19 results on '"LABOR supply"'
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2. 'I wasn't on the front line per se , but I was part of health care': Contributions and experiences of ancillary staff in care homes in England during the COVID-19 pandemic.
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Luijnenburg, Olivia, Samsi, Kritika, Kessler, Ian, Norrie, Caroline, Martineau, Stephen, and Manthorpe, Jill
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HOME care services , *TEAMS in the workplace , *RESEARCH funding , *MEDICAL care , *INTERVIEWING , *HOSPITAL medical staff , *THEMATIC analysis , *JOB satisfaction , *RESEARCH methodology , *SOCIAL support , *DATA analysis software , *COMMITMENT (Psychology) , *COVID-19 pandemic , *LABOR supply , *PSYCHOSOCIAL factors , *HEALTH facility employees - Abstract
Objectives: Ancillary staff – cleaning, catering, housekeeping and laundry workers – play a crucial role in care homes, by promoting infection control, food preparation and hygiene, and contributing to the care home environment. This study sought to understand the experiences of ancillary staff working in English care homes during the COVID-19 pandemic. The results will inform policy makers, employers, care home managers and others, both in England and overseas, as how to best support the ancillary workforce. Methods: Between March and August 2021, video and telephone interviews were conducted with those working or living in care homes in England. Participants comprised ancillary staff (n = 38), care home managers (n = 8), care home residents' family members and friends (n = 7), human resource managers (n = 5) and care home residents (n = 5). Results: Ancillary staff often had increased responsibilities and contributed to pandemic efforts by changing working practices, routines and job roles with the aim of supporting residents and other staff. Teamwork, underpinned by strong leadership, helped ancillary staff feel supported. Conclusions: Ancillary staff should be better recognised as being central to care home care. They are essential workers helping to keep residents safe and well. [ABSTRACT FROM AUTHOR]
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- 2024
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3. Remote and technology-mediated working during the COVID-19 pandemic: A qualitative exploration of the experiences of nurses working in general practice (the GenCo Study).
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Anderson, Helen, Scantlebury, Arabella, Galdas, Paul, and Adamson, Joy
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NURSES , *RISK assessment , *LIFESTYLES , *FAMILY medicine , *QUALITATIVE research , *LEADERS , *EXECUTIVES , *PATIENT safety , *MEDICAL quality control , *HOSPITAL nursing staff , *PRIMARY health care , *FAMILY nurses , *INTERVIEWING , *QUESTIONNAIRES , *PATIENT care , *DECISION making , *DESCRIPTIVE statistics , *TELEMEDICINE , *MEDICAL consultation , *TECHNOLOGY , *ATTITUDES of medical personnel , *RESEARCH , *RESEARCH methodology , *CONCEPTUAL structures , *TELECOMMUTING , *COMPARATIVE studies , *COVID-19 pandemic , *LABOR supply - Abstract
Aim: To explore how nurses working in general practice experienced remote and technology-mediated working during the COVID-19 pandemic. Design: Exploratory qualitative study with nursing team members working in general practices in England and national nurse leaders. Methods: Data were collected between April and August 2022. Forty participants took part in either semi-structured interviews or focus groups. Data were analysed using Framework Analysis informed by the PERCS (Planning and Evaluating Remote Consultation Services) Framework. University of York ethics approval [HSRGC/2021/458/I] and Health Research Authority approval were obtained [IRAS:30353. Protocol number: R23982. Ref 21/HRA/5132. CPMS: 51834]. The study was funded by The General Nursing Council for England and Wales Trust. Results: Participants continued to deliver a significant proportion of patient care inperson. However, remote and technology-mediated care could meet patients' needs and broaden access in some circumstances. When remote and technology-mediated working were used this was often part of a blended model which was expected to continue. This could support some workforce issues, but also increase workload. Participants did not always have access to remote technology and were not involved in decision-making about what was used and how this was implemented. They rarely used video consultations, which were not seen to add value in comparison to telephone consultations. Some participants expressed concern that care had become more transactional than therapeutic and there were potential safety risks. Conclusion: The study explored how nurses working in general practice during the COVID-19 pandemic engaged with remote and technology-mediated working. It identifies specific issues of access to technology, workload, hybrid working, disruption to therapeutic relationships, safety risks and lack of involvement in decision-making. Changes were implemented quickly with little strategic input from nurses. There is now an opportunity to reflect and build on what has been learned in relation to remote and technology-mediated working to ensure the future development of safe and effective nursing care in general practice. Impact: The paper contributes to understanding of remote and technology-mediated working by nurses working in general practice during the COVID-19 pandemic and indicates to employers and policy makers how this can be supported moving forward. Reporting method: Standards for Reporting Qualitative Research (O'Brien et al., 2014). Patient or public contribution: This was a workforce study so there was no patient or public contribution. Implications for the profession and patient care: The paper highlights specific issues which have implications for the development of remote, technology-mediated and blended working for nurses in general practice, care quality and patient safety. These require full attention to ensure the future development of safe and effective nursing care in general practice moving forward. [ABSTRACT FROM AUTHOR]
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- 2024
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4. Managing nurse redeployment during the Covid-19 pandemic, lessons for future redeployment: A qualitative study.
