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PubMed1983

Haematological and biochemical parameters in an industrial workforce.

Biochemical and haematological data for two consecutive years are presented on about 2000 people from the workforce of a large chemical company. The data are examined for the influence of sex, age, season, time of blood sampling, and patterns of work on the various indices. In addition to the results confirming previously published work relating to the effects of age and sex, they provide interesting new information on the possible influences of seasons and patterns of work, that is, whether the subjects were shift or day workers. Further studies on the influence of these various factors are required, and our on-going survey will perhaps provide more definite data in due course. The findings show the importance of quantifying these variables, particularly in an industrial workforce where minor changes may be of significance.

Adolescent↗

PubMed2006

Developing the children's nursing workforce: profile, first jobs and future plans of newly qualified diplomates.

Concerns regarding the number of children's nurses persist despite initiatives designed to reverse this trend. Recruiting and retaining a diverse nursing workforce is high on the policy agenda, particularly since the publication of the National Service Framework for Children, Young People and Maternity Services. This article reports findings from the first phase of a longitudinal study investigating the careers of child branch diplomates, focusing on the cohort's profile, first jobs and future plans. Findings suggest there is considerable scope to increase diversity in the children's nursing workforce. Child health diplomates indicate little sign of early attrition from nursing at qualification. Continuing professional development is a high priority for many child health nurses at the outset of their careers. These findings provide an important benchmark for later stages of child branch nurses' careers.

Adult↗

PubMed1996

Stress at Work: An Evaluation of Occupational Stressors as Reported by a Multicultural New Zealand Workforce.

Occupational stress is a cause of considerable morbidity, but research on work stressors has comparatively neglected the moderating effects of gender, age, ethnicity, and occupation. A workforce of 5,467 European, Maori, Pacific Islander, and Asian employees, 40 years old or older, working for 41 companies, completed a questionnaire giving details of total stressors and subcategories of stressors. Relative risks were estimated using numbers above and below median scores. There were significant associations between increased stressors and the following [with category showing highest relative risk, and corresponding relative risk (95% confidence interval)]: male gender [job scope, 1.50(1.37,1.63)]; young age [rapport with management, 1.34(11.23,1.46)]; administrative goup [job pressure, 1.85(1.69,2.03)]; and a negative association with Pacific Islander ethnicity [rapport with management, 0.59(0.52,0.66)]. These findings indicate areas in a workforce to which stress-reduction interventions can be directed.

Journal Article↗

PubMed2006

Health workforce issues and the Global Fund to fight AIDS, Tuberculosis and Malaria: an analytical review.

Recent studies have shown evidence of a direct and positive causal link between the number of health workers and health outcomes. Several studies have identified an adequate health workforce as one of the key ingredients to achieving improved health outcomes. Global health initiatives are faced with human resources issues as a major, system-wide constraint. This article explores how the Global Fund addresses the challenges of a health workforce bottleneck to the successful implementation of priority disease programmes. Possibilities for investment in human resources in the Global Fund's policy documents and guidelines are reviewed. This is followed by an in-depth study of 35 Global Fund proposals from five African countries: Ethiopia, Ghana, Kenya, Malawi and Tanzania. The discussion presents specific human resources interventions that can be found in proposals. Finally, the comments on human resources interventions in the Global Fund's Technical Review Panel and the budget allocation for human resources for health were examined. Policy documents and guidelines of the Global Fund foster taking account of human resources constraints in recipient countries and interventions to address them. However, the review of actual proposals clearly shows that countries do not often take advantage of their opportunities and focus mainly on short-term, in-service training in their human resources components. The comments of the Technical Review Panel on proposed health system-strengthening interventions reveal a struggle between the Global Fund's goal to fight the three targeted diseases, on the one hand, and the need to strengthen health systems as a prerequisite for success, on the other. In realizing the opportunities the Global Fund provides for human resources interventions, countries should go beyond short-term objectives and link their activities to a long-term development of their human resources for health.

Journal Article↗

PubMedDate not supplied

Evaluation of community pharmacy service mix: evidence from the 2004 National Pharmacist Workforce Study.

