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Background: Despite growing evidence of the impact that clinical academic (CA) staff have on patient care and clinical practice, there are disproportionately low numbers of nurses, allied health professionals (AHPs) and other healthcare professionals in CA joint roles, compared to their medical colleagues. Aim: To describe the initial development of a CA career pathway for nurses, AHPs and other healthcare professionals in a Community and Mental Health NHS Trust. Methods: Kotter’s 8-Step Change Model was used to expand opportunities and research culture across an NHS Trust. Results: A variety of capacity and capability initiatives at different academic levels were created to support CA development and to complement those available externally. These opportunities were underpinned by a research and development strategy, senior leadership buy-in, manager and clinical staff support, and targeted organisation-wide communication. Conclusion: The ongoing development of innovative CA opportunities in the Trust, alongside greater support for staff interested in pursuing CA careers, has resulted in a growing number of individuals successful in developing as CAs. This has led to a growth in research culture in the organisation and a greater understanding of what CA staff can bring to patient care, the clinical service and the wider organisation.

Purpose: The aim of this study was to investigate the relationship between youth road cycling success and becoming a professional cyclist. Specifically, the authors sought to analyze (1) the differences in the success scores in youth categories between future professional (PRO) and future nonprofessional (NON-PRO) cyclists, (2) whether relative age effect influences youth road cycling career pathways, and (3) whether youth competition success could predict a future career as a professional cyclist. Methods: The number of points gathered in the annual national ranking of 1345 Italian cyclists in the U17, U19, and U23 categories were retrospectively analyzed. Participants were divided into 2 groups: PRO (n = 43) and future NON-PRO (n = 1302), depending on whether they reached the professional level. Results: PRO outperformed NON-PRO in all the youth categories considered (ie, U17, U19, and U23). Older cyclists within the same annual age group were not overrepresented in PRO and do not have an advantage over younger cyclists within all the competition years. The number of points gathered in youth competitions provides an indication of probability of becoming professional cyclists from U17 onward with the predictive value increasing with age category. Conclusions: Handling the transition to a new age group well (especially the U19–U23 transition), and therefore having success competing against older and more experienced cyclists, is an important factor for talent identification in youth cycling.

The purpose of the study is to investigate the perception and propensities of Senior High School (SHS) students regarding the teaching profession. Convergent Mixed Method research design will be used in this study since the data will be collected at the same time through a consolidated survey instrument, analyzed separately, and then compared to have complete understanding of the research problem (Creswell & Creswell, 2018). The respondents of the study are SHS students of the National Teachers College. Stratified sampling was employed ensuring that all strands are well-represented. The consolidated survey instrument will collect the demographic profile of the respondents, RIASEC Career Pathway test, researcher-made test on propensities to perform the duties and responsibilities and the open-ended questions on their perception about teaching profession. Research instruments used in this study have sound psychometric properties. The data will be analyzed using descriptive statistics such as frequency, percentage, mean, standard deviation to know the level of career pathway, and propensity to become a teacher. The impact of SHS strands and career pathway were gauged through Kruskal Wallis H test with epsilon square calculation for the effect size. Spearman Rank Order Correlation was used to know the significant relationship between career pathway and propensities to perform duties and responsibilities of teachers. Thematic analysis was employed to interpret the perception of respondents regarding the teaching profession.

Sport is a major enhancer of economic and social development of individuals and nations. Many young people have risen to stardom, affluence and influence, as well as contributed to development of their nations through pursuit of sporting careers. Yet in most African countries, the scope of this achievement in sports as a career pathway still remains curtailed by the perception of sports as a co-curricular activity that only complements the regular curriculum in school. However, the new Kenyan curriculum reform as enshrined in Competency-Based Curriculum (CBC) has re-defined sports to become an academic and career pathway. The purpose of this paper therefore is to examine the implications of this shift of sports from being a co-curricular activity in schools, to becoming a core and integral academic and career pathway. The paper reviews the history and current status of PE in Kenyan curriculum, examines the new curriculum reform, discusses the significance of sports as a career pathway and finally shows the implications of the reform. The methodology used included document analysis and retrospective analysis and synthesis of scientific literature. The paper finds that there is a general attitude of indifference towards sports and PE in schools, it has been given less priority, and most PE and sports departments grapple with inadequate funding and deficiency of essential resources. In order to effectively launch the trajectory of sports as a career pathway in curriculum, the paper recommends the necessity of a societal paradigm shift, government’s preparedness and multi-sectoral partnerships that can create synergies among the relevant stakeholders in Education and Sports. The need for the government to strategically position the Kenya Academy of Sports as an entity to professionalize sport talent development towards realization of the Sports Pathway also advised.

