进行了检索，以寻找有关培训的描述。还审查了 2015 年发布的联邦指南。与医疗保健、学术界、私营企业和公共卫生部门的代表举行了四次利益攸关方会议，讨论与持续培训相关的问题。我们的研究结果表明，几乎没有关于培训的文章提供了足够的详细信息作为模型。培训计划难以适应联邦指南的频繁更新。利益攸关方评论说，大多数医疗保健培训仅侧重于感染控制，而缺乏针对非医疗保健提供者的员工健康相关培训。持续培训面临的挑战包括资金和组织自满。在管理和员工合作规划培训的地方，以及在感染控制、员工健康和医院应急管理人员共同制定保护指南的地方，注意到了最佳做法。我们的结论是，传染病暴发的可持续培训需要年度资金、组织管理层的全力支持、所有利益攸关方的投入，以及在实施指导和培训时整合感染控制、应急管理和员工健康。