OBJECTIVES: To describe the mix of pharmacy services being offered in different types of community pharmacy practices and to identify factors associated with a community pharmacy offering pharmacy services. DESIGN: Cross-sectional study. SETTING: Community pharmacies (independent, chain, mass merchandiser, and supermarket pharmacies). PARTICIPANTS: Pharmacists practicing full-time or part-time who worked in community pharmacies and responded to the 2004 National Pharmacist Workforce Survey. INTERVENTION: Mailed survey from the 2004 National Pharmacist Workforce Survey, which included core content questions for all sampled pharmacists and supplemental surveys that included workplace questions for a selected subsample of pharmacists. MAIN OUTCOME MEASURES: Type and frequency of pharmacy services being offered in a community pharmacy, including dispensing and product-related services (e.g., specialty compounding), and pharmacist care services (e.g., immunizations, smoking cessation, health screening, medication therapy management, wellness screening, nutritional support, and disease management services). RESULTS: Four pharmacist care services were reported as being offered at more than 10% of community pharmacy practices: immunizations, smoking cessation, health screening, and diabetes management. The number of pharmacist care services offered at a community pharmacy was positively associated with having at least three pharmacists on duty, innovativeness of the pharmacy, status as an independent pharmacy, and status as a supermarket pharmacy. More than one half of the community pharmacy practices did not offer any of the eight pharmacist care services included in a pharmacy service index. CONCLUSION: Pharmacy services were reported at relatively few community pharmacies, and were associated with pharmacy innovativeness, pharmacist staffing levels, and pharmacy setting. Some community pharmacies are offering pharmacy services as part of their business strategy, while others are dedicated to dispensing services. Continued study of pharmacy service availability in community pharmacies is needed to improve our understanding of our capacity to deliver such services, including medication therapy management services.

Community Pharmacy Services↗

PubMedDate not supplied

Community pharmacists' work environments: evidence from the 2004 National Pharmacist Workforce Study.

OBJECTIVES: To describe characteristics of community pharmacists' current practice environments and pharmacists perceptions' about aspects of their work environments. DESIGN: Cross-sectional study. SETTING: Community pharmacies (independent, chain, mass merchandiser, and supermarket pharmacies) in the United States. PARTICIPANTS: 1,564 actively practicing pharmacists. INTERVENTION: Mailed survey from the 2004 National Pharmacist Workforce Survey, which included core content questions for all sampled pharmacists and supplemental surveys that included workplace questions for a selected subsample of pharmacists. MAIN OUTCOME MEASURES: Hours the pharmacy was open; staffing; workload, perceptions of workload, and impact of the current workload on them and their work; equipment and technology available and used; and impact of equipment and technology at the practice site. Responses were compared with those from the 2000 National Pharmacist Workforce Survey. RESULTS: Hours of operation varied across practice settings in 2004 and were similar to those reported in 2000. Pharmacist and technician staffing varied somewhat across settings, but overall pharmacists were working with more technicians in 2004 compared with 2000. The number of prescriptions personally dispensed daily (personal workload) increased for pharmacists in all practice settings from 2000 to 2004. When pharmacists reported the impact of their current workload, motivation to work at the pharmacy and job satisfaction were rated most positive, and opportunity to take adequate breaks were rated most negative. Equipment used for facilitating the dispensing process was more common in pharmacies than equipment related to patient care activities. More than one half of pharmacists reported that equipment and technology increased their level of productivity, quality of care, financial performance, and job satisfaction in the pharmacy. CONCLUSION: Pharmacists' work environments tend to be oriented toward traditional dispensing roles and activities. Staff, equipment, and information technology resources are available to facilitate both dispensing and patient care activities, and these resources have increased productivity, quality of care, and pharmacists' satisfaction.

Community Pharmacy Services↗

PubMedDate not supplied

Nursing workforce retention: challenging a bullying culture.

