AAOHN Member Opinions on Demonstrating Value: A Closer Look at the Findings.

An assessment was conducted to update a tool kit published by the American Association of Occupational Health Nurses (AAOHN) in 1998. The original document, Success Tool for Measuring and Articulating Value, had been a respected resource. Although the AAOHN guide, Demonstrating Value, is a tool with steps and examples for demonstrating value, the intention of this article is to explore the rich data collected during the assessment process, which included interviews with occupational health nurse leaders and an AAOHN member survey. Findings were summarized including data responses compared with occupational health nurses' tenure in the profession, size of company, job title, and clinic setting (i.e., single- vs. multi-nurse or corporate clinic). In addition, key advice from occupational health nurse leaders was summarized. Justifying services and demonstrating value were viewed by all respondents as essential to the profession as well as for ensuring the quality of occupational health nursing services. A gap was identified between more experienced occupational health nurses and those new to the field, as well as between occupational health nursing settings related to the importance of, and involvement in, demonstrating value.

Establishing the value of occupational health nurses' contributions to worker health and safety: a pilot test of a user-friendly estimation tool.

Occupational health nurses use their knowledge and skills to improve the health and safety of the working population; however, companies increasingly face budget constraints and may eliminate health and safety programs. Occupational health nurses must be prepared to document their services and outcomes, and use quantitative tools to demonstrate their value to employers. The aim of this project was to create and pilot test a quantitative tool for occupational health nurses to track their activities and potential cost savings for on-site occupational health nursing services. Tool developments included a pilot test in which semi-structured interviews with occupational health and safety leaders were conducted to identify currents issues and products used for estimating the value of occupational health nursing services. The outcome was the creation of a tool that estimates the economic value of occupational health nursing services. The feasibility and potential value of this tool is described.

[Economic evaluation of a workplace occupational health nursing service: based on comparison with atmospheric environment managing engineer].

PURPOSE: The purpose of this study was to use cost-benefit analysis of activity to clarify the economic effect of prepared nurses versus atmospheric environment managing engineers as healthcare managers. METHODS: For the study 111 workplaces were surveyed, workplaces in which nurses or atmospheric environment managing engineers were employed as healthcare managers. The survey content included annual gross salaries, participation in external job training, costs in joining association covered by the company, location and year of construction of the healthcare office, various kinds of healthcare expenditures, costs in operating healthcare office, health education, and activity performance in the work of environment management. RESULTS: In the case of the healthcare manager being a nurse, benefit was larger than input costs at a ratio of 2.31. On the other hand, in the case of healthcare manager being an atmospheric environment managing engineer, input costs were larger than benefits (benefit-cost ratio 0.88). CONCLUSION: Results indicate that nurses are an effective healthcare human resource and can offer good quality healthcare service. Therefore companies should hire nurses and actively promote the economic efficiency of nurses in workplace.

Economic Evaluation of a Workplace Occupational Health Nursing Service: Based on Comparison with Atmospheric Environment Managing Engineer

PURPOSE: The purpose of this study was to use cost-benefit analysis of activity to clarify the economic effect of prepared nurses versus atmospheric environment managing engineers as healthcare managers. METHODS: For the study 111 workplaces were surveyed, workplaces in which nurses or atmospheric environment managing engineers were employed as healthcare managers. The survey content included annual gross salaries, participation in external job training, costs in joining association covered by the company, location and year of construction of the healthcare office, various kinds of healthcare expenditures, costs in operating healthcare office, health education, and activity performance in the work of environment management. RESULTS: In the case of the healthcare manager being a nurse, benefit was larger than input costs at a ratio of 2.31. On the other hand, in the case of healthcare manager being an atmospheric environment managing engineer, input costs were larger than benefits (benefit-cost ratio 0.88). CONCLUSION: Results indicate that nurses are an effective healthcare human resource and can offer good quality healthcare service. Therefore companies should hire nurses and actively promote the economic efficiency of nurses in workplace.

Challenges and opportunities for occupational health nurses in Asia.

This article provides a brief overview of the effect of economic globalization on Asia, presents occupational health issues from select countries, and discusses challenges and opportunities for occupational health nurses.

Stretching to prevent musculoskeletal injuries. An approach to workplace wellness.

