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PubMedDate not supplied

Managing knowledge workers in clinical systems.

In Future Work, Coates and colleagues cite seven forces that are reshaping work and the workforce. One is the advent of "knowledge workers," who gather, distribute, and add value to information. In health care, the transition to integrated delivery systems, replete with care plans, critical paths, and assessment of clinical outcomes supported by information technology, is driving the need to reeducate for a knowledge-based workforce. Managers of clinical systems need to be familiar with the characteristics of knowledge workers affecting the delivery environment, organizational structure, and culture of an organization. These same managers will be expected to develop strategies to manage the transition to a knowledge-based workforce.

Clinical Laboratory Information Systems↗

PubMed2001

Female and underrepresented minority faculty in academic departments of family medicine: are women and minorities better off in family medicine?

BACKGROUND: Several studies have shown that the percentage of women represented in senior academic positions at US medical schools is lower than the percentage of men in senior positions. Similarly, the percentage of minority faculty members represented in senior academic positions is lower than that of their majority counterparts. This study assessed whether these findings were also present in departments of family medicine and identified any factors related to the institution or department that favored academic success for women and minorities. METHODS: Data regarding faculty workforce composition, including faculty rank and rank for women and underrepresented minorities, were extracted from a comprehensive survey of departments of family medicine at US allopathic medical schools. The data are based on faculty workforce in 1997 and include responses from 58 (51%) of all schools with a department of family medicine. RESULTS: Faculty in departments of family medicine were more likely to be female (41% versus 25%) and an underrepresented minority (9% versus 4%), compared with all academic medicine disciplines. However, women in full-time positions were less likely than men, and minorities were less likely than nonminorities, to be either an associate or full professor. We could find no institutional or departmental characteristics that were associated with academic success for women or minority faculty members. CONCLUSIONS: While women and underrepresented minorities are more common to the faculty workforce in family medicine, members of both of these groups are not well represented in senior faculty ranks.

Academic Medical Centers↗

PubMed2002

Primary care trusts. No can do.

Primary care trusts are already chronically short of staff and there is little evidence of workforce planning for the future. Some PCGs, managing sizeable budgets, have no finance staff at all. PCTs will face a shortage of GPs and difficulty retaining nurses. PCTs should make sure they are involved in their local workforce confederation in order to restructure the workforce.

Nursing Staff↗

PubMed2003

The need for diversity in the health professions.

The Surgeon General's Report on Oral Health remains a baseline document for addressing the issues of oral health disparities in America. With the problems of access to care and quality of care, cultural differences, history of discrimination, and ongoing severity of poverty, today there are many disturbing disparities in oral health status between people of color and the majority population. While the number of people of color is increasing, the number being prepared to provide quality oral health care is declining. The nation, the dental profession, and dental schools have not made adequate progress in the effort to develop a workforce that can address the disparities in oral health problems based on race and ethnicity. The Office of the Surgeon General is developing a National Oral Health Action Plan to help address these problems, but the role of dental schools is critical. Building a pipeline that will bring diverse people to the dental workforce must be a high priority for all involved. A substantial improvement in the diversity of the oral health student body and eventual workforce is a critical and essential element to achieving the goals of improving oral health and quality of life and eliminating health disparities.

Black or African American↗

PubMed2004

Provision of rheumatology services in New Zealand.

AIMS: To measure equity of access to rheumatology services and to assess the adequacy of the rheumatology workforce-compared with published recommended levels, United Kingdom levels, and previous New Zealand data; and to provide data to assist in workforce planning. METHODS: Data from of the central North Island of New Zealand were obtained during a review of rheumatology services in the Midland region. Complete national public-sector rheumatology workforce data were obtained in a separate survey. RESULTS: This study demonstrates wide geographical variation in outpatient (more than three-fold variation) and inpatient (more than six-fold variation) service volumes per capita between the District Health Boards of the Midland region. Outpatient waiting lists were not higher in underserviced areas. Nationally, there were 251,211 people for each full time equivalent (FTE) rheumatologist, compared with the 1999 level of 235,593 population per FTE, and well behind the UK recommendation of 85,000 people per FTE. CONCLUSIONS This study has demonstrated marked variation in access to rheumatology services based on geographical location, as well as evidence of a worsening shortage of rheumatologists in New Zealand.

