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Background/scope: The Clinical Nurse Specialist in Nutrition is a professional capable of providing specialist clinical assistance and leadership‐related clinical nutrition. To date, although their role has already been identified, there is still uncertainty about how this figure can actually fit into the various global health systems. The purpose of this review is to clarify and define the role of this professional aimed at analysing clinical experiences and data from nutrition scientific societies. Methodology: A systematic literature review was conducted using the Prisma Statement in the Cochrane Library databases and subsequently in PubMed, Embase, CINAHL, Scopus and Web of Science. In addition, a manual search of studies published in Google Scholar was conducted for the analysis of 'grey literature'. Out of 3,320 identified records, 20 studies were included in the present review. [Correction added on 06 June 2024, after first online publication: The preceding sentence has been corrected from "Out of 2,348 identified records, 21 studies were included in the present review." to "Out of 3,320 identified records, 20 studies were included in the present review" in this version.] Results: The development of specific training, certification and qualification protection courses is contributing to the development of this professional in various hospital and community clinical contexts. The clinical experiences identified have shown that this figure is able to provide specialist assistance by offering high levels of safety, efficacy and quality of the care provided. Conclusions/ implications for nursing: The implementation of nurse nutrition specialist, to date, is still limited at the global level, and training programmes coordinated between scientific societies and nursing universities could be the basis for the development of this specialization in countries where today this figure is not yet present. [ABSTRACT FROM AUTHOR]

Background: Educators ensure that nurse practitioner (NP) students meet core competencies prior to graduation. Post-graduation, students navigate certification, licensure, resume building, and job searches. A statewide virtual conference was developed to help students during the transition to advanced nursing practice. Method: Information was presented on professional role development, resume writing, interviewing, licensure, certification, contract negotiation, and transitioning to a provider role. Results: Nearly all participants (92%) were able to describe the status of NP practice and licensure requirements. Most attendees (90%) valued the insight shared by panelists. Many students (88%) felt more prepared to negotiate a contract. Conclusion: Current educational programs lack the time to thoroughly address NP graduates' learning needs regarding transition to practice. A partnership between faculties and a state professional organization is an innovative approach to meet students' educational desires. Delivery of a virtual conference during the pandemic proved to be cost effective. [J Nurs Educ. 2024;63(9):630–633.] [ABSTRACT FROM AUTHOR]

The article outlines core competencies for pathway and magnet program directors of hospitals to facilitate the journey to excellence. These include core knowledge of the organization's foundational principles, leading teams, communication and collaboration with healthcare team members, program management, having an understanding of professional practice and articulating the importance of professional nursing, and facilitating and coordinating the journey to national recognition.

Purpose: Medical support staff nurses have traditionally performed various supportive tasks for physicians, often extending beyond standard nursing roles. Despite these long-standing practices, there is a notable lack of official recognition and legal protection for these expanded responsibilities, leading to increasing legal concerns. Therefore, there is a need for proposing a rational solution to address these issues. Methods: The number of medical support staff nurses is rising, particularly as they fill gaps left by the 2024 resident physician strike. The study focuses on identifying potential challenges arising from this shift and developing strategic improvements to address these challenges effectively. Results: This study proposed legally expanding the scope of nursing duties and creating a robust system for training and certifying nurses to handle these responsibilities effectively, by integrating these roles within the advanced practice nurse (APN) framework. Conclusion: Integrating these roles within the framework of APN can offer a sustainable and legally sound solution to the ongoing healthcare crisis, ensuring patient safety and safeguarding healthcare workers' legal rights. [ABSTRACT FROM AUTHOR]

Introduction: Attitudes of speech-language pathologists (SLPs) toward stuttering play an important role in managing stuttering cases. Yet, such studies had not been studied in Malaysia, a country that is still developing the profession of speech-language pathology. This study aimed to explore the attitudes of Malaysian SLPs and speech-language pathology students toward stuttering. Methods: A total of 50 SLPs and 67 speech-language pathology students completed the Clinician Attitudes Toward Stuttering (CATS) inventory. There were eight domains of attitudes toward stuttering: (a) etiology, (b) early intervention, (c) therapeutic efficacy, (d) personalities of people who stutter (PWS), (e) clinician expertise and roles, (f) teacher/counsellor roles and client/public reactions, (g) therapy strategies, and (h) parent attitudes. Descriptive data were presented, and multivariate analysis of variance was conducted to examine the effects of clinical certification on the eight domains of attitudes toward stuttering. Results: Participants who possessed a clinical certification were more accepting toward the personalities of PWS and therapy strategies. On the other hand, participants without a clinical certification were more accepting toward clinician expertise and roles. Conclusions: Current curriculum and professional training should be reevaluated to remediate less accepting stereotypes held by SLPs and students toward PWS and to enhance essential skills such as counseling. [ABSTRACT FROM AUTHOR]

