This article describes challenges, issues, and strategies

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "This article describes challenges, issues, and strategies"

Transcription

1 Studying an Ill-Defined Workforce: Public Health Workforce Research Jean Moore This article describes challenges, issues, and strategies associated with public health workforce research. The factors that contribute to workforce supply and demand imbalances are reviewed, and the unique difficulties encountered with studies of public health workers are identified. Two case studies of previous public health workforce research conducted by the New York Center for Health Workforce Studies are used to illustrate how different levels of analyses can be used to better understand recruitment and retention issues of public health workers and to inform programs and policies designed to ensure a well-sized and competent public health workforce. Case study 1, conducted in 2005, assessed supply and demand gaps in state and local health departments in six states and helped estimate the scope of recruitment and retention problems in these agencies. Case study 2, conducted in 2006, provided a detailed examination of the current public health workforce in local health departments in New York. Data drawn from this study were used to identify specific workforce challenges faced by these agencies. Findings from these case studies, conducted at different levels of analyses (multistate vs single state) and using different research methods (qualitative vs quantitative), are reviewed, highlighting differences based on scope and methods. Finally, suggested areas for future studies about the public health workforce are considered. KEY WORDS: public health workforce, recruitment, retention, supply of and demand for public health workers The objectives of this article are to briefly identify the challenges associated with studies of the public health workforce, describe the factors that contribute to supply and demand imbalances in the public health workforce, and use two case studies to illustrate different approaches to public health workforce research. J Public Health Management Practice, 2009, November(Suppl), S48 S53 Strengths and limitations of differences in study scope (multistate vs single state) and study methods (qualitative vs quantitative) are discussed. Finally, suggested areas for future studies about the public health workforce are considered. Health Workforce Issues: The Broader Context Well-prepared public health professionals are essential to an effective public health system in the United States, yet there is concern about the adequacy of both the supply of these workers and their skills and competencies. 1 The lack of clear definitions and good data make it difficult to fully assess the sufficiency of the supply of qualified public health workers in relation to the demand for them as well as the adequacy of their skills and competencies in relation to their roles and responsibilities. These issues make public health workforce research challenging for a variety of reasons. The public health workforce is not easily defined or measured. The public health workforce draws from a wide array of professions both within and outside of healthcare. Some The 2005 Six-State Case Study of the Public Health Workforce was supported by funding from the Bureau of Health Professions of the Health Resources and Services Administration (HRSA), US Department of Health and Human Services. To view the full report, go to the HRSA Web site reports/publichealth/default.htm. The 2006 Enumeration of the Local Public Health Workforce in New York was supported by funding from the New York State Department of Health. To view the full report, go to the Center for Health Workforce Studies Web site: Corresponding Author: Jean Moore, MSN, Center for Health Workforce Studies, School of Public Health, University at Albany, 1 University Pl, Rensselaer, NY Jean Moore, MSN, has served as the Director of the New York Center for Health Workforce Studies since Her work focuses on research about the supply, demand, use, distribution, and education of the health workforce. Before joining the Center, she spent 15 years at the NYS Department of Health, where she was responsible for health workforce policy development and programs. She is currently enrolled in the Doctor of Public Health Program at University at Albany. S48

2 Studying an Ill-Defined Workforce S49 hold profession-specific licenses. Some have had formal training in public health, but many have not. 2 Within the public sector, responsibility for public health services is shared among different levels of government and across multiple agencies. There are also major state-by-state variations in function and responsibility among state and local government and private groups, compounding the difficulty of counting and tracking the public health workforce. 3 In addition, functions and responsibilities can vary within a state between rural and urban locations. Currently available occupational classification systems, such as the one used by the US Bureau of Labor Statistics, do not effectively describe the existing public health workforce. Not surprisingly, national data on the size and composition of the public health workforce are limited. In-depth knowledge of forces that broadly influence health workforce supply and demand is crucial for understanding and effectively responding to public health workforce shortages. Fluctuations in health workforce labor markets can lead to widespread workforce imbalances, referred to as shortages or surpluses. These imbalances can take many forms: profession imbalances, such as shortages of registered nurses (RNs), or specialty imbalances within professions, such as shortages of primary care physicians; geographic imbalances, which include differences in the supply of health workers between rural and urban areas or between economically disadvantaged and affluent communities; institutional and service imbalances, which relate to differences in the supply of health workers in different healthcare settings, for example, acute care compared to public health; public and private imbalances, which are associated with differences in the supply of health workers between publicly and privately sponsored healthcare providers; and gender or racial and ethnic imbalances in healthcare professions, which refer to differences in the representation of women or various racial and ethnic groups in healthcare professions as compared to their presence in community. 4,5 Many factors contribute to these imbalances, and they vary by occupation. Short-term factors include competition for workers in a strong economy; growing demand for health services, which increases demand for health workers; increased intensity and complexity of health services, which result in growing demand for more highly skilled workers; and educational system response lags in the production of new health workers. 4 While workplace factors can discourage recruitment into healthcare professions, they typically exert a stronger effect on the retention of existing workers. Workplace factors that can lead to turnover and attrition from the field include physically and emotionally demanding jobs and noncompetitive wages and benefits. All contribute to worker dissatisfaction. 5 In addition, many supervisors and managers may be experienced and well trained, often in clinical areas, but not necessarily adept in managing subordinate workers effectively. This can result in high levels of job stress for them and conflict with those working under them. 5,6 Short-term and workplace factors explain the chronic nature of health workforce shortages, despite repeated efforts over many years to address them. In addition, a number of long-term factors point to a worsening of these shortages in the future. The changing demographics of the US population will result in an increasing number of retirements from an aging health workforce and, at the same time, growing demand for health services by an aging population. 7 Health policies designed to expand access, improve quality, or control costs must take into account the health workforce availability in order for these policies to succeed. However, lack of relevant and timely data on the health workforce is a barrier to identifying the factors underlying health worker shortages and to developing effective health workforce programs and policies that could ensure a sufficient supply of workers, avert health workforce shortages, and support improvements in the health and public health systems. 8 Studies of the Public Health Workforce The public health system is a network of public and private agencies across the country that provides population-based health services, health education, clinical services, and prevention programs. Despite variation in state and local responsibility for public health services, governmental public health agencies are viewed as the primary force in organizing and mobilizing public health practice in most communities. 9 Consequently, an important focus of public health workforce research is governmental public health. A better understanding of the governmental public health workforce and the recruitment and retention issues faced by state and local public health agencies is critical to informing programs and policies designed to address supply and demand gaps and strengthen the ability of this workforce to provide basic public health services. Given the challenges of public health workforce research cited previously, it may be appropriate to conduct public health workforce studies at different levels of analyses, using both qualitative and quantitative methods to fully understand and describe the public health workforce and identify the factors that