Ambulatory Care↗

PubMed2004

A shortage of health information management professionals: how would we know?

The introduction of computers, the expansion of health insurance coverage through employers and government programs, and the increased use of personal health information have created a demand for a new breed of qualified medical record and health information personnel. The health information management workforce, which is entrusted with accurately coding, maintaining, storing, managing, analyzing, and disseminating all personal health information created from health care encounters, is reportedly in short supply. Given the complexity in defining and enumerating the profession, it is challenging to determine if such a shortage exists. There is a lack of uniformity across scope of practice, job titles, educational paths, and credentials. We report selected findings from a study of the health information management profession in North Carolina illustrating the methodologic problems encountered when measuring the supply and demand of this workforce. A case is made that greater standardization across these multiple facets of the profession would be beneficial to the workforce, and we offer recommendations on how this could be accomplished.

Certification↗

PubMed1996

The productivity of physician assistants and nurse practitioners and health work force policy in the era of managed health care.

Managed care is spreading rapidly in the United States and creating incentives for physician practices to find the most efficient combination of health professionals to deliver care to an enrolled population. Given these trends, it is appropriate to reexamine the roles of physician assistants (PAs) and nurse practitioners (NPs) in the health care workforce. This paper briefly reviews the literature on PA and NP productivity, managed care plans' use of PAs and NPs, and the potential impact of PAs and NPs on the size and composition of the future physician workforce. In general, the literature supports the idea that PAs and NPs could have a major impact on the future health care workforce. Studies show significant opportunities for increased physician substitution and even conservative assumptions about physician task delegation imply a large increase in the number of PAs and NPs that can be effectively deployed. However, the current literature has certain limitations that make it difficult to quantify the future impact of PAs and NPs. Among these limitations is the fact that virtually all formal productivity studies were conducted in fee-for-service settings during the 1970s, rather than managed care settings. In addition, the vast majority of PA and NP productivity studies have viewed PAs and NPs as physician substitutes rather than as members of interdisciplinary health care teams, which may become the dominant health care delivery model over the next 10-20 years.

Efficiency↗

PubMed2004

The migration of nurses: trends and policies.

This paper examines the policy context of the rise in the international mobility and migration of nurses. It describes the profile of the migration of nurses and the policy context governing the international recruitment of nurses to five countries: Australia, Ireland, Norway, the United Kingdom, and the United States. We also examine the policy challenges for workforce planning and the design of health systems infrastructure. Data are derived from registries of professional nurses, censuses, interviews with key informants, case studies in source and destination countries, focus groups, and empirical modelling to examine the patterns and implications of the movement of nurses across borders. The flow of nurses to these destination countries has risen, in some cases quite substantially. Recruitment from lower-middle income countries and low-income countries, as defined by The World Bank, dominate trends in nurse migration to the United Kingdom, Ireland, and the United States, while Norway and Australia, primarily register nurses from other high-income countries. Inadequate data systems in many countries prevent effective monitoring of these workforce flows. Policy options to manage nurse migration include: improving working conditions in both source and destination countries, instituting multilateral agreements to manage the flow more effectively, and developing compensation arrangements between source and destination countries. Recommendations for enhancements to workforce data systems are provided.

Australia↗

PubMed1995

Establishment size and risk of occupational injury.

