Top Ten Research Priorities for Psoriasis, Atopic Dermatitis and Hidradenitis Suppurativa: The SkIN Canada Priority Setting Initiative.

BACKGROUND: The Skin Investigation Network of Canada (SkIN Canada) is a new national skin research network. To shape the research landscape and ensure its value to patient care, research priorities that are important to patients, caregivers, and health care providers must be identified. OBJECTIVES: To identify the Top Ten research priorities for 9 key skin conditions. METHODS: We first surveyed health care providers and researchers to select the top skin conditions for future research within the categories of inflammatory skin disease, skin cancers (other than melanoma), and wound healing. For those selected skin conditions, we conducted scoping reviews to identify previous priority setting exercises. We combined the results of those scoping reviews with a survey of patients, health care providers, and researchers to generate lists of knowledge gaps for each condition. We then surveyed patients and health care providers to create preliminary rankings to prioritize those knowledge gaps. Finally, we conducted workshops of patients and health care providers to create the final Top Ten lists of research priorities for each condition. RESULTS: Overall, 538 patients, health care providers, and researchers participated in at least one survey or workshop. Psoriasis, atopic dermatitis and hidradenitis suppurativa (inflammatory skin disease); chronic wounds, burns and scars (wound healing); and basal cell, squamous cell and Merkel cell carcinoma (skin cancer) were selected as priority skin conditions. Top Ten lists of knowledge gaps for inflammatory skin conditions encompassed a range of issues relevant to patient care, including questions on pathogenesis, prevention, non-pharmacologic and pharmacologic management. CONCLUSIONS: Research priorities derived from patients and health care providers should be used to guide multidisciplinary research networks, funders, and policymakers in Canada and internationally.

Program Evaluation of a Nursing Workforce Intervention: The Maryland Nurse Support Program II.

A nursing workforce initiative in Maryland sought to graduate additional nursing students to become registered nurses and to increase the number and preparation levels of nursing faculty. Between FY 2006 and FY 2015, nearly $100 million was awarded through 109 competitive institutional grants at 27 nursing programs across the state; 950 faculty received awards through fellowships, scholarships, and grants. Maryland's nursing workforce intervention increased the number of graduates by 27% through this decade-long program. Although Maryland outperformed the nation in the rate of increase of registered nurses, there is still a projected state shortfall of 12,100 nurses by 2025. It is imperative for nurse researchers and nurse leaders to address the future nursing and nurse faculty workforce shortage using effective strategies based on empirical evidence and evaluation of outcomes. This program evaluation informed the decision to continue investments in the nursing and faculty workforce (up to $75 million) for an additional 5 years.

The Impact of Economic Recession On Registered Nurse Workforce Supply in California.

The severe economic recession from December 2007 to December 2010 substantially affected registered nurse (RN) employment. The objective of this study was to determine if the association between RN workforce supply and its potential determinants differed during the period from 2008 to 2012. Older, experienced RNs were more likely to work in 2010, compared to 2008, but less likely to work in 2012 compared to 2010. RNs were less sensitive to financial factors in 2010 than in 2008, but were more sensitive in 2012 than in 2010. These recession-driven changes in employment may have had impacts on the labor market for newly graduating RNs.

The effect of prior healthcare employment on the wages of registered nurses.

BACKGROUND: The proportion of registered nurses (RNs) with employment in health-related positions before their initial RN education has increased in the past two decades. Previous research found that prior health-related employment is positively associated with RN workforce supply, potentially due to the wage differences based on different career paths. This study's objective is to test the hypotheses that prior health-related employment is associated with differences in starting wages and with different rates of wage growth for experience as an RN. METHODS: We conducted a cross-sectional analysis using the 2008 National Sample Survey of Registered Nurses (NSSRN) linked with county-level variables from the Area Health Resource File. We estimated a Heckman model where the second-stage equation's outcome variable was the logarithm of the RN hourly wage, accounting for the self-selection of working or not working as an RN (i.e., the first-stage equation's outcome variable). Key covariates included interaction terms between years of experience, experience squared, and six categories of prior health-related employment (manager, LPN/LVN, allied health, nursing aide, clerk, and all other healthcare positions). Additional covariates included demographics, weekly working hours, marital status, highest nursing degree, and county-level variables (e.g., unemployment rate). We estimated the marginal effect of experience on wage for each type of prior health-related employment, conducting separate analyses for RNs whose initial education was a Bachelor of Science in Nursing (BSN) (unweighted N = 10,345/weighted N = 945,429), RNs whose initial education was an Associate degree (unweighted N = 13,791/weighted N = 1,296,809), and total population combining the former groups (unweighted N = 24,136/weighted N = 2,242,238). RESULTS: Prior health-related employment was associated with higher wages, with the strongest wage differences among BSN-educated RNs. Among BSN-educated RNs, previous employment as a health care manager, LPN/LVN, or nursing aide produced statistically higher starting wages ($1.72-$3.86 per hour; $3400-$7700 per year; p = 0.006-0.08). However, experience-based wage growth was lower for BSN-educated RNs previously employed as allied health workers, LPN/LVNs, or nursing aides. Among Associate degree-educated RNs, wage difference was not observed except for higher initial wage for RNs with previous employment as LPN/LVNs. CONCLUSIONS: Prior employment in health-related positions was associated with both starting salary and experience-based wage growth among BSN-educated RNs. The higher wage return for those with a BSN may motivate non-RN healthcare workers to seek a BSN in their transition to RN jobs, which could help advancement toward the 80 % BSN workforce recommended by the U.S. Institute of Medicine.

Arching the flood: how to bridge the gap between nursing schools and hospitals.

A gap persists between what nurses can do and what they are employed to do, between the education nurses obtain and the work design of hospitals. Despite agonizing over standardization, current nursing education reflects the pluralistic nursing workforce, and nurses hold accountability for it. But nurses have not been proportionately or effectively involved in restructuring the hospital workplace. The result is that nurses are both overworked and underused. Fortunately, this gap may be bridged with a number of short- and long-term policy solutions.