Manual de vacunacion ppt

Everything from, you know, building confidence, best practices. There's a lot of resources out about supporting programs in developing a vaccine requirement, establishing exemption processes. There is information from OSHA. I think all of these are going to be really helpful since a lot of programs throughout that receive federal funding are in a similar place of establishing policies and procedures.

Now we are going to shift to a number of FAQs that we have that really are tailored to address key issues and key questions that have come into us over time. I just want to say that I know it has been a really challenging time to have an announcement come forward from the President from the Administration and then a time period by which we need to move through the rulemaking process.

And I know during that time, it was very difficult for programs to have a lot of questions and need to wait for the rule to come out. We really appreciate all that you have —just the waiting period that you've been through, and you've done a really wonderful job of elevating questions that are important to you, and we have collected all of them. We are zeroing in on a number of them that we think are shared among the broader group.

And we'll do our best to get through these today and then continue to put them in the questions so that we know what's most important to you. And Dr. Futrell is going to help us as we go through these FAQs.

Futrell: Thank you, Kate, and again, thank you, everybody. As Kate has shared, we know that you are handling a lot of things right now. And we thank you for your, again, your commitment, your persistence and just the connection that we all have towards supporting our Head Start children and families, especially during these times and also our Head Start workforce, knowing the challenges that we're navigating.

Again, this is an opportunity to really move forward and to build together as we roll out the vaccine and the masking for Head Start to really prioritize health and safety as we come back into our programs. But I also know that this has created a lot of questions and even concerns within the Head Start community.

What we're going to try to do is answer some of the questions that we've been hearing, and we kind of prepare them in advance from things that you guys have been sending. We're going to go through these FAQs.

Kate, if I could, I do want to just address one that I see a lot of people asking about … We are hearing that you want to have access to download the PowerPoint, as well as this recording as soon as possible. We will issue these slides as well as the recording to everyone and make it available for you to download it on the ECLKC website.

Do want to put that answer out there first to get started. With that, Kate, the first question we have is, could you answer how will this new requirement be monitored? Kate: Sure thing. I know that there are a lot of questions about monitoring, and we have some information now, and we will also be following up with additional information. We're working through more specific questions that we anticipate you will have. For now, I will say that OHS will monitor this requirement in the same way it monitors other health and safety requirements included in the Performance Standards.

Programs really need to have a way to document vaccination status, including exemptions granted. If there's an exemption granted, that would need to be documented, and the records would need to be available for purposes of monitoring. Big picture, I think the answer is that we will do it in the same way that we've been doing other health and safety requirements.

Kate: Sure. I know we touched on this briefly, but I think we get this question a lot, and just want to make sure. The rule itself, the interim final rule with comment period is effective as of tomorrow. Tomorrow, November 30th, , is when the rule is published and effective. That's what it means to have this emergency regulation, is that it is effective immediately upon publication. That date — and we'll get into this in the next slides — but that date, the compliance date is a little bit different for vaccines and masking, but the regulation itself is effective tomorrow.

Futrell: Thanks, Kate, and walking right into the next one. The timeline for both the masks — to comply with the mask requirement, as well as the vaccine requirement. I know we talked about this as well briefly, but I think it just bears repeating — is that, again, the rule is effective tomorrow, and the mask requirement is effective tomorrow as well. The mask requirement is effective upon the publication of the rule. The compliance date for the vaccine requirement is what is the end of January.

Even though the rule is effective, the vaccination date is January 31, I know we talked about this briefly, but again, our compliance date does not include that two weeks that's required for one to be fully vaccinated.

And that timing flexibility is just for initial compliance. And we know then that the two weeks that's required for full vaccination will come after January 31st for those that wait till that date to be vaccinated. Futrell: Thanks, Kate, and this — I see a lot of this question in the chat, so I'm glad we can talk about this one. Can you share who is included in the vaccine requirement mandate? Kate: Sure, I know this is a common question. I'm just going to go back again to the definition of staff from the Performance Standards.

It's really paid adults who have responsibilities related to children and families who are enrolled in programs. We get a lot of questions that are, you know, does the executive director or what about somebody who kind of works behind the scenes administratively and doesn't have contact with children? And what we really mean by all staff is all of those people. No matter what your role is in the Head Start program, the expectation is that you would meet the vaccine requirement.

The contracting piece is a little bit different, and for contractors, we are asking for contractors who do work directly with children and families to meet the vaccine requirement, knowing that programs might have, you know, for example, a contracted cleaning staff that comes overnight and literally has no contact with children or others who come periodically for maintenance or things like that.

