Managing the Magic behind the Movies. ACAMP: The Applicability of Agile Project Management to the Visual Effects Industry

Visual effects (VFX) are a cornerstone of modern filmmaking, yet research into their management approaches is still significantly limited. Agile project management (APM) is widely seen as being the most effective project management approach in technology-reliant, and innovative environments, all of which are characteristics commonly found in the VFX industry. We conducted a series of interviews to understand the extent to which APM techniques have been applied in the VFX industry, considering the theoretical transferability of APM to such non-software focused, creative teams. The interviews were conducted with a range of VFX professionals who differed in country of origin, seniority, background, gender, and the size of the companies they worked for. We identified an overall alignment of current management practice to core APM axioms, yet there is only a partial adoption of an existing formalised agile methodologies. We also identified a consistent set of adaptive and responsive PM practices across a diverse range of companies. We hypothesise that there exists a previously unidentified incarnation of Agile we have named Adapted Creative Agile Management of Projects (ACAMP)

ICTV Virus Taxonomy Profile: Pleolipoviridae 2022

Peer reviewe

Research on the Experience of Staff With Disabilities Within the NHS Workforce

This is the report of a quantitative research project commissioned by NHS England, focusing on the experiences of staff with disabilities working within the NHS, drawing upon two national data sets: • The 2014 NHS staff survey, completed by 255,000 staff, reporting their experiences of working in the NHS • The Electronic Staff Record (ESR), comprising data on the entire NHS workforce, gathered for workforce planning, personnel and wage payment purposes. The research tender required a focus on the following issues: a. What is staff with disabilities’ representation at all levels of the NHS and covering different types of disability? b. Why is there a disparity between the proportion of staff who declare a disability on the Electronic Staff Record System and of those who declare a disability on the anonymous NHS staff survey? c. How well are staff supported who become disabled during the course of their employment? Is there a process for recording this on the staff survey? d. What are appraisal rates for staff with disabilities compared to non-disabled staff? e. Do staff with disabilities have similar levels of access to training and development as non-disabled staff? f. How well do NHS organisations make reasonable adjustments for staff with disabilities, from the recruitment process to the end of employment? g. What difference does the ‘two ticks’ symbol make to recruitment and employment? h. What are the numbers of staff with disabilities who are the subject of employment processes and procedures, for example disciplinary and capability processes? i. What are the turn-over, retention and stability rates for staff with disabilities within the NHS? The key findings were: Staff with disabilities’ representation at all levels of the NHS and covering different types of disability Levels of reported disability are around 17% in the NHS Staff survey, and around 3% in the ESR. Neither data set allows for more specific analysis between different types or degrees of disability. The most likely reasons for the disparity between reported levels of disability are: 1. Differences in definition of disability used in the two data sets 2. Differing conditions for self-disclosure (NHS staff survey is anonymous) 3. Time of disclosure (ESR reports disability at the time of staff appointment, and is not reliably updated) Differences in quality of support between staff with and without disabilities There was not a specific survey question that addressed this issue, but it was possible to identify a number of questions that the report argues can be taken as acting as ‘indicators’: What are the levels of bullying and harassment?; How far do staff feel ‘Pressure to work when feeling unwell’?; Do staff feel their organisation acts fairly with regard to career progression? Relative to non-disabled staff, staff with disabilities felt more bullied, in particular from their managers (12 percentage points more); more pressure to work when feeling unwell (11 percentage points more); and less confident that their organisation acts fairly with regard to career progression (8 points difference). The report concludes that, relative to non-disabled staff, staff with disabilities rate themselves as substantially less well supported. Appraisal rates Rates of appraisal between staff with and without disabilities were broadly comparable. However there were substantial differences in how the value of appraisal was rated. Staff with disabilities are less satisfied with the effects of their appraisal. 7 percentage points fewer felt that appraisals improved their performance. Moreover, 9 percentage points more disabled staff report that their appraisal left them feeling that their work is not valued by their organisation. Experience of training The NHS staff survey indicates that most staff had training within the last 12 months and only 5 - 25% staff received no training in each specified topic. There is very little disparity between disabled and non-disabled staff in the proportion not receiving training in any of the topics, or in their satisfaction with the training. Reasonable adjustments The NHS Staff survey asks if ‘employer has made adequate adjustment(s) to enable you to carry on your work’. 40% respond ‘Yes’, 14% ‘No’ and 46% ‘No adjustment required’. The proportion responding ‘No’ varies substantially depending on the Trust involved, from a low of 5% to a high of 41%. The proportion also varies by ethnicity, with white British staff with disabilities expressing the lowest rate of dissatisfaction with the adjustments their employer made, while all other ethnic categories have consistently higher rates. The relatively small groups of Bangladeshi and ‘Other black background’ staff have the highest rates of dissatisfaction. Job satisfaction Staff with disabilities rate themselves as more dissatisfied with the recognition, support, responsibility and opportunities they have in their jobs, even though there is no difference in the satisfaction they report in the quality of care they give to patients. Staff with disabilities felt less recognised for their good work undertaken (8 percentage points fewer); they felt less supported by their immediate managers (5 percentage points fewer); they felt less supported by their work colleagues (3 percentage points fewer); they were more dissatisfied with the levels of responsibility they had been given (4 percentage points fewer); they felt they had less opportunity to use their skills (5 percentage points fewer); and finally, they were substantially less satisfied with their level of remuneration, and they thought they were valued less highly by their organisation for the contribution they were making (both 9 percentage points fewer). What difference does the ‘two ticks’ symbol make to recruitment and employment? The evidence from previous studies suggests that the Two Ticks award does not make a great deal of difference in terms of an organisation’s awareness of disability issues or in its capacity to address any inequalities or inadequacies in practice. We found in our study that the great majority of Trusts now have ‘Two Tick’ status. Using the NHS Jobs website, Trust websites and other evidence available online, as well as a DWP list, an estimate was made of the current ‘Two Ticks’ status of every Trust. 18 of 244 (7%) Trusts were found to not have the award. A comparison was made between Trusts with and without the ‘Two Ticks’ award of the extent to which staff who declare a disability report that their employer failed to make ‘adequate adjustments’ to enable them to carry out their work. Although in our study, there was a consistent finding that Trusts that have the ‘Two Ticks’ award have marginally higher average rates of ‘adequate adjustments’ reported by staff with disabilities, the difference is small, the number of ‘No award’ Trusts is small (just 1 in the case of Ambulance and Community Trusts) and the range among all Trusts is very large (from 5% to 41 %). Given also that the overall performance of Trusts was poor with respect to a variety of issues summarized above, such as levels of bullying and harassment, impact of appraisal etc., it would seem that ‘Two Ticks’ status achieves relatively little in terms of improved performance against these metrics

