ACCCN Workforce Standards for Intensive Care Nursing: Systematic and evidence review, development, and appraisal

Background: The intensive care nursing workforce plays an essential role in the achievement of positive healthcare outcomes. A growing body of evidence indicates that inadequate nurse staffing and poor skill mix are associated with negative outcomes for patients, and potentially compromises nurses’ ability to maintain the safety of those in their care. In Australia, the Australian College of Critical Care Nurses (ACCCN) has previously published a position statement on intensive care staffing. There was a need for a stronger more evidence based document to support the intensive nursing workforce. Objectives: To undertake a systematic and evidence review of the evidence related to intensive care nurse staffing and quality of care, and determine evidence-based professional standards for the intensive care nursing workforce in Australia. Methods: The National Health and Medical Research Council standard for clinical practice guidelines methodology was employed. The English language literature, for the years 2000-2015 was searched. Draft standards were developed and then peer- and consumer-reviewed. Results: A total of 553 articles was retrieved from the initial searches. Following evaluation, 231 articles met the inclusion criteria and were assessed for quality using established criteria. This evidence was used as the basis for the development of ten workforce standards, and to establish the overall level of evidence in support of each standard. All draft standards and their subsections were supported multi-professionally (median score >6) and by consumers (85–100% agreement). Following minor revisions, independent appraisal using the AGREE II tool indicated that the standards were developed with a high degree of rigour. Conclusion: The ACCCN intensive care nursing nurse workforce standards are the first to be developed using a robust, evidence-based process. The standards represent the optimal nurse workforce to achieve the best patient outcomes and to maintain a sustainable intensive care nursing workforce for Australia

Vision, Grit, and Collaboration: How the Wisconsin Center for Nursing Achieved Both Sustainable Funding and Established Itself as a State Health Care Workforce Leader

In 2001, a dedicated group of nurses from across Wisconsin came together to discuss how to create a state center of expertise on key nursing workforce issues. The result was the establishment of the Wisconsin Center for Nursing (WCN) in 2005. Since that time, through its statewide Board of Directors, WCN has clarified and targeted specific state workforce needs and identified gaps that exist in addressing those needs. During its five-year existence, WCN has received funding from a variety of sources, and volunteers have spent hundreds of hours working on behalf of the organization. Finding a sustainable base of funding for WCN has been a priority in order to ensure that the organization can hire permanent staff and invest in ongoing initiatives. In 2009, WCN was involved in developing a strategy that resolved both the issue of sustainability and the need to collect and analyze data on the nursing profession. A bill was passed by the Wisconsin legislature that required RNs and LPNs to complete a comprehensive survey every two years when they renew their state licenses. In addition, the legislature raised the licensure fee for RNs and LPNs and dedicated a portion to WCN to assist in the analysis of the newly-collected nursing workforce data and to develop a state-wide plan addressing the future of the Wisconsin nursing workforce. This article will include the history of the WCN and the details of its journey toward sustainability including accomplishments and lessons learned

Tenure, mobility and retention of nurses in Queensland, Australia: 2001 and 2004

[Abstract]: Aim: Data were collected on tenure, mobility and retention of the nursing workforce in Queensland to aid strategic planning by the Queensland Nurses’ Union. Background: Shortages of nurses negatively affect the health outcomes of patients. Population rise is increasing the demand for nurses in Queensland. The supply of nurses is affected by recruitment of new and returning nurses, retention of the existing workforce and mobility within institutions. Methods: A self-reporting, postal survey was undertaken of Queensland Nurses Union members from the major employment sectors of aged care, public acute and community health and private acute and community health. Results: Only 60% of nurses had been with their current employer more than five years. In contrast 90% had been nursing for five years or more and most (80%) expected to remain in nursing for at least another five years. Breaks from nursing were common and part-time positions in the private and aged care sectors offered flexibility. Conclusion: The study demonstrated a mobile nursing workforce in Queensland although data on tenure and future time in nursing suggested that retention in the industry was high. Concern is expressed for replacement of an aging nursing population

New Jersey's Nursing Faculty Shortage

Examines the state of the nursing faculty workforce in New Jersey, factors behind the shortage, issues that affect recruitment and retention, and promising practices. Recommends strategies to fill the gap, including re-examining the nursing curriculum

Adult mental health and addiction nursing roles: 2014 survey of Vote Health funded services