3 S50 Journal of Public Health Management and Practice contribute to supply and demand imbalances. Broad assessments of supply and demand gaps can be useful in helping estimate the scope of the problem. More detailed assessments of the current public health workforce in specific agencies, states, and regions can better profile the existing workforce, including demographics, educational background, roles and responsibilities, training needs, and future plans. Such studies can help inform the specific programs and policies needed to ensure a well-sized and competent public health workforce. The following are two case studies that illustrate public health workforce research one multistate study using qualitative methods and one single-state study using quantitative methods and the different data these studies yielded. Case Study 1: Public Health Workforce Study, 2005 The Center for Health Workforce Studies at the School of Public Health, State University of New York at Albany, with support from the Bureau of Health Professions of the Health Resources and Services Administration (HRSA), conducted a six-state case study of the governmental public health workforce. A major goal of the study was to identify supply and demand gaps for workers in state and local governmental public health agencies, particularly public health nurses (PHNs), physicians, and dentists, as well as workers with formal public health training. The study also examined the roles that schools of public health play in assisting these agencies to recruit, retain, and provide continuing education to their workforce. Interviews with state and local public health agencies were conducted in six states. The states were selected to ensure representation of the four organizational models described in Local Public Health Practice: Trends and Models, 9 which represent different relationships between the state and local public health agencies. The four models are centralized (New Mexico); decentralized (Montana); shared (Georgia); and mixed (California, Texas, and New York). Because of the significant diversity of local public health agencies within states, including population size and density, at least five local or district public health agencies in each state, including at least one urban, one rural, one suburban, and where appropriate, one agency on an international border, were selected to be in the case study. This allowed for an analysis of the staffing needs across the spectrum of operating environments under different models of sharing responsibility between state and local governments. The fieldwork included surveys of participating district and local public health agencies, with topics such as general workforce issues, staffing and functions, PHNs, public health physicians, oral health workforce, workers with formal public health training, training and continuing education needs, and collaborations. The fieldwork also included interviews of key stakeholders, including state, district, and local public health leaders and managers. The fieldwork aimed to identify the most pressing health workforce issues facing local, district, and state health departments today and whether these issues were driven by inadequate financial resources, lack of qualified candidates, or the need for continuing professional education. Key findings from this six-state study 10 are as follows: Public health agencies in all six states reported difficulty recruiting PHNs, especially in rural areas, but less difficulty retaining them. In addition to difficulty recruiting PHNs and, to a lesser extent, physicians and dentists, governmental public health agencies reported difficulty recruiting workers in a wide array of occupations, including health educators, nutritionists, social workers, clerical staff, and epidemiologists. The single biggest barrier to adequate staffing of governmental public health agencies was budget constraints. Beyond budget constraints, recruitment difficulties were attributed to general shortages of workers within an occupation (eg, RNs, nutritionists), noncompetitive salaries, and lengthy processing time for new hires. Public health workers with formal public health training, such as a master s of public health degree, usually worked in state health departments or as leaders of large public health agencies. They were needed in small public health agencies, but rarely available. Lack of access to advanced education, including baccalaureate nursing and graduate studies, was a significant barrier to upgrading existing staff, particularly in rural areas. There were only a few examples of successful collaborations (eg, recruitment of graduates into governmental public health, continuing and advanced education for the existing public health workforce) between schools of public health and local public health agencies, and schools of public health, in

4 Studying an Ill-Defined Workforce S51 general, had done a poor job of partnering with these agencies. Public health agencies were concerned about losing senior staff to retirement in the next 5 years and reported a need for better succession planning. 10 The full report of this research study, which includes a more in-depth description of methods and findings, is posted to the HRSA Web site: healthworkforce/reports/publichealth/default.htm. This study makes a valuable contribution to understanding the workforce issues faced by the public health system. It was conducted at a time when concern about nursing shortages was receiving prominent media attention. However, much of the media coverage focused on the impact of these shortages on healthcare providers such as hospitals, nursing homes, and home health agencies. This study raised awareness about the workforce needs of governmental public health agencies and demonstrated that these agencies were competing for many of the same healthcare professionals, including RNs, as other healthcare providers. According to the findings of this research study, governmental public health was often viewed as a less attractive option for workers seeking jobs. The study also pointed out the limited roles played by schools of public health across all case study states in assisting these agencies to recruit, retain, and provide continuing education to their workforce. Case Study 2: Enumeration of the Local Public Health Workforce in New York, 2006 The Center for Health Workforce Studies, in collaboration with the New York State Department of Health (DOH) and the New York State Association of County Health Officials (NYSACHO), conducted an enumeration survey of New York s local governmental public health workforce. The goal of the study was to produce a profile of local public health workers and understand how health workers demographics, roles, educational backgrounds, training needs, and future plans affected the organizational capacity of local health departments (LHDs) in New York to perform essential public health services. 11 All LHDs in New York were invited to participate in the survey. The objective was to include all LHD employees other than those in home health agencies, including part-time, temporary, and per diem workers. Thirty-two of the 58 LHDs in the state participated in the survey, which was conducted from June 2006 to January A total of individuals from 32 LHDs completed surveys. Response rates for participating LHDs were variable, ranging from 21 to 100 percent; the overall response rate for all participating LHDs was 64 percent. 11 Key findings from this study 11 are described below. The local public health workforce in New York was older than average, with a median age of 49 years, compared to the median age of a US civilian worker of 40 years. The public health workforce was not as diverse as the population it served. Blacks/African Americans and Hispanics/Latinos were particularly underrepresented (only 4% and 3%, respectively) when compared to their overall representation in the population (each 8%). Nearly one-quarter (24%) of public health workers worked in nursing job titles. Almost one-quarter of public health workers reported beginning their public health careers within the last five years. The majority of public health workers (64%) reported a need for training in emergency preparedness, as well as training in communicable and infectious diseases and management/supervisory skills. Almost one in five LHD employees had an advanced degree, but only two percent had an advanced degree in public health. At the same time, 19 percent wanted to pursue a master s degree and more than one-third of these were interested in a master s degree in the field of public health. Nearly one in five local public health workers (18%) reported retirement plans. About half of public health workers aged between 55 and 64 years (47%) planned to retire within the next five years. Twenty percent of public health workers younger than 35 years reported plans to leave the field of public health within the next five years. Plans of employees of all ages to remain in current positions were lowest among those in epidemiology/disease control titles. 11 The full report of this research study, which includes a more in-depth description of methods and findings, is posted to the Center for Health Workforce Studies Web site id=11,0,0,1,0,0. This study highlighted many workforce challenges faced by LHDs in New York, and the issues raised serve to inform the development of programs and policies aimed at improving recruitment and retention. The study findings pointed to the importance of taking steps to (1) attract new recruits to local public health, (2) provide career development to the current local public Bureau of Labor Statistics, Current Population Survey, Basic Monthly Survey, June Master s degree or higher.

