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Smurtas lyties pagrindu

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  • Cyber violence against women
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  • Moterų lyties organų žalojimas
    • Risk estimations
  • Risk assessment and risk management by police
    • Risk assessment principles and steps
      • Principles
        • Principle 1: Prioritising victim safety
        • Principle 2: Adopting a victim-centred approach
        • Principle 3: Taking a gender-specific approach
        • Principle 4: Adopting an intersectional approach
        • Principle 5: Considering children’s experiences
      • Steps
        • Step 1: Define the purpose and objectives of police risk assessment
        • Step 2: Identify the most appropriate approach to police risk assessment
        • Step 3: Identify the most relevant risk factors for police risk assessment
        • Step 4: Implement systematic police training and capacity development
        • Step 5: Embed police risk assessment in a multiagency framework
        • Step 6: Develop procedures for information management and confidentiality
        • Step 7: Monitor and evaluate risk assessment practices and outcomes
    • Risk management principles and recommendations
      • Principle 1. Adopting a gender-specific approach
      • Principle 2. Introducing an individualised approach to risk management
      • Principle 3. Establishing an evidence-based approach
      • Principle 4. Underpinning the processes with an outcome-focused approach
      • Principle 5. Delivering a coordinated, multiagency response
    • Legal and policy framework
    • Tools and approaches
    • Areas for improvement
    • References
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      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
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      • Institutional Transformation
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        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
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          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
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          • France
          • Germany
          • Greece
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          • Malta
          • Netherlands
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          • Portugal
          • Romania
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          • Slovenia
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        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
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  • Smurtas lyties pagrindu
    • Kas yra smurtas lyties pagrindu?
    • Smurto formos
    • EIGE tyrimai apie smurtą lyties pagrindu
    • Administracinių duomenų šaltiniai apie smurtą lyties pagrindu
      • Duomenų rinkimas
      • Apie įrankį
      • ES žemėlapis
      • Advanced search
    • Nusikaltimų aukų teisių direktyva
    • Smurto lyties pagrindu kaina
    • Cyber violence against women
    • Intimate partner violence and witness intervention
    • Moterų lyties organų žalojimas
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
    • Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
    • Baltojo kaspino kampanija
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Reguliavimas ir teisinis pagrindas
      • Tarptautiniai teisės aktai
      • ES teisės aktai
      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
    • Literatūra ir teisės aktai
    • EIGE's publications on gender-based violence
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  • Topics
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  • EIGE leidiniai
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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Diagnosis Related Groups (DRG)

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Statistical product
Šalis: Romania
Temos:
Violence
Types of GBV:
Intimate Partner Violence, Sexual Assault (excl. rape)
The data was collected in 2013 and may not accurately represent the present situation. The examples from the United Kingdom were published before the country's withdrawal from the European Union on 31 January 2020.

Types of GBV

  • Intimate Partner Violence
  • Rape
  • Sexual Assault (excl. rape)
  • Sexual Harassment
  • Stalking

Sexual Assault codes include Rape as well; here are the following codes under which VAW incidents are recorded; Y05.00 Sexual Assault with physical force by spouse or domestic partner; Y05.01 Sexual Assault with physical force by parent; Y0502 Sexual Assault with physical force by other family member; Y0503 Sexual Assault by force by caretaker; Y0504 Sexual Assault by force by friend or acquaintance; Y0506 Sexual Assault by force by official authorities; Y0507 Sexual Assault by force by unknown person; Y0508 Sexual Assault by force by multiple persons unknown to the victim; Y0508 Sexual Assault by force by other specified persons; Y0509 Sexual Assault by force by unspecified person;X86.00 Aggression through the use of corrosive substance by spouse or domestic partner;X87.00 Aggression through the use of pesticide, by spouse or domestic partner; X88.00 Aggression through the use of vapour or gas by spouse or domestic partner;X89.00 Aggression through the use of other specified substance by spouse or domestic partner; X90.00 Aggression through the use of other unspecified substances by spouse or domestic partner; X91.00 Aggression though choking, hanging or strangulation by spouse or domestic partner; X92.00 Aggression by submersion or drowning in the bathtub by spouse or domestic partner; X92.10 Aggression through drowning by spouse or domestic partner; X95.10 Aggression through firearm by spouse or domestic partner; X96.00 Aggression through explosive by spouse or domestic partner; X97.00 Aggression through exposure to flames, fire or smoke by spouse or domestic violence; X99.00 Aggression through the use of sharp objects, knives by spouse or domestic partner;Y00.00 Aggression through the use of a blunt object by spouse or domestic partner;Y01.00 Aggression through pushing from a high building by spouse or domestic partner;Y02.00 Aggression by pushing in front of a moving vehicle by spouse or domestic partner; Y03.00 Aggression through running over with a moving vehicle over a victim by spouse or domestic partner; Y04.00 Aggression through physical force by a spouse or domestic partner; Y08.00 Aggression by other specified means by a spouse or domestic partner; Y09.00 Aggression through the use of an unspecified object by spouse or domestic partner;