Introduction: Nurses are the largest registered health professional workforce group in New Zealand. As at 1 March 2014 more than 51,000 nurses had a current practising certificate. Planning for the future of New Zealand’s nursing workforce is challenging, particularly because there is a lack of quality workforce data. Access to reliable information for planning purposes is vital given that half of the present nursing workforce is expected to retire by 2035. This report aims to support future health workforce planning with robust information about the dedicated nurse positions in New Zealand’s adult mental health and addiction services. It describes the size and distribution of this nursing workforce by provider, roles, and services delivered. It also provides information about the number of vacancies and perceived recruitment issues. The information was collected in the 2014 More than numbers organisational workforce survey

The general results of the RN4CAST survey in Italy

The issue of health workforce shortage and in particular of nurses, has been debated globally for almost three decades (Aiken & Mullinix 1987, Aiken et al. 1996, 2001, 2010), and has been exacerbated by the recent global financial crisis. The European RN4CAST project has shifted focus from considering only nursing workforce planning and workforce volumes to considering the impact of adequate nurse-patient ratios and work environment on patient safety and the quality of care (Sermeus et al. 2011)

Diversifying the Healthcare Workforce: Transition of the Combat Medic to Baccalaureate-Prepared Nurse

Purpose The creation of a combat medic to accelerated Bachelor of Science in Nursing (BSN) program may offer a way to positively contribute to the nursing workforce. Therefore, the purpose of this feasibility project was to combine the four sub-roles of expert practitioner, educator, researcher, and consultant1, to design a new pathway for military combat medic entry into nursing. Methods A comparative analysis elucidated gaps in 219 different nursing skills, didactic and general education requirements, clinical hours, and transfer credits between combat medic training and the BSN curriculum at a Vermont university. Identified gaps were compared to nursing licensure requirements. A sample of combat medics was surveyed for interest level in pursuing a BSN, desired employment setting, and intent to work at the bedside for two years or longer. Feedback was collected from faculty and administrators and at schools with similar existing programs. Results Two program plans of study for 24- and 32-month completion were developed, (dependent on transfer credits and demonstrated skill competencies). Participating combat medics (84%) reported being “very interested” and 16% reported being “interested” in pursuing an accelerated program in nursing. Combat medic participants (100%) indicated that they would remain at the bedside for two years or longer. Conclusion The proposed program pathway was well-received and may offer a way to alleviate medic unemployment rates and contribute to the nursing workforce. Plans for further research include a cost-benefit analysis, more precise sampling to gauge interest levels, and determinants of requisite supplies, physical space, clinical placements, and faculty. Keywords: Nurse, Military, Medic, BSN, RN References Manley, K. (1997). A conceptual framework for advanced practice: An action research project operationalizing an advanced practitioner/consultant nurse role. Journal of Clinical Nursing, 6, 179–190

A Mother\u27s Work

As the nursing workforce moves toward a mandate for BSN degrees, three sisters, inspired by their mother, turned to Linfield to boost their careers

Addressing the Nursing Shortage: State Nursing Workforce Centers Collect and Assess Data Needed for Policy Change

Highlights progressive data programs at state nursing workforce centers. Makes recommendations for building a comprehensive national data infrastructure to help forecast the supply and demand of nurses and to support efforts to prevent shortages

Impact of NHS Direct on other services: the characteristics and origins of its nurses

OBJECTIVE:: To characterise the NHS Direct nurse workforce and estimate the impact of NHS Direct on the staffing of other NHS nursing specialties. METHOD: A postal survey of NHS Direct nurses in all 17 NHS Direct call centres operating in June 2000. RESULTS: The response rate was 74% (682 of 920). In the three months immediately before joining NHS Direct, 20% (134 of 682, 95% confidence intervals 17% to 23%) of respondents had not been working in the NHS. Of the 540 who came from NHS nursing posts, one fifth had come from an accident and emergency department or minor injury unit (110 of 540), and one in seven from practice nursing (75 of 540). One in ten (65 of 681) nurses said that previous illness, injury, or disability had been an important reason for deciding to join NHS Direct. Sixty two per cent (404 of 649) of nurses felt their job satisfaction and work environment had improved since joining NHS Direct. CONCLUSION: The NHS Direct nurse workforce currently constitutes a small proportion (about 0.5%) of all qualified nurses in the NHS, although it recruits relatively experienced and well qualified nurses more heavily from some specialties, such as accident and emergency nursing, than others. However, its overall impact on staffing in any one specialty is likely to be small. NHS Direct has succeeded in providing employment for some nurses who might otherwise be unable to continue in nursing because of disability