Transforming Medical Education is the Key to Meeting North Carolina's Physician Workforce Needs.

Science.gov (United States)

Cunningham, Paul R G; Baxley, Elizabeth G; Garrison, Herbert G

2016-01-01

To meet the needs of the population of North Carolina, an epic transformation is under way in health care. This transformation requires that we find new ways to educate and train physicians and other health care professionals. In this commentary, we propose that the success of the Brody School of Medicine in preparing a primary care physician workforce can serve as a model for meeting the state's future physician workforce needs. Other considerations include increasing graduate medical education positions through state funding and providing incentives for medical students who stay in North Carolina. ©2016 by the North Carolina Institute of Medicine and The Duke Endowment. All rights reserved.

An Innovative Interactive Modeling Tool to Analyze Scenario-Based Physician Workforce Supply and Demand

Science.gov (United States)

Gupta, Saurabh; Black-Schaffer, W. Stephen; Crawford, James M.; Gross, David; Karcher, Donald S.; Kaufman, Jill; Knapman, Doug; Prystowsky, Michael B.; Wheeler, Thomas M.; Bean, Sarah; Kumar, Paramhans; Sharma, Raghav; Chamoli, Vaibhav; Ghai, Vikrant; Gogia, Vineet; Weintraub, Sally; Cohen, Michael B.

2015-01-01

Effective physician workforce management requires that the various organizations comprising the House of Medicine be able to assess their current and future workforce supply. This information has direct relevance to funding of graduate medical education. We describe a dynamic modeling tool that examines how individual factors and practice variables can be used to measure and forecast the supply and demand for existing and new physician services. The system we describe, while built to analyze the pathologist workforce, is sufficiently broad and robust for use in any medical specialty. Our design provides a computer-based software model populated with data from surveys and best estimates by specialty experts about current and new activities in the scope of practice. The model describes the steps needed and data required for analysis of supply and demand. Our modeling tool allows educators and policy makers, in addition to physician specialty organizations, to assess how various factors may affect demand (and supply) of current and emerging services. Examples of factors evaluated include types of professional services (3 categories with 16 subcategories), service locations, elements related to the Patient Protection and Affordable Care Act, new technologies, aging population, and changing roles in capitated, value-based, and team-based systems of care. The model also helps identify where physicians in a given specialty will likely need to assume new roles, develop new expertise, and become more efficient in practice to accommodate new value-based payment models. PMID:28725751

An Innovative Interactive Modeling Tool to Analyze Scenario-Based Physician Workforce Supply and Demand

Directory of Open Access Journals (Sweden)

Saurabh Gupta BPharm

2015-10-01

Full Text Available Effective physician workforce management requires that the various organizations comprising the House of Medicine be able to assess their current and future workforce supply. This information has direct relevance to funding of graduate medical education. We describe a dynamic modeling tool that examines how individual factors and practice variables can be used to measure and forecast the supply and demand for existing and new physician services. The system we describe, while built to analyze the pathologist workforce, is sufficiently broad and robust for use in any medical specialty. Our design provides a computer-based software model populated with data from surveys and best estimates by specialty experts about current and new activities in the scope of practice. The model describes the steps needed and data required for analysis of supply and demand. Our modeling tool allows educators and policy makers, in addition to physician specialty organizations, to assess how various factors may affect demand (and supply of current and emerging services. Examples of factors evaluated include types of professional services (3 categories with 16 subcategories, service locations, elements related to the Patient Protection and Affordable Care Act, new technologies, aging population, and changing roles in capitated, value-based, and team-based systems of care. The model also helps identify where physicians in a given specialty will likely need to assume new roles, develop new expertise, and become more efficient in practice to accommodate new value-based payment models.

An Innovative Interactive Modeling Tool to Analyze Scenario-Based Physician Workforce Supply and Demand.

Science.gov (United States)

Gupta, Saurabh; Black-Schaffer, W Stephen; Crawford, James M; Gross, David; Karcher, Donald S; Kaufman, Jill; Knapman, Doug; Prystowsky, Michael B; Wheeler, Thomas M; Bean, Sarah; Kumar, Paramhans; Sharma, Raghav; Chamoli, Vaibhav; Ghai, Vikrant; Gogia, Vineet; Weintraub, Sally; Cohen, Michael B; Robboy, Stanley J

2015-01-01

Effective physician workforce management requires that the various organizations comprising the House of Medicine be able to assess their current and future workforce supply. This information has direct relevance to funding of graduate medical education. We describe a dynamic modeling tool that examines how individual factors and practice variables can be used to measure and forecast the supply and demand for existing and new physician services. The system we describe, while built to analyze the pathologist workforce, is sufficiently broad and robust for use in any medical specialty. Our design provides a computer-based software model populated with data from surveys and best estimates by specialty experts about current and new activities in the scope of practice. The model describes the steps needed and data required for analysis of supply and demand. Our modeling tool allows educators and policy makers, in addition to physician specialty organizations, to assess how various factors may affect demand (and supply) of current and emerging services. Examples of factors evaluated include types of professional services (3 categories with 16 subcategories), service locations, elements related to the Patient Protection and Affordable Care Act, new technologies, aging population, and changing roles in capitated, value-based, and team-based systems of care. The model also helps identify where physicians in a given specialty will likely need to assume new roles, develop new expertise, and become more efficient in practice to accommodate new value-based payment models.

Options for Department of Defense Total Workforce Supply and Demand Analysis: Potential Approaches and Available Data Sources

Science.gov (United States)

2014-01-01

publications do not necessarily reflect the opinions of its research clients and sponsors. Support RAND Make a tax-deductible charitable contribution at...in Workforce Planning and Potential Modeling of Military Training, Land Defense Science and Technology Organisation , Australian Government Department...Technology Organisation , Australian Government Department of Defense, DSTO-TR-2037, 2007. Ward, D., “Workforce Demand Forecasting Techniques,” Human

Labor and skills gap analysis of the biomedical research workforce

Science.gov (United States)

Mason, Julie L.; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S.

2016-01-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.—Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. PMID:27075242

Labor and skills gap analysis of the biomedical research workforce.

Science.gov (United States)

Mason, Julie L; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S

2016-08-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.-Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. © FASEB.

Enhancing State Clean Energy Workforce Training to Meet Demand. Issue Brief

Science.gov (United States)

Saha, Devashree

2010-01-01

Recent state policy and federal funding initiatives are driving the demand for clean energy in both the short and long term. This increased demand has created the need for many more workers trained or retrained in a variety of clean energy jobs. In response, states are utilizing funding under the American Recovery and Reinvestment Act of 2009…

Sustaining a Global Geoscience Workforce-The Case for International Collaboration

Science.gov (United States)

Leahy, P. P.; Keane, C. M.

2013-05-01

Maintaining an adequate global supply of qualified geoscientists is a major challenge facing the profession. With global population expected to exceed 9 billion by midcentury, the demand for geoscience expertise is expected to dramatically increase if we are to provide to society the resource base, environmental quality, and resiliency to natural hazards that is required to meet future global demands. The American Geoscience Institute (AGI) has for the past 50 years tracked the supply of geoscientists and their various areas of specialty for the US. However, this is only part of the necessary workforce analysis, the demand side must also be determined. For the past several years, AGI has worked to acquire estimates for workforce demand in the United States. The analysis suggests that by 2021 there will be between 145,000 to 202,000 unfilled jobs in the US. This demand can be partially filled with an increase in graduates (which is occurring at an insufficient pace in the US to meet full demand), increased migration of geoscientists internationally to the US (a challenge since demands are increasing globally), and more career placement of bachelor degree recipients. To understand the global workforce dynamic, it is critical that accurate estimates of global geoscience supply, demand and retirement be available. Although, AGI has focused on the US situation, it has developed international collaborations to acquire workforce data. Among the organizations that have contributed are UNESCO, the International Union of Geological Sciences (IUGS), the Young Earth-Scientists Network, and the Geological Society of Africa. Among the areas of international collaboration, the IUGS Task Group on Global Geoscience Workforce enables the IUGS to take a leadership role in raising the quality of understanding of workforce across the world. During the course of the taskforce's efforts, several key understandings have emerged. First, the general supply of geoscientists is quantifiable

Addressing the STEM Workforce Challenge: Missouri. BHEF Research Brief

Science.gov (United States)

Business-Higher Education Forum (NJ1), 2012

2012-01-01

While states and the federal government have put efforts in place to increase the size of the workforce trained in science, technology, engineering, and math (STEM) to meet innovation demands, there continues to be a nationwide shortage of students who are interested in and prepared for such careers. Missouri is no exception to this problem, one…

Canadian pediatric gastroenterology workforce: Current status, concerns and future projections

Science.gov (United States)

Morinville, Véronique; Drouin, Éric; Lévesque, Dominique; Espinosa, Victor M; Jacobson, Kevan

2007-01-01

BACKGROUND: There is concern that the Canadian pediatric gastroenterology workforce is inadequate to meet health care demands of the pediatric population. The Canadian Association of Gastroenterology Pediatric Committee performed a survey to determine characteristics and future plans of the Canadian pediatric gastroenterology workforce and trainees. METHODS: Estimates of total and pediatric populations were obtained from the 2001 Census of Population, Statistics Canada (with estimates to July 1, 2005). Data on Canadian pediatric gastroenterologists, including clinical full-time equivalents, sex, work interests, opinions on workforce adequacy, retirement plans, fellowship training programs and future employment plans of fellows, were gathered through e-mail surveys and telephone correspondence in 2005 and 2006. RESULTS: Canada had an estimated population of 32,270,507 in 2005 (6,967,853 people aged zero to 17 years). The pediatric gastroenterology workforce was estimated at 9.2 specialists per million children. Women accounted for 50% of the workforce. Physician to pediatric population ratios varied, with Alberta demonstrating the highest and Saskatchewan the lowest ratios (1:69,404 versus 1:240,950, respectively). Between 1998 and 2005, Canadian pediatric gastroenterology fellowship programs trained 65 fellows (65% international trainees). Twenty-two fellows (34%) entered the Canadian workforce. CONCLUSIONS: The survey highlights the variable and overall low numbers of pediatric gastroenterologists across Canada, an increasingly female workforce, a greater percentage of part-time physicians and a small cohort of Canadian trainees. In conjunction with high projected retirement rates, greater demands on the work-force and desires to partake in nonclinical activities, there is concern for an increasing shortage of pediatric gastroenterologists in Canada in future years. PMID:17948136

Training a medical workforce to meet the needs of diverse minority communities.

Science.gov (United States)

Sopoaga, Faafetai; Zaharic, Tony; Kokaua, Jesse; Covello, Sahra

2017-01-21

The growing demand for a competent health workforce to meet the needs of increasingly diverse societies has been widely acknowledged. One medical school in New Zealand explored the integration of the commonly used patient-centred model approach, with an intersectional framework in the development of a cultural competency training programme. In the Pacific Immersion Programme, medical students in their fourth year of training are given the opportunity to learn about different factors that influence the health and health care of a minority community through immersion in that community. The programme objectives include enabling students to learn through experience living within the local community context, and supporting them to re-evaluate their own personal beliefs, assumptions and/or prior prejudices. This study evaluates the usefulness of this programme in the training of medical students to work in diverse communities. Two analytical approaches were used for evaluation. Deductive and inductive analyses were conducted on 235 reflective essays completed by three cohorts of students from 2011 to 2013 to ascertain the value of the programme for student learning. In addition, one cohort was invited to complete a pre and post-programme questionnaire. Overall, the students found the programme to be a valued learning environment. They found living within a Pacific family environment to be an eye opening experience. It increased students comfort level in cross cultural engagement and emphasised the importance of patient's perspectives in health care provision. Students' self-reported knowledge about Pacific cultural values, protocols, traditional beliefs and the main health challenges increased significantly after the programme. They appreciated learning directly from community members, and through observations about how culture, beliefs and the socio-economic environment influence peoples' health and wellbeing. Medical schools are required to train a competent health

How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce.

Science.gov (United States)

Crettenden, Ian F; McCarty, Maureen V; Fenech, Bethany J; Heywood, Troy; Taitz, Michelle C; Tudman, Sam

2014-02-03

Australia's health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia's first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia's health workforce meets the community's needs. A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used, and also influenced the scenarios selected for modelling. Additionally, a number of other key principles were adopted in developing HW 2025 to ensure the workforce projections were robust and able to be applied nationally. The findings from HW 2025 highlighted that a 'business as usual' approach to Australia's health workforce is not sustainable over the next 10 years, with a need for co-ordinated, long-term reforms by government, professions and the higher education and training sector for a sustainable and affordable health workforce. The main policy levers identified to achieve change were innovation and reform, immigration, training capacity and efficiency and workforce distribution. While HW 2025 has provided a national platform for health

Demands and Job Resources in the Child Care Workforce: Swiss Lead Teacher and Assistant Teacher Assessments

Science.gov (United States)

Bloechliger, Olivia R.; Bauer, Georg F.

2016-01-01

Center-based child care has been struggling with poor health and high turnover rates of child care staff and their adverse impact on care quality for decades. Yet little is known about personal and structural antecedents of job resources and job demands that are valid predictors of health and turnover in the child care workforce. Research…

Sustaining the rural workforce: nursing perspectives on worklife challenges.

Science.gov (United States)

Hunsberger, Mabel; Baumann, Andrea; Blythe, Jennifer; Crea, Mary

2009-01-01

Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments. To investigate whether nurses receive the resources and supports necessary to meet the challenges of rural practice. Semi-structured interviews were conducted with 21 managers and 44 staff nurses in 19 selected rural hospitals in Ontario, Canada. The interviews were taped and transcripts interpreted through a thematic analysis. Major worklife themes were identified and analyzed within a healthy work environment model based on the work of Kristensen. Three interrelated dimensions of the model were relevant to workforce sustainability: the balance between demands and the resources of the person, the level of social support, and the degree of influence. The availability of resources and supports affected whether the nurses perceived challenges as stimulating or overwhelming. Deficits interfered with practice and the well-being of the nurses and patients. The nurses felt frustrated and powerless when they lacked resources, support, and influence to manage negative situations. Strategies to achieve workforce sustainability include resources to reduce stress in the workplace, education to meet the needs of new and experienced nurses, and offering of employment preferences to the workforce. Addressing resources, support, and influence of rural nurses is essential to alleviate workplace challenges and sustain the rural nursing workforce.

Demand and capacity planning in the emergency department: how to do it.

Science.gov (United States)

Higginson, I; Whyatt, J; Silvester, K

2011-02-01

Unless emergency departments have adequate capacity to meet demand, they will fail to meet clinical and performance standards and will be operating in the 'coping zone'. This carries risks both for staff and patients. As part of a quality improvement programme, the authors undertook an in-depth analysis of demand and capacity for an emergency department in the UK. The paper describes this rigorous approach to capacity planning, which draws on techniques from other industries. Proper capacity planning is vital, but is often poorly done. Planning using aggregated data will lead to inadequate capacity. Understanding demand, and particularly the variation in that demand, is critical to success. Analysis of emergency department demand and capacity is the first step towards effective workforce planning and process redesign.

Growing an emerging energy workforce: forecasting labour demand and gaining access to emerging energy skills

International Nuclear Information System (INIS)

Thomsen, V.

2006-01-01

This paper discusses the needs of emerging energies sector in terms of growing an emerging energy workforce, forecasting labour demands and gaining access to emerging energy skills. It will require industrial renewal and innovation and not just selling our resources. It will also require educating ourselves to utilise our own finished products. Conservation is a key element in a sustainable energy future. finally, a market for renewable energy has been established in Canada

The Workforce Task Force report: clinical implications for neurology.

Science.gov (United States)

Freeman, William D; Vatz, Kenneth A; Griggs, Robert C; Pedley, Timothy

2013-07-30

The American Academy of Neurology Workforce Task Force (WFTF) report predicts a future shortfall of neurologists in the United States. The WFTF data also suggest that for most states, the current demand for neurologist services already exceeds the supply, and by 2025 the demand for neurologists will be even higher. This future demand is fueled by the aging of the US population, the higher health care utilization rates of neurologic services, and by a greater number of patients gaining access to the health care system due to the Patient Protection and Affordable Care Act. Uncertainties in health care delivery and patient access exist due to looming concerns about further Medicare reimbursement cuts. This uncertainty is set against a backdrop of Congressional volatility on a variety of issues, including the repeal of the sustainable growth rate for physician reimbursement. The impact of these US health care changes on the neurology workforce, future increasing demands, reimbursement, and alternative health care delivery models including accountable care organizations, nonphysician providers such as nurse practitioners and physician assistants, and teleneurology for both stroke and general neurology are discussed. The data lead to the conclusion that neurologists will need to play an even larger role in caring for the aging US population by 2025. We propose solutions to increase the availability of neurologic services in the future and provide other ways of meeting the anticipated increased demand for neurologic care.

Regional health workforce monitoring as governance innovation: a German model to coordinate sectoral demand, skill mix and mobility.

Science.gov (United States)

Kuhlmann, E; Lauxen, O; Larsen, C

2016-11-28

As health workforce policy is gaining momentum, data sources and monitoring systems have significantly improved in the European Union and internationally. Yet data remain poorly connected to policy-making and implementation and often do not adequately support integrated approaches. This brings the importance of governance and the need for innovation into play. The present case study introduces a regional health workforce monitor in the German Federal State of Rhineland-Palatinate and seeks to explore the capacity of monitoring to innovate health workforce governance. The monitor applies an approach from the European Network on Regional Labour Market Monitoring to the health workforce. The novel aspect of this model is an integrated, procedural approach that promotes a 'learning system' of governance based on three interconnected pillars: mixed methods and bottom-up data collection, strong stakeholder involvement with complex communication tools and shared decision- and policy-making. Selected empirical examples illustrate the approach and the tools focusing on two aspects: the connection between sectoral, occupational and mobility data to analyse skill/qualification mixes and the supply-demand matches and the connection between monitoring and stakeholder-driven policy. Regional health workforce monitoring can promote effective governance in high-income countries like Germany with overall high density of health workers but maldistribution of staff and skills. The regional stakeholder networks are cost-effective and easily accessible and might therefore be appealing also to low- and middle-income countries.

Pediatric dermatology workforce shortage: perspectives from academia.

Science.gov (United States)

Craiglow, Brittany G; Resneck, Jack S; Lucky, Anne W; Sidbury, Robert; Yan, Albert C; Resnick, Steven D; Antaya, Richard J

2008-12-01

The pediatric dermatology workforce has not been systematically evaluated since recent changes in board certification requirements. To quantify and characterize the workforce of academic pediatric dermatologists and examine issues related to training, hiring, and retention. Dermatology chairpersons and residency directors in the United States and Canada completed a 30-question survey. Eighty of 132 programs (61%) responded to the survey. More than two thirds of programs (56/80) employed a pediatric dermatologist, and 34 programs were recruiting a pediatric dermatologist. The number of residents that pursue careers in pediatric dermatology is significantly associated with the number of pediatric dermatologists on faculty at their institution. Self-reported data, which may have been reflected by recall bias, and 61% response rate. At a majority of academic centers, the current pool of pediatric dermatology faculty is neither adequate to meet academic nor clinical demands. Methods to increase exposure to pediatric dermatology among medical students and residents must be sought.

Can New Zealand achieve self-sufficiency in its nursing workforce?

Science.gov (United States)

North, Nicola

2011-01-01

This paper reviews impacts on the nursing workforce of health policy and reforms of the past two decades and suggests reasons for both current difficulties in retaining nurses in the workforce and measures to achieve short-term improvements. Difficulties in retaining nurses in the New Zealand workforce have contributed to nursing shortages, leading to a dependence on overseas recruitment. In a context of global shortages and having to compete in a global nursing labour market, an alternative to dependence on overseas nurses is self-sufficiency. Discursive paper. Analysis of nursing workforce data highlighted threats to self-sufficiency, including age structure, high rates of emigration of New Zealand nurses with reliance on overseas nurses and an annual output of nurses that is insufficient to replace both expected retiring nurses and emigrating nurses. A review of recent policy and other documents indicates that two decades of health reform and lack of a strategic focus on nursing has contributed to shortages. Recent strategic approaches to the nursing workforce have included workforce stocktakes, integrated health workforce development and nursing workforce projections, with a single authority now responsible for planning, education, training and development for all health professions and sectors. Current health and nursing workforce development strategies offer wide-ranging and ambitious approaches. An alternative approach is advocated: based on workforce data analysis, pressing threats to self-sufficiency and measures available are identified to achieve, in the short term, the maximum impact on retaining nurses. A human resources in health approach is recommended that focuses on employment conditions and professional nursing as well as recruitment and retention strategies. Nursing is identified as 'crucial' to meeting demands for health care. A shortage of nurses threatens delivery of health services and supports the case for self-sufficiency in the nursing

Aiming to Meet Workforce Needs: An Evaluation of the Economic and Workforce Development Program

Science.gov (United States)

Jez, Su Jin; Adan, Sara

2016-01-01

California's dynamic economy depends on having a large and skilled workforce; consequently, the state must continually support and refine efforts to provide workers with employer-valued competencies. Given the wide range of regional and state needs across this vast state, ensuring that the workforce has the training to keep up with labor market…

Building a sustainable clinical academic workforce to meet the future healthcare needs of Australia and New Zealand: report from the first summit meeting.

Science.gov (United States)

Windsor, J; Searle, J; Hanney, R; Chapman, A; Grigg, M; Choong, P; Mackay, A; Smithers, B M; Churchill, J A; Carney, S; Smith, J A; Wainer, Z; Talley, N J; Gladman, M A

2015-09-01

The delivery of healthcare that meets the requirements for quality, safety and cost-effectiveness relies on a well-trained medical workforce, including clinical academics whose career includes a specific commitment to research, education and/or leadership. In 2011, the Medical Deans of Australia and New Zealand published a review on the clinical academic workforce and recommended the development of an integrated training pathway for clinical academics. A bi-national Summit on Clinical Academic Training was recently convened to bring together all relevant stakeholders to determine how best to do this. An important part understood the lessons learnt from the UK experience after 10 years since the introduction of an integrated training pathway. The outcome of the summit was to endorse strongly the recommendations of the medical deans. A steering committee has been established to identify further stakeholders, solicit more information from stakeholder organisations, convene a follow-up summit meeting in late 2015, recruit pilot host institutions and engage the government and future funders. © 2015 Royal Australasian College of Physicians.

General practitioner workforce planning: assessment of four policy directions.

LENUS (Irish Health Repository)

Teljeur, Conor

2010-01-01

BACKGROUND: Estimating the supply of GPs into the future is important in forecasting shortages. The lengthy training process for medicine means that adjusting supply to meet demand in a timely fashion is problematic. This study uses Ireland as a case study to determine the future demand and supply of GPs and to assess the potential impact of several possible interventions to address future shortages. METHODS: Demand was estimated by applying GP visit rates by age and sex to national population projections. Supply was modelled using a range of parameters derived from two national surveys of GPs. A stochastic modelling approach was adopted to determine the probable future supply of GPs. Four policy interventions were tested: increasing vocational training places; recruiting GPs from abroad; incentivising later retirement; increasing nurse substitution to enable practice nurses to deliver more services. RESULTS: Relative to most other European countries, Ireland has few GPs per capita. Ireland has an ageing population and demand is estimated to increase by 19% by 2021. Without intervention, the supply of GPs will be 5.7% less than required in 2021. Increasing training places will enable supply to meet demand but only after 2019. Recruiting GPs from overseas will enable supply to meet demand continuously if the number recruited is approximately 0.8 per cent of the current workforce per annum. Later retirement has only a short-term impact. Nurse substitution can enable supply to meet demand but only if large numbers of practice nurses are recruited and allowed to deliver a wide range of GP services. CONCLUSIONS: A significant shortfall in GP supply is predicted for Ireland unless recruitment is increased. The shortfall will have numerous knock-on effects including price increases, longer waiting lists and an increased burden on hospitals. Increasing training places will not provide an adequate response to future shortages. Foreign recruitment has ethical considerations

Single-Family Houses That Meet The Future Energy Demands

DEFF Research Database (Denmark)

Rose, Jørgen; Svendsen, Svend

2002-01-01

). Before any further tightening of the regulations are introduced, however, it is necessary to illustrate the consequences of such actions with regard to finance, building technology, indoor climate and comfort. Therefore a series of investigations and experimental projects are being launched, in order...... to examine these consequences thoroughly. The department is presently contributing to this end by participating in quite a few investigative projects, where single-family houses are designed to meet the proposed future energy demands. This paper describes the results obtained from one such project where...... the department, in co-operation with a major building entrepreneur, has developed a single-family house that shows that there are no evident problems in meeting the future energy demands....

Addressing the workforce pipeline challenge

Energy Technology Data Exchange (ETDEWEB)

Leonard Bond; Kevin Kostelnik; Richard Holman

2006-11-01

A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need.

The joint action on health workforce planning and forecasting: results of a European programme to improve health workforce policies.

NARCIS (Netherlands)

Kroezen, M.; Hoegaerden, M. van; Batenburg, R.

2017-01-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and

The global nephrology workforce: emerging threats and potential solutions!

Science.gov (United States)

Sharif, Muhammad U; Elsayed, Mohamed E; Stack, Austin G

2016-02-01

Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a

Health workforce development planning in the Sultanate of Oman: a case study

Directory of Open Access Journals (Sweden)

Ghosh Basu

2009-06-01

Full Text Available Abstract Introduction Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate. All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985–2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. Case description The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain

Health workforce development planning in the Sultanate of Oman: a case study.

Science.gov (United States)

Ghosh, Basu

2009-06-11

Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate). All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985-2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain self-reliance. Oman has successfully innovated workforce

Optometric supply and demand in Australia: 2001-2031.

Science.gov (United States)

Kiely, Patricia M; Healy, Ernest; Horton, Peregrine; Chakman, Joseph

2008-07-01

Major influences on health workforce supply include factors such as graduate numbers, retention rates and immigration. This report presents a model of the relationship of the projected Australian optometric workforce and projected optometric service demand for the period 2001 to 2031. Two contrasting hypothetical optometric supply-side scenarios are presented. Data from the Australian Bureau of Statistics on age and gender of people listing optometry as their major qualification in the 2001 census were projected over a 30-year period, accounting for factors such as ageing, attrition, new graduates and migration. Data were compared to the numbers of optometrists calculated as necessary to meet the demand for services of the Australian population to 2031. The projections indicated that in 2031, there would be 4,072 equivalent full-time optometrists, an excess of 6.9 per cent compared with demand and that of these 38 per cent would be female. Application of a 'high' growth scenario, based on increases in the proportion of optometrists in active practice, working hours by females and graduate and immigrant numbers, resulted in a projected oversupply of up to 30 per cent. Use of a 'low' growth scenario, based on decreases in the proportion of optometrists in active practice, working hours, graduate and immigrant numbers, resulted in a projected undersupply of at least 21.5 per cent. Projected numbers of optometrists using current weightings for mortality, attrition, proportion of optometrists in active practice, working hours, immigration and new graduates indicate that in 2031, there will be adequate numbers of optometrists to meet the demand for services, if service utilisation is maintained at current levels or increased slightly. The adequacy of projected numbers varies considerably if alterations are made to the weighting factors using 'high' and 'low' growth scenarios.

Optometric supply and demand in Australia: 2011-2036.

Science.gov (United States)

Healy, Ernest; Kiely, Patricia M; Arunachalam, Dharma

2015-05-01

The effective size of the optometric workforce is dependent on graduate numbers, retention rates and immigration and is influenced by age, gender and working hours of optometrists. This paper presents modelling results of the relationship between the projected Australian optometric workforce and projected demand for optometric services for the period 2011 to 2036. Nine hypothetical optometric supply-side and demand-side scenarios are presented. Data from the Australian Bureau of Statistics on age and gender of people listing optometry as their major qualification in the 2011 census were projected over a 25-year period, accounting for factors such as concordance with Health Workforce Australia figures for registered optometrists in Australia in 2011, ageing, attrition, hours worked, new graduates and immigration. Data were compared to the numbers of optometrists calculated as necessary to meet the demand for services of the Australian population to 2036 using nine different scenarios. It was estimated that there would be a surplus of over 1,200 equivalent full-time optometrists (EFTO) in 2036 for the highest service demand scenario of 13.8 million Medicare services, where 21 hours of a 38-hour week per EFTO were allowed for the provision of optometric services under Medicare. Substantial surpluses were predicted in all states and territories except Queensland, Tasmania and the Northern Territory where predicted supply was within six EFTO of predicted demand. Projections using current weightings for mortality, attrition, proportion of optometrists in active practice, working hours, immigration, new graduates and 21 hours per EFTO per week available for Medicare services indicate that in 2036, there will be excess optometrists in relation to projected demand for services, if service utilisation is maintained at current levels or increased by 10 or 20 per cent. Substantially greater excesses result if each EFTO has 28 or 35 hours per week available for Medicare

Role of the contract workforce in the oilpatch

International Nuclear Information System (INIS)

Wake, G.

1999-01-01

The role of a staffing agency such as the Design Group Staffing Services Inc. was described. The Agency was founded in 1976. Today, it is the dominant agency in western Canada that provides technical, industrial, information technology and office services to its customers in the petroleum industry including Bantrel, Syncrude, Suncor, Delta, Nova, TransAlta, PanCanadian. A series of overhead viewgraphs accompanied this presentation which dealt with the all aspects of the contract workforce. A contractor was described as being a temporary worker and not a company employee. A 1996 survey has shown that the largest reported users of contract personnel were petroleum and petrochemical industries. This is partly due to the cyclical aspect of the petroleum industry in western Canada. The advantages and disadvantages of contract workforce were also described. The main reason for using contract workers is to provide organizations with the flexibility to meet fluctuations in demand. Other advantages include the ability to meet deadlines, minimize training time, eliminate legal liabilities, and reduce payroll and administration costs. Two of the disadvantages are the potential for high turnover and loyalty issues. The procedures and legalities of hiring contractors were also described. The importance of clearly distinguishing between a contract of employment (an employee) and a contract for service (an independent contractor) was also emphasized. 2 figs

Dietetics supply and demand: 2010-2020.

Science.gov (United States)

Hooker, Roderick S; Williams, James H; Papneja, Jesleen; Sen, Namrata; Hogan, Paul

2012-03-01

The Academy of Nutrition and Dietetics, in conjunction with the Commission on Dietetic Registration (CDR), invited The Lewin Group to undertake an analysis of the dietetics workforce. The purpose of the workforce study was to develop a model that can project the supply and demand for both registered dietitians (RDs) and dietetic technicians, registered (DTRs) (collectively referred to as CDR-credentialed dietetics practitioners) as the result of various key drivers of change. The research team was asked to quantify key market factors where possible and to project likely paths for the evolution of workforce supply and demand, as well as to assess the implications of the findings. This article drew on the survey research conducted by Readex Research and futurist organizations such as Signature i and Trend Spot Consulting. Furthermore, members of the Dietetics Workforce Demand Task Force were a source of institutional and clinical information relevant to the credentialed dietetics workforce--including their opinions and judgment of the current state of the health care market for dietetic services, its future state, and factors affecting it, which were useful and were integrated with the objective sources of data. The model is flexible and accommodates the variation in how RDs and DTRs function in diverse practice areas. For purposes of this study and model, the dietetics workforce is composed of RDs and DTRs. This report presents the results of this workforce study and the methodology used to calculate the projected dietetics workforce supply and demand. The projections are based on historical trends and estimated future changes. Key findings of the study included the following: • The average age of all CDR-credentialed dietetics practitioners in baseline supply (2010) is 44 years; approximately 96% are women. • Approximately 55% of CDR-credentialed dietetics practitioners work in clinical dietetics. • The annual growth rate of supply of CDR

Aerospace Workforce Development: The Nebraska Proposal; and Native View Connections: A Multi-Consortium Workforce Development Proposal. UNO Aviation Monograph Series

Science.gov (United States)

Bowen, Brent D.; Russell, Valerie; Vlasek, Karisa; Avery, Shelly; Calamaio, Larry; Carstenson, Larry; Farritor, Shane; deSilva, Shan; Dugan, James; Farr, Lynne

2003-01-01

The NASA Nebraska Space Grant Consortium (NSGC) continues to recognize the necessity of increasing the quantity and quality of highly skilled graduates and faculty involved with NASA. Through NASA Workforce Development funds awarded in 2002, NSGC spearheaded customer- focused workforce training and higher education, industry and community partnerships that are significantly impacting the state s workforce in the science, technology, engineering, and mathematics (STEM) competencies. NSGC proposes to build upon these accomplishments to meet the steadily increasing demand for STEM skills and to safeguard minority representation in these disciplines. A wide range of workforce development activities target NASA s need to establish stronger connections among higher education, industry, and community organizations. Participation in the National Student Satellite Program (NSSP), Community Internship Program, and Nebraska Science and Technology Recruitment Fair will extend the pipeline of employees benefiting NASA as well as Nebraska. The diversity component of this proposal catapults from the exceptional reputation NSGC has built by delivering geospatial science experiences to Nebraska s Native Americans. For 6 years, NSGC has fostered and sustained partnerships with the 2 tribal colleges and 4 reservation school districts in Nebraska to foster aeronautics education and outreach. This program, the Nebraska Native American Outreach Program (NNAOP), has grown to incorporate more than educational institutions and is now a partnership among tribal community leaders, academia, tribal schools, and industry. The content focus has broadened from aeronautics in the school systems to aerospace technology and earth science applications in tribal community decision-making and workforce training on the reservations. To date, participants include faculty and staff at 4 Nebraska tribal schools, 2 tribal colleges, approximately 1,000 Native American youth, and over 1,200 community members

Operational workforce planning for check-in counters at airports

DEFF Research Database (Denmark)

Stolletz, Raik

2010-01-01

This paper addresses operation models for workforce planning for check-in systems at airports. We characterize different tasks of the hierarchical workforce planning problem with time-dependent demand. A binary linear programming formulation is developed for the fortnightly tour scheduling problem...

Application of Feedback Control Method to Workforce Management in a Service Supply Chain

OpenAIRE

Young M. Lee; Lianjun An; Daniel Connors

2009-01-01

Success of services businesses depend on how well the workforce is managed. Having the right size of workforce and the right skill set of the workforce at the right time under dynamic demand environments are challenges that many service businesses face. Demand disturbances in services businesses are typically managed by adjusting the resource levels such as acquiring additional resources from larger pool (borrowing resources from the corporate levels for departmental level needs), and releasi...

Patient need at the heart of workforce planning: the use of supply and demand analysis in a large teaching hospital's acute medical unit.

Science.gov (United States)

Le Jeune, I R; Simmonds, M J R; Poole, L

2012-08-01

Timely medical assessment is integral to the safety and quality of healthcare delivery in acute medicine. Medical staff are an expensive resource. This study aimed to develop a modelling system that facilitated efficient workforce planning according to patient need on the acute medical unit. A realistic 24-hour 'supply' of junior doctors was calculated by adjusting the theoretical numbers on the rota for leave allowances, natural breaks and other ward duties by a combination of direct observation of working practice and junior doctor interviews. 'Demand' was analysed using detailed admission data. Supply and demand were then integrated with data from a survey of the time spent on the process of clerking and assessment of medical admissions. A robust modelling system that predicted the number of unclerked patients was developed. The utility of the model was assessed by demonstrating the impact of a regulation-compliant redesign of the rota using existing staff and by predicting the most efficient use of an additional shift. This simple modelling system has the potential to enhance quality of care and efficiency by linking workforce planning to patient need.

Preparing mental health nurses for the future workforce: an exploration of postgraduate education in Victoria, Australia.

Science.gov (United States)

Happell, Brenda; Gough, Karla

2009-10-01

Problems with recruitment and retention in the mental health nursing workforce have been consistently acknowledged in the Australian literature. An Australian workforce scoping study conducted in 1999 revealed a significant shortfall between the number of nurses completing postgraduate mental health nursing programmes and both current and future workforce demands. Despite this, there has been no systematic analysis of these programmes to explain why they are not meeting workforce expectations. The primary aim of the current study was to elicit information about the number of applicants, enrolments, and completions during the 5-year period, 2000-2004. This information was obtained through structured interviews with representatives from Victorian universities (n = 6) who offered postgraduate mental health nursing programmes. Supplementary information, such as approaches to course advertising and student demographics, was also collected. The findings showed an overall increase in the number of students applying to and completing these degrees, although changes in the level of programmes students undertook were evident during this period. Despite revealing important insights regarding postgraduate mental health nursing courses within Victorian universities, the lack of systematic and comprehensive data collection was identified as a problem that limits the extent to which university data can inform recruitment strategies.

Canadian Paediatric Neurology Workforce Survey and Consensus Statement.

Science.gov (United States)

Doja, Asif; Orr, Serena L; McMillan, Hugh J; Kirton, Adam; Brna, Paula; Esser, Michael; Tang-Wai, Richard; Major, Philippe; Poulin, Chantal; Prasad, Narayan; Selby, Kathryn; Weiss, Shelly K; Yeh, E Ann; Callen, David Ja

2016-05-01

Little knowledge exists on the availability of academic and community paediatric neurology positions. This knowledge is crucial for making workforce decisions. Our study aimed to: 1) obtain information regarding the availability of positions for paediatric neurologists in academic centres; 2) survey paediatric neurology trainees regarding their perceptions of employment issues and career plans; 3) survey practicing community paediatric neurologists 4) convene a group of paediatric neurologists to develop consensus regarding how to address these workforce issues. Surveys addressing workforce issues regarding paediatric neurology in Canada were sent to: 1) all paediatric neurology program directors in Canada (n=9) who then solicited information from division heads and from paediatric neurologists in surrounding areas; 2) paediatric neurology trainees in Canada (n=57) and; 3) community paediatric neurologists (n=27). A meeting was held with relevant stakeholders to develop a consensus on how to approach employment issues. The response rate was 100% from program directors, 57.9% from residents and 44% from community paediatric neurologists. We found that the number of projected positions in academic paediatric neurology is fewer than the number of paediatric neurologists that are being trained over the next five to ten years, despite a clinical need for paediatric neurologists. Paediatric neurology residents are concerned about job availability and desire more career counselling. There is a current and projected clinical demand for paediatric neurologists despite a lack of academic positions. Training programs should focus on community neurology as a viable career option.

Transportability of tertiary qualifications and CPD: A continuing challenge for the global health workforce

Directory of Open Access Journals (Sweden)

Saltman Deborah C

2012-07-01

Full Text Available Abstract Background In workforces that are traditionally mobile and have long lead times for new supply, such as health, effective global indicators of tertiary education are increasingly essential. Difficulties with transportability of qualifications and cross-accreditation are now recognised as key barriers to meeting the rapidly shifting international demands for health care providers. The plethora of mixed education and service arrangements poses challenges for employers and regulators, let alone patients; in determining equivalence of training and competency between individuals, institutions and geographical locations. Discussion This paper outlines the shortfall of the current indicators in assisting the process of global certification and competency recognition in the health care workforce. Using Organisation for Economic Cooperation and Development (OECD data we highlight how International standardisation in the tertiary education sector is problematic for the global health workforce. Through a series of case studies, we then describe a model which enables institutions to compare themselves internally and with others internationally using bespoke or prioritised parameters rather than standards. Summary The mobility of the global health workforce means that transportability of qualifications is an increasing area of concern. Valid qualifications based on workplace learning and assessment requires at least some variables to be benchmarked in order to judge performance.

Demand and supply of doctors and dentists in Bahrain, 1998-2005.

Science.gov (United States)

Ahmed, A A; Fateha, B; Benjamin, S

2000-01-01

We examined the supply and demand of medical doctors and dentists in Bahrain. Demand for physicians and dentists was based on the objective of having a physician-to-population ratio of 1:650, and a dentist-to-population ratio of 1:5000. Analysis of the current workforce and projected graduates in the period 1998-2005 indicated that the supply of Bahraini medical doctors and dentists until the year 2005 will not be sufficient to meet the projected demand in these categories. By the year 2005, Bahraini doctors and dentists will provide 82.5% and 75.9% of medical and dental demands respectively. The remaining 17.2% of physicians and 24.1% of dentists will have to be recruited from abroad. Thus, the prospect of oversupply of Bahrainis among these categories until the year 2005 is highly unlikely.

Future demand in electrical power and meeting this demand, in particular with the aid of nuclear energy

International Nuclear Information System (INIS)

1976-07-01

As a part of the research program in question, the study deals with meeting the electrical power demand in the FRG until the year 2000 in the best possible way with regard to costs, and evaluating the long-term technical, ecological, and economical effects resulting thereof. With the aid of a model, the construction of additional plants and the use of the FRG's power plant network, always applying economical criteria, are investigated while allowing for adequate assurance of supply. It becomes obvious that the power plants and fuels available influence a 25-year planning period. In the year 2000, nuclear energy will play a dominating role in meeting the demand, the conventional thermal power plants will be used more for coping with the above-average medium laods, while peak loads will be met, above all, by pump storage stations. (UA) [de

The role of nuclear power in meeting future energy demands

International Nuclear Information System (INIS)

Fuchs, K.

1977-01-01

Future energy demands and possibilities of meeting them are outlined. The current status and future developments of nuclear energetics all over the world and in the CMEA member states are discussed considering reactor safety, fission product releases, and thermal pollution of the environment

Rural mental health workforce difficulties: a management perspective.

Science.gov (United States)

Moore, T; Sutton, K; Maybery, D

2010-01-01

organisations. Interviewees indicated that these issues make it difficult for organisations to support personnel in ways that enhance personal and professional satisfaction and so retention and, in turn, the capacity to recruit new employees. Participants also highlighted issues internal to the organisation. The tensions that flow from the systemic forces require highly creative leadership to negotiate the numerous policy changes, diverse sources of funding, training regimens, worker cohorts and models of care. Managers must nurture the capacity of their own organisation to respond flexibly to the demands, by establishing a responsive culture and structure. They must also encourage the collaboration of their other organisations in their sub-regional grouping and the development of a regional sensibility. The approach taken by the study, particularly its focus on a management perspective, revealed that the difficulties experienced are the product of a core tension between a growing demand for mental health care, emerging specialities and technological advances in the field, and a diminished systemic capacity to support organisations in meeting the demand. Resolving this core tension is a key to the maintenance of a sustainable and effective workforce in Gippsland, and the role of management is crucial to that resolution.

The role of hydropower in meeting Turkey's electric energy demand

International Nuclear Information System (INIS)

Yuksek, Omer; Komurcu, Murat Ihsan; Yuksel, Ibrahim; Kaygusuz, Kamil

2006-01-01

The inherent technical, economic and environmental benefits of hydroelectric power, make it an important contributor to the future world energy mix, particularly in the developing countries. These countries, such as Turkey, have a great and ever-intensifying need for power and water supplies and they also have the greatest remaining hydro potential. From the viewpoint of energy sources such as petroleum and natural gas, Turkey is not a rich country; but it has an abundant hydropower potential to be used for generation of electricity and must increase hydropower production in the near future. This paper deals with policies to meet the increasing electricity demand for Turkey. Hydropower and especially small hydropower are emphasized as Turkey's renewable energy sources. The results of two case studies, whose results were not taken into consideration in calculating Turkey's hydro electric potential, are presented. Turkey's small hydro power potential is found to be an important energy source, especially in the Eastern Black Sea Region. The results of a study in which Turkey's long-term demand has been predicted are also presented. According to the results of this paper, Turkey's hydro electric potential can meet 33-46% of its electric energy demand in 2020 and this potential may easily and economically be developed

Microcomputer-based workforce scheduling for hospital porters.

Science.gov (United States)

Lin, C K

1999-01-01

This paper focuses on labour scheduling for hospital porters who are the major workforce providing routine cleansing of wards, transportation and messenger services. Generating an equitable monthly roster for porters while meeting the daily minimum demand is a tedious task scheduled manually by a supervisor. In considering a variety of constraints and goals, a manual schedule was usually produced in seven to ten days. To be in line with the strategic goal of scientific management of an acute care regional hospital in Hong Kong, a microcomputer-based algorithm was developed to schedule the monthly roster. The algorithm, coded in Digital Visual Fortran 5.0 Professional, could generate a monthly roster in seconds. Implementation has been carried out since September 1998 and the results proved to be useful to hospital administrators and porters. This paper discusses both the technical and human issues involved during the computerization process.

Meeting India's growing energy demand with nuclear power

International Nuclear Information System (INIS)

Matzie, R.

2009-01-01

Full text: With world energy demand expected to nearly double by 2030, the need for safe, reliable and clean energy is imperative. In India, energy demand has outpaced the increase in energy production, with the country experiencing as much as a 12 percent gap between peak demand and availability. To meet demand, nuclear power is the ideal solution for providing baseload electricity, and as much as 40-60 GWe of nuclear capacity will need to be added throughout the county over the next 20 years. This presentation will describe the benefits of nuclear power compared to other energy sources, provide an overview of new nuclear power plant construction projects worldwide, and explain the benefits and advantages of the Westinghouse AP1000 nuclear power plant. The presentation will also outline the steps that Westinghouse is taking to help facilitate new nuclear construction in India, and how the company's 'Buy Where We Build' approach to supply chain management will positively impact the Indian economy through continued in-country supplier agreements, job creation, and the exporting of materials and components to support AP1000 projects outside of India. Finally, the presentation will show that the experience Westinghouse is gaining in constructing AP1000 plants in both China and the United States will help ensure the success of projects in India

Supply and Demand Analysis of the Orthopaedic Trauma Surgeon Workforce in the United States.

