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There have been a number of papers written about the academic-allied staff divide within educational institutions in the Western world. This paper considers one particular institution to ascertain whether there is evidence of a di...
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There have been a number of papers written about the academic-allied staff divide within educational institutions in the Western world. This paper considers one particular institution to ascertain whether there is evidence of a divide and, if there is, whether there are other factors that influence the perception of a divide; for example, length of tenure, gender and the home department. This paper looks at what the literature perceives as a divide in terms of the numbers, qualifications, contractual conditions, the perceived importance of roles, whether these roles are changing, and the understanding of each other's roles. Finally, the paper looks at what impact a divide will have upon a strategic plan. The case of Manukau Institute of Technology is then compared with the literature review. This paper is based on a literature review and data gathered from a questionnaire; however, the author also draws on her own experience of being married to 'one of the enemy'.
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Research at two London hospital A&E departments showed the generally negative effect of using temporary staff on permanent staff. However, the study also revealed that the reaction of permanent staff depended very much on the type of temporary staff. More experienced temps could generally be trusted to get on with the job, whereas the inexperienced ones required more supervision from permanent employees, distracting them from their own work, and decreasing the quality of care. Other potential problems included the temps' unfamiliarity with procedures that slowed down their work, and sometimes a lack of motivation as they were only there for a short time....
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Research at two London hospital A&E departments showed the generally negative effect of using temporary staff on permanent staff. However, the study also revealed that the reaction of permanent staff depended very much on the type of temporary staff. More experienced temps could generally be trusted to get on with the job, whereas the inexperienced ones required more supervision from permanent employees, distracting them from their own work, and decreasing the quality of care. Other potential problems included the temps' unfamiliarity with procedures that slowed down their work, and sometimes a lack of motivation as they were only there for a short time.
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In the second of our Meet the Staff features, infocus speaks to RMS Events Director Victoria (Tor) Masters to find out what goes on behind the scenes in RMS Events management, what she loves about working for the Society, and, cru...
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In the second of our Meet the Staff features, infocus speaks to RMS Events Director Victoria (Tor) Masters to find out what goes on behind the scenes in RMS Events management, what she loves about working for the Society, and, crucially, why legendary British actor David Suchet is the definitive Hercule Poirot.
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Background and Objectives Despite concerns about the adequacy of nursing home (NH) staffing, the federal agency responsible for NH certification and regulation has never adopted an explicit quantitative nursing staff standard. Har...
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Background and Objectives Despite concerns about the adequacy of nursing home (NH) staffing, the federal agency responsible for NH certification and regulation has never adopted an explicit quantitative nursing staff standard. Harrington and colleagues (2020) have proposed a benchmark for this purpose based on the 1995/97 Staff Time Measurement (STM) studies. This paper aims to assess the extent to which NHs staff to this proposed STM benchmark, the extent to which regulators already implicitly apply the STM benchmark, and compute the additional operating expenses NHs would incur to adhere to the STM benchmark. Research Design and Methods Using NH Compare Archive data, the STM benchmark was compared to staffing levels reported by the facility and whether NHs received a nursing staff deficiency. Using financial information from Medicare Cost Reports, the additional annual operating expenses required to staff to the STM benchmark were calculated for each state and nationwide. Results The vast majority of NHs did not staff to the STM benchmark; 80.2% for registered nurses and 60.0% for total nursing staff. Deficiency patterns showed that NH regulators were not using the STM benchmark to determine sufficiency of nursing staff. Implementing the STM benchmark as a regulatory standard would increase operating expenses for 59.1% of NHs, at an average annual cost of half million dollars per facility. The nationwide increase in operating expense is estimated to be at least$4.9 billion per year. Discussion and Implications Without clear guidance on the staffing level needed to be sufficiently staffed, most NHs are subject to a community standard of care, which some have argued could be associated with suboptimal staffing levels. Implementing an acuity-based benchmark could result in improved staffing levels, but also comes with significant economic costs. The STM benchmark is not economically feasible at current Medicare and Medicaid reimbursement levels.
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Background: Private Universities (PUs) have existed in Uganda since the 1990s during the time when higher education was privatised due to the high demand for higher education. However, this undermined the quality of higher educati...
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Background: Private Universities (PUs) have existed in Uganda since the 1990s during the time when higher education was privatised due to the high demand for higher education. However, this undermined the quality of higher education in many ways because issues like enrolling students who do not qualify to join universities and recruiting academic staff that do not qualify among others hinder the quality of the teaching and learning in these PUs. The National Council for Higher Education (NCHE), an institute established under Act of Parliament No. 15 of 2011 to implement the University and Other Tertiary Institutions Act of Parliament 2001, is the regulator body of higher education in Uganda. The mandate of the NCHE includes among others: to regulate, to accredit and to ensure that higher education institutions effectively deliver quality, relevant and standard education to the society. This is through the drafting of the quality assurance framework composed of two core components: the regulatory component at the NCHE level and the institutional component at each individual university level. Aim: The general objective of the study was to investigate determinants of the quality of the academic staff specifically focusing on the academic staff recruitment, development, promotion and dismissal. Setting: The study used the total quality management theory to explain the quality of teaching and learning processes in PUs in Uganda. Methods: The study adopted descriptive and case study designs where data was collected through interviews and observation methods. Results: The study found that PUs have the academic recruitment, promotion, dismissal and development policies that govern their management. Conclusion: Although the policies exist, their enforcement, monitoring and evaluation are weak thus affecting the quality and output of education.
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AS MANY SCHOOLS FACE ISSUES with staff retention, some headteachers are turning to stay interviews to improve their staff engagement and well-being. A stay interview is a conversation with a staff member who has chosen to remain. ...