For many years, the annual survey of occupational injuries and illnesses by the Federal Bureau of Labor Statistics (BLS) has consistently reported, without explanation, that injury rates in the smaller establishments (< 50 employees) are substantially lower than those for midsize establishments (100-499 employees). Also during those years, a remarkable increase has been reported in the injury rate in large companies, following the imposition of stiff fines for failure to keep required injury records. The rate patterns are identical for Michigan and the country in general. We investigated possible causes for lower injury rates in small establishments since such rates are inconsistent with reports of higher fatality rates in small establishments in the mining, construction, manufacturing, and transportation industries and higher, or at least comparable, injury rates for small establishments in the mining industry. They are also inconsistent with increased turnover and decreased availability of occupational safety services in small companies. Moreover, injury severity, as measured by missed worktime, is greater for workers in small establishments. We investigated the possibility that interactions of workforce or injury characteristics with establishment size could explain the rate differences. We also reviewed the available literature to see whether differences in labor turnover rates could explain the BLS findings. Graphical and statistical analyses of the 1988 CPS Annual Demographic File, a sample of employed persons in the U.S. workforce, failed to identify any associations between workforce characteristics and enterprise size that would explain the lower rates. Similarly, graphical and statistical analyses of all Michigan workers incurring a compensable injury in 1986 failed to indicate any associations between injury characteristics and establishment size that would explain the lower rates. The potential role of labor turnover on the injury rate was analyzed from data in the literature on turnover rate by establishment size and risk of injury by time on the job. None of these analyses explains the lower injury rates reported for small establishments. This leaves underreporting of injuries from small establishments as a substantial possibility. If small establishments were subject to the same injury incidence rates as midsize establishments, then the 1986 survey for Michigan may have missed as many as 54,000 injuries (and far more nationally). We suggest that BLS undertake methodological studies to validate the completeness of reporting from small establishments.

Absenteeism↗

PubMed2005

Physician migration to and from Canada: the challenge of finding the ethical and political balance between the individual's right to mobility and recruitment to underserved communities.

Physician migration to and from countries results from many local causes and international influences. These factors operate in the context of an increasingly globalized economy. From an ethical point of view, selective and targeted "raiding" of developing countries' medical workforce by wealthier countries is not acceptable. However, within specific countries, additional factors need to be identified to moderate the situation. I discuss the context in which Canada, a developed country, has struggled with workforce planning, with troubling results. I identify challenges for Canada but emphasize that decisions based on sloppy assumptions or inadequate data can lead to invalid policies, and poorly coordinated implementation can lead to a waste of human capital. Myths and attitudes further complicate physician workforce planning. Implementing recommendations of the recently concluded Task Force on the Licensure of International Medical Graduates will hopefully ameliorate the situation.

Canada↗

PubMedDate not supplied

The push toward generalism: a view from surgery.

Recent proposals for health care reform center on restructuring the physician workforce in favor of more "generalists." These plans are based on several assumptions that have been neither clearly argued nor proved. Despite this, each of the plans enunciated thus far dictate that primary care physicians comprise at least 50% of the nation's physician workforce. Such a mandate has enormous repercussions for medical education. This paper takes issue with several assumptions underlying these reform initiatives, particularly the assumption that primary care does not include surgery. Because of the primary nature of surgical care, the prevalence of surgical diseases, the projected shortage of physicians entering general surgery, and the fact that surgical care is most effectively and efficiently provided by general surgeons, general surgery should not be handicapped as it would under present reform proposals. We recommend that the assumptions underlying plans to restructure the nation's physician workforce be tested, and that any reform enacted be based on rational criteria linked to the projected prevalence of disease in the nation as well as a determination of which practitioners care for those diseases most effectively and efficiently. We further recommend that medical students' time in surgical activities be increased rather than decreased, that general surgeons increase their activity in medical school curricular development and teaching, and that surgeons become involved more actively in the graduate training of primary care physicians.

Family Practice↗

PubMed2006

Why does A&E attract newly qualified registered nurses?

