Informing the Professional Case Manager's Career Path: Five Lessons.

Professional case management's career path offers countless opportunities to pursue, from attainment of the highest levels of licensure and credentialing to education, and that terminal degree. Defining each point of the journey and individual milestones warrants keen attention to a number of areas. All of these decisions and options evolve in response to the industry landscape, as well as professional and personal development. Five key lessons provide case managers clear starting points to consider the most appropriate career path to travel amid a landscape marked by constant change.

Job Description of Public Health Officials in Nepal.

BACKGROUND: Job description of public health officials in Nepal has been prepared for assigning the definite role, responsibilities and authorities to exercise in different positions and circumstances. The purpose of this study was to analyse the job description of public health officials emphasizing the perspective of leadership and management. METHODS: Document analysis method was used following the sequential process of skimming, reading and interpretation, and the themes were extracted by content analysis. RESULTS: Job description of public health officials is mostly process and/or function oriented. Most of the officials are responsible for managing program and people rather than leading. Staff inspiration, motivation and encouragement, being one of the most important aspects of leadership, has been ignored in job description. District level officials are specifically assigned to manage programs and staff. As the position increases, the extent of practicing leadership increases and management decreases. Public health administrators have more leadership role as compared to public health officers; however, the proportion of management outweighs the leadership. Regional Directors have more leadership roles than other officials do. CONCLUSIONS: Role of public health officials vary from being a manager to a leader. Junior officials are predominantly the managers, mid-level officials are leadership-oriented managers, and top-level officials are leaders having managerial roles . In revising the job description (e.g., for the federal context), emphasis should be given to remove job duplication and role conflict, and should ensure role clarity, functions' precision and output.

Role transition: A descriptive exploratory study of assistant nurse clinicians in Singapore.

AIM: To explore the role-transition experiences of assistant nurse clinicians after their first year of appointment. BACKGROUND: The National Nursing Taskforce was set up in Singapore to examine the professional development and recognition of nurses. It created the assistant nurse clinician role as an avenue for the nurses' career development. The role was intended to assist nurse managers to guide the nursing team in the assessment, planning, and delivery of patient care. METHODS: A qualitative descriptive study design was adopted. A purposive sample of 22 registered nurses from six acute care institutions and two polyclinics in Singapore participated in the face-to-face interviews. An inductive content analysis approach was used to analyse the data. RESULTS: Four themes emerged: (a) promotion to assistant nurse clinician is a form of recognition and vindication; (b) there was uncertainty about the expected role of the assistant nurse clinician; (c) experience eases transition; and (d) there was a need for peer support, mentorship, and training. CONCLUSIONS: The job description of the assistant nurse clinician needs to be better defined to provide greater clarity about their clinical and administrative duties and what is expected of their performance. IMPLICATIONS FOR NURSING MANAGEMENT: It is essential for nurse managers to provide successful role-transition strategies to help the newly appointed assistant nurse clinicians to become efficient and effective leaders.

Effects of job resources factors on nurses job performance (mediating role of work engagement).

PURPOSE: The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. DESIGN/METHODOLOGY/APPROACH: A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. FINDINGS: The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. PRACTICAL IMPLICATIONS: The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. ORIGINALITY/VALUE: Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

Identifying Managerial Roles of General Surgery Coordinators: Making the Case for Utilization of a Standardized Job Description Framework.

