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Health Outcomes | Cervical Cancer Evaluation Measures

Health outcomes measures for cervical cancer screening1-4

The effectiveness of cervical cancer screening programs depends on the intensity of program effort and the use of multiple interventions. A rule of thumb is that the more programs implemented together as a package or campaign, the more successful the interventions will be.

Baseline

  • Determine levels of employee cervical cancer screening rates from employee health survey or health risk appraisal. Examples include: 
    • What percentage of employees of recommended screening age have been screened
    • Measures of the percent of employees of recommended screening age who currently achieve cervical cancer screening guidelines by employee health survey
  • Determine baseline percentage of employees with health behaviors or conditions where individuals have a higher risk associated with cervical cancer such as tobacco use; HPV infection; or having HIV (the virus that causes AIDS); or another condition that weakens the immune system (making it hard for the body to fight off health problems)
  • Determine levels of diagnostic and treatment procedures from health care and pharmaceutical claims data ◦Of those employee who were screened, what percentage of pap tests had abnormal results
    • What percent of women with abnormal screening pap tests were referred to and completed diagnostic testing to confirm the absence or presence of cervical cancer or precancerous lesions
    • How many cases of cervical cancer or precancerous lesions were identified
    • What percent of cervical cancers were identified at stage 0, stage I, stage II, stage III, or stage IV
  • Determine employee knowledge, attitudes, and beliefs about breast cancer screening
    • Evaluate employees’ current knowledge of the health benefits of cervical cancer screening
    • Measure employee’s knowledge of current cervical cancer screening guidelines
    • Assess employee awareness of existing workplace cervical cancer screening programs and benefits

Process

  • Periodic repeats of baseline measures

Outcome

  • Assess changes in levels of employee cervical cancer screening rates such as: ◦Increases in the number of employees screened
    • Changes in the percentage of employees reaching cervical cancer screening guidelines
  • Assess changes in the percentage of employees with health behaviors or conditions where individuals have a higher risk associated with cervical cancer such as tobacco use; HPV infection, or HIV infection (the virus that causes AIDS), or another condition that weakens the immune system (making it hard for the body to fight off health problems)
  • Compare health status changes of program participants before education and other programs are initiated and after operation of these programs
  • Determine changes in the levels of diagnostic and treatment procedures from health care and pharmaceutical claims data
  • Assess changes in employee knowledge, attitudes, and beliefs about cervical cancer screening 
    • Measure changes in employee knowledge of current cervical cancer screening health benefits and guidelines
    • Assess changes in employee awareness of existing workplace cervical cancer screening programs and benefits

References

1.  Campbell KP, Lanza A, Dixon R, Chattopadhyay S, Molinari N, Finch RA, editors. A Purchaser’s Guide to Clinical Preventive Services: Moving Science into Coverage. Washington, DC: National Business Group on Health; 2006.

2.  Centers for Disease Control and Prevention. Framework for program evaluation in public health. Morbidity and Mortality Weekly Report 1999;48(No. RR-11): 1-40.

3.  Matson Koffman DM, Lanza A, Campbell KP. A Purchaser’s Guide to Clinical Preventive Services: A tool to improve health care coverage for prevention. Preventing Chronic Disease, April 2008; 5(2).

4.  Goetzel RZ, Ozminkowski RJ. Program evaluation. In: O’Donnell MP, editor. Health promotion in the workplace, 3rd edition. Albany, NY: Delmar Thomson Learning; 2002. p 116-165.

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