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The Australian Advanced Practice Nursing Self-Appraisal (ADVANCE) tool provides a standardised understanding of advanced practice which will support workforce planning and cross-discipline team development. Furthermore, the facility to demonstrate achievement of practice at this level is necessary for individual career planning, succession planning, can inform postgraduate nursing education curricula and for some, can concern eligibility for endorsement as a nurse practitioner in Australia.

The contemporary working environment is being rapidly reshaped by technological, industrial and political forces. Increased global competitiveness and an emphasis on productivity have led to the appearance of alternative methods of employment, such as part-time, casual and itinerant work, allowing greater flexibility. This allows for the development of a core permanent staff and the simultaneous utilisation of casual staff according to business needs. Flexible workers across industries are generally referred to as the non-standard workforce and full-time permanent workers as the standard workforce. Even though labour flexibility favours the employer, increased opportunity for flexible work has been embraced by women for many reasons, including the gender struggle for greater economic independence and social equality. Consequently, the largely female nursing industry, both nationally and internationally, has been caught up in this wave of change. This ageing workforce has been at the forefront of the push for flexibility with recent figures showing almost half the nursing workforce is employed in non-standard capacity. In part, this has allowed women to fulfil caring roles outside their work, to ease off nearing retirement and to supplement the family income. More significantly, however, flexibility has developed as an economic management initiative, as a strategy for cost constraint. The result has been the development of a dual workforce and as suggested by Pocock, Buchanan and Campbell (2004), associated deep-seated resentment and the marginalisation of part-time and casual workers by their full-time colleagues and managers. Additionally, as nursing currently faces serious recruitment and retention problems there is urgent need to understand the factors which are underlying present discontent in the nursing profession. There is an identified gap in nursing knowledge surrounding the issues relating to recruitment and retention. Communication involves speaking, list

Nurse researchers in Queensland •will undertake an ethnographic study of a health care facUity in order to explore the relationship between the increasing casualisation of the nursing workforce and the communication needs of full time and casual nurses.

These slides, provided by Automotive Manufacturing Technical Education Collaborative (AMTEC), were presented at the Manufacturing Pathways in Action Workshop held on March 17 and 18, 2015. This workshop demonstrated "a college's implementation of various award winning pathway models (Alamo Area Academics, Toyota-AMT, STC-NIMS) and national manufacturing certifications within those pathways which are complementary to the AMTEC Mechatronics Certification."  These presentation slides provide an overview of the Toyota Texas Advanced Manufacturing Technician (AMT) Career Pathway Program. The overview includes information on the career pathway, the partnership, the cross walk, and the program in action.&nbsp