Adrenal lesions found incidentally: how to improve clinical and cost-effectiveness

Introduction Adrenal incidentalomas are lesions that are incidentally identified while scanning for other conditions. While most are benign and hormonally non-functional, around 20% are malignant and/or hormonally active, requiring prompt intervention. Malignant lesions can be aggressive and life-threatening, while hormonally active tumours cause various endocrine disorders, with significant morbidity and mortality. Despite this, management of patients with adrenal incidentalomas is variable, with no robust evidence base. This project aimed to establish more effective and timely management of these patients. Methods We developed a web-based, electronic Adrenal Incidentaloma Management System (eAIMS), which incorporated the evidence-based and National Health Service–aligned 2016 European guidelines. The system captures key clinical, biochemical and radiological information necessary for adrenal incidentaloma patient management and generates a pre-populated outcome letter, saving clinical and administrative time while ensuring timely management plans with enhanced safety. Furthermore, we developed a prioritisation strategy, with members of the multidisciplinary team, which prioritised high-risk individuals for detailed discussion and management. Patient focus groups informed process-mapping and multidisciplinary team process re-design and patient information leaflet development. The project was partnered by University Hospital of South Manchester to maximise generalisability. Results Implementation of eAIMS, along with improvements in the prioritisation strategy, resulted in a 49% reduction in staff hands-on time, as well as a 78% reduction in the time from adrenal incidentaloma identification to multidisciplinary team decision. A health economic analysis identified a 28% reduction in costs. Conclusions The system’s in-built data validation and the automatic generation of the multidisciplinary team outcome letter improved patient safety through a reduction in transcription errors. We are currently developing the next stage of the programme to proactively identify all new adrenal incidentaloma cases

Research on the experience of staff with disabilities within the NHS workforce

This recruitment of international social workers (ISWs) in England has been primarily aimed at ‘plugging the gaps’ in the child protection services. This paper reports on one aspect of a qualitative research project investigating the post-arrival integration, professional practice and development of ‘international social workers’, namely those trained and qualified outside of the UK working in London and the Home Counties. Findings demonstrate that, as well as being a challenging professional and work experience, this form of labour mobility is a profound life event for most ISWs and, as with human migration in other fields and countries, entails a complex social, emotional and cultural transition

Groovy and Gnarly: Surface Wrinkles as a Multifunctional Motif for Terrestrial and Marine Environments

From large ventral pleats of humpback whales to nanoscale ridges on flower petals, wrinkled structures are omnipresent, multifunctional, and found at hugely diverse scales. Depending on the particulars of the biological system—its environment, morphology, and mechanical properties—wrinkles may control adhesion, friction, wetting, or drag; promote interfacial exchange; act as flow channels; or contribute to stretching, mechanical integrity, or structural color. Undulations on natural surfaces primarily arise from stress-induced instabilities of surface layers (e.g., buckling) during growth or aging. Variation in the material properties of surface layers and in the magnitude and orientation of intrinsic stresses during growth lead to a variety of wrinkling morphologies and patterns which, in turn, reflect the wide range of biophysical challenges wrinkled surfaces can solve. Therefore, investigating how surface wrinkles vary and are implemented across biological systems is key to understanding their structure-function relationships. In this work, we synthesize the literature in a metadata analysis of surface wrinkling in various terrestrial and marine organisms to review important morphological parameters and classify functional aspects of surface wrinkles in relation to the size and ecology of organisms. Building on our previous and current experimental studies, we explore case studies on nano/micro-scale wrinkles in biofilms, plant surfaces, and basking shark filter structures to compare developmental and structure-vs-function aspects of wrinkles with vastly different size scales and environmental demands. In doing this and by contrasting wrinkle development in soft and hard biological systems, we provide a template of structure-function relationships of biological surface wrinkles and an outlook for functionalized wrinkled biomimetic surfaces