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PubMed2006

Workforce development for older youth.

The challenges facing youth who are disconnected from our nation's employment and education systems are expansive. Research has suggested that youth services and supports that are grounded in a developmental approach not only help young people avoid self-destructive behavior, but also enable them to acquire the academic and work-readiness skills and personal attributes that employers seek. In 1995, the National Youth Employment Coalition and its members established the Promising and Effective Practices Network (PEPNet) to identify the key elements of quality youth programs and develop tools that would help organizations establish, connect to, and promote quality programs. PEPNet represents a standards framework that captures the key elements common to successful programs that connect youth to jobs, careers, and education. This chapter provides some insights into the current practices that have been implemented to facilitate older youth's transition to the workforce and highlights the supports youth need for successful adulthood, citizenship, and career pursuits.

Achievement↗

PubMed2000

Repeatability of tibia lead measurement by X-Ray fluorescence in a battery-making workforce.

The purpose of this study was to remeasure in vivo tibia lead levels in a lead-acid battery manufacturing workforce measured in a previous survey and believed to be unrealistically high. Tibia lead levels were measured by K-shell X-ray fluorescence (XRF) spectroscopy in a stratified random sample (n=40) of the original study group (n=381). The repeat survey showed much lower tibia lead levels (median=54.3 microg lead/g bone mineral, compared to 217.9 microg lead/g bone mineral, n=40). Tibia lead levels were significantly correlated with duration of occupational exposure, zinc protoporphyrin levels, and cumulative blood lead index, but not with current blood lead levels. Thirty-eight of the 40 subjects underwent two consecutive tibia lead measurements to assess the test-retest repeatability of the XRF tibia lead measurement technique. The intraclass correlation coefficient between repeated measurements was 0.926 (P=0.0001). Three measurement pairs differed by more than 20 microg/g. There was no fixed or proportional bias between the two sets of measurements. We conclude that the technique offers a highly repeatable measurement of tibia bone lead. However, care needs to be taken to avoid contamination when performing measurements on active lead workers.

Adult↗

PubMed1990

Women in the workforce and family structure in Australia.

"The purpose of this paper is to set out some of the changes that have taken place in the economic status of women in Australia and to discuss the relationship between economic factors and family structure. I look to the position of women in the workforce and examine some of the possible explanations for the increase in female participation. These include the increase in the female wage, demographic changes and changes in the industrial composition of the economy. In a final section, I examine some of the evidence for the effect of economic variables, particularly the wage, on fertility."

Australia↗

PubMed2000

Workplace and workforce 2000+ -the future of our work environment.

OBJECTIVES: Research in the Human Resource Department at the University of Mannheim is directed towards the exploration of future work structures and design, and their effects on employees and employment relations. METHODS: The main methods applied are trend extrapolation and simulation in combination with delphi research methodology. The trends observed during the last decade suggest that the workplace and workforce in the new millenium will primarily be affected by flexibilization, decentralization, and globalization. RESULTS AND CONCLUSIONS: Flexibilization will lead to a core group with unlimited full employment and an increasing larger group of short-term limited and/or part-time employees who face severe employment risks, ultimately resulting in stress. Flexibilization will also affect the workplace. Information technologies will dissolve social entities. The virtual company suppresses social interaction and will as a consequence create new forms of alienation. Decentralization will increase the responsibility for business processes. Employees will be regarded as business process owners and will be held responsible for their results, a situation which again creates new stress factors. Globalization enhances competition, which in turn will encourage competitive attitudes at the workplace. Internal market mechanisms will take the place of performance appraisals by management. Market evaluation will substitute leadership styles and communication, which stand for the human side of enterprise. The psychosocial problems arising from these developments will produce new challenges for occupational health professionals.

Forecasting↗

PubMed2004

[Immunisation coverage in the adult workforce 2003. Utilisation of routine occupational health checks to ascertain vaccination coverage in employees].

