Florida Certification Board

Abstract Introduction:Double mitral valve is a rare congenital malformation, in which two anatomically distinct mitral valves exist. it most commonly diagnosed in infancy or childhood and frequently associated with other structural cardiac anomalies. Due to its rarity, epidemiological data are lacking.Case Presentation:We present the case of a 35-year-old asymptomatic male in whom a true duplicated mitral valve was incidentally discovered during a routine echocardiographic evaluation. Transthoracic echocardiography in multiple views-including two-chamber and four-chamber apical views-revealed two completely separate mitral valves, each with its own set of leaflets and orifice. Color Doppler imaging confirmed normal flow through both valves without regurgitation or stenosis. No associated congenital cardiac anomalies were identified. Follow-up with periodic echocardiography was planned for the patient.Conclusion:This case highlights double mitral valve, presenting in an adult with no symptoms and no associated defects. Early and accurate diagnosis, even in asymptomatic individuals, is essential to guide long-term follow-up and prevent potential future complications.

Abstract Background The Certification Board of Infection Control and Epidemiology (CBIC) developed the Advanced Leadership Certification in Infection Prevention (AD-CIP). This portfolio-based assessment indicates professional expertise and leadership in infection prevention and control and healthcare epidemiology. This longitudinal perspective provides valuable insights into an applicant’s achievement beyond a single snapshot assessment. Methods A group of ten IPC subject matter experts (SMEs), along with a psychometric consultant, applied principles of measurement theory and assessment design to ensure the reliability, validity, fairness, and practicality of the assessment. The SMEs met via focus groups to conduct a job task analysis (JTA) of advanced IPC professionals' job roles and responsibilities. The JTA determined the competency areas essential to advanced leadership within IPC. Results The resulting framework targeted specific learning outcomes guided by an existing competency model developed by the Association for Professionals in Infection Control and Epidemiology. Clear guidelines for collecting, organizing, and evaluating portfolio submissions within the scoring rubric were required to establish scoring procedures. Inter-rater reliability analysis was used to assess scoring consistency among multiple raters. A pilot test of the assessment was conducted to identify any issues with the assessment design, instructions, or scoring procedures. The final assessment measures two domains within IPC: leadership and professionalism. Within each domain are subdomains of practice and innovation, change management, quality improvement, and advocacy. Applicants are required to submit supporting evidence indicating how the criteria for each domain and subdomain are met. Conclusion IPC leaders use their skills to establish a clear vision and strategic direction, facilitate change that improves programs and practices, enhance individual and population health, and reduce the risk of infection across the lifespan in all settings. The AD-CIP allows IPC professionals to demonstrate how their leadership has a measurable impact on the profession. Disclosures All Authors: No reported disclosures

Expansion and diversification of the midwifery workforce is a federal strategy to address the maternal health crisis in the United States. Understanding characteristics of the current midwifery workforce is essential to creating approaches to its development. Certified nurse-midwives and certified midwives (CNMs/CMs) certified by the American Midwifery Certification Board (AMCB) constitute the largest portion of the US midwifery workforce. This article aims to describe the current midwifery workforce based on data collected from all AMCB-certified midwives at the time of certification. Midwife initial certificants and recertificants were administered an electronic survey about personal and practice characteristics at the time of certification by AMCB between 2016 and 2020 for administrative purposes. Given the standard 5-year certification cycle, every midwife certified during this period completed the survey once. The AMCB Research Committee conducted a secondary data analysis of deidentified data to describe the CNM/CM workforce. In 2020 there were 12,997 CNMs/CMs in the United States. The workforce was largely White and female with an average age of 49. There has been a slow increase (15% to 21%) of initial certificants identifying as midwives of color. The proportion of CMs to all AMCB-certified midwives remained less than 2%. Physician-owned practices were the most common employer. Approximately 60% of midwives attend births, and hospitals were the most common birth setting. Over 10% of those certified to practice reported not working within the discipline of midwifery. Targeted recruitment and retention of midwives must take into consideration not just expansion but dispersion, scope of practice, and diversification. The proportion of midwives attending births was lower than reported in previous years. Expansion of the CM credential and accessible educational pathways are 2 potential solutions to workforce growth. Developing strategies to retain those who are trained but not practicing presents an opportunity for workforce maintenance.

Ignore is a common term used in behavioral assessment, behavior intervention plans, textbooks, and research articles. In the present article, we recommend against the typical usage of the term in most applications of behavior analysis. First, we briefly outline some history of the use of the term in behavior analysis. Then, we describe six main concerns about ignore and the implications for its continued use. Finally, we address each of these concerns with proposed solutions, such as alternatives to the use of ignore.

To inform the pathology and laboratory field of the most recent national wage data. Historically, the results of this biennial survey have served as a basis for additional research on laboratory recruitment, retention, education, marketing, certification, and advocacy. The 2021 Wage Survey was conducted through collaboration between the American Society for Clinical Pathology (ASCP) Institute of Science, Technology, and Policy in Washington, DC, and the ASCP Board of Certification in Chicago, IL. Compared with 2019, results show that mean hourly wage for staff-level personnel increased for only two occupations-cytologist and medical laboratory scientist/medical technologist/clinical laboratory scientist-after adjusting for inflation. Geographically, laboratory professionals from urban areas continue to earn more than their rural counterparts. Most respondents reported no change in their salaries during the coronavirus disease 2019 pandemic. The pandemic had a significant effect on staffing, workload, and work-life balance of many laboratory professionals. Even with the salary increases reported from the results of this survey, it is evident that the increases have not kept up with the current inflation. Focus on visibility, recruitment and retention, and diversity are essential to develop long- and short-term solutions.

ABSTRACT Feedback is a common intervention used to address performance issues in clinical and organizational settings. Most research on feedback focuses on manipulating either the parameters of feedback delivery or the behavior of the feedback provider. Because feedback requires a provider and a recipient, it is likely that the behavior of the feedback recipient also influences the impact of performance feedback. The current study investigated the efficacy of training individuals to receive feedback in an appropriate manner using computer-based instruction (CBI). All three participants demonstrated increases in accuracy of appropriate feedback behaviors following CBI. Two participants also demonstrated slight increases in performance on tasks related to workplace performance. This study extends the application of CBI to a new and complex skill repertoire and examines its possible impact on work performance. We discuss how CBI may increase training efficiency in settings with large numbers of staff who need to be trained in certain skills as compared to traditional in-person training formats.

To inform the pathology and laboratory field of the most recent national wage data. Historically, the results of this biennial survey have served as a basis for additional research on laboratory recruitment, retention, education, marketing, certification, and advocacy. The 2019 Wage Survey was conducted through collaboration of the American Society for Clinical Pathology (ASCP) Institute of Science, Technology, and Policy in Washington, DC, and the ASCP Board of Certification in Chicago, Illinois. Compared with 2017, results show an overall increase in salaries for most laboratory occupations surveyed except cytogenetic technologists, laboratory information systems personnel, and performance improvement or quality assurance personnel. Geographically, laboratory professionals from urban areas earned more than their rural counterparts. As retirement rates continue to increase, the field needs to intensify its efforts on recruiting the next generation of laboratory personnel. To do so, the report urged the field to highlight advocacy for better salaries for laboratory personnel at the local and national levels when developing recruitment and retention strategies.