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Biomedical subjects

Mary Val Palumbo

Publications and source records attributed to Mary Val Palumbo.

9 recordsLinked to original sources

Emergency preparedness volunteer training program.

The Vermont Department of Health (VDH) does not have sufficient personnel to fully staff a mass prophylaxis or vaccination clinic in response to a natural or man-made disease outbreak. Therefore, the VDH developed an emergency preparedness volunteer training program with three primary goals: to include both background information about public health and emergency preparedness and a hands-on training for clinic volunteers; to be adaptable for both community and healthcare professional volunteers; and to examine local emergencies and the VDH public health response to these events. Major components of the training program include basic public health goals and capacities; an introduction to emergency preparedness; a role-playing exercise using Job Action Sheets to simulate "just-in-time" training; and guidance for personal and family preparedness. The VDH has experienced difficulty finding and recruiting volunteers. To increase the potential volunteer pool, it will be implementing a multifaceted training program (on-line, through the mail, in person) to most effectively engage volunteers with varying interests and learning styles. The VDH must also develop a system to maintain regular contact with volunteers and clarify regulations regarding their scope of practice and liability.

Disaster Planning↗

Education as a determinant of career retention and job satisfaction among registered nurses.

PURPOSE: To compare job satisfaction and career retention in two cohorts of RNs, those whose highest degrees were the associate degree (AD) or the bachelor's degree (BS) in nursing. DESIGN: Survey. METHODS: Instruments included a career satisfaction scale and questions based on the ongoing U.S. Health and Retirement Survey. Three-thousand nurses in the U.S. state of Vermont were surveyed with a resulting response rate of 56.7%. Of these respondents, 878 RNs fit the study criteria. FINDINGS: BS RNs started their nursing careers earlier, were employed longer, had held more positions, and in the largest age cohort (age 40-54), were more likely to have been in their current positions at least 10 years. BS RNs scored significantly higher in job satisfaction related to: (a) opportunity for autonomy and growth, (b) job stress and physical demands, and (c) job and organizational security. AD and BS nurses were not significantly different in their satisfaction with supervision; career, continuing education, and promotion opportunities; or pay and benefits. CONCLUSIONS: These findings indicate support of bachelor's level education for individual and social return on investment, and they show that AD education might have unintended consequences. Implications for the nursing shortage and educational policy are discussed.

Adult↗

Measuring the nursing workforce: clarifying the definitions.

Numerous articles have addressed the causes and implications of the current nursing shortage. Little has been published, however, about how to measure the nursing workforce. This article presents (1) a review of definitions for common workforce indicators such as vacancy and turnoverrates and the relationship between these indicators and the need for nurses,(2) a review of the calculation of vacancy and turnoverrates in several statewide and national surveys, and (3) the results from the development and pilot test of a health care workforce survey for use in Vermont. The review indicates that in practice, no standard method is used despite attempts to standardize the calculation of vacancy and turnover rates. The Vermont pilot study results demonstrate that a richer profile of the health workforce can be obtained by using both standard workforce measures and more subjective questions to assess a statewide need for nurses.

Data Collection↗

Combating the nursing shortage. Vermont's call to action.

This article describes the centrality of the nursing leadership role in Vermont's statewide efforts to combat the nursing shortage, particularly the establishment of a Blue-Ribbon Commission and an Office of Nursing Workforce Research, Planning, and Development. Recommendations by the Blue-Ribbon Commission along with its progress to date are presented. The role of the Office of Nursing Workforce Research, Planning, and Development is described in accomplishing the recommendations of the Blue-Ribbon Commission. These efforts have been cumulative, characterized by innovation and unprecedented collaboration between stakeholders representing nursing, public health, health care administration, education, and the political and private sectors. Lessons for replication are underscored.

Fellowships and Scholarships↗

Middle school students' perceptions of an ideal career and a career in nursing.

Many strategies are currently needed to address a profound nursing shortage that is threatening health care quality. One strategy is to increase the interest of youth in the profession of nursing. Middle school students' perception of nursing offers important clues toward successful recruitment of the next generation of nurses. The focus of this exploratory study was to compare a convenience sample of 301 male and female middle school students' perceptions of an ideal career versus a career in nursing. A post hoc analysis of variations by gender was also done. Perceptions of nursing and the ideal career were measured with an instrument developed by May, Champion, and Austin (1991), which has been assessed for reliability and validity in previous studies. Data were analyzed descriptively and inferentially, by using paired t tests and Bonferroni adjustments to control for multicolinearity. The respondents voiced statistically significant differences between nursing and the ideal career in key variables related to autonomy, respect, compensation, and "busyness." When comparing boys with girls, however, there was more congruence between boys' perception of nursing and ideal career than girls'. Implications for the development of timely and effective nursing recruitment campaigns targeting middle school students are offered.

Adolescent↗

The volunteer potential of inactive nurses for disaster preparedness.

OBJECTIVES: Inactive nurses' interest in volunteering for emergency preparedness was examined. METHODS: A mail survey was sent to the entire Vermont Board of Nursing list of in-state inactive and lapsed registered nurses (n = 3,682). A high rate of undeliverable surveys (60%) was found and 611 surveys were returned for a 20% response rate. RESULTS: Twenty-seven percent of the respondents were interested in volunteering. Those interested in participating in volunteer work as part of a national homeland security effort were significantly more likely to (a) be younger in age (p < 0.0001); (b) identify themselves as "being a nurse" (p = 0.001); (c) be employed versus retired (p = 0.002); and (d) be currently volunteers (p = 0.001). CONCLUSIONS: Because 33% of the nation's nurses are over age 50, inactive nurses offer a potentially large pool of volunteers for emergency preparedness training and response in the years to come.

Adult↗

Does a 'shadow workforce' of inactive nurses exist?

The entire population of inactive nurses in Vermont was surveyed to determine if a "shadow workforce" exists. The notion that large numbers of nurses are available to return to work is not supported by this study. Desirable benefits for those wishing to return are discussed.

Adult↗