Background: An analysis of practice is conducted by the American Board of Physical Therapy Specialties (ABPTS) every 10 years to revalidate, update, and revise the description of specialty practice (DSP) for each specialty. The Geriatric Specialty Council recently conducted an analysis of practice and revised its content consistent with established procedures by the ABPTS. Purpose: The purpose of this article is threefold: first, to describe the process of the most recent practice analysis; second, to report revisions to the description of specialty practice based on the analysis of practice; and third, to identify elements of practice that define current specialist practice in geriatric physical therapy. Methods: A 10-member committee of subject matter experts (SM Es) and a psychometric consultant developed a survey instrument addressing geriatric physical therapy specialty practice areas. The survey was initially pilot-tested and subsequently administered online to a sample of 801 board-certified geriatric clinical specialists. The consultant facilitated the consensus process to determine decision rules in selecting the final competencies describing current geriatric physical therapy specialty practice. Results: A total of 372 respondents fully or partially completed the survey, resulting in a response rate of 46.4%. Based on a priori decision rules regarding survey data, consensus of the group of SMEs, and input from the ABPTS, the DSP for geriatric physical therapy specialty practice was revised. Revisions (elimination [-] of prior items and addition [+] of new items) were made in Section 1: Knowledge Areas (-8 and +6), in Section 2: Professional Roles, Responsibilities, and Values (-14 and +4), and Section 3: Practice Expectations (-53 and +28). Conclusion: The revised DSP will be used as the basis for the development of the examination blueprint for the specialist examination in geriatric physical therapy and the curricula for residency programs in geriatric physical therapy. [ABSTRACT FROM AUTHOR]

Aim: To investigate the distribution of nurse practitioners (NPs) across Japan and their perceived facilitators and barriers to NP implementation in Japan. Background: NP certification examinations have been conducted in Japan since 2011, and by 2020, there were 487 NPs in the country. The momentum of NP implementation is slower in Japan compared with other countries. Methods: A cross‐sectional descriptive study, following the STROBE guidelines, was conducted. Web‐based survey questionnaires, developed by the authors, were administered to 248 NPs whose email addresses were maintained by the certification management body. Results: Valid responses were obtained from 101 NPs (response rate: 40.7%), of which 34% were male. The respondents had more than 12 years of registered nurse experience on an average before enrolling in the graduate NP program. 53% were employed as NPs from the beginning, while 25% were initially employed as registered nurses and later advanced to NPs, and 11% still worked as RNs. A majority worked in hospitals with beds. Many NPs perceived the lack of NP national licensure and reimbursement benefits as barriers to NP implementation, whereas recognition from superiors and organizations was considered facilitators. Conclusions: Despite their small numbers in Japan, NPs take on crucial tasks and contribute to the appropriate distribution of medical resources. The NP licensure system and recognition from superiors and organizations may be necessary to promote NP roles in Japan. Implications for nursing and health policy: Some certified NPs still work as registered nurses. Recognition from nursing and organization administrators is critical to implementing NPs. To this end, a reimbursement system benefiting the organizations and a legislation facilitating NP employment are required. [ABSTRACT FROM AUTHOR]

The adult/gerontology (gero) nurse practitioner (NP) delivers primary and/or specialty palliative care to persons and their families who live each day with a myriad of serious illnesses. In this role, the adult/gero nP uses their skill set to address the whole person (physical, psychological, social, and spiritual/existential) to improve the quality of life for persons they care for. This article is the fourth in a series of 6 highlighting the different roles of the adult/gero NP and the advanced certified hospice and palliative registered nurse, and how these 2 roles overlap. The purpose of this article was to provide details of education and certification pathways for these NP roles, describe the overlaps in clinical care, and illustrate how the adult/gero NP in palliative and hospice care can contribute to leadership in program development for care of persons and their families who live with serious illness. [ABSTRACT FROM AUTHOR]

Aim: The aim of the study was to understand the experiences of nurses who were newly appointed to a position of leadership including facilitators and barriers to success and what they considered important for the development of their role. Methods: We used a qualitative descriptive research design. The study was conducted in Norway with 10 nurses who had been appointed to a leadership position within the last 2 years. Participants were interviewed with individual qualitative interviews which were transcribed and subsequently analysed using thematic analysis. Results: The following four main themes were identified from the data: I feel lonely in the leadership position, I am not confident as a leader, I am unsure of the requirements and expectations of me, and I need support and supervision. Conclusion: The results underscore the challenges reported by new leaders in nursing and their advocacy for mentorship as a facilitator for success. The qualifications of mentors were emphasised with a need for a comprehensive leadership skill set to address the multifaceted aspects of leadership development. [ABSTRACT FROM AUTHOR]

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Nurse leaders play a critical part in supporting the safety of patients and their staff. Their guidance in establishing a robust safety culture and engagement in preparing their organizations for the survey is important in eliminating patient harm. Ensuring the dialysis facility and staff are survey- ready promotes a culture dedicated to patient wellbeing and safety. This article describes the survey process in dialysis facilities and provides survey tips to guide nurse managers in being survey-ready every day. [ABSTRACT FROM AUTHOR]