Science.gov (United States)

Sielatycki, John A; Sawyer, Jeffrey R; Mir, Hassan R

2016-05-01

To investigate recent trends in the orthopaedic trauma workforce and to assess whether supply of orthopaedic trauma surgeons (OTS) matches the demand for their skills. Supply estimated using Orthopaedic Trauma Association (OTA) membership and American Academy of Orthopaedic Surgeons census data. The annual number of operative pelvic and acetabular fractures reported by American College of Surgeons verified trauma centers in the National Trauma Data Bank (NTDB) was used as a surrogate of demand. Because surrogates were used, the annual rate of change in OTA membership versus rate of change in operative injuries per NTDB center was compared. From 2002 to 2012, reported operative pelvic and acetabular injuries increased by an average of 21.0% per year. The number of reporting trauma centers increased by 27.2% per year. The number of OTA members increased each year except in 2009, with mean annual increase of 9.8%. The mean number of orthopaedic surgeons per NTDB center increased from 7.98 to 8.58, an average of 1.5% per year. The annual number of operative pelvic and acetabular fractures per NTDB center decreased from 27.1 in 2002 to 19.03 in 2012, down 2.0% per year. In the United States, from 2002 to 2012, the number of OTS trended upward, whereas operative pelvic and acetabular cases per reporting NTDB center declined. These trends suggest a net loss of such cases per OTS over this period.

Improving Allocation And Management Of The Health Workforce In Zambia.

Science.gov (United States)

Walsh, Fiona J; Musonda, Mutinta; Mwila, Jere; Prust, Margaret Lippitt; Vosburg, Kathryn Bradford; Fink, Günther; Berman, Peter; Rockers, Peter C

2017-05-01

Building a health workforce in low-income countries requires a focused investment of time and resources, and ministries of health need tools to create staffing plans and prioritize spending on staff for overburdened health facilities. In Zambia a demand-based workload model was developed to calculate the number of health workers required to meet demands for essential health services and inform a rational and optimized strategy for deploying new public-sector staff members to the country's health facilities. Between 2009 and 2011 Zambia applied this optimized deployment policy, allocating new health workers to areas with the greatest demand for services. The country increased its health worker staffing in districts with fewer than one health worker per 1,000 people by 25.2 percent, adding 949 health workers to facilities that faced severe staffing shortages. At facilities that had had low staffing levels, adding a skilled provider was associated with an additional 103 outpatient consultations per quarter. Policy makers in resource-limited countries should consider using strategic approaches to identifying and deploying a rational distribution of health workers to provide the greatest coverage of health services to their populations. Project HOPE—The People-to-People Health Foundation, Inc.

EIA sees US gas grid meeting demand in 2000

International Nuclear Information System (INIS)

Anon.

1992-01-01

This paper reports that interstate natural gas pipelines should be able to meet record US natural gas demand by 2000, Energy Information Administration predicts in a new study. The EIA study examined the capacity of 42 long lines, average utilization of the pipeline grid, and recently completed or planned capacity expansions. EIA the significant additional volumes could be transported into some major consuming areas during off-peak periods

Hooked on Coal: Meeting Energy Demands in the Philippines

Science.gov (United States)

2011-10-27

overview/seeking-balance-while-electricity-supply- surges-meet-demand-companies-struggle-find-domestic 10 Lenie Lectura , “Long, Uphill Climb Before...Yet, Says Scientist,” 2 February 2009, accessed 6 October 2017, Proquest. 59 Lenie Lectura , “DOE Chief Favors Nuclear-Power Generation for PHL...139, accessed 6 October 2017, Proquest. 63 Lenie Lectura , “DOE Chief Favors Nuclear-Power Generation for PHL,” Business Mirror, 30 August 2016

Global plants introductory session. Modern training meeting the future needs of the nuclear industry

International Nuclear Information System (INIS)

Ramdohr, Kerstin

2010-01-01

For the AREVA group training is more than just transferring knowledge skills. It also means developing attitudes and meeting the changing challenges of people development, of its customer's employees and of its own employees. AREVA wants to meet the world's energy challenges and has therefore taken on the mission of enabling as many as possible to have access to energy that is clean, safe and economical. In order to meet this greatest challenge of the 21 st century with its growing demand for energy, AREVA requires a rapid increase of its global workforce. This means that 45.000 new recruits must be hired by 2012. In particular the rapid growth of AREVA's Reactors and Services division due to its business development produces an increasing demand for effective training services in order to prepare the newly recruited employees for their professional activities. (orig.)

Dynamic simulation for effective workforce management in new product development

Directory of Open Access Journals (Sweden)

M. Mutingi

2012-10-01

Full Text Available Effective planning and management of workforce for new product development (NPD projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce management problem in a typical NPD project consisting of design, prototyping, and production phases. We assume that workforce demand is a function of project work remaining and the current available skill pool. System dynamics simulation concepts are used to capture the causality relationships and feedback loops in the workforce system from a systems thinking. The evaluation of system dynamics simulation reveals the dynamic behaviour in NPD workforce management systems and shows how adaptive dynamic recruitment and training decisions can effectively balance the workforce system during the NPD process.

Are "part-time" general practitioners workforce idlers or committed professionals?

Science.gov (United States)

Dwan, Kathryn M; Douglas, Kirsty A; Forrest, Laura E

2014-09-19

The traditional view of general practice holds that only general practitioners (GPs) in full-time clinical practice can provide quality patient care. Nevertheless, increasing numbers of GPs are choosing to work sessionally, that is, ostensibly "part-time". There are concerns about the health workforce's ability to meet demand and also fears that patient care may be compromised. We sought answers to a) what activities do GPs undertake when not consulting patients, b) why do they choose to work sessionally, and c) does sessional general practice reflect a lack of commitment to patients and the profession? Semi-structured interviews were conducted with GPs who worked sessionally, (i.e. six or fewer sessions a week in clinical general practice, where a session comprises four consecutive hours of patient care). These data were analysed qualitatively and saturation was reached. The majority of participants were in full-time paid employment, while part-time in clinical general practice. They reported that consultations increasingly required the management of patients with complex, chronic conditions who also required psychological management. Coupled with unrealistic patient expectations, these factors led GPs to be concerned about maintaining the quality patient care they considered professionally desirable. Many diversified their work activities to ensure that they retained their professional standards. "Part-time" general practice is a misnomer that masks the contribution these GPs make as part of the health workforce. Sessional practice more accurately describes the nature of our participants' clinical work. Their choice of sessional work is a professional response to the increasing demands within the consultation. It enables GPs to maintain their commitment to quality patient care and their profession, while attenuating the challenges of demanding consultations. Sessional general practitioners demonstrate strong commitment to their patients and the profession.

Ten years of health workforce planning in the Netherlands: a tentative evaluation of GP planning as an example

Directory of Open Access Journals (Sweden)

Van Greuningen Malou

2012-08-01

Full Text Available Abstract Introduction In many countries, health-care labour markets are constantly being challenged by an alternation of shortage and oversupply. Avoiding these cyclic variations is a major challenge. In the Netherlands, a workforce planning model has been used in health care for ten years. Case description Since 1970, the Dutch government has explored different approaches to determine the inflow in medical schools. In 2000, a simulation model for health workforce planning was developed to estimate the required and available capacity of health professionals in the Netherlands. In this paper, this model is explained, using the Dutch general practitioners as an example. After the different steps in the model are clarified, it is shown how elements can be added to arrive at different versions of the model, or ‘scenarios’. A comparison is made of the results of different scenarios for different years. In addition, the subsequent stakeholder decision-making process is considered. Discussion and evaluation Discussion of this paper shows that workforce planning in the Netherlands is a complex modelling task, which is sensitive to different developments influencing the balance between supply and demand. It seems plausible that workforce planning has resulted in a balance between supply and demand of general practitioners. Still, it remains important that the modelling process is accepted by the different stakeholders. Besides calculating the balance between supply and demand, there needs to be an agreement between the stakeholders to implement the advised training inflow. The Dutch simulation model was evaluated using six criteria to be met by models suitable for policy objectives. This model meets these criteria, as it is a comprehensive and parsimonious model that can include all relevant factors. Conclusion Over the last decade, health workforce planning in the Netherlands has become an accepted instrument for calculating the required supply of

Geoscience Workforce Development at UNAVCO: Leveraging the NSF GAGE Facility

Science.gov (United States)

Morris, A. R.; Charlevoix, D. J.; Miller, M.

2013-12-01

Global economic development demands that the United States remain competitive in the STEM fields, and developing a forward-looking and well-trained geoscience workforce is imperative. According to the Bureau of Labor Statistics, the geosciences will experience a growth of 19% by 2016. Fifty percent of the current geoscience workforce is within 10-15 years of retirement, and as a result, the U.S. is facing a gap between the supply of prepared geoscientists and the demand for well-trained labor. Barring aggressive intervention, the imbalance in the geoscience workforce will continue to grow, leaving the increased demand unmet. UNAVCO, Inc. is well situated to prepare undergraduate students for placement in geoscience technical positions and advanced graduate study. UNAVCO is a university-governed consortium facilitating research and education in the geosciences and in addition UNAVCO manages the NSF Geodesy Advancing Geosciences and EarthScope (GAGE) facility. The GAGE facility supports many facets of geoscience research including instrumentation and infrastructure, data analysis, cyberinfrastructure, and broader impacts. UNAVCO supports the Research Experiences in the Solid Earth Sciences for Students (RESESS), an NSF-funded multiyear geoscience research internship, community support, and professional development program. The primary goal of the RESESS program is to increase the number of historically underrepresented students entering graduate school in the geosciences. RESESS has met with high success in the first 9 years of the program, as more than 75% of RESESS alumni are currently in Master's and PhD programs across the U.S. Building upon the successes of RESESS, UNAVCO is launching a comprehensive workforce development program that will network underrepresented groups in the geosciences to research and opportunities throughout the geosciences. This presentation will focus on the successes of the RESESS program and plans to expand on this success with broader

Impedance is modulated to meet accuracy demands during goal-directed arm movements

NARCIS (Netherlands)

Selen, L.P.J.; Beek, P.J.; van Dieen, J.H.

2006-01-01

The neuromuscular system is inherently noisy and joint impedance may serve to filter this noise. In the present experiment, we investigated whether individuals modulate joint impedance to meet spatial accuracy demands. Twelve subjects were instructed to make rapid, time constrained, elbow extensions

Meeting residential space heating demand with wind-generated electricity

International Nuclear Information System (INIS)

Hughes, Larry

2010-01-01

Worldwide, many electricity suppliers are faced with the challenge of trying to integrate intermittent renewables, notably wind, into their energy mix to meet the needs of those services that require a continuous supply of electricity. Solutions to intermittency include the use of rapid-response backup generation and chemical or mechanical storage of electricity. Meanwhile, in many jurisdictions with lengthy heating seasons, finding secure and preferably environmentally benign supplies of energy for space heating is also becoming a significant challenge because of volatile energy markets. Most, if not all, electricity suppliers treat these twin challenges as separate issues: supply (integrating intermittent renewables) and demand (electric space heating). However, if space heating demand can be met from an intermittent supply of electricity, then both of these issues can be addressed simultaneously. One such approach is to use off-the-shelf electric thermal storage systems. This paper examines the potential of this approach by applying the output from a 5.15 MW wind farm to the residential heating demands of detached households in the Canadian province of Prince Edward Island. The paper shows that for the heating season considered, up to 500 households could have over 95 percent of their space heating demand met from the wind farm in question. The benefits as well as the limitations of the approach are discussed in detail. (author)

Building a more diverse biomedical engineering workforce: Biomedical engineering at the university of the district of Columbia, a historically black college & university.

Science.gov (United States)

Thompson, Lara A; Adebayo, A Segun; Nian Zhang; Haghani, Sasan; Dowell, Kathleen; Shetty, Devdas

2016-08-01

Biomedical Engineering (BME) is a new, multidisciplinary, and rapidly growing field, however, the BME Workforce suffers from limited ethnic and gender diversity. Despite the demand and growth of this new field due to its public health importance, only 4 out of the 107 Historically Black Colleges and Universities (HBCUs) nationwide offers a Bachelor's of Science (B.S.) in Bio-Engineering related fields. In order to contribute to a growing BME Workforce, HBCUs need to react and offer more degree-programs relevant to BME. At the University of the District of Columbia (UDC), an HBCU and the District's only public institution for higher learning, we have recently established a new, degree program: Bachelor of Science in Biomedical Engineering (B.S. in BME) full-board approved in Fall 2014, with program activities initiated in Fall 2015. The educational goal of this program is to enhance the quality and diversity of the BME Workforce via student professional development, new and relevant BME courses, and BME scholarly activities (e.g., guest lectures and journal club sessions), ultimately to increase the number of ethnic minorities pursuing careers and degrees in BME. Through our program activities, we are aiming to meet the nation's demand to contribute to a diverse BME workforce, directed towards solving problems in human health. A secondary, but related goal, is to increase the diversity of STEM-related fields. This paper summarizes our initial, but encouraging, BME activity-related findings. However, this study will be longitudinal (on a multiple year time period) to observe the true outcomes of our initiative.

Nursing education in China: Meeting the global demand for quality healthcare

Directory of Open Access Journals (Sweden)

Carol Chunfeng Wang

2016-03-01

This paper argues that the standard of nursing education in China plays a crucial role in preparing graduates to meet the health demands of China's growing population and the role that China can play into the future in the global progression of nursing. Collaboration between nursing authorities, educators, and legislators is required to support the progression of nursing worldwide.

Anaesthesia medical workforce in New Zealand.

Science.gov (United States)

King, S Y

2006-04-01

This survey was conducted in all 28 New Zealand District Health Boards with a response rate of 100%. The Clinical Directors of Departments of Anaesthesia were asked to quantify their current anaesthesia service delivery and to assess their workforce level. Over half of the District Health Boards reported understaffing, fifty percent occurring in hospitals of provincial cities or towns with an inability to attract specialist anaesthesia staff. Financial constraint was the other main reason for understaffing. With the information from the survey, an attempt was made to predict future New Zealand anaesthesia workforce requirements. A model for Australasia established by Baker in 1997 was used. In comparing this survey to previous studies, there is evidence that the nature and expectations of the anaesthesia workforce are changing as well as the work environment. Currently, there is no indication that anaesthesia specialist training numbers should be reduced. Close, ongoing monitoring and planning are essential to ensure future demands for anaesthesia services can be met.

Development of world energy requirements and ways of meeting the demand

International Nuclear Information System (INIS)

Valvoda, Z.

1977-01-01

The development is described of the past and future energy demand and the possibility is discussed of using fossil and non-fossil energy sources in meeting the needs of population. The use of alternative energy sources is recommended to reduce the fossil fuel demand, such as solar energy, water energy, geothermal energy, tidal energy, wind energy, sea wave energy, ocean temperature gradients, photosynthesis, glacier energy and nuclear fission energy. The comparison of the possible use of the respective types of energy sources shows that only geothermal energy, tidal energy and the nuclear energy produced by thermal reactors have undergone the whole developmental stage and are industrially applicable. (Oy)

Transformation by design: nursing workforce innovation and reduction strategies in turbulent times of change.

Science.gov (United States)

Palazzo, Mary O

2015-01-01

The evolution of care delivery from an acute care and inpatient standard to the outpatient setting and health promotion model is generating the need for innovative workforce and infrastructure adjustments to meet the new paradigm of population health management. Successful transformation of the nursing workforce necessitates a positive style of thinking that addresses rational concerns during times of difficult transition. Nurse leaders are called to recognize and appreciate the strengths of the nursing workforce by involving them in the course of change through collaboration, planning, and discussion. One unique way to plan and develop new care delivery models is to adopt the framework used in health facility planning and design for new services, units, or hospitals. This framework is flexible and can be adjusted easily to meet the objectives of a small nursing workforce innovation project or expanded to encompass the needs of a large-scale hospital transformation. Structured questioning further helps the team to identify barriers to care and allows for the development of new concepts that are objective and in accord with evidence-based practice and data. This article explores the advantages and disadvantages of implementing innovative workforce redesign and workforce reduction strategies.

Perceived job demands relate to self-reported health complaints

NARCIS (Netherlands)

Roelen, C.A.M.; Schreuder, K.J.; Koopmans, P.C.; Groothoff, J.W.

Background Illness and illness behaviour are important problems in the Dutch workforce. Illness has been associated with job demands, with high demands relating to poorer health. It has not been reported whether subjective health complaints relate to job demands. Aims To investigate whether

A transition program to primary health care for new graduate nurses: a strategy towards building a sustainable primary health care nurse workforce?

Science.gov (United States)

Gordon, Christopher J; Aggar, Christina; Williams, Anna M; Walker, Lynne; Willcock, Simon M; Bloomfield, Jacqueline

2014-01-01

This debate discusses the potential merits of a New Graduate Nurse Transition to Primary Health Care Program as an untested but potential nursing workforce development and sustainability strategy. Increasingly in Australia, health policy is focusing on the role of general practice and multidisciplinary teams in meeting the service needs of ageing populations in the community. Primary health care nurses who work in general practice are integral members of the multidisciplinary team - but this workforce is ageing and predicted to face increasing shortages in the future. At the same time, Australia is currently experiencing a surplus of and a corresponding lack of employment opportunities for new graduate nurses. This situation is likely to compound workforce shortages in the future. A national nursing workforce plan that addresses supply and demand issues of primary health care nurses is required. Innovative solutions are required to support and retain the current primary health care nursing workforce, whilst building a skilled and sustainable workforce for the future. This debate article discusses the primary health care nursing workforce dilemma currently facing policy makers in Australia and presents an argument for the potential value of a New Graduate Transition to Primary Health Care Program as a workforce development and sustainability strategy. An exploration of factors that may contribute or hinder transition program for new graduates in primary health care implementation is considered. A graduate transition program to primary health care may play an important role in addressing primary health care workforce shortages in the future. There are, however, a number of factors that need to be simultaneously addressed if a skilled and sustainable workforce for the future is to be realised. The development of a transition program to primary health care should be based on a number of core principles and be subjected to both a summative and cost

Workforce Development : Middle East and North Africa Regional Synthesis Report

OpenAIRE

Abu-Ghaida, Dina; Thacker, Simon

2015-01-01

The workforce development (WfD) systems of the seven MENA countries studied in this exercise—Egypt, Iraq, Jordan, Morocco, the Palestinian Territories, Tunisia, and Yemen—were evaluated using the Systems Approach for Better Education Results (SABER) workforce development diagnostic tool and scored similarly in many aspects. Broadly, the seven MENA countries’ WfD systems remain very much in need of policy and institutional reform in order to better match skills demand with skills supply. Wi...

Domestic Wind Energy Workforce; NREL (National Renewable Energy Laboratory)

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2015-07-30

A robust workforce is essential to growing domestic wind manufacturing capabilities. NREL researchers conducted research to better understand today's domestic wind workforce, projected needs for the future, and how existing and new education and training programs can meet future needs. This presentation provides an overview of this research and the accompanying industry survey, as well as the Energy Department's Career Maps, Jobs & Economic Development Impacts models, and the Wind for Schools project.

Developing a diverse and inclusive workforce in astronomy

Science.gov (United States)

Hunter, Lisa; McConnell, Nicholas; Seagroves, Scott; Barnes, Austin; Smith, Sonya; Palomino, Rafael

2018-06-01

Workforce development -- the preparation and advancement of a diverse and effective workforce -- in astronomy demands attention to a range of different career pathways, such as scientific users, telescope operations, and instrument builders. We will discuss the resources, expertise, and leadership needed to address workforce development challenges in astronomy, and the potential of one or more white papers to be prepared for the 2020 Decadal Survey. Potential white paper topics include (1) mentoring, training, and workplace practices to support diversity and inclusion; (2) enabling the next generation of astronomy faculty to teach effectively and inclusively; (3) supporting telescopes’ needs for local engineering and technologist talent, while telescope collaborations grow in scale and global extent; and (4) equipping early-career astronomers and instrumentalists with strategies and tools that are necessary for collaborating effectively on international teams.

Is health workforce planning recognising the dynamic interplay between health literacy at an individual, organisation and system level?

Science.gov (United States)

Naccarella, Lucio; Wraight, Brenda; Gorman, Des

2016-02-01

The growing demands on the health system to adapt to constant change has led to investment in health workforce planning agencies and approaches. Health workforce planning approaches focusing on identifying, predicting and modelling workforce supply and demand are criticised as being simplistic and not contributing to system-level resiliency. Alternative evidence- and needs-based health workforce planning approaches are being suggested. However, to contribute to system-level resiliency, workforce planning approaches need to also adopt system-based approaches. The increased complexity and fragmentation of the healthcare system, especially for patients with complex and chronic conditions, has also led to a focus on health literacy not simply as an individual trait, but also as a dynamic product of the interaction between individual (patients, workforce)-, organisational- and system-level health literacy. Although it is absolutely essential that patients have a level of health literacy that enables them to navigate and make decisions, so too the health workforce, organisations and indeed the system also needs to be health literate. Herein we explore whether health workforce planning is recognising the dynamic interplay between health literacy at an individual, organisation and system level, and the potential for strengthening resiliency across all those levels.

The demographic impact and development benefits of meeting demand for family planning with modern contraceptive methods.

Science.gov (United States)

Goodkind, Daniel; Lollock, Lisa; Choi, Yoonjoung; McDevitt, Thomas; West, Loraine

2018-01-01

Meeting demand for family planning can facilitate progress towards all major themes of the United Nations Sustainable Development Goals (SDGs): people, planet, prosperity, peace, and partnership. Many policymakers have embraced a benchmark goal that at least 75% of the demand for family planning in all countries be satisfied with modern contraceptive methods by the year 2030. This study examines the demographic impact (and development implications) of achieving the 75% benchmark in 13 developing countries that are expected to be the furthest from achieving that benchmark. Estimation of the demographic impact of achieving the 75% benchmark requires three steps in each country: 1) translate contraceptive prevalence assumptions (with and without intervention) into future fertility levels based on biometric models, 2) incorporate each pair of fertility assumptions into separate population projections, and 3) compare the demographic differences between the two population projections. Data are drawn from the United Nations, the US Census Bureau, and Demographic and Health Surveys. The demographic impact of meeting the 75% benchmark is examined via projected differences in fertility rates (average expected births per woman's reproductive lifetime), total population, growth rates, age structure, and youth dependency. On average, meeting the benchmark would imply a 16 percentage point increase in modern contraceptive prevalence by 2030 and a 20% decline in youth dependency, which portends a potential demographic dividend to spur economic growth. Improvements in meeting the demand for family planning with modern contraceptive methods can bring substantial benefits to developing countries. To our knowledge, this is the first study to show formally how such improvements can alter population size and age structure. Declines in youth dependency portend a demographic dividend, an added bonus to the already well-known benefits of meeting existing demands for family planning.

The global pharmacy workforce: a systematic review of the literature

Directory of Open Access Journals (Sweden)

Anderson Claire

2009-06-01

Full Text Available Abstract The importance of health workforce provision has gained significance and is now considered one of the most pressing issues worldwide, across all health professions. Against this background, the objectives of the work presented here were to systematically explore and identify contemporary issues surrounding expansion of the global pharmacy workforce in order to assist the International Pharmaceutical Federation working group on the workforce. International peer and non-peer-reviewed literature published between January 1998 and February 2008 was analysed. Articles were collated by performing searches of appropriate databases and reference lists of relevant articles; in addition, key informants were contacted. Information that met specific quality standards and pertained to the pharmacy workforce was extracted to matrices and assigned an evidence grade. Sixty-nine papers were identified for inclusion (48 peer reviewed and 21 non-peer-reviewed. Evaluation of evidence revealed the global pharmacy workforce to be composed of increasing numbers of females who were working fewer hours; this decreased their overall full-time equivalent contribution to the workforce, compared to male pharmacists. Distribution of pharmacists was uneven with respect to location (urban/rural, less-developed/more-developed countries and work sector (private/public. Graduates showed a preference for completing pre-registration training near where they studied as an undergraduate; this was of considerable importance to rural areas. Increases in the number of pharmacy student enrolments and pharmacy schools occurred alongside an expansion in the number and roles of pharmacy technicians. Increased international awareness and support existed for the certification, registration and regulation of pharmacy technicians and accreditation of training courses. The most common factors adding to the demand for pharmacists were increased feminization, clinical governance measures

Diverse and educated workforce –requirement in the recovery context

Directory of Open Access Journals (Sweden)

Codruţa Ilinca DRĂGOIU

2010-06-01

Full Text Available The existence of a highly skilled workforce is a key factor to the new challenges of globalization, population growth, aging, development of new information technologies and the need for appropriate and rational use of resources. Investing in training in terms of ensuring equal opportunities is a requisite for ensuring a healthy, creative and innovative workforce, with appropriate professional skills and knowledge to produce tangible and intangible goods and services that can meet the challenges of economic recovery, being the main driver of innovation and progress. Also, a diverse workforce with varied characteristics, perspectives and ideas, is more effective in today's society where creativity and innovation are essential.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

OpenAIRE

Tom Baum; Catherine Cheung; Haiyan Kong; Anna Kralj; Shelagh Mooney; Hải Nguyễn Thị Thanh; Sridar Ramachandran; Marinela Dropulić Ružić; May Ling Siow

2016-01-01

This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Develo...

Policy challenges for the pediatric rheumatology workforce: Part III. the international situation

Directory of Open Access Journals (Sweden)

Henrickson Michael

2011-09-01

Full Text Available Abstract Survival dominates current pediatric global health priorities. Diseases of poverty largely contribute to overall mortality in children under 5 years of age. Infectious diseases and injuries account for 75% of cause-specific mortality among children ages 5-14 years. Twenty percent of the world's population lives in extreme poverty (income below US $1.25/day. Within this population, essential services and basic needs are not met, including clean water, sanitation, adequate nutrition, shelter, access to health care, medicines and education. In this context, musculoskeletal disease comprises 0.1% of all-cause mortality in children ages 5-14 years. Worldwide morbidity from musculoskeletal disease remains generally unknown in the pediatric age group. This epidemiologic data is not routinely surveyed by international agencies, including the World Health Organization. The prevalence of pediatric rheumatic diseases based on data from developed nations is in the range of 2,500 - 3,000 cases per million children. Developing countries' needs for musculoskeletal morbidity are undergoing an epidemiologic shift to chronic conditions, as leading causes of pediatric mortality are slowly quelled. A global crisis of health care providers and human resources stems from insufficient workforce production, inability to retain workers in areas of greatest need, distribution disparity and poor management of both health care systems and health workforce. Internationally, the pediatric rheumatology workforce will also be in very short supply for the foreseeable future relative to projected demand. Physician extenders are an essential resource to meet this demand in underserved regions. They can be trained in common aspects of musculoskeletal medicine and rheumatic conditions. Innovative strategies have been introduced in the United Kingdom to address musculoskeletal medicine educational deficiencies. Telemedicine offers an important capacity to improve access to

Power without manpower: Forecasting labour demand for Estonian energy sector

International Nuclear Information System (INIS)

Meriküll, Jaanika; Eamets, Raul; Humal, Katrin; Espenberg, Kerly

2012-01-01

As energy demand and prices continue to grow, oil shale might help mitigate the energy crisis—it can widely be found all over the world but so far has not been widely used. Estonia is unique in the world for producing a large majority of energy out of oil shale and has been set as an example in numerous papers covering oil shale deposits, technology etc. This paper is the first to analyse oil shale energy related workforce and provides scenario forecasts of the labour demand for the Estonian energy sector in 2010–2020. The contribution of the paper is twofold. First, the paper provides a valuable insight into oil shale energy related workforce, enabling to take into consideration the educational needs in countries where oil shale industry might be set up. Second, methodology-wise, the paper relates labour demand and supply to different scenarios of energy production capacities. The results illustrate problems related to aging of the workforce in energy production. If the existing trends continue in educational attainment in Estonia, there will be a serious shortage of high-skilled engineering and manufacturing specialists. Our method provides a simple yet reliable enough way to check for such problems early enough. - Highlights: ► This paper analyses oil shale energy related workforce and provides scenario forecasts. ► This is the first study to investigate the workforce related to oil shale energy production. ► The main workforce-related problem in the sector is ageing of the workforce. ► Workers immigrating to the sector during the Soviet times are at the retirement age. ► There will be a serious shortage of engineers for energy sector in the near future.

The dentist workforce in Kuwait to the year 2020.

Science.gov (United States)

Al-Jarallah, K F; Moussa, M A A; Al-Duwairi, Y; Zaatar, E; Al-Khanfar, K F

2010-09-01

To project the future demand for dentists in Kuwait for the years 2007 to 2020 based on the period 1994 to 2006. The study addresses the supply of and demand for dentists in Kuwait in the light of emerging variables such as increasing population, economic growth, changes in dental care, education strategies, and changes in demographics of dentists. Population projections for the years 2007 to 2020 were derived using the average annual natural increase rate of the 1994-2006 populations. The future demand for dentists for the years 2007 to 2020 was projected using the average dentist to population ratios of the years 1994-2006. The average annual growth rate of indigenous Kuwaiti dentists during the period 1994-2006 was 5.58% compared to 31.9% for non-native expatriot dentists. There is a gap between the numbers of native and foreign dentists. In 2006, native dentists constituted 44.4% of the dental workforce in Kuwait, this is likely to affect the quality of provided dental care owing to language, religious and sociocultural barriers between foreign dentists and patients. The disparity between the total number of dentists needed and the number of native dentists is expected to decline from 54.41% in 2007 to 24.67% in 2020. The supply of native dentists is likely to remain insufficient to meet the projected demand until the year 2020. The supply of indigenous dentists should be increased through improvement in recruitment and retention of Kuwaiti national dentists and dental students.

The Two-Year Colleges' Role in Building the Future Geoscience Technical Workforce

Science.gov (United States)

Wolfe, B.

2014-12-01

Careers in energy science related fields represent significant job growth in the U.S. Yet post-secondary career and technical programs have not kept pace with demand and energy science curriculum, including fundamental concepts of energy generation and environmental impact, lacks a firm position among general or career and technical education courses. Many of these emerging energy related jobs are skilled labor and entry level technical positions requiring less than a bachelor's degree. These include jobs such as solar/photovoltaic design and installation, solar water and space heating installation, energy management, efficiency and conservation auditor, environmental technician, etc. These energy related career pathways fit naturally within the geosciences discipline. Many of these jobs can be filled by individuals from HVAC, Industrial technology, welding, and electrical degree programs needing some additional specialized training and curriculum focused on fundamental concepts of energy, fossil fuel exploration and use, atmospheric pollution, energy generation, alternative energy sources, and energy conservation. Two-year colleges (2ycs) are uniquely positioned to train and fill these workforce needs as they already have existing career and technical programs and attract both recent high school graduates, as well as non-traditional students including displaced workers and returning veterans. We have established geoscience related workforce certificate programs that individuals completing the traditional industrial career and technical degrees can obtain to meet these emerging workforce needs. This presentation will discuss the role of geosciences programs at 2ycs in training these new workers, developing curriculum, and building a career/technical program that is on the forefront of this evolving industry.

Tracking the Health of the Geoscience Workforce

Science.gov (United States)

Gonzales, L. M.; Keane, C. M.; Martinez, C. M.

2008-12-01

Increased demands for resources and environmental activities, relative declines in college students entering technical fields, and expectations of growth commensurate with society as a whole challenge the competitiveness of the U.S. geoscience workforce. Because of prior business cycles, more than 50% of the workforce needed in natural resource industries in 10 years is currently not in the workforce. This issue is even more acute in government at all levels and in academic institutions. Here, we present a snapshot of the current status of the geoscience profession that spans geoscientists in training to geoscience professionals in government, industry, and academia to understand the disparity between the supply of and demand for geoscientists. Since 1996, only 1% of high school SAT test takers plan to major in geosciences at college. Although the total number of geoscience degrees granted at community colleges have increased by 9% since 1996 , the number of geoscience undergraduate degrees has decreased by 7%. The number of geoscience master's and doctoral degrees have increased 4% and 14% respectively in the same time period. However, by 2005, 68 geoscience departments were consolidated or closed in U.S. universities. Students who graduate with geoscience degrees command competitive salaries. Recent bachelors geoscience graduates earned an average salary of 31,366, whereas recent master's recipients earned an average of 81,300. New geosciences doctorates commanded an average salary of 72,600. Also, fFederal funding for geoscience research has increase steadily from 485 million in 1970 to $3.5 billion in 2005. Economic indicators suggest continued growth in geoscience commodity output and in market capitalization of geoscience industries. Additionally, the Bureau of Labor Statistics projects a 19% increase in the number of geoscience jobs from 2006 to 2016. Despite the increased demand for geoscientists and increase in federal funding of geoscience research

Building a Cybersecurity Workforce with Remote Labs

Science.gov (United States)

Martin, Nancy; Woodward, Belle

2013-01-01

Now more than ever, cybersecurity professionals are in demand and the trend is not expected to change anytime soon. Currently, only a small number of educational programs are funded and equipped to educate cybersecurity professionals and those few programs cannot train a workforce of thousands in a relatively short period of time. Moreover, not…

Facilitating Racial and Ethnic Diversity in the Health Workforce.

Science.gov (United States)

Snyder, Cyndy R; Frogner, Bianca K; Skillman, Susan M

2018-01-01

Racial and ethnic diversity in the health workforce can facilitate access to healthcare for underserved populations and meet the health needs of an increasingly diverse population. In this study, we explored 1) changes in the racial and ethnic diversity of the health workforce in the United States over the last decade, and 2) evidence on the effectiveness of programs designed to promote racial and ethnic diversity in the U.S. health workforce. Findings suggest that although the health workforce overall is becoming more diverse, people of color are most often represented among the entry-level, lower-skilled health occupations. Promising practices to help facilitate diversity in the health professions were identified in the literature, namely comprehensive programs that integrated multiple interventions and strategies. While some efforts have been found to be promising in increasing the interest, application, and enrollment of racial and ethnic minorities into health profession schools, there is still a missing link in understanding persistence, graduation, and careers.

Innovative Training Experience for Advancing Entry Level, Mid-Skilled and Professional Level URM Participation in the Geosciences Workforce

Science.gov (United States)

Okoro, M. H.; Johnson, A.

2015-12-01

The representation of URMs in the U.S. Geosciences workforce remains proportionally low compared to their representation in the general population (Bureau of Labor Sta.s.cs, 2014). Employment in this and related industries is projected to grow 32% by 2030 for minority workers (Gillula and Fullenbaum, 2014), corresponding to an additional 48,000 jobs expected to be filled by minorities (National Research Council, 2014). However, there is a shortage of employees with proper training in the hard sciences (Holeywell, 2014; Ganzglass, 2011), as well as craft skills (Hoover and Duncan, 2013), both important for middle skill employment. Industry recognizes the need for developing and retaining a diverse workforce, therefore we hightlight a program to serve as a potential vanguard initative for developing an innovative training experience for URM and underserved middle skilled workers with essential knowledge, experience and skills necessary to meet the demands of the Geosciences industry's growing need for a safe, productive and diverse workforce. Objectives are for participants to achieve the following: understanding of geosciences workforce trends and associated available opportunities; mastery of key environmental, health and safety topics; improvements in decision making skills and preparedness for responding to potential environmental, health and safety related situations; and engagement in one-on-one coaching sessions focused on resume writing, job interviewing and key "soft skills" (including conflict resolution, problem solving and critical observation, representing 3 major skills that entry- level workers typically lack.

Evidence-informed primary health care workforce policy: are we asking the right questions?

Science.gov (United States)

Naccarella, Lucio; Buchan, Jim; Brooks, Peter

2010-01-01

Australia is facing a primary health care workforce shortage. To inform primary health care (PHC) workforce policy reforms, reflection is required on ways to strengthen the evidence base and its uptake into policy making. In 2008 the Australian Primary Health Care Research Institute funded the Australian Health Workforce Institute to host Professor James Buchan, Queen Margaret University, UK, an expert in health services policy research and health workforce planning. Professor Buchan's visit enabled over forty Australian PHC workforce mid-career and senior researchers and policy stakeholders to be involved in roundtable policy dialogue on issues influencing PHC workforce policy making. Six key thematic questions emerged. (1) What makes PHC workforce planning different? (2) Why does the PHC workforce need to be viewed in a global context? (3) What is the capacity of PHC workforce research? (4) What policy levers exist for PHC workforce planning? (5) What principles can guide PHC workforce planning? (6) What incentives exist to optimise the use of evidence in policy making? The emerging themes need to be discussed within the context of current PHC workforce policy reforms, which are focussed on increasing workforce supply (via education/training programs), changing the skill mix and extending the roles of health workers to meet patient needs. With the Australian government seeking to reform and strengthen the PHC workforce, key questions remain about ways to strengthen the PHC workforce evidence base and its uptake into PHC workforce policy making.

Factors influencing long term dynamics of health care supply and demand

NARCIS (Netherlands)

Smits, M.T.; Roos, E.; Pries-Heje, J.; Chiasson, M.; Wareham, J.; Busquets, X.; Valor, J.

2012-01-01

Governments and other policy makers use long-term planning models to support workforce planning decisions for regulating care markets and to ensure accurate balancing between care supply and demand. Our aim is to understand long-term effects of workforce planning decisions on care markets, in order

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

International Nuclear Information System (INIS)

Mets, Mindy

2013-01-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI R ) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI R achievements include a unique program concept called NWI R Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

Energy Technology Data Exchange (ETDEWEB)

Mets, Mindy [Nuclear Workforce Initiative Program, SRS Community Reuse Organization, P.O. Box 696, Aiken, SC 29802 (United States)

2013-07-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI{sup R}) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI{sup R} achievements include a unique program concept called NWI{sup R} Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

The home health workforce: a distinction between worker categories.

Science.gov (United States)

Stone, Robyn; Sutton, Janet P; Bryant, Natasha; Adams, Annelise; Squillace, Marie

2013-01-01

The demand for home health aides is expected to rise, despite concerns about the sustainability of this workforce. Home health workers receive low wages and little training and have high turnover. It is difficult to recruit and retain workers to improve clinical outcomes. This study presents national estimates to examine how home health workers and the subgroup of workers differ in terms of sociodemographic characteristics, compensation, benefits, satisfaction, and retention. Hospice aides fare better than other categories of workers and are less likely to leave their job. Policymakers should consider strategies to increase the quality and stability of this workforce.

Dementia skills for all: a core competency framework for the workforce in the United Kingdom.

Science.gov (United States)

Tsaroucha, Anna; Benbow, Susan Mary; Kingston, Paul; Le Mesurier, Nick

2013-01-01

One of the biggest challenges facing health and social care in the United Kingdom is the projected increase in the number of older people who require dementia care. The National Dementia Strategy (Department of Health, 2009) emphasizes the critical need for a skilled workforce in all aspects of dementia care. In the West Midlands, the Strategic Health Authority commissioned a project to develop a set of generic core competencies that would guide a competency based curriculum to meet the demands for improved dementia training and education. A systematic literature search was conducted to identify relevant frameworks to assist with this work. The core competency framework produced and the methods used for the development of the framework are presented and discussed.

Preliminary assessment of the availability of U.S. natural gas resources to meet U.S. transportation energy demand

International Nuclear Information System (INIS)

Singh, M. K.; Moore, J. S.

2002-01-01

Recent studies have indicated that substitutes for conventional petroleum resources will be needed to meet U.S. transportation energy demand in the first half of this century. One possible substitute is natural gas which can be used as a transportation fuel directly in compressed natural gas or liquefied natural gas vehicles or as resource fuel for the production of hydrogen for fuel cell vehicles. This paper contains a preliminary assessment of the availability of U.S. natural gas resources to meet future U.S. transportation fuel demand. Several scenarios of natural gas demand, including transportation demand, in the U.S. to 2050 are developed. Natural gas resource estimates for the U. S. are discussed. Potential Canadian and Mexican exports to the U.S. are estimated. Two scenarios of potential imports from outside North America are also developed. Considering all these potential imports, U.S. natural gas production requirements to 2050 to meet the demand scenarios are developed and compared with the estimates of U.S. natural gas resources. The comparison results in a conclusion that (1) given the assumptions made, there are likely to be supply constraints on the availability of U.S. natural gas supply post-2020 and (2) if natural gas use in transportation grows substantially, it will have to compete with other sectors of the economy for that supply-constrained natural gas

Meeting 2020 Workforce Goals: The Role of Industry-College Collaboration and Goals for Instructional Design

Science.gov (United States)

Yarnall, Louise

2014-01-01

Since the 1990s, federal programs for workforce training have aimed to transform the role of community colleges from narrow contract training to a broader role that encompasses strategic instructional program planning and innovation to support lifelong learning for a changing workforce and economic development (Jacobs & Teahen, 1996). Yet, to…

Will the NP workforce grow in the future? New forecasts and implications for healthcare delivery.

Science.gov (United States)

Auerbach, David I

2012-07-01

The nurse practitioner (NP) workforce has been a focus of considerable policy interest recently, particularly as the Patient Protection and Affordable Care Act may place additional demands on the healthcare professional workforce. The NP workforce has been growing rapidly in recent years, but fluctuation in enrollments in the past decades has resulted in a wide range of forecasts. To forecast the future NP workforce using a novel method that has been applied to the registered nurse and physician workforces and is robust to fluctuating enrollment trends. An age-cohort regression-based model was applied to the current and historical workforce, which was then forecasted to future years assuming stable age effects and a continuation of recent cohort trends. A total of 6798 NPs who were identified as having completed NP training in the National Sample Survey of Registered Nurses between 1992 and 2008. The future workforce is projected to grow to 244,000 in 2025, an increase of 94% from 128,000 in 2008. If NPs are defined more restrictively as those who self-identify their position title as "NP," supply is projected to grow from 86,000 to 198,000 (130%) over this period. The large projected increase in NP supply is higher and more grounded than other forecasts and has several implications: NPs will likely fulfill a substantial amount of future demand for care. Furthermore, as the ratio of NPs to Nurse Practitioners to physicians will surely grow, there could be implications for quality of care and for the configuration of future care delivery systems.

Innovations in medical education to meet workforce challenges.

Science.gov (United States)

2000-01-01

The winds of change world-wide have swept medical education in the last fifteen years. Today, Australia's medical students are older and drawn from more diverse socio-economic, ethnic and geographic backgrounds than twenty years ago, and there is now an equal mix of men and women in medical school. Admission policies have been rewritten to broaden access with a range of entry options now available including direct entry from high school and graduate entry following a first degree. Curricula have been revised and modes of learning transformed. This paper describes these changes and discusses the implications for medical schools and for planning the future workforce.

Informed policies for Europe’s health workforce of tomorrow.

NARCIS (Netherlands)

Batenburg, R.

2010-01-01

Although it is widely acknowledged that health workforce planning is critical for health care systems, it is probably one of the least strategically planned resources. One could argue that there are good reasons for this: demand and supply of the health labour market are in constant flux, and policy

Innovative Approaches to Building Comprehensive Talent Pipelines: Helping to Grow a Strong and Diverse Professional Workforce

Directory of Open Access Journals (Sweden)

R. Cherinka

2015-10-01

Full Text Available The world today is constantly changing requiring organizations to adapt quickly and seek expertise to help meet the demands on their business. There are many workforce challenges that organizations seek to overcome, and one of the hardest things to do in modern corporations is to keep the talent pool young and vibrant. Early career hires tend to bring new and exciting ideas into play that may not even be considered by their more seasoned peers. The challenge with early career hires, especially in the Science, Technology, Engineeringand Math (STEM career fields, is the extreme difficulty in finding candidates who, not only have book knowledge, but also have hands-on, real world experience. Statistics show that this is a real concern to professional workforce employers. In this presentation, we highlight a model aimed at adopting new approaches for seeking and evaluating high quality candidates for on-boarding, conducting interviews and hiring to build a corporate talent pipeline. We discuss the model as it relates to recruiting, training, competition-based interviewing and providing hands-on work experience toward helping to build strong professionals in an organization. We conclude by highlighting several examples of successful approaches and their outcomes.

Public health workforce research in review: a 25-year retrospective.

Science.gov (United States)

Hilliard, Tracy M; Boulton, Matthew L

2012-05-01

The Robert Wood Johnson Foundation commissioned a systematic review of public health workforce literature in fall 2010. This paper reviews public health workforce articles published from 1985 to 2010 that support development of a public health workforce research agenda, and address four public health workforce research themes: (1) diversity; (2) recruitment, retention, separation, and retirement; (3) education, training, and credentialing; and (4) pay, promotion, performance, and job satisfaction. PubMed, ERIC, and Web of Science databases were used to search for articles; Google search engine was used to identify gray literature. The study used the following inclusion criteria: (1) articles written in English published in the U.S.; (2) the main theme(s) of the article relate to at least one of the four public health workforce research themes; and (3) the document focuses on the domestic public health workforce. The literature suggests that the U.S. public health workforce is facing several urgent priorities that should be addressed, including: (1) developing an ethnically/racially diverse membership to meet the needs of an increasingly diverse nation; (2) recruiting and retaining highly trained, well-prepared employees, and succession planning to replace retirees; (3) building public health workforce infrastructure while also confronting a major shortage in the public health workforce, through increased education, training, and credentialing; and (4) ensuring competitive salaries, opportunities for career advancement, standards for workplace performance, and fostering organizational cultures which generate high levels of job satisfaction for effective delivery of services. Additional research is needed in all four thematic areas reviewed to develop well-informed, evidence-based strategies for effectively addressing critical issues facing the public health workforce. Copyright © 2012 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights

Changing Professional Demands in Sustainable Regional Development: A Curriculum Design Process to meet Transboundary Competence

NARCIS (Netherlands)

Lansu, Angelique; Boon, Jo; Sloep, Peter; van Dam-Mieras, Rietje

2012-01-01

Lansu, A., Boon, J., Sloep, P. B., & Van Dam-Mieras, R. (Accepted). Changing Professional Demands in Sustainable Regional Development: A Curriculum Design Process to meet Transboundary Competence. Journal of Cleaner Production. [Special Issue: Learning for Sustainable Development in Regional

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

Energy Technology Data Exchange (ETDEWEB)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts, (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Pohar, Surjeet, E-mail: spohar@netzero.net [Indiana University Health Cancer Center East, Indiana University, Indianapolis, Indiana (United States)

2013-12-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

International Nuclear Information System (INIS)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna; Olsen, Christine; Fung, Claire Y.; Hopkins, Shane; Pohar, Surjeet

2013-01-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

Sultanate of Oman: building a dental workforce.

