Category: Community Nursing

This article reflects on the history of the NHS in Wales and how this has led to its current structure. How this structure supports integrated working across primary, community and secondary care and how further integration with social care is moving forward and its direct effects on district nursing are explored. This article describes how district nursing is meeting these challenges. Support for district nurses as part of integrated multiprofessional teams is being developed to promote appropriately staffed teams centred on meeting the requirements of people within a designated area and ensuring that home is the best and first place of care.

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Job embeddedness considers job satisfaction while incorporating the concepts of environment and community. . Increasing age, ties to community, and peer relationships were found to be most indicative of job embeddedness by this study. Nursing professional development practitioners can impact retention by focusing on factors that encourage nurses to stay in their positions.

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Practice nurses have no nationally recognised payscale and have to negotiate pay, terms and conditions on an individual basis, as employees of independent contractors, not enrolled on Agenda for Change. A pay framework that mapped to the general practice nurse career framework has been developed in Lambeth, and endorsed by Lambeth Clinical Commissioning Group and Community Education Providers Network. The aim is to allow general practice to compete with all healthcare sectors and to make general practice an attractive and viable career option.

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This articles describes four themes: ‘opening the door’; ‘more than just a conversation’; ‘making connections’; and ‘on a new trajectory’ used by community nurses to address persistent health and social barriers adversely affecting health equity and well-being, in Canada.

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The article reports that NHS Improvement and NHS England are finalising an improvement resource to address safe staffing in district nursing. Topics discussed include the work of the Queen’s Nursing Institute on safe staffing in community nursing, NHS England’s Five Year Forward View, published in 2014, and the document “Understanding Safe Caseloads in the District Nursing Service.”

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Early detection and management of coronary heart disease (CHD) are embedded into many community health service and primary care practices in western countries. The Framingham CHD risk score has been used to predict CHD and mortality for nearly 20 years, and it has predicted CHD event risk accurately in multi-ethnic populations.

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The accelerating loss of school nurses puts children with asthma, epilepsy and diabetes at risk in the classroom, warns the Royal College of Nursing .

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This article discusses the recruitment drive launched by the Welsh Government in an effort to increase the number of nurses on wards and in the community according to health secretary Vaughan Gething.

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Providers of district nursing services lack the necessary tools to adequately plan staffing levels to meet patient demand, according to new safe staffing guidance.

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Nurses are a risk group for work-related musculoskeletal disorders (WMSDs). Several studies reveal that nurses have high prevalence rates of injuries and symptoms related to WMSDs. However, many of these studies focus mostly on hospital nurses. Worldwide, few studies include home care nurses.
Providing home care is a risk factor for the onset of lumbar complaints in nurses that also work in Health Centres. These professionals have about a three times higher chance of having lumbar complaints when compared to their colleagues that work only in Health Centres and do not provide home care nursing.
The statistical model obtained in this study includes seven factors that may contribute to the appearance, or absence, of lumbar complaints in home care nurses. The seven risk factors are: forearm posture, static postures, arm posture, arm supported, bed height, job satisfaction, and assistive devices for moving/transferring patients.

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