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Hartley, Hannah, Dunning, Alice, Dunn, Michael, Grange, Angela, Murray, Jenni, Simms-Ellis, Ruth, Unsworth, Kerrie, Marran, Jayne, and Lawton, Rebecca
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NATIONAL health services , *NURSE administrators , *QUALITATIVE research , *FOCUS groups , *HOSPITAL nursing staff , *INTERVIEWING , *POPULATION geography , *DECISION making in clinical medicine , *NURSING , *WORKING hours , *NURSING services administration , *THEMATIC analysis , *RESEARCH methodology , *JOB stress , *COVID-19 pandemic , *COVID-19 , *CULTURAL pluralism , *LABOR supply - Abstract
The mass redeployment of nurses was critical across countries necessitated by the acute health impact of Covid-19. Knowledge was limited regarding how to manage nurse redeployment or the impact that redeployment might have. Redeployment continues, particularly in response to the current staffing crisis and surges such as winter pressures. This study aims to address these gaps in evidence to inform guidance on how best to manage nurse redeployment in practice. First, to understand the processes and underpinning decisions made by managers when managing nurse redeployment prior to and during the Covid-19 pandemic. Second, to identify the lessons that can be learned to improve the management of on-going nurse redeployment. Qualitative study utilising semi-structured interviews and focus groups with nurse managers (ISRCTN: 18172749). Three acute National Health Service (NHS) Trusts in England with geographical and ethnic diversity, and different Covid-19 contexts. Thirty-two nurse managers and four Human Resource advisors responsible for redeploying nurses or receiving and supporting redeployed nurses. Participants took part in face-to-face or virtual semi-structured interviews from February 2021 to November 2021 and virtual focus groups from July to December 2021. Qualitative data were analysed using reflexive thematic analysis. Four themes were evident in the data, capturing four distinctive phases of the redeployment process. There was a fundamental mismatch between how different parts of the nursing and managerial workforce conceived of their decision-making responsibilities across different phases. This led to managers taking inconsistent and sometimes contradictory approaches when redeploying nurses, and a disconnect between nursing staff at all levels of the chain of command. Furthermore, in conjunction with limited guidance in operationalising redeployment and the distressing experiences vocalised by nurses, nurse managers found nurse redeployment logistically and emotionally challenging; and felt 'caught in the middle' of meeting both their managerial and mentoring responsibilities. This became increasingly challenging during subsequent phases of redeployment and remained challenging once the pandemic waned. The approach to nurse redeployment in response to the Covid-19 pandemic prioritised nurse staffing numbers over personal well-being. Key principles of good practice relating to nurse redeployment during the Covid-19 pandemic can be applied to improve future redeployment of nurses and support positive outcomes. Having a planned approach for staff redeployment during normal service delivery comprising operational guidance for those tasked with implementing redeployment, that is scalable in a crisis setting, would be beneficial for the nursing workforce. [ABSTRACT FROM AUTHOR]
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- 2024
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5. Development of the nursing associate role in community and primary care settings across England.