Used as indicator

Yes
  • Monitoring (trend data)
  • Evaluation
Other: 

Health Expenses and Health Reimbursements

Data available on

Victim

Background information

  • Age
  • Sex
  • Nationality
  • ID
  • Name
  • Ethnicity
  • Marital status
  • Dependants

Relationship with perpetrator

Yes

Perpetrator

This statistical product does not collect information on Perpetrator

Incident

Incident

Other content: 

Victim data classified according to the codes already described; data for each category of aggression is gender disaggregated and can also grouped in several age groups; rural/urban division; basically these statistical products reflect the number of victims of certain forms of violence against women, including only those incidents involving physical force; the data reflects only the cases where the victim reached a hospital unit; Statistical products on the number of victims of forms of aggression perpetrated by spouses or domestic partners can be generated upon request ( based on law 544/2001 or upon inter-institutional protocols) but are not normally made available to the general public; Victim data- type of aggression- medical diagnosis, age, sex, rural/urban, relationship to the aggressor, number of hospital days.

Criminal statistics on sexual violence

Criminal statistical data included

No

Characteristics

Reference period

1 year
Additional information: 

Usually data available at the end of April for January-December of the previous year;

Frequency of updating

Annually

Validation

Yes
Additional information: 

The validation procedure is very accurate because the DRG system is actually an application upon which hospital care is reimbursed from the public health insurance fund; validation methodology is annually updated and issued together with the general contract for hospital services between the National Health Insurance Agency ( Casa National de Asigurari de Sanatate) and hospitals ( public and private); Each hospital sends in an electronic data set also known as Minium Data Set Per Patient in Continuous Hospital Care ( SMDPC in Romanian acronyms), this data is gathered from the standardized Clinical Patient Chart; the SMDPC or Minimum Data Set Per Patient in Continuous Hospital Care is sent for validation towards the National School for Public Health and Health Management; but also towards the Public Health Directions at county level; The Public Health Direction is the unit collecting info at a county level from all medical units including GPs, Specialized Private Practices, Hospitals and Private Clinics which do not operate with the National Health Insurance Fund; Going back to the validation procedure for DRG, mid month hospitals send out readjusted cases of those invalidated in the previous month as well as unreported cases for the past month; each trimester the data set received from hospital units is validated by the National School for Public Health ( the main administrator of the DRG data base); then annually all hospitals report to the School for Medical Management ( the validation unit) and to CNSIP ( with responsibilities in Public Health monitoring and policies) all the validated and non-validated cases - the CNSIP takes into account parts of the non-validated data sets ( for the invalidation on criterion B) the criteria for validation include complete data sets in the SMDPC ( the minimum data set per patient - it needs to have all fields with complete data); other validating conditions include compatibility between DRG code and medical treatment assigned; reported cases in medical specialities where the Clinical Patient's Chart is not used(ATI); date of birth and personal identification number ( Valid and coordinated);type of insurance each patient holds, citizenship status, etc. for more details here http://www.drg.ro/legislatie/ordin_cnas_25_30ian2012.pdf

Compilation

Data completed from the trimester reports from Hospitals to the National School of Public Health as well as the corrections and revalidation of cases added after each trimester; basically the information at CNSIP includes the validated cases for the past 12 months as well as the invalidates cases on error type B ( errors that can be subject to revalidation within the incoming trimester).