That is the reason for the distinction is that for staff that are onsite every day with children, no matter what your role is, that you are vaccinated to really, again, surround children with vaccinated adults. And it's also the same for volunteers. Like I mentioned, that this is a requirement that's added to The expectation is that volunteers also meet that vaccine requirement and are also allowed to have the same exemptions that are in place for staff. Again, this really means outside service providers.

It means transportation staff, and then contractors who are in the classroom working directly with children and families are also apart of requirement, as our volunteers who are working in the classroom directly with children. I hope that was clarified. Futrell: Thanks, and I do want to point out that these questions we're reviewing are the ones we've been receiving since the first announcement in September.

Any new questions that you put in the chat we're going to use to kind of update this slide and continue to share information, so we encourage you to continue to the most questions. But some we may not get to, but I see some of them that we will be getting to today. Kate, next question. Kate: Yes, thank you for that question. This is an important question. Program staff need to comply with a vaccine requirement by January 30th.

Even if staff are working remotely or virtually right now, there really is the expectation that they comply with the vaccine requirement by January 31st. And I know we have talked about flexibility to deliver virtual or remote services during the ramp-up period.

But since virtual and remote is not a long-term program option, we really want to make sure that staff are fully vaccinated and are getting that — are meeting that vaccine requirement by the 31st. Futrell: OK, Kate, this question, we get a lot, but I want to kind of have you expand a little bit around why this rule is being issued as an interim final rule with comment period without going through the notice and comment rulemaking? I'm happy to describe this a little bit more.

We release an NPRM, and then we ask for comment for a certain amount of time. And then we gather all those comments, and we really analyze them, and we use them to shape and tweak the policies. And then we issue the final rule after that period. I know that that's a process that is much more familiar to all of us. What is different about this interim final rule with comment period is it's really an emergency regulation, and it's used in instances where it's really urgent to respond.

And given the rapidly evolving public health emergency, the real surge with Delta over the summer and into the fall, and the unpredictability of the pandemic that we all continue to experience, OHS really found good cause and worked in collaboration with our legal counsel to issue an emergency regulation. And that's what is referred to as this interim final rule with comment.

It allows agencies like OHS to take immediate action to protect the health and safety of children and families that we really deem so important that we waive that initial comment period, and we make it effective immediately. What this still does is it still allows for a comment period. Your views are valued, and we want to hear them. And there is an opportunity for you to provide comment. The difference is just that the rule is in effect immediately, and then we have the opportunity following the comment period to make changes if we see fit.

We can leave it intact entirely, or we can make changes with feedback. We wanted to make sure people kind of understand that difference and why it came out as an interim final rule this time.

Futrell: Thank, Kate. Kate: Absolutely, just to give more detail. It's a day comment period, so you have the opportunity to submit formal comments. The interim final rule with comment actually has, as in the past, it has instructions about where to submit those comments, how to do that. They must be in by December 30th, And at that point, ACF will consider and respond to comments if we decide to issue kind of a subsequent — what we call a final — final rule.

If we go that route, that would be issued after the closing and some months later — I'm sure some period later after we've had a chance to read and analyze and take all those comments into consideration. Futrell: OK, this question actually just came through the chat as well. Can you talk through the process for staff to seek a religious exemption? As we have noted, it's the responsibility of the program to establish their own process to permit staff to request a religious exemption from the COVID vaccine — the vaccination requirements.

These really need to be built into the policies and procedures. And we actually, you know, we will be sharing resources with programs about how other grantees have navigated the exemption process, just to lift up examples for folks in this period of developing those.

And there are also really a wealth of resources anyway pointed to that can support programs in doing this. Futrell: Next question, how will programs determine if an individual's request for a religious exemption is valid? It has quite a bit of information on religious exemptions, and I think is a really good resource to start with in addressing this question and giving programs the tools and information they need for this question.

Futrell: Thank you. But to put a finer point of the program, managing that and taking in those religious requests for religious exemptions and then making those decisions at the local level. Futrell: Next slide. Similarly, let's talk about the medical exemption, I know there's a difference here from the religious.

Kate, what is the process for staff to seek a medical exemption? Similar to religious exemptions, again, it's the program's responsibility to establish their own process that permit staff and certain contractors and volunteers to request a medical exemption. I think what's different about this — and again, both of them would need to be documented, so the program's decision about both would need to be documented — what's a little different about the medical exemption is that programs that ensure that all documentation confirming a recognized clinical contraindication to COVID or a medical need for delay for certain staff, contractors — or for staff, certain contractors, and volunteers are signed and dated by a licensed practitioner.