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Robertson, Steve, King, Rachel, Taylor, Beth, Laker, Sara, Wood, Emily, Senek, Michaela, Tod, Angela, and Ryan, Tony
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OCCUPATIONAL roles , *PRIMARY nursing , *VOCATIONAL guidance , *ASSOCIATE degree nurses , *MOTIVATION (Psychology) , *COMMUNITY health services , *PATIENT-centered care , *PRIMARY health care , *LABOR supply , *ASSOCIATE degree nursing education , *EXPERIENCE , *NURSES , *PSYCHOSOCIAL factors , *CLINICAL competence , *STUDENTS , *COMMUNITY health nursing , *SOCIAL case work , *COVID-19 pandemic , *MEDICAL needs assessment - Abstract
Why you should read this article: • To understand some of the benefits that the nursing associate role can bring to community and primary care nursing teams • To be aware of the challenges involved in training and embedding nursing associates in community and primary care settings • To recognise the need for clarity on the boundaries and expectations of the nursing associate role in community and primary care settings Nursing associates have been part of the health and social care workforce in England since 2017 and are starting to contribute to managing workforce challenges. However, little is known about the nursing associate role in community and primary care settings. This article provides an overview of what is known about the nursing associate role in community and primary care settings and introduces some emerging findings from recent research. The article identifies some of the benefits that nursing associates can bring to community and primary care nursing teams and some of the challenges involved in training and embedding nursing associates in these sectors of the health and social care workforce. [ABSTRACT FROM AUTHOR]
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- 2022
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6. COVID-19-related stressors and coping strategies of support staff working with people with learning disabilities.
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Nuttall, Alan, Douglass, Emma, and Deering, Kris
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WELL-being , *SOCIAL support , *JOB stress , *WORK , *RESEARCH methodology , *UNLICENSED medical personnel , *INTERVIEWING , *PATIENT-centered care , *QUALITATIVE research , *LABOR supply , *LEARNING disabilities , *EXPERIENTIAL learning , *RESIDENTIAL care , *PSYCHOLOGICAL adaptation , *STAY-at-home orders , *COVID-19 pandemic , *EMAIL - Abstract
Background: During the coronavirus disease 2019 (COVID-19) pandemic, support staff working with people with learning disabilities experienced a range of stressors directly related to the effects of the pandemic on themselves and on service users. Supporting staff well-being is crucial given their essential role in the lives of people with learning disabilities. Aim: To investigate the experiences, during the COVID-19 pandemic, of support staff working in residential and supported-living services for people with learning disabilities and understand the stressors staff encountered, the ways in which they managed stress and the support mechanisms they found useful. Method: A qualitative descriptive approach was used and individual semi-structured interviews were conducted with 14 support staff working in residential or supported-living services for people with learning disabilities in the south of England. Findings: The COVID-19 pandemic caused additional stress for staff, including information overload, challenges in providing person-centred, holistic support, and feelings of unfairness or being let down. However, staff derived benefits from timely, practical and non-judgemental support from managers and peers, and from celebrating their own and service users' achievements. Conclusion: A greater focus on non-judgemental listening by managers, celebration of staff's and service users' achievements and awareness of the potential overwhelming effects of email communication could reduce the stress levels support staff are exposed to. [ABSTRACT FROM AUTHOR]
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- 2022
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7. How COVID‐19 has affected staffing models in intensive care: A qualitative study examining alternative staffing models (SEISMIC).
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Endacott, Ruth, Pearce, Susie, Rae, Pamela, Richardson, Annette, Bench, Suzanne, and Pattison, Natalie
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INTENSIVE care units , *RESEARCH , *INTENSIVE care nursing , *SAMPLE size (Statistics) , *MATHEMATICAL models , *RESEARCH methodology , *LEADERS , *INTERVIEWING , *MEDICAL personnel , *QUALITATIVE research , *LABOR supply , *THEORY , *HOSPITAL nursing staff , *NURSES , *RESEARCH funding , *WORKING hours , *THEMATIC analysis , *JUDGMENT sampling , *COVID-19 pandemic , *PERSONNEL management - Abstract
Aims: To understand how COVID‐19 affected nurse staffing in intensive care units (ICUs) in England, and to identify factors that influenced, and were influenced by, pandemic staffing models. Design: Exploratory qualitative study. Methods: Semi‐structured, online interviews conducted July–September 2020 with regional critical care leaders including policy leads (n = 4) and directors/lead nurses (n = 10) across critical care networks in England. Findings: The six themes emerging from the framework analysis illustrate how the pre‐pandemic ICU culture influenced ICU staffing models during the pandemic. Changes in staffing impacted on the workforce and the care delivered, whilst it was necessary to learn from, and adjust to, a rapidly changing situation. Variation across and between networks necessitated variation in responses. The overwhelming outcome was that the pandemic has challenged the central tenets of ICU nurse staffing. Conclusions: Pandemic nurse staffing models resulted in changes to ICU skill‐mix and staffing numbers. Factors such as the impact of nurse staffing on care practices and on the workforce need to be taken into account when developing and testing future nurse staffing models for ICU. The extent to which ICUs will return to former staffing models is not yet known but there seems to be an appetite for change. Impact: In common with many countries, nurse staffing in English ICUs was adapted to address surge requirements during the COVID‐19 pandemic. Findings highlight the challenge COVID‐19 presented to pre‐pandemic ICU nurse staffing guidelines, the impact on patient and staff well‐being and the potential legacy for future staffing models. Study findings have implications for ICU nurse managers, researchers and policy makers: nurse staffing models need to be adaptable to the local context of care and future research should investigate the impact of different models on patients, staff and health service outcomes. [ABSTRACT FROM AUTHOR]
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- 2022
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8. Reflections from the forgotten frontline: 'The reality for children and staff in residential care' during COVID‐19.