More than 25 million Americans have limited English-language proficiency (LEP) according to the U.S. Census Bureau. This population experiences challenges accessing health care and is least likely to receive preventive health care, including screening mammogram. In a setting where the breast radiologist does not speak the language of their patient, using certified medical interpreter services is fundamental. Medical interpreter use is associated with improved clinical care and patient satisfaction and can potentially increase adherence to screening mammograms and follow-up in patients with LEP. Title VI of the Civil Rights Act requires interpreter services for patients with LEP who are receiving federal financial assistance. Failure to provide interpretative services when necessary is considered discriminatory and illegal. The use of untrained medical interpreters, including ad hoc interpreters (eg, family, friends, or untrained staff), is associated with more medical errors, violation of confidentiality, and poor health outcomes. Types of medical interpretation services available to address language barriers include in-person interpretation, telephone and video remote interpretation, and qualified bilingual staff. Proper training and certification of medical interpreters is essential to prevent misinterpretations and ensure patient safety. When using an interpreter service, speak to and maintain eye contact with the patient, address the patient directly and seat the interpreter next to or slightly behind the patient, use visual aids whenever possible, and have the patient repeat the information to verify comprehension. Breast radiologists can address disparities in breast cancer screening and treatment by promoting effective communication. [ABSTRACT FROM AUTHOR]

The article presents a question and answer related to enabling registered nurses, licensed practical and vocational nurses, and assistive personnel to practice to the fullest extent of their license or certification.

Aim: To examine the experiences of internationally qualified nurses, including those from culturally and linguistically diverse backgrounds, transitioning to and working in the aged care sector of high-income countries. Design: A scoping review. Data Sources: CINAHL, MEDLINE and PSychINFO databases were searched to find eligible literature published from January 2010 onwards. Review Methods: This scoping review was based on the framework by Arksey and O'Malley and the PRISMA-ScR guidelines. The literature search was conducted by the first author, and all three authors reviewed the retrieved studies for eligibility and inclusion. Results: Fourteen articles were eligible. Data was categorized into three broad themes: stress of migration and transition; miscommunication, racism and discrimination; and aged care specific challenges which included two sub-themes ‘shock of aged care’ and ‘bottom care’. Conclusion: Internationally qualified nurses, particularly if they are culturally and linguistically diverse, face unique stresses and challenges in aged care and face barriers in the recognition of skills and qualifications. The under-utilization of skills is not only a loss in terms of patient care but is linked to fears of de-skilling, losing professional development and opportunities for career progression. Impact: Internationally qualified nurses are positioned as a solution to aged care shortages in high-income countries; however, there is a scarcity of research exploring their experiences. In the context of the global aged care staffing crisis, an understanding of the stresses and challenges faced by internationally qualified nurses will further strengthen efforts to recruit, support and retain skilled nurses in aged care. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the challenges that may be involved in undertaking mental health assessments of people with learning disabilities • To identify appropriate communication skills, strategies and approaches that can be used when conducting mental health assessments of people with learning disabilities • To contribute towards revalidation as part of your 35 hours of CPD (UK readers) • To contribute towards your professional development and local registration renewal requirements (non-UK readers). Mental health issues are not only more prevalent in people with learning disabilities compared with the general population, but they are also more challenging to assess and diagnose. Reasons for this may include the communication issues and cognitive impairments often experienced by people with learning disabilities. This article describes some of the challenges that nurses and other healthcare professionals may encounter when assessing mental health issues in people with learning disabilities. It provides practical advice on how to conduct an effective mental health assessment and outlines a range of communication strategies that can be used to overcome any issues that occur. [ABSTRACT FROM AUTHOR]

Purpose: This study examined the processes that speech-language pathologists (SLPs) use during an augmentative and alternative communication (AAC) assessment with children with motor impairments to determine alternative access solutions. These children often are the most vulnerable to a poor fit of their AAC system, which alternative access is an integral part. Although there is an abundance of information as to what types of considerations should be made during these assessments, there is no guidance as to how the assessment is completed. The goal of this study is to build evidence about the process. Method: A collective case design was used to gain detailed insights into the decision-making process. Interviews and vignette responses were two components of the data collection. Each of the five SLPs, or cases, who participated in the study transcripts was analyzed in isolation as part of a within-case analysis. Once each SLP's process was understood, a cross-case comparison was completed to ascertain similarities or differences across the five. Results: The cross-case assertions are presented in this article. Although the SLPs individually reported a lack of defined process, a clear systemization became evident when considered collectively. The SLPs all focused on the child, isolated motor access skills, and used a process of experimentation over time to build their final recommendations. Conclusions: These results have implications for SLPs working with children with motor impairments who may benefit from AAC intervention. The shared framework can serve as a roadmap to other SLPs, especially those with less experience with these types of complex cases. The varying teaming approaches to support these cases are also discussed. [ABSTRACT FROM AUTHOR]