A pre-shift stretching protocol to reduce employee injuries was initiated at a beverage company and a tin mill in the northeastern United States. The primary goal of this study was to determine the effects of a pre-shift stretching program on work-related musculoskeletal injuries. A secondary goal was to evaluate daily participation compliance during the 90-day program. Data on employee injuries during the stretching program were collected and compared to injury events during the same time period 1 year earlier. Comparison to injury events of the total eligible population during the study time frame was also included. Results of this pilot program in terms of injury rate reduction and participant compliance are promising. Study results may be useful for employers considering implementing similar programs and also suggest the need for further study in this area.

Salary negotiations and occupational health nurses.

The current recession has changed the financial situation of many occupational health nurses. Some occupational health nurses are delaying retirement because they need to maintain their income or health care benefits, or are postponing returning to school because of uncertainty in the job market. Occupational health nurses who have remained employed while coworkers have lost their jobs may be feeling lucky and may not be considering asking for a salary increase. When is the right time to lobby for a salary increase? What is currently considered an acceptable salary for an occupational health nurse? How does one prepare to ask for a salary increase? This article explores these questions and provides guidance for occupational health nurses as they determine their own appropriate salary.

Occupational health nursing in Brazil: exploring the world through international occupational health programs.

1. Brazil's recent industrialization has led to the recognition of occupational health nursing as an important, emerging field. 2. Major occupational health concerns in Brazil include occupational illness and accidents, slavery, and child labor. 3. Legislation must be reformed to allow for the expansion of occupational health practice to include preventive measures as well as the assistance measures currently seen in Brazilian occupational health.

Using financial metrics to prove and communicate value to management. Occupational health nurses as key players on the management team.

Successfully communicating value to management starts by gaining visibility and by knowing what management wants to hear. Communicating budget information, including cost savings and time value of money, is an essential skill for the occupational health nurse. The occupational health nurse must be able to speak the language of business to make a meaningful impact in the 21st century work environment.

Demonstrating the cost effectiveness of an expert occupational and environmental health nurse: application of AAOHN's success tools. American Association of Occupational Health Nurses.

According to DiBenedetto, "Occupational health nurses enhance and maximize the health, safety, and productivity of the domestic and global work force" (1999b). This project clearly defined the multiple roles and activities provided by an occupational and environmental health nurse and assistant, supported by a part time contract occupational health nurse. A well defined estimate of the personnel costs for each of these roles is helpful both in demonstrating current value and in future strategic planning for this department. The model highlighted both successes and a business cost savings opportunity for integrated disability management. The AAOHN's Success Tools (1998) were invaluable in launching the development of this cost effectiveness model. The three methods were selected from several tools of varying complexities offered. Collecting available data to develop these metrics required internal consultation with finance, human resources, and risk management, as well as communication with external health, safety, and environmental providers in the community. Benchmarks, surveys, and performance indicators can be found readily in the literature and online. The primary motivation for occupational and environmental health nurses to develop cost effectiveness analyses is to demonstrate the value and worth of their programs and services. However, it can be equally important to identify which services are not cost effective so knowledge and skills may be used in ways that continue to provide value to employers (AAOHN, 1996). As evidence based health care challenges the occupational health community to demonstrate business rationale and financial return on investment, occupational and environmental health nurses must meet that challenge if they are to define their preferred future (DiBenedetto, 2000).

The self employed occupational and environmental health nurse: maximizing business success by managing financial resources.

The occupational and environmental health nurse entrepreneur can avoid business failure by engaging in a planning process that maximizes financial resources. Successful financial management involves understanding key financial reports and using those reports as management tools to "keep score" on the business. The prices the occupational and environmental health nurse entrepreneur charges for services will have a direct effect on the success of the business. Payroll, earnings, and expense records are useful management tools to help the occupational and environmental health nurse entrepreneur track the business and meet legal requirements.

A future for occupational health nursing: Part 3.

Ruth Alston's two previous articles have indicated how some of the current developments occurring in the educational provision for nurses and other health and safety practitioners may affect the practice of occupational health nursing. In this final article she asks whether OHNs are able and willing to respond to the challenges facing their profession and survive in increasingly competitive occupational settings.

So you want to go freelance?

Freelance working may seem an attractive alternative when faced with redundancy. Jack Lamport Mitchell discusses the factors which could affect the success or failure of any professional worker contemplating such a move.