Science.gov (United States)

Gallagher, Jennifer E; Manickam, Sivakumar; Wilson, Nairn H F

2015-06-22

A medium- and long-term perspective is required in human resource development to ensure that future needs and demands for oral healthcare are met by the most appropriate health professionals. This paper presents a case study of the Sultanate of Oman, one of the Gulf States with a current population of 3.8 million, which has initiated dental training through the creation of a dental college. The objectives of this paper are first to describe trends in the dental workforce in Oman from 1990 to date and compare the dental workforce with its medical counterparts in Oman and with other countries, and second, to consider future dental workforce in the Sultanate. Data were collected from published sources, including the Ministry of Health (MoH), Ministry of Manpower (MoM), and Ministry of National Economy (MoNE)-Sultanate of Oman; the World Health Organization (WHO); World Bank; and the Central Intelligence Agency (CIA). Dentist-to-population ratios were compared nationally, regionally and globally for medicine and dentistry. Dental graduate outputs were mapped onto the local supply. Future trends were examined using population growth predictions, exploring the expected impact in relation to global, regional and European workforce densities. Population growth in Oman is increasing at a rate of over 2% per year. Oman has historically been dependent upon an expatriate dental workforce with only 24% of the dentist workforce Omani in 2010 (n = 160). Subsequent to Oman Dental College (ODC) starting to qualify dental (BDS) graduates in 2012, there is an increase in the annual growth of the dentist workforce. On the assumption that all future dental graduates from ODC have an opportunity to practise in Oman, ODC graduates will boost the annual Omani dentist growth rate starting at 28% per annum from 2012 onwards, building capacity towards global (n = 1711) and regional levels (Gulf State: n = 2167) in the medium term. The output of dental graduates from Oman Dental College is

Bleeding talent: a lesson from industry on embracing physician workforce challenges.

Science.gov (United States)

Kneeland, Patrick P; Kneeland, Christine; Wachter, Robert M

2010-01-01

Shortages of both generalist and specialist physicians are intensifying as the US healthcare system confronts an unprecedented confluence of demographic pressures, including an aging population, the retirement of thousands of baby-boomer physicians, the growth of nonpractice opportunities for MDs, and physician demands for greater work-life balance. This work posits that the medical profession might benefit from recognizing how progressive nonmedical companies systematically approach similar "talent shortages" through a recruiting and retention strategy called "talent facilitation." It highlights the 4 actions of talent facilitation (attract, engage, develop, and retain) and provides examples of how each action might be utilized to address medicine's recruitment and retention challenges. Although other policy maneuvers are needed to address overall physician workforce shortages (such as the planned opening of more medical schools and changes in the payment system to promote primary care), the talent facilitation approach can help individual organizations meet their needs and those of their patients. Copyright 2010 Society of Hospital Medicine.

Employers’ View on Problems Related to Workforce Skills and Qualification

Directory of Open Access Journals (Sweden)

Klimplová Lenka

2012-12-01

Full Text Available The aim of this exploratory study is to reveal employers’ views on problems related to workforce human capital (skills and qualification. Where do employers themselves view the core of difficulties with ensuring adequately skilled workforce? Do they assign them to technological and organizational changes (a functional concept of job-specific human capital obsolescence, or do they see these problems as a result of other circumstances, such as macro-structural conditions or institutional settings? To answer these questions selected employers in mechanical engineering and information technology sectors in the Czech Republic were interviewed. The results show that the employers see the problems: 1 on the side of workforce – insufficient abilities and skills, exaggerated demands and low motivation; 2 as inadequate capacities and capabilities of the organization itself; 3 at macro-level as institutional shortcomings in the initial educational system and social benefits system. The problems related to workforce skills and qualification cannot be, thus, interpreted only in the functionalist view as job-specific human capital obsolescence, but the formulation of the problems is significantly affected by the institutional framework.

More care out of hospital? A qualitative exploration of the factors influencing the development of the district nursing workforce in England.

Science.gov (United States)

Drennan, Vari M

2018-01-01

Objectives Many countries seek to improve care for people with chronic conditions and increase delivery of care outside of hospitals, including in the home. Despite these policy objectives in the United Kingdom, the home visiting nursing service workforce, known as district nursing, is declining. This study aimed to investigate the factors influencing the development of district nursing workforces in a metropolitan area of England. Methods A qualitative study in a metropolitan area of three million residents in diverse socio-economic communities using semi-structured interviews with a purposive sample of senior nurses in provider and commissioning organizations. Thematic analysis was framed by theories of workforce development. All participants reported that the context for the district nursing service was one of major reorganizations in the face of wider National Health Service changes and financial pressures. The analysis identified five themes that can be seen to impact the ways in which the district nursing workforce was developed. These were: the challenge of recruitment and retention, a changing case-mix of patients and the requirement for different clinical skills, the growth of specialist home visiting nursing services and its impact on generalist nursing, the capacity of the district nursing service to meet growing demand, and the influence of the short-term service commissioning process on the need for long-term workforce development. Conclusion There is an apparent paradox between health policies which promote more care within and closer to home and the reported decline in district nursing services. Using the lens of workforce development theory, an explanatory framework was offered with factors such as the nature of the nursing labour market, human resource practices, career advancement opportunities as well as the contractual context and the economic environment.

To effectively adapt and renew workforce competences

International Nuclear Information System (INIS)

Pezzani, P.

2007-01-01

Full text: Most of French operating nuclear plants were constructed within a small time window. Few new plants have come on line within the last decade. As a result, most operating plants today have an ageing workforce that is going to retire in large numbers. In the next ten years, 40% of EDF nuclear workforce is going to retire, in average 600 people per year. At the same time, potential restructurings are opportunities to provide internal personnel for Nuclear Power Plants. The first generation of nuclear industry workers was hired during nuclear plant starting and testing. That was an opportunity to for training in the field without nuclear hazard. In addition, the NPP requirements increased dramatically through the last twenty years. This situation led to start a project to effectively adapt and renew workforce competences in the 19 EDF NPP in France. This Paper describes three steps to successfully ensure this transition to the new generation of nuclear industry workers. Acting in the field from their initial training, recruits are earlier ready to perform: 1. A Nuclear Job Academy in each French region based on Team Building and Sister Plants association, new training techniques and field training regarding behaviour and craft. All the new comers in Nuclear Power Station are led by an experienced technical mentor and trained by managers and experienced staff. 2. Flow loop maintenance simulator in each plant.On line training and test for periodic training.Step by Step qualification process. Internal workforce moving and rotation become a consistent, safe and successful opportunity to renew competences: EDF Group promotes the mobility of human resources by improving skills management (training programs, encouraging profession mobility, and reorientation towards priority jobs). To ensure that each nuclear new comer from internal workforce meets the nuclear requirements (as hired people), we build strong process witch guaranty internal people recruitment with

Educating Our Workforce

National Research Council Canada - National Science Library

Curry, Cynthia

1999-01-01

The workplace is changing rapidly. Technological advancements, downsizing, and contracting out to specialized companies demand that we continue to develop our adult workers to meet the rising competition...

Regional and Gender Differences and Trends in the Anesthesiologist Workforce.

Science.gov (United States)

Baird, Matthew; Daugherty, Lindsay; Kumar, Krishna B; Arifkhanova, Aziza

2015-11-01

Concerns have long existed about potential shortages in the anesthesiologist workforce. In addition, many changes have occurred in the economy, demographics, and the healthcare sector in the last few years, which may impact the workforce. The authors documented workforce trends by region of the United States and gender, trends that may have implications for the supply and demand of anesthesiologists. The authors conducted a national survey of American Society of Anesthesiologists members (accounting for >80% of all practicing anesthesiologists in the United States) in 2007 and repeated it in 2013. The authors used logistic regression analysis and Seemingly Unrelated Regression to test across several indicators under an overarching hypothesis. Anesthesiologists in Western states had markedly different patterns of practice relative to anesthesiologists in other regions in 2007 and 2013, including differences in employer type, the composition of anesthesia teams, and the time spent on monitored anesthesia care. The number and proportion of female anesthesiologists in the workforce increased between 2007 and 2013, and females differed from males in employment arrangements, compensation, and work hours. Regional differences remained stable during this time period although the reasons for these differences are speculative. Similarly, how and whether the gender difference in work hours and shift to younger anesthesiologists during this period will impact workforce needs is uncertain.

The role of internationally educated nurses in a quality, safe workforce.

Science.gov (United States)

D Sherwood, Gwen; Shaffer, Franklin A

2014-01-01

Migration and globalization of the nursing workforce affect source countries and destination countries. Policies and regulations governing the movement of nurses from one country to another safeguard the public by ensuring educational comparability and competence. The global movement of nurses and other health care workers calls for quality and safety competencies that meet standards such as those defined by the Institute of Medicine. This article examines nurse migration and employment of internationally educated nurses (IENs) in the context of supporting and maintaining safe, quality patient care environments. Migration to the United States is featured as an exemplar to consider the following key factors: the impact of nurse migration on the nursing workforce; issues in determining educational comparability of nursing programs between countries; quality and safety concerns in transitioning IENs into the workforce; and strategies for helping IENs transition as safe, qualified members of the nursing workforce in the destination country. Copyright © 2014 Elsevier Inc. All rights reserved.

The globalization of the nursing workforce: Pulling the pieces together.

Science.gov (United States)

Jones, Cheryl B; Sherwood, Gwen D

2014-01-01

The "globalization" of health care creates an increasingly interconnected workforce spanning international boundaries, systems, structures, and processes to provide care to and improve the health of peoples around the world. Because nurses comprise a large sector of the global health workforce, they are called upon to provide a significant portion of nursing and health care and thus play an integral role in the global health care economy. To meet global health care needs, nurses often move within and among countries, creating challenges and opportunities for the profession, health care organizations, communities, and nations. Researchers, policy makers, and industry and academic leaders must, in turn, grapple with the impacts of globalization on the nursing and health care workforce. Through this special issue, several key areas for discussion are raised. Although far from exhaustive, our intent is to expand and stimulate intra- and interprofessional conversations raising awareness of the issues, uncover unanticipated consequences, and offer solutions for shaping the nursing and health care workforce of the future. Copyright © 2014 Elsevier Inc. All rights reserved.

Identifying water price and population criteria for meeting future urban water demand targets

Science.gov (United States)

Ashoori, Negin; Dzombak, David A.; Small, Mitchell J.

2017-12-01

Predictive models for urban water demand can help identify the set of factors that must be satisfied in order to meet future targets for water demand. Some of the explanatory variables used in such models, such as service area population and changing temperature and rainfall rates, are outside the immediate control of water planners and managers. Others, such as water pricing and the intensity of voluntary water conservation efforts, are subject to decisions and programs implemented by the water utility. In order to understand this relationship, a multiple regression model fit to 44 years of monthly demand data (1970-2014) for Los Angeles, California was applied to predict possible future demand through 2050 under alternative scenarios for the explanatory variables: population, price, voluntary conservation efforts, and temperature and precipitation outcomes predicted by four global climate models with two CO2 emission scenarios. Future residential water demand in Los Angeles is projected to be largely driven by price and population rather than climate change and conservation. A median projection for the year 2050 indicates that residential water demand in Los Angeles will increase by approximately 36 percent, to a level of 620 million m3 per year. The Monte Carlo simulations of the fitted model for water demand were then used to find the set of conditions in the future for which water demand is predicted to be above or below the Los Angeles Department of Water and Power 2035 goal to reduce residential water demand by 25%. Results indicate that increases in price can not ensure that the 2035 water demand target can be met when population increases. Los Angeles must rely on furthering their conservation initiatives and increasing their use of stormwater capture, recycled water, and expanding their groundwater storage. The forecasting approach developed in this study can be utilized by other cities to understand the future of water demand in water-stressed areas

The critical care nursing workforce in Western Cape hospitals - a ...

African Journals Online (AJOL)

Background. A global shortage of registered nurses (RNs) has been reported internationally, and confirmed in South Africa by the National Audit of Critical Care services. Critical care nurses (CCNs) especially are in great demand and short supply. Purpose. The purpose of this study was to quantify the nursing workforce ...

Intellectual Innovation: A Paradigm Shift in Workforce Development

Science.gov (United States)

2016-08-01

training courses or objectives, organizations should develop a tailored plan that focuses on what each employee needs to learn . Time and effort are...the organizations’ missions or operational requirements. Here lies the challenge. How can organizations find, develop and keep employees in this...supervisors trying to develop their respective employees so they can meet their unique workforce requirements. But employing existing technology or

Crowd medical services in the English Football League: remodelling the team for the 21st century using a realist approach

Science.gov (United States)

Leary, Alison; Kemp, Anthony; Greenwood, Peter; Hart, Nick; Agnew, James; Barrett, John; Punshon, Geoffrey

2017-01-01

Objectives To evaluate the new model of providing care based on demand. This included reconfiguration of the workforce to manage workforce supply challenges and meet demand without compromising the quality of care. Design Currently the Sports Ground Safety Authority recommends the provision of crowd medical cover at English Football League stadia. The guidance on provision of services has focused on extreme circumstances such as the Hillsborough disaster in 1989, while the majority of demand on present-day services is from patients with minor injuries, exacerbations of injuries and pre-existing conditions. A new model of care was introduced in the 2009/2010 season to better meet demand. A realist approach was taken. Data on each episode of care were collected over 14 consecutive football league seasons at Millwall FC divided into two periods, preimplementation of changes and postimplementation of changes. Data on workforce retention and volunteer satisfaction were also collected. Setting The data were obtained from one professional football league team (Millwall FC) located in London, UK. Primary and secondary outcomes The primary outcome was to examine the demand for crowd medical services. The secondary outcome was to remodel the service to meet these demands. Results In total, 981 episodes of care were recorded over the evaluation period of 14 years. The groups presenting, demographic and type of presentation did not change over the evaluation. First aiders were involved in 87.7% of episodes of care, nurses in 44.4% and doctors 17.8%. There was a downward trend in referrals to hospital. Workforce feedback was positive. Conclusions The new workforce model has met increased service demands while reducing the number of referrals to acute care. It involves the first aid workforce in more complex care and key decision-making and provides a flexible registered healthcare professional team to optimise the skill mix of the team. PMID:29273665

One Employer's Viewpoint: What Does Our Future Geoscience Workforce Need to Do and Why Will Workforce Diversity Be Key?

Science.gov (United States)

Loudin, M. G.; Summa, L. L.

2007-12-01

Global economic growth will continue to result in rising demand for energy, with estimates of 50 percent growth in the world's energy usage by 2030 being commonplace. This challenge to energy producers is compounded by the natural production declines associated with existing oil and gas fields, and so the demands on our future workforce will be extraordinary. There is little doubt that the oil and gas resources we will be utilizing in the future will come from different geographies, will be sourced from different geological systems, and will be the result of using different, more complex technological approaches. Relative growth in production outside of North America and Europe means that there will generally be a premium on students from outside these areas. It also means that an even greater appreciation of non-Western cultures is in order, for employers, faculties, and students. We are already seeing a significant shift in the geological systems that host our resources and this shift is likely permanent. Carbonate systems have become much more important, as have structurally complex terranes, but these changes pale in comparison to an increasing reliance on low permeability, resource-bearing rocks that were not even considered as potential reservoirs 10 years ago. There will doubtless be new tools and measurements which will help us succeed in this new environment, but the most valuable approaches will involve bold, integrated, systemic hypotheses at basinal and planetary scales. The recent publication of global controls on carbonate rock formation represents an early example of such an approach. To generate bold new hypotheses, it is crucial that the scientific community not engage in "groupthink." We think that organizations that promote diversity in ideas and approaches will benefit most, and a diverse workforce is the best guarantor of diverse ideas. Against this background, energy and mineral companies are facing enormous changes in their workforces as the

Need for an Australian Indigenous disability workforce strategy: review of the literature.

Science.gov (United States)

Gilroy, John; Dew, Angela; Lincoln, Michelle; Hines, Monique

2017-08-01

To identify approaches for developing workforce capacity to deliver the National Disability Insurance Scheme (NDIS) to Indigenous people with disability in Australian rural and remote communities. A narrative review of peer-reviewed and gray literature was undertaken. Searches of electronic databases and websites of key government and non-government organizations were used to supplement the authors' knowledge of literature that (a) focused on Indigenous peoples in Australia or other countries; (b) referred to people with disability; (c) considered rural/remote settings; (d) recommended workforce strategies; and (e) was published in English between 2004 and 2014. Recommended workforce strategies in each publication were summarized in a narrative synthesis. Six peer-reviewed articles and 12 gray publications met inclusion criteria. Three broad categories of workforce strategies were identified: (a) community-based rehabilitation (CBR) and community-centered approaches; (b) cultural training for all workers; and (c) development of an Indigenous disability workforce. An Indigenous disability workforce strategy based on community-centered principles and incorporating cultural training and Indigenous disability workforce development may help to ensure that Indigenous people with a disability in rural and remote communities benefit from current disability sector reforms. Indigenous workforce development requires strategies to attract and retain Aboriginal workers. Implications for Rehabilitation Indigenous people with disability living in rural and remote areas experience significant access and equity barriers to culturally appropriate supports and services that enable them to live independent, socially inclusive lives. A workforce strategy based on community-centered principles has potential for ensuring that the disability services sector meets the rehabilitation needs of Aboriginal people with disability living in rural and remote areas. Cultural training and

Geoscience and the 21st Century Workforce

Science.gov (United States)

Manduca, C. A.; Bralower, T. J.; Blockstein, D.; Keane, C. M.; Kirk, K. B.; Schejbal, D.; Wilson, C. E.

2013-12-01

Geoscience knowledge and skills play new roles in the workforce as our society addresses the challenges of living safely and sustainably on Earth. As a result, we expect a wider range of future career opportunities for students with education in the geosciences and related fields. A workshop offered by the InTeGrate STEP Center on 'Geoscience and the 21st Century Workforce' brought together representatives from 24 programs with a substantial geoscience component, representatives from different employment sectors, and workforce scholars to explore the intersections between geoscience education and employment. As has been reported elsewhere, employment in energy, environmental and extractive sectors for geoscientists with core geology, quantitative and communication skills is expected to be robust over the next decade as demand for resources grow and a significant part of the current workforce retires. Relatively little is known about employment opportunities in emerging areas such as green energy or sustainability consulting. Employers at the workshop from all sectors are seeking the combination of strong technical, quantitative, communication, time management, and critical thinking skills. The specific technical skills are highly specific to the employer and employment needs. Thus there is not a single answer to the question 'What skills make a student employable?'. Employers at this workshop emphasized the value of data analysis, quantitative, and problem solving skills over broad awareness of policy issues. Employers value the ability to articulate an appropriate, effective, creative solution to problems. Employers are also very interested in enthusiasm and drive. Participants felt that the learning outcomes that their programs have in place were in line with the needs expressed by employers. Preparing students for the workforce requires attention to professional skills, as well as to the skills needed to identify career pathways and land a job. This critical

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

Directory of Open Access Journals (Sweden)

Tom Baum

2016-08-01

Full Text Available This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Development Goals and to enhancing the recognition of workforce and employment issues within the related debate in tourism. The body of the paper highlights examples of key dimensions of work and employment across varied tourism contexts, where sustainability is of increasing consequence and significance. The paper concludes by drawing together the implications of these “mini-cases” and locating them within key principles of the 2030 Agenda for Sustainable Development.

Provincial panel: addressing emerging energy constraints and new strategies to meet future generation demand

International Nuclear Information System (INIS)

Clarkson, J.

2006-01-01

This paper addresses emerging energy constraints and new strategies to meet future generation demand in the Province of Manitoba. The focus is to reduce reliance on energy sources that emit greenhouse gases such as petroleum, natural gas and coal, and increase clean and green electricity. The current plan is to double hydro generation, achieve 1000 MW wind power and utilize bio energy

Policy issues related to educating the future Israeli medical workforce: an international perspective.

Science.gov (United States)

Schoenbaum, Stephen C; Crome, Peter; Curry, Raymond H; Gershon, Elliot S; Glick, Shimon M; Katz, David R; Paltiel, Ora; Shapiro, Jo

2015-01-01

A 2014 external review of medical schools in Israel identified several issues of importance to the nation's health. This paper focuses on three inter-related policy-relevant topics: planning the physician and healthcare workforce to meet the needs of Israel's population in the 21(st) century; enhancing the coordination and efficiency of medical education across the continuum of education and training; and the financing of medical education. All three involve both education and health care delivery. The physician workforce is aging and will need to be replenished. Several physician specialties have been in short supply, and some are being addressed through incentive programs. Israel's needs for primary care clinicians are increasing due to growth and aging of the population and to the increasing prevalence of chronic conditions at all ages. Attention to the structure and content of both undergraduate and graduate medical education and to aligning incentives will be required to address current and projected workforce shortage areas. Effective workforce planning depends upon data that can inform the development of appropriate policies and on recognition of the time lag between developing such policies and seeing the results of their implementation. The preclinical and clinical phases of Israeli undergraduate medical education (medical school), the mandatory rotating internship (stáge), and graduate medical education (residency) are conducted as separate "silos" and not well coordinated. The content of basic science education should be relevant to clinical medicine and research. It should stimulate inquiry, scholarship, and lifelong learning. Clinical exposures should begin early and be as hands-on as possible. Medical students and residents should acquire specific competencies. With an increasing shift of medical care from hospitals to ambulatory settings, development of ambulatory teachers and learning environments is increasingly important. Objectives such as these

The health workforce crisis: the brain drain scourge.

Science.gov (United States)

Ike, Samuel O

2007-01-01

The magnitude of the health workforce crisis engendered by brain drain particularly in Africa, and nay more especially Nigeria, has been assuming increasingly alarming proportions in the past three decades. The challenge it poses in meeting the manpower needs in the healthcare sector as well as in the larger economy of the sending countries is enormous. This paper thus sets out to highlight the scope of this brain drain, its effects and the reasons sustaining it, as well as makes concrete suggestions to help stern the tide. A review of the literature on brain drain with particular emphasis on the health workforce sector was done, with focus on Africa, and specifically Nigeria. Literature search was done using mainly the Medline, as well as local journals. The historical perspectives, with the scope of external and internal brain drain are explored. The glaring effects of brain drain both in the global workforce terrain and specifically in the health sectors are portrayed. The countries affected most and the reasons for brain drain are outlined. Strategic steps to redress the brain drain crisis are proffered in this paper. The health workforce crisis resulting from brain drain must be brought to the front-burner of strategic policy decisions leading to paradigm shift in political, social and economic conditions that would serve as incentives to curb the scourge.

Examining demand response, renewable energy and efficiencies to meet growing electricity needs

International Nuclear Information System (INIS)

Elliot, N.; Eldridge, M.; Shipley, A.M.; Laitner, J.S.; Nadel, S.; Silverstein, A.; Hedman, B.; Sloan, M.

2007-01-01

While Texas has already taken steps to improve its renewable energy portfolio (RPS), and its energy efficiency improvement program (EEIP), the level of savings that utilities can achieve through the EEIP can be greatly increased. This report estimated the size of energy efficiency and renewable energy resources in Texas, and suggested a range of policy options that might be adopted to further extend EEIP. Current forecasts suggest that peak demand in Texas will increase by 2.3 per cent annually from 2007-2012, a level of growth which is threatening the state's ability to maintain grid reliability at reasonable cost. Almost 70 per cent of installed generating capacity is fuelled by natural gas in Texas. Recent polling has suggested that over 70 per cent of Texans are willing support increased spending on energy efficiency. Demand response measures that may be implemented in the state include incentive-based programs that pay users to reduce their electricity consumption during specific times and pricing programs, where customers are given a price signal and are expected to moderate their electricity usage. By 2023, the widespread availability of time-varying retail electric rates and complementary communications and control methods will permanently change the nature of electricity demand in the state. At present, the integrated utilities in Texas offer a variety of direct load control and time-of-use, curtailable, and interruptible rates. However, with the advent of retail competition now available as a result of the structural unbundling of investor-owned utilities, there is less demand response available in Texas. It was concluded that energy efficiency, demand response, and renewable energy resources can meet the increasing demand for electricity in Texas over the next 15 years. 4 figs

Emissions associated with meeting the future global wheat demand: A case study of UK production under climate change constraints

International Nuclear Information System (INIS)

Röder, Mirjam; Thornley, Patricia; Campbell, Grant; Bows-Larkin, Alice

2014-01-01

Highlights: • Conflicts between adapting to climate change, food security and reducing emissions. • Climate change likely to limit wheat production in the southern hemisphere. • Climate change yield benefits marginally increase emissions per unit of product. • Improved yield will result in higher total production emissions. • Production-based inventories discourage an increase in production. - Abstract: Climate change, population growth and socio-structural changes will make meeting future food demands extremely challenging. As wheat is a globally traded food commodity central to the food security of many nations, this paper uses it as an example to explore the impact of climate change on global food supply and quantify the resulting greenhouse gas emissions. Published data on projected wheat production is used to analyse how global production can be increased to match projected demand. The results show that the largest projected wheat demand increases are in areas most likely to suffer severe climate change impacts, but that global demand could be met if northern hemisphere producers exploit climate change benefits to increase production and narrow their yield gaps. Life cycle assessment of different climate change scenarios shows that in the case of one of the most important wheat producers (the UK) it may be possible to improve yields with an increase of only 0.6% in the emission intensity per unit of wheat produced in a 2 °C scenario. However, UK production would need to rise substantially, increasing total UK wheat production emissions by 26%. This demonstrates how national emission inventories and associated targets do not incentivise minimisation of global greenhouse gas emissions while meeting increased food demands, highlighting a triad of challenges: meeting the rising demand for food, adapting to climate change and reducing emissions

Setting Ambitious yet Achievable Targets Using Probabilistic Projections: Meeting Demand for Family Planning.

Science.gov (United States)

Kantorová, Vladimíra; New, Jin Rou; Biddlecom, Ann; Alkema, Leontine

2017-09-01

In 2015, governments adopted 17 internationally agreed goals to ensure progress and well-being in the economic, social, and environmental dimensions of sustainable development. These new goals present a challenge for countries to set empirical targets that are ambitious yet achievable and that can account for different starting points and rates of progress. We used probabilistic projections of family planning indicators, based on a global data set and Bayesian hierarchical modeling, to generate illustrative targets at the country level. Targets were defined as the percentage of demand for family planning satisfied with modern contraceptive methods where a country has at least a 10 percent chance of reaching the target by 2030. National targets for 2030 ranged from below 50 percent of demand satisfied with modern contraceptives (for three countries in Africa) to above 90 percent (for 41 countries from all major areas of the world). The probabilistic approach also identified countries for which a global fixed target value of 75 percent demand satisfied was either unambitious or has little chance of achievement. We present the web-based Family Planning Estimation Tool (FPET) enabling national decision makers to compute and assess targets for meeting family planning demand. © 2017 The Population Council, Inc.

The Workforce Readiness Crisis: We're Not Turning out Employable Graduates nor Maintaining Our Position as a Global Competitor--Why?

Science.gov (United States)

McLester, Susan; McIntire, Todd

2006-01-01

This article discusses the implications of the findings of "The Workforce Readiness Report Card." The survey, which was released in September, reveals how the U.S. new workforce entrants are "woefully ill-prepared for the demands of today's--and tomorrow's--workplace." The study also reveals that employers place much greater…

The Joint Action on Health Workforce Planning and Forecasting: Results of a European programme to improve health workforce policies.

Science.gov (United States)

Kroezen, Marieke; Van Hoegaerden, Michel; Batenburg, Ronald

2018-02-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and Forecasting (JAHWF, 2013-2016) aimed to move forward on the HWF planning process and support countries in tackling the key challenges facing the HWF and HWF planning. This paper synthesizes and discusses the results of the JAHWF. It is shown that the JAHWF has provided important steps towards improved HWF planning and forecasting across Europe, among others through the creation of a minimum data set for HWF planning and the 'Handbook on Health Workforce Planning Methodologies across EU countries'. At the same time, the context-sensitivity of HWF planning was repeatedly noticeable in the application of the tools through pilot- and feasibility studies. Further investments should be made by all actors involved to support and stimulate countries in their HWF efforts, among others by implementing the tools developed by the JAHWF in diverse national and regional contexts. Simultaneously, investments should be made in evaluation to build a more robust evidence base for HWF planning methods. Copyright © 2017 Elsevier B.V. All rights reserved.

Identification of Strategies to Leverage Public and Private Resources for National Security Workforce Development

Energy Technology Data Exchange (ETDEWEB)

None

2009-02-01

This report documents the identification of strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP).There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. The leveraging of dollars serves many purposes. These include increasing the amount of training that can be delivered and therefore increasing the number of people reached, increasing the number and quality of public/private partnerships, and increasing the number of businesses that are involved in the training of their future workforce.

Training Tomorrow's Nuclear Workforce

International Nuclear Information System (INIS)

2013-01-01

Training tomorrow's Nuclear Workforce Start with the children. That is the message Brian Molloy, a human resources expert in the IAEA's Nuclear Power Engineering Section, wants to convey to any country considering launching or expanding a nuclear power programme. Mathematics and science curricular and extra-curricular activities at secondary and even primary schools are of crucial importance to future recruiting efforts at nuclear power plants, he says:''You need to interest children in science and physics and engineering. The teaching needs to be robust enough to teach them, but it must also gain their interest.'' Recruiting high-calibre engineers needed for the operation of nuclear power plants is a growing challenge, even for existing nuclear power programmes, because of a wave of retirements combined with increasing global demand. But essential as engineers are, they are only a component of the staff at any nuclear power plant. In fact, most employees at nuclear power plants are not university graduates - they are skilled technicians, electricians, welders, fitters, riggers and people in similar trades. Molloy argues that this part of the workforce needs more focus. ''It's about getting a balance between focusing on the academic and the skilled vocational'', he says, adding that countries considering nuclear power programmes often initially place undue focus on nuclear engineers.

The state of the psychology health service provider workforce.

Science.gov (United States)

Michalski, Daniel S; Kohout, Jessica L

2011-12-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of the PsyD degree and the formalization of the predoctoral internship placement system (the APPIC Match) have been well noted, but efforts to gain a complete understanding of professional practice are lacking. Specifically, piecemeal research on the provider workforce has led to the study of specific subpopulations using varying approaches and definitions of those providing direct clinical service. Consequently, estimates of the supply and need for health service providers are distinctly divergent and generate protracted debate in organized psychology. The APA membership directory and the APA Doctorate Employment Surveys have traditionally been relied on for workforce analyses. Yet, these data have become characterized by limited generalizability in recent years because of declining survey response rates and the fact that APA member data may not be as representative of the entire psychology health service provider population as they were previously. The 2008 APA Survey of Psychology Health Service Providers targeted these limitations by including nonmember psychologists in the sampling frame. Results revealed emerging themes in the demographics, work settings, and delivery of health services of the psychology health service provider workforce. Future areas of research for APA and organized psychology to undertake in addressing need and demand are suggested. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

Workforce diversity in dentistry - current status and future challenges.

Science.gov (United States)

Garcia, Raul I; Blue Spruce, George; Sinkford, Jeanne C; Lopez, Michael J; Sullivan, Louis W

2017-03-01

The racial and ethnic diversity of the US oral health care workforce remains insufficient to meet the needs of an increasingly diverse population and to address persistent health disparities. The findings from a recent national survey of underrepresented minority dentists are reviewed and recommendations are made for enhancing diversity in the dental profession. © 2017 American Association of Public Health Dentistry.

77 FR 3544 - Meeting and Webinar on the Active Traffic and Demand Management and Intelligent Network Flow...

Science.gov (United States)

2012-01-24

... Intelligent Network Flow Optimization Operational Concepts; Notice of Public Meeting AGENCY: Research and... Demand Management (ADTM) and Intelligent Network Flow Optimization (INFLO) operational concepts. The ADTM... infrastructure. The vision for ATDM research is to allow transportation agencies to increase traffic flow...

Casualisation of the nursing workforce in Australia: driving forces and implications.

Science.gov (United States)

Creegan, Reta; Duffield, Christine; Forrester, Kim

2003-01-01

This article provides an overview of the extent of casualisation of the nursing workforce in Australia, focusing on the impact for those managing the system. The implications for nurse managers in particular are considerable in an industry where service demand is difficult to control and where individual nurses are thought to be increasingly choosing to work casually. While little is known of the reasons behind nurses exercising their preference for casual work arrangements, some reasons postulated include visa status (overseas trained nurses on holiday/working visas); permanent employees taking on additional shifts to increase their income levels; and those who elect to work under casual contracts for lifestyle reasons. Unknown is the demography of the casual nursing workforce, how these groups are distributed within the workforce, and how many contracts of employment they have across the health service--either through privately managed nursing agencies or hospital managed casual pools. A more detailed knowledge of the forces driving the decisions of this group is essential if health care organisations are to equip themselves to manage this changing workforce and maintain a standard of patient care that is acceptable to the community.

Optimal wind-hydro solution for the Marmara region of Turkey to meet electricity demand

International Nuclear Information System (INIS)

Dursun, Bahtiyar; Alboyaci, Bora; Gokcol, Cihan

2011-01-01

Wind power technology is now a reliable electricity production system. It presents an economically attractive solution for the continuously increasing energy demand of the Marmara region located in Turkey. However, the stochastic behavior of wind speed in the Marmara region can lead to significant disharmony between wind energy production and electricity demand. Therefore, to overcome wind's variable nature, a more reliable solution would be to integrate hydropower with wind energy. In this study, a methodology to estimate an optimal wind-hydro solution is developed and it is subsequently applied to six typical different site cases in the Marmara region in order to define the most beneficial configuration of the wind-hydro system. All numerical calculations are based on the long-term wind speed measurements, electrical load demand and operational characteristics of the system components. -- Research highlights: → This study is the first application of a wind-hydro pumped storage system in Turkey. → The methodology developed in this study is applied to the six sites in the Marmara region of Turkey. A wind - hydro pumped storage system is proposed to meet the electric energy demand of the Marmara region.

Blended learning: emerging best practices in allied health workforce development.

Science.gov (United States)

Brandt, Barbara F; Quake-Rapp, Cindee; Shanedling, Janet; Spannaus-Martin, Donna; Martin, Peggy

2010-01-01

To remain dynamic and viable, academic institutions preparing the future workforce need to convert to a more accessible and convenient pathway for students. The need for responsiveness is especially true when considering strategies to prepare an allied health workforce in areas of shortages and to meet the needs of the underserved. A blended or hybrid learning model that strategically uses web-based and face-to-face teaching/learning methods is an innovative and strategic way that promotes learner-centered higher education and facilitates a higher learning experience. A model and emerging best practices for implementation are presented from our experience at the Center for Allied Health Programs at the University of Minnesota.

On the road to a stronger public health workforce: visual tools to address complex challenges.

Science.gov (United States)

Drehobl, Patricia; Stover, Beth H; Koo, Denise

2014-11-01

The public health workforce is vital to protecting the health and safety of the public, yet for years, state and local governmental public health agencies have reported substantial workforce losses and other challenges to the workforce that threaten the public's health. These challenges are complex, often involve multiple influencing or related causal factors, and demand comprehensive solutions. However, proposed solutions often focus on selected factors and might be fragmented rather than comprehensive. This paper describes approaches to characterizing the situation more comprehensively and includes two visual tools: (1) a fishbone, or Ishikawa, diagram that depicts multiple factors affecting the public health workforce; and (2) a roadmap that displays key elements-goals and strategies-to strengthen the public health workforce, thus moving from the problems depicted in the fishbone toward solutions. The visual tools aid thinking about ways to strengthen the public health workforce through collective solutions and to help leverage resources and build on each other's work. The strategic roadmap is intended to serve as a dynamic tool for partnership, prioritization, and gap assessment. These tools reflect and support CDC's commitment to working with partners on the highest priorities for strengthening the workforce to improve the public's health. Published by Elsevier Inc.

Health Workforce Planning

Science.gov (United States)

Al-Sawai, Abdulaziz; Al-Shishtawy, Moeness M.

2015-01-01

In most countries, the lack of explicit health workforce planning has resulted in imbalances that threaten the capacity of healthcare systems to attain their objectives. This has directed attention towards the prospect of developing healthcare systems that are more responsive to the needs and expectations of the population by providing health planners with a systematic method to effectively manage human resources in this sector. This review analyses various approaches to health workforce planning and presents the Six-Step Methodology to Integrated Workforce Planning which highlights essential elements in workforce planning to ensure the quality of services. The purpose, scope and ownership of the approach is defined. Furthermore, developing an action plan for managing a health workforce is emphasised and a reviewing and monitoring process to guide corrective actions is suggested. PMID:25685381

Feasibility of solid oxide fuel cell dynamic hydrogen coproduction to meet building demand

Science.gov (United States)

Shaffer, Brendan; Brouwer, Jacob

2014-02-01

A dynamic internal reforming-solid oxide fuel cell system model is developed and used to simulate the coproduction of electricity and hydrogen while meeting the measured dynamic load of a typical southern California commercial building. The simulated direct internal reforming-solid oxide fuel cell (DIR-SOFC) system is controlled to become an electrical load following device that well follows the measured building load data (3-s resolution). The feasibility of the DIR-SOFC system to meet the dynamic building demand while co-producing hydrogen is demonstrated. The resulting thermal responses of the system to the electrical load dynamics as well as those dynamics associated with the filling of a hydrogen collection tank are investigated. The DIR-SOFC system model also allows for resolution of the fuel cell species and temperature distributions during these dynamics since thermal gradients are a concern for DIR-SOFC.

Crucial market demands and company competencies

DEFF Research Database (Denmark)

Jensen, Bjarne; Stacey, Julia

1999-01-01

More and more, it is acknowledged that a company's success depends on it being capable of complying with the market's demands and wishes. It is, however, not always obvious, how the individual company will be able to meet the market's demands. A recent MAPP study has investigated this topic...... and identified a number of central market demands, which Danish food companies are faced with. Moreover, the study has identified which competencies are required to meet these demands and have also looked at howsuccessful companies structure some of these competencies. The study takes its point of departure...... in a literature review of MAPP's research. Results show that there are 27 central market demands, retail and consumer demands that Danish companies ought to be able to live up to. The study has also identified which competencies food companies must possess to be able to meet market's demands. Results from three...

Hawai'i Island Health Workforce Assessment 2008.

Science.gov (United States)

Withy, Kelley; Andaya, January; Vitousek, Sharon; Sakamoto, David

2009-12-01

Anecdotal reports of a doctor shortage on the Big Island have been circulating for years, but a detailed assessment of the health care workforce had not previously been accomplished. The Hawai'i Island Health Workforce Assessment used licensure data, focus groups, telephone follow up to provider offices, national estimates of average provider supply and analysis of insurance claims data to assess the extent of the existing medical and mental health workforce, approximate how many additional providers might be effectively utilized, develop a population-based estimate of future demand and identify causes and potential solutions for the challenges faced. As of February 2008, the researchers were able to locate 310 practicing physicians, 36 nurse practitioners, 6 physician assistants, 51 psychologists, 57 social workers and 42 other mental health providers. Based on national averages, claims analysis and focus groups, the Island could use approximately 45 additional medical professionals to care for the 85% of the population that is medically insured; a larger number to care for the entire population. Ascertaining a complete roster of mental health professionals was not possible using this methodology. The researchers compared the current supply of physicians with the national average of physicians to population and the number of visits to different specialists for the year 2006 and found specific regional shortages of providers. The focus groups concentrated on solutions to the workforce crisis that include the formation of a well-organized, broad collaboration to coordinate recruitment efforts, expand and strengthen retention and renewal activities, and reinvigorate the health profession pipeline and training opportunities. The researchers recommend collaboration between the community, government, business, health center care providers, hospitals and centers to develop a plan before the tenuous state of healthcare on the Big Island worsens. In addition, continued

Workforce Planning in Complex Organizations

National Research Council Canada - National Science Library

2004-01-01

...) civilian acquisition workforces. The greater need for workforce planning is expected to arise from an unusually heavy workforce turnover, itself due to a large number of expected retirements among older employees in a workforce...

Trends in dermatology practices and the implications for the workforce.

Science.gov (United States)

Ehrlich, Alison; Kostecki, James; Olkaba, Helen

2017-10-01

The American Academy of Dermatology (AAD) practice profile surveys have been conducted for more than a decade to gauge trends in our workforce supply and demand. To update the trends and current workforce issues for the field of dermatology. The AAD Practice Profile Survey is sent by both e-mail and postal mail to a random sample of practicing dermatologists who are AAD members. Shifts are noted in the primary practice setting; fewer dermatologists are in solo practice and more are in group practices than in previous years. Teledermatology use trended upward from 7% to 11% between 2012 and 2014. The implementation of electronic health records increased from 51% in 2011 to 70% in 2014. There is potential for response bias and inaccurate self-reporting. Survey responses collected may not be representative of all geographic areas. The demand for dermatology services remains strong. Shifts in the practice setting may be related to increases in overhead costs that are partially associated with the implementation of technology-based medical records. Integration of electronic health records and utilization of telemedicine are increasing. Copyright © 2017 American Academy of Dermatology, Inc. Published by Elsevier Inc. All rights reserved.

Is surgical workforce diversity increasing?

Science.gov (United States)

Andriole, Dorothy A; Jeffe, Donna B; Schechtman, Kenneth B

2007-03-01

We sought to determine the extent to which recent increases in levels of gender and racial diversity in the overall resident-physician workforce were evident among core-surgical specialty resident workforces. Chi-square tests for trend assessed the importance of changes from 1996 to 2004 in proportions of women and African Americans in the surgery-resident workforce. Surgery-resident trends were compared with overall resident workforce trends using two-tailed t-tests to compare regression slopes that quantified rates of change over time. Chi-square tests assessed differences between proportions of women and African Americans in the current overall board-certified workforce and their proportions in the surgery board-certified workforce. From 1996 to 2004, proportions of women increased in all seven surgical specialties studied. Compared with the overall trend toward increasing proportions of women in the resident workforce, the trend in one surgical specialty was larger (obstetrics/gynecology, p 0.05), and two were smaller (each p 0.05). Proportions of African Americans decreased in three specialties (each p workforce, except obstetrics/gynecology, remained lower than in the overall board-certified workforce (each p workforces have persisted since 1996 and will likely perpetuate ongoing surgery board-certified workforce disparities.

Impact of a fatigue management in work programme on meeting work demands of individuals with rheumatic diseases: A pilot study.

Science.gov (United States)

McCormack, Róisín C; O'Shea, Finbar; Doran, Michele; Connolly, Deirdre

2018-03-25

Work disability and job loss are serious consequences of rheumatic diseases (RDs), and fatigue is a symptom of RDs commonly reported to have an impact on work performance. A FAtigue ManagEment in Work (FAME-W) programme was developed to facilitate the self-management of fatigue in work. The present pilot study explored if FAME-W could facilitate individuals with RDs to manage fatigue in work and improve their ability to meet work demands. Twenty-seven individuals with a variety of rheumatic diagnoses completed a 4-week, 2-h occupational therapy-led self-management programme. Each week focused on fatigue-related topics, including fatigue and activity management, pain management and joint protection, mental well-being, effective communication with employers and work colleagues, and employment legislation. Individual workplace ergonomic assessments were also offered. Study measures (work function, fatigue, pain, mood and self-efficacy) were completed prior to starting FAME-W, immediately post-intervention and 12 weeks post-intervention. Participants (56% male) had a mean age of 43 years. No significant improvements were observed immediately post-programme. However, at the 12-week follow-up, significant improvements were reported in meeting work demands (scheduling [p = 0.046], output [p = 0.002], physical [p = 0.003], mental [p = 0.016]), fatigue [p = 0.001], pain [p = 0.01], anxiety [p = 0.001], depression [p physical: p = 0.005; symptoms: p = 0.010; affect: p = 0.010; social: p = 0.001). Significant improvements were reported in participants' ability to meet various demands of their work 3 months post-FAME-W. These findings suggest that FAME-W has the potential to assist individuals with RDs to meet the demands of their work, although further research is required to test the effectiveness of this intervention. Copyright © 2018 John Wiley & Sons, Ltd.

77 FR 59990 - Workforce Investment Act; Native American Employment and Training Council Meeting

Science.gov (United States)

2012-10-01

... Committee Act (FACA) (Pub. L. 92-463), as amended, and Section 166(h)(4) of the Workforce Investment Act... written statements to Mrs. Evangeline M. Campbell, Designated Federal Official (DFO), U.S. Department of.... FOR FURTHER INFORMATION CONTACT: Mrs. Evangeline M. Campbell, DFO, Division of Indian and Native...

Expected Rates of Renewable Energy Sources in Meeting of Energy Demands

Directory of Open Access Journals (Sweden)

Ferenc Kovács

2007-12-01

Full Text Available Taking the expected growth of the world’s population and the estimated technological development and increase in living standards into account, the paper forecasts energy demands. On the basis of the actual production data of 380-400 EJ.year-1 in 2000 and data in publications, the author assumes the total energy demand to be 750-800 EJ.year-1 for 2030, 600-1,000 EJ.year-1 for 2050 and 900-3,600 EJ.year-1 for 2100. The author analyses the appearance of the different energy types in the history of mankind giving the specific heat content and heating value of the different fuels. The environmental advantages, disadvantages, technical and economic limits of application involved in the use of primary renewable energy sources are also dealt with. The analysis of the data in the different prognoses in publications gives the result that fossil fuels will meet 84-85 % of the total energy demand until 2030 in the foreseeable future. In 2050, the fossil rate may be 50-70 % and the rate of renewables may amount to 20-40 %. In 2100, the maximum fossil rate may be 40-50 % with a 30-60 % maximum rate of renewables. On the basis of the results of investigation, the general conclusion may be that the realistically exploitable amount of renewable energy sources is not so unlimitedly high as many suppose. Therefore, it is an illusion to expect that the replacement or substitution of mineral fuels and nuclear energy can be solved relying solely on renewable energies.