OBJECTIVE: Residency coordinators are valuable members of the education leadership administration. In General Surgery, program directors must devote time to both their clinical practice and as the leader of the education program for surgical residents. With the introduction of competencies and the Next Accreditation System, the responsibilities of training programs have increased, with much of the necessary day to day management being driven by the residency coordinator. The purpose of this study was to identify the current roles of a residency coordinator in surgery to determine appropriate language for a standardized job description that accurately describes the responsibilities of a program coordinator. DESIGN AND PARTICIPANTS: A survey was created and distributed via email to 317 general surgery program coordinators in programs with continued, initial, or pre-accreditation status by the ACGME in October-December 2017. Questions were asked about coordinator demographics, ADS involvement, and communication with program director, recruitment, and professional development. 223 coordinators (70%) completed the survey. RESULTS: Thirty-five percent of coordinators reported that their program director expects them to complete the annual ADS update in its entirety with a final review by the program director before submission, whereas 15% stated that the program director expects the program coordinator to input, update, and submit the annual ADS update without oversite from the program director. Fifty percent of program coordinators speak with their program director 2 to 4 days a week, whereas 38% speak with their program director daily. Eighty-nine percent of coordinators reported that their program directors trust them to make appropriate administrative decisions during scheduled or emergent absences. Sixty-nine percent of coordinators strongly agreed that they assist their program directors with collating and analyzing recruitment data post-recruitment season. Eighty-six percent of coordinators regularly participate in one or more professional development activities. Forty-six percent of coordinators stated that they oversee administrative staff in their office, division, or department. CONCLUSION: Given the current makeup of today's residency coordinator in general surgery programs, the need for baseline qualifications and a standardized job description allowing for recruitment and retention of a coordinator capable of managing a residency along with a program director. The data from our survey indicate that most coordinators currently perform tasks and take on responsibilities of a manager, but they hold current job descriptions that do not adequately reflect the role. The current proposed ACGME revisions state that there must be a program coordinator for a residency program, citing the coordinator as an integral member of the residency leadership team. Therefore, human resource departments need a job description that identifies level of responsibility, contribution, leadership, and management required of a program coordinator.

Exploring employer job requirements: An analysis of pharmacy job announcements.

OBJECTIVES: Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. METHODS: Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. RESULTS: Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). CONCLUSION: Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications most often required by employers were experience and skills. Our findings indicated that employers wanted many soft skills that cannot be quantified.

Standardizing Phlebotomy Job Descriptions.

BACKGROUND: The University of Maryland Medical System, like all other medical systems, is faced with providing the highest quality care in an environment of increased demands and competition for resources. Some responses to this pressure include improved integration, coordination, and efficiency. Laboratory integration has been highlighted by our medical system as a promising area for improvement. Standardization of practices, including job descriptions, is an important step on this journey. METHODS: With the help of the Human Resources department and the laboratory directors, we conducted an assessment of existing titles and practices from across our medical system. Analysis and evaluation of job descriptions demonstrated some inconsistencies and opportunities for standardization. Discussion and dialogue allowed us to reach consensus on a standard philosophy, format, and approach. RESULTS: We created a system wide Phlebotomist job description, based on current practice, which reflected the needs of our medical system. We will be able to use this tool to standardize other job titles, as well as for recruitment and as a basis for retention. CONCLUSION: This methodology can be easily duplicated and followed to evaluate and design job descriptions, as well as to reach consensus in an efficient and organized approach to job standardization in the laboratory.

Development and Validation of the Role Profile of the Nurse Continence Specialist: A Project of the International Continence Society.

Although nurses have specialized in the management of incontinence, bladder, bowel, and pelvic floor dysfunction for more than 30 years, there is a lack of awareness and underutilization of their role. This article describes a 6-year project to define, characterize, and validate a role profile of the Nurse Continence Specialist. Data collection used a 2-phase, mixed-methods design. Phase 1 of the project resulted in a draft Nurse Continence Specialist role profile and Phase 2 led to validation of the draft profile. The result was a broad consensus about what constitutes the specific skill set for Nurse Continence Specialist specialization within nursing.

Specialist nurse key worker in children's cancer care: Professionals' perspectives on the core characteristics of the role.

