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Understanding workforce demographics is important to ensure equitable recruitment, training, and retention. Previous studies have reported demographics of the environmental public health workforce; however, demographic data on professionals who conduct retail food regulatory duties are lacking. We conducted a workforce training needs assessment that examined demographic frequencies and associations between demographic factors and job levels. Findings indicate an educated workforce, and a high percentage of respondents self-reported that they were >40 years, White, and female. We also found, however, that female respondents were significantly less likely than male respondents to hold leadership positions, even when accounting for age, years of experience, and education. Our study also shows an underrepresentation of retail food regulatory professionals from diverse racial and ethnic backgrounds. Future training should account for the need to fill experience gaps in the field when current employees retire. Additionally, there is a need to increase the recruitment of diverse professionals while supporting equitable retention and advancement in the field. [ABSTRACT FROM AUTHOR]

The article discusses the challenges and innovative strategies of establishing Mental Health and Well-being Locals in Victoria, focusing on the Benalla, Wangaratta, and Mansfield (BWM) Local. It highlights the importance of marketing, partnering with national organizations, and defining roles to recruit and maintain a rural mental health workforce, thereby improving mental health outcomes in rural communities.

We designed a cross-sectional study for environmental health (EH) professionals in Montana as a follow-up to a needs assessment conducted in 2020 by the Montana Public Health Workforce Development Group. A 57-question survey was developed to deepen the understanding of the profession regarding demographics, work status and position, education and licensure, work prior to and during the COVID-19 pandemic, professional preparation and continuing education, job satisfaction, recruitment and retention, and emerging issues. The survey was administered electronically in 2022 to all health departments in Montana and had a 74% response rate. The results revealed that most EH professionals in Montana are predominately White. Respondents reported being adequately trained but highlighted that additional training would be beneficial. Job-related stress, staffing levels, and salary levels were identified as areas of concern. Furthermore, respondents reported that they are otherwise fulfilled by the purposeful nature of their jobs. Our study was successful in capturing an updated view of the challenges facing EH professionals in Montana. Using these findings, the Montana Environmental Health Association and the Montana Public Health Training Center are developing training solutions for these professionals. [ABSTRACT FROM AUTHOR]

The labour market for care professionals has experienced significant changes, resulting in critical shortages globally. Nurses represent the largest share of health workers worldwide; nonetheless, an estimated 13 million more nurses will be needed over the next 10 years. Prior to the pandemic, the domestic supply of nurses in Canada had not kept pace with the ever-increasing demand for services. Pre-pandemic age- and needs-based forecasting models have estimated shortages in an excess of 100,000 nurses nationwide by 2030. While COVID-19 has accelerated the demand for and complexity of service requirements, it has also resulted in losses of healthcare professionals due to an increased sick leave, unprecedented burnout and retirements. This paper examines key factors that have contributed to nursing supply issues in Canada over time and provides examples of policy responses to the present shortage facing the healthcare system. To provide adequate care, the nursing workforce must be stabilized and—more importantly—recognized as critical to the health of the population. [ABSTRACT FROM AUTHOR]

Objective: To examine the principal place of practice after graduation of students who participated in the Rural Health Multidisciplinary Training (RHMT) program and allied health students' place of origin. Design: Cross‐sectional study. Participants: Graduates who completed their degree in podiatry, occupational therapy and physiotherapy in 2019. Main Outcome Measures: Principal place of practice at first and third years after graduation. Results: In 2020, 40 allied health professionals (AHPs) who graduated from the University of South Australia in 2019 were practising in rural areas but only 26 of them remained in the rural practice in 2022. The retention rate for rural practice was 65% within 2 years. However, in 2022, 25 allied health professionals left their metropolitan employment location and transitioned to rural practice. Of the 25 allied health graduates who joined the rural practice in 2022, most of them (80%, 20/25) had either rural exposure through the RMHT program or were from rural origin. Conclusions: Rural exposure via the RHMT program and allied health students' rural place of origin have an important role for rural principal place of practice at first and third years after graduation. [ABSTRACT FROM AUTHOR]

Context Issues related to nutrition and health are prominent, yet it is unclear if the dietetics workforce is being used optimally. Objective Trends, challenges, opportunities, and future needs of the international dietetic workforce are investigated in this review, which was registered with Open Science Framework (10.17605/OSF.IO/DXNWE). Data sources Eight academic and 5 grey-literature databases and the Google search engine were searched from 2010 onward according to Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR) guidelines. Of 2050 articles screened, 184 were eligible for inclusion. Data extraction To chart data, a directed content analysis and a constant comparison technique were used. Data analysis The following 13 themes were identified: 1) emerging or expanding areas of practice; 2) skill development; 3) economic considerations; 4) nutrition informatics; 5) diversity within the workforce; 6) specific areas of practice; 7) further education; 8) intrapersonal factors; 9) perceptions of the profession; 10) protecting the scope of practice; 11) support systems; 12) employment outcomes; and 13) registration or credentialing. Conclusions The dietetics profession is aware of the need to expand into diverse areas of employment. Comprehensive workforce data are necessary to facilitate workforce planning. [ABSTRACT FROM AUTHOR]

This study applies Feldman and Beehr's three-step model to examine retirement as a decision-making process leading from retirement thoughts to retirement plans and from retirement plans to actual retirement. The results show that retirement thoughts have a clear independent effect on retirement plans as measured by intended retirement age. Furthermore, retirement plans have an isolated effect on retirement patterns. Intended retirement age is the strongest predictor of actual retirement age. Retirement intentions can be thought to represent the effect of unobservable characteristics on retirement, such as preference and motivation. Retirement plans materialise with quite high accuracy. Several key factors are associated with intended and actual retirement age in a similar manner. Unemployment and higher income are connected with earlier planned and actual retirement. Health has a pronounced effect: better health is conducive to later retirement while weaker health (sickness absences) is conducive to earlier retirement. This applies both to retirement intentions and actual retirement and to the difference between the two. The most important way for organisations to extend working lives is to look after the health of older employees. Giving older workers an increased sense of control and lowering job demands helps to prevent premature retirement. Supporting older workers' continued employment is significant for the retention of older workers, while layoffs targeting older workers shorten working lives. [ABSTRACT FROM AUTHOR]

