Final Priority--Training of Interpreters for Individuals Who Are Deaf or Hard of Hearing and Individuals Who Are Deaf-Blind Program. Final priority.

Rehabilitative Services announces a final priority under the Training of Interpreters for Individuals Who Are Deaf or Hard of Hearing and Individuals Who Are Deaf-Blind program. The Assistant Secretary may use this priority for competitions in fiscal year 2016 and later years. We take this action to provide training and technical assistance to better prepare novice interpreters to become highly qualified nationally certified sign language interpreters.

Child Care and Development Fund (CCDF) Program. Final rule.

This final rule makes regulatory changes to the Child Care and Development Fund (CCDF) based on the Child Care and Development Block Grant Act of 2014. These changes strengthen requirements to protect the health and safety of children in child care; help parents make informed consumer choices and access information to support child development; provide equal access to stable, high-quality child care for low-income children; and enhance the quality of child care and the early childhood workforce.

Human resources and their possible forensic meanings.

Forensics (forensic--before the Forum) means the application of knowledge from different scientific fields in order to define facts in judicial and/or administrative procedures. Nowadays forensics, besides this, finds its application even in different economic processes. For example, forensics enters the commercial areas of business intelligence and of different security areas. The European Commission recognized the importance of forensics, and underscored the importance of development of its scientific infrastructure in member States. We are witnessing the rise of various tragedies in economic and other kinds of processes. Undoubtedly, the world is increasingly exposed to various forms of threats whose occurrences regularly involve people. In this paper we are proposing the development of a new approach in the forensic assessment of the state of human resources. We are suggesting that in the focus should be the forensic approach in the psychological assessment of awareness of the individual and of the critical infrastructure sector operator (CISO) in determining the level of actual practical, rather than formal knowledge of an individual in a particular field of expertise, or in a specific scientific field, and possible forensic meanings.

Extending dental nurses' duties: a national survey investigating skill-mix in Scotland's child oral health improvement programme (Childsmile).

BACKGROUND: Childsmile is Scotland's national child oral health improvement programme. To support the delivery of prevention in general dental practice in keeping with clinical guidelines, Childsmile sought accreditation for extended duty training for dental nurses to deliver clinical preventive care. This approach has allowed extended duty dental nurses (EDDNs) to take on roles traditionally undertaken by general dental practitioners (GDPs). While skill-mix approaches have been found to work well in general medicine, they have not been formally evaluated in dentistry. Understanding the factors which influence nurses' ability to fully deliver their extended roles is necessary to ensure nurses' potential is reached and that children receive preventive care in line with clinical guidance in a cost-effective way. This paper investigates the supplementation of GDPs' roles by EDDNs, in general dental practice across Scotland. METHODS: A cross-sectional postal survey aiming to reach all EDDNs practising in general dental practice in Scotland was undertaken. The survey measured nurses': role satisfaction, perceived utility of training, frequency, and potential behavioural mediators of, preventive delivery. Frequencies, correlations and multi-variable linear regression were used to analyse the data. RESULTS: Seventy-three percent of practices responded with 174 eligible nurses returning questionnaires. Respondents reported a very high level of role satisfaction and the majority found their training helpful in preparing them for their extended role. While a high level of preventive delivery was reported, fluoride vanish (FV) was delivered less frequently than dietary advice (DA), or oral hygiene advice (OHA). Delivering FV more frequently was associated with higher role satisfaction (p < 0.001). Those nurses who had been practising longer reported delivering FV less frequently than those more recently qualified (p < 0.001). Perceived difficulty of delivering preventive care (skills) and motivation to do so were most strongly associated with frequency of delivery (p < 0.001 for delivery of FV, DA and OHA). CONCLUSIONS: This study has provided insight into EDDNs' experiences and demonstrates that with appropriate training and support, EDDNs can supplement GDPs' roles in general dental practice in Scotland. However, some barriers to delivery were identified with delivery of FV showing scope for improvement.

Maximizing the benefit--minimizing the risk: the developing role of radiographers in performing intravenous injections.