The influence of Government’s role and workforce’s competence towards the construction workforce performance in Central Sulawesi

Science.gov (United States)

Nirmalawati; Labombang, Mastura

2018-05-01

The performance of construction workforce should be enhanced, as it is a form of success of Central Sulawesi government in optimizing its management of construction workforces. The quality of construction workforces is when the proliferation of competence meets the standard. This research aims to identify the relationship between the role of the government and workforce competence in the advancement of construction workforce performance. This research used the quantitative method with the descriptive-correlation approach. The population in this research includes contractors, field observers, and project owner that conduct construction works in Central Sulawesi. The data collection in this research is conducted by distributing questionnaires directly to 42 respondents. The data analysis is done with statistics with the support of SPSS software. The result of the study shows that the role factor of the government has a powerful effect of 0401 on the performance of local workforce, while the competence of the construction workforce is 0.264 to the labor performance. Based on the research result, it is suggested that the policymakers, particularly in Central Sulawesi, take advantage of the research result as a reference in supervising and enhancing the performance of construction workforce in Central Sulawesi.

A Spiral Step-by-Step Educational Method for Cultivating Competent Embedded System Engineers to Meet Industry Demands

Science.gov (United States)

Jing,Lei; Cheng, Zixue; Wang, Junbo; Zhou, Yinghui

2011-01-01

Embedded system technologies are undergoing dramatic change. Competent embedded system engineers are becoming a scarce resource in the industry. Given this, universities should revise their specialist education to meet industry demands. In this paper, a spirally tight-coupled step-by-step educational method, based on an analysis of industry…

A Nursing Workforce Diversity Project: Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success.

Science.gov (United States)

Murray, Ted A; Pole, David C; Ciarlo, Erica M; Holmes, Shearon

2016-01-01

The purpose of this article is to describe a collaborative project designed to recruit and retain students from underrepresented minorities and disadvantaged backgrounds into nursing education. Ethnic minorities remain underrepresented in the nursing workforce in comparison to the general population. The numbers of minorities enrolled in nursing education programs are insufficient to meet the health care workforce diversity needs of the future. High school students were provided with a preprofessional education program to prepare them for admission into a nursing program. Retention strategies were implemented for newly admitted and enrolled nursing education students. Twenty-one high school students enrolled in a nursing education program. The students enrolled in the nursing education program graduated and passed the licensure examination. Early recruitment and multiprong retention programs can be successful in diversifying the registered nurse workforce.

Preparing the Workforce for Behavioral Health and Primary Care Integration.

Science.gov (United States)

Hall, Jennifer; Cohen, Deborah J; Davis, Melinda; Gunn, Rose; Blount, Alexander; Pollack, David A; Miller, William L; Smith, Corey; Valentine, Nancy; Miller, Benjamin F

2015-01-01

. Until the training capacity grows to meet the demand, practices must put forth considerable effort and resources to train their own employees. © Copyright 2015 by the American Board of Family Medicine.

Is health workforce sustainability in Australia and New Zealand a realistic policy goal?

Science.gov (United States)

Buchan, James M; Naccarella, Lucio; Brooks, Peter M

2011-05-01

This paper assesses what health workforce 'sustainability' might mean for Australia and New Zealand, given the policy direction set out in the World Health Organization draft code on international recruitment of health workers. The governments in both countries have in the past made policy statements about the desirability of health workforce 'self-sufficiency', but OECD data show that both have a high level of dependence on internationally recruited health professionals relative to most other OECD countries. The paper argues that if a target of 'self-sufficiency' or sustainability were to be based on meeting health workforce requirements from home based training, both Australia and New Zealand fall far short of this measure, and continue to be active recruiters. The paper stresses that there is no common agreed definition of what health workforce 'self-sufficiency', or 'sustainability' is in practice, and that without an agreed definition it will be difficult for policy-makers to move the debate on to reaching agreement and possibly setting measurable targets or timelines for achievement. The paper concludes that any policy decisions related to health workforce sustainability will also have to taken in the context of a wider community debate on what is required of a health system and how is it to be funded.

Workforce participation among international medical graduates in the National Health Service of England: a retrospective longitudinal study

Directory of Open Access Journals (Sweden)

Young Ruth

2008-05-01

Full Text Available Abstract Background Balancing medical workforce supply with demand requires good information about factors affecting retention. Overseas qualified doctors comprise 30% of the National Health Service (NHS workforce in England yet little is known about the impact of country of qualification on length of stay. We aimed to address this need. Methods Using NHS annual census data, we calculated the duration of 'episodes of work' for doctors entering the workforce between 1992 and 2003. Survival analysis was used to examine variations in retention by country of qualification. The extent to which differences in retention could be explained by differences in doctors' age, sex and medical specialty was examined by logistic regression. Results Countries supplying doctors to the NHS could be divided into those with better or worse long-term retention than domestically trained doctors. Countries in the former category were generally located in the Middle East, non-European Economic Area Europe, Northern Africa and Asia, and tended to be poorer with fewer doctors per head of population, but stronger economic growth. A doctor's age and medical specialty, but not sex, influenced patterns of retention. Conclusion Adjusting workforce participation by country of qualification can improve estimates of the number of medical school places needed to balance supply with demand. Developing countries undergoing strong economic growth are likely to be the most important suppliers of long stay medical migrants.

Investing in Eco-power - A model for Switzerland - Meeting demands

International Nuclear Information System (INIS)

Ley, Ch.

2005-01-01

These three short articles review the activities of the 'Services Industriels de Geneve' (SIG), Geneva's energy supply utility, in the area of supplying ecologically-produced electricity. The first article deals with the utility's success in motivating 96% of Geneva's citizens and companies to opt for power from renewable resources. 6% of SIG's customers have ordered certified eco-power. The second article looks at Geneva's pioneer role in allowing its customers to choose between various types of power generation and the city's role as a provider of nuclear-free power. Figures are presented on the pricing of the various types of power. About 30% of sales comprise the 'Naturemade Star' eco-power. The third article discusses how the SIG has to ensure that enough certified power is produced or purchased in order to meet customers' demands. Examples of production facilities are given including hydro-power installations and a 1 MW photovoltaic installation

Implementation of Strategies to Leverage Public and Private Resources for National Security Workforce Development

Energy Technology Data Exchange (ETDEWEB)

None

2009-04-01

This report documents implementation strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP), being performed under a U.S. Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. This report details some of the efforts that have been implemented to leverage public and private resources, as well as implementation strategies to further leverage public and private resources.

Patient attributes warranting consideration in clinical practice guidelines, health workforce planning and policy

Directory of Open Access Journals (Sweden)

Segal Leonie

2011-09-01

Full Text Available Abstract Background In order for clinical practice guidelines (CPGs to meet their broad objective of enhancing the quality of care and supporting improved patient outcomes, they must address the needs of diverse patient populations. We set out to explore the patient attributes that are likely to demand a unique approach to the management of chronic disease, and which are crucial if evidence or services planning is to reflect clinic populations. These were incorporated into a new conceptual framework; using diabetes mellitus as an exemplar. Methods The patient attributes that informed the framework were identified from CPGs, the diabetes literature, an expert academic panel, and two cross-disciplinary panels; and agreed upon using a modified nominal group technique. Results Full consensus was reached on twenty-four attributes. These factors fell into one of three themes: (1 type/stage of disease, (2 morbid events, and (3 factors impacting on capacity to self-care. These three themes were incorporated in a convenient way in the workforce evidence-based (WEB model. Conclusions While biomedical factors are frequently recognised in published clinical practice guidelines, little attention is given to attributes influencing a person's capacity to self-care. Paying explicit attention to predictable threats to effective self-care in clinical practice guidelines, by drawing on the WEB model, may assist in refinements that would address observed disparities in health outcomes across socio-economic groups. The WEB model also provides a framework to inform clinical training, and health services and workforce planning and research; including the assessment of healthcare needs, and the allocation of healthcare resources.

Workforce scheduling: A new model incorporating human factors

Directory of Open Access Journals (Sweden)

Mohammed Othman

2012-12-01

Full Text Available Purpose: The majority of a company’s improvement comes when the right workers with the right skills, behaviors and capacities are deployed appropriately throughout a company. This paper considers a workforce scheduling model including human aspects such as skills, training, workers’ personalities, workers’ breaks and workers’ fatigue and recovery levels. This model helps to minimize the hiring, firing, training and overtime costs, minimize the number of fired workers with high performance, minimize the break time and minimize the average worker’s fatigue level.Design/methodology/approach: To achieve this objective, a multi objective mixed integer programming model is developed to determine the amount of hiring, firing, training and overtime for each worker type.Findings: The results indicate that the worker differences should be considered in workforce scheduling to generate realistic plans with minimum costs. This paper also investigates the effects of human fatigue and recovery on the performance of the production systems.Research limitations/implications: In this research, there are some assumptions that might affect the accuracy of the model such as the assumption of certainty of the demand in each period, and the linearity function of Fatigue accumulation and recovery curves. These assumptions can be relaxed in future work.Originality/value: In this research, a new model for integrating workers’ differences with workforce scheduling is proposed. To the authors' knowledge, it is the first time to study the effects of different important human factors such as human personality, skills and fatigue and recovery in the workforce scheduling process. This research shows that considering both technical and human factors together can reduce the costs in manufacturing systems and ensure the safety of the workers.

77 FR 36549 - Nursing Workforce Diversity Invitational Summit-“Nursing in 3D: Workforce Diversity, Health...

Science.gov (United States)

2012-06-19

... Workforce Diversity Invitational Summit--``Nursing in 3D: Workforce Diversity, Health Disparities, and..., Division of Nursing, will host an invitational summit that focuses on Nursing Workforce Diversity (NWD..., thought leaders, and key workforce diversity stakeholders to identify the full range of academic and...

The Chameleon Workforce

DEFF Research Database (Denmark)

Marfelt, Mikkel Mouritz

, cultural, professional, etc.). This PhD dissertation studies this phenomenon, ‘a diverse workforce’, in a large Scandinavian pharmaceutical company. The dissertation follows the Diverse and Global Workforce (DGW) project, a ‘headquarter centric’ and strategic corporate initiative to address the rapid......Due to advancements in technology and the expansion of companies onto a global level, organizations have become increasingly aware of the need to understand and manage diverse workforces; that is, the need to understand and manage differences among employees across borders (such as geographical...... global expansion of the company workforce....

United States Registered Nurse Workforce Report Card and Shortage Forecast: A Revisit.

Science.gov (United States)

Zhang, Xiaoming; Tai, Daniel; Pforsich, Hugh; Lin, Vernon W

This is a reevaluation of registered nurse (RN) supply and demand from 2016 to 2030 using a previously published work forecast model and grading methodology with more recent workforce data. There will be a shortage of 154 018 RNs by 2020 and 510 394 RNs by 2030; the South and West regions will have higher shortage ratios than Northeast and Midwest regions. This reflects a nearly 50% overall improvement when compared with the authors' prior study, and the low-performing states have improved from 18 "D" and 12 "F" grades as published earlier to 13 "D" and 1 "F" in this study. Although progress has been made, efforts to foster the pipelines for improving the nursing workforce need to be continued.

Transformative optimisation of agricultural land use to meet future food demands

Directory of Open Access Journals (Sweden)

Lian Pin Koh

2013-10-01

Full Text Available The human population is expected to reach ∼9 billion by 2050. The ensuing demands for water, food and energy would intensify land-use conflicts and exacerbate environmental impacts. Therefore we urgently need to reconcile our growing consumptive needs with environmental protection. Here, we explore the potential of a land-use optimisation strategy to increase global agricultural production on two major groups of crops: cereals and oilseeds. We implemented a spatially-explicit computer simulation model across 173 countries based on the following algorithm: on any cropland, always produce the most productive crop given all other crops currently being produced locally and the site-specific biophysical, economic and technological constraints to production. Globally, this strategy resulted in net increases in annual production of cereal and oilseed crops from 1.9 billion to 2.9 billion tons (46%, and from 427 million to 481 million tons (13%, respectively, without any change in total land area harvested for cereals or oilseeds. This thought experiment demonstrates that, in theory, more optimal use of existing farmlands could help meet future crop demands. In practice there might be cultural, social and institutional barriers that limit the full realisation of this theoretical potential. Nevertheless, these constraints have to be weighed against the consequences of not producing enough food, particularly in regions already facing food shortages.

The physician assistant workforce in Indiana: preparing to meet future health care needs.

Science.gov (United States)

Snyder, Jennifer; Zorn, Jennifer; Gjerde, Tom; Burkhart, Jennifer; Rosebrock, Lori

2011-12-01

This study identifies baseline demographic and descriptive statistics for physician assistants (PAs) in Indiana from 1978 to 2010. Data were obtained from Indiana Professional Licensing Agency applications, the Indiana State Department of Health, and PA educational programs. Descriptive statistics were used to characterize the PA workforce as well as their supervising physicians. Most PAs working in Indiana were born and educated outside the state. Of those educated in Indiana, 77% obtained an initial license in Indiana; as of May 2010, 62% were still licensed in the state. In the past 8 years, Indiana had a 97% increase in active licensed PAs. Only 24% of PAs work in primary care; 92% work in metropolitan areas. For 40 years, PAs have increasingly worked in areas that are medically underserved or experiencing a shortage of health professionals. However, the overall numbers of PAs working in those areas remain low. More PAs in Indiana are practicing in medical specialties than in primary care. As health care policy and regulatory changes evolve, future studies will be needed to understand the impact on the health care workforce of Indiana PAs. This study will serve as a baseline for those studies.

High Demand, Core Geosciences, and Meeting the Challenges through Online Approaches

Science.gov (United States)

Keane, Christopher; Leahy, P. Patrick; Houlton, Heather; Wilson, Carolyn

2014-05-01

As the geosciences has evolved over the last several decades, so too has undergraduate geoscience education, both from a standpoint of curriculum and educational experience. In the United States, we have been experiencing very strong growth in enrollments in geoscience, as well as employment demand for the last 7 years. That growth has been largely fueled by all aspects of the energy boom in the US, both from the energy production side and the environmental management side. Interestingly the portfolio of experiences and knowledge required are strongly congruent as evidenced from results of the American Geosciences Institute's National Geoscience Exit Survey. Likewise, the demand for new geoscientists in the US is outstripping even the nearly unprecedented growth in enrollments and degrees, which is calling into question the geosciences' inability to effectively reach into the largest growing segments of the U.S. College population - underrepresented minorities. We will also examine the results of the AGI Survey on Geoscience Online Learning and examine how the results of that survey are rectified with Peter Smith's "Middle Third" theory on "wasted talent" because of spatial, economic, and social dislocation. In particular, the geosciences are late to the online learning game in the United States and most faculty engaged in such activities are "lone wolves" in their department operating with little knowledge of the support structures that exist in such development. Yet the most cited barriers for faculty not engaging actively in online learning is the assertion that laboratory and field experiences will be lost and thus fight engaging in this medium. However, the survey shows that faculty are discovering novel approaches to address these issues, many of which have great application to enabling geoscience programs in the United States to meet the expanding demand for geoscience degrees.

Meeting the food, energy, and water demands of nine billion people: Will climate change add a new dimension?

Science.gov (United States)

Climate change will add a new stress to our ability to produce food and supply water and energy for the expanding population. There is an emerging gap between the current production trends in food commodities around the world and the projected needs to meet the demands for the world population. This...

Recently Identified Changes to the Demographics of the Current and Future Geoscience Workforce

Science.gov (United States)

Wilson, C. E.; Keane, C. M.; Houlton, H. R.

2014-12-01

The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. Much of these trends are displayed in detail in AGI's Status of the Geoscience Workforce reports. In May, AGI released the Status of the Geoscience Workforce 2014, which updates these trends since the 2011 edition of this report. These updates highlight areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. Some examples of these changes include the increase in the number of states that will allow a high school course of earth sciences as a credit for graduation and the increasing importance of two-year college students as a talent pool for the geosciences, with over 25% of geoscience bachelor's graduates attending a two-year college for at least a semester. The continued increase in field camp hinted that these programs are at or reaching capacity. The overall number of faculty and research staff at four-year institutions increased slightly, but the percentages of academics in tenure-track positions continued to slowly decrease since 2009. However, the percentage of female faculty rose in 2013 for all tenure-track positions. Major geoscience industries, such as petroleum and mining, have seen an influx of early-career geoscientists. Demographic trends in the various industries in the geoscience workforce forecasted a shortage of approximately 135,000 geoscientists in the next decade—a decrease from the previously predicted shortage of 150,000 geoscientists. These changes and other changes identified in the Status of the Geoscience Workforce will be addressed in this talk.

Nuclear separations for radiopharmacy : the need for improved separations to meet future research and clinical demands

International Nuclear Information System (INIS)

Bond, A.H.; Rogers, R.D.; Dietz, M.L.

2000-01-01

Several recent national and international reports have predicted that the demand for radionuclides used in medicine will increase significantly over the next 20 years. Separation science is an integral part of the production and development of new radionuclides for diagnostic and therapeutic applications and will play a major role in process improvements to existing radiopharmaceuticals to meet increasing demands. The role of separation science in the production of radionuclides for medical applications is briefly discussed, followed by an overview of the manuscripts from the American Chemical Society symposium 'Nuclear Separations for Radiopharmacy'. A listing of the most widely used radionuclides in clinical application and medical research serves as a foundation for the discussion of future research opportunities in separation science

Implications of using alternate fuel cycles to meet Ontario's nuclear power demand

International Nuclear Information System (INIS)

Lau, J.H.K.

1978-08-01

The use of alternate fuel cycles to meet an assumed nuclear capacity growth rate in Ontario is examined. Two criteria are used: the ability of the alternate fuel cycles to lessen the uranium demand; and the ease of commercialization. The nuclear strategies considered assume the use of the natural uranium cycle and, starting in the year 2000, the gradual introduction of an alternate fuel cycle. The alternate fuel cycles reviewed are enriched uranium, mixed oxides, and a variety of thorium cycles. The cumulative uranium requirement to the year 2070, and the growth and size of the reprocessing and fuel fabrication industries are discussed in detail. Sensitivity analyses on nuclear capacity growth rate, recycling loss and delay time are also described. (auth)

Blood banks meet the paradox of Gabriel's Horn: what are the options to maintain supply as demand decreases?

Science.gov (United States)

Beckman, N; Yazer, M; Land, K; Chesneau, S; Caulfield, J

2016-06-01

Blood services worldwide have observed a decline in the demand for red blood cells (RBC). Despite this general decline, the demand profile has changed significantly with the demand for O D negative RBCs being maintained; whereas B D positive and AB D positive RBC demand has been reduced. In 2015, the blood type O D negative was seen in 6·3% of the combined first time donors among the five American Blood Centres involved in this study and 7·4% of first time Australian donors in 2014/2015, whereas O D negative distributions accounted for 10·5% of all red cell units issued by the American centres and 13·9% by the Australian centres. Inventory can therefore be of sufficient overall quantity but may not be adequate for the demand for units with specific blood types. Recruitment of new donors may need to become more targeted and/or financial or inventory control measures could also be required to ensure inventory matches demand. Blood Services will need to consider the available options in order to ensure that sufficiency of supply is secure and the donor panel is optimised to meet the new demand paradigm. © 2016 British Blood Transfusion Society.

Information needs of the 'frontline' public health workforce.

Science.gov (United States)

Rutland, J D; Smith, A M

2010-11-01

To explore the information needs of the 'frontline' public health workforce, whether needs are being met and barriers to meeting needs. A qualitative research study using in-depth semi-structured interviews. A qualitative study, comprising eight semi-structured interviews, was conducted with one representative of each of eight categories of frontline public health professional (children's centre manager, community development worker, community midwife, district nurse, health visitor, community pharmacist, practice nurse and school nurse) to determine their public health role, information needs and barriers to meeting needs. Interviews were tape-recorded and data were analysed to identify themes for each category and common themes. Respondents expressed similar needs, some of which could be met by a dedicated library and knowledge service, given adequate funding, and some of which need input from management. The library could supply: news bulletins and up-to-date information, especially local information; targeted local websites and databases; training in literature-searching skills, basic information technology (IT) skills and critical appraisal; course and work support, with access to local library facilities; a literature search support service; signposting, with a named library contact; and access to information for patients. Management input is required to remedy basic structural barriers, including: lack of IT equipment and training; lack of time to access information; lack of funding for courses and professional development; and lack of communication of information from higher levels. Some information needs can be met by improvements and widening of access to library services, which may need increased funding. However, some barriers to meeting information needs require action elsewhere in the public health management structure. Changes need to be made in communication of public health strategy, and engagement needs to be improved between higher managerial

Changes and events in uranium deposit development, exploration, resources, production and the world supply-demand relationship. Proceedings of a technical committee meeting

International Nuclear Information System (INIS)

1997-09-01

This report consists of the proceedings of the Technical Committee Meeting on Recent Changes and Events in Uranium Deposit Development, Exploration, Resources, Production and the World Supply/Demand Relationship, held in co-operation with the OECD Nuclear Energy Agency (OECD/NEA) in Kiev, Ukraine, from 22 to 26 May 1995. Some of the information from this meeting was also used in preparation of the 1995 edition of ''Uranium - Resources, Production and Demand'' a joint report by the OECD/NEA and the IAEA. At the Beginning of 1995 there were 432 nuclear power plants in operation with a combined electricity generating capacity of 340 GW(e). This represents nearly a 100% increase over the last decade. In 1995 over 2228 TW·h of electricity were generated, equivalent to about 17% of the world's total electricity. To achieve this, about 61,000 t U were required as nuclear fuel. For about a decade and a half uranium production and related activities have been decreasing because of declining uranium prices. For many participants in the nuclear industry there has been little interest in uranium supply because of the oversupplied market condition. The declining production led to the development of a supply and demand balance were production is currently meeting a little over 50% of reactor requirements and the excess inventory is being rapidly drawn down. This very unstable relationship has resulted in great uncertainty about the future supply or uranium. One of the objectives of this Technical Committee meeting was to bring together specialists in the field of uranium supply and demand to collect information on new developments. This helps provide a better understanding of the current situation, as well as providing information to plan for the future. Refs, figs, tabs

The neurosurgical workforce in North America: a critical review of gender issues.

Science.gov (United States)

Woodrow, Sarah I; Gilmer-Hill, Holly; Rutka, James T

2006-10-01

The role of women in Western society has changed dramatically in the past several decades. Despite this, many gender disparities still exist for professionals in the health care sector. In neurosurgery, a disproportionately small percentage of the workforce in the United States and Canada is female. These figures are lower than most reported in other medical specialties. This review critically examines factors that may be influencing women's ability to advance in demanding subspecialties such as neurosurgery. The literature on women in medicine, and surgery in particular, were reviewed to identify different issues facing women currently in practice in neurosurgery. In addition, the concerns of prospective trainees were examined. There remain many challenges for women entering neurosurgery, including unique lifestyle concerns, limited mentorship, out-dated career programs, and deep-seeded societal beliefs. Discrimination and harassment are also contributing factors. If neurosurgery is to continue to progress as a subspecialty, the issue of gender inequality needs to be scrutinized more closely. Innovative programs must be developed to meet the needs of current female faculty members and to ensure attracting the brightest individuals of both genders into a career in neurosurgery.

Budget allocation for permanent and contingent capacity under stochastic demand

NARCIS (Netherlands)

Dellaert, N.P.; Jeunet, J.; Mincsovics, G.Z.

2011-01-01

We develop a model of budget allocation for permanent and contingent workforce under stochastic demand. The level of permanent capacity is determined at the beginning of the horizon and is kept constant throughout, whereas the number of temporary workers to be hired must be decided in each period.

Budget allocation for permanent and contingent capacity under stochastic demand

NARCIS (Netherlands)

Dellaert, N.P.; Jeunet, J.; Mincsovics, G.Z.

2009-01-01

We develop a model of budget allocation for permanent and contingent workforce under stochastic demand. The level of permanent capacity is determined at the beginning of the horizon and is kept constant throughout whereas the number of temporary workers to be hired must be decided in each period.

Estimating the Optimal Capacity for Reservoir Dam based on Reliability Level for Meeting Demands

Directory of Open Access Journals (Sweden)

Mehrdad Taghian

2017-02-01

Full Text Available Introduction: One of the practical and classic problems in the water resource studies is estimation of the optimal reservoir capacity to satisfy demands. However, full supplying demands for total periods need a very high dam to supply demands during severe drought conditions. That means a major part of reservoir capacity and costs is only usable for a short period of the reservoir lifetime, which would be unjustified in economic analysis. Thus, in the proposed method and model, the full meeting demand is only possible for a percent time of the statistical period that is according to reliability constraint. In the general methods, although this concept apparently seems simple, there is a necessity to add binary variables for meeting or not meeting demands in the linear programming model structures. Thus, with many binary variables, solving the problem will be time consuming and difficult. Another way to solve the problem is the application of the yield model. This model includes some simpler assumptions and that is so difficult to consider details of the water resource system. The applicationof evolutionary algorithms, for the problems have many constraints, is also very complicated. Therefore, this study pursues another solution. Materials and Methods: In this study, for development and improvement the usual methods, instead of mix integer linear programming (MILP and the above methods, a simulation model including flow network linear programming is used coupled with an interface manual code in Matlab to account the reliability based on output file of the simulation model. The acre reservoir simulation program (ARSP has been utilized as a simulation model. A major advantage of the ARSP is its inherent flexibility in defining the operating policies through a penalty structure specified by the user. The ARSP utilizes network flow optimization techniques to handle a subset of general linear programming (LP problems for individual time intervals

The perils of healthcare workforce forecasting: a case study of the Philadelphia metropolitan area.

Science.gov (United States)

Smith, David Barton; Aaronson, William

2003-01-01

In 1996, a widely circulated and influential forecast for the Philadelphia Metropolitan Area stated that a decline in hospital and healthcare employment in the region would occur over the next five years. It also suggested that this decline would exacerbate the problem of an oversupply of nurses seeking hospital employment. The forecast reflected a regional leadership and expert consensus on the impact of the managed care transformation on workforce needs and was supported by short-term statistical trends in regional utilization and employment. Confounding these predictions was the fact that hospital and healthcare employment actually grew. By the end of 2001, hospitals in the region were experiencing problems in recruiting sufficient numbers of nurses, pharmacists, and technicians. The forecast failed to anticipate the impact of a strong regional economy on supply and underestimated the resilience of underlying forces that have driven the long-term growth in healthcare workforce demand. More effective ongoing monitoring can help moderate the fluctuation of workforce shortages and surpluses.

Tracking the workforce: the American Society of Clinical Oncology workforce information system.

Science.gov (United States)

Kirkwood, M Kelsey; Kosty, Michael P; Bajorin, Dean F; Bruinooge, Suanna S; Goldstein, Michael A

2013-01-01

In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. THE WIS REPORT IS COMPOSED OF THREE SECTIONS: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages.

Tracking the Workforce: The American Society of Clinical Oncology Workforce Information System

Science.gov (United States)

Kirkwood, M. Kelsey; Kosty, Michael P.; Bajorin, Dean F.; Bruinooge, Suanna S.; Goldstein, Michael A.

2013-01-01

Purpose: In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. Methods: The WIS report is composed of three sections: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. Results: The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Conclusion: Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages. PMID:23633965

American Society for Radiation Oncology (ASTRO) 2012 Workforce Study: The Radiation Oncologists' and Residents' Perspectives

International Nuclear Information System (INIS)

Pohar, Surjeet; Fung, Claire Y.; Hopkins, Shane; Miller, Robert; Azawi, Samar; Arnone, Anna; Patton, Caroline; Olsen, Christine

2013-01-01

Purpose: The American Society for Radiation Oncology (ASTRO) conducted the 2012 Radiation Oncology Workforce Survey to obtain an up-to-date picture of the workforce, assess its needs and concerns, and identify quality and safety improvement opportunities. The results pertaining to radiation oncologists (ROs) and residents (RORs) are presented here. Methods: The ASTRO Workforce Subcommittee, in collaboration with allied radiation oncology professional societies, conducted a survey study in early 2012. An online survey questionnaire was sent to all segments of the radiation oncology workforce. Respondents who were actively working were included in the analysis. This manuscript describes the data for ROs and RORs. Results: A total of 3618 ROs and 568 RORs were surveyed. The response rate for both groups was 29%, with 1047 RO and 165 ROR responses. Among ROs, the 2 most common racial groups were white (80%) and Asian (15%), and the male-to-female ratio was 2.85 (74% male). The median age of ROs was 51. ROs averaged 253.4 new patient consults in a year and 22.9 on-treatment patients. More than 86% of ROs reported being satisfied or very satisfied overall with their career. Close to half of ROs reported having burnout feelings. There was a trend toward more frequent burnout feelings with increasing numbers of new patient consults. ROs' top concerns were related to documentation, reimbursement, and patients' health insurance coverage. Ninety-five percent of ROs felt confident when implementing new technology. Fifty-one percent of ROs thought that the supply of ROs was balanced with demand, and 33% perceived an oversupply. Conclusions: This study provides a current snapshot of the 2012 radiation oncology physician workforce. There was a predominance of whites and men. Job satisfaction level was high. However a substantial fraction of ROs reported burnout feelings. Perceptions about supply and demand balance were mixed. ROs top concerns reflect areas of attention for the

78 FR 22890 - National Advisory Council on Nurse Education and Practice; Notice of Meeting

Science.gov (United States)

2013-04-17

... Advisory Council on Nurse Education and Practice; Notice of Meeting In accordance with section 10(a)(2) of... meeting: Name: National Advisory Council on Nurse Education and Practice (NACNEP) Dates and Times: April... the nursing workforce is ready to meet these challenges. The objectives of the meeting are: (1) To...

International Geoscience Workforce Trends: More Challenges for Federal Agencies

Science.gov (United States)

Groat, C. G.

2005-12-01

Concern about the decreasing number of students entering undergraduate geoscience programs has been chronic and, at times, acute over the past three decades. Despite dwindling populations of undergraduate majors, graduate programs have remained relatively robust, bolstered by international students. With Increasing competition for graduate students by universities in Europe, Japan, Australia, and some developing countries, and with procedural challenges faced by international students seeking entry into the United States and its universities, this supply source is threatened. For corporations operating on a global scale, the opportunity to employ students from and trained in the regions in which they operate is generally a plus. For U.S. universities that have traditionally supplied this workforce, the changing situation poses challenges, but also opportunities for creative international partnerships. Federal government science agencies face more challenges than opportunities in meeting workforce needs under both present and changing education conditions. Restrictions on hiring non-U.S. citizens into the permanent workforce have been a long-standing issue for federal agencies. Exceptions are granted only where they can document the absence of eligible U.S.-citizen candidates. The U.S. Geological Survey has been successful in doing this in its Mendenhall Postdoctoral Research Fellowship Program, but there has been no solution to the broader limitation. Under current and forecast workforce recruitment conditions, creativity, such as that evidenced by the Mendenhall program,will be necessary if federal agencies are to draw from the increasingly international geoscience talent pool. With fewer U.S. citizens in U.S. geoscience graduate programs and a growing number of advanced-degreed scientists coming from universities outside the U.S., the need for changes in federal hiring policies is heightened. The near-term liklihood of this is low and combined with the decline in

California Workforce: California Faces a Skills Gap

Science.gov (United States)

Public Policy Institute of California, 2011

2011-01-01

California's education system is not keeping up with the changing demands of the state's economy--soon, California will face a shortage of skilled workers. Projections to 2025 suggest that the economy will continue to need more and more highly educated workers, but that the state will not be able to meet that demand. If current trends persist,…

Resource Demand Scenarios for the Major Metals.

Science.gov (United States)

Elshkaki, Ayman; Graedel, T E; Ciacci, Luca; Reck, Barbara K

2018-03-06

The growth in metal use in the past few decades raises concern that supplies may be insufficient to meet demands in the future. From the perspective of historical and current use data for seven major metals-iron, manganese, aluminum, copper, nickel, zinc, and lead-we have generated several scenarios of potential metal demand from 2010 to 2050 under alternative patterns of global development. We have also compared those demands with various assessments of potential supply to midcentury. Five conclusions emerge: (1) The calculated demand for each of the seven metals doubles or triples relative to 2010 levels by midcentury; (2) The largest demand increases relate to a scenario in which increasingly equitable values and institutions prevail throughout the world; (3) The metal recycling flows in the scenarios meet only a modest fraction of future metals demand for the next few decades; (4) In the case of copper, zinc, and perhaps lead, supply may be unlikely to meet demand by about midcentury under the current use patterns of the respective metals; (5) Increased rates of demand for metals imply substantial new energy provisioning, leading to increases in overall global energy demand of 21-37%. These results imply that extensive technological transformations and governmental initiatives could be needed over the next several decades in order that regional and global development and associated metal demand are not to be constrained by limited metal supply.

Massachusetts Study of Teacher Supply and Demand: Trends and Projections

Science.gov (United States)

Levin, Jesse; Berg-Jacobson, Alex; Atchison, Drew; Lee, Katelyn; Vontsolos, Emily

2015-01-01

In April 2015, the Massachusetts Department of Elementary and Secondary Education (ESE) commissioned American Institutes for Research (AIR) to develop a comprehensive set of 10-year projections of teacher supply and demand in order to inform planning for future workforce needs. This included state-level projections both in the aggregate, as well…

The meaning of work of the future advertising workforce. A gender-based analysis

Directory of Open Access Journals (Sweden)

Dra. Marina Beléndez Vázquez - marina.belendez@ua.es

2008-01-01

Full Text Available In the Information Society, recruiting and retaining the workforce is a driving force for companies whose productivity depends on their human capital. In particular, in the commercial communication industry, the added value that advertising provides to products and services is linked with their workforce’s intellectual skills (increasingly feminized. With this background, we have recognized the need of analysing the workforce demands differentiated by gender. Studies on the psychological contract have shown that, nowadays, the remuneration expected by workers is not only of financial nature and one factor to help attract and maintain professionals is to know their attitude towards work. The aim of this study, focusing on gender, is to analyse the meaning of work for 473 advertising undergraduate students before they enter the labour market, a key moment for developing attitudes towards work. The results indicate that work is regarded by these students as a core value in life, particularly among women. Gender differences in the importance given to family, spare time and community reveal the perpetuation of gender stereotypes. However, these students feel they are entitled to work and they demand participation in the decision-making processes within the company.

Is there a doctor in the house? Availability of Israeli physicians to the workforce.

Science.gov (United States)

Horowitz, Pamela Kuflik; Shemesh, Annarosa Anat; Horev, Tuvia

2017-01-01

Israeli policymakers have expressed serious concerns about being able to meet the growing demand for physician services. For this reason, the Israel Ministry of Health (MoH) undertook studies based on 2008 and then 2012 data to obtain an accurate assessment of the size, specialty mix, demographic and geographic composition of the physician workforce. This paper highlights the findings from these studies about the number and percentage of licensed physicians in Israel who were not available, were only partially available, or were about to leave the Israeli healthcare workforce. The two studies cross-linked administrative files of the entire physician population in Israel. The two sources were the MoH registry of licensed physicians, which contains demographic, medical education and specialty information, and the Israel Tax Authority income file on employment data. A third source, used only for the study of 2008 data, was the CBS Population Census Data 2008 which was based on a large representative sample of the population (14%), along with the updated Population Registry, which provided data on physicians whose occupation was in medical care as well as the number of work-hours. By linking the files we could also assess the population of licensed Israeli physicians living abroad. Only 74% of licensed physicians of all ages in 2012 were active in the Israeli workforce. Of physicians under the age of 70, 87% were living and working in Israel. Female physicians tended to retire from the workforce earlier than males and were more likely to work fewer hours during their working years. The rate of physicians who worked longer hours declined in both genders as age rose. About 10% of licensees had been living abroad for at least a year and the majority of these were older. Approximately 7% of licensed physicians, ages 30-44, were abroad and most are presumed to be doing additional clinical training or gaining research experience. In some specialty fields young physicians

Energy supply and demand in California

Science.gov (United States)

Griffith, E. D.

1978-01-01

The author expresses his views on future energy demand on the west coast of the United States and how that energy demand translates into demand for major fuels. He identifies the major uncertainties in determining what future demands may be. The major supply options that are available to meet projected demands and the policy implications that flow from these options are discussed.

The radiation oncology workforce: A focus on medical dosimetry

International Nuclear Information System (INIS)

Robinson, Gregg F.; Mobile, Katherine; Yu, Yan

2014-01-01

The 2012 Radiation Oncology Workforce survey was conducted to assess the current state of the entire workforce, predict its future needs and concerns, and evaluate quality improvement and safety within the field. This article describes the dosimetrist segment results. The American Society for Radiation Oncology (ASTRO) Workforce Subcommittee, in conjunction with other specialty societies, conducted an online survey targeting all segments of the radiation oncology treatment team. The data from the dosimetrist respondents are presented in this article. Of the 2573 dosimetrists who were surveyed, 890 responded, which resulted in a 35% segment response rate. Most respondents were women (67%), whereas only a third were men (33%). More than half of the medical dosimetrists were older than 45 years (69.2%), whereas the 45 to 54 years age group represented the highest percentage of respondents (37%). Most medical dosimetrists stated that their workload was appropriate (52%), with respondents working a reported average of 41.7 ± 4 hours per week. Overall, 86% of medical dosimetrists indicated that they were satisfied with their career, and 69% were satisfied in their current position. Overall, 61% of respondents felt that there was an oversupply of medical dosimetrists in the field, 14% reported that supply and demand was balanced, and the remaining 25% felt that there was an undersupply. The medical dosimetrists' greatest concerns included documentation/paperwork (78%), uninsured patients (80%), and insufficient reimbursement rates (87%). This survey provided an insight into the dosimetrist perspective of the radiation oncology workforce. Though an overwhelming majority has conveyed satisfaction concerning their career, the study allowed a spotlight to be placed on the profession's current concerns, such as insufficient reimbursement rates and possible oversupply of dosimetrists within the field

The radiation oncology workforce: A focus on medical dosimetry

Energy Technology Data Exchange (ETDEWEB)

Robinson, Gregg F., E-mail: grobinson@medicaldosimetry.org [American Association of Medical Dosimetrists, Herndon, VA (United States); Mobile, Katherine [American Association of Medical Dosimetrists, Herndon, VA (United States); Yu, Yan [Thomas Jefferson University, Philadelphia, PA (United States)

2014-07-01

The 2012 Radiation Oncology Workforce survey was conducted to assess the current state of the entire workforce, predict its future needs and concerns, and evaluate quality improvement and safety within the field. This article describes the dosimetrist segment results. The American Society for Radiation Oncology (ASTRO) Workforce Subcommittee, in conjunction with other specialty societies, conducted an online survey targeting all segments of the radiation oncology treatment team. The data from the dosimetrist respondents are presented in this article. Of the 2573 dosimetrists who were surveyed, 890 responded, which resulted in a 35% segment response rate. Most respondents were women (67%), whereas only a third were men (33%). More than half of the medical dosimetrists were older than 45 years (69.2%), whereas the 45 to 54 years age group represented the highest percentage of respondents (37%). Most medical dosimetrists stated that their workload was appropriate (52%), with respondents working a reported average of 41.7 ± 4 hours per week. Overall, 86% of medical dosimetrists indicated that they were satisfied with their career, and 69% were satisfied in their current position. Overall, 61% of respondents felt that there was an oversupply of medical dosimetrists in the field, 14% reported that supply and demand was balanced, and the remaining 25% felt that there was an undersupply. The medical dosimetrists' greatest concerns included documentation/paperwork (78%), uninsured patients (80%), and insufficient reimbursement rates (87%). This survey provided an insight into the dosimetrist perspective of the radiation oncology workforce. Though an overwhelming majority has conveyed satisfaction concerning their career, the study allowed a spotlight to be placed on the profession's current concerns, such as insufficient reimbursement rates and possible oversupply of dosimetrists within the field.

78 FR 65342 - National Advisory Council on Nurse Education and Practice; Notice of Meeting

Science.gov (United States)

2013-10-31

... Advisory Council on Nurse Education and Practice; Notice of Meeting In accordance with section 10(a)(2) of... meeting: Name: National Advisory Council on Nurse Education and Practice (NACNEP). Dates and Times.... The objectives of the meeting are: (1) To articulate the key challenges facing nursing workforce...

Adaptive scenarios: a training model for today's public health workforce.

Science.gov (United States)

Uden-Holman, Tanya; Bedet, Jennifer; Walkner, Laurie; Abd-Hamid, Nor Hashidah

2014-01-01

With the current economic climate, money for training is scarce. In addition, time is a major barrier to participation in trainings. To meet the public health workforce's rising demand for training, while struggling with less time and fewer resources, the Upper Midwest Preparedness and Emergency Response Learning Center has developed a model of online training that provides the public health workforce with individually customized, needs-based training experiences. Adaptive scenarios are rooted in case-based reasoning, a learning approach that focuses on the specific knowledge needed to solve a problem. Proponents of case-based reasoning argue that learners benefit from being able to remember previous similar situations and reusing information and knowledge from that situation. Adaptive scenarios based on true-to-life job performance provide an opportunity to assess skills by presenting the user with choices to make in a problem-solving context. A team approach was used to develop the adaptive scenarios. Storylines were developed that incorporated situations aligning with the knowledge, skills, and attitudes outlined in the Public Health Preparedness and Response Core Competency Model. This article examines 2 adaptive scenarios: "Ready or Not? A Family Preparedness Scenario" and "Responding to a Crisis: Managing Emotions and Stress Scenario." The scenarios are available on Upper Midwest Preparedness and Emergency Response Learning Center's Learning Management System, the Training Source (http://training-source.org). Evaluation data indicate that users' experiences have been positive. Integrating the assessment and training elements of the scenarios so that the training experience is uniquely adaptive to each user is one of the most efficient ways to provide training. The opportunity to provide individualized, needs-based training without having to administer separate assessments has the potential to save time and resources. These adaptive scenarios continue to be

46 CFR 169.689 - Demand loads.

Science.gov (United States)

2010-10-01

... 46 Shipping 7 2010-10-01 2010-10-01 false Demand loads. 169.689 Section 169.689 Shipping COAST... Electrical Electrical Installations on Vessels of 100 Gross Tons and Over § 169.689 Demand loads. Demand loads must meet § 111.60-7 of this chapter except that smaller demand loads for motor feeders are...

Scientifically supported mental health intervention in schools: meeting accountability demands with an online resource.

Science.gov (United States)

Powers, Joelle D

2012-01-01

Legislation has been passed that holds schools increasingly accountable for the proficiency of all students, including those with mental health problems. A critical obstacle impeding the ability of schools to effectively support students is the lack of access to quick, pre-screened, and organized information about scientifically-supported interventions that effectively address youth mental health problems. A new mental health best practices database was developed and made available online that provides access to free and user-friendly information about evidence-based interventions for use in schools. School staff will be better able to meet accountability demands of legislation and to effectively respond to student mental health problems.

Meeting the Demand for Accountability: Case Study of a Teacher Education Program in China

Directory of Open Access Journals (Sweden)

Tak Cheung CHAN

2009-02-01

Full Text Available To meet the demand for accountability, a teacher education program in a university located in South China has established processes at the college, the program, and the faculty levels to assure its program quality. Highlights of the processes are: involvement of stakeholders and the examination of program effectiveness. Although much has been done to help program candidates succeed, more effort is needed in the areas of program assessment and continuous improvement to assure program quality. An accountability implementation plan, a beginning teacher mentoring program, and a comparative study of beginning teacher performance were recommended to further enforce its strategies toward program accountability.

A crowdsourced nickel-and-dime approach to analog OBM research: A behavioral economic framework for understanding workforce attrition.

Science.gov (United States)

Henley, Amy J; DiGennaro Reed, Florence D; Reed, Derek D; Kaplan, Brent A

2016-09-01

Incentives are a popular method to achieve desired employee performance; however, research on optimal incentive magnitude is lacking. Behavioral economic demand curves model persistence of responding in the face of increasing cost and may be suitable to examine the reinforcing value of incentives on work performance. The present use-inspired basic study integrated an experiential human operant task within a crowdsourcing platform to evaluate the applicability of behavioral economics for quantifying changes in workforce attrition. Participants included 88 Amazon Mechanical Turk Workers who earned either a $0.05 or $0.10 incentive for completing a progressively increasing response requirement. Analyses revealed statistically significant differences in breakpoint between the two groups. Additionally, a novel translation of the Kaplan-Meier survival-curve analyses for use within a demand curve framework allowed for examination of elasticity of workforce attrition. Results indicate greater inelastic attrition in the $0.05 group. We discuss the benefits of a behavioral economic approach to modeling employee behavior, how the metrics obtained from the elasticity of workforce attrition analyses (e.g., P max ) may be used to set goals for employee behavior while balancing organizational costs, and how economy type may have influenced observed outcomes. © 2016 Society for the Experimental Analysis of Behavior.

Changes in public health workforce composition: proportion of part-time workforce and its correlates, 2008-2013.

Science.gov (United States)

Leider, Jonathon P; Shah, Gulzar H; Castrucci, Brian C; Leep, Carolyn J; Sellers, Katie; Sprague, James B

2014-11-01

State and local public health department infrastructure in the U.S. was impacted by the 2008 economic recession. The nature and impact of these staffing changes have not been well characterized, especially for the part-time public health workforce. To estimate the number of part-time workers in state and local health departments (LHDs) and examine the correlates of change in the part-time LHD workforce between 2008 and 2013. We used workforce data from the 2008 and 2013 National Association of County and City Health Officials (n=1,543) and Association of State and Territorial Health Officials (n=24) profiles. We employed a Monte Carlo simulation to estimate the possible and plausible proportion of the workforce that was part-time, over various assumptions. Next, we employed a multinomial regression assessing correlates of the change in staffing composition among LHDs, including jurisdiction and organizational characteristics, as well measures of community involvement. Nationally representative estimates suggest that the local public health workforce decreased from 191,000 to 168,000 between 2008 and 2013. During that period, the part-time workforce decreased from 25% to 20% of those totals. At the state level, part-time workers accounted for less than 10% of the total workforce among responding states in 2013. Smaller and multi-county jurisdictions employed relatively more part-time workers. This is the first study to create national estimates regarding the size of the part-time public health workforce and estimate those changes over time. A relatively small proportion of the public health workforce is part-time and may be decreasing. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Challenges and Opportunities in Developing the Hawaiian Scientific and Technical Workforce

Science.gov (United States)

Kennedy, James R.