5 S52 Journal of Public Health Management and Practice health workforce, (3) create stronger ties between public health education and practice, and (4) routinely collect data about the local public health workforce. Strengths and Limitations The six-state case study went beyond anecdotal concerns about worker shortages in public health and systematically described recruitment and retention problems in the public health workforce across states and across different state and local public health relationship models. The study also identified factors that contributed to supply and demand gaps, including those that impact all health sectors (eg, general shortages) and those factors unique to public health (eg, budget constraints). While the broad assessment of supply and demand gaps obtained through the six-state case study helped gauge the scope of the recruitment and retention problems in the public health workforce, results could not be quantified. For example, the study did not identify the number of PHNs needed to address the unmet demand for them. The enumeration study of New York s LHD workforce profiled, in quantitative terms, the public health workforce in the state s local health agencies, including roles, educational backgrounds, demographics, training needs, and future plans. While it provided a detailed description of the current stock of workers, the study did not consider supply and demand gaps. Together, these two studies begin to contribute to the base of knowledge needed to inform strategies designed to address public health workforce supply and demand imbalances. Clearly, this work should be considered a starting point, paving the way for future research in this area. Planning for the Future A well-trained and sufficiently sized public health workforce is critical to the success of public health programs across the country. However, there continues to be a need for systematic information about this workforce and the issues that contribute to recruitment and retention issues facing governmental public health. 12 The biggest barriers confronting researchers are the limited availability of data on the public health workforce and lack of policy commitment and resources to support health workforce research. Without a strong federal presence on health workforce research and policy, states face increased pressure to support such research and use the results to help shape state health workforce policies. 4 Looking ahead, public health workforce research should start with the basics, such as monitoring the size and composition of the public health workforce on a regular basis how many there are, what they do, what they look like, and what their future plans are. Furthermore, such monitoring should be ongoing, and if conducted by individual states, there should be general agreement on the use of a minimum data set that would allow cross-state comparisons. Gaps between public health worker supply and demand should also be monitored to learn more about which workers are in short supply and where these problems are most severe. These data, collected routinely, could inform programs and policies aimed at public health workforce development and retention. The United States expects a public health system that protects its citizens from a wide array of health threats and dangers by preventing and fighting epidemics and the spread of disease, protecting against environmental hazards, responding to disasters, and ensuring population health. Continued efforts to study the public health workforce will be essential to create and maintain a public health system that can protect the health of the country s citizens. REFERENCES 1. Gebbie K, Rosenstock L, Hernandez L, eds. Who Will Keep the Public Healthy? Educating Public Health Professionals for the 21st Century. Washington, DC: National Academies Press; Tilson H, Gebbie K. The public health workforce. Ann Rev Public Health. 2004;25: Gebbie K, Turnock B. The public health workforce, 2006: new challenges. Health Aff. 2006;25(4): Moore J. Health workforce research: what are the issues? In: Holmes D, ed. From Education to Regulation: Dynamic Challenges for the Health Workforce. Washington, DC: Association of Academic Health Centers (preprint); Moore J, Karnaukhova J, McGinnis S, et al. Human Resources for Health: Options for Analysis and Monitoring. Paper presented at: the World Health Organization Meeting; March 2006; Geneva, Switzerland. 6. American Hospital Association Commission on Workforce for Hospitals and Health Systems. In Our Hands: How Hospital Leaders Can Build a Thriving Workforce. Chicago, IL: American Hospital Association; Moore J, McGinnis S, Continelli T. Aging and the public health workforce. In: Miles T, Furino A, eds. Annual Review of Gerontology and Geriatrics: Aging Healthcare and Workforce Issues. Vol 25. New York, NY: Springer; 2006: Salsberg E. Making Sense of the System: How States Can Use Health Workforce Policies to Increase Access and Improve Quality of Care. New York, NY: Milbank Memorial Fund and the Reforming States Group; American Public Health Association. Local Public Health Practice: Trends and Models. Washington, DC: American Public Health Association; 2000.

6 Studying an Ill-Defined Workforce S US Department of Health and Human Services, Health Resources and Services Administration. Public Health Workforce Study. Washington, DC: US Department of Health and Human Services, Health Resources and Services Administration; publichealth/default.htm 11. McGinnis S, Robertson D, Moore J. Enumeration of the Local Public Health Workforce in New York: Rensselaer, NY: Center for Health Workforce Studies, School of Public Health, University at Albany, SUNY; Cioffi J, Lichtveld M, Tilson H. A research agenda for public health workforce development. J Public Health Manag Pract. 2004;10(3):

RECRUITMENT AND RETENTION: PERSPECTIVES FROM HEALTH and PUBLIC HEALTH

RECRUITMENT AND RETENTION: PERSPECTIVES FROM HEALTH and PUBLIC HEALTH RECRUITMENT AND RETENTION: PERSPECTIVES FROM HEALTH and PUBLIC HEALTH Council on Linkages Between Academia and Public Health Practice American Institute for Architects Tuesday, January 25, 2005 Jean Moore,

More information

Public Health Workforce Study. Bureau of Health Professions Health Resources and Services Administration

Public Health Workforce Study. Bureau of Health Professions Health Resources and Services Administration ublic Heal t h Workforce P Health Resources & Services Administration U.S. Department of Health and Human Services Health Resources and Services Administration Bureau of Health Professions January 2005

