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This qualitative study was designed to describe women's experiences with changes in sexual function related to physical comfort, sexual satisfaction, and feelings of intimacy post-treament for gynecological cancer. The 17 women who participated in this study described sexuality as a much broader construct. Contrary to existing literature, sexual functioning was found to be one aspect that contributed to the view of the self as a sexual being, but the women's perceptions were not limited to this single dimension. The identification of multidimensional components to be considered in developing a conceptual model to describe sexual health are presented. This study indicates that sexuality should be viewed as a health issue that has an impact on quality of life. [ABSTRACT FROM AUTHOR]

The Registered Nurses Professional Development Centre's Critical Care Nursing Program situated in Halifax, Nova Scotia, aspires to provide evidence-based critical care nursing education. Using a didactic traditional lecture-based teaching method, the faculty noted that some learners were not prepared for class, preferred memorization of content and were not engaged in their learning. In 2008, faculty acknowledged the need to change their principal teaching method in the full-time program to a method that would foster student engagement and active learning while inspiring registered nurses to become life-long critical thinkers. After consulting with colleagues, attending conferences and reviewing the literature, team-based learning (TBL) was chosen as the strategy to achieve this goal. Although some challenges were experienced during the adoption of TBL, the faculty believed that TBL enhanced the learners' critical thinking abilities and teamwork skills.

There have been increasing calls for a competency-based approach in interprofessional education (IPE). The purpose of this multi-site research project was to develop a validated set of interprofessional collaborator competencies and an associated competency-based assessment rubric, in both English and French languages. The first phase involved a detailed comparative analysis of peer-reviewed and grey literature using typological analysis to construct a draft list of interprofessional collaborator competency categories and statements. A two-round Delphi survey of experts was undertaken to validate these competencies. In the second phase, an assessment rubric was developed based on the validated competencies and then evaluated for utility, clarity, practicality and fairness through multi-site focus groups with students and faculty at both college and university levels. The paper outlines an approach to developing, constructing and validating a bilingual instrument for interprofessional learning and assessment. The approach was collaborative in nature, involving an interprofessional project team and respondents from across multiple health profession education programs. The Delphi survey ratings indicate a high level of agreement with the importance of the competency statements and focus group participants rated the rubric positively and felt it had value. The focus group results were also useful in pre-piloting the contextual application of the instrument across multiple health profession education programs. This rubric instrument may be used across a variety of professions and learning contexts. Future work includes evaluation of further dimensions of validity and reliability for this tool across a variety of settings.

This paper will highlight how a literature review and stakeholder-expert feedback guided the creation of an interprofessional facilitator-collaborator competency tool, which was then used to design an interprofessional facilitator development program for the Partners for Interprofessional Cancer Education (PICE) Project. Cancer Care Nova Scotia (CCNS), one of the PICE Project partners, uses an Interprofessional Core Curriculum (ICC) to provide continuing education workshops to community-based practitioners, who as a portion of their practice, care for patients experiencing cancer. In order to deliver this curriculum, health professionals from a variety of disciplines required education that would enable them to become culturally sensitive interprofessional educators in promoting collaborative patient-centred practice. The Registered Nurses Professional Development Centre (RN-PDC), another PICE Project partner, has expertise in performance-based certification program design and utilizes a competency-based methodology in its education framework. This framework and methodology was used to develop the necessary interprofessional facilitator competencies that incorporate the knowledge, skills, and attitudes required for performance. Three main competency areas evolved, each with its own set of competencies, performance criteria and behavioural indicators.

Rapidly changing technology and the trend toward specialization make continuing education (CE) vital for today's nurses. Various methods to assess CE needs of nurses are described in the literature. This article outlines an assessment strategy implemented to determine staff nurses' perceptions of their learning needs. In addition, head nurses and clinical directors were surveyed regarding their perceptions of the staff nurses' learning needs. The chosen strategy used limited resources to contact a large number of nurses within a short time frame. Results indicated that the three groups surveyed perceived similar learning needs for staff nurses.

A career advancement program for nurses has been developed and implemented at the Victoria General Hospital, Halifax, as part of a manpower planning strategy for recruitment and retention of clinical nurses. A competency based performance appraisal system was developed and implemented as part of the program. This system identifies four levels of clinical expertise. Progression through each level indicates that a nurse has achieved a certain level of skill, knowledge and abilities. Demonstrated competence in one level is a prerequisite to promotion to the next level of practice. Implementation of this system provides clinical career opportunities for nurses in direct patient care. This article will provide the nurse administrator with an insight into the development and implementation of a clinical career advancement program. Future articles will described the research evaluation of the Clinical Performance Appraisal System and clinical nurses' reactions to the new system.