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Parry, Sarah, Williams, Tracey, and Oldfield, Jeremy
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HEALTH facility employees , *WORK environment , *WELL-being , *AFFINITY groups , *OCCUPATIONAL achievement , *RESEARCH , *INDUSTRIAL safety , *SOCIAL support , *HUMAN research subjects , *EMPATHY , *WORK , *PATIENT selection , *ATTITUDE (Psychology) , *SELF-perception , *INTERVIEWING , *MEDICAL personnel , *LABOR supply , *CHILDREN'S accident prevention , *PSYCHOSOCIAL factors , *EXPERIENTIAL learning , *RESIDENTIAL care , *QUALITY assurance , *CHILDREN'S health , *RESEARCH funding , *TELECONFERENCING , *CLINICAL competence , *DESCRIPTIVE statistics , *INDUSTRIAL hygiene , *STAY-at-home orders , *THEMATIC analysis , *EMOTIONS , *SUPERVISION of employees , *NEEDS assessment , *REFLECTION (Philosophy) , *COVID-19 pandemic , *HEALTH self-care , *CHILDREN - Abstract
Currently, 78,150 children are in care in England, with 11% of the most vulnerable living in 2,460 residential homes due to multitype traumas. These children require safe and secure trauma‐informed therapeutic care. However, the children's residential care workforce delivering this vital care is an unrepresented, under‐researched and largely unsupported professional group. The workforce undertakes physically and emotionally challenging work in difficult conditions, exacerbated by the COVID‐19 pandemic. Practitioner wellbeing is directly associated with outcomes for children. Therefore, we sought to understand how experiences within the workforce could improve overall working conditions, and thus outcomes for staff and children. Thirty participants took part in a survey, providing feedback on their experiences and the situations they faced during the English lockdown April‐June 2020. Two participants also opted to take part in a teleconference interview, rather than survey, although were asked the same questions. Data were analysed through thematic analysis. A stakeholder advisory board supported the project, including frontline staff, care leavers, service managers and policy researchers. The advisory board assisted in reflecting on the data from the survey and interviews to generate a complete analysis. Overall, staff require facilitated safe spaces for peer‐support, reflective and emotionally supportive supervision. An organisational awareness that staff wellbeing is intrinsically connected to the wellbeing and therapeutic outcomes of the children they care for is essential. Further, staff require a sense of belongingness to feel safe and competent in their role due to a lack of external recognition and professional representation or validation. Based on the findings of the study and an iterative process with the stakeholder advisory board, we created a Wellbeing Charter for adoption within organisations to promote and protect the wellbeing of this vital workforce. The COVID‐19 pandemic has exposed professional, financial and environmental inequalities that affect these frontline workers. Implementing organisational, statutory and policy‐driven initiatives to prioritise their wellbeing are essential for the vulnerable children they care for. [ABSTRACT FROM AUTHOR]
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- 2022
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9. Cancer treatment backlog: what's gone wrong and what we need to do to fix it: Nurses in rapid diagnostic centres, one-stop clinics and other services are striving to clear treatment backlogs, but urgent and coordinated action is needed.
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Evans, Nick
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TUMOR treatment ,HOME care services ,EARLY detection of cancer ,COMMUNITY health services ,NATIONAL health services ,LABOR supply ,NURSES ,MEDICAL referrals ,COVID-19 pandemic ,DIAGNOSTIC services ,OUTPATIENT services in hospitals ,HEALTH promotion - Abstract
This time last year it looked like cancer services were back on the road to recovery. The number of people starting treatment was on the rise and had even nudged above pre-pandemic levels. [ABSTRACT FROM AUTHOR]
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- 2022
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10. Has COVID-19 pushed undervalued and stressed general practice nurses too far?: Demand for services has increased during the pandemic and staff burnout and retention are becoming a national emergency.