The final report submitted to the Royal Society of Chemistry, as part of the project 'Women’s Career Pathway in Chemical Sciences; a Multi-stage Investigation in Kerala', funded by the Inclusion and Diversity Grant-2020 by the Royal Society of Chemistry (RSC), Cambridge, UK. More details are available at https://rsc-idf-wck.pubpub.org/. Malayalam Title: കേരളത്തിലെ സ്ത്രീകളുടെ കരിയര്‍ വഴികള്‍ കെമിക്കല്‍ സയന്‍സ് മേഖലയില്‍ : വിദ്യാഭ്യാസ ഘട്ടങ്ങളിലൂടെയുള്ള ഒരന്വേഷണം &nbsp

One of the desired project results is preparation of the training program concerning „supporting young athletes’ dual careers” which will be fulfilled by teachers and coaches in the group of students aged 14-19, as well as elaboration of training materials and presentations which they will use in the training.

Background: In South Africa, there is a paucity of optometrists serving the needs of the larger public sector. KwaZulu-Natal is one of the most densely populated provinces and home to several of the poorest districts. Despite an optometry school in the province, and with a lack of compulsory community service for new graduates, more optometrists are needed to serve the public sector. While studies on the recruitment and retention of medical and allied health professionals have been conducted, limited evidence exists on work trends of public sector optometrists. Methods: A cross-sectional study design using both quantitative and qualitative data collection methods was used. All public sector optometrists and local district health co-ordinators in the province were contacted, with an 80% (41 out of 51) and 75% (9 out of 12) response rate, respectively. Questionnaires containing demographic, recruitment, retention and open-ended questions were distributed by post, fax and email and via an online survey to both groups. Telephonic interviews were also conducted using semi-structured techniques. Frequency distributions, Fisher’s exact test and odds ratios were used to statistically describe the demographic data, while qualitative responses were recorded and analysed for commonly occurring themes. Results: The present public sector optometry workforce comprises mainly young (73%), black (70%), women (66%). They chose to work in the public sector to ‘make a difference’ and were attracted by ‘good working hours’ and ‘job security’. Fifty-three percent of optometrists work in the public sector due to a study bursary, for which there was a statistically significant association for race ( p = 0.01), gender ( p = 0.05) and background origin ( p = 0.05). To aid their retention in public service, improved salaries, career progression, recognition, improved management relations and improved instrumentation were ranked highest by these optometrists. Conclusion: The demographic profile of presently serving public sector optometrists poses many human resource (HR) challenges and opportunities. Universities should pay attention to rural origin of students and provide exposure to rural clinical experiences during study. Departments of Health use study bursary incentives to recruit optometrists, but need to consider financial and non-financial incentives for their retention. At hospital level, a responsive HR management system should be implemented with emphasis on career management, recognition, improving infrastructure and supporting professional development.

While the term specialist in nursing can be traced to the turn of the 20th Century, it is only since 2001 that a framework was developed for a clinical career pathway in Ireland. This framework has promoted the development and expansion of the clinical nurse/midwife specialist (CNS/CMS) throughout Ireland over the past 10 years guided by the National Council for the Professional Development of Nursing and Midwifery (NCNM). To build upon the achievements of the NCNM and advance nursing practice, it is imperative that CNS/CMSs adopt and fulfil the components of their role. Since CNS/CMS practice is relatively new to Ireland, there is the opportunity to learn from experiences of other countries. This article outlines the development and challenges of the CNS role in Ireland.

