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PubMedDate not supplied

Analysis of pharmacist and pharmacist-extender workforce in 1998--2000: assessing predictors and differences across states.

OBJECTIVE: To examine the impact of supply and demand factors on filled positions for pharmacists and pharmacist extenders (pharmacist technicians and aides) and assess differences across states through analysis of state-level pharmacist labor market data. DESIGN: Cross-sectional analysis. SETTING: United States. PARTICIPANTS: Not applicable. INTERVENTIONS: Not applicable. MAIN OUTCOME MEASURES: State-level counts of filled pharmacist and pharmacist-extender positions, wages, and various available demographic, health, policy, and other factors related to the pharmacist labor market. RESULTS: Across states, the total population and the number of community pharmacy prescriptions were very accurate predictors (R2 = 0.99) of the number of pharmacist and pharmacist-extender positions, and all other variables were insignificant after these two variables were controlled for. Pharmacists and pharmacist-extenders were positively correlated, and the ratio of the two was not related to observable policy-related variables. Outlying states, in terms of simple pharmacist-to-population ratios, were difficult to categorize. CONCLUSION: Future changes in prescriptions are likely to affect the pharmacist and pharmacist-extender labor markets. Across states, pharmacists and extenders relate as complements rather than substitutes. The number of pharmacist graduates and state-level regulations regarding technician-to-pharmacist ratios appears to have a small effect on filled positions across states.

Cross-Sectional Studies↗
PubMed2003

Statewide study of the direct support staff workforce.

Issues of recruitment and retention related to the direct support staff and how these issues affect the lives of people with developmental disabilities were investigated. Major findings included the following: (a) High direct support staff turnover and vacancy rates have negative consequences for many people who receive supports. (b) Direct support staff provide a vast array of services and have numerous job titles and job descriptions. (c) Direct support staff are inadequately compensated and often have to work more than one job. (d) Turnover rate and recruitment is a serious problem. The need to develop the role of the direct support staff into a valued profession is discussed and considerations for research and practice are provided.

Child↗
PubMed2004

Multiperspective analysis of workforce challenges and their effects on consumer and family quality of life.

The impacts of direct support professional turnover, wages, and vacancy rates as reported in interviews with 372 adult service recipients and 20 county managers and surveys of 183 families, 520 service coordinators, 228 direct support professionals, and 184 residential and 82 vocational managers were examined. Direct support professional turnover, wages, and vacancy rates were reported to be barriers to high quality supports, serving people waiting for services, and providing in-home or respite services. Higher direct support professional turnover was associated with lower wages and supports in urban counties. Multivariate analyses of covariance revealed a complex pattern of significant associations between quality of life outcomes; level of mental retardation, medical status, site size (for vocational settings); and direct support professional vacancy rates, average wage, and turnover rates.

Adolescent↗
PubMedDate not supplied

Who cares for older adults? Workforce implications of an aging society.

There is a critical shortage of geriatrics-prepared health care professionals. In 2002 more than thirty-five million people were age sixty-five and older, and 23 percent of them reported poor or fair health. Older adults use 23 percent of ambulatory care visits and 48 percent of hospital days, and they represent 83 percent of nursing facility residents. Yet 58 percent of baccalaureate nursing programs have no full-time faculty certified in geriatric nursing. Only three of the nation's 145 medical schools have geriatrics departments, and less than 10 percent of these require a geriatrics course. We argue that every health care worker must have some education in geriatrics and access to geriatrics care experts.

Aged↗