2012-01-01

In searching for dark skies, persistently clear weather, and minimal atmospheric interference, astronomical observing sites are generally located in remote, mountainous locations, and usually far from large communities. Such locations often have weak economies, and shallow workforce pools in the technical and administrative areas generally needed by the observatories. This leads to a problem, and an opportunity, for both the observatories and their local communities. Importing employees from far away locations is costly, leads to high turnover, and deprives the community of economic benefits and the sense of fealty with the observatories that would naturally result if local people occupied these comparatively good paying jobs. While by no means unique, the observatories on Mauna Kea Hawai`i are a clear example of this dual dilemma. This presentation will report findings from a model workforce needs assessment survey of all the Mauna Kea observatories, which has establish likely annual staffing requirements in several categories of technological and administrative support, including the educational entrance requirements. Results indicated that through 2023, 80% of observatory job openings on Hawai`i Island will be in technology and administration. Furthermore, the vast majority of these jobs will require only a two-year or four-year college degree in a relevant field as an entrance requirement. Efforts to realign the existing resources to better meet these common needs will be discussed, including the highly successful partnership between County of Hawai`i Workforce Development Board, the Mauna Kea observatories, the local K-12 systems, Hawai`i Community College, the University of Hawai`i Hilo, and a number of informal education and workplace experience programs. This collaboration has resulted in no fewer than three, interlocked, community programs have stepped up to meet this challenge to the benefit of both the local community and the observatories.

NOAA Workforce Management Office - About Us

Science.gov (United States)

Agency's mission. The WFMO provides NOAA-wide leadership to workforce management functions including * WorkLife Center * WebTA * New Employee Info * Separation Info Workforce Management Office (WFMO) Serving accomplishment of the NOAA mission and the Nation's interests. The NOAA Workforce Management Office (WFMO

Force Structure. DOD Needs to Integrate Data into Its Force Identification Process and Examine Options to Meet Requirements for High-Demand Support Forces

National Research Council Canada - National Science Library

2006-01-01

...) will continue to meet its requirements using an all-volunteer force. The Army, in particular, has faced continuing demand for large numbers of forces, especially for forces with support skills...

78 FR 63964 - Meeting of the Manufacturing Council

Science.gov (United States)

2013-10-25

... DEPARTMENT OF COMMERCE International Trade Administration Meeting of the Manufacturing Council AGENCY: International Trade Administration, U.S. Department of Commerce. ACTION: Notice of an open... subcommittees on workforce development and public perception of manufacturing; manufacturing energy policy; tax...

Health system's response for physician workforce shortages and the upcoming crisis in Ethiopia: a grounded theory research.

Science.gov (United States)

Assefa, Tsion; Haile Mariam, Damen; Mekonnen, Wubegzier; Derbew, Miliard

2017-12-28

A rapid transition from severe physician workforce shortage to massive production to ensure the physician workforce demand puts the Ethiopian health care system in a variety of challenges. Therefore, this study discovered how the health system response for physician workforce shortage using the so-called flooding strategy was viewed by different stakeholders. The study adopted the grounded theory research approach to explore the causes, contexts, and consequences (at the present, in the short and long term) of massive medical student admission to the medical schools on patient care, medical education workforce, and medical students. Forty-three purposively selected individuals were involved in a semi-structured interview from different settings: academics, government health care system, and non-governmental organizations (NGOs). Data coding, classification, and categorization were assisted using ATLAs.ti qualitative data analysis scientific software. In relation to the health system response, eight main categories were emerged: (1) reasons for rapid medical education expansion; (2) preparation for medical education expansion; (3) the consequences of rapid medical education expansion; (4) massive production/flooding as human resources for health (HRH) development strategy; (5) cooperation on HRH development; (6) HRH strategies and planning; (7) capacity of system for HRH development; and (8) institutional continuity for HRH development. The demand for physician workforce and gaining political acceptance were cited as main reasons which motivated the government to scale up the medical education rapidly. However, the rapid expansion was beyond the capacity of medical schools' human resources, patient flow, and size of teaching hospitals. As a result, there were potential adverse consequences in clinical service delivery, and teaching learning process at the present: "the number should consider the available resources such as number of classrooms, patient flows

The Impact of a Culturally Diverse Workforce on Firms’ Revenues and Productivity : An Empirical Investigation on Germany

NARCIS (Netherlands)

Brunow, Stephan; Nijkamp, Peter

There is evidence from the literature that firms enjoy higher productivity levels, when the workforce employed is culturally more diverse. It is an open question whether this gain is utilized to shift the supply curve and set lower prices in order to achieve a higher demand and possibly higher

Embracing Change through an Innovative Collaboration

Science.gov (United States)

Manley, Katherine

2013-01-01

The strength of our nation's economy is dependent on a workforce that is highly skilled, and skilled workers are in high demand. Institutions preparing these individuals for employment have high expectations to meet. Since 1998 when the Department of Labor released the Workforce Investment Act, employers, and the nation as a whole, have been…

Dew as an Adaptation Measure to Meet Agricultural and Reforestation Water Demand in a Changing Climate

Science.gov (United States)

Tomaszkiewicz, Marlene; Abou Najm, Majdi; Alameddine, Ibrahim; El Fadel, Mutasem

2014-05-01

Dew harvesting, believed to be an ancient technique, has recently re-emerged as a viable and sustainable water resource. Nightly yields are relatively low, yet non-negligible, and dew events occur more frequently than rainfall promoting its effectiveness, particularly in arid and semi-arid regions. In this study, we demonstrate how dew can be harvested and subsequently used for small-scale irrigation to meet agricultural and reforestation water demand. Polyethylene dew harvesting systems were constructed and placed in the field. Dew was harvested as a result of the radiative cooling during the night, thus allowing dew formation under conditions of high humidity. Condensed dew formed upon the planar surface was collected by gravity. Water demand for selected crops and trees within a pilot study area (Lebanon) was estimated using a deficit irrigation model. Simulations of water demand requirements of various plants and surfaces were performed and compared to dew volumes to assess the ability of the system to meet all or in part the plant water demands across seasons. Data from the polyethylene low-cost dew condensers have shown that within the pilot study, average nightly dew yields were 0.1 L m-2 of condensing surface with a maximum yield of 0.4 L m-2. Dew events occurred generally more frequently than precipitation events, with an estimated 40% of nights producing dew condensate. This translates to 50 mm of equivalent rainfall on average (during dew nights), with a maximum of 200 mm in one night, if one assumes using drip irrigation over a seedling within a 20 cm2 area. Using a simple deficit irrigation model, it was demonstrated that crops such as the tomato plant, which typically has a growing season during the dry summer, can potentially be irrigated solely by dew, thus eliminating the need for traditional irrigation sources. Similarly, young tree seedlings, such as the cedar tree, can depend upon dew as a primary water resource. Moreover, based on similar

Challenges and opportunities in building a sustainable rural primary care workforce in alignment with the Affordable Care Act: the WWAMI program as a case study.

Science.gov (United States)

Allen, Suzanne M; Ballweg, Ruth A; Cosgrove, Ellen M; Engle, Kellie A; Robinson, Lawrence R; Rosenblatt, Roger A; Skillman, Susan M; Wenrich, Marjorie D

2013-12-01

The authors examine the potential impact of the Patient Protection and Affordable Care Act (ACA) on a large medical education program in the Northwest United States that builds the primary care workforce for its largely rural region. The 42-year-old Washington, Wyoming, Alaska, Montana, and Idaho (WWAMI) program, hosted by the University of Washington School of Medicine, is one of the nation's most successful models for rural health training. The program has expanded training and retention of primary care health professionals for the region through medical school education, graduate medical education, a physician assistant training program, and support for practicing health professionals.The ACA and resulting accountable care organizations (ACOs) present potential challenges for rural settings and health training programs like WWAMI that focus on building the health workforce for rural and underserved populations. As more Americans acquire health coverage, more health professionals will be needed, especially in primary care. Rural locations may face increased competition for these professionals. Medical schools are expanding their positions to meet the need, but limits on graduate medical education expansion may result in a bottleneck, with insufficient residency positions for graduating students. The development of ACOs may further challenge building a rural workforce by limiting training opportunities for health professionals because of competing demands and concerns about cost, efficiency, and safety associated with training. Medical education programs like WWAMI will need to increase efforts to train primary care physicians and increase their advocacy for student programs and additional graduate medical education for rural constituents.

Developments in uranium resources, production, demand and the environment. Proceedings of a technical committee meeting

International Nuclear Information System (INIS)

2005-01-01

Globalization has led to growing importance of the uranium production industries of the world's developing countries. Uranium supply from these countries could be increasingly important in satisfying worldwide reactor requirements over time. Along with the increasing contribution to worldwide uranium supply, the environmental impact of uranium production in developing countries has come under increasing scrutiny from the nuclear power industry, the end-users of this supply, and from communities impacted by uranium mining and processing. The papers presented at the meeting on 'Developments in Uranium Resources, Production, Demand and the Environment' provide an important overview of uranium production operations and of their environmental consequences in developing countries, as well as offering insight into future production plans and potential. Along with their increasing contribution to worldwide uranium supply, the environmental impact of uranium production in developing countries has come under increasing scrutiny from the nuclear power industry, the end users of this supply, and by communities impacted by uranium mining and processing. Therefore, the environmental consequences of uranium production were included in the meeting agenda as noted in the meeting title, 'Developments in uranium resources, production, demand and the environment'. Accordingly, the papers presented at this meeting are about evenly divided between discussions of known and potential uranium resources and uranium production technology and the environmental impact of uranium mining and processing, its related remediation technology and its costs. Though emphasis is placed on uranium programmes in developing countries, an overview of COGEMA's worldwide activities is also presented. This presentation provides insight into the strategies of arguably the Western world's most integrated and diversified uranium company, including the geographic diversity of its exploration and production

Survey of Models on Demand, Customer Base-Line and Demand Response and Their Relationships in the Power Market

OpenAIRE

Heshmati, Almas

2012-01-01

The increasing use of demand-side management as a tool to reliably meet electricity demand at peak time has stimulated interest among researchers, consumers and producer organizations, managers, regulators and policymakers, This research reviews the growing literature on models used to study demand, consumer baseline (CBL) and demand response in the electricity market. After characterizing the general demand models, it reviews consumer baseline based on which further study the demand response...

Why older nurses leave the workforce and the implications of them staying.

Science.gov (United States)

Duffield, Christine; Graham, Elizabeth; Donoghue, Judith; Griffiths, Rhonda; Bichel-Findlay, Jen; Dimitrelis, Sofia

2015-03-01

To identify factors that motivate older nurses to leave the workforce. As many older nurses are now reaching retirement age and will be eligible for government-funded pensions, governments are concerned about the impending financial burden. To prepare for this scenario, many are looking at increasing the age of retirement to 67 or 70 years. Little is known about how this will affect the continuing employment of older nurses and the consequences for employers and the nurses themselves if they remain longer in the workforce. Prospective randomised quantitative survey study. The Mature Age Workers Questionnaire, Job Descriptive Index and Job in General Scale were used to measure job satisfaction, intention to retire and factors encouraging retirement in registered nurses aged 45 years and over (n = 352) in Australia (July-August 2007). There were 319 respondents. The mean age proposed for leaving the workforce was 61·7 years. Key motivators were: financial considerations (40·1%), primarily financial security; nurse health (17·4%) and retirement age of partner (13·3%). Older nurses are leaving the workforce prior to retirement or pension age, primarily for financial, social and health reasons, taking with them significant experience and knowledge. As financial considerations are important in older nurses decisions to continue to work, increasing the age of retirement may retain them. However, consideration will need to be given to ensure that they continue to experience job satisfaction and are physically and mentally able to undertake demanding work. Increasing retirement age may retain older nurses in the workforce, however, the impact on the health of older nurses is not known, nor is the impact for employers of older nurses continuing to work known. Employers must facilitate workplace changes to accommodate older nurses. © 2014 John Wiley & Sons Ltd.

Practical research on energy demand - a basis for realistic energy strategies. Joint meeting held in Schliersee on May 7/8, 1981

Energy Technology Data Exchange (ETDEWEB)

Wenzel, B

1981-09-01

The Schliersee meeting, which is held every two years by VDI Gesellschaft Energietechnik, Energietechnische Gesellschaft des VDE, and Forschungsstelle fuer Energiewirtschaft der Gesellschaft fuer Praktische Energiekunde e.V., took place this year under the motto 'Knowledge to replace opinions'. Lectures from the fields of politics, economy, and science pointed out that energy conservation as well as future-minded energy planning require reliable and detailed knowledge on energy demand and its technical, economic, and ecological interdependences. The subjects discussed at the meeting are briefly reviewed.

Temporary Workforce Planning with Firm Contracts: A Model and a Simulated Annealing Heuristic

Directory of Open Access Journals (Sweden)

Muhammad Al-Salamah

2011-01-01

Full Text Available The aim of this paper is to introduce a model for temporary staffing when temporary employment is managed by firm contracts and to propose a simulated annealing-based method to solve the model. Temporary employment is a policy frequently used to adjust the working hour capacity to fluctuating demand. Temporary workforce planning models have been unnecessarily simplified to account for only periodic hiring and laying off; a company can review its workforce requirement every period and make hire-fire decisions accordingly, usually with a layoff cost. We present a more realistic temporary workforce planning model that assumes a firm contract between the worker and the company, which can extend to several periods. The model assumes the traditional constraints, such as inventory balance constraints, worker availability, and labor hour mix. The costs are the inventory holding cost, training cost of the temporary workers, and the backorder cost. The mixed integer model developed for this case has been found to be difficult to solve even for small problem sizes; therefore, a simulated annealing algorithm is proposed to solve the mixed integer model. The performance of the SA algorithm is compared with the CPLEX solution.

American Society for Radiation Oncology (ASTRO) 2012 Workforce Study: The Radiation Oncologists' and Residents' Perspectives

Energy Technology Data Exchange (ETDEWEB)

Pohar, Surjeet, E-mail: spohar@iuhealth.org [Indiana University Health East, Indianapolis, Indiana (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Miller, Robert [Mayo Clinic, Rochester, Minnesota (United States); Azawi, Samar [VA Veteran Hospital/University of California Irvine, Newport Beach, California (United States); Arnone, Anna; Patton, Caroline [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts (United States)

2013-12-01

Purpose: The American Society for Radiation Oncology (ASTRO) conducted the 2012 Radiation Oncology Workforce Survey to obtain an up-to-date picture of the workforce, assess its needs and concerns, and identify quality and safety improvement opportunities. The results pertaining to radiation oncologists (ROs) and residents (RORs) are presented here. Methods: The ASTRO Workforce Subcommittee, in collaboration with allied radiation oncology professional societies, conducted a survey study in early 2012. An online survey questionnaire was sent to all segments of the radiation oncology workforce. Respondents who were actively working were included in the analysis. This manuscript describes the data for ROs and RORs. Results: A total of 3618 ROs and 568 RORs were surveyed. The response rate for both groups was 29%, with 1047 RO and 165 ROR responses. Among ROs, the 2 most common racial groups were white (80%) and Asian (15%), and the male-to-female ratio was 2.85 (74% male). The median age of ROs was 51. ROs averaged 253.4 new patient consults in a year and 22.9 on-treatment patients. More than 86% of ROs reported being satisfied or very satisfied overall with their career. Close to half of ROs reported having burnout feelings. There was a trend toward more frequent burnout feelings with increasing numbers of new patient consults. ROs' top concerns were related to documentation, reimbursement, and patients' health insurance coverage. Ninety-five percent of ROs felt confident when implementing new technology. Fifty-one percent of ROs thought that the supply of ROs was balanced with demand, and 33% perceived an oversupply. Conclusions: This study provides a current snapshot of the 2012 radiation oncology physician workforce. There was a predominance of whites and men. Job satisfaction level was high. However a substantial fraction of ROs reported burnout feelings. Perceptions about supply and demand balance were mixed. ROs top concerns reflect areas of attention

The Role of Public-Sector Family Planning Programs in Meeting the Demand for Contraception in Sub-Saharan Africa.

Science.gov (United States)

Bongaarts, John; Hardee, Karen

2017-06-01

Commonly used indicators of contraceptive behavior in a population-modern contraceptive prevalence (mCPR), unmet need for contraception, demand for contraception and demand satisfied-are not well-suited for evaluating the progress made by government family planning programs in helping women and men achieve their reproductive goals. Trends in these measures in 26 Sub-Saharan African countries between 1990 and 2014 were examined. Trends in a proposed new indicator, the public-sector family planning program impact score (PFPI), and its relationship to mCPR and the family planning effort score were also assessed. Case studies were used to review public family planning program development and implementation in four countries (Nigeria, Ethiopia, Rwanda and Kenya). The four commonly used indicators capture the extent to which women use family planning and to which demand is satisfied, but shed no direct light on the role of family planning programs. PFPI provides evidence that can be used to hold governments accountable for meeting the demand for family planning, and was closely related to policy developments in the four case-study countries. PFPI provides a useful addition to the indicators currently used to assess progress in reproductive health and family planning programs.

Exploration of an allied health workforce redesign model: quantifying the work of allied health assistants in a community workforce.

Science.gov (United States)

Somerville, Lisa; Davis, Annette; Milne, Sarah; Terrill, Desiree; Philip, Kathleen

2017-07-25

The Victorian Assistant Workforce Model (VAWM) enables a systematic approach for the identification and quantification of work that can be delegated from allied health professionals (AHPs) to allied health assistants (AHAs). The aim of the present study was to explore the effect of implementation of VAWM in the community and ambulatory health care setting. Data captured using mixed methods from allied health professionals working across the participating health services enabled the measurement of opportunity for workforce redesign in the community and ambulatory allied health workforce. A total of 1112 AHPs and 135 AHAs from the 27 participating organisations took part in the present study. AHPs identified that 24% of their time was spent undertaking tasks that could safely be delegated to an appropriately qualified and supervised AHA. This equates to 6837h that could be redirected to advanced and expanded AHP practice roles or expanded patient-centred service models. The VAWM demonstrates potential for more efficient implementation of assistant workforce roles across allied health. Data outputs from implementation of the VAWM are vital in informing strategic planning and sustainability of workforce change. A more efficient and effective workforce promotes service delivery by the right person, in the right place, at the right time. What is known about this topic? There are currently workforce shortages that are predicted to grow across the allied health workforce. Ensuring that skill mix is optimal is one way to address these shortages. Matching the right task to right worker will also enable improved job satisfaction for both allied health assistants and allied health professionals. Workforce redesign efforts are more effective when there is strong data to support the redesign. What does this paper add? This paper builds on a previous paper by Somerville et al. with a case study applying the workforce redesign model to a community and ambulatory health care

Regional health workforce planning through action research: lessons for commissioning health services from a case study in Far North Queensland.

Science.gov (United States)

Panzera, Annette June; Murray, Richard; Stewart, Ruth; Mills, Jane; Beaton, Neil; Larkins, Sarah

2016-01-01

Creating a stable and sustainable health workforce in regional, rural and remote Australia has long been a challenge to health workforce planners, policy makers and researchers alike. Traditional health workforce planning is often reactive and assumes continuation of current patterns of healthcare utilisation. This demonstration project in Far North Queensland exemplifies how participatory regional health workforce planning processes can accurately model current and projected local workforce requirements. The recent establishment of Primary Health Networks (PHNs) with the intent to commission health services tailored to individual healthcare needs underlines the relevance of such an approach. This study used action research methodology informed by World Health Organization (WHO) systems thinking. Four cyclical stages of health workforce planning were followed: needs assessment; health service model redesign; skills-set assessment and workforce redesign; and development of a workforce and training plan. This study demonstrated that needs-based loco-regional health workforce planning can be achieved successfully through participatory processes with stakeholders. Stronger health systems and workforce training solutions were delivered by facilitating linkages and planning processes based on community need involving healthcare professionals across all disciplines and sectors. By focusing upon extending competencies and skills sets, local health professionals form a stable and sustainable local workforce. Concrete examples of initiatives generated from this process include developing a chronic disease inter-professional teaching clinic in a rural town and renal dialysis being delivered locally to an Aboriginal community. The growing trend of policy makers decentralising health funding, planning and accountability and rising health system costs increase the future utility of this approach. This type of planning can also assist the new PHNs to commission health services

Cooperation between schools and businesses/industries in meeting the demand for working experience

Science.gov (United States)

Widiyanti, Yoto, Solichin

2017-09-01

Vocational Secondary School (VSS) as one of the educational institutions has a mission or purpose to prepare a workforce who can fill job requirements and qualified professionals who are expected to play a role as a featured tool for business and industry in Indonesia in facing global competition. The principle of industrial cooperation between schools and business world has the objective to accelerate the adjustment period needed by vocational high school graduates to enter the workforce, which eventually will improve the quality of the vocational high schools. A scope of activities that would enable both sides to implement the activities is necessary to be applied during the cooperation. The types of programs that will be conducted consist of the Internship Program, Training Program, Production Program (innovative product), and Graduate Distribution Program. Such programs also implement the strategies of cooperation, such as recruitment, career fair, human resource delivery to the company, hiring process and arrival at the enterprise.

Community Health Workers in the United States: Challenges in Identifying, Surveying, and Supporting the Workforce.

Science.gov (United States)

Sabo, Samantha; Allen, Caitlin G; Sutkowi, Katherine; Wennerstrom, Ashley

2017-12-01

Community health workers (CHWs) are members of a growing profession in the United States. Studying this dynamic labor force is challenging, in part because its members have more than 100 different job titles. The demand for timely, accurate information about CHWs is increasing as the profession gains recognition for its ability to improve health outcomes and reduce costs. Although numerous surveys of CHWs have been conducted, the field lacks well-delineated methods for gaining access to this hard-to-identify workforce. We outline methods for surveying CHWs and promising approaches to engage the workforce and other stakeholders in conducting local, state, and national studies. We also highlight successful strategies to overcome challenges in CHW surveys and future directions for surveying the field.

The American Society of Pediatric Hematology/Oncology workforce assessment: Part 1-Current state of the workforce.

Science.gov (United States)

Hord, Jeffrey; Shah, Mona; Badawy, Sherif M; Matthews, Dana; Hilden, Joanne; Wayne, Alan S; Salsberg, Edward; Leavey, Patrick S

2018-02-01

The American Society of Pediatric Hematology/Oncology (ASPHO) recognized recent changes in medical practice and the potential impact on pediatric hematology-oncology (PHO) workforce. ASPHO surveyed society members and PHO Division Directors between 2010 and 2016 and studied PHO workforce data collected by the American Board of Pediatrics and the American Medical Association to characterize the current state of the PHO workforce. The analysis of this information has led to a comprehensive description of PHO physicians, professional activities, and workplace. It is important to continue to collect data to identify changes in composition and needs of the PHO workforce. © 2017 Wiley Periodicals, Inc.

Meeting Increasing Demands for Rural General Surgeons.

Science.gov (United States)

Mccarthy, Mary C; Bowers, Howard E; Campbell, Damon M; Parikh, Priti P; Woods, Randy J

2015-12-01

Dynamic assessment of the effective surgical workforce recommends 27,300 general surgeons in 2030; 2,525 more than are presently being trained. Rural shortages are already critical and there has been insufficient preparation for this need. A literature review of the factors influencing the choice of rural practice was performed. A systematic search was conducted of PubMed and the Web of Science to identify applicable studies in rural practice, surgical training, and rural general surgery. These articles were reviewed to identify the pertinent reports. The articles chosen for review are directed to four main objectives: 1) description of the challenges of rural practice, 2) factors associated with the choice of rural practice, 3) interventions to increase interest and preparation for rural practice, and 4) present successful rural surgical practice models. There is limited research on the factors influencing surgeons in the selection of rural surgery. The family practice literature suggests that physicians are primed for rural living through early experience, with reinforcement during medical school and residency, and retained through community involvement, and personal and professional satisfaction. However, more research into the factors drawing surgeons specifically to rural surgery, and keeping them in the community, is needed.

Uranium 2009 resources, production and demand

CERN Document Server

Organisation for Economic Cooperation and Development. Paris

2010-01-01

With several countries currently building nuclear power plants and planning the construction of more to meet long-term increases in electricity demand, uranium resources, production and demand remain topics of notable interest. In response to the projected growth in demand for uranium and declining inventories, the uranium industry – the first critical link in the fuel supply chain for nuclear reactors – is boosting production and developing plans for further increases in the near future. Strong market conditions will, however, be necessary to trigger the investments required to meet projected demand. The "Red Book", jointly prepared by the OECD Nuclear Energy Agency and the International Atomic Energy Agency, is a recognised world reference on uranium. It is based on information compiled in 40 countries, including those that are major producers and consumers of uranium. This 23rd edition provides a comprehensive review of world uranium supply and demand as of 1 January 2009, as well as data on global ur...

Meeting/Managing the demand for electricity

International Nuclear Information System (INIS)

Draper, E.L.

1994-01-01

In the United States, the demand for electricity is increasing, so several energy sources have to be considered. Fuel and gas are taken into account for new generating capacity. But there are still environmental concerns and costs associated with coal. It is also predicted that orders will be set for new nuclear units for the middle of the decade. (TEC). 3 figs

Ergonomics as a tool to improve the sustainability of the workforce.

Science.gov (United States)

Meyer, Felipe; Eweje, Gabriel; Tappin, David

2017-01-01

The sustainability of the workforce is threatened due to working conditions. One of the reasons for this is an imbalance between the working conditions and the capacity of the workers. The objective of the paper, based on a literature review, is to explore the relationship between two main concepts, beginning with sustainability, and finished with ergonomics. Based on that relationship, determine if ergonomics could be helpful to improve the sustainability of the workforce. Literature review was based on two keywords: sustainability and ergonomics. The focus was on create a theoretical path between these two concepts. The literature review draws on 100 journal articles, books, conference proceedings, thesis and reports. The results of the literature review highlights that an ergonomics approach is helpful and appropriate to determine the mismatch between people capacity and system demand. In that sense, the literature review reveals that both disciplines, ergonomics and sustainability, share the same principles and that the mix of both has significant potential. However, the literature also shows a lack of empirical information that proves that potential. The review first posits that sustainability principles could be helpful to improve the working conditions, and second, that an ergonomics approach provides information related with working conditions, organizations' problems and the needs of workers that would be helpful to create a sustainability workforce.

Community health workers leading the charge on workforce development: lessons from New Orleans.

Science.gov (United States)

Wennerstrom, Ashley; Johnson, Liljana; Gibson, Kristina; Batta, Sarah E; Springgate, Benjamin F

2014-12-01

Academic institutions and community organizations engaged community health workers (CHWs) in creating a community-appropriate CHW workforce capacity-building program in an area without a previously established CHW professional group. From 2009 to 2010, we solicited New Orleans-based CHWs' opinions about CHW professional development through a survey, a community conference, and workgroup meetings. Throughout 2011 and 2012, we created and implemented a responsive 80-h workforce development program that used popular education techniques. We interviewed CHWs 6 months post-training to assess impressions of the course and application of skills and knowledge to practice. CHWs requested training to develop nationally-recognized core competencies including community advocacy, addresses issues unique to New Orleans, and mitigate common professional challenges. Thirty-five people completed the course. Among 25 interviewees, common themes included positive impressions of the course, application of skills and community-specific information to practice, understanding of CHWs' historical roles as community advocates, and ongoing professional challenges. Engaging CHW participation in workforce development programs is possible in areas lacking organized CHW groups. CHW insight supports development of training that addresses unique local concerns. Trained CHWs require ongoing professional support.

Uranium 2011: Resources, Production and Demand

International Nuclear Information System (INIS)

2012-01-01

In the wake of the Fukushima Daiichi nuclear power plant accident, questions are being raised about the future of the uranium market, including as regards the number of reactors expected to be built in the coming years, the amount of uranium required to meet forward demand, the adequacy of identified uranium resources to meet that demand and the ability of the sector to meet reactor requirements in a challenging investment climate. This 24. edition of the 'Red Book', a recognised world reference on uranium jointly prepared by the OECD Nuclear Energy Agency and the International Atomic Energy Agency, provides analyses and information from 42 producing and consuming countries in order to address these and other questions. It offers a comprehensive review of world uranium supply and demand as well as data on global uranium exploration, resources, production and reactor-related requirements. It also provides substantive new information on established uranium production centres around the world and in countries developing production centres for the first time. Projections of nuclear generating capacity and reactor-related requirements through 2035, incorporating policy changes following the Fukushima accident, are also featured, along with an analysis of long-term uranium supply and demand issues

Uranium 2011 resources, production and demand

CERN Document Server

Organisation for Economic Cooperation and Development. Paris

2012-01-01

In the wake of the Fukushima Daiichi nuclear power plant accident, questions are being raised about the future of the uranium market, including as regards the number of reactors expected to be built in the coming years, the amount of uranium required to meet forward demand, the adequacy of identified uranium resources to meet that demand and the ability of the sector to meet reactor requirements in a challenging investment climate. This 24th edition of the “Red Book”, a recognised world reference on uranium jointly prepared by the OECD Nuclear Energy Agency and the International Atomic Energy Agency, provides analyses and information from 42 producing and consuming countries in order to address these and other questions. It offers a comprehensive review of world uranium supply and demand as well as data on global uranium exploration, resources, production and reactor-related requirements. It also provides substantive new information on established uranium production centres around the world and in countri...

Realizing universal health coverage for maternal health services in the Republic of Guinea: the use of workforce projections to design health labor market interventions

Directory of Open Access Journals (Sweden)

Jansen C

2014-11-01

Full Text Available Christel Jansen,1 Laurence Codjia,2 Giorgio Cometto,3 Mohamed Lamine Yansané,4 Marjolein Dieleman1 1Health Unit, Royal Tropical Institute, Amsterdam, the Netherlands; 2Health Workforce, World Health Organization, Geneva, Switzerland; 3Global Health Workforce Alliance, World Health Organization, Geneva, Switzerland; 4Health Focus GmbH, Conakry, Guinea Background: Universal health coverage requires a health workforce that is available, accessible, and well-performing. This article presents a critical analysis of the health workforce needs for the delivery of maternal and neonatal health services in Guinea, and of feasible and relevant interventions to improve the availability, accessibility, and performance of the health workforce in the country. Methods: A needs-based approach was used to project human resources for health (HRH requirements. This was combined with modeling of future health sector demand and supply. A baseline scenario with disaggregated need and supply data for the targeted health professionals per region and setting (urban or rural informed the identification of challenges related to the availability and distribution of the workforce between 2014 and 2024. Subsequently, the health labor market framework was used to identify interventions to improve the availability and distribution of the health workforce. These interventions were included in the supply side modeling, in order to create a “policy rich” scenario B which allowed for analysis of their potential impact. Results: In the Republic of Guinea, only 44% of the nurses and 18% of the midwives required for maternal and neonatal health services are currently available. If Guinea continues on its current path without scaling up recruitment efforts, the total stock of HRH employed by the public sector will decline by 15% between 2014 and 2024, while HRH needs will grow by 22% due to demographic trends. The high density of HRH in urban areas and the high number of auxiliary

District nursing workforce planning: a review of the methods.

Science.gov (United States)

Reid, Bernie; Kane, Kay; Curran, Carol

2008-11-01

District nursing services in Northern Ireland face increasing demands and challenges which may be responded to by effective and efficient workforce planning and development. The aim of this paper is to critically analyse district nursing workforce planning and development methods, in an attempt to find a suitable method for Northern Ireland. A systematic analysis of the literature reveals four methods: professional judgement; population-based health needs; caseload analysis and dependency-acuity. Each method has strengths and weaknesses. Professional judgement offers a 'belt and braces' approach but lacks sensitivity to fluctuating patient numbers. Population-based health needs methods develop staffing algorithms that reflect deprivation and geographical spread, but are poorly understood by district nurses. Caseload analysis promotes equitable workloads but poorly performing district nursing localities may continue if benchmarking processes only consider local data. Dependency-acuity methods provide a means of equalizing and prioritizing workload but are prone to district nurses overstating factors in patient dependency or understating carers' capability. In summary a mixed method approach is advocated to evaluate and adjust the size and mix of district nursing teams using empirically determined patient dependency and activity-based variables based on the population's health needs.

Uranium resources and supply - demand to 2030

International Nuclear Information System (INIS)

Vance, R.

2010-01-01

Recent fluctuations in the market price for uranium have resulted in more activity in this sector over the past few years than in the preceding 20 years. Amidst this background, uranium demand is increasing. Construction of nuclear reactors is proceeding in some countries, ambitious expansion plans have been announced in others and the development of nuclear power programs to meet electricity demand and minimize greenhouse emissions in a cost effective manner is under consideration in many others. This paper reviews projections of nuclear growth and uranium demand and assesses the challenges faced by the uranium mining sector in meeting rising demand. Since the mid-1960 s, an international expert committee (the 'Uranium Group') formed by the OECD Nuclear Energy Agency and the International Atomic Energy Agency has published biennially comprehensive updates on global uranium resources, production and demand (the 'Red Book'). The most recent in this series, based on 2007 data and published in June 2008, includes a supply/demand projection to 2030. However, much has changed since the data were collected for this projection and an assessment of these changes and their impact on uranium production is included in this presentation. It is concluded that world identified uranium resources (5.45 million t U recoverable at costs up to US$130/kg U, or US$50/lb U 3 O 8 ) are adequate to meet projected future high case nuclear power requirements. However, recent financial market turmoil and lower uranium prices, the opaque nature of the uranium market itself, increased regulatory requirements, a scarcity of the required specialized labour and the fluctuating costs of raw materials makes the process of turning uranium resources in the ground into yellowcake in the can increasingly more challenging, particularly for new entrants. Considerable investment and expertise will be required to bring about the substantial increase in mine production required to meet future demand

[Supply and demand in the meetings between mental health professionals and family members of people with mental disorders].

Science.gov (United States)

Constantinidis, Teresinha Cid; de Andrade, Angela Nobre

2015-02-01

This paper is a development of a doctoral thesis presented at the Federal University of Espírito Santo. It seeks to analyze the elucidation of needs, development of supply and demand in the provision of care and the relationship between mental health professionals and family members of people with mental disorders. A qualitative research approach was used as the method of choice to achieve the proposed objectives. Semi-structured interviews were conducted with mental health professionals from two psychosocial care centers (CAPS) in the city of Vitória, Espírito Santo, and with family members of frequenters of these institutions. After thematic analysis of content, senses, meanings and values assigned to the needs, supplies and demands present in this relationship were revealed. It highlighted the disparity between supply and demand and the lack of awareness of the needs of family members and their demands related to the routines of mental institutions. Using ethics in the philosophy of Spinoza as a benchmark, the ramifications of this process are discussed in the meetings between mental health professionals and family members of people with mental disorders and the micropolitics of the provision of care in the context of these actors.

Demands for Space Transportation Systems for the next 30 years

Indian Academy of Sciences (India)

First page Back Continue Last page Overview Graphics. Demands for Space Transportation Systems for the next 30 years. Meeting the in-house and commercial launch demand for Communication and Remote Sensing spacecraft. Payload capability enhancement for expendable launch vehicles to meet the national needs.

Meeting Air Transportation Demand in 2025 by Using Larger Aircraft and Alternative Routing to Complement NextGen Operational Improvements

Science.gov (United States)

Smith, Jeremy C.; Guerreiro, Nelson M.; Viken, Jeffrey K.; Dollyhigh, Samuel M.; Fenbert, James W.

2010-01-01

A study was performed that investigates the use of larger aircraft and alternative routing to complement the capacity benefits expected from the Next Generation Air Transportation System (NextGen) in 2025. National Airspace System (NAS) delays for the 2025 demand projected by the Transportation Systems Analysis Models (TSAM) were assessed using NASA s Airspace Concept Evaluation System (ACES). The shift in demand from commercial airline to automobile and from one airline route to another was investigated by adding the route delays determined from the ACES simulation to the travel times used in the TSAM and re-generating new flight scenarios. The ACES simulation results from this study determined that NextGen Operational Improvements alone do not provide sufficient airport capacity to meet the projected demand for passenger air travel in 2025 without significant system delays. Using larger aircraft with more seats on high-demand routes and introducing new direct routes, where demand warrants, significantly reduces delays, complementing NextGen improvements. Another significant finding of this study is that the adaptive behavior of passengers to avoid congested airline-routes is an important factor when projecting demand for transportation systems. Passengers will choose an alternative mode of transportation or alternative airline routes to avoid congested routes, thereby reducing delays to acceptable levels for the 2025 scenario; the penalty being that alternative routes and the option to drive increases overall trip time by 0.4% and may be less convenient than the first-choice route.

Management issues regarding the contingent workforce

Energy Technology Data Exchange (ETDEWEB)

Bowen-Smed, S. [Bowen Workforce Solutions, Calgary, AB (Canada)

2004-07-01

Fifty per cent of corporate leaders in Calgary today will be eligible for retirement over the next 5 years. In addition, 53 per cent of the entire Calgary workforce is 45 years or older. This paper suggests that only companies that seek aggressive programs to engage immigrants and contractors will weather the skills shortages anticipated in the future. It was noted that contractors care about aligning values to organizations, regardless of the project length, and that professional development is a key consideration when it comes to selecting their next project. Contingent workforce issues include: effectiveness; classification; risk; and cost. It was stated that effectiveness of the contingent workforce is an employer's responsibility. Factors that would strengthen the relationship between corporations and contractors include: proper orientation to manage expectations; training to improve productivity; tracking to enhance the quality of the workforce; and a management process to ensure adherence to protocol. It was concluded that the contingent workforce is an essential component to human capital management strategy, but that key issues must be managed to avoid unnecessary costs. In addition, effectiveness improves when processes are implemented. It was also suggested that technology is an essential component of the solution. Outsourcing is an effective approach to managing the contingent workforce. tabs., figs.

Preparing for the data revolution: identifying minimum health information competencies among the health workforce

OpenAIRE

Whittaker, Maxine; Hodge, Nicola; Mares, Renata E; Rodney, Anna

2015-01-01

Background Health information is required for a variety of purposes at all levels of a health system, and a workforce skilled in collecting, analysing, presenting, and disseminating such information is essential to fulfil these demands. While it is established that low- and middle-income countries (LMICs) are facing shortages in human resources for health (HRH), there has been little systematic attention focussed on non-clinical competencies. In response, we developed a framework that defines...

Cultural Characteristics of a Nursing Education Center of Excellence: A Naturalistic Inquiry Case Study

Science.gov (United States)

Leiker, Tona L.

2011-01-01

Nursing education is at a crossroad today. Stressors in nursing programs include expanding enrollments to meet growing workforce demands for more registered nurses, demanding workloads with low average nursing faculty salaries compared to practice peers, and growing numbers of faculty retirements. The purpose of this study was to identify the…

[Institutional demands and care demands in the management of nurses in an emergency unit].

Science.gov (United States)

Montezelli, Juliana Helena; Peres, Aida Maris; Bernardino, Elizabeth

2011-01-01

To characterize the registered nurse's management activities in an emergency department. Qualitative research, implemented from February to April 2009 by a semi-structured interview with eight nurses from an emergency department at a university hospital in Curitiba, PR. Brazil. The data was submitted to content analyses. Two categories emerged: Management focused on meeting the institutional demands that emphasizes the Registered Nurses' bureaucratic activities required by the hospital; and Management focused on meeting the nursing care demands that prioritizes the care as the main management activity. The study reached its objective and joined the literature findings that the division between care and management does not match with the registered nurse's performance at an emergency department.

Workforce capacity to address obesity: a Western Australian cross-sectional study identifies the gap between health priority and human resources needed.

Science.gov (United States)

Begley, Andrea; Pollard, Christina Mary

2016-08-25

The disease burden due to poor nutrition, physical inactivity and obesity is high and increasing. An adequately sized and skilled workforce is required to respond to this issue. This study describes the public health nutrition and physical activity (NAPA) practice priorities and explores health managers and practitioner's beliefs regarding workforce capacity to deliver on these priorities. A workforce audit was conducted including a telephone survey of all managers and a postal survey of practitioners working in the area of NAPA promotion in Western Australia in 2004. Managers gave their perspective on workforce priorities, current competencies and future needs, with a 70 % response rate. Practitioners reported on public health workforce priorities, qualifications and needs, with a 56 % response rate. The top practice priorities for managers were diabetes (35 %), alcohol and other drugs (33 %), and cardiovascular disease (27 %). Obesity (19 %), poor nutrition (15 %) and inadequate physical activity (10 %) were of lower priority. For nutrition, managers identified lack of staff (60.4 %), organisational and management factors (39.5 %) and insufficient financial resources (30.2 %) as the major barriers to adequate service delivery. For physical activity services, insufficient financial resources (41.7 %) and staffing (35.4 %) and a lack of specific physical activity service specifications (25.0 %) were the main barriers. Practitioners identified inadequate staffing as the main barrier to service delivery for nutrition (42.3 %) and physical activity (23.3 %). Ideally, managers said they required 152 % more specialist nutritionists in the workforce and 131 % specialists for physical activity services to meet health outcomes in addition to other generalist staff. Human and financial resources and organisational factors were the main barriers to meeting obesity, and public health nutrition and physical activity outcomes. Services were being delivered by

The Primary Dental Care Workforce.

Science.gov (United States)

Neenan, M. Elaine; And Others

1993-01-01

A study describes the characteristics of the current primary dental care workforce (dentists, hygienists, assistants), its distribution, and its delivery system in private and public sectors. Graduate dental school enrollments, trends in patient visits, employment patterns, state dental activities, and workforce issues related to health care…

Meeting Czechoslovak demands for heat in long-term prospective, especially with regard to nuclear sources

International Nuclear Information System (INIS)

Klail, M.

1988-01-01

The development was studied of heat demand in the CSSR till the year 2030. The ratio of centralized and decentralized heat supply is currently 60 to 40; in the future a slight increase is expected in the decentralized type of heat supply, mainly as a result of more intensive use of natural gas. In 2030, 710 PU of centralized heat should be produced. A decisive element in meeting the demand will be a growing proportion of combined production of electric power and heat by nuclear power plants. The installed capacity of the nuclear power plants in 2030 should range between 23 and 41 thousand MW, the production of electric power in these plants should be 193 to 238 TWh/y. 109 territorial areas potentially suitable for use of heat from nuclear sources were selected. They were included in 19 regions of which 9 should in the year 2010 be linked to heat supply from nuclear power plants that will be in operation. It is expected that in the year 2030, nuclear sources will supply 250 PU of centralized heat. (Z.M.). 2 tabs., 14 refs

Policy challenges for the pediatric rheumatology workforce: Part II. Health care system delivery and workforce supply

Directory of Open Access Journals (Sweden)

Henrickson Michael

2011-08-01

Full Text Available Abstract The United States pediatric population with chronic health conditions is expanding. Currently, this demographic comprises 12-18% of the American child and youth population. Affected children often receive fragmented, uncoordinated care. Overall, the American health care delivery system produces modest outcomes for this population. Poor, uninsured and minority children may be at increased risk for inferior coordination of services. Further, the United States health care delivery system is primarily organized for the diagnosis and treatment of acute conditions. For pediatric patients with chronic health conditions, the typical acute problem-oriented visit actually serves as a barrier to care. The biomedical model of patient education prevails, characterized by unilateral transfer of medical information. However, the evidence basis for improvement in disease outcomes supports the use of the chronic care model, initially proposed by Dr. Edward Wagner. Six inter-related elements distinguish the success of the chronic care model, which include self-management support and care coordination by a prepared, proactive team. United States health care lacks a coherent policy direction for the management of high cost chronic conditions, including rheumatic diseases. A fundamental restructure of United States health care delivery must urgently occur which places the patient at the center of care. For the pediatric rheumatology workforce, reimbursement policies and the actions of health plans and insurers are consistent barriers to chronic disease improvement. United States reimbursement policy and overall fragmentation of health care services pose specific challenges for widespread implementation of the chronic care model. Team-based multidisciplinary care, care coordination and self-management are integral to improve outcomes. Pediatric rheumatology demand in the United States far exceeds available workforce supply. This article reviews the career

Policy challenges for the pediatric rheumatology workforce: Part II. Health care system delivery and workforce supply.

Science.gov (United States)

Henrickson, Michael

2011-01-01

The United States pediatric population with chronic health conditions is expanding. Currently, this demographic comprises 12-18% of the American child and youth population. Affected children often receive fragmented, uncoordinated care. Overall, the American health care delivery system produces modest outcomes for this population. Poor, uninsured and minority children may be at increased risk for inferior coordination of services. Further, the United States health care delivery system is primarily organized for the diagnosis and treatment of acute conditions. For pediatric patients with chronic health conditions, the typical acute problem-oriented visit actually serves as a barrier to care. The biomedical model of patient education prevails, characterized by unilateral transfer of medical information. However, the evidence basis for improvement in disease outcomes supports the use of the chronic care model, initially proposed by Dr. Edward Wagner. Six inter-related elements distinguish the success of the chronic care model, which include self-management support and care coordination by a prepared, proactive team. United States health care lacks a coherent policy direction for the management of high cost chronic conditions, including rheumatic diseases. A fundamental restructure of United States health care delivery must urgently occur which places the patient at the center of care. For the pediatric rheumatology workforce, reimbursement policies and the actions of health plans and insurers are consistent barriers to chronic disease improvement. United States reimbursement policy and overall fragmentation of health care services pose specific challenges for widespread implementation of the chronic care model. Team-based multidisciplinary care, care coordination and self-management are integral to improve outcomes. Pediatric rheumatology demand in the United States far exceeds available workforce supply. This article reviews the career choice decision-making process

Workforce productivity.