More information

WHAT WE NEED TO DO NOW TO PREVENT A PUBLIC HEALTH WORKFORCE CRISIS

WHAT WE NEED TO DO NOW TO PREVENT A PUBLIC HEALTH WORKFORCE CRISIS CONFRONTING THE PUBLIC HEALTH WORKFORCE CRISIS: ASPH STATEMENT ON THE PUBLIC HEALTH WORKFORCE The U.S. faces a future public health workforce crisis, and the current public health workforce is inadequate

More information

Center for Rural Health North Dakota Center for Health Workforce Data. July 2004

Center for Rural Health North Dakota Center for Health Workforce Data. July 2004 North Dakota Nursing Needs Study: Licensed Nurse Survey Year 2 Center for Rural Health North Dakota Center for Health Workforce Data July 2004 Carol Bennett, M.A., R.N. Patricia L. Moulton, Ph.D. Mary

More information

NURSES NEEDED SHORT-TERM RELIEF, ONGOING SHORTAGE. Results from the 2010 Nursing Workforce Survey

NURSES NEEDED SHORT-TERM RELIEF, ONGOING SHORTAGE. Results from the 2010 Nursing Workforce Survey NURSES NEEDED SHORT-TERM RELIEF, ONGOING SHORTAGE Results from the 2010 Nursing Workforce Survey JUNE 2010 IN COLLABORATION WITH WNYHA Western New York Healthcare Association Demand for nurses will continue

More information

The Emergency Care Workforce in the U.S. August 2006

The Emergency Care Workforce in the U.S. August 2006 The Emergency Care Workforce in the U.S. August 2006 Prepared by the Center for Health Workforce Studies by Sandra McGinnis Jean Moore David Armstrong EXECUTIVE SUMMARY Emergency care systems in the United

More information

And in rural areas. Chart 3: Median number of days to fill vacant RN positions in urban and rural areas

And in rural areas. Chart 3: Median number of days to fill vacant RN positions in urban and rural areas RN Shortages in Hospitals March 1999, Vol. 1, No. 2 Nurses comprise the largest sector of the healthcare workforce and the majority of nurses work in hospitals. Because of the prominence and importance

More information

SNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1

SNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1 SNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1 Washington State Snapshot Healthcare is a fundamental and flourishing segment of Washington s infrastructure that allows individuals to study, work, and participate

More information

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004. Chapter 2 of 4. Demographics

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004. Chapter 2 of 4. Demographics LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 Chapter 2 of 4 Demographics Prepared by Center for Health Workforce Studies School of Public Health, University at Albany Rensselaer, NY and NASW Center

More information

GAO NURSING WORKFORCE. Multiple Factors Create Nurse Recruitment and Retention Problems. Testimony

GAO NURSING WORKFORCE. Multiple Factors Create Nurse Recruitment and Retention Problems. Testimony GAO For Release on Delivery Expected at 10:00 a.m. Wednesday, June 27, 2001 United States General Accounting Office Testimony Before the Subcommittee on Oversight of Government Management, Restructuring

More information

The Local Health Department Workforce: Findings from the 2005 National Profile of Local Health Departments Study

The Local Health Department Workforce: Findings from the 2005 National Profile of Local Health Departments Study The Local Health Department Workforce: Findings from the 2005 National Profile of Local Health Departments Study Executive Summary The 2005 National Profile of Local Health Departments study (2005 Profile)

More information

Iowa Legislative Fiscal Bureau. Iowa's Nursing Shortage. This Issue Review provides a comprehensive overview of the current nursing shortage in Iowa.

Iowa Legislative Fiscal Bureau. Iowa's Nursing Shortage. This Issue Review provides a comprehensive overview of the current nursing shortage in Iowa. Iowa Legislative Fiscal Bureau I S S U E R E V I E W Dennis Prouty State Capitol (515) 281-5279 Des Moines, IA 50319 FAX 281-8451 September 20, 2001 ISSUE Iowa's Nursing Shortage This Issue Review provides

More information

New York s Public Health Workforce: Continuing Challenges and Opportunities

New York s Public Health Workforce: Continuing Challenges and Opportunities New York s Public Health Workforce: Continuing Challenges and Opportunities Final Report of the Public Health Workforce Task Force and the Ad Hoc Committee to Strengthen the Public Health System September

More information

2013 Survey of registered nurses

2013 Survey of registered nurses We ve earned The Joint Commission s Gold Seal of Approval 2013 Survey of registered nurses Generation Gap Grows as Healthcare Transforms AMN Healthcare, Inc., 2013 12400 High Bluff Drive, San Diego, CA

More information

California Board of Registered Nursing

California Board of Registered Nursing California Board of Registered Nursing 2006 Survey of Registered Nurses Conducted for the California Board of Registered Nursing by the University of California, San Francisco School of Nursing and Center

More information

THE HOSPITAL NURSING WORKFORCE IN NEW YORK: FINDINGS FROM A SURVEY OF HOSPITAL REGISTERED NURSES

THE HOSPITAL NURSING WORKFORCE IN NEW YORK: FINDINGS FROM A SURVEY OF HOSPITAL REGISTERED NURSES THE HOSPITAL NURSING WORKFORCE IN NEW YORK: FINDINGS FROM A SURVEY OF HOSPITAL REGISTERED NURSES May 2008 Center for Health Workforce Studies School of Public Health University at Albany, SUNY 7 University

More information

Southern Oregon Nursing

Southern Oregon Nursing Southern Oregon Nursing Summit World Café Information Overview January 9 & 15, 2008 Red Lion Inn Medford Sponsored by: Gordon Elwood Foundation Jefferson Regional Health Alliance Rogue Valley Workforce

More information

The lack of depth of women leaders in U.S. healthcare organizations continues to

The lack of depth of women leaders in U.S. healthcare organizations continues to C A R E E R S Leveraging Women s Leadership Talent in Healthcare Martha C. Hauser, managing director and Southern Region healthcare practice leader, Diversified Search, Atlanta, Georgia The lack of depth

More information

Program Competency & Learning Objectives Rubric (Student Version)