Purpose: Preserving and increasing the health care workforce in rural areas has become imperative due to the shortage of health care workers serving rural populations. However, limited data are available on long‐term patterns of employment in rural settings among health care workers. Methods: We analyzed the National Longitudinal Survey of Youth, which enrolled a nationally representative sample of adolescents in 1979 and tracked their career outcomes through 2016. Using the US Census Bureau occupation codes, we identified participants who worked in health care occupations, and we classified their employment in rural versus urban areas. Findings: Of the 1,007 respondents (including 109 doctoral health professionals), 70% worked only in urban locations, 13% worked only in rural locations, and 17% worked in both rural and urban locations during their health care career. Rural upbringing, White race, and female gender were associated with rural employment. Among nondoctoral health professionals, lower educational attainment was associated with increased likelihood of working only in rural settings. Conclusion: Our study indicates the rural workforce is split between workers who are only employed in rural settings, and those who are intermittently employed in rural and urban settings. Therefore, retention of health care workers in rural settings and recruitment of workers from urban settings to practice in rural areas are important strategies for addressing the rural health care worker shortage. Rural upbringing, previously described as predictive of physician practice in rural locations, appears the strongest predictor of rural employment for both doctoral health professionals and nondoctoral health professionals. [ABSTRACT FROM AUTHOR]

By 2060, over 98 million Americans will be 65 years of age and older. As the population ages, there is a need to ensure sufficient resources are available to accommodate potential physical and cognitive limitations. The home care workforce is important in supporting older adults, and retaining the workforce is crucial to provide needed care. This workforce is primarily female, Caucasian, and has lower income and education levels. However, those demographics are changing. The purpose of this study was to understand factors influencing turnover within the non-medical home care industry. A survey was developed to examine factors that might influence turnover. Factors were based on prior research from the long-term care and home care industries. We surveyed workers who had resigned from a non-medical home care company and who consented to participate during two study periods. In both study periods "personal reasons" was the most common factor for leaving employment. There was a relationship between tenure and reason for leaving. Those that left after a year or more cited personal reasons more frequently than other factors. Understanding the needs of individuals at different points in time (ie, new employees compared to longer-term employees) may facilitate the design of retention strategies and reduce turnover. [ABSTRACT FROM AUTHOR]

Retaining interns to work in the communities and settings in which they trained helps ensure a workforce that is well prepared to meet the needs of society. Psychology workforce data suggest that the supply of psychologists is not always sufficient in some areas, leading to unmet need. However, patterns of mobility in the psychology workforce are not well understood, nor are factors that might impact decisions to move away from a particular location or setting. This study surveyed early-career psychologists about the distance between their internship and other training and employment settings. Of the 2,206 respondents, individuals were significantly more likely to do their internship at a setting more than 75 miles from their doctoral program and take a first position less than 75 miles from their internship. Individuals were also significantly more likely to have their second position more than 75 miles from their internship (although 40% reported their second position was still less than 75 miles from their internship). Older individuals were less likely to take a first or second position more than 75 miles from their internship, whereas identifying as an ethnic minority was not related to location. Results also indicate that certain states are more likely to lose/gain interns as they pursue employment. Employment setting, job responsibilities, and opportunities for growth were early-career psychologists' top factors for selecting first and second positions. Compared with other settings, military medical centers, school districts/systems, and university counseling centers were significantly more likely to retain trainees in that setting as they advanced in their careers. Finally, about as many respondents stated that their internship site did bill for their services as those who said their site did not bill. Collectively, these results have implications for efforts to recruit and retain a sufficient psychology workforce. [ABSTRACT FROM AUTHOR]

Objectives: To highlight the experiences and challenges of international medical graduates (IMGs) living and working in rural and remote Tasmania, and how this informs their acculturation and retention in the state. Design: This paper reports the findings from the Tasmanian IMG questionnaire, which was administered both in hardcopy and online format to all known IMGs within the state. A total of 105 questionnaires were returned, representing a response rate of 30.0%. Results: IMGs were from the 30 countries and the majority were under 49 years of age, had migrated in the past 10 years, with over half having worked in the state for less than 2 years. Many IMGs indicated that they were satisfied with their current employment, the medical facilities, the friendliness of their patients and the friendliness of the community where they lived, and would like to stay much longer in Tasmania. Conclusions: Many IMGs have previously lived and worked in rural areas and are reasonably satisfied with their current employment and lifestyle in Tasmania. However, the following factors play an important part in their views and attitudes: employment satisfaction, access to schools, employment for spouse or partner and access to cultural or religious foods and goods. Nevertheless, beyond employment satisfaction, employment itself, coupled with career pathway and training opportunities, were highlighted as contributory factors for leaving Tasmania. [ABSTRACT FROM AUTHOR]

Objective: Employment analyses demonstrate that physician assistants (PAs) exhibit role flexibility in US medicine. The next step in understanding this labor-shifting observation is to know at what career stage it first occurs. Methods: Using matriculate data linked to the American Academy of PAs (AAPA) census survey data, a longitudinal analysis of seven graduate cohorts revealed that one-third of PAs changed specialty roles at least once during their first decade of employment. Results: From this series, it appears that new PAs spend about 3.4 years in their first job, on average, before they decide to move to another medical or surgical field. In examining PAs who changed their clinical role during this time period, 28% shifted from primary care to another medical or specialty role. Overall, the PA career movement to nonprimary care specialties increased substantially. Conclusions: These findings support observations that PAs provide an adaptive role in a dynamic and changing medical workforce. [ABSTRACT FROM AUTHOR]

