Home About us Contact
|
Home About us Contact | ||
|
|
||
Unqualified Staff (unqualified + staff)
Selected AbstractsRetaining the mental health nursing workforce: Early indicators of retention and attritionINTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, Issue 4 2005Sarah Robinson ABSTRACT:, In the UK, strategies to improve retention of the mental health workforce feature prominently in health policy. This paper reports on a longitudinal national study into the careers of mental health nurses in the UK. The findings reveal little attrition during the first 6 months after qualification. Investigation of career experiences showed that the main sources of job satisfaction were caregiving opportunities and supportive working relationships. The main sources of dissatisfaction were pay in relation to responsibility, paperwork, continuing education opportunities, and career guidance. Participants were asked whether they predicted being in nursing in the future. Gender and ethnicity were related to likelihood to remain in nursing in 5 years time. Age, having children, educational background, ethnic background, and time in first job were associated with likelihood of remaining in nursing at 10 years. Associations between elements of job satisfaction (quality of clinical supervision, ratio of qualified to unqualified staff, support from immediate line manager, and paperwork) and anticipated retention are complex and there are likely to be interaction effects because of the complexity of the issues. Sustaining positive experiences, remedying sources of dissatisfaction, and supporting diplomates from all backgrounds should be central to the development of retention strategies. [source] Surveying the attitudes of acute mental health nursesJOURNAL OF PSYCHIATRIC & MENTAL HEALTH NURSING, Issue 2 2007S. MUNRO msc bnurs pgcert rnmh cpn Recent UK policy and guidance indicates the importance of positive attitudes towards mental health service users. This is especially true in acute inpatient care, where service users are often at their most vulnerable and have higher levels of contact with mental health staff. The following paper details secondary analysis of data collected for the validation of an attitude measurement scale with a sample of 140 nursing staff in acute settings. The results demonstrate that a wide range of attitudes are held by mental health nurses towards acute mental health care. Overall, the results indicate generally positive attitudes. Significant differences were found between qualified and unqualified staff, and males and females for some questions. Recommendations are made for future attitudinal research of mental health staff. [source] Training in cognitive behavioural interventions on acute psychiatric inpatient wardsJOURNAL OF PSYCHIATRIC & MENTAL HEALTH NURSING, Issue 2 2005E. McCANN phd msc rmn dip psi pgdip (academic practice) There has been a drive towards addressing the types of care and therapeutic interventions available to people with serious mental illness, which is reflected in the latest government mental health policy initiatives. Recent evidence strongly supports the implementation of psychological and social interventions for people with psychosis, and in particular the use of cognitive behavioural techniques. Until now, the main focus has been on people living in the community. This study examines the delivery of psychosocial interventions training to qualified psychiatric nurses and unqualified staff on seven acute psychiatric admission wards in London, UK. The approach had the strength of on-site delivery, follow-up role modelling of the interventions and clinical supervision. Despite this, in some cases the training was less successful, mainly because of staffing and leadership weaknesses. The impact of training in these methods and the implications for mental health education and practice development are discussed. [source] The role of the senior health care worker in critical careNURSING IN CRITICAL CARE, Issue 4 2004Paula Ormandy Summary ,,This article identifies that the introduction of the support worker role in the critical care team facilitates flexibility when organizing and managing patient care ,,Qualified nurses' time can be used more effectively, enhancing the quality of the patient care delivered ,,Aspects of the qualified nurses' workload in critical care can be shared and delegated successfully to unqualified staff ,,It is our view that staffing levels in critical care environments need to be reviewed with more flexible working practices to meet the current and future demands of critical care ,,There is a need for national consensus amongst qualified nurses to clarify and define the role of the support worker and develop a critical care competency framework to standardize training ,,To ensure proficiency, adequate training and appropriate accountability, support workers require regulation by a nationally recognized body [source] | ||||||||||