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AS MANY SCHOOLS FACE ISSUES with staff retention, some headteachers are turning to stay interviews to improve their staff engagement and well-being. A stay interview is a conversation with a staff member who has chosen to remain. Unlike exit interviews, where people say why they are leaving, in stay interviews, people say why they are staying. They give school leaders the opportunity to show teachers they are valued and find out how they can help develop and retain them. 'Recruitment issues continue to be a massive concern in the education sector,' comments Mumin Humayun, head of school at The Stockwood Park Academy (TSPA) in Luton. 'We struggle to retain our best staff in our profession, with many choosing to leave before five years.'
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Steve Smith wants the best of both worlds when it comes to staff training. Oldham Metropolitan Borough Council's parks manager swears by the benefits of sending his staff to colleges to beef up their skills. Provided it is not at ...
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Steve Smith wants the best of both worlds when it comes to staff training. Oldham Metropolitan Borough Council's parks manager swears by the benefits of sending his staff to colleges to beef up their skills. Provided it is not at the cost of training from consultants, which is on site and highly targeted. Well-honed skills are vital at a time when horticulture budgets are squeezed by the day, he says. "The colleges understand how local authorities work and have built up long-standing relationships.This cannot be matched and is very efficient. "However, outsource trainers can tailor everything to individual needs. Both complement each other, but finding the right match can be hard." Smith's green team trains at Preston's Myerscough College, Manchester University and local further education centres. Apprentices have day release for National Vocational Qualifications. Other staff bone up on the diploma in management studies in their evenings. Some brush up on certificates from the Institute of Leisure & Amenity Management on block release.
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The increasing need for improving the utilisation of existing nursing staff and better workload distribution has made nursing staff demand modelling and nurse scheduling critical. However, both rely on human experience, often lead...
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The increasing need for improving the utilisation of existing nursing staff and better workload distribution has made nursing staff demand modelling and nurse scheduling critical. However, both rely on human experience, often leading to ineffective planning. This study describes the use of cloud computing together with mobile devices for planning the optimal size and mix of nursing teams and scheduling in nursing homes. In the context of residential care, cloud computing can make the determination and planning of nursing staff demand more efficient and cost effective, while mobile devices can facilitate easy and rapid dissemination of planning information. This study applies nondominated sorting genetic algorithm II in cloud computing to solve the integrated nursing staff demand modelling and scheduling problem. A case study of a subvented nursing home in Hong Kong was conducted to illustrate the effectiveness of the model and framework. Results show that the total overtime work (in hours) was minimised, while the nurse-to-resident ratios were significantly improved. The model permits an analysis of the impact of digital technologies on healthcare at the strategic level. Further, results suggest that it is cost beneficial to introduce digitalisation to integrated nursing staff demand modelling and scheduling problems in nursing homes.
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Abstract Background The provision of quality care in nursing home ( NH ) facilities is an ongoing challenge, and the literature indicates that the quality of care ( QOC ) is often suboptimal. While it is highly recommended that NH...
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Abstract Background The provision of quality care in nursing home ( NH ) facilities is an ongoing challenge, and the literature indicates that the quality of care ( QOC ) is often suboptimal. While it is highly recommended that NH facilities adopt a culture of person‐centered care ( PCC ) to ensure quality care, the outcomes of this shift on staff working in NH settings has not been well studied. The purpose of this article was to understand the theoretical relationship between staff and job satisfaction, stress, turnover, and staff outcomes in PCC NH settings, by utilizing Cohen‐Mansfield's (1995) comprehensive occupational stress model. Methods An integrative review of the electronic databases of research published in English between 2000 and 2015 was conducted. Results A review of 11 papers suggested that job satisfaction in the nursing workforce is positively related to consistency in QOC delivery and increased quality of life among residents in NH s. Management support and PCC practices positively correlate with improved QOC , staff satisfaction, and staff retention. Conclusions This review showed that PCC intervention and training representing the key concept of workplace resources has a positive impact on NH staff job stress and satisfaction. Clinical Relevance Supporting the NH workforce through PCC training is essential for promoting job satisfaction and reducing job‐related stress as well as turnover, which in turn will improve QOC delivered to the residents living in NH s.
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The objective of the study was to develop instruments for describing and assessing some aspects of design of the primary work areas of nurses and physicians in intensive care units (ICUs). Separate questionnaires for ICU physician...
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The objective of the study was to develop instruments for describing and assessing some aspects of design of the primary work areas of nurses and physicians in intensive care units (ICUs). Separate questionnaires for ICU physicians and nurses were developed. Items related to individual-and unit-level design features of the primary work areas of nurses and physicians were organized using constructs found in the literature. Items related to staff satisfaction and staff use of time in relation to primary work area design were also included. All items and constructs were reviewed by experts for content validity and were modified as needed before use. The final questionnaires were administered to a convenience sample of 4 ICUs in 2 large urban hospitals. A total of 55 nurses and 29 physicians completed the survey. The Cronbach α was used to measure internal consistency, and factor analysis was used to provide construct-related validity. Convergent and discriminant validity were assessed through examining bivariate correlations between relevant scales/items. Analysis of variance was used to identify whether the between-group member responses were significant among the 4 units. The Cronbach α values for all except 3 preliminary scales indicated acceptable reliability. Factor analysis indicated that some preliminary scales could be partitioned into subscales for finer descriptions of the primary work areas. Correlational analysis provided strong evidence of convergent and discriminant validity of all the scales and subscales. The significance level of F-statistics showed that the units were significantly different from each other, providing evidence of more between-unit variance than within-unit variance. Therefore, the questionnaires developed in the study offer a promising departure point for rigorous description and evaluation of the primary work areas in relation to staff satisfaction and use of time in ICUs at a time when the importance of such studies is growing.
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