The purpose of this study was to descriptively analyze music therapy employment data from 2013 to 2019, including years in the field, gender, age, ethnicity, hours worked, jobs created, number of new board-certified music therapists (MT-BCs), funding sources, and wages. A database was created to analyze descriptive data from the 2013–2019 American Music Therapy Association Workforce Analysis Surveys as well as data from the Certification Board for Music Therapists. Results indicate a large portion of music therapists (MTs) have been in the field for five years or less. Though the majority of MTs work full time, there is a high rate of part-time employment. An estimate of the total number of new full-time jobs represented a ratio of 57% of new MT-BCs during the period. Private pay was the most reported funding source for music therapy services. Music therapy wages tended to be higher for those with higher levels of education. Limitations of the study and suggestions for future research are provided. [ABSTRACT FROM AUTHOR]

The article discusses strategies for nurse managers to improve clinical nurse retention by optimizing local registered nurse staffing and healthy work environments. Topics covered include the calculation to determine the number of clinical nurses needed based on budgeted hours per patient day and census, the use of the variable staffing plan to determine the number of clinical nurses needed in a department, and the six standards outlined by the American Association of Critical-Care Nurses.

Purpose: The purpose of this paper is to review evidence about the role of education in supporting ex-service personnel to move to social care work with older people. Social care has long-standing, well-recognised problems of staff recruitment and retention in many jurisdictions. Within ageing societies, the need for more social care staff is predicted to rise. Therefore, policy makers and employers are exploring if there are untapped sources of potential employees. Some ex-service personnel may be interested in exploring a move to social care work with older people but may need to gain additional qualifications. Design/methodology/approach: Databases and grey literature were searched systematically to provide an overview of the evidence on this topic. Six articles were included in the review. Findings: A narrative analysis revealed two themes: preparing ex-service personnel for enrolment onto health and social care programmes, and supporting ex-service personnel during health and social care programmes. Research limitations/implications: This review was confined to English language studies published between 2008 and 2018. Few mentioned specific user or client groups. Originality/value: This review identified evidence gaps relating to whether the skills, education, training and experience gained in the armed services are transferable to civilian social care work with older people; the types of support which are offered to ex-service personnel who are interested in completing qualifications necessary for social care roles and the views of ex-service personnel about their experiences of completing educational courses to facilitate a transition into social care work with older people. [ABSTRACT FROM AUTHOR]

This study develops an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels. In response to this reward-the-extremes contract, the paper predicts a relationship between performance and turnover that fluctuates by performance level. Evidence of the hypothesized contract and the resulting pattern of turnover are provided empirically with data collected from 984 engineering employees of two large high-technology companies in the San Francisco Bay Area. The data confirm that extremely high and moderately low performers are likely to remain in firms offering these contracts while moderately high and extremely low performers are likely to depart. [ABSTRACT FROM AUTHOR]

Objectives. To identify occupations with high-priority workforce development needs at public health departments in the United States. Methods. We surveyed 46 state health agencies (SHAs) and 112 local health departments (LHDs). We asked respondents to prioritize workforce needs for 29 occupations and identify whether more positions, more qualified candidates, more competitive salaries for recruitment or retention, or new or different staff skills were needed. Results. Forty-one SHAs (89%) and 36 LHDs (32%) participated. The SHAs reported having high-priority workforce needs for epidemiologists and laboratory workers; LHDs for disease intervention specialists, nurses, and administrative support, management, and leadership positions. Overall, the most frequently reported SHA workforce needs were more qualified candidates and more competitive salaries. The LHDs most frequently reported a need for more positions across occupations and more competitive salaries. Workforce priorities for respondents included strengthening epidemiology workforce capacity, adding administrative positions, and improving compensation to recruit and retain qualified employees. Conclusions. Strategies for addressing workforce development concerns of health agencies includeprovidingadditional trainingandworkforcedevelopmentresources, andidentifyingbest practices for recruitment and retention of qualified candidates. [ABSTRACT FROM AUTHOR]

Objectives We explored the real cost of training the workforce in a range of primary health care professions in Australia with a focus on the impact of retention to contribute to the debate on how best to achieve the optimal health workforce mix. Methods The cost to train an entry-level health professional across 12 disciplines was derived from university fees, payment for clinical placements and, where relevant, cost of internship, adjusted for student drop-out. Census data were used to identify the number of qualified professionals working in their profession over a working life and to model expected years of practice by discipline. Data were combined to estimate the mean cost of training a health professional per year of service in their occupation. Results General medical graduates were the most expensive to train at $451,000 per completing student and a mean cost of $18,400 per year of practice (expected 24.5 years in general practice), while dentistry also had a high training cost of $352,180 but an estimated costs of $11,140 per year of practice (based on an expected 31.6 years in practice). Training costs are similar for dieticians and podiatrists, but because of differential workforce retention (mean 14.9 vs 31.5 years), the cost of training per year of clinical practice is twice as high for dieticians ($10,300 vs. $5200), only 8% lower than that for dentistry. Conclusions Return on investment in training across professions is highly variable, with expected time in the profession as important as the direct training cost. These results can indicate where increased retention and/or attracting trained professionals to return to practice should be the focus of any supply expansion versus increasing the student cohort. [ABSTRACT FROM AUTHOR]

