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At least 235 records · Page 13Linked to original sources
PubMed1994

Generalist physicians in nonmetropolitan countries in Ohio.

OBJECTIVE: To identify by specialty (family practice, general internal medicine, and general pediatrics) the number and ratios of generalist physicians per 100,000 population in nonmetropolitan counties in Ohio and to describe the trends in these data from 1975 through 1990. DESIGN: The data were compiled on a country basis by physician census takers residing in each county in Ohio. The US Office of Management and Budget's definition of nonmetropolitan counties formed the basis of the calculations. RESULTS: In nonmetropolitan counties of Ohio, generalist physician numbers and ratios improved between 1975 and 1990 in general internal medicine (from 5.9 to 10.2 per 100,000 population) and general pediatrics (from 2.6 to 4.9 per 100,000 population) but not in family practice, which experienced a decrease from 31.0 to 28.7 per 100,000 population. Eight counties with no hospitals were unable to attract general internists or general pediatricians. CONCLUSIONS: The results of this study indicate the importance of characterizing generalist physician workforce data by specialty and practice location on a state-wide basis and suggest that increasing the supply of physicians does not greatly improve the geographic distribution of the medical workforce. These findings should affect the development of local, state, and federal physician workforce policies aimed at addressing the problem of physician geographic maldistribution.

Family Practice↗
PubMed2002

Health protection--a strategy and a national agency.

The Chief Medical Officer for England has published a strategy for health protection and announced the formation of a new body, the Health Protection Agency, to deal with the threats to health from infectious disease, chemicals, toxins and radiation hazards. This reflects international recognition of the need to combat threats to health from the likes of tuberculosis, HIV, influenza, anti-microbial resistance, chemical accidents and bio-terrorism, and the risks to health associated with increased movements of people, animals and goods, climate change and industrialisation. The strategy will strengthen surveillance and response linking contributions from clinical specialities with public health, microbiology, toxicology and radiation science within the health protection family. The Agency will be formed by combining a number of national and specialist public bodies and personnel delivering local protection services. The strategy represents a unique opportunity to strengthen local and national structures and develop a world-class health protection service. Detailed plans are being developed by the Department of Health with a variety of stakeholders for the launch of the Agency in 2003. A number of challenges will have to be met including developing and training the workforce in health protection, providing career structures for public health scientists and nurses, strengthening electronic communications and developing health protection networks within broader public health structures. Health protection should now be recognised as a sub-speciality of public health.

Bioterrorism↗
PubMed2002

Nurses and English primary care groups: their experiences and perceived influence on policy development.

AIMS OF THE STUDY: To investigate the experiences and perceived influence of nurses serving on English primary care group boards. BACKGROUND: The development of the nursing workforce and nursing services in primary care have been piecemeal and nurses have not always contributed to policy development. The recent establishment of primary care groups (PCGs) in the United Kingdom (UK) potentially offers nurses the opportunity to take a concerted and strategic role in developing professional roles and planning service developments. RESEARCH METHODS: As part of a longitudinal study of a 15% random sample of English primary care groups, nurse board members were surveyed in the winter of 1999. One hundred and forty-four nurses were invited to return self-completion questionnaires. RESULTS: Completed questionnaires were returned by 106 of those invited to participate (73%). Respondents reported that combining their usual work with their role in the PCG was frequently difficult. Only 26% perceived that they had been well prepared for their new role. Compared with other board members [for example, general practitioners (GPs)], nurses perceived that their own influence was limited, with only a quarter rating the influence of nurses on decision-making as great. Most of the sample were feeding back information to other primary care and community nurses working in the locality and 52% rated communication with this wider constituency as good or better. Nurse board members were enthusiastic about their role and optimistic about the positive future impact of PCGs on health. CONCLUSIONS: PCGs are still at a relatively early stage in their development. It is still too early to assess their impact on nurses working in primary care and community settings. Board membership offers nurses a voice in local health policy development.

Attitude of Health Personnel↗
PubMed1993

Take forth your human resource agenda--manage performance and reward.

Suggests that managing performance should not just be a once-a-year appraisal of people, but should be a dynamic process integrating the various aspects of organizational and human resource management, including staff appraisal and development, as well as quality, standards, targets and outcomes, etc. Points out that the best route to organizational success is through people, and that service industries particularly are highly dependent on people to achieve the business goal. States that managing performance is achieved by managing change and communication, motivating and developing, and equipping the organization with the skills needed to move forward successfully. Integrating into the overall strategy, performance links inextricably with reward, job design, workforce profiling, competences and development. To be a learning company needs commitment to employee development--this, in turn, means commitment to managing human resources effectively, therefore managing reward and performance.

Employee Incentive Plans↗
PubMedDate not supplied

Inservice education: career development for South Australian nurses.