Program Competency & Learning Objectives Rubric (Student Version) Program Competency & Learning Objectives Rubric (Student Version) Program Competency #1 Prepare Community Data for Public Health Analyses and Assessments - Student 1A1. Identifies the health status of

More information

California Board of Registered Nursing

California Board of Registered Nursing California Board of Registered Nursing 2010 Survey of Registered Nurses Conducted for the California Board of Registered Nursing by the University of California, San Francisco School of Nursing Joanne

More information

The Nursing Faculty Shortage:

The Nursing Faculty Shortage: The Nursing Faculty Shortage: A Crisis For Health Care Karl D. Yordy, M.P.A. Spring 2006 This research was supported by a grant from the Robert Wood Johnson Foundation to the Association of Academic Health

More information

Biennial Nurse Employer Survey: Capturing Florida Nurse Demand

Biennial Nurse Employer Survey: Capturing Florida Nurse Demand Biennial Nurse Employer Survey: Capturing Florida Nurse Demand Mary Lou Brunell, MSN, RN Executive Director Visit us at: www.flcenterfornursing.org 1 Florida Statute 464.0195 Established in 2001, the FCN

More information

THE GROWING USE OF LOCUM TENENS DENTISTS

THE GROWING USE OF LOCUM TENENS DENTISTS TREND WHITE PAPER THE GROWING USE OF LOCUM TENENS DENTISTS WE VE EARNED THE JOINT COMMISSION S GOLD SEAL OF APPROVAL The Leader in Locum Tenens Staffing IN THIS WHITE PAPER INTRODUCTION BACKGROUND: PHYSICIANS

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

Trends in New York Registered Nursing Graduations, 1996 2009 March 2009

Trends in New York Registered Nursing Graduations, 1996 2009 March 2009 Trends in New York Registered Nursing Graduations, 1996 2009 March 2009 The Center for Health Workforce Studies School of Public Health, University at Albany 1 University Place, Suite 220 Rensselaer, NY

More information

Moving Towards a More Strategic Federal Pay Comparability Policy

Moving Towards a More Strategic Federal Pay Comparability Policy Moving Towards a More Strategic Federal Pay Comparability Policy A Policy Engagement Paper sponsored by the American Society for Public Administration s Human Resources Policy Task Force - Subcommittee

More information

WORKFORCE AND SUCCESSION PLANNING

WORKFORCE AND SUCCESSION PLANNING 2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps Workforce Management Office NOAA 1/1/2012 Table of contents Introduction... 3 Workforce Planning... 3 Step 1:

More information

Supply and Requirement Projection of Professional Nurses in Thailand over the Next Two Decades (1995-2015 A.D.)

Supply and Requirement Projection of Professional Nurses in Thailand over the Next Two Decades (1995-2015 A.D.) Original Article Supply and Requirement Projection of Professional Nurses in Thailand over the Next Two Decades (1995-2015 A.D.) Wichit Srisuphan R.N., Dr. PH 1, Wilawan Senaratana R.N., M.P.H. 1, Wipada

More information

NEW YORK S GROWING DEMAND

NEW YORK S GROWING DEMAND Nurses and Allied Health Professionals NEW YORK S GROWING DEMAND Results from the 2011 Health Care Professionals Workforce Survey JUNE 2011 Published by The 2011 Health Care Professionals Workforce Survey

More information

Workforce Development Programs

Workforce Development Programs Nurses provide extraordinary care. They re the front lines of the healthcare system. ~ President Barack Obama White House Health Care Summit March 5, 2009 Nursing Workforce Development Programs Title VIII

More information

PositionStatement NATIONAL PLANNING FOR HUMAN RESOURCES IN THE HEALTH SECTOR CNA POSITION

PositionStatement NATIONAL PLANNING FOR HUMAN RESOURCES IN THE HEALTH SECTOR CNA POSITION PositionStatement NATIONAL PLANNING FOR HUMAN RESOURCES IN THE HEALTH SECTOR CNA POSITION CNA believes that successful human resources planning in the Canadian health sector requires a collective and integrated

More information

College Students Are Attracted to Federal Service, but Agencies Need to Capitalize on Their Interest

College Students Are Attracted to Federal Service, but Agencies Need to Capitalize on Their Interest ISSUE BRIEF College Students Are Attracted to Federal Service, but Agencies Need to Capitalize on Their Interest Employees younger than 30 represent just 8.5 percent of the federal workforce, compared

More information

A Master Plan for Nursing Education In Washington State

A Master Plan for Nursing Education In Washington State A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the

More information

Reauthorization Act of 2015, to the House Committee on Energy and Commerce,

Reauthorization Act of 2015, to the House Committee on Energy and Commerce, Written Testimony for the Record House Energy and Commerce, Subcommittee on Health Hearing Examining Legislation to Improve Health Care and Treatment Submitted by: Beverly Malone, PhD, RN, FAAN, Chief

More information

A CHANGING, GROWING HEALTH CARE SECTOR

A CHANGING, GROWING HEALTH CARE SECTOR A CHANGING, GROWING HEALTH CARE SECTOR Demand Continues for More Nurses and Allied Health Care Professionals 2012 Nursing and Allied Health Care Professionals Workforce Survey Report The 2012 Nursing and

More information

US Department of Health and Human Services Employment/Workforce Priorities. Sharon Lewis Administration for Community Living

US Department of Health and Human Services Employment/Workforce Priorities. Sharon Lewis Administration for Community Living US Department of Health and Human Services Employment/Workforce Priorities Sharon Lewis Administration for Community Living Topics US Department of Health and Human Services (HHS) Administration for Community

More information

Registered Nurses. Population

Registered Nurses. Population The Registered Nurse Population Findings from the 2008 National Sample Survey of Registered Nurses September 2010 U.S. Department of Health and Human Services Health Resources and Services Administration

More information

Enumeration of the Local Public Health Workforce in New York: 2006

Enumeration of the Local Public Health Workforce in New York: 2006 Enumeration of the Local Public Health Workforce in New York: 2006 January 2008 Supported by New York State Department of Health Center for Community Health Office of Public Health Practice Conducted by

More information

ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY

ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY NOVEMBER 2008 ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY

More information

FORCES OF CHANGE ASSESSMENT

FORCES OF CHANGE ASSESSMENT APPENDIX C FORCES OF CHANGE ASSESSMENT Report of Results 2011 Page C1 FORCES OF CHANGE ASSESSMENT PROCESS SUMMARY The Florida DOH led a coordinated, statewide effort to conduct a Forces of Change Assessment