Workforce planning is a particular buzzword that nurse managers must grapple with and now must understand. They must develop strategies to ensure the life and growth of a department while incorporating numerous government targets to ensure the service reaches quality, achieves and meets predetermined goals. To do all this that manager needs a workforce. The recruitment of nursing staff to a specialist area such as Accident & Emergency (A&E) requires a level of creativity and sustained effort. Newly qualified registered nurse working in A&E have, in the past, been considered to be an unusual group of staff to apply to work in A&E. However, many health service managers receive applications from staff in this category and are often encouraged to recruit newly qualified registered nurse's rather than pay for agency workers. Using a qualitative approach this paper explores the key reasons why newly qualified registered nurses choose to work in an Accident & Emergency environment. Data was collected from a sample of 25 newly qualified registered nurses and analysed thematically. Five themes are presented: challenge, teamwork, diversity, support, and learning. These themes have implications for Accident and Emergency units and human resource and workforce planning departments.

Adult↗

PubMed2005

Relationships between patient dependency, nursing workload and quality.

The nature and value of dependency-acuity-quality (DAQ) demand-side nursing workforce planning methods are set in the context of nursing workforce planning and development. Extensive DAQ data from one of the largest UK nursing workforce studies (347 wards) involving 64 high-quality and 62 low-quality hospital wards, are reconsidered in a workload and quality context. Results generate new insights; for example, poor quality care is more likely to be a feature of larger wards with fluctuating workloads than smaller wards with consistently high workloads owing to inflexible nurse staffing. Nursing activity and staffing differences between high- and low-quality wards are highlighted. Recommendations are made to improve nursing management and practice as well as the next phase of DAQ studies.

Dependency, Psychological↗

PubMedDate not supplied

Medicare funding for nursing education: proposal for a coherent policy agenda.

Medicare Graduate Medical Education (GME) funding for nursing education, established in 1965, no longer represents a coherent policy agenda, which must support educating the nursing workforce from classroom to practice. Three key concepts must be addressed: nursing education costs for both service and educational institutions, defining nursing education in federal rules and regulations, and the community's role in supporting nursing education. Responsibility for educating a nursing workforce must be shared by the community of academic, health care, professional, and government institutions and organizations, a policy supported by the Joint Commission on the Accreditation of Healthcare Organizations (JCAHO). Knowledge about costs, funding streams, and policies for nursing education is essential for nursing educators to advocate for funding of nursing education and practice. Nursing programs and academic institutions need to initiate discussions with policy makers and potential community partners about service/education partnerships. Finally, community investment in nursing education pays dividends by providing essential health services of a highly skilled professional workforce.

Attitude of Health Personnel↗

PubMed2006

Cultural competency: Agenda for Cultural Competency Using Literature and Evidence.

BACKGROUND: Cultural competency has been recognized as an important issue relevant to all health professions. A research agenda is needed to establish a systematic approach to developing an understanding of factors relevant to the delivery of culturally competent health care. OBJECTIVE: Within the context of existing literature, evidence-based, concrete recommendations are developed as an Agenda for Cultural Competency Using Literature and Evidence (ACCULTURE). METHODS: First, key points representing opportunities for intervening in promotion of cultural competent health care are discussed. Following is a review of existing literature with a focus on identifying next steps for future research. Recommendations for licensing, education, and continuing education requirements suggest developing educational research establishing course content and delivery strategies that have measurable impact on improving cultural competency. In addition, existing initiatives need to be evaluated regarding effectiveness in recruiting, retaining, and preparing a diverse workforce. Patient care recommendations focus on further developing an understanding of the factors impacting health outcomes for culturally diverse patients. RESULTS: Further work is needed for translating theoretically-based research into concrete curricula maintaining evidence-based outcomes. It is important to continue with promoting policies ensuring that research and clinical trials include diverse samples and a broad range of variables implicated in differential outcomes. CONCLUSIONS: Based on connections between cultural competency and workforce diversity established within existing literature, data are needed regarding the effectiveness of existing initiatives promoting scholarships, grants, and incentives for improving workforce diversity and funding research on diversity issues. Finally, additional research is needed to evaluate existing and new policies for funding services and access for health services.

Clinical Competence↗

PubMed1999

Managing the new generation.