In a quantitative study to determine nursing professional development (NPD) practitioners' self-perceived influence, influence was operationally defined as political skill. A sample of 989 NPD practitioners reported high-average overall levels of political skill. For those without formal leadership positions, networking ability, a subscale of political skill, was predicted by NPD certification and a graduate degree or higher. NPD practitioners can enhance their influence competency through education, certification, professional development, mentoring, and coaching. [ABSTRACT FROM AUTHOR]

Background: Today, the use of cellular therapies as an effective treatment in the field of health is increasing. In the COVID‐19 pandemic or similar situations, cellular therapies may be sometimes life‐saving. The COVID‐19 pandemic has shown us that the training of intensive care nurses in special cases, such as cellular therapies, is insufficient. Aim: The study aimed to determine the duties, responsibilities and training of intensive care nurses on mesenchymal stem cells (MSCs) transplantation to critically ill patients during the COVID‐19 pandemic. Study Design: This descriptive and retrospective study was conducted on 107 critically ill patients diagnosed with COVID‐19 infection and followed up in the intensive care unit (ICU) between April 2020 and April 2022. Each patient was transplanted MSCs by intravenous infusion three times. Before starting cellular therapy applications, intensive care nurses were selected to work on this treatment modality. Each nurse was given theoretical and practical training by experienced instructors. Results: Intensive care nurses trained for MSCs transplants took part in the pre‐application, preparation, application and post‐application period. MSCs were checked by the ICU nurses in the pre‐application period. Patients' vital signs, existing catheters, consciousness status and parameters were checked by nurses in the preparation and application period. No side effects and complications were observed in patients during MSCs transplantation and within the first 24 h. Patients' late complications and mortality were recorded by nurses during the post‐application periods. Conclusions: We recommend that nurses working especially in Level 3 ICUs receive training and certification in cellular therapies, especially in hospitals where advanced/cellular treatments are applied. Relevance to Clinical Practice: Intensive care nurses are actively involved in every phase of the application of MSCs. Especially before such special practices, which came to the fore with the COVID‐19 pandemic, training should be organized for intensive care nurses. [ABSTRACT FROM AUTHOR]

This commentary examines the future of women's health and gender-related healthcare for Women's Health Nurse Practitioners (WHNPs) within the framework of National Association of Nurse Practitioners in Women's Health's (NPWH's) mission and vision. Emphasizing the importance of addressing menopause, maternal health, and reproductive health, it discusses the significance of WHNP education, certification, and workforce contributions. Despite their critical role, challenges including recognition as maternity care providers and disseminating WHNP-specific outcomes remain. WHNPs play a vital role in providing comprehensive healthcare for women and gender diverse individuals. Guided by the mission and vision of the NPWH, WHNPs address key priority areas including menopause, maternal health, and reproductive health. However, challenges such as recognition as maternity care providers, publishing outcomes specific to WHNP practice, and collecting comprehensive workforce data persist. To advance women's and gender-related healthcare, concerted efforts are needed to dissemination of WHNP-specific research, and improving workforce data collection. By overcoming these challenges, WHNPs can continue to play a pivotal role in promoting the health and well-being of women and gender diverse individuals, shaping the future of women's health and genderrelated healthcare delivery. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your knowledge, recognition and management of perinatal mental health issues • To find advice and inspiration on how to discuss perinatal mental health with future or new parents • To contribute towards revalidation as part of your 35 hours of CPD (UK readers) • To contribute towards your professional development and local registration renewal requirements (non-UK readers) Perinatal mental health is a major public health issue. Around 12% of women experience depression and 13% experience anxiety during pregnancy and up to one in five experience depression and/or anxiety in the first year after childbirth. Fathers, partners or co-parents can also develop perinatal mental health issues, while unrecognised or untreated parental mental health conditions can negatively affect early child development. Most women who experience perinatal mental health issues are managed in primary care, however some require referral to specialist services. This article outlines the role of primary care professionals, such as community nurses, midwives and health visitors, in the early recognition and management of perinatal mental health issues. It describes how symptoms of depression and anxiety may manifest in the perinatal period and the presenting symptoms of postpartum psychosis, and details assessment and referral processes. The author suggests explorative questions that can be incorporated into discussions about mental health with future and new parents and describes a simple mnemonic that may assist primary care professionals in providing emotional support to families. [ABSTRACT FROM AUTHOR]

Achieving enhanced healthcare quality by participating in cross-disciplinary medical teams and providing specialized, precision nursing are core professional values of clinical nurse specialists (CNSs). Although CNSs are crucial in the healthcare field, the development of CNSs in Taiwan remains in its infancy. The Taiwan Nurses Association has already announced regulations related to professional frameworks and scope of practice for advanced practice nurses and has reached a preliminary consensus and plans on the definition, qualifications, and indicators of care for CNSs. The clinical application, job titles, and certification of the professional core values of CNSs require continuous and joint deliberation and development by professional nurse organizations. In this study, the results of empirical research into professional organizational frameworks and certification of CNSs in Europe, the United States, and Australia were used to derive a reference model for CNS education and training development for advanced practice nurse specialties in Taiwan. The fundamental elements of the roles and professional frameworks and feasible qualification certification systems were also explored. [ABSTRACT FROM AUTHOR]

