Month: July 2016

No Cheap substitutes: ‘Training up ‘nurses for doctors’ roles and using healthcare assistants to fill in the gaps is risky, argues Peter Griffiths. (Nursing Standard, 2016 30(42) pp.27)

The Nuffield Trust report on reshaping the healthcare workforce was published last month. Its conclusions were widely reported as a recommendation to ‘train up’ nurses as a solution to junior doctor shortages, with support workers, in turn, substituting for registered nurses.

The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.

Nurses’ practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. (Int J Nurs Stud. 2016 Jun 58 pp.47-58)

Nursing turnover is a major issue for health care managers, notably during the global nursing workforce shortage. Despite the often hierarchical structure of the data used in nursing studies, few studies have investigated the impact of the work environment on intention to leave using multilevel techniques. Also, differences between intentions to leave the current workplace or to leave the profession entirely have rarely been studied. Concludes that We conclude that measures aiming to improve the practice environment and schedule flexibility would be a promising approach towards increased retention of registered nurses in both their current workplaces and the nursing profession as a whole and thus a way to counteract the nursing shortage across European countries.

Nurses’ practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

Increasing the Registered Nursing Workforce Through a Second-Degree BSN Program Coaching Model. (Nurse Educator 2016)

The coach model is an innovative approach to clinical education in which registered nurses facilitate clinical instruction. The nursing students are assigned with a specific coach throughout the 12-month accelerated baccalaureate nursing curriculum. The purpose of this article is to share our experience using the coach model for students’ clinical education including the benefits, challenges, and outcomes.

The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.

Managing workforce planning: Innovation in practice nursing. (Practice Nursing, 2016 27(6))

A number of recent reports have highlighted that a large proportion of the practice nurse population is due to retire in the next 5–10 years. Historically, it has been perceived that newly qualified nurses cannot work in primary care without first gaining experience in secondary care. City and Hackney attempted to recruit experienced practice nurses at the beginning of 2015, but was unsuccessful. The advert did however attract interest from nurses who did not have the requisite skills. City and Hackney Gp Confederation, working in conjunction with Health education england north Central and east london (HEE NCEL), the local Community education provider network (CEPN), developed a 12-month training programme for salaried trainee practice nurses to be piloted. The programme started in January 2016 with a cohort of 16 nurses. The initial reaction to the role of the trainee practice nurse has been broadly positive. it is intended that the trainee general practice nurses pilot scheme will become an integral part of the primary care workforce planning processes, which will enable local Gp practices to manage recruitment into practice nurse roles in the future.

Managing workforce planning: Innovation in practice nursing (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

Leadership and efficiency – chief nurse’s vision for better outcomes. (Nursing Standard, 30(39) p. 12-13)

A number of recent reports have highlighted that a large proportion of the practice nurse population is due to retire in the next 5–10 years. Historically, it has been perceived that newly qualified nurses cannot work in primary care without first gaining experience in secondary care. City and Hackney attempted to recruit experienced practice nurses at the beginning of 2015, but was unsuccessful. The advert did however attract interest from nurses who did not have the requisite skills. City and Hackney Gp Confederation, working in conjunction with Health education england north Central and east london (HEE NCEL), the local Community education provider network (CEPN), developed a 12-month training programme for salaried trainee practice nurses to be piloted. The programme started in January 2016 with a cohort of 16 nurses. The initial reaction to the role of the trainee practice nurse has been broadly positive. it is intended that the trainee general practice nurses pilot scheme will become an integral part of the primary care workforce planning processes, which will enable local Gp practices to manage recruitment into practice nurse roles in the future.

Managing workforce planning: Innovation in practice nursing. ( Practice Nursing, 2016 27(6)) (Follow this link if you have an Athens password).