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This paper analyzed the needs, status quo and shortcomings of training Traditional Chinese Medicine (TCM) encephalopathy nurse specialists in China. Conception and prospect of talent training were discussed to improve the continuous development of TCM treatment for encephalopathy, strengthen the construction of TCM nursing and promote the implementation of Healthy China Initiative (分析我国中医脑病专科护士培养需求, 结合我国中医专科护士及脑病专科护士培养现状及不足, 对中医脑病专科护士培养提出了初步的构思与展望, 旨在推进中医脑病学科的持续发展, 加强中医护理学科建设, 促进健康中国。)

Objective To develop an demand-oriented evaluation index system for core competence of clinical nurse specialists, in order to provide reference for cultivation, qualification approval and assessment of clinical nurse specialists. Methods Based on the literature review, theoretical study and expert interviews, an evaluation index system for core competence of clinical nurse specialists was constructed by using a two-round Delphi methods with 30 experts. Results The response rate was 100.00% in the first round and 100.00% in the second round. The authoritative coefficient (Cr) was 0.827, the familiarity with the indicators (Cs) was 0.767 and the judgment basis of the indicators (Ca) was 0.887. The Kendall coefficient of concordance of first-level indicators, second-level indicators and third-level indicators was 0.233, 0.102 and 0.118, respectively. Totally 5 first-level indicators, 20 second-level indicators and 15 third-level indicators were identified. Conclusion The evaluation index system for core competence could provided a valuable evidence for the training, assessment and appointment of clinical nurse specialists. [ABSTRACT FROM AUTHOR]

Purpose: This study was intended to investigate the frequency of job performance of the Korean professional medical support staffs (PMSS). Method : The data of 1,666 PMSS from 36 hospitals and over 500 beds were analyzed. The participants were divided into 5 groups: advanced practice nurses (APN), clinical nurse experts, physician assistants (PA), coordinators, and others. Results : Among the 5 main domains of job performance, advanced clinical practice has the highest frequency (111.36 d/y), followed by consultation/collaboration (75.66 d/y), education/counseling (53.54 d/y), leadership (23.90 d/y), and research (19.14 d/y). There was a significant difference in the frequency of job performance between the 5 groups of participants. The invasive activities were more frequent in the PA group. In the education and counseling domain, APNs had a higher level of job frequency than others (p<.001). In the research and leadership domains, APNs and coordinators had more prominent performance frequency than other groups (p<.01). However, there are some ambiguities in the job performance of the 5 groups depending on institutional characteristics. Conclusion : To establish the scope of work of PMSS, organizational and individual efforts are needed to promote and expand the leadership and research domains. To resolve the ambiguities of PMSS' roles, it is necessary to reorganize their titles. [ABSTRACT FROM AUTHOR]