Background: In response to the aging population, the Department for Professional Development in the Nursing Division at the Israeli Ministry of Health has invested significant resources in training registered nurses for post‐basic certification in the field of geriatrics. However, little is known about how the nurses implement the scope of practice in the field and how they maximize their full potential following the training. Aims and objectives: To assess whether nurses' full potential is maximized in geriatric acute and long‐term geriatric care, and community settings in Israel. Design: A quantitative, cross‐sectional study. Methods: The study population is a convenience sample of registered nurses who completed post‐basic certification in geriatric care (n = 287). The participants completed a self‐administered questionnaire addressing socio‐demographic and occupational characteristics, implementation of the scope of practice, and a professional satisfaction questionnaire. Baseline demographic variables were summarized using means and counts, with frequency counts and percentages used for the scope of practice. A one‐way ANOVA was utilized to examine the differences between the workplace and the scope of practice. Chi‐square was used to examine practice types and the workplace. Results: Nurses in all surveyed geriatric settings reported average to high overall performance in independent decision‐making activities and delegated duties. The majority (66%) reported very high satisfaction with the completion of the post basic certification education However overall performance differed significantly between the different geriatric settings. Conclusion: Most of the nurses with a post‐basic geriatric certification are satisfied with their scope of practice, feel valued by colleagues and managers, and are able to practice independently within their professional scope. This can have a positive impact on the care of the older adult population. Clinical Relevance: Administrators should ensure that nurses with a post‐basic geriatric certification are able to maximize their scope of practice. Specifically, we recommend nurse managers to leverage the results of this study and advocate for nurses to fulfill their full potential in their scope of practice. [ABSTRACT FROM AUTHOR]

National nursing organizations have called for nurses to provide leadership in care solutions for high-cost/high-needs vulnerable populations. In response to this call, important modifications are emerging in Doctor of Nursing Practice programs, including an increasing number of nurses pursuing dual certification in primary care and psychiatric mental health or primary care nurse practitioners returning for a postgraduate certificate in psychiatric mental health. This innovative role warrants examination, particularly because it relates to high-needs/high-cost patients such as those with serious mental illness (SMI). This article highlights two aspects of the role of the primary care/psychiatric mental health nurse practitioner(PC/PMHNP):one,to provide a vision ofthe PC/PMHNPasa unique solution for optimal care of vulnerable patients and two, to demonstrate potential contributions ofthe PC/PMHNP to the larger health care system. A case exemplar is used to illustrate role contributions ofthe PC/PMHNP in a high-needs/high-cost patient with SMI and complex co-occurring physical illness. Three capacities ofthe PC/PMHNP are discussed: depth and breath, expert engagement and rapport building, and full patient-centered care and flexibility. The case exemplar emphasizes the PC/PMHNP value through transitions across care settings and where gaps in service frequently occur. The impact ofthe PC/PMHNP on improved patient outcomes, patient and provider satisfaction, and cost savings are explored. [ABSTRACT FROM AUTHOR]

This AOTA Position Statement describes the use of complementary and integrative health approaches in occupational therapy practice and presents ethical and pragmatic matters, including diversity, equity, inclusion, cultural humility, continuing competence, standards of practice, and supporting evidence. [ABSTRACT FROM AUTHOR]

Background: Antipsychotic medications (APMs) have been used to treat multiple psychiatric disorders for decades. The conditions to use these medications have expanded from primarily psychotic disorders to Food and Drug Administration--approved uses as first-line mood stabilizers in bipolar disorder and adjunctive pharmacotherapy in unipolar depression. Antipsychotic medications can have serious side effects, including drug-induced movement disorders (DIMDs). Nurse practitioners (NPs) in non--psychiatric-mental health specialties are increasingly managing psychotropic medication regimes. There is a void in peer-reviewed literature capturing the scope of NPs managing APMs, such as whether they received training to prescribe and manage risks of APM, and if so, what type (e.g., continuing education, attending conferences, consulting), and their confidence assessing and managing DIMDs. Purpose: To describe the scope of NP management, knowledge, and confidence related to APMs and associated risks of DIMDs. Methodology: Nonexperimental, descriptive, cross-sectional survey. Participants (n = 400) recruited through a professional association membership portal. Results: Nearly two-thirds of participants reported managing APMs (64%) and receiving training to prescribe and manage risks of APMs (63%). More than half (54%) reported they received training to do so in their NP education program. Thirty-five percent of participants indicated they were either completely (6%) or fairly (29%) confident, whereas most (65%) endorsed being somewhat (26%), slightly (20%), or not (19%) confident in assessing and managing DIMDs. Conclusions/Implications: Opportunities exist to broaden NP education in managing APMs and associated risks of DIMDs. [ABSTRACT FROM AUTHOR]