The professional (registered) nurse needs to possess the necessary skills and competencies in discharging her duty to the society. These skills are acquired through professional development, clinical experiences and educational advancement. The nurse personally develops the ambition while the institution helps to actualize this. Professional development is one of the criteria that make nursing to be a profession especially in this world of professional leadership tousle among health care workers. It is expected that the nurse develop herself through evidenced base practices, reflective practices and continue education. The competent nurse engages in ongoing self-directed learning with the understanding that knowledge and skills are dynamic and evolving; in order to maintain competency one must continuously update the knowledge, she also demonstrates leadership in nursing and health care through the understanding that an effective nurse is able to take a leadership role to meet client needs, improve the health care system and facilitate community problem solving. Ensuring that nurses have the appropriate skills, knowledge, competencies and professional values to achieve reform objectives is contingent upon their engagement in higher education. The time has come for the nursing profession to outline a preferred future for the preparation of nurse educators to ensure that these individuals are appropriately prepared for the responsibilities they will assume as faculty and staff development educators and to implement strategies that will serve to retain a qualified nurse educator workforce.Read Complete Article at ijSciences: V4201501615

While the government sector has been an excellent employer in the past, the image of government employment has suffered significantly in the last years. As a result, many talented workers have preferred private sector to government service. Now some steps should be taken to attract and recruit the talented employees for government service. The article describes the role of the employee development and career planning in the organizations and highlights the importance of these processes in relation to the staff retention and long-term prosperity. The aim of this article is to apply these processes on the government conditions (especially in financial administration area) to enhance both employees’ satisfaction and also financial administration efficiency.

The Commonwealth government provides fee exemption for any Australian who undertakes a PhD. This policy is presumably based on the "clever country" assumption that an educated population will develop and contribute to social and economic capital. Enrolment numbers therefore continue to increase, and a PhD is no longer an elite qualification. In addition, the characteristics and demographics of PhD students are changing. In the School of Education, University of South Australia, a significant number of PhD students are not early career researchers or recent honours graduates, but mid-to-late-career education practitioners and retirees, and the majority are women. These mature-age and third-age candidates are undertaking doctoral research not to launch their career, but in most cases to reflect on it, with many experiencing transformative learning in the process. In this paper I will explore why people undertake a PhD later in life, what the learning process is like for them, what the outcomes are, and the benefits to society. In the School of Education, University of South Australia, a significant number of PhD students are not early career researchers or recent honours graduates, but mid-to-late-career education practitioners and retirees, and the majority are women. These mature-age and third-age candidates are undertaking doctoral research not to launch their career, but in most cases to reflect on it, with many experiencing transformative learning in the process. In this paper I will explore why people undertake a PhD later in life, what the learning process is like for them, what the outcomes are, and the benefits to society. Refereed/Peer-reviewed

Brytpunkter innebär skiften mellan olika sysselsättningar och områden på utbildnings- och arbetsmarknaden. För att hantera en brytpunkt använder individen olika rutiner. Syftet med studien är att studera sex kvinnors berättelser om brytpunkter och rutiner i karriären. Sex semistrukturerade intervjuer har genomförts. Vid bearbetningen och analysen av kvinnornas berättelser har en hermeneutiskt ansats använts. Resultatet visar att de sex kvinnorna har upplevt ett flertal brytpunkter i sina karriärer samt att de har använt olika rutiner för att hantera dessa brytpunkter. De flesta brytpunkter är svåra att klassificera som frivilliga eller påtvingade, samt svåra att skilja från rutiner och tidigare brytpunkter. En slutsats blir att karriär kan beskrivas som en livslång process av brytpunkter och rutiner. Turning points involves shifts between different occupations and areas of education and labor. The individual processes turning points using various routines. The purpose of this study is to examine six women's stories of turning points and routines in their careers. Six semi structured interviews were conducted. A hermeneutic approach has been used in processing and analyzing the stories. The results show that the six women have experienced several turning points in their career and that they have used several different routines to deal with these turning points. Most turning points have been difficult to classify as self-initiated or forced, as well as difficult to distinguish from routines and previous turning points. One conclusion is that career can be described as a lifelong process of turning points and routines.