Discussions surrounding nursing shortages typically focus on recruitment, but retention is also a problem. Emerging research suggests that intimidation in the nursing workforce is a problem that planners need to deal with as part of an overall strategy aimed at maintaining a balance between supply and demand. This paper explores issues surrounding intimidation in the nursing workforce and looks at how one major teaching hospital in Australia attempted to address the problem.

Agonistic Behavior↗

PubMedDate not supplied

Verizon works to eliminate disparities in health care for its diverse workforce.

Eradicating disparities in health care is an ongoing process that must continue through actions from a variety of stakeholders, including employers. Verizon Communications has a diverse workforce of more than 200,000 employees and is committed to attracting and retaining a workforce that mirrors its customers, speaks their languages, and understands their needs. The company developed and implemented a comprehensive plan to help ensure that minority employees and their families receive the health care they need and deserve based on the Institute of Medicine's 2003 report Unequal Treatment.

Communication↗

PubMedDate not supplied

The changing shape of the physician workforce in prepaid group practice.

Multiple factors have combined to change the size and specialty composition of the physician workforce in the nation's largest prepaid group practices over the past two decades. An examination of these changes can shed some light on the past and potential future impact that changes in medical technology are likely to have on the physician workforce of these organizations and the greater physician community.

Employment↗

PubMedDate not supplied

The physician workforce crisis: where is the evidence?

Barbara Starfield and colleagues present evidence that having more primary care physicians and fewer specialists per capita is associated with lower mortality rates. These analyses stand in contrast to those guiding national workforce policy recommendations, which use current physician-to-population ratios as a normative reference for future physician requirements. Proponents of physician training expansion need to establish a body of evidence that having additional physicians will lead to improved health and well-being of patients and populations. Research to date, in contrast, indicates that physician workforce levels, particularly of specialists, are not a primary factor in determining health outcomes.

Health Status↗

PubMed2005

Integrating occupational safety and health information into vocational and technical education and other workforce preparation programs.

The high rates of injury among young workers are a pressing public health issue, especially given the demand of the job market for new workers. Young and new workers experience the highest rates of occupational injuries of any age group. Incorporating occupational safety and health (OSH) information into the more than 20 000 vocational and other workforce preparation programs in the United States might provide a mechanism for reducing work-related injuries and illnesses among young and new workers. We assessed the status of including OSH information or training in workforce preparation programs and found there is an inconsistent emphasis on OSH information.

Accidents, Occupational↗

PubMed2000

Needs assessment and a model agenda for training the public health workforce.

OBJECTIVES: A training needs assessment project tested the use of "universal" competencies for establishing a model training agenda for the public health workforce. METHODS: Agency supervisors selected competencies for training priorities. Regional and national public health leaders used these selections to design the model training agenda. RESULTS: The competencies given high priority by supervisors varied among state and local agencies and included some not within the universal set. The model training agenda reflected supervisors' priorities as well as leaders' perspectives. CONCLUSIONS: The universal competencies provide a useful starting point, but not necessarily an exclusive framework, for assessing and meeting the training needs of the public health workforce.

Curriculum↗

PubMed1995

Workforce deployment: reconciling demands and resources.

OBJECTIVE: The purpose of the study was to review the information in a Consultancy prepared for the National Mental Health Policy which suggested that half of the people with serious mental illnesses were untreated, while persons with "mental problems" were being overserviced by the specialist mental health services. The fate of the large group of persons with mental disorders of mid-range severity was not addressed. METHOD: Epidemiological data was reconciled with the service patterns of the clinical workforce and the extent of the unmet need estimated. RESULTS: It was estimated that 25-30% of the Australian population meet criteria for a mental disorder in any year, yet less than one third will receive treatment. Of those that are treated, three quarters will receive their treatment from general practitioners and the remaining quarter will be treated by either the public mental health services, the addition services, or private psychiatrists. The problem is that less than one half of those with serious mental disorders and only two thirds of those with chronic and disabling disorders appear to be being treated by anyone. Even if there were no slippage of services away from these serious and chronic groups of patients, there would still be a workforce shortfall, especially in rural and remote areas. CONCLUSIONS: Strategies to remedy this shortfall that involve psychiatrists, clinical psychologists and general practitioners are noted, and the need for a National Mental Health Survey to provide accurate data is stressed.