As the Silent Generation quickly approaches retirement, and the Baby Boomer generation moves into management and supervisory roles, a new generation is entering the workforce. Generation Xers were born between 1965 and 1975, at a time when the country experienced high prices, wage inflation, stagnant consumer demands, and increased unemployment. Perhaps as a result, newcomers to today's workforce often have different characteristics, behavioral traits, and belief systems from their predecessors. To effectively supervise and motivate individuals from this unique generation, health care managers must begin by understanding the evolutions that have shaped each generation and influenced the workforce. In doing so, managers can create a thriving multigenerational work environment and embrace supervisory concepts that attract and motivate the new generation.

Adult↗

PubMed1999

A case-control study of employment status and mortality in a cohort of Australian youth.

Recent studies have demonstrated a link in young populations between unemployment and ill health. The purpose of this study is to correlate mortality with employment status in two cohorts of young Australian males, aged 17-25 years, from 1984 to 1988. Two youth cohorts consisting of an initially unemployed sample (n = 1424 males) and a population sample (n = 4573 males), were surveyed annually throughout the study period. Those lost to follow-up during the survey period were matched with death registries across Australia. Employment status was determined from weekly diaries and death certificates and was designated as: employed or student; unemployed; not in the work force (excluding students). Conditional logistic regression, using age- and cohort- matched cases (deaths) and controls (alive), was used to estimate the odds ratio (OR) of dying with regard to employment status, taking into account potential confounders such as ethnicity, aboriginality, educational attainment, pre-existing health problems, socio-economic status of parents, and other factors. Twenty three male survey respondents were positively matched to death registry records. Compared to those employed or students (referent group), significantly elevated ORs were found to be associated with neither being in the workforce nor a student for all cause, external cause, and external cause mortality other than suicide. Odds ratios were adjusted for age, survey cohort, ethnicity, pre-existing physical and mental health status, education level, and socio-economic status of parent(s). A statistically significant increasing linear trend in odds ratios of male mortality for most cause groups was found across the employment categories, from those employed or student (lowest ORs), through those unemployed, to those not in the workforce (highest ORs). Suicide was higher, but not statistically significantly, in those unemployed or not in the workforce. Suicide also was associated, though not significantly, with the respondent not living with their parents when they were 14 years of age. No association was found between mortality and past unemployment experience, as measured by length of time spent unemployed, or the number of spells of unemployment experienced during the survey. The results of this study underscore the elevated risk to survival in young males as a consequence of being neither employed nor a student.

Adolescent↗

PubMed1998

Computer simulation of changes in nursing productivity from early tracheal extubation of coronary artery bypass graft patients.

STUDY OBJECTIVE: To determine whether the results from a clinical trial, which showed that early extubation of elective coronary artery bypass graft (CABG) patients can reduce hospital costs by more rapid discharge of patients from the intensive care unit (ICU), are likely to apply to other hospitals. DESIGN: Discrete-event computer simulation. MEASUREMENTS AND MAIN RESULTS: We (1) generated simulated CABG patients, (2) had them "flow" from one condition to the next according to specified rules, and (3) calculated the labor productivity of simulated nurses who would be caring for the patients. We defined nursing labor productivity as the number of patients undergoing elective CABG cared for each year per nursing full-time equivalent working 40 hours per week. Our simulations predict that the increase in nursing labor productivity achieved by early extubation of CABG patients is sensitive to the number of elective CABG cases performed each year at the hospital and the method of compensating nurses. Hospitals with an "hourly workforce" and many cases per year are predicted to achieve a greater increase in productivity from early extubation than are hospitals with a "salaried workforce" and less active volume. At hospitals with a salaried workforce, increasing the percentage of patients extubated early may have no effect on labor productivity. CONCLUSIONS: Although "fast-tracking" protocols may offer benefits other than increasing nursing labor productivity (i.e., saving money), the results of clinical trials that demonstrate cost savings from clinical pathways that include early tracheal extubation are likely to apply only to hospitals that have similar annual CABG volume and method of compensating nurses as those in the clinical trial. To estimate the likely economic impact from early extubation protocols, a hospital should complete a simulation study with parameter values appropriate to its institution.

Computer Simulation↗