Inservice education is mandatory for the development of a skilled workforce and a planned rational program is required to ensure that labourforce requirements are met in specific areas of practice. The South Australian Health Commission (SAHC) has endorsed a Career Development Model for Nursing Practice which among other things will assist in the planning and implementation of inservice education in South Australia (SA). The model is based on the principles of advancement, competency and diversity and reflects the Dreyfus Model of skill acquisition adapted to nursing by the American nurse theorist Patricia Benner.

Career Mobility↗
PubMed2002

Current issues in continuing education for contemporary behavioral health practice.

The evolving health care system poses a number of challenges for the continuing development of the professional workforce. An overview of continuing education is provided, including typical objectives, format, content, and sponsors. Data are presented on continuing education requirements by discipline and by state. The forces of change that have driven the need for revised approaches to continued professional development are described, including research findings on the apparent lack of effectiveness of didactic learning activities. Current issues in continuing education are discussed, with a focus on educational content, financing, and the use of emerging technologies as a medium for these activities. The authors conclude with five recommendations for improving the process and content of continuing education for the professional behavioral health workforce.

Behavioral Sciences↗
PubMed1994

A profile of ICD-9-CM coding staff in NSW and ACT hospitals.

The ICD-9-CM coder workforce is on the brink of major changes given impetus by increasing commitments to casemix-based funding and management strategies within the public and private hospital sectors. A study of the ICD-9-CM coding process in NSW and ACT hospitals was undertaken by the School of Health Information Management, Faculty of Health Sciences, The University of Sydney during 1991. This article profiles the composition of the ICD-9-CM coder workforce in NSW and the ACT based on the findings of this study. Recent developments pertaining to national coder workforce issues are also discussed.

Abstracting and Indexing↗
PubMed2001

Implementing a perioperative nursing fellowship program.

The population of nurses in the United States is aging. After suffering high OR nurse vacancy rates for several years, leaders at the Inova Health System Implemented a nurse fellowship program. This six-month didactic and precepted learning program is aimed at experienced RNs who do not have OR experience but would like to work in the OR. Two years after implementation, the OR nurse vacancy rate in the health system has decreased from 27% to 15.5%.

Adult↗
PubMed1997

Implementation of the RN first assistant role.

The RN first assistant (RNFA) program at Children's Hospital of The King's Daughters in Norfolk, Va, began as a dream in which RNs could expand their role within a cost-effective, hospital-based implementation of the RNFA role. Our dream included a career development path for perioperative nurses who had few other career options within the surgical arena. This article describes how the dream came true.

Goals↗
PubMed1995

A career ladder program designed by perioperative staff nurses.

Staff members at Baylor University Medical Center, Dallas, were dissatisfied with the existing clinical ladder program, so a committee of perioperative staff nurses was appointed to create a new program. The new program was based on a literature review and RN and management survey data. Under the new program, nurses must accumulate points to quality for or maintain clinical nurse levels I, II, or III. The point system recognizes many professional contributions that were ignored by the previous program.

Academic Medical Centers↗
PubMed1997

Mapping the difficulties experienced by clinicians and managers in health and social care who are seeking to develop research skills.

In 1994 the Department of Health commissioned project work and reviews to inform the development of a National Strategy to enhance the capacity of the NHS workforce to contribute to Research and Development. This paper reports one aspect of this review: a preliminary study mapping the difficulties experienced by clinicians and managers who sought to develop their research skills. A range of professionals were included in the sample, all of whom had applied for funding to undertake research education or training through a variety of schemes offering differing levels of support. There was a remarkable degree of consistency between the professional groups in terms of their level of training, success in achieving funding and their perception of the difficulties they faced in pursuing funding for research training--which they ranked in the same order of importance. However, two major significant differences arose: nurses and therapists rated their managers as less helpful, and they felt that completing application forms for research training was a skill that they lacked. The ranking of areas of difficulty, and the additional comments made by all respondents highlight issues that need to be addressed within a coherent strategic framework to reduce the difficulties experienced by those professionals wishing to pursue funding for research training.

Adaptation, Psychological↗
PubMed1998

Health and medical informatics education for nurses and health service managers.

Health and Medical informatics is a discipline encompassing and combining aspects of all health, medical and informatics disciplines. Consequently, the topics to be covered in any educational program can vary considerably both in depth and breadth. Given that such programs need to meet the needs of a very diverse health professional workforce, educators need to develop curricula to suit specific target groups although common topic areas need to be included. This paper presents the state of play regarding nursing informatics education. It discusses informatics education for health service managers primarily in Australia through the use of a case study and compares these with some other similar programs. It then explores some of the issues encountered which are seen as impediments to the progression of health and medical informatics education, the most significant of which is traditional University organisational structures which do not readily facilitate multidisciplinary educational programs.

Accreditation↗