The immunisation campaign from February to December 2003 in the federal state of Schleswig-Holstein focused for the first time on the immunisation coverage in adults in the workforce. During routine occupational health checks vaccination against diphtheria, tetanus, poliomyelitis, measles, mumps, rubella, hepatitis A and B (according to vaccination certificates) as well as vaccinations carried out on site (active duty) were documented. We received 12,770 anonymous and completed questionnaires including 4167 from healthcare workers (with immunisation certificate 11,260 and 3776, respectively). The campaign was useful in several respects: (1) For the first time data on the immunisation coverage of the active work-force became available for Schleswig-Holstein. (2) The acceptance of vaccinations by the employees was increased in general and also influenced family members. (3) Occupational health physicians can close important gaps in immunisation coverage. The results show that (1) immunisation coverage was higher in women, young adults and health-care workers and (2) if a vaccine is available, then acceptance is also present. Within the joint effort of the continued regional vaccination campaign waged since 1999, the previous focus of the campaign's activities (children and adolescents) has now had a positive impact on vaccination coverage in the age groups under 20 years and up to 29 years.

Adolescent↗

PubMed2006

Incremental changes in the workforce to accommodate changes in demand.

In many service organizations, rosters must be constructed weekly or monthly as demand and available personnel change. Once the permanent workforce is fixed, it may not be possible to alter its composition easily, implying that expensive contract labor may be the only option to cover shortages. With respect to nursing resources, this means calling in part-timers, casuals, or agency nurses on a daily basis, or hiring travelers for up to several months at a time. This paper addresses the latter option and presents two models that can be used to solve what we call the nurse addition problem. The first was originally developed to solve the midterm preference scheduling problem and is based on a pattern-view formulation. The second is derived from a shift-view formulation and is solved with a branch-and-price algorithm. In either case, the objective is to hire up to some predetermined number of nurses and assign them midterm schedules that minimize the maximum amount of uncovered shifts per day in the planning horizon. Each roster selected for a new nurse must satisfy a set of hard constraints related to the total working hours, workstretches, time between shifts, and weekend requirements, and a set of soft constraints related

Humans↗

PubMed2006

Policy on new workforce roles: a discussion paper.

Addressing workforce issues has increasingly become a central feature of the organisation and management of public sector services internationally. The introduction of new work roles to public services is one approach advocated in response to recruitment and retention difficulties with professional staff and to increasingly complex services. This paper aims to critically examine UK's new roles policy in a health care context and explore its wider relevance by drawing on findings from an action research Ph.D. study aimed at exploring one such new role. This deliberately flexible role was held by individuals without a recognised qualification but study findings illustrate that, over the time, the role came to include the complex discharge planning work with patients previously carried out by registered nurses (RNs). The analysis presented highlights shortcomings in current new roles policy including the unacknowledged influence of competing policy goals; the erroneous assumption that defining who does what is clear-cut in practice; the lack of longer-term review of new roles; and the incompatibility between role flexibility and needs for role clarity. Policy makers, managers and practitioners are urged to acknowledge the subtleties and complexities of new work roles in the public sector highlighted by this study.

Attitude of Health Personnel↗

PubMed1998

The differential effects of alcohol consumption and dependence on adverse alcohol-related consequences: implications for the workforce.

Previous literature has supported the hypothesis that high rates of alcohol consumption are associated with adverse social consequences and that dependence on alcohol has an effect on that relationship. The purpose of this paper is to further specify the alcohol consumption-adverse consequences linkage by developing and estimating a latent variable model that incorporates the mediating effects of loss of control over alcohol consumption. This model is applied to measures for three alcohol-related constructs--consumption, loss of control and adverse consequences--incorporated in the 1991 National Household Survey on Drug Abuse, for members of the primary workforce in the US. The research suggests that workplace decision makers attempting to minimize the adverse workplace consequences of alcohol abuse should implement procedures that assess and respond to alcohol dependency rather than relying exclusively on detection of and intervention with alcohol consumption per se.

Adult↗

PubMed1997

Populations in the U.S. workforce who rely on voice as a primary tool of trade: a preliminary report.