Science.gov (United States)

Williams, Ruth

2012-10-26

Managers who are responsible for delivering the workforce productivity element of the Quality, Innovation, Productivity and Prevention (QIPP) programme can network and share best practice through a dedicated NHS Employers webpage.

How to meet the increasing demands of water, food and energy in the future?

Science.gov (United States)

Shi, Haiyun; Chen, Ji; Sivakumar, Bellie; Peart, Mervyn

2017-04-01

Regarded as a driving force in water, food and energy demands, the world's population has been increasing rapidly since the beginning of the 20th century. According to the medium-growth projection scenario of the United Nations, the world's population will reach 9.5 billion by 2050. In response to the continuously growing population during this century, water, food and energy demands have also been increasing rapidly, and social problems (e.g., water, food, and energy shortages) will be most likely to occur, especially if no proper management strategies are adopted. Then, how to meet the increasing demands of water, food and energy in the future? This study focuses on the sustainable developments of population, water, food, energy and dams, and the significances of this study can be concluded as follows: First, we reveal the close association between dams and social development through analysing the related data for the period 1960-2010, and argue that construction of additional large dams will have to be considered as one of the best available options to meet the increasing water, food and energy demands in the future. We conduct the projections of global water, food and energy consumptions and dam development for the period 2010-2050, and the results show that, compared to 2010, the total water, food and energy consumptions in 2050 will increase by 20%, 34% and 37%, respectively. Moreover, it is projected that additional 4,340 dams will be constructed by 2050 all over the world. Second, we analyse the current situation of global water scarcity based on the related data representing water resources availability (per capita available water resources), dam development (the number of dams), and the level of economic development (per capita gross domestic product). At the global scale, water scarcity exists in more than 70% of the countries around the world, including 43 countries suffering from economic water scarcity and 129 countries suffering from physical water

78 FR 2275 - National Advisory Council on Nurse Education and Practice; Notice of Meeting

Science.gov (United States)

2013-01-10

... Advisory Council on Nurse Education and Practice; Notice of Meeting In accordance with section 10(a)(2) of...: Name: National Advisory Council on Nurse Education and Practice (NACNEP). Dates and Times: January 31... the Secretary to ensure the nursing workforce is ready to meet these challenges. The objectives of the...

Design of stationary PEFC system configurations to meet heat and power demands

Science.gov (United States)

Wallmark, Cecilia; Alvfors, Per

This paper presents heat and power efficiencies of a modeled PEFC system and the methods used to create the system configuration. The paper also includes an example of a simulated fuel cell system supplying a building in Sweden with heat and power. The main method used to create an applicable fuel cell system configuration is pinch technology. This technology is used to evaluate and design a heat exchanger network for a PEFC system working under stationary conditions, in order to find a solution with high heat utilization. The heat exchanger network in the system connecting the reformer, the burner, gas cleaning, hot-water storage and the PEFC stack will affect the heat transferred to the hot-water storage and thereby the heating of the building. The fuel, natural gas, is reformed to a hydrogen-rich gas within a slightly pressurized system. The fuel processor investigated is steam reforming, followed by high- and low-temperature shift reactors and preferential oxidation. The system is connected to the electrical grid for backup and peak demands and to a hot-water storage to meet the varying heat demand for the building. The procedure for designing the fuel cell system installation as co-generation system is described, and the system is simulated for a specific building in Sweden during 1 year. The results show that the fuel cell system in combination with a burner and hot-water storage could supply the building with the required heat without exceeding any of the given limitations. The designed co-generation system will provide the building with most of its power requirements and would further generate income by sale of electricity to the power grid.

Early Childhood Workforce Index, 2016

Science.gov (United States)

Whitebook, Marcy; McLean, Caitlin; Austin, Lea J. E.

2016-01-01

The State of the Early Childhood Workforce (SECW) Initiative is a groundbreaking multi-year project to shine a steady spotlight on the nation's early childhood workforce. The SECW Initiative is designed to challenge entrenched ideas and policies that maintain an inequitable and inadequate status quo for early educators and for the children and…

Case Study: Student Perceptions of Groups & Teams in Leadership Education

Science.gov (United States)

Coers, Natalie; Lorensen, Marianne; Anderson, James C., II.

2009-01-01

Working in groups and teams is a common practice in today's college classroom, partly in order to meet the growing demand by employers that students entering the workforce have leadership and group experience. This practice has many inherent benefits and challenges. The experiences created must meet the needs of both students and other…

The status of adolescent medicine: Building a global adolescent workforce

Science.gov (United States)

Lee, Lana; Upadhya, Krishna K; Matson, Pamela; Adger, Hoover; Trent, Maria E

2016-01-01

Remarkable public health achievements to reduce infant and child mortality and improve the health and well-being of children worldwide have successfully resulted in increased survival and a growing population of young people aged 10–24 years. Population trends indicate that the current generation of 1.8 billion young people is the largest in history, but there is a scarcity of dedicated resources available to effectively meet the health needs of adolescents and young adults worldwide. Growing recognition of the pivotal roles young people play in the cultures, societies, and countries in which they live has spurred an expanding global movement to address the needs of this special population. Building an effective global workforce of highly-skilled adolescent health professionals who understand the unique biological, psychological, behavioral, social, and environmental factors that impact the health of adolescents is a critical step in addressing the health needs of the growing cohort of young people. In this review, we aim to: 1) Define a global assessment of the health needs for adolescents around the world; 2) Describe examples of current training programs and requirements in Adolescent Medicine; 3) Identify existing gaps and barriers to develop an effective adolescent health workforce; and 4) Develop a call for targeted actions to build capacity of the adolescent health workforce, broaden culturally relevant research and evidence-based intervention strategies, and reinforce existing interdisciplinary global networks of youth advocates and adolescent health professionals to maximize the opportunities for training, research, and care delivery. PMID:26167974

Future trends in the supply and demand for radiation oncology physicists.

Science.gov (United States)

Mills, Michael D; Thornewill, Judah; Esterhay, Robert J

2010-04-12

Significant controversy surrounds the 2012 / 2014 decision announced by the Trustees of the American Board of Radiology (ABR) in October of 2007. According to the ABR, only medical physicists who are graduates of a Commission on Accreditation of Medical Physics Education Programs, Inc. (CAMPEP) accredited academic or residency program will be admitted for examination in the years 2012 and 2013. Only graduates of a CAMPEP accredited residency program will be admitted for examination beginning in the year 2014. An essential question facing the radiation oncology physics community is an estimation of supply and demand for medical physicists through the year 2020. To that end, a Demand & Supply dynamic model was created using STELLA software. Inputs into the model include: a) projected new cancer incidence and prevalence 1990-2020; b) AAPM member ages and retirement projections 1990-2020; c) number of ABR physics diplomates 1990-2009; d) number of patients per Qualified Medical Physicist from Abt Reports I (1995), II (2002) and III (2008); e) non-CAMPEP physicists trained 1990-2009 and projected through 2014; f) CAMPEP physicists trained 1993-2008 and projected through 2014; and g) working Qualified Medical Physicists in radiation oncology in the United States (1990-2007). The model indicates that the number of qualified medical physicists working in radiation oncology required to meet demand in 2020 will be 150-175 per year. Because there is some elasticity in the workforce, a portion of the work effort might be assumed by practicing medical physicists. However, the minimum number of new radiation oncology physicists (ROPs) required for the health of the profession is estimated to be 125 per year in 2020. The radiation oncology physics community should plan to build residency programs to support these numbers for the future of the profession.

International Demand for American Higher Education: An Extension.

Science.gov (United States)

Mixon, J. Wilson, Jr.; Wan, Weidong

1990-01-01

A study of the relationship of population and income in Asian countries and Organization of Petroleum Exporting Countries (OPEC) members to their demand for American higher education found that both population and income significantly affect demand, but not proportionally. Findings suggest countries meet most change in citizens' demand with…

The Job Costs of Family Demands: Gender Differences in Negative Family-to-Work Spillover

Science.gov (United States)

Keene, Jennifer Reid; Reynolds, John R.

2005-01-01

This article uses the 1992 National Study of the Changing Workforce to examine family and workplace factors contributing to gender differences in negative family-to-work spillover. We focus on spillover as manifested when family demands negatively affect job performance. Among married workers, women were twice as likely as men to report that…

Burnout and Connectedness among Australian Volunteers: A Test of the Job Demands-Resources Model

Science.gov (United States)

Lewig, Kerry A.; Xanthopoulou, Despoina; Bakker, Arnold B.; Dollard, Maureen F.; Metzer, Jacques C.

2007-01-01

This study used the Job Demands-Resources (JD-R) model, developed in the context of occupational well-being in the paid workforce, to examine the antecedents of burnout and connectedness in the formal volunteer rural ambulance officer vocation (N=487). Structural equation modeling using self-reports provide strong evidence for the central…

Pre-implementation studies of a workforce planning tool for nurse staffing and human resource management in university hospitals.

Science.gov (United States)

van Oostveen, Catharina J; Ubbink, Dirk T; Mens, Marian A; Pompe, Edwin A; Vermeulen, Hester

2016-03-01

To investigate the reliability, validity and feasibility of the RAFAELA workforce planning system (including the Oulu patient classification system - OPCq), before deciding on implementation in Dutch hospitals. The complexity of care, budgetary restraints and demand for high-quality patient care have ignited the need for transparent hospital workforce planning. Nurses from 12 wards of two university hospitals were trained to test the reliability of the OPCq by investigating the absolute agreement of nursing care intensity (NCI) measurements among nurses. Validity was tested by assessing whether optimal NCI/nurse ratio, as calculated by a regression analysis in RAFAELA, was realistic. System feasibility was investigated through a questionnaire among all nurses involved. Almost 67 000 NCI measurements were performed between December 2013 and June 2014. Agreement using the OPCq varied between 38% and 91%. For only 1 in 12 wards was the optimal NCI area calculated judged as valid. Although the majority of respondents was positive about the applicability and user-friendliness, RAFAELA was not accepted as useful workforce planning system. Nurses' performance using the RAFAELA system did not warrant its implementation. Hospital managers should first focus on enlarging the readiness of nurses regarding the implementation of a workforce planning system. © 2015 John Wiley & Sons Ltd.

Meeting the global demand for biofuels in 2021 through sustainable land use change policy

International Nuclear Information System (INIS)

Goldemberg, José; Mello, Francisco F.C.; Cerri, Carlos E.P.; Davies, Christian A.; Cerri, Carlos C.

2014-01-01

The 2013 renewable energy policy mandates adopted in twenty-seven countries will increase the need for liquid biofuels. To achieve this, ethanol produced from corn and sugarcane will need to increase from 80 to approximately 200 billion l in 2021. This could be achieved by increasing the productivity of raw material per hectare, expansion of land into dedicated biofuels, or a combination of both. We show here that appropriate land expansion policies focused on conservationist programs and a scientific basis, are important for sustainable biofuel expansion whilst meeting the increasing demand for food and fiber. The Brazilian approach to biofuel and food security could be followed by other nations to provide a sustainable pathway to renewable energy and food production globally. One sentence summary: Conservationist policy programs with scientific basis are key to drive the expansion of biofuel production and use towards sustainability

Application of Demand Analysis in Marketing Continuing Education.

Science.gov (United States)

Waters, Elzberry, Jr.

This study investigated the feasibility of applying economic demand analysis (especially elasticity of demand) in marketing George Washington University off-campus degree programs. In the case under study, a supplemental budget request had to be submitted to meet expenses incurred by an unforeseen increase in demand for graduate and undergraduate…

The shakeout scenario: Meeting the needs for construction aggregates, asphalt, and concrete

Science.gov (United States)

Langer, W.H.

2011-01-01

An Mw 7.8 earthquake as described in the ShakeOut Scenario would cause significantdamage to buildings and infrastructure. Over 6 million tons of newly mined aggregate would be used for emergency repairs and for reconstruction in the five years following the event. This aggregate would be applied mostly in the form of concrete for buildings and bridges, asphalt or concrete for pavement, and unbound gravel for applications such as base course that goes under highway pavement and backfilling for foundations and pipelines. There are over 450 aggregate, concrete, and asphalt plants in the affected area, some of which would be heavily damaged. Meeting the increased demand for construction materials would require readily available permitted reserves, functioning production facilities, a supply of cement and asphalt, a source of water, gas, and electricity, and a trained workforce. Prudent advance preparations would facilitate a timely emergency response and reconstruction following such an earthquake. ?? 2011, Earthquake Engineering Research Institute.

Lost in Translation? Challenges and Opportunities for Raising Health and Safety Awareness among a Multinational Workforce in the United Arab Emirates

Science.gov (United States)

Cooling, Robert Fletcher; Aw, Tar-Ching

2012-01-01

The United Arab Emirates (UAE) has experienced tremendous economic and industrial growth in the petroleum, airline, maritime and construction sectors, especially since the discovery of oil reserves. Mass recruitment of low skilled or unskilled laborers from less-developed countries has been utilized to satisfy the manpower demands of these fast paced industrial developments. Such workforce recruitment has created an unusual populace demographic, with the total UAE population estimated at 8.3 million, composed of 950,000 Emiratis, with the remainder being multinational expatriate workers, with varying educational qualifications, work experience, religious beliefs, cultural practices, and native languages. These unique characteristics pose a challenge for health and safety professionals tasked with ensuring the UAE workforce adheres to specific occupational health and safety procedures. The paper discusses two case studies that employ a novel multimedia approach to raising health and safety awareness among a multinational workforce. PMID:23251846

Workshop: health workforce governance and integration.

NARCIS (Netherlands)

Batenburg, R.

2014-01-01

Background: Health workforce governance is increasingly recognized as a burning policy issue and focused on workforce shortages. Yet the most pressing problem is to solve maldistributions through governance and integration. Poor management of health 242 European Journal of Public Health, Vol. 24,

The decision optimization of product development by considering the customer demand saturation

Directory of Open Access Journals (Sweden)

Qing-song Xing

2015-05-01

Full Text Available Purpose: The purpose of this paper is to analyze the impacts of over meeting customer demands on the product development process, which is on the basis of the quantitative model of customer demands, development cost and time. Then propose the corresponding product development optimization decision. Design/methodology/approach: First of all, investigate to obtain the customer demand information, and then quantify customer demands weights by using variation coefficient method. Secondly, analyses the relationship between customer demands and product development time and cost based on the quality function deployment and establish corresponding mathematical model. On this basis, put forward the concept of customer demand saturation and optimization decision method of product development, and then apply it in the notebook development process of a company. Finally, when customer demand is saturated, it also needs to prove the consistency of strengthening satisfies customer demands and high attention degree customer demands, and the stability of customer demand saturation under different parameters. Findings: The development cost and the time will rise sharply when over meeting the customer demand. On the basis of considering the customer demand saturation, the relationship between customer demand and development time cost is quantified and balanced. And also there is basically consistent between the sequence of meeting customer demands and customer demands survey results. Originality/value: The paper proposes a model of customer demand saturation. It proves the correctness and effectiveness on the product development decision method.

Preparedness and Emergency Response Learning Centers: supporting the workforce for national health security.

Science.gov (United States)

Richmond, Alyson L; Sobelson, Robyn K; Cioffi, Joan P

2014-01-01

The importance of a competent and prepared national public health workforce, ready to respond to threats to the public's health, has been acknowledged in numerous publications since the 1980s. The Preparedness and Emergency Response Learning Centers (PERLCs) were funded by the Centers for Disease Control and Prevention in 2010 to continue to build upon a decade of focused activities in public health workforce preparedness development initiated under the Centers for Public Health Preparedness program (http://www.cdc.gov/phpr/cphp/). All 14 PERLCs were located within Council on Education for Public Health (CEPH) accredited schools of public health. These centers aimed to improve workforce readiness and competence through the development, delivery, and evaluation of targeted learning programs designed to meet specific requirements of state, local, and tribal partners. The PERLCs supported organizational and community readiness locally, regionally, or nationally through the provision of technical consultation and dissemination of specific, practical tools aligned with national preparedness competency frameworks and public health preparedness capabilities. Public health agencies strive to address growing public needs and a continuous stream of current and emerging public health threats. The PERLC network represented a flexible, scalable, and experienced national learning system linking academia with practice. This system improved national health security by enhancing individual, organizational, and community performance through the application of public health science and learning technologies to frontline practice.

Louisiana physician population trends: will increase in supply meet demand?

Science.gov (United States)

Neumann, Julie A; Sessions, Blane A; Ali, Juzar; Rigby, Perry C

2012-01-01

Physician shortages in the United States are now recognized broadly and widespread by specialty and geography. While supply is increasing, demand inexorably rises. This situation will probably be further stressed post implementation of healthcare reform. The variations by region and by state are many and significant; this complexity is not fully understood nor yet characterized. Trends similar to the averages of the US have been identified in Louisiana, including the aging of physicians. Lack of physicians, both specialists and generalists, has been reported to compromise quality and effectiveness of healthcare. Thus, the importance of matching up supply and demand is evident. The supply of physicians is increasing in absolute number and in the physicians-to-population ratio. Variations in population, aging, geography, and specialties indicate, in some areas, that this may not be enough to deal with the increasing demand. This paper aims to assess historically how physician shortages may affect the balance of supply and demand in future healthcare delivery, particularly in Louisiana.

Uranium 2009: Resources, Production and Demand

International Nuclear Information System (INIS)

2010-01-01

With several countries currently building nuclear power plants and planning the construction of more to meet long-term increases in electricity demand, uranium resources, production and demand remain topics of notable interest. In response to the projected growth in demand for uranium and declining inventories, the uranium industry - the first critical link in the fuel supply chain for nuclear reactors - is boosting production and developing plans for further increases in the near future. Strong market conditions will, however, be necessary to trigger the investments required to meet projected demand. The 'Red Book', jointly prepared by the OECD Nuclear Energy Agency and the International Atomic Energy Agency, is a recognised world reference on uranium. It is based on information compiled in 40 countries, including those that are major producers and consumers of uranium. This 23. edition provides a comprehensive review of world uranium supply and demand as of 1 January 2009, as well as data on global uranium exploration, resources, production and reactor-related requirements. It provides substantive new information from major uranium production centres around the world, as well as from countries developing production centres for the first time. Projections of nuclear generating capacity and reactor-related uranium requirements through 2035 are also featured, along with an analysis of long-term uranium supply and demand issues

PVC makers study expansions to meet demand growth

International Nuclear Information System (INIS)

Hunter, D.; Coeyman, M.

1993-01-01

As prospects for the polyvinyl chloride (PVC) industry continue to improve, the next batch of capacity increases is being studied. Vista Chemical (Houston) sees an opportunity to achieve what company president James R. Ball calls the lowest-cost capacity addition in the market, by debottlenecking its PVC plants at Aberdeen, MS and Oklahoma City. That would increase capacity 40%, adding 300 million lbs/year to Vista's 830 million lbs/year. US demand for PVC grew 12.5% through the first 10 months of 1992, to 7.3 billion lbs, according to the latest figures available from the Society of the Plastics Industry. Alan Bailey, Oxy-Chem's executive v.p./polymers and plastics, predicts a good demand year in 1993 - better even than 1992, driven by an upward trend in housing starts and a recovering economy

An integrated approach to inventory and flexible capacity management subject to fixed costs and non-stationary stochastic demand

NARCIS (Netherlands)

Tan, T.; Alp, O.

2009-01-01

In a manufacturing system with flexible capacity, inventory management can be coupled with capacity management in order to handle fluctuations in demand more effectively. Typical examples include the effective use of temporary workforce and overtime production. In this paper, we discuss an

We are not all coping: a cross?sectional investigation of resilience in the dementia care workforce

OpenAIRE

Elliott, Kate?Ellen J.; Stirling, Christine M.; Martin, Angela J.; Robinson, Andrew L.; Scott, Jennifer L.

2015-01-01

Abstract Background Research on workforce development for high?quality dementia care more often focuses on enhancing employee knowledge and skill and less on managing employee stress and coping at work. Objective To review employee stress and coping in response to high job demands in community?based dementia care organizations in Tasmania, Australia. Methods Stress and coping in response to job roles of 25 community?based dementia care workers were reviewed using self?report questionnaire dat...

Residential demand response reduces air pollutant emissions on peak electricity demand days in New York City

International Nuclear Information System (INIS)

Gilbraith, Nathaniel; Powers, Susan E.

2013-01-01

Many urban areas in the United States have experienced difficulty meeting the National Ambient Air Quality Standards (NAAQS), partially due to pollution from electricity generating units. We evaluated the potential for residential demand response to reduce pollutant emissions on days with above average pollutant emissions and a high potential for poor air quality. The study focused on New York City (NYC) due to non-attainment with NAAQS standards, large exposed populations, and the existing goal of reducing pollutant emissions. The baseline demand response scenario simulated a 1.8% average reduction in NYC peak demand on 49 days throughout the summer. Nitrogen oxide and particulate matter less than 2.5 μm in diameter emission reductions were predicted to occur (−70, −1.1 metric tons (MT) annually), although, these were not likely to be sufficient for NYC to meet the NAAQS. Air pollution mediated damages were predicted to decrease by $100,000–$300,000 annually. A sensitivity analysis predicted that substantially larger pollutant emission reductions would occur if electricity demand was shifted from daytime hours to nighttime hours, or the total consumption decreased. Policies which incentivize shifting electricity consumption away from periods of high human and environmental impacts should be implemented, including policies directed toward residential consumers. - Highlights: • The impact of residential demand response on air emissions was modeled. • Residential demand response will decrease pollutant emissions in NYC. • Emissions reductions occur during periods with high potential for poor air quality. • Shifting demand to nighttime hours was more beneficial than to off-peak daytime hours

Demand forecast model based on CRM

Science.gov (United States)

Cai, Yuancui; Chen, Lichao

2006-11-01

With interiorizing day by day management thought that regarding customer as the centre, forecasting customer demand becomes more and more important. In the demand forecast of customer relationship management, the traditional forecast methods have very great limitation because much uncertainty of the demand, these all require new modeling to meet the demands of development. In this paper, the notion is that forecasting the demand according to characteristics of the potential customer, then modeling by it. The model first depicts customer adopting uniform multiple indexes. Secondly, the model acquires characteristic customers on the basis of data warehouse and the technology of data mining. The last, there get the most similar characteristic customer by their comparing and forecast the demands of new customer by the most similar characteristic customer.

The strategic role of partnerships between universities and private corporations as a driver for increasing workforce competitiveness in a global economy

Directory of Open Access Journals (Sweden)

Damoc Adrian-Ioan

2017-07-01

Full Text Available A global economic context means increased competition as corporations face contenders from other countries, and there is a wider range of choices on the market available to consumers. This global competition drives economic actors to seek competitive edges to increase the efficiency of their operations; within this global economy, corporations seek these advantages, outsourcing their activities in order to make use of the opportunities of globalisation. The same situation can be encountered on the labour market. While the expansion of economic activities globally often means increased employment opportunities, it also means that job seekers from around the world need to become more competitive on the job market to attract better employment opportunities. Workforce competitiveness is determined by various factors, like availability and ease of access (i.e. job market legislation, level and quality of education, and cost. The level and quality of education are of particular concern, as it gauges the potential of the workforce, and is the cornerstone of the controversial “skills gap”, based on a common complaint of corporations regarding a shortage of skilled employees. Acknowledging the importance of this factor, numerous companies have concluded partnerships with local universities, leading to intimate connections between the business environment and education. Thus, in the same manner that supply and demand shape the markets for typical goods and determine the success of a market, these partnerships between universities and corporations influence the labour market, bringing together demand (i.e. the corporations seeking skilled employees and supply (universities and education centres training the future workforce. There are numerous long-term benefits that such partnerships can bring to a country’s education sector. As such, the present paper seeks to examine the strategic importance of partnerships between academia and industry as a key

What's the matter with the information technology workforce?

OpenAIRE

Subramaniam, Manimegalai M.; Burnett, Kathleen

2006-01-01

Information technology and the information technology workforce are essential to Internet innovation, infrastructure, development, and maintenance. A comprehensive and dynamic definition of information technology will help develop and coordinate interventions to ensure that a viable, diverse, and talented workforce is available to support information technology innovation, development, implementation, maintenance and application. A viable, diverse, and talented workforce is essential if the U...

Workforce Development : Matching Education Systems to Workforce Needs

OpenAIRE

World Bank

2014-01-01

Equipping national workforces with job-relevant skills is a continuing challenge, and mismatches are a present concern. Many school graduates cannot find jobs commensurate with their education and training. Employers complain of difficulty in filling vacancies and bemoan the scarcity of soft skills for boosting productivity. More broadly, skills constraints make it difficult for companies ...

The nuclear power industry's ageing workforce: Transfer of knowledge to the next generation

International Nuclear Information System (INIS)

2004-06-01

This report is intended primarily for senior and middle level managers in nuclear power plant operating organizations. It is intended to provide them practical information they can use to improve the transfer of knowledge from the current generation of NPP operating organization personnel to the next generation in an effective manner. The information provided in this report is based upon the experience of Member State operating organizations as well as other related industries. In September 2000, the IAEA held a technical meeting on the topic of an ageing workforce and declining educational infrastructures. The proceedings of this meeting were distributed on CD-ROM as Working Material. Several recent IAEA meetings including a senior level meeting held in June 2002 in Vienna and a technical session of the IAEA General Conference in September 2002 addressed methods of knowledge transfer. This is the first IAEA report published on this specific topic. In 2000, the IAEA Technical Working Group on the Training and Qualification of NPP Personnel (TWG-T and Q) suggested that the IAEA should develop a publication on the definition of core competencies to be maintained by an NPP operating organization. The TWG-T and Q suggested that this TECDOC should provide additional detail beyond that specified in the recently revised Safety Guide NS-G-2.8, Recruitment, Qualification and Training of Personnel for Nuclear Power Plants. This task was included in the approved programme for 2002-2003. In March 2001, IAEA-TECDOC-1204, A Systematic Approach to Human Performance Improvement: Training Solutions was published. This TECDOC provides a comprehensive list of core competencies. These competencies provide the additional detail beyond that specified in Safety Guide NS-G-2.8 that the TWG-T and Q had suggested. The aspect of core competencies that is not addressed in IAEA-TECDOC-1204 is how to effectively transfer these competencies to the generation that replaces the workforce that

Preparing tomorrow's transportation workforce : a Midwest summit.

Science.gov (United States)

2010-08-01

Preparing Tomorrows Transportation Workforce: A Midwest Summit, held April 2728, 2010, in Ames, Iowa, was one of several : regional transportation workforce development summits held across the United States in 2009 and 2010 as part of a coordin...

A discussion paper: Do national maternity policy reviews take account of the education and training of the future midwifery workforce? An example from England.

Science.gov (United States)

Hall, Dr Jenny; Way, Dr Sue

2018-03-30

The development and provision of maternity services globally are continuing to receive much attention in order to improve care and safety for women and babies. In the UK national reviews of the maternity services have taken place, with local services taking forward specific pilot projects to support the implementation of policy recommendations. This paper argues that, in order to meet the requirements of change in maternity services, there also needs to be a prompt review of the education of student midwives in order to be confident that the workforce of the future is equipped to implement these changes successfully. Using changes to national policy in England, this paper raises the question of the need for flexible national education standards, to ensure a curriculum can meet the needs of the changing workforce without the need for constant revision of the curriculum. Copyright © 2018 Elsevier Ltd. All rights reserved.

Ethnic diversity in the nurse workforce: a literature review.

Science.gov (United States)

Otto, Laureen A; Gurney, Cindy

2006-01-01

In the 2000-2003 New York State Nurses Association Strategic Plan, the Board of Directors called for an assessment of the progress made toward achieving an ethnically diverse nursing workforce as reflected in the literature. In this paper the authors have responded to that request and offer a snapshot of progress as well as standstills in the journey toward diversity. Although the literature has tended to focus on cultural competency of the healthcare worker, and includes numerous calls for action to diversify the nurse workforce, very little scholarly work has been conducted that rigorously evaluates such diversification activities. The purpose of this literature review is to explore existing scholarly work in ethnic diversity at three levels: in the general workforce, the healthcare workforce, and the nursing workforce. The authors explored the literature as it addresses two aspects: academic and career factors influencing diversity; and recruitment, retention, and other strategies employed to diversify the workforce. By exploring the existing research, gaps can be identified in order to either direct further research, or target funding to recruitment strategies to effectively enhance a more ethnically diverse nurse workforce.

Enhancing the diversity of the pediatrician workforce.

Science.gov (United States)

Friedman, Aaron L

2007-04-01

This policy statement describes the key issues related to diversity within the pediatrician and health care workforce to identify barriers to enhancing diversity and offer policy recommendations to overcome these barriers in the future. The statement addresses topics such as health disparities, affirmative action, recent policy developments and reports on workforce diversity, and research on patient and provider diversity. It also broadens the discussion of diversity beyond the traditional realms of race and ethnicity to include cultural attributes that may have an effect on the quality of health care. Although workforce diversity is related to the provision of culturally effective pediatric care, it is a discrete issue that merits separate discussion and policy formulation. At the heart of this policy-driven action are multiorganizational and multispecialty collaborations designed to address substantive educational, financial, organizational, and other barriers to improved workforce diversity.

Front-line ordering clinicians: matching workforce to workload.

Science.gov (United States)

Fieldston, Evan S; Zaoutis, Lisa B; Hicks, Patricia J; Kolb, Susan; Sladek, Erin; Geiger, Debra; Agosto, Paula M; Boswinkel, Jan P; Bell, Louis M

2014-07-01

Matching workforce to workload is particularly important in healthcare delivery, where an excess of workload for the available workforce may negatively impact processes and outcomes of patient care and resident learning. Hospitals currently lack a means to measure and match dynamic workload and workforce factors. This article describes our work to develop and obtain consensus for use of an objective tool to dynamically match the front-line ordering clinician (FLOC) workforce to clinical workload in a variety of inpatient settings. We undertook development of a tool to represent hospital workload and workforce based on literature reviews, discussions with clinical leadership, and repeated validation sessions. We met with physicians and nurses from every clinical care area of our large, urban children's hospital at least twice. We successfully created a tool in a matrix format that is objective and flexible and can be applied to a variety of settings. We presented the tool in 14 hospital divisions and received widespread acceptance among physician, nursing, and administrative leadership. The hospital uses the tool to identify gaps in FLOC coverage and guide staffing decisions. Hospitals can better match workload to workforce if they can define and measure these elements. The Care Model Matrix is a flexible, objective tool that quantifies the multidimensional aspects of workload and workforce. The tool, which uses multiple variables that are easily modifiable, can be adapted to a variety of settings. © 2014 Society of Hospital Medicine.

Building the Social Work Workforce: Saving Lives and Families

Directory of Open Access Journals (Sweden)

Katharine Briar-Lawson

2014-05-01

Full Text Available This article depicts a journey over the decades to address some of the needs of children and families in the child welfare system. Recounting a few key milestones and challenges in the past 40 years, it is argued that workforce development is one key to improved outcomes for abused and neglected children and their families. Major events and several turning points are chronicled. Emerging workforce needs in aging are also cited as lessons learned from child welfare have implications for building a gero savvy social work workforce. Funding streams involving IV-E and Medicaid are discussed. It is argued that workforce development can be a life and death issue for some of these most vulnerable populations. Thus, the workforce development agenda must be at the forefront of the social work profession for the 21st century. Key funding streams are needed to foster investments in building and sustaining the social work workforce.

Diversity in the dermatology workforce.

Science.gov (United States)

Hinojosa, Jorge A; Pandya, Amit G

2016-12-01

The United States is becoming increasingly diverse, and minorities are projected to represent the majority of our population in the near future. Unfortunately, health disparities still exist for these groups, and inequalities have also become evident in the field of dermatology. There is currently a lack of diversity within the dermatology workforce. Potential solutions to these health care disparities include increasing cultural competence for all physicians and improving diversity in the dermatology workforce. ©2016 Frontline Medical Communications.

Wind Energy Workforce Development & Jobs

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2016-11-08

The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

Workforce Competitiveness Collection. "LINCS" Resource Collection News

Science.gov (United States)

Literacy Information and Communication System, 2011

2011-01-01

This edition of "'LINCS' Resource Collection News" features the Workforce Competitiveness Collection, covering the topics of workforce education, English language acquisition, and technology. Each month Collections News features one of the three "LINCS" (Literacy Information and Communication System) Resource Collections--Basic…

The global health workforce shortage: role of surgeons and other providers.

Science.gov (United States)

Sheldon, George F; Ricketts, Thomas C; Charles, Anthony; King, Jennifer; Fraher, Erin P; Meyer, Anthony

2008-01-01

The debate over the status of the physician workforce seems to be concluded. It now is clear that a shortage of physicians exists and is likely to worsen. In retrospect it seems obvious that a static annual production of physicians, coupled with a population growth of 25 million persons each decade, would result in a progressively lower physician to population ratio. Moreover, Cooper has demonstrated convincingly that the robust economy of the past 50 years correlates with demand for physician services. The aging physician workforce is an additional problem: one third of physicians are over 55 years of age, and the population over the age of 65 years is expected to double by 2030. Signs of a physician and surgeon shortage are becoming apparent. The largest organization of physicians in the world (119,000 members), the American College of Physicians, published a white paper in 2006 titled, "The Impending Collapse of Primary Care Medicine and Its Implications for the State of the Nation's Health Care" [37]. The American College of Surgeons, the largest organization of surgeons, has published an article on access to emergency surgery [38], and the Institute of Medicine of the National Academies of Science has published a book on the future of emergency care (Fig. 10). The reports document diminished involvement and availability of emergency care by general surgeons, neurologic surgeons, orthopedists, hand surgeons, plastic surgeons, and others. The emergency room has become the primary care physician after 5 PM for much of the population. A survey done by the Commonwealth Fund revealed that less than half of primary care practices have an on-call arrangement for after-hours care. Other evidence of evolving shortage are reports of long wait times for appointments, the hospitalist movement, and others. The policies for the future should move beyond dispute over whether or not a shortage exists. The immediate need is for the United States, as a society, to commit to

Energy Efficiency Services Sector: Workforce Size and Expectations for Growth

Energy Technology Data Exchange (ETDEWEB)

Goldman, Charles; Fuller, Merrian C.; Stuart, Elizabeth; Peters, Jane S.; McRae, Marjorie; Albers, Nathaniel; Lutzenhiser, Susan; Spahic, Mersiha

2010-03-22

The energy efficiency services sector (EESS) is poised to become an increasingly important part of the U.S. economy. Climate change and energy supply concerns, volatile and increasing energy prices, and a desire for greater energy independence have led many state and national leaders to support an increasingly prominent role for energy efficiency in U.S. energy policy. The national economic recession has also helped to boost the visibility of energy efficiency, as part of a strategy to support economic recovery. We expect investment in energy efficiency to increase dramatically both in the near-term and through 2020 and beyond. This increase will come both from public support, such as the American Recovery and Reinvestment Act (ARRA) and significant increases in utility ratepayer funds directed toward efficiency, and also from increased private spending due to codes and standards, increasing energy prices, and voluntary standards for industry. Given the growing attention on energy efficiency, there is a concern among policy makers, program administrators, and others that there is an insufficiently trained workforce in place to meet the energy efficiency goals being put in place by local, state, and federal policy. To understand the likelihood of a potential workforce gap and appropriate response strategies, one needs to understand the size, composition, and potential for growth of the EESS. We use a bottom-up approach based upon almost 300 interviews with program administrators, education and training providers, and a variety of EESS employers and trade associations; communications with over 50 sector experts; as well as an extensive literature review. We attempt to provide insight into key aspects of the EESS by describing the current job composition, the current workforce size, our projections for sector growth through 2020, and key issues that may limit this growth.

First Annual LGBT Health Workforce Conference: Empowering Our Health Workforce to Better Serve LGBT Communities.

Science.gov (United States)

Sánchez, Nelson F; Sánchez, John Paul; Lunn, Mitchell R; Yehia, Baligh R; Callahan, Edward J

2014-03-01

The Institute of Medicine has identified significant health disparities and barriers to health care experienced by lesbian, gay, bisexual, and transgender (LGBT) populations. By lowering financial barriers to care, recent legislation and judicial decisions have created a remarkable opportunity for reducing disparities by making health care available to those who previously lacked access. However, the current health-care workforce lacks sufficient training on LGBT-specific health-care issues and delivery of culturally competent care to sexual orientation and gender identity minorities. The LGBT Healthcare Workforce Conference was developed to provide a yearly forum to address these deficiencies through the sharing of best practices in LGBT health-care delivery, creating LGBT-inclusive institutional environments, supporting LGBT personal and professional development, and peer-to-peer mentoring, with an emphasis on students and early career professionals in the health-care fields. This report summarizes the findings of the first annual LGBT Health Workforce Conference.

Gender and the radiology workforce: results of the 2014 ACR workforce survey.

Science.gov (United States)

Bluth, Edward I; Bansal, Swati; Macura, Katarzyna J; Fielding, Julia; Truong, Hang

2015-02-01

As part of the 2014 ACR Human Resources Commission Workforce Survey, an assessment of the gender of the U.S. radiologist workforce was undertaken. Radiologist gender in relation to type of practice, work location, leadership roles, and full- versus part-time employment have not previously been assessed by this survey. The survey was completed by group leaders in radiology identified through the Practice of Radiology Environment Database. The response rate to the survey was 22%, representing 35% of all practicing radiologists. The survey found that 78% of the radiology workforce is male, and 22% female. Among the men, 58% work in private practice, and 18% in the academic/university environment; among women, percentages were 43% and 31%, respectively. Of all physician leads, 85% are men, 15% women. Of the full-time radiologists, 15% of men are practice leaders compared with 11% of women. Fewer women than men are in private practice. More women than men practice in academic/university environments. Among part-time radiologists, there are more men than women, but significantly more women work part time than men. Women are in the minority among practice leaders. Copyright © 2015 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Meeting Future Workforce Needs. Report from the Study Group (Twenty-Fifth Institute on Rehabilitation Issues, Washington, DC, May 1999).

Science.gov (United States)

Radtke, Jean, Ed.

This document is intended to help the rehabilitation professional identify and understand current and future labor market trends and their implications for persons with disabilities. Strategies, methods, and tools are included that counselors can immediately use as they prepare persons with disabilities for the workforce. Chapter 1 examines…

A study of the quality and effectiveness of the Airway Science Electronic Systems program to meet the workforce needs of the Federal Aviation Administration

Science.gov (United States)

Hedge, Clarence Alvin

1999-11-01

Scope and method of study. The purpose of the study was to determine the quality and effectiveness of the Airway Science Electronics Systems program to meet the workforce needs of the Federal Aviation Administration (FAA). The study was to research traditional FAA hired electronics technicians and Airway Science degree graduate electronics technicians. More specially, the study sought (1) to compare the traditional electronics training course requirements to the Airway Science curriculum course requirements, (2) to examine the ratio of Airway Science Electronics Systems graduates to graduates of other Airway Science options and also related electronics training and (3) to determine strengths and weaknesses in the Airway Science Electronics System. Findings and conclusions. The data were obtained by questionnaires sent to (1) the 61 recognized Airway Science Institutions, (2) personal interviews with department chairmen who are members of the Oklahoma City Aviation Aerospace Alliance and (3) personal interviews were also conducted with Electronics Technicians and supervisors at the Mike Monroney Aeronautical Center, Oklahoma City, Oklahoma. It was found that the present area of airway science curriculum encompasses Airway Science Management, Airway Computer Science, Airway Electronics Systems, Aviation Maintenance Management and Aircraft Systems Management. Programs in airway science are designed specifically to help prepare individuals for meeting the requirements for a strong educational background for tomorrow's aviation leaders. The data indicated that the majority of airway science students pursue careers with the FAA but also find even greater opportunities in industry. The data also shows that in the surveyed schools with approved airway science programs, Airway Science Management was the most frequent offered program.

Experiential Training for Empowerment of the Workforce.

Science.gov (United States)

Cook, John A.

As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal…

Status of the anesthesia workforce in 2011: evolution during the last decade and future outlook.

Science.gov (United States)

Schubert, Armin; Eckhout, Gifford V; Ngo, Anh L; Tremper, Kevin K; Peterson, Mary D

2012-08-01

The purpose of this review is to present a comprehensive assessment of the anesthesia workforce during the past decade and attempt forecasting the future based on present knowledge. The supply of anesthesiologists has gradually recovered from a deficit in the mid to late 1990 s. Current entry rates into our specialty are the highest in more than a decade, but are still below the level they were in 1993. These factors along with slower surgical growth and less capital available for expanding anesthetizing locations have resulted in greater availability of anesthesiologists in the labor market. Despite these recent events, the intermediate-term outlook of a rapidly aging population and greater access of previously uninsured patients portends the need to accommodate increasing medical and surgical procedures requiring anesthesia, barring disruptive industry innovations. Late in the decade, nationwide surveys found shortages of anesthesiologists and certified registered nurse anesthetists to persist. In response to increasing training program output with stagnant surgical growth, compensation increases for these allied health professionals have moderated in the present. Future projections anticipate increased personnel availability and, possibly, less compensation for this group. It is important to understand that many of the factors constraining current demand for anesthesia personnel are temporary. Anesthesiologist supply constrained by small graduation growth combined with generation- and gender-based decrements in workforce contribution is unlikely to keep pace with the substantial population and public policy-generated growth in demand for service, even in the face of productivity improvements and innovation.

Can state early intervention programs meet the increased demand of children suspected of having autism spectrum disorders?

Science.gov (United States)

Wise, Marissa D; Little, Alison A; Holliman, Jaime Bruce; Wise, Paul H; Wang, C Jason

2010-01-01

To determine whether Early Intervention programs have the capacity to accommodate the expected increase in referrals following the American Academy of Pediatrics' 2007 recommendation for universal screening of 18- and 24-month-old children for Autism Spectrum Disorders (ASD). We conducted a telephone survey of all state and territory early. Intervention coordinators about the demand for ASD evaluations, services, and program capacity. We used multivariate models to examine state-level factors associated with the capacity to serve children with ASD. Fifty-two of the 57 coordinators (91%) responded to the survey. Most states reported an increase in demand for ASD-related evaluations (65%) and services (58%) since 2007. In addition, 46% reported that their current capacity poses a challenge to meeting the 45-day time limit for creating the Individualized Family Service Plan. Many states reported that they have shortages of ASD-related personnel, including behavioral therapists (89%), speech-language pathologists (82%), and occupational therapists (79%). Among states that reported the number of service hours (n = 34) 44% indicated that children with ASD receive 5 or fewer weekly service hours. Multivariate models showed that states with a higher percentage of African-American and Latino children were more likely to have provider shortages whereas states with higher population densities were more likely to offer a greater number of service hours. Many Early Intervention programs may not have the capability to address the expected increase in demand for ASD services. Early Intervention programs will likely need enhanced resources to provide all children with suspected ASD with appropriate evaluations and services.

Return to the workforce following coronary artery bypass grafting

DEFF Research Database (Denmark)

Butt, Jawad H; Rørth, Rasmus; Kragholm, Kristian

2018-01-01

Background Returning to the workforce after coronary artery bypass grafting (CABG) holds important socioeconomic consequences not only for patients, but the society as well. Yet data on this issue are limited. We examined return to the workforce and associated factors in patients of working age.......0%) patients had returned to the workforce, 614 (10.2%) were on paid sick leave, 267 (4.4%) received disability pension, 250 (4.1%) were on early retirement, 57 (0.9%) had died, and 16 (0.3%) had emigrated. Factors associated with return to the workforce were identified using multivariable logistic regression...

Supply and demand: Will we have enough vascular surgeons by 2030?

Science.gov (United States)

Williams, Katherine; Schneider, Brandon; Lajos, Paul; Marin, Michael; Faries, Peter

2016-08-01

The increase in prevalence of certain cardiovascular risk factors increases susceptibility to vascular disease, which may create demand for surgical intervention. In our study, data collected by the American Association of Medical Colleges Physician Specialty Databook of 2012, the United States Census Bureau, and other nationwide organizations were referenced to calculate future changes in vascular surgeon supply and prevalence of people at risk for vascular disease. In 2010, there were 2853 active vascular surgeons. By 2040, the workforce is expected to linearly rise to 3573. There will be an exponential rise in people with cardiovascular risk factors. Adding to concern, in 2030, an estimated 3333 vascular surgeons will be available for 180,000,000 people with at least one risk factor for peripheral arterial disease. The paucity of properly trained surgeons entering the workforce needs to be addressed before this shortage becomes a larger burden on healthcare providers and governmental spending. © The Author(s) 2015.

Parenting responsibility expectations of senior Australian dental students: do the next generations' family responsibilities impact workforce planning?

Science.gov (United States)

Alsharif, Ala'a; Kruger, Estie; Tennant, Marc

2012-10-01

Over the past twenty-five years, there has been a substantial increase in work-based demands, thought to be due to an intensifying, competitive work environment. However, more recently, the question of work-life balance is increasingly attracting attention. The purpose of this study was to discover the attitudes of the next generation of dentists in Australia to parenting responsibility and work-life balance perceptions. Questionnaires on work-life balance were distributed to all fourth-year students at three dental schools in Australia. A total of 137 (76 percent) surveys were completed and returned. Most respondents indicated that they would take time off to focus on childcare, and just over half thought childcare should be shared by both parents. Thirty-seven percent felt that a child would have a considerable effect on their careers. Differences were seen in responses when compared by gender. The application of sensitivity analysis to workforce calculations based around changing societal work-life expectations can have substantial effects on predicting workforce data a decade into the future. It is not just the demographic change to a more feminized workforce in Australia that can have substantial effect, but also the change in social expectations of males in regards to parenting.

