Why a pause on AstraZeneca’s coronavirus vaccine trial isn’t entirely bad news | Canada News Media
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Why a pause on AstraZeneca’s coronavirus vaccine trial isn’t entirely bad news

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The world is waiting with bated breath for a coronavirus vaccine.

So when AstraZeneca, a frontrunner in Phase 3 of global trials, unexpectedly hit pause on its study due to a participant becoming ill, prospects for an early rollout dimmed.

While it might be disappointing, experts say it’s far from uncommon.

In fact, there’s some comfort to be found in the temporary hold, according to Craig Jenne, an associate professor in microbiology, immunology and infectious diseases at the University of Calgary.

“This is proof that the safety checks in place are robust and non-negotiable,” he said. “They didn’t wait for 10 patients to pause the study… We’re not willing to compromise safety to get a vaccine faster.”

AstraZeneca announced it would halt its trial Tuesday after a participant came down with a “potentially unexplained” illness. In a statement, the company said it would conduct an investigation and “review of safety data” to determine if the illness is a side effect of the vaccine or a coincidence.

The U.K.-based company began recruiting 30,000 people in the U.S. for its largest part of the study in late August. The vaccine is also being tested in thousands of people in Britain — as it’s being developed by Oxford University — as well as in Brazil and South Africa.

It’s been described by the World Health Organization as likely the world’s leading candidate and the most advanced in terms of development.

While the pause might be a setback, the researchers are ultimately being “very careful,” said Dr. Isaac Bogoch, an infectious disease specialist based out of Toronto General Hospital.

“This is exactly why you do Phase 3 clinical trials. You’re looking out for safety and efficacy,” he said. “There are certain things you can only find out if you give this drug or vaccine to thousands of thousands of people.”

AstraZeneca did not reveal any information about the possible side effect except to call it a “potentially unexplained illness.” However, a New York Times report citing an anonymous source “familiar with the situation” suggested that the participant in the U.K. trial was diagnosed with transverse myelitis — an inflammatory syndrome that affects the spinal cord and is often triggered by viral infections.

Bogoch emphasized that this is “still speculation” since the investigation has not been completed in full. The timing of the diagnosis, and whether it is linked to the AstraZeneca vaccine, remains unknown.

“It might be real. It might not be real. Let’s just wait until we hear from the people actually following this closely.”

AstraZeneca did not elaborate on how it will conduct the investigation, nor the procedural methods it undertook in the process of the third-stage study.

Jenne suspects the researchers and doctors will go through a litany of potential interactions and potential causes of the reaction of the patient, “keeping in mind that this may still be completely coincidental.”

“What exactly was the response? Is it attributable to the vaccine formulation? Was it something to do with the administration of the vaccine? How was it administered? Who administered it? Was there an underlying medical condition?” he said.

Alasdair Munro, a clinical researcher of pediatric infectious diseases in Britain who is working on the Oxford vaccine trials, provided a snapshot of what that investigation might look like in a human vaccine trial.

Munro said on Twitter that participants in Oxford studies have 24-hour-a-day access to a study doctor and complete “symptom diaries” following the vaccination. The researchers are alerted “if any serious symptoms are recorded,” which are followed up on and reviewed to see if they are related to the vaccine.

“Everything gets recorded,” he wrote, from mild to serious, and the unrelated. “If they took paracetamol for a headache, it gets recorded. Antihistamine for sneezing, gets recorded.”

The moment there are concerns a serious symptom “could” be related, “the studies stop until their dedicated safety monitoring team can collect and review all the relevant information to ensure they are happy the study is safe to continue,” he wrote.

“These reviews are extremely rigorous.”

Other vaccines on the table

Depending on what’s determined, the trial could very well go back to a second stage or even have the third stage “retooled,” Jenne said.

All parties involved in the trials also have to come to a cohesive conclusion and agree on whether it’s safe to continue, he added.

One report from the Financial Times claims AstraZeneca’s trials may resume as early as next week.

“One thing Canadians have to remember is that not all vaccines are going to be approved. That’s the whole reason we have a Phase 3,” Jenne continued.

More than 150 potential vaccines are being developed and tested globally to stop the COVID-19 pandemic, with 34 in human trials.

“This is also why Canada has invested in four different vaccine platforms. In the case one isn’t approved for whatever reason, we’re not relying on that. We have backup plans.”

Bogoch took it one step further. As pressure on researchers and pharmaceutical companies has grown, so, too, have concerns about fast-tracking trials.

The WHO has warned that “if you move too quickly to vaccinate… millions of people, you may miss certain adverse effects.”

“We hear these narratives. ‘We can’t rush this process,’ and ‘Is it going to be safe?’” Bogoch said.

“Well, here’s your safety mechanisms at work.”

— with files from the Associated Press and Reuters

 

Source: – Global News

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Stop Asking Your Interviewer Cliché Questions

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Most job search advice is cookie-cutter. The advice you’re following is almost certainly the same advice other job seekers follow, making you just another candidate following the same script.

In today’s hyper-competitive job market, standing out is critical, a challenge most job seekers struggle with. Instead of relying on generic questions recommended by self-proclaimed career coaches, which often lead to a forgettable interview, ask unique, thought-provoking questions that’ll spark engaging conversations and leave a lasting impression.

English philosopher Francis Bacon once said, “A prudent question is one half of wisdom.”

The questions you ask convey the following:

  • Your level of interest in the company and the role.
  • Contributing to your employer’s success is essential.
  • You desire a cultural fit.