Australia↗

PubMed2003

[A study on the projected workforce of nephrology clinical nurse specialist (CNS) in Korea].

PURPOSE: The purpose of this study was to study the projected workforce of nephrology CNS in Korea. METHOD: Need models, ratio methods and expert opinion were used for projecting needs for the nephrology CNS. RESULT: In 2001, there are 28,046 ESRD(end stage of renal disease)patients, 304 renal replacement centers and 1695 nephrology nurses in Korea. the hemodialysis patients per hemodialysis nurse was 12. The number of nephrology CNS required to meet the demand for caring of ESRD patients in 2002, 2005 and 2020 was estimated at 616, 837 and 3105, respectively. 47 ESRD patients per nephrology CNS was revealed as a workforce standard before 2005. After 2005, It was 31 ESRD patients per nephrology CNS. CONCLUSION: This study founded the need to project future increments and development in supply of qualified nephrology CNS.

English Abstract↗

PubMed1998

The physician workforce and financing of graduate medical education. American College of Physicians.

This paper addresses key issues concerning the physician workforce and the financing of graduate medical education. The American College of Physicians recommends the establishment of a national advisory organization to develop a coherent and coordinated national policy on the health professions workforce. Given the increasing oversupply of physicians, the College recommends that no new medical schools be created, that total enrollment in U.S. medical schools not increase, and that the number of international medical graduates entering residency training in the United States be restricted. All health care payers should share the cost of graduate medical education, funding should be predictable and stable, and funding should include ambulatory training sites. The number of first-year residents should be linked more closely to the annual number of medical graduates in the United States, and Medicare payments for medical education and training should be made only to the health maintenance organizations that actually incur these costs. The College advises that hospitals providing care primarily to underserved populations and indigent persons need stable funding with which to pay for personnel to replace residents. The College calls for research to evaluate the feasibility of establishing a voucher system, in which each resident would receive payment authorization certificates to fund training at accredited residency sites. Additional research is also recommended to distinguish the individual costs involved in graduate medical education from other costs associated with graduate medical education and the costs of care of indigent persons.

Education, Medical, Graduate↗

PubMedDate not supplied

Workforce literacy: do we have a choice?

Rapidly occurring demographic change and the demand for higher and higher skills in the workforce present a challenge for business and education. The investment the workplace makes in basic education for its employees will not only increase skills, but positively affect attitudes toward the employer, stimulate a desire for education and promotion and raise self-esteem. The rich mix of racial, ethnic and global experiences represented in today's workforce is a great potential advantage. We must face the question of best developing this potential for the future. Investment in personnel is not only worth-while--there is no other choice. We must not lose the opportunity.

Educational Status↗

PubMed1996

English-only work rules: balancing fair employment considerations in a multicultural and multilingual healthcare workforce.

Most healthcare organizations are currently or will shortly be composed of a multicultural and multilingual workforce. In attempting to manage such diverse workforces. English-only work rules may be necessary to ensure effective communication among workers. However, care must be taken to insure that the employees' rights to free speech and a harassment-free workplace are not infringed by utilizing English-only work rules. This article attempts to assist the healthcare manager in dealing with the legal aspects of English-only work rules. Specifically, an examination of two legal cases is provided to illustrate the various legal aspects of such work rules. Also, suggestions are offered as to how and when, or when not, to implement English-only work rule in order to avoid possible liability.

Cultural Diversity↗

PubMed1998

Medical workforce planning. Spreading the load.

Medical workforce planning is a difficult and neglected area, but ignoring it will cost the NHS dear. Setting up collaborative mechanisms to deal with medical training and workforce issues is not easy, but has been shown by one health authority to be worthwhile. Plans for an 8 per cent increase in consultant posts will, if implemented, cost the HA 700,000 Pounds a year in salaries and on-costs alone, but better information has enabled the most beneficial to be prioritised.

Health Planning↗