Background: Until recently, there were only a few medical schools in Ethiopia. However, currently, in response to the apparent shortage in physician workforce, the country has made huge progress with respect to the expansion of medical schools, by adopting the so-called flooding strategy. Nevertheless, the effectiveness of the intended strategy also relies on physician accessibility and turnover. Therefore, the aim of this study was to examine the distribution of physicians in the medical schools of Ethiopia and to quantify the magnitude and identify factors associated with physician turnover.Methods: This organizational faculty physician workforce survey was conducted in seven government-owned medical schools in Ethiopia. Longitudinal medical workforce data set of about 6 years (between September 2009 and June 2015) were retrospectively collected from each of the medical schools. The observation time begins with the date of employment (time zero) and ends at the date on which the physician leaves the appointment/or the data collection date. Kaplan-Meier survival method was used to describe the duration of stay of physicians in the academic health care settings. A Cox proportional hazards (CPH) model was fitted to identify the risk factors for physician turnover.Results: In this study, a total of 1258 faculty physicians were observed in seven medical schools which resulted in 6670.5 physician-years. Of the total, there were 198 (15.7%) turnover events and the remaining 1060 (84.3%) were censored. The average turnover rate is about 29.7 per 1000 physician-years of observations. Multivariate modeling revealed no statistical significant difference in the rate of turnover between males and females (adjusted hazard ratio (AHR), 1.12; 95%CI, 0.71, 1.80). However, a lower rate of physician turnover was observed among those who were born before 1975 (AHR, 0.37; 95%CI, 0.20, 0.69) compared with those who were born after 1985. Physicians with the academic rank of associate professor and above had a lower (AHR, 0.25; 95%CI, 0.11, 0.60) rate of turnover in comparison to lecturers. In addition, physicians working in Jimma University had 1.66 times higher rate of turnover compared with those working in Addis Ababa University. However, the model showed a significantly lower rate of turnover in Mekelle (AHR, 0.16; 95%CI, 0.06, 0.41) and University of Gondar (AHR, 0.46; 95%CI, 0.25, 0.84) compared with that of Addis Ababa. Physician turnover in the remaining medical schools (Bahir Dar, Haromaya, and Hawassa) did not show a statistically significant difference with Addis Ababa University (P > 0.05).Conclusions: This study revealed a strong association between physician turnover with age, academic rank, and workplace. Therefore, the findings of the study have important implications in that attention needs to be given for the needs of faculty physicians and for improving the work environment in order to achieve a high level of retention. [ABSTRACT FROM AUTHOR]

The study aimed to develop an understanding of health visitor recruitment and retention by examining what existing staff and new recruits wanted from their job, their professional aspirations and what would encourage them to start and stay in employment. Following a period of steady decline in numbers, the health visitor workforce in England has recently been invested in and expanded to deliver universal child public health. To capitalise on this large investment, managers need an understanding of factors influencing workforce retention and continuing recruitment of health visitors. The study was designed using an interpretive approach and involved students ( n = 17) and qualified health visitors ( n = 22) from the north and south of England. Appreciative inquiry ( AI) exercises were used as methods of data collection during 2012. During AI exercises students and health visitors wrote about 'a practice experience you have felt excited and motivated by and briefly describe the factors that contributed to this'. Participants were invited to discuss their written accounts of practice with a peer during an audio-recorded sharing session. Participants gave consent for written accounts and transcribed recordings to be used as study data, which was examined using framework analysis. In exploring personal meanings of health visiting, participants spoke about the common aspiration to make a difference to children and families. To achieve this, they expected their job to allow them to: connect with families; work with others; use their knowledge, skills and experience; use professional autonomy. The study offers new insights into health visitors' aspirations, showing consistency with conceptual explanations of optimal professional practice. Psychological contract theory illustrates connections between professional aspirations and work commitment. Managers can use these findings as part of workforce recruitment and retention strategies and for building on the health visitor commitment to making a difference to children and families. [ABSTRACT FROM AUTHOR]

Background: The medical internship as a way of exposing young doctors to training in a rural context is regarded as a useful tool to recruit and retain doctors in rural areas. Norwegian health authorities tested an arrangement of early sign-up for medical internships in the Finnmark County in Norway. Objective: To report on the effects of the early sign-up for medical internship. Design: This study compares the choice of workplace after internship among physicians who signed up early with those candidates assigned to the raffle model of internship in the study area, and in a comparison area experiencing similar recruitment and retention problems. Results: The proportion of interns who signed up early that still worked as physicians in the study area by April 2014 (29%) was twice as high as among the regular interns (15%) and interns in the comparison area (14%). Among the 59 interns who signed up early still working in the study area in April 2014, 33% had grown up in this area. However, the greatest benefits were for the most densely populated municipalities in the study area. Conclusions: The early sign-up model had a net contribution of proving additional physicians in the study area. [ABSTRACT FROM AUTHOR]

An editorial is presented which addresses the authors' claim that public policies are needed to address the Latino immigrant workforce in the U.S. as of 2019, and it mentions how changes in immigration patterns and demographics in America are impacting the needs of immigrants and American citizens. Immigrant workers from Mexico, Central America, and Caribbean nations are examined, along with uninsured Latino immigrants, access to health care, and education policies.

• Few differences between the perspectives of stayers and leavers. • Stayers more frequently noted the benefits of on-the-job experience. • Stayers more frequently reported positive support experiences. • Leavers more often noted unreasonable time expectations and lack of personal time. • Stayers more often noted unrealistic workload and unreasonable responsibilities. Turnover among frontline child welfare workers is estimated to be as high as 40 % annually, attributed to factors such as stress, emotional exhaustion, safety concerns, and feelings of depersonalization. This study evaluates workers' comments at the end of a survey with the intention of elevating workers' voices about their frontline experiences. Data from wave 3 of the Florida Study of Professionals for Safe Families (FSPSF), a longitudinal study of the child welfare workforce, was used. The final analytic sample size was 192 (stayers n = 113, leavers n = 79). Researchers applied thematic analysis to a short response question that asked workers for final thoughts at the end of the survey. Given the larger study's focus on turnover and retention, the researchers assessed for saturation differences between workers who stayed in their baseline agency and role and those who left by wave 3, approximately 1-year post-baseline. Four primary themes emerged from the data: 1) rewarding, but difficult; 2) unsupported; 3) overworked; and 4) undervalued. Whereas some participants reflected on positive frontline experiences, many identified aspects of the job that created significant professional or personal challenges. Overall, among these early-career workers, there was little difference in the saturation of themes between those who left and those who remained; however, some nuanced differences were noted. Organizational factors emerged as primary concerns and should be priorities for administrators addressing workforce turnover and retention. Future research should explore longitudinal variation in the pressing concerns of frontline child welfare workers to develop time-sensitive strategies for improving retention. [ABSTRACT FROM AUTHOR]