Assistive technology (AT) has received much attention for its capacity to improve quality of life for individuals with disabilities. While AT can be promising, the high AT abandonment issue persists. Rehabilitation counsellors are considered important in solving such an issue. However, how to effectively prepare rehabilitation counsellors to provide AT services remain unclear. This study aims to investigate the field experience of rehabilitation counsellors and identify the most relevant AT knowledge and skills to the profession. A survey that explores rehabilitation counsellors perceived AT importance and competence was used. A total of 237 rehabilitation counsellors in the United States were recruited via the email listserv provided by Commission on Rehabilitation Counsellor Certification. The results indicated that while rehabilitation counsellors considered AT important to them, they felt ill-prepared in providing such services. Of the three subscales, the ability to use AT was rated with the highest importance and the knowledge of AT was rated with the lowest competence. Although it is impossible for rehabilitation counsellors to know every aspect of the AT services, five training areas were identified to be a priority. Specifically, these five areas include training to improve rehabilitation counsellors' (a) awareness of AT benefit, (b) knowledge and skill of AT assessment, (c) knowledge of computer based AT and the use of social media, (d) skill in using AT to increase service accessibility, and (e) ability to assist clients decision making that addresses both physical and psychological needs. •Confirm the importance of AT in rehabilitation counselling practices. •Recognise the limited AT competence amongst rehabilitation counsellors. •Identify five areas for more AT training that improve rehabilitation counsellors' •Awareness of AT benefit, •Knowledge and skill of AT assessment, •Knowledge of computer based AT and the use of social media, •Skill in using AT to increase service accessibility, and •Ability to assist clients decision making that addresses both physical and psychological needs. [ABSTRACT FROM AUTHOR]

A 50% estimated increase in new cancer cases over the next few decades will significantly challenge health care systems already strained by a shortage of oncology providers. Radiation oncology (RO), 1 of 3 three primary pillars of oncology care, treats half of all new cancer cases. Workforce shortages, reimbursement changes, delays in patient treatment, and the lack of follow-up care all continue to increase pressure on RO centers to boost efficiency, improve patient and staff retention, and strive for service satisfaction. Nurse practitioners (NPs) can bring greater capacity, expertise, and profitability to RO, especially in light of the fact that demand is predicted to outstrip supply by as much as 10 times. It is critical, however, that NPs receive specialized training in RO's clinical, technological, and operational processes before assuming patient-facing roles. [ABSTRACT FROM AUTHOR]

The current study aimed to develop and analyze a dementia care center nurse (DCCN) job description using Developing a Curriculum (DACUM) in Korea. Seven DCCN panels participated in the DACUM workshop to define the duties and tasks. The developed duties and tasks were validated with a survey that included the importance, difficulty, frequency, and educational needs of the duties and tasks. Descriptive statistics were used to analyze the data collected from August to September 2020. Nine duties and 111 tasks were identified, with "dementia screening" ranking the highest among the duties and "management of cognitive programs" ranking the lowest. The task with the highest rank based on the determinant coefficient and educational needs was "conducting the first stage of the diagnostic test," whereas the task with the lowest rank was "recording special issues." Findings can be used as fundamental data for designing educational programs aimed at enhancing the competencies of DCCNs and as a tool for evaluating their job performance. [Journal of Gerontological Nursing, 49(10), 29–35.] [ABSTRACT FROM AUTHOR]

Certified Therapeutic Recreational Specialists (CTRS®) have incorporated equines into their practice for many years. Though not common, it is growing in popularity as the demand for equine-assisted services (EAS) grows. Recent factors draw new attention and significance to the discussion, including the 2021 Optimal Terminology Consensus paper. This paper left out recreational therapy (RT) service provision. The American Therapeutic Recreation Association (ATRA) Board of Directors commissioned a task force to define the position of therapeutic recreation within the defined service provisions of EAS and the role of the CTRS® in the implementation. This paper examines RT within the newly defined EAS scope. As a result of this work, RT was accepted as a therapy service as defined by the parameters of the Optimal Terminology Consensus paper under "Therapy." The role of the CTRS® in planning and implementing a RT session incorporating equines using the Assessment, Planning, Implementation, Evaluation (APIE) process is also discussed. The hope is to advocate for and bring awareness to the essential role of RT and the need for further development of professional competencies, training, protocols, and standards for CTRS®s who incorporate equines into their practice as an intervention or modality for their clients. [ABSTRACT FROM AUTHOR]