Performance of intravenous (iv) injections as part of radiographer role development has become fundamental to the operational management of diagnostic imaging departments in the UK. Through discussion of appropriate areas, this review aims to highlight current issues pertaining to iv injection. More importantly, the framework described could be transposed to other existing or future areas of role development. Within a validated system of delegation, utilization of radiographers' skills in an expanded role improves allocation of resources and may increase radiographer motivation and provide career enhancement. Professional body accreditation as well as civil and employment law provide clear guidelines on medicolegal implications, valid consent and accountability. Implementation of an iv administration policy, based on Royal College of Radiologists guidelines, includes proper delegation of duties and safe administration of substances. This should help ensure acceptance of vicarious liability by an employer. Failure to adhere to these established guidelines could leave employers and radiographers vulnerable to medicolegal action. Furthermore, evaluation of radiographer performance, facilitated by clinical governance and departmental audits, should ensure effective and safe practice whilst minimizing associated risks. Evidence-based radiography will provide the necessary drive for future changes in practice as well as further expansion of the radiographer's role.

Mental health policy in practice: lessons from the All Wales Strategy Mental Illness.

The ultimate objective of the All Wales Strategy--Mental Illness, is to produce a community based mental health service led by multidisciplinary community mental health teams. This paper is based upon a report commissioned by the Welsh Office Social Services Inspectorate based upon a review of progress in the implementation of the strategy through scrutiny of County Joint Plans and meetings with County Joint Planning Teams. In general, we found that community multidisciplinary teamwork was not well developed throughout Wales. Insufficient attention was being paid to issues of staff development and the capacity to monitor and evaluate service developments. The need for a baseline assessment of current performance by health and social services authorities seemed inescapable, if the impact of the strategy is to be reliably and validly assessed.

Human resource development in rural health care facilities.

In this paper, human resource development problems facing rural health care facilities are identified and it is recognised that, particularly in the face of escalating demands for training arising from environmental pressures such as implementation of the structural efficiency principle, a coordinated approach to meet these problems is desirable. Such coordination is often sought via a regional staff development service. Accordingly, using the organisational life cycle as a conceptual framework, staff development services in five NSW health regions are examined. Ranging from a cafeteria style to a results-orientation, a diversity of strategic approaches to staff development is reflected.

A state association approach to the policy and politics of the worker shortage.

In January 2000, the Board of Directors of the Home & Health Care Association (H&HCA), identified the issue of worker recruitment and retention as a "critical issue" in the Association's strategic plan. With a different perspective from its employer/agencies, the Association began to devote more resources (staff time) to the issue, tapping into what was already happening in the state and proposing some solutions of its own.

Ordenacao pelo SUS na formacao de recursos humanos em saude: contribuicao da Rede UNIIDA para a regulamentacao do inciso III, artigo 200 da Constituicao Federal / The Unified Health System (SUS) and the development of human health resources: contribution by UNIIDA network (Union University Unity and Teaching Care Integration) for the regulamentation of provision III, article 200 of the Federal Book Constitution

Tece comentários sobre o Artigo 200, Inciso III, da Constituiçäo Federal, o qual estabelece que ao SUS compete, além de outras atribuiçöes, nos termos da lei, ordenar a formaçäo de recursos humanos na área de saúde. Apresenta um anteprojeto de substitutivo ao projeto 137/92, que visa a regulamentaçäo da matéria (BT)

Bases y prioridades de una política de desarrollo de los recursos humanos de salud: documento de trabajo / Bases and priorities of a policy for the development of health human resources: work document

La Política de Salud 2009-2014 Construyendo La Esperanza es la definición política más importante del Gobierno de El Salvador que preside Mauricio Funes para mejorar la salud de la población salvadoreña. Bajo la conducción de la Dra. María Isabel Rodríguez, Ministra de Salud, se plantearon seis líneas de política y 25 estrategias principales para avanzar en la transformación del sistema de salud vigente hasta el año 2009. Una de las líneas y tres de sus estrategias se refieren al desarrollo de los recursos humanos de salud, componente fundamental de cualquier sistema de salud. Allí se plantea la necesidad de definir y ejecutar una política nacional de desarrollo de los recursos humanos, la búsqueda de mecanismos efectivos de cooperación entre el sistema de salud y las instituciones formadoras de personal de salud y la necesidad de potenciar la práctica de los agentes comunitarios de salud como un componente importante del primer nivel de atención en el sistema de salud. Con dicha política el Gobierno se propone garantizar el derecho a la salud a toda la población salvadoreña a través de un Sistema Nacional Integrado de Salud que fortalezca sostenidamente lo público (incluyendo a la seguridad social) y regule efectivamente lo privado; que garantice el acceso a la promoción, prevención, atención y rehabilitación de la salud; a un ambiente sano y seguro. Se incluye el objetivo (pero no se limita a ello) de crear y mantener un sistema de atención a la salud eficiente, de alta resolutividad y acceso equitativo a servicios de calidad para todas las personas. (AU)