Partnerships Create Success for the Devil’s Garden Wild Horses

Many wild horse (Equus ferus caballus) populations that inhabit designated federal land in the United States currently exceed management objectives. Overabundant wild horse populations can adversely impact the ecosystem, native wildlife, and other land uses. Unfortunately, there is not a universal solution, as each impacted area may differ ecologically, economically, socially, and politically. Wild horse management is not just a 1-time project but a long-term program where buy-in is needed from the federal and state agencies, local governments, and private partners. Local county governments and private partners can have important insights and significant influence on the development and success of local wild horse management strategies. The combined involvement of local government and stakeholders can have a wide range of benefits including increasing capacity for management, developing new management and placement techniques, and creating authentic program branding and outreach for better placement success. Partners can often complete projects in tighter time frames, find employees, and experience less government red tape in implementation. Buy-in from the local community can also decrease the amount of negative feedback during management implementation and create a support network to counteract the negative aspects of management. Located in the northeast corner of the state of California, USA, Modoc County recognized early on the need for local government participation in conversations and decisions surrounding wild horses and their management on the Devil’s Garden Plateau Wild Horse Territory (WHT). The county implemented a coordinated planning and government-to-government communication process starting in 2011 to engage the Modoc National Forest, which manages the WHT, in meaningful solution-based dialogue. This paper offers examples of unique collaborative opportunities and solutions that have been successfully used in Modoc County to develop and implement a wild horse management plan. In the years since it was adopted, this plan has halted population growth and started to return the population to the appropriate management level on the Devil’s Garden Plateau

The use of technology in healthcare education: a literature review

This paper presents a literature review into the use of technology in healthcare education. A search of three electronic databases resulted in 20 articles for inclusion in the review. The articles were synthesised into a narrative review. The review identified four key themes across the literature: the types of technologies used in healthcare education; the integration of technology into the healthcare curriculum; the skills and knowledge of the healthcare educators; and the benefits of using technology for the learners. The literature demonstrated that a wide range of technologies are now used within healthcare education, and this requires educators to adapt their practice and develop their technical skills to be competent users. The successful integration of technology into healthcare curriculums can be beneficial for healthcare learners by developing their clinical and professional skills, and enhancing their learning experience

A Panel Data Approach to Testing Anomaly Effects in Factor Pricing Models

There has been a large anomaly literature where firm specific characteristics such as earnings-to-price ratio and book-to-market ratio as well as size help explain cross sectional returns. These anomalies that have been attributed to market inefficiency could be the result of a misspecification of the underlying factor pricing model. The most popular approach to detecting these anomaly effects has been the two pass (TP) cross-sectional regression models, advanced by Black, Jensen and Scholes (1972) and Fama and MacBeth (1973). However, it is well-established that the TP method suffers from the errors in variables problem, because estimated betas are used in the second stage cross sectional regression. In this paper we address the issue of testing for factor price misspecification via the panel data approach. Perhaps one of the main reasons for the neglect of benefits of using panel data technique is that in factor pricing models, all betas are heterogeneous in the first pass time series regression. However, if our interest lies solely in testing the significance of the firm's characteristics in factor pricing models, we can show how to construct a theoretically coherent example to which panel data techniques dealing with both homogeneous and heterogeneous parameters can be applied. Panel-based anomaly tests have one clear advantage over TP-based tests; they are based on full information maximum likelihood estimates so that they do not su®er from the errors in variable problem and have all the usual asymptotic properties associated with likelihood tests. The empirical illustration shows the importance of Book-to-Market equity and market value in helping explain asset returns even in the three factor models.Excess returns, market efficiency, anomaly effects, pooled ML estimation.

Riparian Meadow Response to Modern Conservation Grazing Management.