The United States Bureau of Labor Statistics and other sources were consulted about the percentages of the working population that we identified as professional voice users. The largest percentage may be in sales and sales-related occupations (13%), but the exact breakdown of those who approach their clients vocally rather than by mail is still uncertain. The second largest population is teachers, who comprise 4.2% percent of the U.S. workforce (1994 statistic). Teachers have been identified as having the greatest incidence of voice disorders. Population data are also given for professional voice users who could present a significant hazard to public safety if their vocal communication skills were severely impaired.

Employment↗

PubMed2003

Assessing competencies of the public health workforce in a frontier state.

The purpose of this study was to determine the level of perceived proficiency of a public health workforce based on the Public Health Practice Core Competencies. The Public Health Profile and Training Needs Assessment questionnaire was mailed out to public health employees representing mostly public health nursing, environmental health, mental health, and public health management/administration (n = 696). Nearly three-quarters (74%) of participants were female and 96% reported being white. Eighty one percent of participants were currently employed full-time. The majority of participants were trained at the bachelors level (54%). The response rate was 63.9%. Findings from this study show that all disciplines reported higher perceived proficiency in the Communication skills domain compared to the other seven skills domains. Perceived low skills domains included "financial planning and management skills" and "policy development/program planning skills" among public health nurses, mental health professionals, and environmental health specialists. Management/administration level staff reported their lowest perceived proficiency in Basic Public Health Science skills. Each group had different strengths and weaknesses and the necessary level of skill needed differs among discipline groups, thus future trainings on the Public Health Core Competencies should be discipline specific.

Adult↗

PubMed2003

Race and the workforce: occupational status, aspirations, and stereotyping among African American children.

This study examined whether African American children's perceptions of occupational status and their own vocational interests are affected by racial segregation of the workforce. Children (N = 92) rated familiar occupations with respect to status, desirability, and stereotyping. Children also rated novel jobs that had been depicted with African Americans, European Americans, or both African and European Americans. As predicted, for familiar jobs, children's judgments were linked to their knowledge of racial segregation of these jobs. In addition, novel occupations that had been depicted with African Americans were judged as lower in status than the identical occupations that had been depicted with European Americans, demonstrating a causal influence of workers' race on children's judgments. Children's age and socioeconomic background moderated their occupational judgments.

Age Factors↗

PubMed2002

Better opportunities for women dentists: a review of the contribution of women dentists to the workforce.

In June 2000 the Department of Health commissioned a review to examine the need for improvements to the employment opportunities for women dentists in the National Health Service (NHS) across England. Dame Margaret Seward carried out the review, which was published in September 2001. The review was considered necessary for four main reasons. Firstly, workforce panning, because now more than 50% of new entrants to dental undergraduate courses in the UK are female and by 2020 over 50% of all practising dentists will be female. Secondly, evidence that 50% of women in dentistry work for no more than two days per week for the NHS. Thirdly, most women work either as associates in general dental practice (GDP) or in the Community Dental Service (CDS). Lastly, the perception that women find it difficult to return to dentistry after taking a career break.

Attitude of Health Personnel↗

PubMed1999

Doctor-nurse substitution: the workforce equation.

AIM: This paper examines the historical background and context to the doctor-nurse substitution debate, and then addresses the sufficiency assumptions inherent in the new nursing roles. BACKGROUND: The NHS Executive considers 'new nursing roles' as a means of substituting part of the doctors' skills. Whilst the literature abounds with professional debate related to the desirability of nurses extending their roles, the underlying assumption of a sufficiency of skilled nurses is not considered. METHODS: The NHS hospital workforce data for the year 1994/95 were analysed and the changes in the overall numbers of doctors and nurses available for work were calculated as the doctors' hours were progressively reduced. FINDINGS: The changes in skill mix were compared; firstly, as a result of the estimated potential reductions in nurses available to undertake the nursing function as movements up the nursing skills spectrum occurs, and secondly, as a result of the alteration in the balance of available skilled staff. CONCLUSION: The policy assumption that suggests that a sufficiency of nurses is available for doctor substitution, whilst still allowing the nursing element to function may be false.

Career Mobility↗

PubMed2001

Loss of British-trained doctors from the medical workforce in Great Britain.