PURPOSE: To describe the development and implementation of the specialist nurse key worker role across 18 children's cancer centres in the United Kingdom, and draw out significant factors for success to inform future development of the role across a range of specialities. METHOD: Data were obtained through 42 semi-structured interviews and a focus group with 12 key workers. Framework analysis revealed two main themes: models of care and key workers' perspectives of the role. RESULTS: Four models of care were identified and described, roles were organised along a continuum of in reach and outreach with either the presence or absence of home visits and direct delivery of clinical care. Key workers' perspectives of the advantages of the role included: coordination of care (being the main point of contact for families/professionals), experience and expertise (communication/information) and the relationship with families. The main challenges identified were: time, caseload size, geographical area covered, staffing numbers and resources available in the hospital and community. CONCLUSION: The label 'key worker' was disliked by many participants, as the loss of 'specialist nurse' in the title failed to reflect professional group. Leaving aside terminology, key workers shared core role elements within a continuum of in reach and outreach work and their involvement in direct clinical care varied throughout the pathway. Irrespective of the model they worked in, the key worker provided clinical, emotional, educational, and practical support to families, through the coordination of care, experience and expertise and relationship with families and professionals.

New job title blurs boundaries and will confuse the public.

In response to the consultation on the introduction of a nursing associate role (News, February 3), I believe it is ill-advised to include the word 'nurse' in the title, because this necessitates the involvement of the nursing regulator, and will therefore incur costs.

Is there an agreement among the items of the Korean physical therapist licensing examination, learning objectives of class subjects, and physical therapists' job descriptions?

PURPOSE: To determine the agreement among the items of the Korean physical therapist licensing examination, learning objectives of class subjects, and physical therapists' job descriptions. METHODS: The main tasks of physical therapists were classified, and university courses related to the main tasks were also classified. Frequency analysis was used to determine the proportions of credits for the classified courses out of the total credits of major subjects, exam items related to the classified courses out of the total number of exam items, and universities that offer courses related to the Korean physical therapist licensing examination among the surveyed universities. RESULTS: The proportions of credits for clinical decision making and physical therapy diagnosis-related courses out of the total number credits for major subjects at universities were relatively low (2.06% and 2.58%, respectively). Although the main tasks of physical therapists are related to diagnosis and evaluation, the proportion of physiotherapy intervention-related items (35%) was higher than that of examination and evaluation-related items (25%) on the Korean physical therapist licensing examination. The percentages of universities that offer physical therapy diagnosis and clinical decision making-related courses were 58.62% and 68.97%, respectively. CONCLUSION: Both the proportion of physiotherapy diagnosis and evaluation-related items on the Korean physical therapist licensing examination, and the number of subjects related to clinical decision making and physical therapy diagnosis in the physical therapy curriculum, should be increased to ensure that the examination items and physical therapy curriculum reflect the practical tasks of physical therapists.

Perfil do cirurgião plástico no Estado de Goiás, Brasil / Profile of plastic surgeons in the state of Goias, Brazil

INTRODUÇÃO: A Cirurgia Plástica tem sido popularizada nos últimos anos, por meio do acesso aos procedimentos e exposição nos meios de comunicação. O contexto atual relata dificuldades no mercado de trabalho devido à competividade e diminuição de honorários. O objetivo deste estudo é relatar o perfil do cirurgião plástico que atua no Estado de Goiás. MÉTODOS: A pesquisa foi realizada com cirurgiões plásticos que atuam no estado de Goiás registrados na regional da Sociedade Brasileira de Cirurgia Plástica (SBCP) até janeiro de 2015. Os dados foram divididos em perfil socioeconômico e demográfico. Foram considerados como critérios de inclusão residência pelo Ministério da Educação ou pela SBCP e estar atuando em Cirurgia Plástica no estado de Goiás. Como critérios de exclusão ser médico residente em cirurgia plástica e não estar atuando na área de Cirurgia Plástica. RESULTADOS: Obteve-se o índice de resposta de 70%. A maioria tem menos de 40 anos, masculino, casado, com 1 a 2 filhos, atuando em Goiás, há menos de 10 anos, são especialistas, trabalhando de 40 a 60 horas semanais e atuam na área estética e reconstrutiva e a maioria não usa auxiliar em mais de 50% das cirurgias realizadas. CONCLUSÃO: O perfil do cirurgião plástico do estado de Goiás é o de um médico jovem, do sexo masculino, casado, com até 2 filhos, que atua principalmente na capital, sendo a maioria especialista, que trabalha de 40 a 60 horas semanais, e atuando na cirurgia estética e reconstrutiva.

