[National survey to verify the implementation of State-Regions agreements introducing the professional profile of health social care worker and instituting a complementary training program for nursing assistants, Italy]. / Indagine nazionale sull'applicazione degli Accordi Stato-Regioni del 22 febbraio 2001 e 16 gennaio 2003 istitutivi del profilo professionale dell'operatore socio sanitario e della formazione complementare in assistenza sanitaria.

The professional profile of health social care worker (OSS) was introduced in Italy in 2001 and has become a fundamental figure in the Italian healthcare and social-health services system. However, changes have occurred in Italian health, clinical care and social realities since the OSS profile was defined. This article reports the results of a national-level study to investigate the state of application of the State-Regions Agreement of 22 February 2001, establishing the professional profile of OSS and regulating its characteristics and competencies, as that of the agreement of 16 January 2003, regulating the complementary healthcare training for nursing assistants.

[The education of specialized nurses' aides: current scenario and future perspectives]. / La formazione dell'operatore sociosanitario con formazionecomplementare in assistenza sanitaria: scenario attuale e prospettive future.

. The education of specialized nurses' aides: current scenario and future perspectives. INTRODUCTION: The complementary training in health care of the nurse aides (NAs), launched in Italy in 2003, has little impact on health care organisations. OBJECTIVE: To analyse, through the regional provisions issued in the last three years, the current state of complementary training in health care and propose some recommendations for the nursing profession with respect to the inclusion of this figure in care teams. METHODS: A documentary content analysis was conducted with respect to six main topics: recipients and admission to the courses, organisation and characteristics of the courses, learning evaluation, responsibilities of the new NAs, expected competences and skills. RESULTS: There is a clear need to update and standardise the contents of the courses, with a focus on current social and health problems and future scenarios, and to render more homogeneous the structure of the courses, to guarantee high standards at national level. The need of increasing the skills of the NAs is associated with the implementation of innovative care and organisational models that require the ability to care for populations whose needs have changed profoundly over the last twenty years. CONCLUSIONS: Health care teams with professionals with different skill-mix guarantee safe, appropriate, effective and efficient care: the organization should enable nurses to free up time to act out their competences in care planning, health promotion, therapeutic education, transition management and specialist functions.

[The resignations among nurses in the Veneto healthcare institutions. A retrospective study]. / Il fenomeno delle dimissioni tra gli infermieri nelle Aziende Sanitarie del Veneto. Uno studio retrospettivo.

. The resignations among nurses in the Veneto healthcare institutions. A retrospective study. INTRODUCTION: The phenomenon of large-scale resignations is complex, heterogeneous and cannot be attributed solely to the pandemic crisis, during which many people reconsidered the role of work in their lives. The health system was particularly exposed to the shocks caused by the pandemic. AIMS: To describe the turnover and analyse the resignations of nurses in the NHS hospitals and districts of the Veneto Region. METHODS: The hospitals were categorised into 4 types: Hub and Spoke of level 1 and 2. The positions of nurses with permanent contracts between 1 January 2016 and 31 December 2022 were analysed, considering active, nurses on duty for at least one day. The data were extracted from the human resource management database of the Region. Unexpected resignations were considered those occurring before the retirement date (59 years for women and 60 for men). Negative and overall turnover rates were calculated. RESULTS: The risk of unexpected resignations was increased for nurses not resident in Veneto, of male gender and employed at a Hub hospital. CONCLUSIONS: The flight from the NHS is in addition to the physiological flow of retirements, due to increase in the coming years. It is necessary to: act on the retention capacity and attractiveness of the profession; implement organisational models based on task sharing and shifting; implement digital tools; favour flexibility and mobility to improve the balance between work and personal life; efficiently integrate professionals quali-fied abroad.