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North Carolina Nursing Workforce Report: 2004
6/25/2004 by NCIOM
-Long-range forecasts of RN supply and demand in North Carolina predict a shortage of anywhere from 9,000 nurses in 2015 to almost 18,000 by 2020. Rather than wait until North Carolina is in the midst of a full-blown nursing crisis, the NCIOM, in partnership with NC Nurses Association, NC Center for Nursing, NC AHEC, the NC Board of Nursing, and the North Carolina Hospital Association, decided to act proactively to prevent a future nursing shortage. The Task Force tried to examine these issues for nurse aides, LPNs, RNs, APRNs, and other registered nurses with graduate degrees. Recommendations offered can help focus efforts of legislators, educators, employers, the nursing community, trade associations, foundations and the public to ensure an adequate supply of well-trained nursing personnel for the future.
Nursing Practice and Research Analyses Reports
6/16/2004 by National Council of State Boards of Nursing
-These informative reports track data describing educational preparation, employee orientation and employment transition for entry-level nurses in U.S. hospitals, work patterns and professional issues confronting nurses in their daily work. Executive summaries for reports are freely available on this website. Hard copies of complete reports can be purchased from NCSBN.
Supply, Demand, and Use of Licensed Practical Nurses
6/11/2004 by Seago, Spetz, Chapman, Dyer, Grumbach
-A study for HRSA used data from the 1984-to-2001 Current Population Survey to describe the demographic characteristics of LPNs, and compare these to registered nurses (RNs). The data indicated key similarities and differences between LPNs and RNs. Although licensed practical nurses (LPNs) organized into professional groups as early as 1941, there has been little in the literature about the practice, work, demand for, or efficient utilization of the licensed practical nurse. Additionally, there is little guidance as to how to most effectively make use of this practitioners' skills to enhance patient care and augment the RN workforce. Recently there has been an increased interest in trying new care delivery models in acute care hospitals using LPNs.
The Endangered Health System: A Progress Report on Workforce and Work Environment Issues
5/31/2004 by OJIN
-May 31, 2004 OJIN: In April 2003, the American Journal of Nursing published an analysis of the nursing workforce crisis ( Bleich, Hewlett, Santos, Rice, Cox, & Richmeier, 2003). This analysis was culled from 15 public documents issued during or prior to 2002 and reflected various stakeholder perspectives with a national view of the nursing workforce crisis. The authors challenged the health care community to work towards a comprehensive national strategy designed to avert the nursing shortage. This OJIN topic features summaries of three of the original 15 national reports included in the 2003 analysis. Additionally, OJIN has included the manuscript, Dissipating the ‘Perfect Storm’: Responses from Nursing and the Health Care Industry to Protect the Public’s Health. This article continues the important dialogue about what is at stake in this nursing workforce crisis and what the crisis means to the public, the nursing profession, and the delivery systems that served the last several generations of care seekers.
Hospital nurse staffing and quality of care
6/1/2004 by Agency for Healthcare Research and Quality (AHRQ)
-A March 2004 synthesis report of the AHRQ indicated that higher nurse to patient ratios were associated with lower rates of adverse events. Discusses related studies of work environmental conditions that impact staffing levels at hospitals.
Nurse Staffing and Patient Outcomes in the Inpatient Hospital Setting
5/25/2004 by American Nurses Association
-This March 2000 report used data from over 1,500 hospitals in nine states (CA, NY, MA, AZ, FL, VA, MN, ND, TX) to examine patient outcomes related to the care nurses provide. Results of the study indicated that in hospitals with higher nurse to patient ratios, patient outcomes were improved in several categories. Printed copies of the report are available from ANA.
Principles for Nurse Staffing
5/25/2004 by American Nurses Association
-Describes nine principles for nurse staffing identified by an expert panel, and adopted by the ANA Board of Directors in 1998. Principles are grouped into three categories: patient care related, staff related, and institution or organizational related.
Report of 2003 national study of longterm care workforce
4/1/2004 by Paraprofessional HealthCare Institute/NC Dept. of Health and Human Services
-The Paraprofessional HealthCare Institute and North Carolina Department of Health and Human Services has released their report of a 2003 study of direct-care workforce in longterm care across the nation. The report includes coverage of budgetary cutbacks, workforce development programs, incentive programs, the use of federal health care programs to leverage resources and other activities of states to address workforce concerns in longterm care. More information about the National Clearinghouse on the Direct Care Workforce is available at their website: http://www.directcareclearinghouse.org
The Future of Family Medicine
4/1/2004 by Future of Family Medicine Project, AAFP
-The Future of Family Medicine Project of the American Academy of Family Physicians has issued findings of a national study to provide directions for changes in family medicine. A collaboration of professional associations conducted research to arrive at a set of recommendations that include increasing use of electronic communication in patient care, a system of universal access to care, application of evidence-based medicine in care planning, and overall changes to the practice model. These include team-oriented practice, increasing partnerships and restructuring offices. The recommendations have been endorsed by several patient advocacy and health professional organizations.
Addressing the Texas Nursing Shortage: A Legislative Approach to Bolstering the Nursing Education Pipeline
3/8/2004 by Green, A., Wieck, L., Willmann, J., Fowler, C., Douglas, W., & Jordan, C.