INTRODUCTION: Plastic surgery has become popular in the recent years for the access to procedures and exposure in the media. The current scenario brings difficulties in the job market because of competitiveness and reduced fees. This study describes the profile of the plastic surgeons working in the state of Goias. METHODS: The survey was conducted with plastic surgeons who work in the state of Goias and are registered in local chapter of the Brazilian Society of Plastic Surgery in January 2015. Data were divided into socio-economic and demographic profile. Inclusion criteria were residence certified by the Brazilian Ministry of Education or by the Brazilian Society of Plastic Surgery,, practice of plastic surgery in the state of Goias. We excluded residents in plastic surgery, and those who not practice in plastic surgery area. RESULTS: Rate of response was 70%. Most participants were younger than 40 years old, men, married, with 1-2 children, work in Goias, had less than 10 years as a surgeion, had specialization in plastic surgery, work 40-60 hours weekly and main practice was in aesthetic and reconstructive area, the majority of them do not employ assistances in more than 50% of surgeries. CONCLUSION: The profile of plastic surgeon in state of Goias is composed by young physicians, men, married, with no more than 2 children, and whom practice mainly in the state capital, most of them are specialists, work 40-60 hours per week, and their main practice is with aesthetic and reconstructive surgery.

AAOHN Competencies.

The AAOHN Competency document is one of the core documents that define occupational health nursing practice. This article provides a description of the process used to update the competencies, as well as a description of the new competencies.

Características de los perfiles de trabajadores expuestos a cancerígenos laborales protegidos por Servicios de Prevención / Characteristics of the groups of workers exposed to occupational carcinogenprotected by prevention services

Introducción: La mayoría de los estudios recientes sobre cáncer laboral, se centran fundamentalmente en estimaciones de exposición a cancerígenos en el trabajo. Existen pocos estudios poblacionales sobre la descripción y análisis de las características que integran los distintos grupos de trabajadores expuestos a cancerígenos laborales. Objetivo: Identificar características de los perfiles de trabajadores según estén o no expuestos a cancerígenos en una población laboral española. Material y Métodos: Estudio descriptivo transversal mediante muestreo aleatorio estratificado por cada Servicio de Prevención de Salamanca. Se obtuvo una muestra de 835 trabajadores, de una población de 42.367. Se utilizó el algoritmo Chaid en la obtención de las variables más determinantes en la caracterización de los perfiles de los trabajadores expuestos a cancerígenos. Resultados: La presencia de nocturnidad fue más elevada en los trabajadores no expuestos que en los expuestos, 24,6% vs 13,0% (p< 0,001). El análisis de segmentación mostró que el 74,4% de los trabajadores que utilizaron mascarilla estaban expuestos. Conclusión: Las características que integraron el grupo de trabajadores con mayor exposición fueron la utilización de la mascarilla, no realizar nocturnidad y desarrollar las tareas en los sectores agrario, industria y servicios. Además se identificaron ocho perfiles de trabajadores en relación o no a la exposición a cancerígenos laborales (AU)

Introduction: Most recent studies of occupational cancer, focus primarily on estimates of exposure to carcinogens at work, and analyze the most common types of work-related tumors, but in reality, there are few studies on the description and analysis of the features that integrate different groups of workers exposed to occupational carcinogens. Objective: Identify certain characteristics belonging of profiles of workers in relation to their exposure to carcinogens in a Spanish working population. Material and Methods: An observational descriptive epidemiological study was conducted. A total of 835 participants were selected of 42,367 workers, belonging to any of the Occupational Services Prevention of Salamanca. The sample selection was by stratified random sampling and the variables collected through questionnaire. A segmentation analysis was conducted using the CHAID algorithm, for different groups of workers. Results: The presence of nighttime. in the workday was higher in unexposed workers than in the exposed, 24.6% vs 13.0% p<0.001)). Analyzing the interaction, 74.4% of workers who made use of the mask were exposed. Conclusion: Exposure to carcinogens is higher in the group of workers who report using the mask, not work at night and work in the agriculture, industry and services. Eight profiles of workers were identified, using exposure or not to occupational carcinogens (AU)