Riparian meadows occupy a small proportion of the public lands in the western United States but they provide numerous ecosystem services, including the production of high-quality forage for livestock grazing. Modern conservation management strategies (e.g., reductions in livestock stocking rates and adoption of new riparian grazing standards) have been implemented to better balance riparian conservation and livestock production objectives on publicly managed lands. We examined potential relationships between long-term changes in plant community, livestock grazing pressure and environmental conditions at two spatial scales in meadows grazed under conservation management strategies. Changes in plant community were not associated with either livestock stocking rate or precipitation at the grazing allotment (i.e., administrative) scale. Alternatively, both grazing pressure and precipitation had significant, albeit modest, associations with changes in plant community at the meadow (i.e., ecological site) scale. These results suggest that reductions in stocking rate have improved the balance between riparian conservation and livestock production goals. However, associations between elevation, site wetness, precipitation, and changes in plant community suggest that changing climate conditions (e.g., reduced snowpack and changes in timing of snowmelt) could trigger shifts in plant communities, potentially impacting both conservation and agricultural services (e.g., livestock and forage production). Therefore, adaptive, site-specific management strategies are required to meet grazing pressure limits and safeguard ecosystem services within individual meadows, especially under more variable climate conditions

An evaluation of the Designated Medical Practitioner (DMP) role

Context: Health and Social Care Evaluations (HASCE) were commissioned by Health Education England (HEE) to evaluate the role of the Designated Medical Practitioner (DMP) in Non-Medical Prescribing (NMP) training programmes. The aim of this project was to provide an independent evaluation of the DMP role in NMP training programmes across the North of England. The landscape of mentorship and practice-based education in non-medical prescribing has changed, and the traditional DMP role is replaced, this provides an ideal opportunity to evaluate DMPs’ experience of mentorship, including their preparation for the role and the support provided to enable them to carry out the mentoring role in practice. The timing of this project presented the opportunity to examine the complexities of the DMP role in order to inform the development of future roles and support provision. This can then inform the future development of mentorship and supervision in NMP training. Methodology: The evaluation consisted of: - a literature review, which provided an overview of non-medical prescribing practice in the UK and specifically, the training of non-medical prescribers and the role of DMPs within this process; - an online survey, designed to explore the experiences of DMPs across the north of England. This was completed by 69 DMPs. Due to a precise figure of current mentors not being available, analysis of findings was exploratory rather than representative. By following a realist approach, the research identified key contexts, mechanisms and outcomes which arose from participants’ experience. Findings: The literature demonstrated a number of key points: * NMP has impacted positively on patient care by improving access to medicines. * There is an abundance of research into nurse prescribers, although it is evident that NMP is expanding across other medical fields. * The practice of NMP can be affected by a range of factors such as the prescriber’s confidence and knowledge, and the support provided by other professionals. * Peer support is a common mechanism for updating knowledge, but more access to formal CPD opportunities would be beneficial for non-medical prescribers in practice. * The period of learning in practice is an integral part of NMP training and can be a valuable learning experience for both the student and their DMP. * Key issues experienced during the period of learning in practice include: differences in how DMPs understand the NMP competencies and a lack of protected time for DMPs to mentor their students. * HEIs provide various support for DMPs working with NMP students, but there is currently no standardised guidance for this mentoring role

The Maternity Safety Training Fund: an evaluation

Context: Following the publication of Better Births (National Maternity Review, 2016), and to support the Government’s target of halving stillbirths, neonatal and maternal deaths by 2025, Health Education England introduced the Maternity Safety Training Fund to distribute over £8.1 million to NHS trusts with maternity services in England. The purpose of this initiative was to fund multidisciplinary training to improve maternity safety and care for mothers and babies. Health and Social Care Evaluations was commissioned to conduct an evaluation of the impacts and outcomes of the Maternity Safety Training Fund. Methodology: The evaluation was based on a realist methodology and used a mixed methods approach: quantitative analysis of the survey data collected by Health Education England from 128 trusts in 2017/2018 and qualitative data collection through semi-structured interviews with 10 trusts. Key findings: Contexts: - In total, 30,945 training places were delivered through the Maternity Safety Training Fund. - A wide range of maternity professional groups engaged with the training courses. - The trusts selected 41 courses from the Maternity Safety Training Catalogue and the ten most popular courses were: PROMPT, Child Birth Emergencies in the Community, Human Factors in Healthcare Trainers Course, CTG Masterclass, Labour Ward Leaders Workshop, Resilience Training for Maternity Healthcare Professionals, Newborn Life Support (NLS), Management of Labour Ward, Advanced CTG Masterclass and Maternal Critical Care. Mechanisms: - The funding of maternity safety training, both prior to the initiative and in the future, can be an issue for some trusts. - Courses delivered in face-to-face formats with multi-professional groups were particularly valued by the trusts. Outcomes: - The trusts have successfully incorporated their learning and training skills into their mandatory programmes. - The maternity safety training has impacted on everyday practice through: increasing confidence and empowering the maternity staff; enhancing skills, knowledge and awareness; improving multi-professional working and communication; improving patient safety; and encouraging cultural change. Conclusions and recommendations: - The Maternity Safety Training Fund has enabled a significant number of maternity staff to be trained, across many professional groups, and on a broad range of courses. - The funding initiative presented a unique opportunity for the trusts to upskill their workforce and develop pathways for sustaining the learning through extending their mandatory training programmes, creating champions and training staff in key positions to disseminate the knowledge through everyday practice. - Positive outcomes and sustainable learning can be achieved through identifying relevant maternity staff to train, selecting courses to meet the contextual needs of the service, training staff through face-to-face mechanisms with multi-professional groups, and disseminating the learning through mandatory training programmes. - Ongoing financial support is needed to ensure that the benefits of the funding initiative and the impacts of the maternity safety training are sustained in the future