More information

Developing a Strong Public Health Workforce For California and Health Departments

Developing a Strong Public Health Workforce For California and Health Departments Developing a Strong Public Health Workforce For California and Health Departments Jeff Oxendine, MPH, MBA Associate Dean, Public Health Practice UC Berkeley School of Public Health Director, CA Pacific

More information

HPNEC. FY 2015 Brochure

HPNEC. FY 2015 Brochure HPNEC Health Professions and Nursing Education COALITION Health Professions Education Programs: Connecting students to health careers, health professionals to underserved communities, and communities to

More information

NURSE & ALLIED STAFFING CLINICAL TRIALS SERVICES EDUCATION & RETAINED SEARCH

NURSE & ALLIED STAFFING CLINICAL TRIALS SERVICES EDUCATION & RETAINED SEARCH NURSE & ALLIED STAFFING CLINICAL TRIALS SERVICES EDUCATION & RETAINED SEARCH May 2008 This presentation contains forward-looking statements. Statements that are predictive in nature, that depend upon or

More information

Health Insurance Coverage for Direct Care Workers: Key Provisions for Reform

Health Insurance Coverage for Direct Care Workers: Key Provisions for Reform Health Insurance Coverage for Direct Care Workers: Key Provisions for Reform Introduction As an organization dedicated to our nation s 3 million direct-care workers and the millions of elders and people

More information

Public Health Workforce Enumeration, 2012

Public Health Workforce Enumeration, 2012 Public Health Workforce Enumeration, 2012 University of Michigan Center of Excellence in Public Health Workforce Studies July 2013 Contents LIST OF ABBREVIATIONS USED IN THIS REPORT...1 SUMMARY...2 BACKGROUND...4

More information

TREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE

TREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE TREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE The Leader in Locum Tenens Staffing INTRODUCTION Today s Mobile Healthcare Work Force

More information

North Dakota Nursing Needs Study

North Dakota Nursing Needs Study North Dakota Nursing Needs Study 2011 Licensed Nurse Supply Analysis January, 2012 Patricia L. Moulton, Ph.D. North Dakota Center for Nursing Research Publication #3 Funding for this project was provided

More information

School of Public Health University at Albany, State University of New York

School of Public Health University at Albany, State University of New York 2015 Trends in New York Registered Nurse Graduations, 2005-2015 School of Public Health University at Albany, State University of New York Trends in New York Registered Nurse Graduations, 2005-2015 June

More information

U.S. House Appropriations Subcommittee on Labor, Health and Human Services, Education, and Related Agencies. Department of Health and Human Services

U.S. House Appropriations Subcommittee on Labor, Health and Human Services, Education, and Related Agencies. Department of Health and Human Services Testimony of the Nursing Community Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs, the National Institute of Nursing Research, and Nurse-Managed

More information

2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET

2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET 2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET The National League for Nursing and the Carnegie Foundation Preparation for the Professions Program conducted a study of the nation's estimated 32,000 nurse

More information

MARCH 2014 www.calhospital.org

MARCH 2014 www.calhospital.org Critical Roles: California s Allied Health Workforce Follow-Up Report MARCH 2014 www.calhospital.org Background In February 2011, the California Hospital Association (CHA) Workforce Committee released

More information

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 Prepared by Center for Health Workforce Studies School of Public Health, University at Albany Rensselaer, NY For The National Association of Social Workers

More information

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble:

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble: 1 Role of Nursing Professional Development in Helping Meet Institute of Medicine s Future of Nursing Recommendations Preamble: The Robert Wood Johnson Foundation s Initiative on The Future of Nursing at

More information

Nursing Education Programs in Pennsylvania

Nursing Education Programs in Pennsylvania Nursing Education Programs in Pennsylvania Data from 2011 Nursing Education Program Annual Reports Bureau of Health Planning Division of Plan Development Volume 10 December 2012 Pennsylvania Nursing Education

More information

The Physician Workforce. 2012 Physician Survey Report. Dianne Reynolds-Cane, MD, Director. Virginia Department of Health Professions

The Physician Workforce. 2012 Physician Survey Report. Dianne Reynolds-Cane, MD, Director. Virginia Department of Health Professions The Physician Workforce 2012 Physician Survey Report Dianne Reynolds-Cane, MD, Director Virginia Department of Health Professions Joint Commission on Health Care September 17, 2013 Updated 9/18/13 Healthcare

More information

NURSING IN CALIFORNIA:

NURSING IN CALIFORNIA: NURSING IN CALIFORNIA: A Workforce Crisis JANUARY 2001 Janet Coffman, MPP Joanne Spetz, PhD Jean Ann Seago, PhD, RN Emily Rosenoff Edward O Neil, PhD 2001 Center for the Health Professions, University

More information

The attraction, retention and advancement of women leaders:

The attraction, retention and advancement of women leaders: The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview

More information

DOING JUSTICE, DOING GENDEÉ

DOING JUSTICE, DOING GENDEÉ SecondEditìon DOING JUSTICE, DOING GENDEÉ Women in Legai and Criminaljustice Occupatìons Susan Ehrfch Martin Chevy Chase, MnryknA Nancy C. Jurik Arizona State Univemty (^)SAGEPublications ^S Thousand Oaks

More information

Baby Boomer Workforce Cliff

Baby Boomer Workforce Cliff Baby Boomer Workforce Cliff Impact on Your Nursing Workforce and Steps You Can Take Now to Minimize i i the Shortage Baby Boomer Workforce Cliff Impact On Your Nursing Workforce and Steps You Can Take

More information

Topic: Nursing Workforce Snapshot A Regional & Statewide Look

Topic: Nursing Workforce Snapshot A Regional & Statewide Look Topic: Nursing Workforce Snapshot A Regional & Statewide Look Nursing Workforce in Texas 184,467 registered nurses (2011) Median age of RN is 47 (2011) Gender 89% Female and 11% Male (2011) Race/Ethnicity

More information

Workforce Development Programs

Workforce Development Programs Nurses provide extraordinary care. They re the front lines of the healthcare system. ~ President Barack Obama White House Health Care Summit March 5, 2009 Nursing Workforce Development Programs Title VIII