Objective: Peer specialists are people with lived experience of a mental health or substance use disorder who are certified to deliver peer support services under state training programs. This qualitative study explored recently certified peer specialist (CPS) experiences navigating the job market to find postcertification employment, experiences with employment once in the workforce, and reflections on CPS training. Method: Qualitative data were collected as part of a multistate, 3-year observational prospective cohort study of CPS graduate employment trajectories. We conducted 25 in-depth, semistructured interviews with a subsample of recent CPS graduates who indicated a range of employment experiences in a survey as part of the parent study. Interviews focused on their current employment and satisfaction with the position and experiences looking for work. Data were analyzed using constant comparative methods informed by grounded theory. Results: Participants described factors that supported or undermined securing employment, which included a shortage of CPS positions, their professional networking skills, financial considerations, and a position's alignment with CPS values. Once employed, participants described how relationships with supervisors and coworkers, which ranged from supportive to confused about the value of the peer specialist role, impacted their work. In general, participants held their CPS training and certification in high regard. Conclusions and Implications for Practice: Our findings highlight policy, employment, and practice opportunities to strengthen CPS training to improve their work readiness of graduates and expand their role, while preparing organizations and their staff to hire and work inclusively with CPSs. Impact and Implications: This study reports on recent CPS graduates' experiences in securing employment, in working with coworkers who do not understand the value of lived experience, and their mixed feelings about the utility of the CPS credential. States can strengthen CPS training by providing opportunities to network with local agencies for employment, coaching on challenges common among peer supporters, and self-advocacy skills for navigating professional environments. [ABSTRACT FROM AUTHOR]

The article discusses a longitudinal, descriptive pilot study which evaluated the influence of medical-surgical nursing certification on improving patient outcomes and other nursing indicators. The study evaluated the feasibility of a focused intervention to increase certification rate and examined the link between certification rate increases and improvement in nurse satisfaction and practice environment. Strategies to develop a certification program on a medical-surgical unit are suggested.

The article presents the Society of Trama Nurses (STN) position statement on qualifications and competencies for the trauma program manager (TPM). It describes the domains of the TPM role and associated tasks. It discusses the TPM role designed with nurses in mind, as well as the importance of nursing education and commitment to lifelong learning, trauma-focused nursing certification and professional networking to maintaining TPM competencies.

In 2019, the Association for Nursing Professional Development convened volunteers to create an advanced certification in nursing professional development. This article details the processes used and lessons learned by participants in the process. The Nursing Professional Development Advanced–Board Certified credential was launched by the Competency and Credentialing Institute in 2021. [ABSTRACT FROM AUTHOR]

How can you progress from ward sister to clinical nurse specialist (CNS), and what does a CNS job entail? Four nurses explain the career paths they have followed to reach their specialist nurse positions, and offer insights into the role and what it takes to get there. [ABSTRACT FROM AUTHOR]

What is known about the topic? Sonographers are well-known for their diagnostic roles in medical ultrasound though many have significant exposure to a range of interventional procedures. What does this paper add? Some sonographers are trained and qualified in these, including performing ultrasound-guided musculoskeletal injections. What are the implications for practitioners? A number of barriers exist for sonographers to use these skills to potential within the Australian healthcare system. [ABSTRACT FROM AUTHOR]

The article examines the history and evolution of nurse practitioners (NPs) in Taiwan, highlighting their development from initial recognition to the present. Topics discussed include the formal recognition and establishment of NP roles in Taiwan, the current state of NP education and training programs, and the challenges and implications for the future of NP practice in the country.

The nurse practitioner (NP) role within emergency care has grown in recent years and now there are an estimated 25,000 NPs employed in diverse emergency care settings. Despite this significant growth and expansion of the NP within emergency care areas, challenges exist. In addition to the pervasive confusion regarding the NP role in emergency care, data and statistics detailing characteristics and outcomes of NP practice in emergency care are either lacking or misrepresented. This article explores barriers and provides current and accurate information describing the current educational preparation, credentialing, scope of practice, and outcomes among NPs in US emergency departments. The totality of available evidence reviewed supports safe, timely, efficient, and patient-centered care provided by NPs in emergency care. [ABSTRACT FROM AUTHOR]

Authors conducted survey research on Health Education Specialists' (HES) involvement in the COVID-19 pandemic. Participants (n = 1,837) completed questions on COVID-19 work and job responsibilities, use of the NCHEC Areas of Responsibility and Competencies in addressing the pandemic, education and training, work with populations at risk, and volunteer work related to COVID-19. The majority of respondents reported some work, either professional or personal associated with the pandemic, and the majority felt prepared to do this work, although it caused additional work responsibilities with no additional pay. Many had to work from home during the pandemic, using technology to accomplish their tasks. Most reported conducting education and prevention and designing and implementing communication strategies regarding the pandemic. Those with MCHES® certification were more likely to use the HESPA-II 2020 competencies in their work and more likely to perform listed COVID-19 activities, with the exception of contact tracing and direct care to COVID-19 patients, which were more likely conducted by CHES® certified HES. Results of this study show the significant level of involvement of HES in the COVID-19 pandemic in a variety of roles and capacities, despite a challenging political landscape during the time the survey was administered. Many HES reported volunteer work in addition to their paid work, including donating money, distributing food, or making masks. Finally, HES welcomed more training on COVID-19 and use of technology. Results of the study may be used to document the roles of HES during the COVID-19 pandemic and to make recommendations for future emergency preparedness efforts. [ABSTRACT FROM AUTHOR]