OBJECTIVE: To summarize trends over time in the percentage of British medical graduates who subsequently practise in Great Britain in the National Health Service (NHS), in Great Britain outside the NHS, outside Great Britain, or do not practise medicine. DESIGN: Questionnaire-based postal surveys and government employment records. SETTING: Great Britain. SUBJECTS: All British medical graduates of 1974, 1977, 1983, 1988, and 1993. MAIN OUTCOME MEASURES: Type and location of employment at successive years after graduation. RESULTS: Differences in career destination between cohorts were generally small. Combining data from all cohorts studied, 85% of doctors were working in the NHS 2 years after graduation, 82% after 5 and 10 years, 81% after 15 years, and 77% after 20 years. Part-time working was much higher among women than among men. Allowing for loss and part-time working, the whole-time equivalent available to the NHS at 15 years after graduation was 60% of women and 80% of men. More men than women worked in medicine outside the NHS in Britain and abroad. Loss from medicine altogether was small, and higher among women. CONCLUSIONS: Medical workforce planning in Great Britain should assume that 15-20% of home-trained doctors will not be working in the NHS within a few years of graduation. Comparing cohorts at the same career stage showed no evidence of increased loss from the NHS in recent times. Although a higher percentage of women than men were not working in medicine at all, recent trends suggest that this percentage is falling.

Career Mobility↗

PubMed2000

Scoping practice issues in the Australian mental health nursing workforce.

This is the third of four articles on the scoping study of the Australian mental health nursing workforce conducted on behalf of the Australian and New Zealand College of Mental Health Nurses (ANZCMHN) for the Australian Health Ministers Advisory Council (AHMAC) National Working Group on Mental Health (NWGMH). Its purpose is to focus on factors that significantly affect mental health nursing practice. The issues of advanced practice, regulation of nursing, accreditation, credentialing and demarcation with other disciplines are addressed.

Australia↗

PubMedDate not supplied

Retirement, the nursing workforce, and the year 2005.

This analysis of workforce projections confirms that early employment withdrawal by registered nurse baby boomers could have a profound effect on US health care. The available policy mechanisms to encourage or discourage any early withdrawal require several years to implement, which makes timely decisions imperative.

Adult↗

PubMed2005

Impact evaluation of a five-day Short Course in Health Promotion: workforce development in action.

ISSUE ADDRESSED: This paper reports on impact evaluation of a series of five-day Short Courses in Health Promotion that have been delivered to more than 2,000 people since 2002 as part of a state-wide workforce development strategy. METHODS: A triangulated mixed methods research design was selected for the evaluation. Data were collected through a mail survey, key informant interviews, focus groups and organisational case studies. Stakeholder and participant involvement were central to the evaluation. RESULTS: Organisational change emerged as a key theme. Impacts of the short course were felt in relation to health promotion practice and on organisational capacity to conduct health promotion, while the development of confidence and skills of participants to engage in collaborative opportunities was a not-unexpected, but important, benefit of the course. CONCLUSIONS: A short course is effective if attention is given to quality delivery, adult learning methods, participant involvement, appropriate targeting, good planning, and adequate funding. However, respondents commonly report the need for organisational change in order for health promotion practice to be embedded into organisations and for practitioners to be supported in their efforts to re-orient services towards health promotion.

Attitude of Health Personnel↗

PubMed1994

A computerized method for assessment of musculoskeletal discomfort in the workforce: a tool for surveillance.

A musculoskeletal discomfort survey was conducted to assess musculoskeletal discomforts among rural mail carriers in two post offices. Perceived musculoskeletal discomfort was collected directly from the workforce by means of a computerized discomfort assessment system (DAS). This investigation aimed at: (1) assessing the rural mail carrier's perception of DAS; and (2) assessing the rural mail carrier's musculoskeletal discomforts resulting from work. Most participants in the study found the computer tool easy to learn and easy to use. The information collected by DAS was used: (1) to determine the number of participating employees who were experiencing some kind of musculoskeletal problem; (2) to determine subtasks associated with discomfort; (3) to determine the body areas most affected by different subtasks; and (4) to investigate the patterns of discomfort that occurred with time.

Adult↗