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System performance is the real problem.

Abstract

Baker and Norton are right in calling for a study of medical error in Canada, and they have provided some very reasonable recommendations for reducing the problem. Medical error, however, is just part of a broader problem of performance quality in healthcare. The healthcare system itself is now being identified as a major cause of illness, death and added costs because of errors, infections, the adverse effects of medications, the underuse of effective interventions and the provision of unnecessary or inappropriate care. For the healthcare system to aspire to the safety level of other modern industries (e.g., airlines) there will be a need for: leadership and vision; better data systems and information on performance; commitment and skills development among providers; and better accountability.

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BibTeXRIS

J Millar. 2001. System performance is the real problem.. https://doi.org/10.12927/hcpap..16936

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Investing in Canada's nursing workforce: a comprehensive review to inform policy innovations and directions.

BACKGROUND: Health systems worldwide face persistent health workers challenges including nursing shortages, workforce strain, and inequities. In Canada, these challenges have prompted renewed national and provincial reforms to strengthen recruitment, retention, leadership, and sustainability. This paper compares nursing workforce policy directions across Canada, and international jurisdictions to inform policy and planning. METHODS: A cross-country comparative analysis of policies building on a comprehensive national funded review that included an umbrella review of 69 systematic reviews, a comparative policy review of nursing workforce strategies in five jurisdictions, and validation through national horizon-scanning and policy dialogues (n >100). Evidence was analyzed across system, organizational, and individual levels. RESULTS: At the system level, international jurisdictions demonstrate comprehensive, legislated approaches integrating data, governance, and multi-year funding have advanced key nursing strategies. In Canada, the advances show the importance of strategies to have national and provincial/territorial alignment emphasizing leadership, flexibility, and inclusion as key levers. Organizational and individual-level reforms such as mentorship, leadership development, and wellness initiatives are expanding but remain variably evaluated. Experts identified national workforce data strategies and policy integration with embedded evaluation as key enablers to inform scalability and sustainability of implemented strategies. CONCLUSIONS: Canada's nursing workforce reforms are advancing toward coordinated, equity-driven, and evidence-informed strategies. Continued investment in evaluation, leadership, and national integrated data systems along with integrating nursing workforce planning within broader intersectoral planning will consolidate these gains and position Canada as an international leader in sustainable nursing workforce policy.

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