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The 21st Century Cures Act to address the opioid crisis spurred the expansion of the peer support specialist (PSS) workforce. Nurses are in key positions to promote the successful integration of the PSS into the healthcare team. This article describes the role of the PSS, including key functions that overlap with those of nurses and ways they can help mitigate stigma, which remains a significant barrier to patients' access to treatment. This article describes the role of peer support specialists, including key functions that overlap with those of nurses and ways they can help mitigate stigma, which remains a significant barrier to patients' access to treatment. [ABSTRACT FROM AUTHOR]

Aim: To describe experience using general practitioners (GPs), with an extended role (GPwER) in spinal medicine, to expedite assessment, triage, and management of patients referred from primary care for specialist spinal surgical opinion. Background: Low back and neck pain are common conditions in primary care. Indiscriminate or inappropriate referral to a spinal surgeon contributes to long waiting times. Previous attempts at triaging patients who really require a surgical opinion have used practice nurses, physiotherapists, clinical algorithms, and interdisciplinary screening clinics. Methods: Within the setting of an independent spinal care centre, we have used GPs specially trained in spinal practice to expedite the assessment and triage of new referrals between 2015 and 2021. We reviewed feedback from a Patient Satisfaction Questionnaire and the postgraduate backgrounds, training, practice with regard to triage of new referrals, and experiences of the GPs who were recruited Findings: Six GPwER had a mean of 26 years of postgraduate experience before appointment (range 10–44 years). The first four GPwER, appointed between 2015 and 2018, underwent an ad hoc in-house, interdisciplinary training programme and saw 2994 new patients between 2016 and 2020. After GPwER, assessment in only 18.9% (range 12.6 to 22.7%) of these patients was a spinal surgical opinion deemed necessary. Waiting times to see the spinal surgeon remained at 6–8 weeks despite a three-fold annual increase (from 340 to 1058) in new referrals. A Patient Satisfaction Questionnaire revealed high levels of satisfaction with the performances of the GPwER across seven dimensions. A dedicated training programme was designed in 2020, and the last two appointees underwent 20 h of clinical teaching prior to practice. Initial experience using GPwER, here termed 'Spinal Clinicians', suggests they are efficient at screening for patients needing spinal surgical referral. Establishing a recognised training programme, assessment, and certification for these practitioners are the next challenges. [ABSTRACT FROM AUTHOR]

Band 8 roles are among the most senior front-line nurse positions in the NHS, and require extensive clinical, managerial and leadership experience. So how can nurses who are interested in such progression plan their route to these top jobs? [ABSTRACT FROM AUTHOR]

Jo Dawson explores what it is like to use the Oral Health Education qualification in a general dental practice setting and the empowering opportunities it can offer patients and staff. Aim: To have a better understanding of the advantages of using EDDN OHEs in general dental practice. Objectives: To have an increased awareness of the role of an oral health educator. To understand what benefits offering an OHE service could bring to a dental practice. To look at examples using EDDN OHEs and the impact they have had on Dental Nurse's self-esteem and their standing within the practice team. [ABSTRACT FROM AUTHOR]

The article focuses on the role of emergency medicine-trained physicians in multidisciplinary pain medicine. Topics discussed include the benefits of Emergency Medicine (EM)-trained applicants in pain medicine, their skill sets that contribute to the field, and potential career paths for EM physicians in pain management.

Purpose To track and analyze the growth of 12 Board of Pharmacy Specialties (BPS) specialties from 2008 to 2020 and, subject to criteria, to project specialty numbers through 2025. The analysis considered residency data and Bureau of Labor Statistics projections. Methods BPS data were used to determine numeric growth, growth rates, and trends for 12 BPS specialties from 2008 to 2020. Specialties begun after 2008 were analyzed from their start date. For specialties with more than 2 data points and coefficients of determination greater than 0.80, we calculated projections through 2025. We also estimated the percentage of BPS-certified pharmacists with postgraduate year 1 training. Results BPS-certified pharmacists grew in number from 3,004 (2008) to 41,802 (2020), an over 13-fold increase. Currently, 4 of the 5 largest specialties (pharmacotherapy, ambulatory care, oncology, and critical care) continue to grow at a fast rate. Pharmacotherapy experienced the largest numeric growth (20,624) despite the ongoing introduction of new specialties. Critical care and infectious diseases had the highest growth rates (both 32%). We were able to make projections for 10 of 12 specialties, with greater than 62,000 certifications projected by 2025. Growth to these projected levels will require more residencies and more certification preparation opportunities. Residency-trained BPS specialists currently constitute slightly less than 50% of the BPS-certified population. Conclusion Specialization in the pharmacy profession is growing at a rapid pace. As more clinical privileges are approved, the demand for more specialized pharmacists will likely continue to increase. Data from this study document the growth of the pharmacy specialty workforce. The data and analysis can be used to estimate potential pharmacist contributions across the healthcare spectrum in clinical areas where BPS-certified pharmacists practice. [ABSTRACT FROM AUTHOR]