The objective of this study was to identify differences in child care availability by rural-urban location for all counties in Wisconsin, and describe implications for recruitment and retention of health care workforce. We used data on licensed child care slots for young children (age <5), socio-demographic characteristics, women's and men's labor force participation, and household structure for all counties in Wisconsin in 2013 (n = 72). Data came from KIDS COUNT, County Health Rankings, and the American Community Survey. We used t tests to analyze bivariate differences in child care availability and community characteristics by metropolitan, micropolitan, and non-core rural location. We then used ordinary least squares regression to analyze the relationship between geographic location and child care slots, adjusting for labor force participation and household structure. Rural counties had significantly fewer licensed child care slots per child than metropolitan and micropolitan counties. These counties also had, on average, higher rates of poverty and higher unemployment than micropolitan and metropolitan counties. The association between geographic location and child care availability remained, even after adjusting for household structure and labor force participation. The number of hours men worked and the percentage of men not working were both negatively associated with available child care slots, whereas there was not a significant relationship between women's labor force participation and child care availability. Rural areas face health care workforce shortages. Recruitment strategies to overcome shortages must move beyond individual-level incentives to focus on community context and family support, including availability of child care in rural counties. [ABSTRACT FROM AUTHOR]

The article discusses the result of the survey General Practice Nursing in the 21st Century: a Time of Opportunity conducted by organization Queen's Nursing Institute which shows the challenges faced by the general practice nurse (GPN) workforce in Great Britain. Topics discussed include the salary variation among GPN, the concerns on the revalidation of nurses, and the cost of professional indemnity for GPN.

Nursing workforce retention is critical to provide quality healthcare, raising concern as nurse turnover rates continue to increase. In this study, we examined older Registered Nurse (RN) perceptions of their work experiences during the COVID-19 pandemic to identify facilitators and barriers in workplace environments that relate to RN workforce retention. The methods section describes our study population that included RNs aged 50 years and older (n=195) who completed surveys containing open and closed -ended questions between August 2020 and January 2021. Our study results indicate that most respondents (86.2%) worked during the COVID-19 pandemic in moderate-to-high patient acuity settings and felt their employers provided employees adequate Personal Protective Equipment (73.3%). The discussion section notes implications for nursing and study limitations. In conclusion, workforce retention facilitators included offering resources and implementations that made experienced, older RNs feel included, valued, supported, and protected. Workforce retention barriers were short/rushed workplace orientation, unsafe patient assignments, micromanaging, perceived ageist policies, and implementing pay and benefit-related policy changes without RN input. [ABSTRACT FROM AUTHOR]

Objective To explore the characteristics of allied health professionals ( AHPs) working with people with disabilities in western New South Wales ( NSW). Design A cross-sectional survey was conducted using an online questionnaire. Setting Rural western NSW. Participants AHPs including physiotherapists, speech pathologists, occupational therapists and psychologists ('therapists') working with people with disabilities. Main outcome measure AHPs characteristics. Results The majority of respondents were women (94%), with a mean age of 39 years; average time since qualification was 14 years; mean years in current position was 6. Most worked with people with a lifelong disability. Two thirds reported that family ties kept them in rural areas; 71% grew up in a rural/remote area. Most participants (94%) enjoyed the rural lifestyle, and 84% reported opportunities for social interaction as good or very good. Participants with dependent children were less likely to cease working in western NSW within 5 years than those without dependent children ( P < 0.05). Conclusions The characteristics of therapists working with people with disabilities in rural NSW were identified. Overall working, but also social conditions and community attachment were important for this group. Understanding the workforce will contribute to policy development to meet increasing demands for therapy services. [ABSTRACT FROM AUTHOR]

Aim To examine nurse employees' and employers' views about responsibilities for managing nurses' careers. Background Career management policies are associated with cost savings, in terms of workforce recruitment and retention and an increase in job and career satisfaction. In nursing, responsibility for career management remains relatively unexplored. Design A multicenter, cross-sectional questionnaire survey. Methods Data were collected from 871 nurse employees and employers in the British National Health Service. The study was conducted in 2008, a period when policy reforms aimed at modernizing the healthcare workforce in England. In the current discussions in Europe and the USA about the future of nursing, these data reveal insights not previously reported. Exploratory analyses were undertaken using descriptive and inferential statistics. Results The analysis indicated a temporal dimension to career management responsibilities. Short-term responsibilities for securing funding and time for development lay more with employers. Medium-term responsibilities for assessing nurses' strengths and weakness, determining job-related knowledge and skills and identifying education and training needs appeared to be shared. Long-term responsibilities for developing individual careers and future development plans lay primarily with employees. Conclusion New ways of managing nurses' career development that lead to greater independence for employees and greater flexibility for employers, while retaining a high-calibre and competent workforce, are needed. Ultimately, career management responsibilities should not tilt to either side but rather be shared to benefit both parties. Clarifying employers' and employees' responsibilities for career management may help both parties to develop a common understanding of each other's role and to meet their obligations in a constructive dialogue. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To identify the reasons older RNs (≥45 years) remain in the healthcare workforce. BACKGROUND: Despite predictions of early retirements of older nurses, many continue to work past the age when they can gain access to their retirement funds. METHODS: The authors surveyed nurses older than 45 years in New South Wales, Australia. RESULTS: The need for income was the most common reason for staying in nursing (61.9%; n = 210), with nearly 43% (n = 130) identifying this as the main reason for staying. CONCLUSIONS: Retaining older nurses in the workforce is an important strategy for managing workforce shortages. Nurse executives will need to consider strategies that will enhance retention of older nurses and focus on the reasons older nurses want to keep working. [ABSTRACT FROM AUTHOR]