-Texas was the first state to address the nursing shortage from a legislative perspective. In 2001 and 2003, legislation was passed that addressed the nursing shortage from the pipeline perspective by boosting funding to Texas schools of nursing. These legislative initiatives were the result of strategic initiatives of collaborating stakeholders, including the Texas Nurses Association, the Texas Hospital Association, and the Greater Houston Partnership. Overall, funding was increased to Texas schools of nursing over a four year period. Methodologies to accomplish the goal of increasing enrollments in nursing education programs included: dramatic growth in funding, funding innovation, financial incentives for post graduate nursing students to enter teaching, and enhancement of existing financial aid programs. These efforts resulted in an increased enrollments and graduations from Texas schools of nursing. This article was published in Policy, Politics, & Nursing Practice Vol. 5 No. 1, February 2004, 41-48.
Nursing Workforce Requirement for the Needs of Michigan Needs of Michigan Citizens
9/3/2003 by Rothert M, Wehrwein T, Andre J
-Published by the Institute for Public Policy & Social Research and Institute for Health Care Studies at Michigan State University, this report is one in a series to inform the public about health policy issues. The report provides descriptive information about the Michigan nursing workforce as well as recommendations for policy to address current challenges.
Crossing the Quality Chasm: A New Health System for the 21st Century
9/3/2003 by Institute of Medicine
-A pivotal report from the Committee on the Quality of Health Care in America recommended fundamental changes to close the quality gap and redesign the American health care system, and overarching principles for for policymakers, health care leaders, clinicians, regulators, purchasers, and others. The report contains a set of performance expectations for health systems, suggested rules to guide patient-clinician relationships, and an organizing framework to better align inherent incentives in payment and accountability with improvements in quality.
Who is Caring for the Underserved?
8/8/2003 by Grumbach, K, Mertz, B
-This article described practice patterns of physicians and nonphysicians in California and Washington, finding that nonphysician primary care clinicians and family physicians have a greater propensity to care for underserved populations than do primary care physicians in other specialties. The study also included policy recommendations to improve care for the underserved in these states.
The Right Thing to Do, The Smart Thing to Do: Enhancing Diversity in Health Professions
9/3/2003 by Smedley B., Stith A., Colburn L. & Evans C.
-A collection of ideas from a 2001 symposium to examine social and institutional barriers to diversifying health professions. The chapters describe what is known about achievement gaps for minority students that prevent their entering health professions. Also outlined, are factors preventing working health professionals from minority backgrounds from pursuing further training and advancement.
Survey of Hospital Nurse Staffing Issues in Massachusetts, 2003
9/3/2003 by MA Hospital Association & MA Organization of Nurse Executives
-The Massachusetts Organization of Nurse Executives has released their latest survey of nurse staffing in Massachusetts hospitals. A highlight sheet is available detailing findings. For more information about MHA & MONE, visit http://www.massone.org
In the Nation's Compelling Interest: Ensuring Diversity in the Health Care Workforce
2/9/2004 by Institute of Medicine
-The report examines institutional and policy-level strategies - defined as specific policies and programs of health professions schools, their associations and accreditation bodies, health care systems/organizations, and state and federal governments - to increase diversity among health professionals. Addressed in the report are an assessment and description of the potential benefits of greater diversity among health professionals and an assessment of strategies that may increase diversity in five areas including: admissions policies and practices of health professions education institutions; public (e.g., state and federal) sources of financial support for health professions training; standards of health professions accreditation organizations pertaining to diversity; the "institutional climate" for diversity at health professions education institutions; and the relationship between Community Benefit principles and diversity.
The Nursing Shortage: Can Technology Help?
8/8/2003 by California HealthCare Foundation and First Consulting Group
-This report commissioned by the California HealthCare Foundation in June 2002 analyzed major considerations in applying technology to solving nursing workforce problems. Through a series of interviews at 22 hospitals across the U.S., authors evaluated successful strategies and myths about the role of technology.
Healthy Work Environments, Volume 2: Striving for Excellence
8/4/2003 by McManis & Monsalve Assoc. & American Organization of Nurse Executives
-The second in AONE's monograph series on the nursing work environment: the report focuses on six key organizational success factors: leadership development and effectiveness, empowered collaborative decision-making, work design and service delivery innovation, values-driven organizational culture, recognition and reward systems, and professional growth and accountability. Avail: http://www.hospitalconnect.com/aone/docs/hwe_excellence_full.pdf
Nursing in California: A Workforce Crisis
8/4/2003 by Coffman, J, Spetz, J, Seago JA, Rosenoff E, & O'Neil E.
-This report synthesizes information regarding California's RN workforce and the factors that affect California's ability to recruit and retain an adequate number of RNs. The report also presents recommendations for the health care industry, unions, nursing schools, nursing organizations and policymakers.
Diversifying the Nursing Workforce: A California Imperative
8/4/2003 by Dower C, McRee T, Briggance B, & O'Neil E.
-Though an extensive literature review, numerous original interviews with health care professional and educators, and the utilization of nursing data collected by the CWI, this report presents the barriers that continue to impede diversity within California's nursing profession, and provides recommendations for immediate steps and long term solutions to this problem.