More information

To help transform our health care system and improve

To help transform our health care system and improve INVITED COMMENTARY The RIBN Initiative: A New Effort to Increase the Number of Baccalaureate Nurses in North Carolina Polly Johnson To meet the increasing demand for a more educated nursing workforce,

More information

Nursing Education Programs in Pennsylvania

Nursing Education Programs in Pennsylvania Nursing Education Programs in Pennsylvania Data from 2010 Nursing Education Program Annual Reports BUREAU OF HEALTH PLANNING Pennsylvania Nursing Education Programs 1 April 2012 Volume 9 April 2012 TABLE

More information

Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan

Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 360,000 nurses

More information

Local Public Health Workforce Benchmarks

Local Public Health Workforce Benchmarks [ REPORT ] May 2011 Local Public Health Workforce Benchmarks Executive Summary This report offers a blueprint for the development of benchmarks to assist local health departments (LHDs) in meeting current

More information

Ohio AC (pending submission 9/16/13):

Ohio AC (pending submission 9/16/13): Exemplars of Diversity Action Plans The Campaign encourages all Action Coalitions to develop diversity action plans using the Criteria of a Diversity Action Plan. This document outlines exemplars to help

More information

Health Workforce Minimum Data Set: Asking the Right Questions. Webinar

Health Workforce Minimum Data Set: Asking the Right Questions. Webinar Health Workforce Minimum Data Set: Asking the Right Questions Webinar sponsored by The Health Workforce Technical Assistance Center November 19, 2014 Jean Moore, DrPH, Director New York Center for Health

More information

Estimating Future RN Supply and Demand in South Carolina: 2008-2028

Estimating Future RN Supply and Demand in South Carolina: 2008-2028 Policy Brief June 2014 Estimating Future RN Supply and Demand in South Carolina: 2008-2028 Nursing shortages disrupt the timely delivery of health care and jeopardize the safety of hospital patients. Being

More information

U.S. Bureau of Labor Statistics

U.S. Bureau of Labor Statistics U.S. Bureau of Labor Statistics Social Workers Summary Social workers help people in every stage of life cope with challenges, such as being diagnosed with depression. 2012 Median Pay Entry-Level Education

More information

Occupational Outlook Handbook, 2004-05 Edition

Occupational Outlook Handbook, 2004-05 Edition Occupational Outlook Handbook, 2004-05 Edition U.S. Department of Labor Bureau of Labor Statistics Bulletin 2540 Registered Nurses + Chris is pleased with the favorable job outlook. Job security is important

More information

The Impact of the Aging Population on the Health Workforce in the United States: Summary of Key Findings

The Impact of the Aging Population on the Health Workforce in the United States: Summary of Key Findings The Impact of the Aging Population on the Health Workforce in the United States: Summary of Key Findings March 2006 This study was funded by the National Center for Health Workforce Analysis Bureau of

More information

long-term care Confronting Today s Challenges

long-term care Confronting Today s Challenges long-term care Confronting Today s Challenges This publication by Carol Raphael is one of a series of three briefs that identify how research has improved long-term care service delivery and policy in

More information

North Dakota Nursing Faculty Survey Results

North Dakota Nursing Faculty Survey Results North Dakota Nursing Faculty Survey Results Terri Lang, BA Patricia Moulton, Ph.D. July 2008 Funding for this project is provided by the North Dakota Board of Nursing Table of Contents Executive Summary...3

More information

Missouri s Nursing Workforce- 2014

Missouri s Nursing Workforce- 2014 Missouri Department of Health and Senior Services Office of Primary Care and Rural Health 912 Wildwood Dr. Jefferson City, MO 6512 Ph: 573-751-6219 Email: OPCRHInfo@health.mo.gov http://health.mo.gov Missouri

More information

Oklahoma Behavioral Healthcare Workforce Study

Oklahoma Behavioral Healthcare Workforce Study Oklahoma Behavioral Healthcare Workforce Study Presented to the Oklahoma Governor s Transformation Advisory Board December 17, 2009 This research was supported by the Mental Health Transformation State

More information

2003 National Health Policy Conference

2003 National Health Policy Conference 2003 National Health Policy Conference January 22-23, 2003 J.W. Marriott Washington, D.C. Critical Workforce Issues in Long Term Care Carol Raphael, President & CEO Visiting Nurse Service of New York 2003

More information

Marsha Adams, PhD, RN, CNE, FAAN, ANEF, President, National League for Nursing

Marsha Adams, PhD, RN, CNE, FAAN, ANEF, President, National League for Nursing Testimony Regarding Fiscal Year 2016 Appropriations for the Title VIII Nursing Workforce Development Programs April 7, 2015 Submitted by: Marsha Adams, PhD, RN, CNE, FAAN, ANEF, President, Beverly Malone,

More information

THE NURSE SHORTAGE: PERSPECTIVES FROM CURRENT DIRECT CARE NURSES AND FORMER DIRECT CARE NURSES

THE NURSE SHORTAGE: PERSPECTIVES FROM CURRENT DIRECT CARE NURSES AND FORMER DIRECT CARE NURSES THE NURSE SHORTAGE: PERSPECTIVES FROM CURRENT DIRECT CARE NURSES AND FORMER DIRECT CARE NURSES AN OPINION RESEARCH STUDY CONDUCTED BY PETER D. HART RESEARCH ASSOCIATES ON BEHALF OF THE FEDERATION OF NURSES

More information

Testimony of the Tri-Council for Nursing Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs

Testimony of the Tri-Council for Nursing Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs Testimony of the Tri-Council for Nursing Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs U.S. House Appropriations Subcommittee on Labor, Health

More information

The Healthcare Industry: An Overview Washington Region Healthcare Industry Working Conditions in Healthcare Training and Education Requirements

The Healthcare Industry: An Overview Washington Region Healthcare Industry Working Conditions in Healthcare Training and Education Requirements Table of Contents The Healthcare Industry: An Overview 1 Washington Region Healthcare Industry 1 Working Conditions in Healthcare 2 Training and Education Requirements 3 Top Ten Occupational Projections

More information

The Magnificent Journey to Nursing Excellence at Sharp Grossmont

The Magnificent Journey to Nursing Excellence at Sharp Grossmont The Magnificent Journey to Nursing Excellence at Sharp Grossmont Grossmont College Future of Nursing / Strategic Partnership Dale E. Beatty, RN, MSN, NEA-BC CNO Sharp Grossmont Hospital Future of Nursing

More information

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 SUPPLEMENT. Chapter 2 of 5. Who Are Licensed Social Workers?

LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 SUPPLEMENT. Chapter 2 of 5. Who Are Licensed Social Workers? LICENSED SOCIAL WORKERS IN THE UNITED STATES, 2004 SUPPLEMENT Chapter 2 of 5 Who Are Licensed Social Workers? Prepared by Center for Health Workforce Studies School of Public Health, University at Albany

More information

Executive Summary. Specifically, the project gathered both primary and secondary data to meet four main research objectives:

Executive Summary. Specifically, the project gathered both primary and secondary data to meet four main research objectives: Executive Summary The overall goal of the research reported here is to provide an objective and credible assessment of the future workforce needs for lawyers in the state of California through the year

More information

Source: Center for Health Workforce Studies. (2006). New York Registered Nursing Graduations, 1996-2004. Rensselaer, NY: CHWS. http://chws.albany.

Source: Center for Health Workforce Studies. (2006). New York Registered Nursing Graduations, 1996-2004. Rensselaer, NY: CHWS. http://chws.albany. Testimony of Jana Stonestreet, Ph.D., RN Chief Nursing Executive, Baptist Health System, Before the House Subcommittee on Immigration, Citizenship, Refugees, Border Security and International Law June

More information

Nurse Investor Education Survey

Nurse Investor Education Survey FINAL REPORT Nurse Investor Education Survey A Joint Project of the Center for American Nurses and WISER, the Women's Institute for a Secure Retirement Jason W. Osborne, Ph.D. Senior Research Fellow for

More information

Meeting/Workshop: Delivery and Cost Studies Methods Workshop

Meeting/Workshop: Delivery and Cost Studies Methods Workshop Presenters: Scott Frank, MD, MS Affiliation: Case Western Reserve University Title: Ohio Public Health Delivery and Cost Study Meeting/Workshop: Delivery and Cost Studies Methods Workshop Organization

More information

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources The International Public Management Association for Human Resources

More information

Factors Affecting Utah s RN Workforce 2003-2020:

Factors Affecting Utah s RN Workforce 2003-2020: Factors Affecting Utah s RN Workforce 2003-2020: Utah Medical Education Council May, 2003 While Utah continues to be one of the healthiest states in the country, the demand for healthcare services and

More information

FAST FACTS. The Nursing Workforce 2014: Growth, Salaries, Education, Demographics & Trends

FAST FACTS. The Nursing Workforce 2014: Growth, Salaries, Education, Demographics & Trends FAST FACTS The Nursing Workforce 2014: Growth, Salaries, Education, Demographics & Trends RN Job Growth Rate (new and replacement) By State/Region, 2012-2022) 14 states project an annual growth rate of

More information

Retention of Nursing and Allied Health Professionals in Rural and Remote Australia summary report

Retention of Nursing and Allied Health Professionals in Rural and Remote Australia summary report Retention of Nursing and Allied Health Professionals in Rural and Remote Australia summary report March 2014 1 Health Workforce Australia. This work is copyright. It may be reproduced in whole or part

More information

Regulatory and Legislative Action Since the September 2010 Membership Meeting:

Regulatory and Legislative Action Since the September 2010 Membership Meeting: MEMBERSHIP MEETING January 19, 2011 Delivery System Reform: Healthcare Workforce Issue: The passage of health reform will bring millions of newly insured individuals into the system and drive patients

More information

Chapter 7: Nursing Organization

Chapter 7: Nursing Organization Chapter 7: Nursing Organization Teaching Goals After finishing this chapter, every student should have a firm concept of both what nursing contributes to high quality, safe, efficient, and effective patient

More information

The NLN s 2015-2016 Public Policy Agenda:

The NLN s 2015-2016 Public Policy Agenda: Dedicated to excellence in nursing and preparing the nursing workforce to meet the health care needs of our diverse populations, the National League for Nursing is the premier organization for nurse faculty

More information

Florida s Advanced Registered Nurse Practitioner Supply: 2014-2015 Workforce Characteristics and Trends

Florida s Advanced Registered Nurse Practitioner Supply: 2014-2015 Workforce Characteristics and Trends Florida s Advanced Registered Nurse Practitioner Supply: 2014-2015 Workforce Characteristics and Trends Visit our site at: www.flcenterfornursing.org TABLE OF CONTENTS Key Findings...3 Introduction.4 Results

More information

EMS Workforce for the 21st Century: A National Assessment

EMS Workforce for the 21st Century: A National Assessment EMS Workforce for the 21st Century: A National Assessment Final Report June 2008 Prepared by: University of California San Francisco Center for the Health Professions Susan A. Chapman, Ph.D., R.N. Assistant

More information

Nursing Education Programs in Pennsylvania Data from 2012 Nursing Education Program Annual Reports

Nursing Education Programs in Pennsylvania Data from 2012 Nursing Education Program Annual Reports Nursing Education Programs in Pennsylvania Data from 2012 Nursing Education Program Annual Reports Bureau of Health Planning Division of Plan Development Volume 11, January 2014 TABLE OF CONTENTS List

More information

Health Care Reform, What s in It?

Health Care Reform, What s in It? Health Care Reform, What s in It? Rural Communities and Rural Medical Care No. 9 July 2010 Jon M. Bailey Center for Rural Affairs A critical component of the Patient Protection and Affordable Care Act

More information

Health Care Employment Projections:

Health Care Employment Projections: Health Care Employment Projections: An Analysis of Bureau of Labor Statistics Occupational Projections 2010-2020 March 2012 The Center for Health Workforce Studies School of Public Health, University at

More information

The Friends of HRSA is a non-partisan coalition of more than 170 national organizations

The Friends of HRSA is a non-partisan coalition of more than 170 national organizations Friends of the Health Resources and Services Administration c/o American Public Health Association 800 I Street NW Washington DC, 20001 202-777-2513 Nicole Burda, Government Relations Deputy Director Testimony

More information

Executive Summary. Introduction

Executive Summary. Introduction Eecutive Summary Introduction Nurses often are referred to as the backbone of health care in the United States. They are frequently the most visible practitioners in a hospital, school, home, or long-term

More information