Wild Horses, Livestock, and Wildlife Use of Springs and Riparian Areas on the Devil\u27s Garden

In Modoc County, located in northeastern California there is a unique rangeland area heavily populated by wild horses and managed primarily by United States Forest Service known as the Devil\u27s Garden. Wild horses have significantly exceeded (4000 horses) appropriate management levels (206-402 horses) in recent years and expanded their range outside of the wild horse territory (258,000 acres) and on to private and tribal lands (over 450,000 acres). This increase has prompted concern about resource degradation particularly associated with riparian areas. In otherwise arid sage steppe rangelands, springs provide critical watering sources as well as wildlife habitat for sage grouse, deer, elk, pronghorn, and other wildlife. Our objective is to quantify the relative frequency, duration, and timing of use by horses, permitted livestock, and wildlife at spring locations. We correlate how varying levels of horse and/or livestock use affects spring site vegetation and riparian health standards. Ten representative study locations were selected on the Devil’s Garden and motion sensitive cameras were deployed at each location for 14-day sampling periods during the spring, summer and fall of 2015-2017. All photos were visually assessed to record species present, number of each species, and the time, date, and location of the observation. We present preliminary occupancy data, as well as results of corresponding vegetative cover, plant community, and bank alteration sampling. Implications for management and on-going research are discussed

Parental assets and influence on young people's decision-making: engaging 'hard to reach' parents

Health and Society Knowledge Exchange (HASKE) was commissioned by Hello Future to explore the role of parental influence in young people’s decision-making about their future. The aim of this project was to explore the context of Cumbrian ‘hard to reach’ parents and carers, and the routes to engagement with them. This work built upon HASKE’s previous work on an asset-based approach to widening participation, which mapped the variations of assets available to and engaged by young people in Cumbria. Outreach programmes have often found it difficult to engage parents as part of their activities, despite research showing that parental influence can be a key factor in young people’s decision-making over whether to apply to University and apprenticeships. Understanding parent’s aspirations for their children in the context of their own social and cultural capital is key to improving the number of applicants to University, but this is all the more significant in deprived areas and traditionally ‘hard-to-reach’ groups. The project consists of the following: 1) an initial deep dive of literature concerning ‘hard to reach’ parents, focussing on the barriers and enablers to engagement. This literature came predominantly come from the education arena, but also included psychology, sociology and other appropriate subject areas. The literature review also included apposite grey literature, for example, policy work from The Children’s Society, Family Action, Action for Children as well as both the Scottish and English governments. 2) The findings of the literature review were compared with those from Hello Future’s parent and carer surveys in order to consider what the unique challenges Cumbrian parents may face. 3) The findings were used to inform a number of email interviews to explore in more detail the context of Cumbrian ‘hard to reach’ parents and carers, and the routes to engagement with them

The development of the allied health support workforce.