Quality assurance process

Yes
Brief description: 

The validation process is very consistent and was described under validation; however this statistical product, which is only provided upon request is very much an by-product of a reimbursement validation procedure; because of that basically DRG validation procedures are not very much concerned with the actual diagnosis, the social problem certain diagnosis reflect or how accurate it reflects the state of health of patients rather the DRG validation procedures look at the status of the patient in relation to her/his health insurance; follows that medical procedures are not unnecessary but really connected to a diagnosis; basically it is more a system that monitors the efficiency of hospitals than the state of health of patients; DRG can only provide number of women/men provided with certain kinds of health care and medical procedures; for this The validation procedure is very accurate because the DRG system is actually an application upon which hospital care is reimbursed from the public health insurance fund; validation methodology is annually updated and issued together with the general contract for hospital services between the National Health Insurance Agency ( Casa National de Asigurari de Sanatate) and hospitals ( public and private); Each hospital sends in an electronic data set also known as Minium Data Set Per Patient in Continuous Hospital Care ( SMDPC in Romanian acronyms), this data is gathered from the standardized Clinical Patient Chart; the SMDPC or Minimum Data Set Per Patient in Continuous Hospital Care is sent for validation towards the National School for Public Health and Health Management; but also towards the Public Health Directions at county level; The Public Health Direction is the unit collecting info at a county level from all medical units including GPs, Specialized Private Practices, Hospitals and Private Clinics which do not operate with the National Health Insurance Fund; Going back to the validation procedure for DRG, mid month hospitals send out readjusted cases of those invalidated in the previous month as well as unreported cases for the past month; each trimester the data set received from hospital units is validated by the National School for Public Health ( the main administrator of the DRG data base); then annually all hospitals report to the School for Medical Management ( the validation unit) and to CNSIP ( with responsibilities in Public Health monitoring and policies) all the validated and non-validated cases - the CNSIP takes into account parts of the non-validated data sets ( for the invalidation on criterion B) the criteria for validation include complete data sets in the SMDPC ( the minimum data set per patient - it needs to have all fields with complete data); other validating conditions include compatibility between DRG code and medical treatment assigned; reported cases in medical specialities where the Clinical Patient's Chart is not used(ATI); date of birth and personal identification number ( Valid and coordinated);type of insurance each patient holds, citizenship status, etc. for more details here http://www.drg.ro/legislatie/ordin_cnas_25_30ian2012.pdf

Accuracy

Problems. Data available for VAW incidents is extracted from annual reports; basically the only statistical picture at national level is an annual one with no possibility of intermediary reports or regional breakdown; it only shows no of cases; in terms of accuracy - data is thoroughly validated, when it comes to matching condition to treatment as well as to the identification of patients yet the protocols for assigning patients' condition to certain codes remains unclear; for example for codes reflecting aggression injury by spouse or domestic/partner - there's no information on how the assignment is made; the statistical product only reflects hospital cases and does not include cases reported in other health system components such as GPs, etc.; errors are corrected upon a quarterly basis;

Reliability

Limitations. In terms of reliability the main problem is that the reporting of data is not done through a live data base but rather a monthly reported document is imported from each hospital unit database towards the validating commission; basically no estimates are made for this statistical product and reliability refers only to the medical data actually corresponding to a patient's condition; for the present study the main problem can be of mislabelling and under-reporting on certain codes; for example certain conditions or forms of aggression can labelled under different codes not capturing the relationship between victim and aggressor

Timeliness

Good. Sometimes data is reported late but revisions and corrections are made on a quarterly basis; the annual statistics includes non-validated cases ( if the reason for invalidation is clearly a mistake - such as age over 14, non correspondents between date of birth and injury sustained). This statistical product is annual so there is an important time lag in between the moment events happen and when they pop up in the statics.

Comparability

  • Geographical
  • Over time
  • None

Current developments

No plans for improvement so far. Validation criteria are reviewed annually based on the most common errors or invalidation cases happening each year; however this data is mostly destined for economic evaluation of hospital treatment and even through important and significant very rarely used for policy; so far it has not been used for assessments of any VAW incidents.

External link

No

Website

Link to website

Metadata

Organisation: 
National Institute for Public Health (CNSISP)
Type of organisation: 
PUB
Sector:
Health
Latest update: 
2012

Share:

Related content

  • Administrative data source
    Health, Violence
    Diagnosis Related Group (DRG)
    Intimate Partner Violence, Rape, Sexual Assault (excl. rape)

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