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Evans, Nick
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EMPLOYEE retention , *PSYCHOLOGICAL burnout , *NURSE practitioners , *JOB stress , *EMPLOYEE recruitment , *MEDICAL needs assessment , *COVID-19 pandemic , *FAMILY nursing , *VOCATIONAL guidance , *LABOR supply - Abstract
General practice nurses may not have received the attention or plaudits that some of their NHS colleagues have, but they have been front and centre of the pandemic fight. [ABSTRACT FROM AUTHOR]
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- 2021
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11. Reimagining care homes: can the COVID-19 pandemic act as a catalyst for enhancing staff status and education?
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Wild, Deidre Joan and Szczepura, Ala
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NATIONAL health services , *ELDER care , *PERSONNEL management , *SOCIAL workers , *ENDOWMENTS , *HOSPITAL admission & discharge , *SOCIAL services , *NURSING , *WAGES , *NURSING care facilities , *HEALTH care reform , *RECORDING & registration , *WORKING hours , *COVID-19 pandemic , *COVID-19 , *LABOR supply , *INTEGRATED health care delivery - Abstract
Why you should read this article: • To familiarise yourself with the challenges that have affected the care home sector in recent decades • To understand the effects of the COVID-19 pandemic on care home staff and residents • To consider how care homes may be reformed to achieve integration of health and social care services for older people During the first wave of the coronavirus disease 2019 (COVID-19) pandemic, older people were discharged from hospitals to care homes to release NHS beds. This influx of new residents whose COVID-19 status was largely unknown added to the many challenges already experienced by care homes, with serious consequences including an increased number of deaths among residents. The social care sector has been fragile for several years and the pandemic has brought the challenges experienced by care homes to the forefront, prompting renewed calls for improved funding and reform. This article describes the ongoing challenges and additional challenges caused by the pandemic in the care home sector. The authors argue for urgent reform to enhance the status and education of care home staff, move towards registration of the social care workforce in England, and achieve integration of health and social care services for older people. [ABSTRACT FROM AUTHOR]
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- 2021
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12. NHS workforce plan: what's in it for nursing and future students?: Critics say the plan lacks clarity on how extra nurses will be trained and paid for, and a strategy to retain experienced staff is needed.
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Sheth Trivedi, Shruti
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STRATEGIC planning , *EMPLOYEE recruitment , *NATIONAL health services , *LABOR supply , *NURSING education , *INTERNSHIP programs , *CONTINUING education , *NURSES , *EMPLOYEES' workload , *PEDIATRIC nurses , *INTELLECTUAL disabilities , *COMMUNITY health nursing , *COVID-19 pandemic - Abstract
The long-awaited NHS workforce plan, now published years after it was promised, has been met with scepticism over how its commitments will be delivered. [ABSTRACT FROM AUTHOR]
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- 2023
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13. NHS workforce plan may not be published in full, health secretary admits.
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Waters, Adele
- Subjects
PUBLISHING ,STRATEGIC planning ,ATTITUDES of medical personnel ,PRACTICAL politics ,EXECUTIVES ,PUBLIC administration ,EMPLOYEE recruitment ,NATIONAL health services ,LABOR supply ,MEDICAL needs assessment ,COVID-19 pandemic ,EMPLOYEE retention ,MEDICAL education - Published
- 2022
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14. Recovery plan for elective care.
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Murray, Richard
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ELECTIVE surgery ,HEALTH services accessibility ,HEALTH facility planning ,NATIONAL health services ,LABOR supply ,QUALITY assurance ,ORGANIZATIONAL effectiveness ,COVID-19 pandemic - Published
- 2022
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15. Reshaping the pharmacy workforce to deliver integrated care through extending pharmacy professionals' scope of practice: lessons from the evaluation of new learning pathways implemented before and during the Covid-19 pandemic.
