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Cardiovascular diseases (CVDs) represent a major threat to health and primary prevention outstands as the most effective instrument to face this issue, addressing multiple risk factors at a time and influencing behavioral patterns. Community nurses have been involved in many interdisciplinary prevention activities, resulting in effective control of CV risk factors. We conducted a pilot study aiming at describing the impact on the CV risk profile of an 18-month interdisciplinary intervention on lifestyle habits. From September 2018 to May 2020, four general practitioners (GPs) working in the Roman neighborhood of Torresina recruited patients having a cardiovascular risk score (CRS) equal to or higher than 3% and lower than 20%; those patients were included in a nutritional, physical, and psychological counseling program. Assessments of patients' health status were led at baseline, 6, 12, and 18 months by a nutritionist, a physiotherapist, a psychologist, their GPs, and a community nurse. The CRS was estimated at every examination, based on the Italian Progetto Cuore algorithm. A total of 76 patients were included (mean age of 54.6 years; 33 men and 43 women). Mean CRS showed a significant reduction between baseline and 12 months (from 4.9 to 3.8); both total cholesterol and systolic blood pressure (SBP) significantly decreased at 6 months of follow-up (respectively, from 211.1 to 192 and from 133.1 to 123.1). Nonetheless, the reduction was later maintained only for SBP. However, during the last 6 months of the intervention, the COVID-19 pandemic broke out, thus, it is not possible to know how much the results achieved at 18 months were influenced by the restrictive measures introduced by the Italian government. When stratifying according to the presence of hypertension/diabetes and physical activity, no differences in the CRS could be highlighted between the two groups. Our pilot study proved that an interdisciplinary counseling intervention program can improve CV ri

Introduzione La vaccinazione antinfluenzale è efficace nel prevenire l’influenza stagionale, protegge i pazienti fragili dalle complicanze dell’influenza, diminuisce l’assenteismo nel personale riducendo, così, i costi risultanti dalla conseguente perdita di produttività. La copertura vaccinale antinfluenzale tra gli operatori sanitari in Italia è ancora molto bassa e si attesta approssimativamente attorno al 15% in base alle più recenti indagini. Il tasso di copertura vaccinale nel nostro Policlinico Universitario è cresciuto da 9,57% durante la stagione 2016-2017 a 14,24% in quella 2017- 2018 fino ad arrivare a 22,38% nell’ultima stagione 2018-2019. Lo scopo di questo studio retrospettivo osservazionale è dimostrare la sostenibilità sostenibilità economica dell’introduzione di un incentivo non economico consistente in un’ora aggiuntiva di permesso retribuito a tutti gli operatori sanitari della Fondazione Policlinico Universitario “Agostino Gemelli” IRCCS che accettano di vaccinarsi. Materiali e metodi È stata effettuata un’analisi cost-consequence (utilizzando il metodo del costo frizionale) stimando la perdita di produttività pro-capite causata dall’assenteismo per malattia. È stato dunque calcolato il salario orario medio degli operatori sanitari (stratificati per categoria professionale) per identificare il costo di un’ora di permesso retribuita. È stata, infine, stimata la quantità massima di permesso retribuito concedibile senza perdite nette per l’azienda. Risultati È stata registrata una perdita di produttività annuale dovuta ad assenteismo per malattia pari a 237,65 € per ogni operatore vaccinato e pari a 413,78 € per ogni operatore non vaccinato. La differenza in perdita di produttività pro-capite annua è risultata, pertanto, di 176,13€. Considerando 36,89 €/h come il salario orario medio pesato per categoria professionale, l’applicazione dell’incentivo risulta sostenibile. La nostra simulazione ha identificato 4,77 ore (286,5 minuti) c

Flu vaccination, as well as being effective to prevent seasonal influenza, decreases staff illness and absenteeism and reduces costs resulting from loss of productivity. Despite the effectiveness of flu vaccination, the seasonal coverage among healthcare workers is usually low. The aim of this retrospective observational study was to analyze the vaccination coverage rate among all employees (healthcare workers and administrative staff) of a large teaching hospital in Rome during the 2017-2018 influenza season, to perform a cost-consequence analysis of influenza vaccination (by evaluating the absenteeism due to illness in the epidemic period), and to assess the impact of vaccination in terms of both costs and sick days. The flu vaccination coverage rate was 9.8% among 4631 healthcare workers and 852 administrative employees. The human capital approach estimated a loss of productivity equal to 297.06 € for each vaccinated worker and 517.22 € for each unvaccinated worker (cost-outcome ratio: 120.07 €/sick day). Applying the friction cost method, a loss of productivity equal to 237.65 € for each vaccinated worker and 413.78 € for each unvaccinated worker (cost-outcome ratio: 104.19 €/sick day) was found. These results confirm the benefits of the flu vaccination for the society and the company. This allowed the management to grant one hour of permission to the flu-vaccinated workers in the following annual vaccination campaign (2018-2019).

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INTRODUCTION: The Hospital Hygiene Unit ensures hospital patient safety, through surveillance and control of environmental conditions of risk. In this context, resident physicians in Hygiene and Preventive Medicine of the Catholic University of the Sacred Heart (UCSC) are required to attend the unit to acquire professional skills, for two months (four weeks in the first year of residency and four weeks in the second year). In the initial phase of the rotation, residents are acquainted with the organization and assigned activities. Ongoing meetings with the tutor take place to verify the progress of activities in which they are involved; verification of acquired skills is performed at the end of the period of attendance. The aim of the study was to evaluate resident doctors' opinions about their training experience, in order to assess the perceived quality and pursue continuous improvement of the training program. MATERIALS AND METHODS: A questionnaire was administered to resident physicians attending the first three years of residency; the survey consisted of 11 multiple choice questions on organization, attendance, training and overall satisfaction and 3 open-ended questions on strengths, weaknesses and proposals for improvement. RESULTS: Fourteen of 15 residents (93.3%) completed the questionnaire: seven were male, five were first-year residents, five were second-year and four were third-year residents. Overall, 78% gave a positive assessment of the quality of training; in particular, 11 of 14 residents reported that the experience was very relevant to their training in Hygiene and Preventive Medicine. Responses regarding the training organization were also mostly positive (75%), as were those regarding attendance (57%) and overall satisfaction (67%). Fifty percent reported difficulties in combining this internship with the other activities planned with their tutor. CONCLUSIONS: Positive opinions prevail in all areas of assessment, although there are some aspects