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This review aims to highlight how the chronic condition self-management support (CCSMS) field might inform and enhance the skills of the disability employment services (DES) workforce, particularly in its interactions with clients with complex disability needs. The approach we have taken involves a consideration of current education and training, recruitment of staff into DES and issues of concern arising from these processes. The main findings of our review are that the current DES workforce may not have the required skills to fully meet the needs of the populations they serve given the growing burden of chronic conditions, generally. We conclude by calling for greater consideration of CCSMS education and training as core required skills for the DES workforce, so that they might integrate their practice more collaboratively alongside other support providers. [ABSTRACT FROM PUBLISHER]

The 2004 California Mental Health Services Act requires large-scale system change in the public mental health system through a shift to recovery-oriented services for diverse populations. This article describes an innovative strategy for workforce recruitment and retention to create and sustain these systemic changes. The California Social Work Education Center Mental Health Program provides stipends to master's of social work students at 17 California universities. In return, students must work for 1 year postgraduation in community mental health practice. Results of a 5-year study show that stipend recipients closely mirror the diverse demographics of the state, and 94% have remained in community mental health practice. The article also discusses lessons learned and implications for social work education in California and other states. [ABSTRACT FROM AUTHOR]

Purpose of the Study: While theories of job turnover generally assume a strong correlation between job satisfaction, intention, and retention, such models may be limited in explaining turnover of low-wage health care workers. Low-wage workers likely have a lower ability to act on their employment intentions or plans due to a lack of resources that serve to cushion higher wage workers. In this study, we examine the relationship between job satisfaction, intention, and retention of nursing assistants in nursing homes and the role that “contingency factors” play in employment intentions and retention. We conceptualize “contingency factors” as resource-related constraints (e.g., being a single mother) that likely influence employment trajectories of individuals but can be independent of job satisfaction or intent. Design and Methods: We use survey data from 315 nursing assistants in 18 nursing homes in a U.S. southern state to model employment intentions and retention. Results: We find that job satisfaction and other perceived job characteristics (e.g., workload and perceived quality of care) are significant predictors of an individual’s intent to stay in their job, the occupation of nursing assistant, and the field of long-term care. However, we find that job satisfaction and employment intentions are not significant predictors of retention. Instead, “contingency factors” such as being a primary breadwinner and individual characteristics (e.g., tenure and past health care experience) appear to be stronger factors in the retention of nursing assistants. Implications: Our findings have implications for understanding turnover among low-wage health care workers and the use of proxies such as employment intentions in measuring turnover. [ABSTRACT FROM PUBLISHER]

Objective. The aims were to determine Australian registered pharmacists' current employment status, practice profile and professional satisfaction. Method. A questionnaire was mailed to all registered pharmacists (n = 7764) on the Pharmacy Boards of Victoria and South Australia's registers; 19 were returned undeliverable. Quantitative data were entered and analysed using the Statistical Package for Social Sciences Version 17. Qualitative data were subjected to a thematic analysis. Results. 1627 (21%) pharmacists responded: 259 (16%) were registered as pharmacists but no longer worked in the pharmacy profession. A total of 1366 respondents reported still working as pharmacists. Of the 1366, 912 (67%) indicated that they spend most of their time in a clinical area; 233 (17%) spend most of their time in 'non-clinical pharmacist work (i.e. dispensing as technical supply)'; 216 (16%) worked in other non-clinical roles and; 1053 (77%) were professionally satisfied. Conclusion. Measuring the pharmacist workforce based on registration data significantly overestimates the available clinical pharmacist workforce: 708 (44%) respondents were no longer working in the profession, were not mainly involved in clinical practice or were working in non-clinical roles. A significant re-professionalisation program is needed if pharmacists' unique knowledge and skills are to contribute to better healthcare delivery. [ABSTRACT FROM AUTHOR]

The formal day-labour business is a well-entrenched, multi-billion dollar industry that exemplifies the two most consequential changes in contemporary employment relations: the growth of precarious employment and the increased role of labour market intermediaries. It is an industry premised upon the temporal expropriation and spatial retention of a surplus pool of labour-on-demand. Drawing upon extensive interviews and nearly three years of participant observation working as a day labourer amidst a predominantly homeless, and formerly-incarcerated, African-American workforce in the inner-cities of Oakland and Baltimore, this paper identifies the multifarious functions and broad implications of day labourers' routinized experience of chronic and obligatory waiting. I argue that this liminal period serves as an instrument of inspection, as an instrument of immobilization and as an instrument to intensify labourer's investment in the uncertain pursuit of work. This analysis enables us to better understand not only the distinct operations of the day labour business, but precisely how labour is subjugated, dependency is cultivated and precarious and degraded conditions of employment are normalized for those at the bottom of the U.S. labour market. [ABSTRACT FROM AUTHOR]

The article presents the study which outlines the work force trajectory, study intentions, and demographic profile of the newly graduates and registered nurses' (NG&RNs) first cohort who participates in the Graduate e-cohort Study (GeS). The first annual surveys of NG&RNs was completed via logging on the e-cohort web platform. It concludes that nursing work forces comes from and engaged in Bachelor of Nursing programs.