Demand response in energy markets

International Nuclear Information System (INIS)

Skytte, K.; Birk Mortensen, J.

2004-11-01

Improving the ability of energy demand to respond to wholesale prices during critical periods of the spot market can reduce the total costs of reliably meeting demand, and the level and volatility of the prices. This fact has lead to a growing interest in the short-run demand response. There has especially been a growing interest in the electricity market where peak-load periods with high spot prices and occasional local blackouts have recently been seen. Market concentration at the supply side can result in even higher peak-load prices. Demand response by shifting demand from peak to base-load periods can counteract the market power in the peak-load. However, demand response has so far been modest since the current short-term price elasticity seems to be small. This is also the case for related markets, for example, green certificates where the demand is determined as a percentage of the power demand, or for heat and natural gas markets. This raises a number of interesting research issues: 1) Demand response in different energy markets, 2) Estimation of price elasticity and flexibility, 3) Stimulation of demand response, 4) Regulation, policy and modelling aspects, 5) Demand response and market power at the supply side, 6) Energy security of supply, 7) Demand response in forward, spot, ancillary service, balance and capacity markets, 8) Demand response in deviated markets, e.g., emission, futures, and green certificate markets, 9) Value of increased demand response, 10) Flexible households. (BA)

Geographic Analysis of the Radiation Oncology Workforce

Energy Technology Data Exchange (ETDEWEB)

Aneja, Sanjay [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Smith, Benjamin D. [University of Texas M. D. Anderson Cancer Center, Houston, TX (United States); Gross, Cary P. [Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Department of General Internal Medicine, Yale University School of Medicine, New Haven, CT (United States); Wilson, Lynn D. [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Haffty, Bruce G. [Cancer Institute of New Jersey, New Brunswick, NJ (United States); Roberts, Kenneth [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Yu, James B., E-mail: james.b.yu@yale.edu [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States)

2012-04-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

Geographic Analysis of the Radiation Oncology Workforce

International Nuclear Information System (INIS)

Aneja, Sanjay; Smith, Benjamin D.; Gross, Cary P.; Wilson, Lynn D.; Haffty, Bruce G.; Roberts, Kenneth; Yu, James B.

2012-01-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

Infrastructure sufficiency in meeting water demand under climate-induced socio-hydrological transition in the urbanizing Capibaribe River basin - Brazil

Science.gov (United States)

Ribeiro Neto, A.; Scott, C. A.; Lima, E. A.; Montenegro, S. M. G. L.; Cirilo, J. A.

2014-09-01

Water availability for a range of human uses will increasingly be affected by climate change, especially in the arid and semiarid tropics. The main objective of this study is to evaluate the infrastructure sufficiency in meeting water demand under climate-induced socio-hydrological transition in the Capibaribe River basin (CRB). The basin has experienced spatial and sectoral (agriculture-to-urban) reconfiguration of water demands. Human settlements that were once dispersed, relying on intermittent sources of surface water, are now larger and more spatially concentrated, which increases water-scarcity effects. Based on the application of linked hydrologic and water-resources models using precipitation and temperature projections of the IPCC SRES (Special Report: Emissions Scenarios) A1B scenario, a reduction in rainfall of 26.0% translated to streamflow reduction of 60.0%. We used simulations from four members of the HadCM3 (UK Met Office Hadley Centre) perturbed physics ensemble, in which a single model structure is used and perturbations are introduced to the physical parameterization schemes in the model (Chou et al., 2012). We considered that the change of the water availability in the basin in the future scenarios must drive the water management and the development of adaptation strategies that will manage the water demand. Several adaptive responses are considered, including water-loss reductions, wastewater collection and reuse, and rainwater collection cisterns, which together have potential to reduce future water demand by 23.0%. This study demonstrates the vulnerabilities of the infrastructure system during socio-hydrological transition in response to hydroclimatic and demand variabilities in the CRB and also indicates the differential spatial impacts and vulnerability of multiple uses of water to changes over time. The simulations showed that the measures proposed and the water from interbasin transfer project of the São Francisco River had a positive

Understanding the pediatric dermatology workforce shortage: mentoring matters.

Science.gov (United States)

Admani, Shehla; Caufield, Maura; Kim, Silvia S; Siegfried, Elaine C; Friedlander, Sheila Fallon

2014-02-01

To target pediatric dermatologists directly in order to evaluate their current demographics and the most important motivating factors that influenced their career choice. Pediatric dermatology is one of the pediatric subspecialties with an inadequate supply to meet current patient needs. A survey was designed to evaluate the training pathway, employment status, participation in teaching, and clinical practice characteristics of pediatric dermatologists. The survey was administered to attendants of the 2010 Society for Pediatric Dermatology annual meeting. Any remaining board certified pediatric dermatologists who had not previously responded were queried via Survey Monkey. There was a 71% response rate. The majority chose a career in pediatric dermatology early, often prior to starting a dermatology residency. The vast majority of respondents noted mentorship as the most important influence on their decision to pursue a career in pediatric dermatology. The most common obstacles cited by respondents were financial hardship and resistance of some dermatology programs to accept applicants previously trained in pediatrics. Our survey provides evidence to support the importance of early exposure to the field and, most importantly, to committed pediatric dermatologists who can serve as mentors. This information may be helpful in approaching solutions to the workforce shortage in the field of pediatric dermatology. Copyright © 2014 Mosby, Inc. All rights reserved.

Can our global food system meet food demand within planetary boundaries?

NARCIS (Netherlands)

Conijn, J.G.; Bindraban, P.S.; Schröder, J.J.; Jongschaap, R.E.E.

2018-01-01

Global food demand is expected to increase, affecting required land, nitrogen (N) and phosphorus (P) inputs along with unintended emissions of greenhouse gasses (GHG) and losses of N and P. To quantify these input requirements and associated emissions/losses as a function of food demand, we built a

Reevaluation of Turkey's hydropower potential and electric energy demand

International Nuclear Information System (INIS)

Yueksek, Omer

2008-01-01

This paper deals with Turkey's hydropower potential and its long-term electric energy demand predictions. In the paper, at first, Turkey's energy sources are briefly reviewed. Then, hydropower potential is analyzed and it has been concluded that Turkey's annual economically feasible hydropower potential is about 188 TWh, nearly 47% greater than the previous estimation figures of 128 TWh. A review on previous prediction models for Turkey's long-term electric energy demand is presented. In order to predict the future demand, new increment ratio scenarios, which depend on both observed data and future predictions of population, energy consumption per capita and total energy consumption, are developed. The results of 11 prediction models are compared and analyzed. It is concluded that Turkey's annual electric energy demand predictions in 2010, 2015 and 2020 vary between 222 and 242 (average 233) TWh; 302 and 356 (average 334) TWh; and 440 and 514 (average 476) TWh, respectively. A discussion on the role of hydropower in meeting long-term demand is also included in the paper and it has been predicted that hydropower can meet 25-35% of Turkey's electric energy demand in 2020

Otolaryngology workforce analysis.

Science.gov (United States)

Hughes, Charles Anthony; McMenamin, Patrick; Mehta, Vikas; Pillsbury, Harold; Kennedy, David

2016-12-01

The number of trained otolaryngologists available is insufficient to supply current and projected US health care needs. The goal of this study was to assess available databases and present accurate data on the current otolaryngology workforce, examine methods for prediction of future health care needs, and explore potential issues with forecasting methods and policy implementation based on these predictions. Retrospective analysis of research databases, public use files, and claims data. The total number of otolaryngologists and current practices in the United States was tabulated using the databases of the American Academy of Otolaryngology-Head and Neck Surgery, American Medical Association, American Board of Otolaryngology, American College of Surgeons, Association of American Medical Colleges, National Center for Health Statistics, and Department of Health and Human Services. Otolaryngologists were identified as surgeons and classified into surgical groups using a combination of AMA primary and secondary self-reported specialties and American Board of Medical Specialties certifications. Data gathered were cross-referenced to rule out duplications to assess total practicing otolaryngologists. Data analyzed included type of practice: 1) academic versus private and 2) general versus specialty; and demographics: 1) urban versus rural, 2) patient age, 3) reason for visit (referral, new, established, surgical follow-up), 4) reason for visit (diagnosis), and 5) payer type. Analysis from the above resources estimates the total number of otolaryngologists practicing in the United States in 2011 to be 12,609, with approximately 10,522 fully trained practicing physicians (9,232-10,654) and 2,087 in training (1,318 residents and 769 fellows/others). Based on 2011 data, workforce projections would place the fully trained and practicing otolaryngology workforce at 11,088 in 2015 and 12,084 in 2025 unless changes in training occur. The AAO-HNS Physicians Resource Committee

Nurses graduating in Fiji between 2001 and 2010: sufficient supply for Fiji's health service demands?

Science.gov (United States)

Aiyub, S; Linh, N N; Tayler-Smith, K; Khogali, M; Bissell, K

2013-03-21

Fiji's schools of nursing and government health services, 2001-2010. To report on 1) the number and characteristics of nurses who graduated in Fiji, 2) the proportion of vacant nursing positions in the government health services and 3) attrition among nurses. Descriptive study involving a retrospective record review of Ministry of Health annual reports and nursing registers. Over the period 2001-2010, a total of 1500 nurses graduated, with the overall trend being a gradual increase in newly qualified nurses year on year. Available data from 2007 onwards showed relatively low vacancy rates (range 0.4-2%), with a sharp rise to 15% in 2009. Complete data on nurse attrition were available only from 2007 onwards, with rates of attrition ranging from 4% to 10%; the most common reason for attrition was resignation. While it was unable to directly assess whether Fiji's supply of nursing graduates has been meeting the country's health service demands, this study provides a series of baseline data on Fiji's nurse graduate and nursing workforce. In addition, it identifies some of the challenges and gaps that need to be considered to better assess and address nursing staff shortages.

Examining human resources' efforts to develop a culturally competent workforce.

Science.gov (United States)

Whitman, Marilyn V; Valpuesta, Domingo

2010-01-01

The increasing diversification of the nation's population poses significant challenges in providing care that meets the needs of culturally diverse patients. Human resource management plays a vital role in developing a more culturally competent workforce. This exploratory study examines current efforts by human resource directors (HRDs) in Alabama's general hospitals to recruit more diverse candidates, train staff, and make language access resources available. A questionnaire was developed based on the Office of Minority Health's Culturally and Linguistically Appropriate Services standards. The HRDs of the 101 Alabama general hospitals served as the study's target population. A sample of 61 responses, or 60.4% of the population, was obtained. The findings indicate that most HRDs are focusing their efforts on recruiting racially/ethnically diverse candidates and training clerical and nursing staff to care for culturally and linguistically diverse patients. Less effort is being focused on recruiting candidates who speak a different language, and only 44.3% have a trained interpreter on the staff. The HRDs who indicated that they work closely with organizations that provide support to diverse groups were more likely to recruit diverse employees and have racially/ethnically and linguistically diverse individuals in leadership positions. It is crucial that health care organizations take the necessary steps to diversify their workforce to broaden access, improve the quality and equity of care, and capture a greater market share.

Leveraging the Experiences of Informal Caregivers to Create Future Healthcare Workforce Options.

Science.gov (United States)

Phillips, Sara S; Ragas, Daiva M; Hajjar, Nadia; Tom, Laura S; Dong, XinQi; Simon, Melissa A

2016-01-01

The objective of this study was gather pilot data from informal caregivers regarding the potential for a training program to assist current or past caregivers in reentering the job market, and thus offering a pathway to economic resilience. In an effort that could foster a sustainable and competent caregiving market to help meet the needs of an aging America, whether training informal caregivers might help them transition into a paid caregiving or other health service role was explored. Caregivers (N=55) of a chronically or terminally ill family member or friend in a suburban county near Chicago were interviewed. The interview guide addressed household economic effect of illness, emotional burden, and training program interest. Fifty-six percent of caregivers were interested in training to work outside the home, caring for people in other households, 84% indicated a desire to learn more about health care, and 68% reported a desire to explore job possibilities in health care. Eighty-two percent were experienced in working with an individual aged 50 and older. Informal caregivers' interest in a training program to bolster their qualifications for a role in the healthcare workforce, including the option of a formal caregiver position, supports the demand for such a program. Considering the need for healthcare workers to serve the growing elderly population and the desire of informal caregivers to find gainful employment, these informal caregivers could provide the impetus to invest in informal caregiver training. © 2016, Copyright the Authors Journal compilation © 2016, The American Geriatrics Society.

Meeting demand for family planning within a generation: prospects and implications at country level

Directory of Open Access Journals (Sweden)

Yoonjoung Choi

2015-11-01

Full Text Available Background: In order to track progress towards the target of universal access to sexual and reproductive health care services of the post-2015 Sustainable Development Goals (SDGs, a measure (demand for family planning satisfied with modern contraceptive methods and a benchmark (at least 75% by 2030 in all countries have been recommended. Objectives: The goal of this study was to assess the prospects of reaching the benchmark at the country level. Such information can facilitate strategic planning, including resource allocation at global and country levels. Design: We selected 63 countries based on their status as least developed according to the United Nations or as a priority country in global family planning initiatives. Using United Nations estimates and projections of family planning indicators between 1970 and 2030, we calculated percent demand for family planning satisfied with modern contraceptive methods for each year and country. We then calculated the annual percentage point changes between 2014 and 2030 required to meet the benchmark. The required rates of change were compared to current projections as well as estimates between 1970 and 2010. Results: To reach the benchmark on average across the 63 countries, demand satisfied with modern methods must increase by 2.2 percentage points per year between 2014 and 2030 – more than double current projections. Between 1970 and 2010, such rapid progress was observed in 24 study countries but typically spanning 5–10 years. At currently projected rates, only 9 of the 63 study countries will reach the benchmark. Meanwhile, the gap between projected and required changes is largest in the Central and West African regions, 0.9 and 3.0 percentage points per year, respectively. If the benchmark is achieved, 334 million women across the study countries will use a modern contraceptive method in 2030, compared to 226 million women in 2014. Conclusions: In order to achieve the component of the SDGs

Meeting demand for family planning within a generation: prospects and implications at country level.

Science.gov (United States)

Choi, Yoonjoung; Fabic, Madeleine Short; Hounton, Sennen; Koroma, Desmond

2015-01-01

In order to track progress towards the target of universal access to sexual and reproductive health care services of the post-2015 Sustainable Development Goals (SDGs), a measure (demand for family planning satisfied with modern contraceptive methods) and a benchmark (at least 75% by 2030 in all countries) have been recommended. The goal of this study was to assess the prospects of reaching the benchmark at the country level. Such information can facilitate strategic planning, including resource allocation at global and country levels. We selected 63 countries based on their status as least developed according to the United Nations or as a priority country in global family planning initiatives. Using United Nations estimates and projections of family planning indicators between 1970 and 2030, we calculated percent demand for family planning satisfied with modern contraceptive methods for each year and country. We then calculated the annual percentage point changes between 2014 and 2030 required to meet the benchmark. The required rates of change were compared to current projections as well as estimates between 1970 and 2010. To reach the benchmark on average across the 63 countries, demand satisfied with modern methods must increase by 2.2 percentage points per year between 2014 and 2030 - more than double current projections. Between 1970 and 2010, such rapid progress was observed in 24 study countries but typically spanning 5-10 years. At currently projected rates, only 9 of the 63 study countries will reach the benchmark. Meanwhile, the gap between projected and required changes is largest in the Central and West African regions, 0.9 and 3.0 percentage points per year, respectively. If the benchmark is achieved, 334 million women across the study countries will use a modern contraceptive method in 2030, compared to 226 million women in 2014. In order to achieve the component of the SDGs calling for universal access to sexual and reproductive health services

Can Higher Education Meet the Needs of an Increasingly Diverse and Global Society? Campus Diversity and Cross-Cultural Workforce Competencies

Science.gov (United States)

Jayakumar, Uma M.

2008-01-01

In this article, Uma Jayakumar investigates the relationship between white individuals' exposure to racial diversity during college and their postcollege cross-cultural workforce competencies. Using survey data from the Cooperative Institutional Research Program, housed in the Higher Education Research Institute at the University of California at…

Workforce Retention Study in support of the U.S. Army Aberdeen Test Center human capital management strategy

OpenAIRE

Fore, Richard; Hacker, Kelly; Reedy, Michael; Sanchez-Vahamonde, Kristi; Whelan, Sean

2016-01-01

Approved for public release; distribution is unlimited In Fiscal Year 15, the U.S. Army Aberdeen Test Center (ATC) experienced an attrition rate of 10.4% of its civilian workforce. Without mitigation, the current employee turnover could result in a loss of organizational knowledge, reduction in the number of highly skilled test center employees, and a failure for ATC to meet mission objectives, namely the execution of rigorous testing to support Department of Defense acquisition programs. ...

The Impact of Out-Migration on the Nursing Workforce in Kenya

Science.gov (United States)

Gross, Jessica M; Rogers, Martha F; Teplinskiy, Ilya; Oywer, Elizabeth; Wambua, David; Kamenju, Andrew; Arudo, John; Riley, Patricia L; Higgins, Melinda; Rakuom, Chris; Kiriinya, Rose; Waudo, Agnes

2011-01-01

Objective To examine the impact of out-migration on Kenya's nursing workforce. Study Setting This study analyzed deidentified nursing data from the Kenya Health Workforce Informatics System, collected by the Nursing Council of Kenya and the Department of Nursing in the Ministry of Medical Services. Study Design We analyzed trends in Kenya's nursing workforce from 1999 to 2007, including supply, deployment, and intent to out-migrate, measured by requests for verification of credentials from destination countries. Principle Findings From 1999 to 2007, 6 percent of Kenya's nursing workforce of 41,367 nurses applied to out-migrate. Eighty-five percent of applicants were registered or B.Sc.N. prepared nurses, 49 percent applied within 10 years of their initial registration as a nurse, and 82 percent of first-time applications were for the United States or United Kingdom. For every 4.5 nurses that Kenya adds to its nursing workforce through training, 1 nurse from the workforce applies to out-migrate, potentially reducing by 22 percent Kenya's ability to increase its nursing workforce through training. Conclusions Nurse out-migration depletes Kenya's nursing workforce of its most highly educated nurses, reduces the percentage of younger nurses in an aging nursing stock, decreases Kenya's ability to increase its nursing workforce through training, and represents a substantial economic loss to the country. PMID:21413982

Climate change and peak demand for electricity: Evaluating policies for reducing peak demand under different climate change scenarios

Science.gov (United States)

Anthony, Abigail Walker

This research focuses on the relative advantages and disadvantages of using price-based and quantity-based controls for electricity markets. It also presents a detailed analysis of one specific approach to quantity based controls: the SmartAC program implemented in Stockton, California. Finally, the research forecasts electricity demand under various climate scenarios, and estimates potential cost savings that could result from a direct quantity control program over the next 50 years in each scenario. The traditional approach to dealing with the problem of peak demand for electricity is to invest in a large stock of excess capital that is rarely used, thereby greatly increasing production costs. Because this approach has proved so expensive, there has been a focus on identifying alternative approaches for dealing with peak demand problems. This research focuses on two approaches: price based approaches, such as real time pricing, and quantity based approaches, whereby the utility directly controls at least some elements of electricity used by consumers. This research suggests that well-designed policies for reducing peak demand might include both price and quantity controls. In theory, sufficiently high peak prices occurring during periods of peak demand and/or low supply can cause the quantity of electricity demanded to decline until demand is in balance with system capacity, potentially reducing the total amount of generation capacity needed to meet demand and helping meet electricity demand at the lowest cost. However, consumers need to be well informed about real-time prices for the pricing strategy to work as well as theory suggests. While this might be an appropriate assumption for large industrial and commercial users who have potentially large economic incentives, there is not yet enough research on whether households will fully understand and respond to real-time prices. Thus, while real-time pricing can be an effective tool for addressing the peak load

The Changing Global Context of Virtual Workforce

Directory of Open Access Journals (Sweden)

James A. Ejiwale

2012-09-01

Full Text Available The technological revolution occurring in today’s market place has made it possible for many companies to be innovative about the way and where work is done. To get the job done, due to digital revolution, companies have turned to virtual workforce to harness the benefits of connectivity and effective information sharing among stakeholders to get the job done. More important, the success of coordinating work among a virtual workforce for profitability in a rapidly changing global environment depends on “effective indirect communication” between the leadership and the virtual workforce. This article will address the importance of effective communication as a necessary tool for the success of e-leadership, productivity improvement in virtual work environment.

77 FR 58291 - National Hispanic Heritage Month, 2012

Science.gov (United States)

2012-09-19

..., 2012 Proclamation 8865--National Farm Safety and Health Week, 2012 Proclamation 8866--National Hispanic... promoting job creation and ensuring Hispanics are represented in the Federal workforce to reshaping our education system to meet the demands of the 21st century, my Administration has built ladders of opportunity...

Introducing a demand-based electricity distribution tariff in the residential sector: Demand response and customer perception

International Nuclear Information System (INIS)

Bartusch, Cajsa; Wallin, Fredrik; Odlare, Monica; Vassileva, Iana; Wester, Lars

2011-01-01

Increased demand response is essential to fully exploit the Swedish power system, which in turn is an absolute prerequisite for meeting political goals related to energy efficiency and climate change. Demand response programs are, nonetheless, still exceptional in the residential sector of the Swedish electricity market, one contributory factor being lack of knowledge about the extent of the potential gains. In light of these circumstances, this empirical study set out with the intention of estimating the scope of households' response to, and assessing customers' perception of, a demand-based time-of-use electricity distribution tariff. The results show that households as a whole have a fairly high opinion of the demand-based tariff and act on its intrinsic price signals by decreasing peak demand in peak periods and shifting electricity use from peak to off-peak periods. - Highlights: → Households are sympathetic to demand-based tariffs, seeing as they relate to environmental issues. → Households adjust their electricity use to the price signals of demand-based tariffs. → Demand-based tariffs lead to a shift in electricity use from peak to off-peak hours. → Demand-based tariffs lead to a decrease in maximum demand in peak periods. → Magnitude of these effects increases over time.

Inventory control for a perishable product with non-stationary demand and service level constraints

NARCIS (Netherlands)

Pauls-Worm, K.G.J.; Hendrix, E.M.T.; Haijema, R.; Vorst, van der J.G.A.J.

2013-01-01

We study the practical production planning problem of a food producer facing a non-stationary erratic demand for a perishable product with a fixed life time. In meeting the uncertain demand, the food producer uses a FIFO issuing policy. The food producer aims at meeting a certain service level at

78 FR 21123 - Sunshine Act Meeting

Science.gov (United States)

2013-04-09

... Fund Losses, Income, and Reserve Ratios for the Restoration Plan. The meeting will be held in the Board... meeting will be Webcast live via the Internet and subsequently made available on-demand approximately one...

DOE Advanced Scientific Advisory Committee (ASCAC): Workforce Subcommittee Letter

Energy Technology Data Exchange (ETDEWEB)

Chapman, Barbara [University of Houston; Calandra, Henri [Total SA; Crivelli, Silvia [Lawrence Berkeley National Laboratory, University of California, Davis; Dongarra, Jack [University of Tennessee; Hittinger, Jeffrey [Lawrence Livermore National Laboratory; Lathrop, Scott A. [NCSA, University of Illinois Urbana-Champaign; Sarkar, Vivek [Rice University; Stahlberg, Eric [Advanced Biomedical Computing Center; Vetter, Jeffrey S. [Oak Ridge National Laboratory; Williams, Dean [Lawrence Livermore National Laboratory

2014-07-23

Simulation and computing are essential to much of the research conducted at the DOE national laboratories. Experts in the ASCR ¬relevant Computing Sciences, which encompass a range of disciplines including Computer Science, Applied Mathematics, Statistics and domain Computational Sciences, are an essential element of the workforce in nearly all of the DOE national laboratories. This report seeks to identify the gaps and challenges facing DOE with respect to this workforce. This letter is ASCAC’s response to the charge of February 19, 2014 to identify disciplines in which significantly greater emphasis in workforce training at the graduate or postdoctoral levels is necessary to address workforce gaps in current and future Office of Science mission needs.

Future Supply and Demand for Oncologists : Challenges to Assuring Access to Oncology Services

Science.gov (United States)

Erikson, Clese; Salsberg, Edward; Forte, Gaetano; Bruinooge, Suanna; Goldstein, Michael

2007-01-01

Purpose To conduct a comprehensive analysis of supply of and demand for oncology services through 2020. This study was commissioned by the Board of Directors of ASCO. Methods New data on physician supply gathered from surveys of practicing oncologists, oncology fellows, and fellowship program directors were analyzed, along with 2005 American Medical Association Masterfile data on practicing medical oncologists, hematologists/oncologists, and gynecologic oncologists, to determine the baseline capacity and to forecast visit capacity through 2020. Demand for visits was calculated by applying age-, sex-, and time-from-diagnosis-visit rate data from the National Cancer Institute's analysis of the 1998 to 2002 Surveillance, Epidemiology and End Results (SEER) database to the National Cancer Institute's cancer incidence and prevalence projections. The cancer incidence and prevalence projections were calculated by applying a 3-year average (2000–2002) of age- and sex-specific cancer rates from SEER to the US Census Bureau population projections released on March 2004. The baseline supply and demand forecasts assume no change in cancer care delivery and physician practice patterns. Alternate scenarios were constructed by changing assumptions in the baseline models. Results Demand for oncology services is expected to rise rapidly, driven by the aging and growth of the population and improvements in cancer survival rates, at the same time the oncology workforce is aging and retiring in increasing numbers. Demand is expected to rise 48% between 2005 and 2020. The supply of services provided by oncologists during this time is expected to grow more slowly, approximately 14%, based on the current age distribution and practice patterns of oncologists and the number of oncology fellowship positions. This translates into a shortage of 9.4 to 15.0 million visits, or 2,550 to 4,080 oncologists—roughly one-quarter to one-third of the 2005 supply. The baseline projections do not

Health workforce governance and oral health: Diversity and challenges in Europe.

Science.gov (United States)

Gallagher, Jennifer E; Eaton, Kenneth A

2015-12-01

Throughout the life course, oral diseases are some of the most common non-communicable diseases globally, and in Europe. Human resources for oral health are fundamental to healthcare systems in general and dentistry is no exception. As political and healthcare systems change, so do forms of governance. The aim of this paper is to examine human resources for oral health in Europe, against a workforce governance framework, using England as a case study. The findings suggest that neo-liberalist philosophies are leading to multiple forms of soft governance at professional, system, organisational and individual levels, most notably in England, where there is no longer professional self-regulation. Benefits include professional regulation of a wider cadre of human resources for oral health, reorientation of care towards evidence-informed practice including prevention, and consideration of care pathways for patients. Across Europe there has been significant professional collaboration in relation to quality standards in the education of dentists, following transnational policies permitting freedom of movement of health professionals; however, the distribution of dentists is inequitable. Challenges include facilitating employment of graduates to serve the needs and demands of the population in certain countries, together with governance of workforce production and migration across Europe. Integrated trans-European approaches to monitoring mobility and governance are urgently required. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

Consequences of boundary-spanning demands and resources for work-to-family conflict and perceived stress.

Science.gov (United States)

Voydanoff, Patricia

2005-10-01

Using work-family border theory, this article examines relationships between boundary-spanning demands and resources and work-to-family conflict and perceived stress. The analysis uses data from 2,109 respondents from the 2002 National Study of the Changing Workforce. The demands that were positively related to work-to-family conflict and perceived stress were commuting time, bringing work home, job contacts at home, and work-family multitasking. Work-family multitasking partially explained the effects of bringing work home and job contacts at home on conflict and stress. For resources, time off for family responsibilities and a supportive work-family culture showed negative associations with conflict and stress. Work-to-family conflict partially mediated relationships between several demands and resources and perceived stress. Copyright (c) 2005 APA, all rights reserved.

Educating the Public Health Workforce: A Scoping Review

Directory of Open Access Journals (Sweden)

Donghua Tao

2018-02-01

Full Text Available The aim of this scoping review was to identify and characterize the recent literature pertaining to the education of the public health workforce worldwide. The importance of preparing a public health workforce with sufficient capacity and appropriate capabilities has been recognized by major organizations around the world (1. Champions for public health note that a suitably educated workforce is essential to the delivery of public health services, including emergency response to biological, manmade, and natural disasters, within countries and across the globe. No single repository offers a comprehensive compilation of who is teaching public health, to whom, and for what end. Moreover, no international consensus prevails on what higher education should entail or what pedagogy is optimal for providing the necessary education. Although health agencies, public or private, might project workforce needs, the higher level of education remains the sole responsibility of higher education institutions. The long-term goal of this study is to describe approaches to the education of the public health workforce around the world by identifying the peer-reviewed literature, published primarily by academicians involved in educating those who will perform public health functions. This paper reports on the first phase of the study: identifying and categorizing papers published in peer-reviewed literature between 2000 and 2015.

Fair Play: A Study of Scientific Workforce Trainers’ Experience Playing an Educational Video Game about Racial Bias

Science.gov (United States)

Kaatz, Anna; Carnes, Molly; Gutierrez, Belinda; Savoy, Julia; Samuel, Clem; Filut, Amarette; Pribbenow, Christine Maidl

2017-01-01

Explicit racial bias has decreased in the United States, but racial stereotypes still exist and conspire in multiple ways to perpetuate the underparticipation of Blacks in science careers. Capitalizing on the potential effectiveness of role-playing video games to promote the type of active learning required to increase awareness of and reduce subtle racial bias, we developed the video game Fair Play, in which players take on the role of Jamal, a Black male graduate student in science, who experiences discrimination in his PhD program. We describe a mixed-methods evaluation of the experience of scientific workforce trainers who played Fair Play at the National Institutes of Health Division of Training Workforce Development and Diversity program directors’ meeting in 2013 (n = 47; 76% female, n = 34; 53% nonwhite, n = 26). The evaluation findings suggest that Fair Play can promote perspective taking and increase bias literacy, which are steps toward reducing racial bias and affording Blacks equal opportunities to excel in science. PMID:28450447

Prospects of uranium supply-demand situation in world nuclear power development

International Nuclear Information System (INIS)

Chen Zuyi; Wang Xingwu

2010-01-01

Based on the newest materials and data published by authoritative organizations, this paper introduces the near-term and medium to long-term development situation of world nuclear power, summarizes the main characteristics of recent world uranium production, preliminarily analyses the relationship between uranium supply and demand to 2030. It is suggested that from the view-point of whole world, uranium resources are fully sufficient for the near-term and medium to long-term world uranium production and uranium demand of nuclear power. World uranium production can meet the near-term uranium demand for nuclear power. However, a big supply-demand gap may exist after 2015 as world nuclear power will be developed with high speed. In case if all const ruction plans of new uranium mines and production- expansion plans of existing uranium mines will be completed on time, it is quite possible for the world uranium production to meet the long-term uranium demand of nuclear power development. (authors)

Building the biomedical data science workforce.

Science.gov (United States)

Dunn, Michelle C; Bourne, Philip E

2017-07-01

This article describes efforts at the National Institutes of Health (NIH) from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K) training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Building the biomedical data science workforce.

Directory of Open Access Journals (Sweden)

Michelle C Dunn

2017-07-01

Full Text Available This article describes efforts at the National Institutes of Health (NIH from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Inconsistencies in authoritative national paediatric workforce data sources.

Science.gov (United States)

Allen, Amy R; Doherty, Richard; Hilton, Andrew M; Freed, Gary L

2017-12-01

Objective National health workforce data are used in workforce projections, policy and planning. If data to measure the current effective clinical medical workforce are not consistent, accurate and reliable, policy options pursued may not be aligned with Australia's actual needs. The aim of the present study was to identify any inconsistencies and contradictions in the numerical count of paediatric specialists in Australia, and discuss issues related to the accuracy of collection and analysis of medical workforce data. Methods This study compared respected national data sources regarding the number of medical practitioners in eight fields of paediatric speciality medical (non-surgical) practice. It also counted the number of doctors listed on the websites of speciality paediatric hospitals and clinics as practicing in these eight fields. Results Counts of medical practitioners varied markedly for all specialties across the data sources examined. In some fields examined, the range of variability across data sources exceeded 450%. Conclusions The national datasets currently available from federal and speciality sources do not provide consistent or reliable counts of the number of medical practitioners. The lack of an adequate baseline for the workforce prevents accurate predictions of future needs to provide the best possible care of children in Australia. What is known about the topic? Various national data sources contain counts of the number of medical practitioners in Australia. These data are used in health workforce projections, policy and planning. What does this paper add? The present study found that the current data sources do not provide consistent or reliable counts of the number of practitioners in eight selected fields of paediatric speciality practice. There are several potential issues in the way workforce data are collected or analysed that cause the variation between sources to occur. What are the implications for practitioners? Without accurate

Professionalizing the Nation's Cybersecurity Workforce?: Criteria for Decision-Making

Science.gov (United States)

National Academies Press, 2013

2013-01-01

"Professionalizing the Nation's Cybersecurity Workforce? Criteria for Decision-Making" considers approaches to increasing the professionalization of the nation's cybersecurity workforce. This report examines workforce requirements for cybersecurity and the segments and job functions in which professionalization is most needed;…

Estimating spatially specific demand and supply of dental services: a longitudinal comparison in Northern Germany.

Science.gov (United States)

Schwendicke, Falk; Jäger, Ralf; Hoffmann, Wolfgang; Jordan, Rainer A; van den Berg, Neeltje

2016-09-01

Assessing the spatial distribution of oral morbidity-related demand and the workforce-related supply is relevant for planning dental services. We aimed to establish and validate a model for estimating the spatially specific demand and supply. This model was then applied to compare demand-supply ratios in 2001 and 2011 in the federal state of Mecklenburg-Vorpommern (Northern Germany). The spatial units were zip code areas. Demand per area was estimated by linking population-specific oral morbidities to working times via insurance claim data. Estimated demand was validated against the provided demand in 2001 and 2011. Supply was calculated for both years using cohort data from the dentist register. The ratio of demand and supply was geographically mapped and its distribution between areas assessed using the Gini coefficient. Between 2001 and 2011, a significant decrease of the general population (-7.0 percent), the annual demand (-13.1 percent), and the annual supply (-12.9 percent) was recorded. The estimated demands were nearly (2001: -4 percent) and completely (2011: ±0 percent) congruent with provided demands. The average demand-supply-ratio did not change significantly between 2001 and 2011 (P > 0.05), but was increasingly unequally distributed. In both years, few areas were over-serviced, while many were under-serviced. The established model can be used to estimate spatially specific demand and supply. © 2016 American Association of Public Health Dentistry.

An MILP approximation for ordering perishable products with non-stationary demand and service level constraints

NARCIS (Netherlands)

Pauls-Worm, K.G.J.; Hendrix, E.M.T.; Haijema, R.; Vorst, van der J.G.A.J.

2014-01-01

We study the practical production planning problem of a food producer facing a non-stationary erratic demand for a perishable product with a fixed life time. In meeting the uncertain demand, the food producer uses a FIFO issuing policy. The food producer aims at meeting a certain service level at

Fertility and work-force participation: The experience of Melbourne Wives.

Science.gov (United States)

Ware, H

1976-11-01

Summary Current and retrospective data on the fertility control, work-force participation intentions and practice of Melbourne wives are combined in an examination of the causal link between work-force participation and reduced family size. Stress is laid on the analysis of the interaction between work-force participation and fertility over time, taking into account the proportion of married life spent in the work-force, rather than relying exclusively on a measure of current participation, the only option available in the analysis of census-type data. The wide range of information available makes it possible to study the effects of work-force participation on wives of unimpaired fertility, as well as the different consequences of planned and unplanned participation, and of working in a variety of occupations and for a number of distinct reasons. Examination of the future fertility intentions and current contraceptive practice of the younger wives shows that working wives are not, in these respects, markedly different from their house-wife peers. Overall, the balance of the evidence indicates that in the majority of cases fertility influences work-force participation rather than the converse.

Status of Educational Efforts in National Security Workforce

Energy Technology Data Exchange (ETDEWEB)

None

2008-03-31

This report documents the status of educational efforts for the preparation of a national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. The need to adequately train and educate a national security workforce is at a critical juncture. Even though there are an increasing number of college graduates in the appropriate fields, many of these graduates choose to work in the private sector because of more desirable salary and benefit packages. This report includes an assessment of the current educational situation for the national security workforce.

The American Community College: Nexus for Workforce Development.

Science.gov (United States)

McCabe, Robert H., Ed.

Emphasizing the central role of community colleges in workforce development, this two-part monograph reviews the status of workforce development initiatives at the national, state, and local levels and provides descriptions of 10 exemplary programs at community colleges across North America. The first part focuses on the status of and operating…

Natural gas demand prospects in Korea

Energy Technology Data Exchange (ETDEWEB)

Kwon, Young-Jin [Korea Electric Power Corp. (KEPCO), Seoul (Korea, Republic of)

1997-06-01

Korea s natural gas demand has increase enormously since 1986. Natural gas demand in Korea will approach to 29 million tonnes by the year 2010, from little over 9 million tonnes in 1996. This rapid expansion of natural gas demand is largely due to regulations for environmental protection by the government as well as consumers preference to natural gas over other sources of energy. Especially industrial use of gas will expand faster than other use of gas, although it will not be as high as that in European and North America countries. To meet the enormous increase in demand, Korean government and Korea Gas Corporation (KOGAS) are undertaking expansion of capacities of natural gas supply facilities, and are seeking diversification of import sources, including participation in major gas projects, to secure the import sources on more reliable grounds. (Author). 5 tabs.

Natural gas demand prospects in Korea

International Nuclear Information System (INIS)

Young-Jin Kwon

1997-01-01

Korea s natural gas demand has increase enormously since 1986. Natural gas demand in Korea will approach to 29 million tonnes by the year 2010, from little over 9 million tonnes in 1996. This rapid expansion of natural gas demand is largely due to regulations for environmental protection by the government as well as consumers preference to natural gas over other sources of energy. Especially industrial use of gas will expand faster than other use of gas, although it will not be as high as that in European and North America countries. To meet the enormous increase in demand, Korean government and Korea Gas Corporation (KOGAS) are undertaking expansion of capacities of natural gas supply facilities, and are seeking diversification of import sources, including participation in major gas projects, to secure the import sources on more reliable grounds. (Author). 5 tabs

Delayed Workforce Entry and High Emigration Rates for Recent Canadian Radiation Oncology Graduates.

Science.gov (United States)

Loewen, Shaun K; Halperin, Ross; Lefresne, Shilo; Trotter, Theresa; Stuckless, Teri; Brundage, Michael

2015-10-01

To determine the employment status and location of recent Canadian radiation oncology (RO) graduates and to identify current workforce entry trends. A fill-in-the-blank spreadsheet was distributed to all RO program directors in December 2013 and June 2014, requesting the employment status and location of their graduates over the last 3 years. Visa trainee graduates were excluded. Response rate from program directors was 100% for both survey administrations. Of 101 graduates identified, 99 (98%) had known employment status and location. In the December survey, 5 2013 graduates (16%), 17 2012 graduates (59%), and 18 2011 graduates (75%) had permanent staff employment. Six months later, 5 2014 graduates (29%), 15 2013 graduates (48%), 24 2012 graduates (83%), and 21 2011 graduates (88%) had secured staff positions. Fellowships and temporary locums were common for those without staff employment. The proportion of graduates with staff positions abroad increased from 22% to 26% 6 months later. Workforce entry for most RO graduates was delayed but showed steady improvement with longer time after graduation. High emigration rates for jobs abroad signify domestic employment challenges for newly certified, Canadian-trained radiation oncologists. Coordination on a national level is required to address and regulate radiation oncologist supply and demand disequilibrium in Canada. Copyright © 2015 Elsevier Inc. All rights reserved.

Acquisition Workforce Annual Report 2006

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Acquisition Workforce Annual Report 2008

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Talent Development of Instructors in Online Higher Education: A Mixed Methods Study of Instructor Effectiveness

Science.gov (United States)

Cooper, James W., Jr.

2013-01-01

With the new demand for qualified online instructors, universities have struggled with ad hoc supply models to meet it. Most institutions have poached the business world to convert business professionals into teachers. Working against academia are the trends of an aging and homogenous faculty workforce, not to mention the incompetence of…

Harvest Trails in Australia: Patterns of Seasonal Migration in the Fruit and Vegetable Industry

Science.gov (United States)

Hanson, Jayde; Bell, Martin

2007-01-01

Against a background of declining employment in agriculture, a mobile workforce plays a crucial role in meeting seasonal labour demand in Australia. The dynamics of this labour force have received surprisingly little attention. We situate seasonal migration within the rising diversity of present-day mobility, and capture images of its early…

Policies to sustain the nursing workforce: an international perspective.

Science.gov (United States)

Buchan, J; Twigg, D; Dussault, G; Duffield, C; Stone, P W

2015-06-01

Examine metrics and policies regarding nurse workforce across four countries. International comparisons inform health policy makers. Data from the OECD were used to compare expenditure, workforce and health in: Australia, Portugal, the United Kingdom (UK) and the United States (US). Workforce policy context was explored. Public spending varied from less than 50% of gross domestic product in the US to over 80% in the UK. Australia had the highest life expectancy. Portugal has fewer nurses and more physicians. The Australian national health workforce planning agency has increased the scope for co-ordinated policy intervention. Portugal risks losing nurses through migration. In the UK, the economic crisis resulted in frozen pay, reduced employment, and reduced student nurses. In the US, there has been limited scope to develop a significant national nursing workforce policy approach, with a continuation of State based regulation adding to the complexity of the policy landscape. The US is the most developed in the use of nurses in advanced practice roles. Ageing of the workforce is likely to drive projected shortages in all countries. There are differences as well as variation in the overall impact of the global financial crisis in these countries. Future supply of nurses in all four countries is vulnerable. Work force planning is absent or restricted in three of the countries. Scope for improved productivity through use of advanced nurse roles exists in all countries. © 2015 International Council of Nurses.

Setting priorities for EU healthcare workforce IT skills competence improvement.

Science.gov (United States)

Li, Sisi; Bamidis, Panagiotis D; Konstantinidis, Stathis Th; Traver, Vicente; Car, Josip; Zary, Nabil

2017-04-01

A major challenge for healthcare quality improvement is the lack of IT skills and knowledge of healthcare workforce, as well as their ambivalent attitudes toward IT. This article identifies and prioritizes actions needed to improve the IT skills of healthcare workforce across the EU. A total of 46 experts, representing different fields of expertise in healthcare and geolocations, systematically listed and scored actions that would improve IT skills among healthcare workforce. The Child Health and Nutrition Research Initiative methodology was used for research priority-setting. The participants evaluated the actions using the following criteria: feasibility, effectiveness, deliverability, and maximum impact on IT skills improvement. The leading priority actions were related to appropriate training, integrating eHealth in curricula, involving healthcare workforce in the eHealth solution development, improving awareness of eHealth, and learning arrangement. As the different professionals' needs are prioritized, healthcare workforce should be actively and continuously included in the development of eHealth solutions.

The gendered health workforce: mixed methods analysis from four fragile and post-conflict contexts.

Science.gov (United States)

Witter, Sophie; Namakula, Justine; Wurie, Haja; Chirwa, Yotamu; So, Sovanarith; Vong, Sreytouch; Ros, Bandeth; Buzuzi, Stephen; Theobald, Sally

2017-12-01

It is well known that the health workforce composition is influenced by gender relations. However, little research has been done which examines the experiences of health workers through a gender lens, especially in fragile and post-conflict states. In these contexts, there may not only be opportunities to (re)shape occupational norms and responsibilities in the light of challenges in the health workforce, but also threats that put pressure on resources and undermine gender balance, diversity and gender responsive human resources for health (HRH). We present mixed method research on HRH in four fragile and post-conflict contexts (Sierra Leone, Zimbabwe, northern Uganda and Cambodia) with different histories to understand how gender influences the health workforce. We apply a gender analysis framework to explore access to resources, occupations, values, decision-making and power. We draw largely on life histories with male and female health workers to explore their lived experiences, but complement the analysis with evidence from surveys, document reviews, key informant interviews, human resource data and stakeholder mapping. Our findings shed light on patterns of employment: in all contexts women predominate in nursing and midwifery cadres, are under-represented in management positions and are clustered in lower paying positions. Gendered power relations shaped by caring responsibilities at the household level, affect attitudes to rural deployment and women in all contexts face challenges in accessing both pre- and in-service training. Coping strategies within conflict emerged as a key theme, with experiences here shaped by gender, poverty and household structure. Most HRH regulatory frameworks did not sufficiently address gender concerns. Unless these are proactively addressed post-crisis, health workforces will remain too few, poorly distributed and unable to meet the health needs of vulnerable populations. Practical steps need to be taken to identify gender

Supply and demand perspectives

International Nuclear Information System (INIS)

Trienekens, Pieter

1999-01-01

The outlook for the European gas market is one of steady growth. This growth will manifest itself in all regions and in all sectors of the market, but most strongly in the power generating sector. To meet future demand, it is necessary to bring gas to Western Europe from remote sources in Russia, North Africa and Norway. These new gas supplies require heavy investments in production and transportation, which can only be undertaken on the basis of long-term take-or-pay contracts. Famous examples of such contracts are the development of the Troll field, the Yamal-Europe pipeline connection, and the bringing on stream of Nigerian LNG for Europe. Tensions are likely to arise between the nature of these long-term gas contracts and the dynamic nature of demand in the gas market, and more specifically in the main growth market, the power sector. The presentation further elaborates on the tensions underlying supply and demand in the years to come

Meeting human resources for health staffing goals by 2018: a quantitative analysis of policy options in Zambia

Directory of Open Access Journals (Sweden)

Schroder Kate

2010-06-01

Full Text Available Abstract Background The Ministry of Health (MOH in Zambia is currently operating with fewer than half of the health workers required to deliver basic health services. The MOH has developed a human resources for health (HRH strategic plan to address the crisis through improved training, hiring, and retention. However, the projected success of each strategy or combination of strategies is unclear. Methods We developed a model to forecast the size of the public sector health workforce in Zambia over the next ten years to identify a combination of interventions that would expand the workforce to meet staffing targets. The key forecasting variables are training enrolment, graduation rates, public sector entry rates for graduates, and attrition of workforce staff. We model, using Excel (Office, Microsoft; 2007, the effects of changes in these variables on the projected number of doctors, clinical officers, nurses and midwives in the public sector workforce in 2018. Results With no changes to current training, hiring, and attrition conditions, the total number of doctors, clinical officers, nurses, and midwives will increase from 44% to 59% of the minimum necessary staff by 2018. No combination of changes in staff retention, graduation rates, and public sector entry rates of graduates by 2010, without including training expansion, is sufficient to meet staffing targets by 2018 for any cadre except midwives. Training enrolment needs to increase by a factor of between three and thirteen for doctors, three and four for clinical officers, two and three for nurses, and one and two for midwives by 2010 to reach staffing targets by 2018. Necessary enrolment increases can be held to a minimum if the rates of retention, graduation, and public sector entry increase to 100% by 2010, but will need to increase if these rates remain at 2008 levels. Conclusions Meeting the minimum need for health workers in Zambia this decade will require an increase in health

Information and Communication Technology Workforce Employability in Malaysia

Science.gov (United States)

Suhaimi, Mohammed Adam; Hasan, Muhammad; Hussin, Husnayati; Shah, Asadullah

2012-01-01

Purpose: The purposes of the study are to understand ICT workforce employability in Malaysia, to identify the causes that influence the growth of skill gaps in the ICT workforce, and to determine ways to reduce these gaps. Design/methodology/approach: The methodology of the study comprised project reports and a literature review. Findings: The…

Workforce Planning for New Nuclear Power Programmes

International Nuclear Information System (INIS)

2011-01-01

programme. In the past, the development of human resources in the nuclear field has depended on considerable support from organizations in the country of origin of the technology. This is expected to continue to be the case in the future. However, there is also expected to be greater worldwide mobility of nuclear personnel in the future, making human resources management more demanding, particularly in ensuring that organizations in the nuclear field are attractive employers compared with other fields. These expectations suggest that development of suitable human resources to support the expected expansion of nuclear power will continue to require effective and continuing workforce planning in the context of an overall human resources development programme at the national and organizational levels

A national action plan for workforce development in behavioral health.