This means that it's not the individual requesting the exemption. It's really a licensed medical provider who is practicing within their respective scope of practice based on applicable state and local laws. And with that question that kind of alluded to, what happens if a state law prohibit vaccine mandates, and how can a test expect the program to follow its requirements if the state prevents them from implementing this rule?

Kate: This is a great question. I know it's so real for many of you who are in states where the state has prohibited discrimination in hiring based on vaccination status. So many of you are confronting this on a daily basis.

Really, under the supremacy clause of the U. Constitution, this regulation preempts any state law to the contrary. The fact that the Head Start program is a federal to local program, we have the authority to add to our Performance Standards in a way that supports the safety of children and families. We are able to do that, and that federal requirement supersedes what's happening at the state level. Kate: And this is another … I know we've gotten this question frequently, and I know a lot of folks are trying to navigate, particularly those programs that are, you know, more than employees and for whom they are navigating the specifics of the OSHA requirement, as well as the Head Start requirement.

And really, this is playing out in the court system, and we will see how it evolves. But I think the most important thing right now is that it does not affect the Head Start rule. Now, I know this one is top of mind for all of us as we have experienced workforce challenges before the pandemic. The pandemic is here and is expanding it even more, and we at OHS are committed to partnering with programs to really identify how to provide support here.

But we do know that this will have an impact on the workforce. Kate, can you talk specifically to this question? But I do want to just share with the Head Start community. We are working on additional TA and support and other — understanding all of the options that we have to really support you when it comes to workforce and as well as kind of moving back towards in-person in January.

I wanted to pause and say that here, but I know this is specifically related to the vaccine requirement. With that, Kate, can you speak to what we've considered in terms of the impact of the vaccination requirement on the Head Start workforce? Thanks for those remarks, Dr. I just only add a tidbit that we know this is very real and it's challenging, and we know that the staff vaccination requirement may result in the loss of some staff because they will not get the COVID vaccine.

And that said, we just really strongly believe that vaccination is such an important requirement that really prioritizes the health and safety of staff, children, and families, and again, really surrounds children with vaccinated adults and creates an environment as safe as we can.

And it's really our responsibility as the Office of Head Start to create as safe as an environment as we can for children and families in our care across the country. That's really kind of what it comes down to.

And programs are encouraged to assess staff vaccination levels and to plan for vacancies as soon as possible. And I know many programs have done that, and we've learned of efforts programs are engaged in to survey their staff or just really check in with people through conversations to really understand where they are with the vaccine timeline. We know that —we understand that's just an important part of program planning.

And program funds, including the American Rescue Plan Supplemental Funding, can be used as needed to recruit and retain staff, and it can also be used for paid leave to make sure that staff, when they go for their vaccination, that they have leave and that they can also have time to recover from any side effects. Next Slide, please. Thank you, Kate, and again, thank you all so much for being here today.

I thought a lot of questions around timeline for compliance. The rule is in effect on tomorrow when it's published. But can we go back to the slide around like actual vaccine timeline, if you could talk through that?

Kate: Sure, absolutely. I think … I know many are vaccinated now, and many are fully vaccinated now, so I know this time frame doesn't apply if you already have your vaccine or if you're, you know, on track to have it before January. But if not, this timeline really specifies when you would have to get that first dose in order to be compliant by January 31st. If you're getting the Moderna series, you would have to get your first shot by January 31st in order to make the January 31st deadline.

I think just because the time period they require between your first dose and your second dose, you would need to start on January 3rd. If you're getting the first dose — if you're getting the Pfizer vaccine, you would need to get your first dose on January 10th. And a second dose for both of those, the vaccine and Moderna — the Pfizer and Moderna, you would need to have your second, of course, on January 31st.

Futrell: Thank you, Kate, and then could I also ask if we could go back to the slide on masking? I see a few comments asking for that. Thank You. Kate: Yes. The mask requirement is effective with publication of the rule, so that means beginning tomorrow, when it's effective, there is a universal masking for all individuals ages 2 years and older.

It really applies to all individuals in Head Start programs, 2 years of age and older. And it really applies to when there are two or more people on a vehicle that's owned, leased, or arranged by the Head Start program; if they are indoors in a setting when Head Start services are provided.

The reason it's worded that way is to really capture, you know, the various settings where Head Start services are provided. If it's in a home-based program or in child care, if it's in a center-based option, all of those are a setting where Head Start services are provided, so folks would need to be masked. As well as for those not fully vaccinated, when they are outdoors in a crowded setting or during activities that involve sustained close contact with other people. Proporcione a los empleados , clientes y visitantes los insumos necesarios para que se laven las manos y se cubran al toser y estornudar.

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