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Moss, Aidan Akira, Schafheutle, Ellen, Willis, Sarah, Jacobs, Sally, Astbury, Jayne, Seston, Elizabeth, Hindi, Ali, Stearns, Selma, Fenton, Catherine, and Howat, Colin
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OCCUPATIONAL roles , *CONFERENCES & conventions , *HOSPITAL pharmacies , *LABOR supply , *LEARNING strategies , *INTEGRATED health care delivery , *MEDICAL practice , *COVID-19 pandemic - Abstract
Introduction The potential of pharmacy professionals in patient care has long been recognised, yet investment in developing their skills as clinicians and leaders has often been overlooked. In England, reform of the community pharmacy workforce to meet the need for more integrated care has been piecemeal: hampered by weak incentives for employers to invest, lack of alignment with other parts of primary care, and limited perceptions among other clinicians of pharmacists' capabilities. Demand for skilled professionals in primary care is increasing, and even before Covid, the need to develop distinct roles in primary care for pharmacists was evident. Policy context/objective In 2016, the English NHS invested £42m to boost supply and demand for enhanced skills in the pharmacy workforce, aiming to demonstrate the value of new types of pharmacy careers through funding new roles within care homes, GP practices and other primary care settings; and developing innovative, flexible learning pathways to support this shift by upskilling existing community pharmacists. It was intended that pharmacists would deliver more direct care for patients (especially those with complex medical needs), saving time for other clinicians; reduce errors and waste; and work alongside other primary care professionals to develop integrated care pathways. As the pandemic struck, new opportunities arose for pharmacy professionals to use newly acquired skills in practice. Targeted population The Pharmacy Integration Fund learning pathways were aimed at both new and experienced pharmacists and pharmacy technicians, and since their inception c.3000 have taken part. NHS England commissioned a mixed-methods evaluation to look at the impact of post-registration learning for community pharmacists and vocational pathways, examine the extent to which enhanced clinical skills had been acquired and used in practice, and understand how the development of a flexible pharmacy workforce across primary care might be achieved. Highlights The evaluation was cross-sectional and longitudinal; a survey sent to over 2000 learners, and depth interviews with learners (n=51) and stakeholders e.g. supervisors and employers (n=30), revealed important outcomes pertinent to enhancing scope of practice, including improved consultation skills, uptake of patient-centred approaches, and leadership skills. However, many learners found it challenging to balance their learning with employment pressures. There are several considerations for policy makers in the future, including the critical importance of employer support in accessing learning opportunities, and the value (and need for) high quality supervision, and the importance of networks in helping people to develop their skills and confidence. Transferability Building on the Covid experience, the English NHS plans to continue upskilling pharmacy professionals to work in primary care, focusing on developing enhanced clinical skills early in pharmacists' careers. The learning shows great potential to be applied to other healthcare systems under pressure. Conclusions There is a strong demand among pharmacy professionals to upskill, and enhance their scope of practice in their current roles as well as moving into jobs that offer more direct patient care. Implementation of such programmes brings numerous benefits, but also requires buy-in to a shared vision across stakeholders, and an honest appraisal of the support that learners need. [ABSTRACT FROM AUTHOR]
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- 2022
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16. Releasing time for personalised wound care through embedding a multi-professional approach.
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Fullwood, Danielle
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COMMUNITY health services , *NATIONAL health services , *LABOR supply , *INTERPROFESSIONAL relations , *HEALTH care teams , *WOUND care , *COMMUNITY health nursing , *COVID-19 pandemic , *HEALTH promotion - Abstract
In the article, the author discusses the importance of a multi-professional strategy in addressing wound care issues in Great Britain as of September 2021. Topics include the National Wound Care Strategy Programme (NWCSP) by National Health Service (NHS) England and NHS Improvement to address delays in wound healing, the burden of wound, and variability in wound care practice, and how the COVID-19 pandemic worsened wound care problems in the country.
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- 2021
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17. A long term workforce plan for the English NHS: The health system desperately needs one, but--so far--government has failed to deliver.
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Alderwick, Hugh and Charlesworth, Anita
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PUBLIC administration ,LABOR demand ,NATIONAL health services ,LABOR supply ,WORKING hours ,COVID-19 pandemic ,CORPORATE culture - Published
- 2022
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18. The workforce challenge now facing cancer nursing.
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ONCOLOGY nursing ,SOCIAL support ,NURSING ,LABOR supply ,NURSE supply & demand ,COVID-19 pandemic ,CANCER patient medical care - Abstract
In January, I was asked by Macmillan Cancer Support to present evidence to the Commons health and social care committee's inquiry into cancer services. The inquiry is set to establish why cancer outcomes in England continue to lag behind those of comparable countries and the impact of disruption to cancer services during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]
- Published
- 2022
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19. Future challenges for nursing.
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Charalambous, Liz
- Subjects
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OCCUPATIONAL achievement , *LABOR demand , *NURSING practice , *NURSING career counseling , *LABOR supply , *NURSES , *NURSING students , *ENDOWMENTS , *INDUSTRIAL relations , *COVID-19 pandemic - Abstract
The article presents the discussion on the goals on health and wellbeing. Topics include nurses and midwives account for 50 percent of the global health workforce and representing good value for money; and universities being limited in the number of applicants due to the placement availability and staff for providing mentorship.
- Published
- 2021
- Full Text
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