Here are the top four questions experts recommend candidates ask; hence, they’ve become cliché questions you should avoid asking:

  • “What are the key responsibilities of this position?”

Most likely, the job description answers this question. Therefore, asking this question indicates you didn’t read the job description. If you require clarification, ask, “How many outbound calls will I be required to make daily?” “What will be my monthly revenue target?”

  • “What does a typical day look like?”

Although it’s important to understand day-to-day expectations, this question tends to elicit vague responses and rarely leads to a deeper conversation. Don’t focus on what your day will look like; instead, focus on being clear on the results you need to deliver. Nobody I know has ever been fired for not following a “typical day.” However, I know several people who were fired for failing to meet expectations. Before accepting a job offer, ensure you’re capable of meeting the employer’s expectations.

  • “How would you describe the company culture?”

Asking this question screams, “I read somewhere to ask this question.” There are much better ways to research a company’s culture, such as speaking to current and former employees, reading online reviews and news articles. Furthermore, since your interviewer works for the company, they’re presumably comfortable with the culture. Do you expect your interviewer to give you the brutal truth? “Be careful of Craig; get on his bad side, and he’ll make your life miserable.” “Bob is close to retirement. I give him lots of slack, which the rest of the team needs to pick up.”

Truism: No matter how much due diligence you do, only when you start working for the employer will you experience and, therefore, know their culture firsthand.

  • “What opportunities are there for professional development?”

When asked this question, I immediately think the candidate cares more about gaining than contributing, a showstopper. Managing your career is your responsibility, not your employer’s.

Cliché questions don’t impress hiring managers, nor will they differentiate you from your competition. To transform your interaction with your interviewer from a Q&A session into a dynamic discussion, ask unique, insightful questions.

Here are my four go-to questions—I have many moreto accomplish this:

  • “Describe your management style. How will you manage me?”

This question gives your interviewer the opportunity to talk about themselves, which we all love doing. As well, being in sync with my boss is extremely important to me. The management style of who’ll be my boss is a determining factor in whether or not I’ll accept the job.

  • “What is the one thing I should never do that’ll piss you off and possibly damage our working relationship beyond repair?”

This question also allows me to determine whether I and my to-be boss would be in sync. Sometimes I ask, “What are your pet peeves?”

  • “When I join the team, what would be the most important contribution you’d want to see from me in the first six months?”

Setting myself up for failure is the last thing I want. As I mentioned, focus on the results you need to produce and timelines. How realistic are the expectations? It’s never about the question; it’s about what you want to know. It’s important to know whether you’ll be able to meet or even exceed your new boss’s expectations.

  • “If I wanted to sell you on an idea or suggestion, what do you need to know?”

Years ago, a candidate asked me this question. I was impressed he wasn’t looking just to put in time; he was looking for how he could be a contributing employee. Every time I ask this question, it leads to an in-depth discussion.

Other questions I’ve asked:

 

  • “What keeps you up at night?”
  • “If you were to leave this company, who would follow?”
  • “How do you handle an employee making a mistake?”
  • “If you were to give a Ted Talk, what topic would you talk about?”
  • “What are three highly valued skills at [company] that I should master to advance?”
  • “What are the informal expectations of the role?”
  • “What is one misconception people have about you [or the company]?”

 

Your questions reveal a great deal about your motivations, drive to make a meaningful impact on the business, and a chance to morph the questioning into a conversation. Cliché questions don’t lead to meaningful discussions, whereas unique, thought-provoking questions do and, in turn, make you memorable.

_____________________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to artoffindingwork@gmail.com.

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Canadian Natural Resources reports $2.27-billion third-quarter profit

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CALGARY – Canadian Natural Resources Ltd. reported a third-quarter profit of $2.27 billion, down from $2.34 billion in the same quarter last year.

The company says the profit amounted to $1.06 per diluted share for the quarter that ended Sept. 30 compared with $1.06 per diluted share a year earlier.

Product sales totalled $10.40 billion, down from $11.76 billion in the same quarter last year.

Daily production for the quarter averaged 1,363,086 barrels of oil equivalent per day, down from 1,393,614 a year ago.

On an adjusted basis, Canadian Natural says it earned 97 cents per diluted share for the quarter, down from an adjusted profit of $1.30 per diluted share in the same quarter last year.

The average analyst estimate had been for a profit of 90 cents per share, according to LSEG Data & Analytics.

This report by The Canadian Press was first published Oct. 31, 2024.

Companies in this story: (TSX:CNQ)

The Canadian Press. All rights reserved.

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Cenovus Energy reports $820M Q3 profit, down from $1.86B a year ago

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CALGARY – Cenovus Energy Inc. reported its third-quarter profit fell compared with a year as its revenue edged lower.

The company says it earned $820 million or 42 cents per diluted share for the quarter ended Sept. 30, down from $1.86 billion or 97 cents per diluted share a year earlier.

Revenue for the quarter totalled $14.25 billion, down from $14.58 billion in the same quarter last year.

Total upstream production in the quarter amounted to 771,300 barrels of oil equivalent per day, down from 797,000 a year earlier.

Total downstream throughput was 642,900 barrels per day compared with 664,300 in the same quarter last year.

On an adjusted basis, Cenovus says its funds flow amounted to $1.05 per diluted share in its latest quarter, down from adjusted funds flow of $1.81 per diluted share a year earlier.

This report by The Canadian Press was first published Oct. 31, 2024.

Companies in this story: (TSX:CVE)

The Canadian Press. All rights reserved.

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