Objective: The objective of this study was to define an improved classification for allocating incentives to support the recruitment and retention of doctors in rural Australia. Design and setting: Geo-coded data (n = 3636 general practitioners (GPs)) from the national Medicine in Australia: Balancing Employment and Life study were used to examine statistical variation in four professional indicators (total hours worked, public hospital work, on call after-hours and difficulty taking time off) and two non-professional indicators (partner employment and schooling opportunities) which are all known to be related to difficulties with recruitment and retention. Main outcome measures: The main outcome measure used for the study was an association of six sentinel indicators for GPs with practice location and population size of community. Results: Four distinct homogeneous population size groups were identified (0-5000, 5001-15 000, 15 001-50 000 and >50 000). Although geographical remoteness (measured using the Australian Standard Geographical Classification - Remoteness Areas (ASGC-RA)) was statistically associated with all six indicators (P < 0.001), population size provided a more sensitive measure in directing where recruitment and retention incentives should be provided. A new six-level rurality classification is proposed, based on a combination of four population size groups and the five ASGC-RA levels. A significant increase in statistical association is measured in four of six indicators (and a slight increase in one indicator) using the new six-level classification versus the existing ASGC-RA classification. Conclusions: This new six-level geographical classification provides a better basis for equitable resource allocation of recruitment and retention incentives to doctors based on the attractiveness of non-metropolitan communities, both professionally and non-professionally, as places to work and live. [ABSTRACT FROM AUTHOR]

This study sought to identify client, professional, and employment characteristics that enhance licensed social workers' commitment to aging practice. A series of binary logistic regressions were performed using data from 181 licensed, full-time social workers who reported aging as their primary specialty area as part of the 2004 NASW's national study of licensed social workers. Several variables were identified as being significant predictors of commitment to aging, including clients' source of insurance, practitioners' years of experience in social work and gerontology, perceived adequacy of training, number of social work colleagues in the work environment, perceived appropriateness of delegated tasks, and annual income. This study illuminates critical areas of need to promote professional commitment to aging practice. Promotion of training and competency-based education and the need for sufficient job challenge and appropriate assignment of roles (that is, those that are consistent with practitioners' skills and abilities) will encourage commitment to working in the field of gerontology. [ABSTRACT FROM AUTHOR]

To measure variations in patterns of turnover and retention, determinants of turnover, and costs of recruitment of allied health professionals in rural areas. Data were collected on health service characteristics, recruitment costs and de-identified individual-level employment entry and exit data for dietitians, occupational therapists, physiotherapists, podiatrists, psychologists, social workers and speech pathologists employed between 1 January 2004 and 31 December 2009. Health services providing allied health services within Western Victoria were stratified by geographical location and town size. Eighteen health services were sampled, 11 participated. Annual turnover rates, stability rates, median length of stay in current position, survival probabilities, turnover hazards and median costs of recruitment were calculated. Analysis of commencement and exit data from 901 allied health professionals indicated that differences in crude workforce patterns according to geographical location emerge 12 to 24 months after commencement of employment, although the results were not statistically significant. Proportional hazards modelling indicated profession and employee age and grade upon commencement were significant determinants of turnover risk. Costs of replacing allied health workers are high. An opportunity for implementing comprehensive retention strategies exists in the first year of employment in rural and remote settings. Benchmarks to guide workforce retention strategies should take account of differences in patterns of allied health turnover and retention according to geographical location. Monitoring allied health workforce turnover and retention through analysis of routinely collected data to calculate selected indicators provides a stronger evidence base to underpin workforce planning by health services and regional authorities. [ABSTRACT FROM AUTHOR]

To investigate the demographics, employment, education and factors affecting recruitment and retention of New South Wales (NSW) rural allied health professionals. Descriptive study, cross-sectional survey. Regional, rural and remote areas of NSW, Australia. The sample includes 1879 respondents from more than 21 different allied health occupations. Variables included gender, age, marital status, employment sector, hours worked, community size, highest qualification, rural origin and continuing education, as well as others. Certain variables were compared for profession and gender. Women made up 70% of respondents, with a mean age of 42 years. Men were older, with more experience. Sixty per cent were of rural origin and 74% partnered, most with their partner also working. Eighty-four per cent worked in centres of 10 000 or more people. The public sector accounted for 46% of positions and the private sector 40%. Eleven per cent worked across multiple sectors and 18% were self-employed. Two-thirds worked 35 hours or more per week, although only 49% were employed full-time. Job satisfaction was high but 56% intended leaving within 10 years, 28% to retire. Over 90% of respondents qualified in Australia and more than 80% held a degree or higher qualification. Almost half were dissatisfied with access to continuing education. The NSW rural allied health workforce is strongly feminised, mature and experienced. Recruitment should target rural high school students and promote positive aspects of rural practice, such as diversity and autonomy. Retention strategies should include flexible employment options and career development opportunities. [ABSTRACT FROM AUTHOR]

A detailed analysis of the different sectors of the psychology workforce was conducted as part of the National Psychology Workforce Survey: Independent Private Practice (IPP), Employed in Public Sector (EPuS) and Employed in Private Sector (EPrS). A total of 11,897 psychologists responded to the workforce survey, a response rate of 48%. Of these 8,086 were fully registered and currently working in a psychology role. Sectors were compared on a range of practice characteristics and differences were explored using a series of ANOVAs and post-hoc analyses. Results of analyses revealed qualitative differences between the three sectors. Strategies for maintaining the employed workforce were also collected and are reported to be as much about increasing work satisfaction and support for professional and development opportunities as about salary. [ABSTRACT FROM AUTHOR]

Aims: Retirements of baby boomers will create a talent shortage in Finnish health care. Concurrently, difficulties exist in recruiting new personnel. This paper provides an overview concerning the bottlenecks in talent management in a Finnish hospital, and finds solutions for recruitment and retention problems of healthcare professionals (nurses and physicians). Because the healthcare staffing shortage is worldwide, the results of this paper are also useful internationally. Methods: The research was a qualitative case study and the research method used was group interview. Background data was gathered from the public media and healthcare trade organisations. Results: The bottlenecks of talent management in hospital organisation seem to relate to retaining actions of senior personnel. Concurrently, the organisation should develop new practices for attracting new personnel. Very few efforts on image marketing and recruitment have been done. The Internet has not been fully exploited and recruitment information has not been sent even to the neighbouring nursing college. Job rotation has not been used as a help in recruitment and competence development. Difficulties exist in transmitting tacit knowledge from a retiring nurse to a junior nurse. Leadership skills of the superior seem to be important when retaining and committing senior personnel. Conclusions: Recruitment and retention problems encourage organisations to develop new recruitment and commitment practices as well as management and leadership skills. [ABSTRACT FROM AUTHOR]