Context: Health and Society Knowledge Exchange (HASKE) was commissioned by Health Education England (HEE) to evaluate the development of the support workforce across the fourteen allied health professions. This project aimed to map the existing allied health support workforce and bring together current knowledge and examples of workforce development. It was therefore delivered in close dialogue with the related project developing the enabling Education and Career Framework. The analysis and conclusions of the evaluation were used to produce a toolkit to enable departmental managers to successfully prepare for and implement the framework. Methodology: The data collection involved three stages: scoping the current support landscape through conducting a review of existing literature, contacting allied health professional bodies, and interviewing AHP regional leads; the collation of quantitative data to map the current support workforce; and deep dive interviews to explore the development of the allied health support workforce. Findings: - The study shows that the allied health support workforce landscape is varied and complex. Support workers have an integral role in supporting AHPs and enhancing patient care, but this is achieved in multifarious ways within and across the different allied health professions. - The research findings indicate there are approximately 35,064 FTE support workers in the allied health professions across England: 34,358 FTE are employed in the NHS and 706 FTE are employed by independent healthcare providers. In February 2020, the 34,358 FTE support staff employed in NHS settings across England included: 17,773 FTE ambulance support staff, along with 16,585 FTE support workers in chiropody/podiatry, dietetics, occupational therapy, orthoptics, physiotherapy, radiography (diagnostic and therapeutic), art/music/drama therapy, prosthetics and orthotics, speech and language therapy, and operating departments. - It is currently difficult to accurately map the size and scope of the support workforce due to the limited data available at both national and regional levels. - The findings highlight significant variation in the job titles of the allied health support workers, which can be attributed to the distinct development of each profession and organisational factors. The support workers have a diverse scope of practice that is very much determined by the allied health service in which they are based and the specific needs of the patients in their care. - The process of developing the support workforce can be hindered by a dearth of training aimed specifically at support roles, financial issues, time constraints and a lack of organisational support. In addition, the unregistered status of the assistant practitioner role can result in a lack of awareness about the scope of this role and the potential benefits for the whole allied health team. - However, upskilling has been successfully implemented in a number of different Trusts, through formal learning (e.g. the Care Certificate, level 2 and 3 NVQs, the level 5 assistant practitioner qualification, degree apprenticeships) and informal learning opportunities within the workplace. There was a particular emphasis on the development of niche skills to create sustainable learning for the support workers which enables role development and fulfils the specific needs of their service. The apprenticeship levy and band 4 assistant practitioner role particularly significant for some services. - A theory of change was constructed based on the findings to capture the inputs, outputs and longer term outcomes of support workforce implementation. - Overall, the findings show that developing the support workforce can be beneficial for the individual, the allied health service and the patients: the support workers develop personally and professionally, expand their scope of practice and feel valued as members of the team; the allied health service can improve staff retention, enhance the skill mix within the team, develop the scope of their service and experience a positive culture shift; patients can benefit from shorter waiting lists due to an increased capacity for appointments, along with a consistent and enhanced level of care. - In this respect, the findings can be represented in terms of two cycles of practise: on the one hand, the current state of the workforce exists in what we might term a vicious cycle, where the localised significance of support roles do not translate into wider development opportunities to address population health needs. The challenge for the future is to turn this vicious cycle into a virtuous one, improving the representation of support workers and their activities and establishing them more effectively within wider organisational strategies, without losing their responsiveness to local need. Conclusions and Recommendations: - In order to successfully implement change, it is important to undertake detailed workforce planning, engage relevant stakeholders and articulate a clear vision to their allied health team. - This can only be done with a more consistent approach to data collection and reporting measures. Guidance for this is included in the Implementation Toolkit. Adopting a standardised approach to documenting the support workforce will enable the data to be easily reviewed and provide an accurate picture of the workforce. A template for this document is provided in the accompanying Implementation Toolkit. - It is recommended that mechanisms for standardising the various job titles across the allied health support workforce are explored. This is likely to require consultation across professional bodies. - The assistant practitioner role has been around for several years, but remains a less visible path into allied health professions. It would be beneficial to promote the role in specifically in terms of its ability to enhance the scope of practice for the whole allied health team, and to clarify any misperceptions that still exist about this unregistered workforce. - Although some of the allied health professional bodies are actively involved with their support workforce, this is not the case across all 14 professions. Therefore, it is recommended that the professional bodies should review their approach to engaging support workers and consider strategies for raising the profile of their support workforce, including professional development opportunities