Understanding retention in any profession is dependent on thorough workforce studies. Here, wages and caretaking, and the interaction of the two, were examined to understand retention of social workers. Respondents were 785 Master of social work alumni from the mid-South. Differences among three groups were studied: those working, those who have left the workforce, and those who had left but may return. Of the respondents, 92% thought an above average income was important; 48% of households included children; and 21% reported caretaking others. Wage was not a reason to leave social work but caretaking was. Moreover, caretaking and financial responsibility may be a reason not to return. [ABSTRACT FROM AUTHOR]

The article discusses the factors to consider in the retention of engineers and scientists in the defense acquisition workforce of the U.S. as of 2009. Particular focus is given to the potential that the acquisition workforce will fall short of engineers and scientists in the future. The factors that affect job satisfaction and commitment to an organization are tackled. The greater importance given by engineers and scientists on the value of their job instead of the monetary benefits offered is explained.

Objective: We examined the role of personal, family and institutional factors on the work status of older adults in urban China. Method: The analysis was based on data from a large population survey (N =  7381) of community-dwelling urban Chinese aged 60 years and older. Multivariate logistic regression was used to model work status. Results: Demographic variables such as gender, ethnicity, age and self-perceived health status were identified as important determinants of work status. Having material assets, savings, a public pension and health insurance were all negatively correlated with remaining in the workforce, whereas earning a high income was positively correlated. Conclusions: Our findings have implications regarding the impact of health policy and pension reform on employment retention. While economic growth may create an incentive for some to continue working, the lack of widespread public and private old-age support may force others to remain in the workforce out of economic necessity. [ABSTRACT FROM AUTHOR]

Objective: To survey allied health professionals in one region of New South Wales. Design: A questionnaire designed to give a profile of the allied health workforce was mailed to 451 practitioners from 12 health professions between July and September 2005. Setting: The region included the upper Hunter Valley, Liverpool Plains, New England Tablelands and North-west Slopes and Plains of New South Wales. Main outcome measures: The overall response was 49.8%, although the response rates varied between disciplines. Data were collected for a wide range of dependent variables. Results: Pharmacists were the most numerous respondents (21.8%), followed by physiotherapists (17.3%), psychologists (12.4%), radiographers (11.1%) and occupational therapists (10.6%). These five professions made up 73.3% of respondents. Approximately 75% of the sample worked in Rural, Remote and Metropolitan Areas (RRMA) 3 and 4 sized towns. The female to male ratio was 3:1. The mean age was 43 years, the average time since qualification was 20 years and the mean time in the current position was 10 years. Half of the respondents said they intended leaving within 5 years. Some 65% were of rural origin. The ratio of private to public sector employment was 0.75:1, with 64.0% working full-time. Conclusions: Comparison is made between this and previous studies. The results highlight the need for further regional allied health workforce profiling and for a recruitment and retention strategy that targets new graduates of rural origin and encourages them to stay. [ABSTRACT FROM AUTHOR]

Background: Many countries in middle- and low-income countries today suffer from severe staff shortages and/or maldistribution of health personnel which has been aggravated more recently by the disintegration of health systems in low-income countries and by the global policy environment. One of the most damaging effects of severely weakened and under-resourced health systems is the difficulty they face in producing, recruiting, and retaining health professionals, particularly in remote areas. Low wages, poor working conditions, lack of supervision, lack of equipment and infrastructure as well as HIV and AIDS, all contribute to the flight of health care personnel from remote areas. In this global context of accelerating inequities health service policy makers and managers are searching for ways to improve the attraction and retention of staff in remote areas. But the development of appropriate strategies first requires an understanding of the factors which influence decisions to accept and/or stay in a remote post, particularly in the context of mid and low income countries (MLICS), and which strategies to improve attraction and retention are therefore likely to be successful. It is the aim of this review article to explore the links between attraction and retention factors and strategies, with a particular focus on the organisational diversity and location of decision-making. Methods: This is a narrative literature review which took an iterative approach to finding relevant literature. It focused on English-language material published between 1997 and 2007. The authors conducted Pubmed searches using a range of different search terms relating to attraction and retention of staff in remote areas. Furthermore, a number of relevant journals as well as unpublished literature were systematically searched. While the initial search included articles from high- middle- and low-income countries, the review focuses on middle- and low-income countries. About 600 papers were initially assessed and 55 eventually included in the review. Results: The authors argue that, although factors are multi-facetted and complex, strategies are usually not comprehensive and often limited to addressing a single or limited number of factors. They suggest that because of the complex interaction of factors impacting on attraction and retention, there is a strong argument to be made for bundles of interventions which include attention to living environments, working conditions and environments and development opportunities. They further explore the organisational location of decision-making related to retention issues and suggest that because promising strategies often lie beyond the scope of human resource directorates or ministries of health, planning and decision-making to improve retention requires multi-sectoral collaboration within and beyond government. The paper provides a simple framework for bringing the key decision-makers together to identify factors and develop multi-facetted comprehensive strategies. Conclusion: There are no set answers to the problem of attraction and retention. It is only through learning about what works in terms of fit between problem analysis and strategy and effective navigation through the politics of implementation that any headway will be made against the almost universal challenge of staffing health service in remote rural areas. [ABSTRACT FROM AUTHOR]

The article discusses the innovation of corporate benefits plan that would attract and retain the Generation X and Y workers. The author presented an overview to show corporate benefits' evolution with the coming of a younger work force. Focus is given to the Gen X's and Y's view of employment having grew up in a Western World which resulted for respecting employment and not see it as a branding disaster. The author inferred that the new workforce demands benefits that match with their lifestyle and image. These influences have also created innovations in health care planning. It is the author's view that the benefits that was used before are no longer enough to compete in hiring new employees and retain the good ones.