Science.gov (United States)

Hoge, Michael A; Morris, John A; Stuart, Gail W; Huey, Leighton Y; Bergeson, Sue; Flaherty, Michael T; Morgan, Oscar; Peterson, Janice; Daniels, Allen S; Paris, Manuel; Madenwald, Kappy

2009-07-01

Across all sectors of the behavioral health field there has been growing concern about a workforce crisis. Difficulties encompass the recruitment and retention of staff and the delivery of accessible and effective training in both initial, preservice training and continuing education settings. Concern about the crisis led to a multiphased, cross-sector collaboration known as the Annapolis Coalition on the Behavioral Health Workforce. With support from the Substance Abuse and Mental Health Services Administration, this public-private partnership crafted An Action Plan for Behavioral Health Workforce Development. Created with input from a dozen expert panels, the action plan outlines seven core strategic goals that are relevant to all sectors of the behavioral health field: expand the role of consumers and their families in the workforce, expand the role of communities in promoting behavioral health and wellness, use systematic recruitment and retention strategies, improve training and education, foster leadership development, enhance infrastructure to support workforce development, and implement a national research and evaluation agenda. Detailed implementation tables identify the action steps for diverse groups and organizations to take in order to achieve these goals. The action plan serves as a call to action and is being used to guide workforce initiatives across the nation.

The personnel economics approach to public workforce research.

Science.gov (United States)

Gibbs, Michael

2009-11-01

This article argues that the relatively new field of personnel economics (PE) holds strong potential as a tool for studying public sector workforces. This subfield of labor economics is based on a strong foundation of microeconomics, which provides a robust theoretical foundation for studying workforce and organizational design issues. PE has evolved on this foundation to a strong practical emphasis, with theoretical insights designed for practical use and with strong focus on empirical research. The field is also characterized by creative data entrepreneurship. The types of datasets that personnel economists use are described. If similar datasets can be obtained for public sector workforces, PE should be a very useful approach for studying them.

Building capacity in the rural physiotherapy workforce: a paediatric training partnership.

Science.gov (United States)

Williams, E N; McMeeken, J M

2014-01-01

Building capacity in the rural physiotherapy workforce: a paediatric training partnership' provided 6 months postgraduate paediatric clinical and academic training for two physiotherapists in rural Australia. It is described as a model for improving services and workforce retention. The need for 'an appropriate, skilled and well-supported health workforce' is the third goal in Australia's National Strategic Framework for Rural and Remote Health 2011. The World Health Organization recently published its first global policy for improving the retention of rural and remote health workers. Education is its first recommendation and aims to 'design continuing education and professional development programmes that meet the needs of rural health workers and that are accessible from where they live and work, so as to support their retention …'. Additionally, '… to be successful, continuing education needs to be linked to career paths, as well as with other education interventions'. The problem is a lack of paediatric physiotherapy expertise in rural areas due to an absence of postgraduate clinical training opportunities in the rural workforce. The result is fragmented local services for families who are forced to travel to metropolitan services, costly in terms of both time and money. The aims were to improve local paediatric physiotherapy clinical services, provide physiotherapists additional access to professional development and subsequently provide a career path to retain these health professionals. Evaluation of the project used purpose-built questionnaires as there are no specific indicators to monitor the performance of systems and services that are available to children and families in Australia. The paediatric physiotherapy training program was enabled through initial funding for a 12-month pilot project. Further government funding built on that success for this reported 6-month project. Funding to employ the postgraduate physiotherapists was essential to the

Four methodologies to improve healthcare demand forecasting.

Science.gov (United States)

Côté, M J; Tucker, S L

2001-05-01

Forecasting demand for health services is an important step in managerial decision making for all healthcare organizations. This task, which often is assumed by financial managers, first requires the compilation and examination of historical information. Although many quantitative forecasting methods exist, four common methods of forecasting are percent adjustment, 12-month moving average, trendline, and seasonalized forecast. These four methods are all based upon the organization's recent historical demand. Healthcare financial managers who want to project demand for healthcare services in their facility should understand the advantages and disadvantages of each method and then select the method that will best meet the organization's needs.

Hospital churn and casemix instability: implications for planning and educating the nursing workforce.

Science.gov (United States)

Chiarella, Mary; Roydhouse, Jessica K

2011-02-01

Health workforce planning is a priority for Australian governments at both state and federal levels. Nursing shortages are a significant problem and addressing these shortages is likely to be a component of any workforce plan. This paper looks at the case of hospital nursing and argues that casemix, workforce and management instability inhibit workforce planning for hospital nursing. These issues are related and any efforts to objectively plan the hospital nursing workforce must seek to address them in order to succeed.

Sterilization processes. Meeting the demands of today's health care technology.

Science.gov (United States)

Crow, S

1993-09-01

Universal Precautions dictate sterilization for all invasive equipment that break the blood barrier; however, current methods of sterilization, such as steam and ethylene oxide gas (ETO), are not compatible with many of the delicate, heat-sensitive surgical instruments used in modern health care. In addition, traditional sterilization methods are often too time consuming for practical use in the operating room. Clearly, new sterilization processes need to be developed. In this article, the criteria modern sterilization processes must meet and how some manufacturers plan to meet this challenge are discussed. In addition, the pros and cons of using peracetic acid (the newest sterilization process currently available) are examined.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future.

Science.gov (United States)

Madrigano, Jaime; Chandra, Anita; Costigan, Tracy; Acosta, Joie D

2017-12-13

Enhancing citizens' and communities' resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future

Directory of Open Access Journals (Sweden)

Jaime Madrigano

2017-12-01

Full Text Available Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Dynamic simulation for effective workforce management in new product development

OpenAIRE

M. Mutingi

2012-01-01

Effective planning and management of workforce for new product development (NPD) projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce mana...

Influence of network demands on power plant operation

International Nuclear Information System (INIS)

Spalthoff, F.J.

1974-01-01

The demands which are made by the user on an energy generation system are investigated and thoughts on the provision of the energy needed as well as procuring the supply are put forward. The consequences these user demands upon generating units in power plants have and the technical possibilities to meet these requirements are explained. The study ends with prospects of feasible developments through modern information systems. (orig./RW) [de

Assessing What Factors Are Driving the Army Civilian Acquisition Multigenerational Workforce Age/Experience Mix

Science.gov (United States)

2015-05-06

45 viii ix Abstract Generation members are born , start school, enter the workforce, have children, and retire at about the...and Army acquisition workforce has evolved into a multigenerational workforce of young (Millennials, born 1980–2000), middle age (Generation X, 1965...younger workforce. Editors of TDn2K, a restaurant workforce data and analytics provider firm ( Restaurant Hospitality, 2014), quoting Sarah Atkinson

A strategic approach to workforce development for local public health.

Science.gov (United States)

Bryant, Beverley; Ward, Megan

2017-11-09

In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people. An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span. Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision-making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors. Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.

Demand and Supply in Information Work.

Science.gov (United States)

Davenport, Lizzie; Cronin, Blaise

1988-01-01

Describes the reduced employment opportunities for library and information science professionals in the United Kingdom as a result of financial constraints and restructuring in the public and private sectors. The need to train students in skills required by employers to meet employment demands is discussed. (40 references) (CLB)

Meso and micro level workforce challenges in psychiatric rehabilitation.

Science.gov (United States)

Reifels, Lennart; Pirkis, Jane

2012-01-01

Results of an exploratory study are presented which examined workforce challenges in Australia's most established psychiatric rehabilitation sector. The study had the two-fold aim of investigating workforce challenges at an organizational ("meso") level and at the level of direct-service workers' daily practice ("micro"). Data from 23 key informant interviews conducted with service managers and long-serving staff were analyzed through basic descriptive and thematic analyses. Organizations faced significant annual staff turnover (25.6%), specific staff supply shortages, and challenges in recruiting staff with adequate experience and longevity to match the complexity of client issues. Workers equally encountered challenges in this increasingly complex and rapidly changing field of work. CONCLUSIONS & IMPLICATIONS FOR PRACTICE: Workforce strategies designed to attract/retain experienced staff can improve workforce cohesiveness and sustainability, as can training and support activities aimed at equipping staff to reflect on and operate in dynamic and changing work environments.

Workforce flexibility - in defence of professional healthcare work.

Science.gov (United States)

Wise, Sarah; Duffield, Christine; Fry, Margaret; Roche, Michael

2017-06-19

Purpose The desirability of having a more flexible workforce is emphasised across many health systems yet this goal is as ambiguous as it is ubiquitous. In the absence of empirical studies in healthcare that have defined flexibility as an outcome, the purpose of this paper is to draw on classic management and sociological theory to reduce this ambiguity. Design/methodology/approach The paper uses the Weberian tool of "ideal types". Key workforce reforms are held against Atkinson's model of functional flexibility which aims to increase responsiveness and adaptability through multiskilling, autonomy and teams; and Taylorism which seeks stability and reduced costs through specialisation, fragmentation and management control. Findings Appeals to an amorphous goal of increasing workforce flexibility make an assumption that any reform will increase flexibility. However, this paper finds that the work of healthcare professionals already displays most of the essential features of functional flexibility but many widespread reforms are shifting healthcare work in a Taylorist direction. This contradiction is symptomatic of a failure to confront inevitable trade-offs in reform: between the benefits of specialisation and the costs of fragmentation; and between management control and professional autonomy. Originality/value The paper questions the conventional conception of "the problem" of workforce reform as primarily one of professional control over tasks. Holding reforms against the ideal types of Taylorism and functional flexibility is a simple, effective way the costs and benefits of workforce reform can be revealed.

Employing imperfect advance demand information in ordering and inventory rationing decisions

NARCIS (Netherlands)

Tan, T.; Güllü, R.; Erkip, N.

2009-01-01

In this paper, we consider an inventory problem with two demand classes having different priorities. The appropriate policy of rationing the available stock, i.e. reserving some stock for meeting prospective future demand of preferred customers at the expense of deliberately losing some of the

Culture diversity/a mobile workforce command creative leadership, new partnerships, and innovative approaches to integration.

Science.gov (United States)

Foley, Regina; Wurmser, Theresa A

2004-01-01

Today's healthcare environment requires that nursing leaders meet the needs of a growing multicultural workforce and patient population. Cultural factors may be overlooked as healthcare delivery becomes increasingly dominated by technological, economic, and social changes. Through creative leadership, the chief nurse executive (CNE) can encourage staff to pay closer attention to cultural factors that will impact on patient, staff, and hospital outcomes. The CNE can begin by enhancing his/her own multicultural competency, building these competencies in his/her staff, and then empowering staff to respect and accommodate cultural differences. An understanding to transcultural nursing theory can enhance the development and maintenance of a multicultural perspective. The use of Madeline Leininger's Culture Care modalities can assist staff in making culturally competent decisions and in implementing actions. This article will provide an overview of one community hospital's experiences in integrating a multicultural perspective to better meet the needs of specific patient populations.

The laboratory workforce shortage: a managerial perspective.

Science.gov (United States)

Cortelyou-Ward, Kendall; Ramirez, Bernardo; Rotarius, Timothy

2011-01-01

Most clinical laboratories in the nation report severe difficulties in recruitment and retention of most types of personnel. Other important factors impacting this problem include work complexities, increased automation, and a graying workforce. As a further challenge, institutional needs for clinical laboratory personnel are expected to grow significantly in the next decade. This article examines the current situation of the clinical laboratory workforce. It analyzes the different types of personnel; the managerial, supervision, and line positions that are key for different types of laboratories; the job outlook and recent projections for different types of staff; and the current issues, trends, and challenges of the laboratory workforce. Laboratory managers need to take action with strategies suggested for overcoming these challenges. Most importantly, they need to become transformational leaders by developing effective staffing models, fostering healthy and productive work environments, and creating value with a strategic management culture and implementation of knowledge management.

Role of Australian primary healthcare organisations (PHCOs) in primary healthcare (PHC) workforce planning: lessons from abroad.

Science.gov (United States)

Naccarella, Lucio; Buchan, James; Newton, Bill; Brooks, Peter

2011-08-01

To review international experience in order to inform Australian PHC workforce policy on the role of primary healthcare organisations (PHCOs/Medicare Locals) in PHC workforce planning. A NZ and UK study tour was conducted by the lead author, involving 29 key informant interviews with regard to PHCOs roles and the effect on PHC workforce planning. Interviews were audio-taped with consent, transcribed and analysed thematically. Emerging themes included: workforce planning is a complex, dynamic, iterative process and key criteria exist for doing workforce planning well; PHCOs lacked a PHC workforce policy framework to do workforce planning; PHCOs lacked authority, power and appropriate funding to do workforce planning; there is a need to align workforce planning with service planning; and a PHC Workforce Planning and Development Benchmarking Database is essential for local planning and evaluating workforce reforms. With the Australian government promoting the role of PHCOs in health system reform, reflections from abroad highlight the key action within PHC and PHCOs required to optimise PHC workforce planning.

Postbaccalaureate premedical programs to promote physician-workforce diversity.

Science.gov (United States)

Andriole, Dorothy A; McDougle, Leon; Bardo, Harold R; Lipscomb, Wanda D; Metz, Anneke M; Jeffe, Donna B

2015-01-01

There is a critical need for enhanced health-professions workforce diversity to drive excellence and to improve access to quality care for vulnerable and underserved populations. In the current higher education environment, post-baccalaureate premedical programs with a special focus on diversity, sustained through consistent institutional funding, may be an effective institutional strategy to promote greater health professions workforce diversity, particularly physician-workforce diversity. In 2014, 71 of the 200 programs (36%) in a national post-baccalaureate premedical programs data base identified themselves as having a special focus on groups underrepresented in medicine and/or on economically or educationally disadvantaged students. Three post-baccalaureate premedical programs with this focus are described in detail and current and future challenges and opportunities for post-baccalaureate premedical programs are discussed.

Examination of engineering design teacher self-efficacy and knowledge base in secondary technology education and engineering-related courses

Science.gov (United States)

Vessel, Kanika Nicole

2011-12-01

There is an increasing demand for individuals with engineering education and skills of varying fields in everyday life. With the proper education students of high-needs schools can help meet the demand for a highly skilled and educated workforce. Researchers have assumed the supply and demand has not been met within the engineering workforce as a result of students' collegiate educational experiences, which are impacted by experiences in K-12 education. Although factors outside of the classroom contribute to the inability of universities to meet the increasing demand for the engineering workforce, most noted by researchers is the academic unpreparedness of freshman engineering students. The unpreparedness of entering freshman engineering students is a result of K-12 classroom experiences. This draws attention not only to the quality and competence of teachers present in the K-12 classroom, but the type of engineering instruction these students are receiving. This paper was an effort to systematically address one of the more direct and immediate factors impacting freshman engineering candidates, the quality of secondary engineering educators. Engineers develop new ideas using the engineering design process, which is taught at the collegiate level, and has been argued to be the best approach to teach technological literacy to all K-12 students. However, it is of importance to investigate whether technology educators have the knowledge and understanding of engineering design, how to transfer that knowledge in the classroom to students through instructional strategies, and their perception of their ability to do that. Therefore, the purpose of this study is to show the need for examining the degree to which technology and non-technology educators are implementing elements of engineering design in the curriculum.

Definitions and Design Options: Workforce Initiatives Discussion Paper #1

Science.gov (United States)

Academy for Educational Development, 2011

2011-01-01

Workforce initiatives are about giving people the skills to do their jobs well, about strengthening the institutional infrastructure that provides job services, about positioning labor markets to lead growth and increased investment, and about creating sustainable employment and improved working conditions. Workforce initiatives aim to fill a…

New Game, New Rules: Strategic Positioning for Workforce Development.

Science.gov (United States)

Warford, Larry J.; Flynn, William J.

2000-01-01

Asserts that institutional planning for workforce development programs should be based on serving four major workforce segments: emerging workers, transitional workers, entrepreneurs, and incumbent workers. Suggests that a typical college be divided into four components to deal with these different workers and their differing educational and…

Oligopolies with contingent workforce and unemployment insurance systems

Science.gov (United States)

Matsumoto, Akio; Merlone, Ugo; Szidarovszky, Ferenc

2015-10-01

In the recent literature the introduction of modified cost functions has added reality into the classical oligopoly analysis. Furthermore, the market evolution requires much more flexibility to firms, and in several countries contingent workforce plays an important role in the production choices by the firms. Therefore, an analysis of dynamic adjustment costs is in order to understand oligopoly dynamics. In this paper, dynamic single-product oligopolies without product differentiation are first examined with the additional consideration of production adjustment costs. Linear inverse demand and cost functions are considered and it is assumed that the firms adjust their outputs partially toward best response. The set of the steady states is characterized by a system of linear inequalities and there are usually infinitely many steady states. The asymptotic behavior of the output trajectories is examined by using computer simulation. The numerical results indicate that the resulting dynamics is richer than in the case of the classical Cournot model. This model and results are then compared to oligopolies with unemployment insurance systems when the additional cost is considered if firms do not use their maximum capacities.

Problems of peak demands in the gas industry

Energy Technology Data Exchange (ETDEWEB)

Haeberlin, A

1979-01-01

After a brief explanation of the demands made on gas supply enterprises, a discussion of the possibilities of optimization for meeting the demand follows. There are in principle two possibilities for this: the interruption of deliveries which should be made legal in a contract and the use of peak supply plants, especially in the form of gas storages. The procedure is chosen according to the special situation of each gas supply enterprise.

Analysis of reactor strategies to meet world nuclear energy demands

International Nuclear Information System (INIS)

Ligon, D.M.; Brogli, R.H.

1979-07-01

A number of reactor deployment strategies for long-term nuclear system development are analyzed from a global perspective in terms of resource utilization and economic benefits. Two time frames are chosen: 1975 - 2025 and 1975 - 2050. Uranium demand for various strategies is compared with uranium supply assuming different production capabilities and resource base. The analysis shows that a given reactor deployment strategy could strongly influence the extent of uranium exploration and production. Power systems cost comparisons are made to identify clearly competitive or non-competitive reactors. The sensitivity of power cost to different uranium price projections and nuclear demands is also examined. The results indicate that breeders are necessary to support a long-term nuclear power system. Advanced converter-breeder symbiotic systems, particularly those operating on the Th/U-233 cycle, have clear advantages in terms of resources and economics

Meeting energy demand in a developing economy without damaging the environment. A case study in Sabah, Malaysia, from technical, environmental and economic perspectives

Energy Technology Data Exchange (ETDEWEB)

Koh, Siong Lee; Lim, Yun Seng [Department of Physical Science, Electrical and Electronic Engineering, Tunku Abdul Rahman University (Malaysia)

2010-08-15

The challenges faced by the developing countries are unique in that they need to meet the increasing energy demands for their economic growths at a competitive price without damaging the environments. In this paper, a case study on the electricity demand issue in Sabah, Malaysia, is presented to investigate potential solutions in addressing this current need for a typical developing economy from the technical, economical and environmental perspectives. Sabah, one of the 13 states in Malaysia, is currently experiencing a serious power shortage, especially at the east coast. A 300 MW coal plant is proposed by the electricity utility company. However, the proposal has been rejected in the past several years due to the negative environmental impacts of the plant. In this paper, a number of alternative solutions were evaluated and proposed with respect to the viability of technologies, financial return and minimum environmental impact in terms of GHG emission. (author)

Meeting energy demand in a developing economy without damaging the environment-A case study in Sabah, Malaysia, from technical, environmental and economic perspectives

International Nuclear Information System (INIS)

Koh, Siong Lee; Lim, Yun Seng

2010-01-01

The challenges faced by the developing countries are unique in that they need to meet the increasing energy demands for their economic growths at a competitive price without damaging the environments. In this paper, a case study on the electricity demand issue in Sabah, Malaysia, is presented to investigate potential solutions in addressing this current need for a typical developing economy from the technical, economical and environmental perspectives. Sabah, one of the 13 states in Malaysia, is currently experiencing a serious power shortage, especially at the east coast. A 300 MW coal plant is proposed by the electricity utility company. However, the proposal has been rejected in the past several years due to the negative environmental impacts of the plant. In this paper, a number of alternative solutions were evaluated and proposed with respect to the viability of technologies, financial return and minimum environmental impact in terms of GHG emission.

The public health workforce: An assessment in the Netherlands

NARCIS (Netherlands)

Jambroes, M.

2015-01-01

The public health workforce is a key resource of population health. How many people work in public health in the Netherlands, what are their characteristics and who does what? Remarkably, such information about the size and composition of the public health workforce in the Netherlands is lacking. A

The Demand for Child Care Quality. An Hedonic Price Theory Approach.

Science.gov (United States)

Hagy, Alison P.

1998-01-01

An implicit price for child care staff-to-child ratio was used to study demand for child care quality. Direct purchase-of-service contracts or vouchers, which subsidize only providers meeting state regulations, effectively lower implicit price and have little influence on the demand for quality. (Author/SK)

Can Bangladesh produce enough cereals to meet future demand?

Science.gov (United States)

Timsina, J; Wolf, J; Guilpart, N; van Bussel, L G J; Grassini, P; van Wart, J; Hossain, A; Rashid, H; Islam, S; van Ittersum, M K

2018-06-01

Bangladesh faces huge challenges in achieving food security due to its high population, diet changes, and limited room for expanding cropland and cropping intensity. The objective of this study is to assess the degree to which Bangladesh can be self-sufficient in terms of domestic maize, rice and wheat production by the years 2030 and 2050 by closing the existing gap (Yg) between yield potential (Yp) and actual farm yield (Ya), accounting for possible changes in cropland area. Yield potential and yield gaps were calculated for the three crops using well-validated crop models and site-specific weather, management and soil data, and upscaled to the whole country. We assessed potential grain production in the years 2030 and 2050 for six land use change scenarios (general decrease in arable land; declining ground water tables in the north; cropping of fallow areas in the south; effect of sea level rise; increased cropping intensity; and larger share of cash crops) and three levels of Yg closure (1: no yield increase; 2: Yg closure at a level equivalent to 50% (50% Yg closure); 3: Yg closure to a level of 85% of Yp (irrigated crops) and 80% of water-limited yield potential or Yw (rainfed crops) (full Yg closure)). In addition, changes in demand with low and high population growth rates, and substitution of rice by maize in future diets were also examined. Total aggregated demand of the three cereals (in milled rice equivalents) in 2030 and 2050, based on the UN median population variant, is projected to be 21 and 24% higher than in 2010. Current Yg represent 50% (irrigated rice), 48-63% (rainfed rice), 49% (irrigated wheat), 40% (rainfed wheat), 46% (irrigated maize), and 44% (rainfed maize) of their Yp or Yw. With 50% Yg closure and for various land use changes, self-sufficiency ratio will be > 1 for rice in 2030 and about one in 2050 but well below one for maize and wheat in both 2030 and 2050. With full Yg closure, self-sufficiency ratios will be well above one for

Economic consequences of increased bioenergy demand

NARCIS (Netherlands)

Johnston, C.; Kooten, van G.C.

2014-01-01

Although wind, hydro and solar are the most discussed sources of renewable energy, countries will need to rely much more on biomass if they are to meet renewable energy targets. In this study, a global forest trade model is used to examine the global effects of expanded demand for wood pellets fired

The Public Health Nutrition workforce and its future challenges: the US experience.

Science.gov (United States)

Haughton, Betsy; George, Alexa

2008-08-01

To describe the US public health nutrition workforce and its future social, biological and fiscal challenges. Literature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors. The United States. Nutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services. The workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81.7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18.2 % speaking Spanish as a second language. The future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce's capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.

An Intelligent Decision Support System for Workforce Forecast

Science.gov (United States)

2011-01-01

growth. Brown (1999) developed a model to forecast dental workforce size and mix (by sex) for the first twenty years of the twenty first century in...forecasted competencies required to deliver needed dental services. Labor market signaling approaches based workforce forecasting model was presented...techniques viz. algebra, calculus or probability theory, (Law and Kelton, 1991). Simulation processes, same as conducting experiments on computers, deals

Age and sex differences in steadiness of elbow flexor muscles with imposed cognitive demand

Science.gov (United States)

Pereira, Hugo M.; Spears, Vincent C.; Schlinder-Delap, Bonnie; Yoon, Tejin; Nielson, Kristy A.; Hunter, Sandra K.

2015-01-01

Purpose These studies determined (1) age and sex-related differences in steadiness of isometric contractions when high cognitive demand was imposed across a range of forces with the elbow flexor muscles (study 1) and, (2) sex differences in steadiness among older adults when low cognitive demand was imposed (study 2). Methods 36 young adults (18–25 years; 18 women) and 30 older adults (60–82 years; 17 women) performed isometric contractions at 5%, 30% and 40% of maximum voluntary contraction (MVC). Study 1 involved a high-cognitive demand session (serial subtractions by 13 during the contraction) and a control session (no mental math). Study 2 (older adults only) involved a low-cognitive demand session (subtracting by 1s). Results Older individuals exhibited greater increases in force fluctuations (coefficient of variation of force, CV) with high cognitive demand than young adults, with the largest age difference at 5% MVC (P = 0.01). Older adults had greater agonist EMG activity with high-cognitive demand and women had greater coactivation than men (Pdemand for the older women but not for the older men (P = 0.03). Conclusion Older adults had reduced steadiness and increased muscle activation when high cognitive demand was imposed while low cognitive demand induced increased force fluctuations in older women but not older men. These findings have implications for daily and work-related tasks that involve cognitive demand performed simultaneously during submaximal isometric contractions in an aging workforce. PMID:25633070

Vocational Training for Liushou Women in Rural China: Development by Design

Science.gov (United States)

Shan, Hongxia; Liu, Zhiwen; Li, Ling

2015-01-01

As industrialisation and urbanisation aggressively take hold in China, all possible labour pools are being tapped to meet the market demands. Liushou women, or women who stay behind in rural areas as their spouses join the massive migrant workforce, are one such labour pool. Vocational training has been adopted by the Chinese state as a…

Workforce planning and knowledge management for new nuclear programmes

International Nuclear Information System (INIS)

Molloj, B.; Mazur, T.; ); Kosilov, A.; Pastori, Z.; )

2010-01-01

The authors discusses the report Milestones in the Development of a National Infrastructure for Nuclear Power produced by the IAEA to provide guidance on the use of integrated workforce planning as a tool to effectively develop these resources. The report describes three distinct phases in the development of a national infrastructure. It shows how to elaborate a workforce plan for implementing a national nuclear power program. The authors emphasize that the nuclear power field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies for its continued success on a specialized, highly trained and motivated workforce. The role of knowledge management in nuclear power is underlined [ru

The State of the Psychology Health Service Provider Workforce

Science.gov (United States)

Michalski, Daniel S.; Kohout, Jessica L.

2011-01-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of…

20 CFR 670.450 - How are applicants who meet eligibility and selection criteria assigned to centers?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How are applicants who meet eligibility and selection criteria assigned to centers? 670.450 Section 670.450 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

Process modelling in demand-driven supply chains: A reference model for the fruit industry

NARCIS (Netherlands)

Verdouw, C.N.; Beulens, A.J.M.; Trienekens, J.H.; Wolfert, J.

2010-01-01

The growing importance of health in consumption is expected to result in a significant increase of European fruit demand. However, the current fruit supply does not yet sufficiently meet demand requirements. This urges fruit supply chains to become more demand-driven, that is, able to continuously

2015 California Demand Response Potential Study - Charting California’s Demand Response Future. Interim Report on Phase 1 Results

Energy Technology Data Exchange (ETDEWEB)

Alstone, Peter; Potter, Jennifer; Piette, Mary Ann; Schwartz, Peter; Berger, Michael A.; Dunn, Laurel N.; Smith, Sarah J.; Sohn, Michael D.; Aghajanzadeh, Arian; Stensson, Sofia; Szinai, Julia

2016-04-01

Demand response (DR) is an important resource for keeping the electricity grid stable and efficient; deferring upgrades to generation, transmission, and distribution systems; and providing other customer economic benefits. This study estimates the potential size and cost of the available DR resource for California’s three investor-owned utilities (IOUs), as the California Public Utilities Commission (CPUC) evaluates how to enhance the role of DR in meeting California’s resource planning needs and operational requirements. As the state forges a clean energy future, the contributions of wind and solar electricity from centralized and distributed generation will fundamentally change the power grid’s operational dynamics. This transition requires careful planning to ensure sufficient capacity is available with the right characteristics – flexibility and fast response – to meet reliability needs. Illustrated is a snapshot of how net load (the difference between demand and intermittent renewables) is expected to shift. Increasing contributions from renewable generation introduces steeper ramps and a shift, into the evening, of the hours that drive capacity needs. These hours of peak capacity need are indicated by the black dots on the plots. Ultimately this study quantifies the ability and the cost of using DR resources to help meet the capacity need at these forecasted critical hours in the state.

Workforce planning and development in times of delivery system transformation.

Science.gov (United States)

Pittman, Patricia; Scully-Russ, Ellen

2016-09-23

As implementation of the US Affordable Care Act (ACA) advances, many domestic health systems are considering major changes in how the healthcare workforce is organized. The purpose of this study is to explore the dynamic processes and interactions by which workforce planning and development (WFPD) is evolving in this new environment. Informed by the theory of loosely coupled systems (LCS), we use a case study design to examine how workforce changes are being managed in Kaiser Permanente and Montefiore Health System. We conducted site visits with in-depth interviews with 8 to 10 stakeholders in each organization. Both systems demonstrate a concern for the impact of change on their workforce and have made commitments to avoid outsourcing and layoffs. Central workforce planning mechanisms have been replaced with strategies to integrate various stakeholders and units in alignment with strategic growth plans. Features of this new approach include early and continuous engagement of labor in innovation; the development of intermediary sense-making structures to garner resources, facilitate plans, and build consensus; and a whole system perspective, rather than a focus on single professions. We also identify seven principles underlying the WFPD processes in these two cases that can aid in development of a new and more adaptive workforce strategy in healthcare. Since passage of the ACA, healthcare systems are becoming larger and more complex. Insights from these case studies suggest that while organizational history and structure determined different areas of emphasis, our results indicate that large-scale system transformations in healthcare can be managed in ways that enhance the skills and capacities of the workforce. Our findings merit attention, not just by healthcare administrators and union leaders, but by policymakers and scholars interested in making WFPD policies at a state and national level more responsive.

A Qualitative Study of Medical Oncologists' Experiences of Their Profession and Workforce Sustainability.

Directory of Open Access Journals (Sweden)

Alex Broom

Full Text Available Medical oncology is a steadily evolving field of medical practice and professional pathway for doctors, offering value, opportunity and challenge to those who chose this medical specialty. This study examines the experiences of a group of Australian medical oncologists, with an emphasis on their professional practice, career experiences, and existing and emerging challenges across career stages.In-depth qualitative interviews were conducted with 22 medical oncologists, including advanced trainees, early-career consultants and senior consultants, focusing on: professional values and experiences; career prospects and pathways; and, the nexus of the characteristics of the profession and delivery of care.The following themes were emergent from the interviews: the need for professional reinvention and the pressure to perform; the importance, and often absence, of mentoring and feedback loops; the emotional labour of oncology; and, the impact of cascading workload volume on practice sustainability.Understanding professional experiences, career trajectories and challenges at the workforce level are crucial for understanding what drives the oncological care day-to-day. The results indicate that there are considerable potential tensions between the realities of professional, workforce demands and expectations for patient care. Such tensions have real and significant consequences on individual medical oncologists with respect to their futures, aspirations, satisfaction with work, caring practices, interactions with patients and potentially therapeutic outcomes.

Assessing Needs and Demand for Radiotherapy. Chapter 3

International Nuclear Information System (INIS)

Barton, M.; Williams, M.

2017-01-01

Cancer services, such as screening, surgery, chemotherapy or radiotherapy, should be delivered in the type and amount that meet local demand. Estimating demand requires knowledge of the types and numbers of cancers and the indications for services. For example, the demand for breast screening can be calculated by determining the number of women aged 50 to 70 years old. It is more complicated to determine the demand for services, such as radiotherapy or chemotherapy, that have a large number of indications relevant to small proportions of the cancer population. Different populations will have different incidence rates of cancer, and the proportions of the common types of cancer may vary. Cancer registries provide information on the types and frequency of cancer in a population. They may also record data about stage at presentation, which has a critical influence on the outcomes. In addition, factors relating to specific groups of patients, such as performance status and co-morbidities, may alter treatment recommendations. Unfortunately all these details are often poorly recorded by cancer registries. Nevertheless, planning of sufficient services to meet the needs of the treatment population is vital in providing optimal care. This chapter describes an evidence based approach to estimating the demand for radiotherapy, and its application to different treatment modalities and different populations. The work was done mainly for Australia, but has been used in Europe and North America. Cancer services include all cancer control interventions, such as screening, early detection, diagnosis, treatment, palliation and rehabilitation. The estimation of the demand for radiotherapy will be described in detail, and examples given of how this approach has been adapted to other modalities and other populations.

Dental Workforce Availability and Dental Services Utilization in Appalachia: A Geospatial Analysis

Science.gov (United States)

Feng, Xue; Sambamoorthi, Usha; Wiener, R. Constance

2016-01-01

Objectives There is considerable variation in dental services utilization across Appalachian counties, and a plausible explanation is that individuals in some geographical areas do not utilize dental care due to dental workforce shortage. We conducted an ecological study on dental workforce availability and dental services utilization in Appalachia. Methods We derived county-level (n = 364) data on demographic, socio-economic characteristics and dental services utilization in Appalachia from the 2010 Behavioral Risk Factor Surveillance System (BRFSS) using person-level data. We obtained county-level dental workforce availability and physician-to-population ratio estimates from Area Health Resource File, and linked them to the county-level BRFSS data. The dependent variable was the proportion using dental services within the last year in each county (ranging from 16.6% to 91.0%). We described the association between dental workforce availability and dental services utilization using ordinary least squares regression and spatial regression techniques. Spatial analyses consisted of bivariate Local Indicators of Spatial Association (LISA) and geographically weighted regression (GWR). Results Bivariate LISA showed that counties in the central and southern Appalachian regions had significant (p dental workforce availability, low percent dental services utilization). GWR revealed considerable local variations in the association between dental utilization and dental workforce availability. In the multivariate GWR models, 8.5% (t-statistics >1.96) and 13.45% (t-statistics >1.96) of counties showed positive and statistically significant relationships between the dental services utilization and workforce availability of dentists and dental hygienists, respectively. Conclusions Dental workforce availability was associated with dental services utilization in the Appalachian region; however, this association was not statistically significant in all counties. The findings suggest

The Transition into the Workforce by Early-Career Geoscientists, a Preliminary Investigation

Science.gov (United States)

Wilson, C. E.; Keane, C.

2017-12-01

The American Geosciences Institute's Geoscience Student Exit Survey asks recent graduates about their immediate plans after graduation. Though some respondents indicate their employment or continuing education intention, many of the respondents are still in the process of looking for a job in the geosciences. Recent discussions about geoscience workforce development have focused on the critical technical and professional skills that graduates need to be successful in the workforce, but there is little data about employment success and skills development as early-career geoscientists. AGI developed a short preliminary survey to follow up with past participants in AGI's Exit Survey investigating their career path, their skills development after entering the workforce, and their opinions on skills and knowledge they wished they had prior to entering the workforce. The results from this survey will begin to indicate the occupation availability for early-career geoscientists, the continuing education completed by these recent graduates, and the possible attrition away from the geoscience workforce. This presentation presents the results from this short survey and the implications for further research in this area of workforce development and preparation.

Research lessons from implementing a national nursing workforce study.

Science.gov (United States)

Brzostek, T; Brzyski, P; Kózka, M; Squires, A; Przewoźniak, L; Cisek, M; Gajda, K; Gabryś, T; Ogarek, M

2015-09-01

National nursing workforce studies are important for evidence-based policymaking to improve nursing human resources globally. Survey instrument translation and contextual adaptation along with level of experience of the research team are key factors that will influence study implementation and results in countries new to health workforce studies. This study's aim was to describe the pre-data collection instrument adaptation challenges when designing the first national nursing workforce study in Poland while participating in the Nurse Forecasting: Human Resources Planning in Nursing project. A descriptive analysis of the pre-data collection phase of the study. Instrument adaptation was conducted through a two-phase content validity indexing process and pilot testing from 2009 to September 2010 in preparation for primary study implementation in December 2010. Means of both content validation phases were compared with pilot study results to assess for significant patterns in the data. The initial review demonstrated that the instrument had poor level of cross-cultural relevance and multiple translation issues. After revising the translation and re-evaluating using the same process, instrument scores improved significantly. Pilot study results showed floor and ceiling effects on relevance score correlations in each phase of the study. The cross-cultural adaptation process was developed specifically for this study and is, therefore, new. It may require additional replication to further enhance the method. The approach used by the Polish team helped identify potential problems early in the study. The critical step improved the rigour of the results and improved comparability for between countries analyses, conserving both money and resources. This approach is advised for cross-cultural adaptation of instruments to be used in national nursing workforce studies. Countries seeking to conduct national nursing workforce surveys to improve nursing human resources policies may

Career Technical Education: Keeping Adult Learners Competitive for High-Demand Jobs

Science.gov (United States)

National Association of State Directors of Career Technical Education Consortium, 2011

2011-01-01

In today's turbulent economy, how can adult workers best position themselves to secure jobs in high-demand fields where they are more likely to remain competitive and earn more? Further, how can employers up-skill current employees so that they meet increasingly complex job demands? Research indicates that Career Technical Education (CTE) aligned…

[Dentists' workforce in Hungary and international migration].

Science.gov (United States)

Balázs, Péter

2012-06-01

In Hungary, cross-national migration in dental care was performed rather by patients from abroad instead of the domestic dentists' migration for working abroad. Actually, this tacitly realized and so-called dental tourism experienced two basic changes. The National Medical Tourism Ltd. arranged the First Conference for Development of Dental Tourism on 21 April 2011. Hungary's prime minister addressed the meeting and finally signed an agreement with the organizing Ltd. about governmental financial support for development of dental tourism. On the other hand, Germany and Austria deleted all restrictions against the free cross-national workforce migration since 1 May this year. For understanding and prognosis of dentists' future migration, it is inevitable to collect and analyse relevant data of the previous years. This study is presenting data obtained from January 1, 2006 to December 31, 2010. According to the net outcome, the dentists' human resource system was balanced down to the end of 2010. However, this state is unsure even for the near future, thus preventing the deficit of dentists all necessary measures must be taken to keep up the present level of the domestic dentral service.

The Arts in Contemporary Education

Science.gov (United States)

Eger, John M.

2008-01-01

The demand for a new workforce to meet the challenges of a global knowledge economy is rapidly increasing. As a special report in Business Week magazine observed last year: "The game is changing. It isn't just about math and science anymore. It's about creativity, imagination, and, above all, innovation." Most analysts studying the new global…

Integrated Platform for Automated Sustainable Demand Response in Smart Grids

Energy Technology Data Exchange (ETDEWEB)

Zois, Vassilis [Univ. of Southern California, Los Angeles, CA (United States). Dept. of Computer Science; Frincu, Marc [Univ. of Southern California, Los Angeles, CA (United States). Dept. of Electrical Engineering; Prasanna, Viktor K. [Univ. of Southern California, Los Angeles, CA (United States). Dept. of Electrical Engineering

2014-10-08

Demand Response(DR) is a common practice used by utility providers to regulate energy demand. It is used at periods of high demand to minimize the peak to average consumption ratio. Several methods have been Demand Response(DR) is a common praon using information about the baseline consumption and the consumption during DR. Our goal is to provide a sustainable reduction to ensure the elimination of peaks in demand. The proposed system includes an adaptation mechanism for when the provided solution does not meet the DR requirements. We conducted a series of experiments using consumption data from a real life micro grid to evaluate the efficiency as well as the robustness of our solution.

Creating a sustainable and effective mental health workforce for Gippsland, Victoria: solutions and directions for strategic planning.

Science.gov (United States)

Sutton, Keith P; Maybery, Darryl; Moore, Terry

2011-01-01

The Gippsland region of Victoria, in common with other Australian rural and regional areas, is experiencing a shortage of qualified mental health professionals. Attracting mental health professionals to work in such areas is a major concern for service providers, policy-makers and rural/regional communities. Previous studies have focused on identifying factors contributing to the maldistribution of the health workforce, principally medical practitioners. Recent reviews have highlighted the strengths and weaknesses of evidence for the effectiveness of initiatives designed to address workforce shortages in underserved locations. The reported study sought the views of mental health organisation leaders from Gippsland to identify current approaches and potential solutions to the challenges of workforce recruitment, retention and training. A key goal of the study was to inform a strategic regional approach to the development of a more sustainable and effective mental health workforce. Investigators conducted semi-structured individual interviews with 26 administrators, managers and senior clinicians from public and private sector mental health organisations throughout Gippsland. Thematic content analysis of the transcribed interviews identified current approaches and potential solutions to the recruiting, retaining and training problems in the region. The study categorised solutions as focusing on factors external or internal to organisations. Solutions external to organisations included efforts to enhance the pool of available workers, improve intra-sectoral collaboration and cross-sectoral linkages, make funding more flexible, and to institute a contemporary curriculum and take innovative pedagogical approaches to training. Internal solutions included the need for strong leadership and quality organisational culture, flexible and adaptable approaches to meeting individual worker and community needs, promoting the organisation and local area and adopting models of care

Microsystems technologist workforce development capacity and challenges in Central New Mexico.

Energy Technology Data Exchange (ETDEWEB)

Osborn, Thor D.

2008-04-01

Sandia National Laboratories has made major investments in microsystems-related infrastructure and research staff development over the past two decades, culminating most recently in the MESA project. These investment decisions have been made based in part upon the necessity for highly reliable, secure, and for some purposes, radiation-hardened devices and subsystems for safety and sustainability of the United States nuclear arsenal and other national security applications. SNL's microsystems development and fabrication capabilities are located almost entirely within its New Mexico site, rendering their effectiveness somewhat dependent on the depth and breadth of the local microsystems workforce. Consequently, the status and development capacity of this workforce has been seen as a key personnel readiness issue in relation to the maintenance of SNL's microsystems capabilities. For this reason SNL has supported the instantiation and development of the Southwest Center for Microsystems Education, an Advanced Technology Education center funded primarily by the National Science Foundation, in order to foster the development of local training capacity for microsystems technologists. Although the SCME and the associated Manufacturing Technology program at Central New Mexico Community College have developed an effective curriculum and graduated several highly capable microsystems technologists, the future of both the center and the degree program remain uncertain due to insufficient student enrollment. The central region of New Mexico has become home to many microsystems-oriented commercial firms. As the demands of those firms for technologists evolve, SNL may face staffing problems in the future, especially if local training capacity is lost.

Challenges of meeting China's exploding power demand

Energy Technology Data Exchange (ETDEWEB)

Kiss, Peter; Sagodi, Attila

2010-09-15

International Energy Agency (IEA) estimates China will need to invest USD 2,765 billon into the industry by 2030 to cope with demand - an estimated one quarter of the total global energy sector investment within that period. Such expansion naturally brings many challenges, not least of which are concerns over the environment, both locally and on a global scale. How will such a gigantic sum be spent, and what opportunities will it offer investors and suppliers?.

Engineering economics applied to supply and demand strategy in the gas industry

Energy Technology Data Exchange (ETDEWEB)

Gibson, G H

1978-10-01

A discussion covers some general aspects of long-term strategy in the gas industry, including the requirement of at least six years to develop storage facilities and gas plant; planning to meet all demands except those in the most severe winter occurring once in 50 yr; forecasting six years ahead (the 50 yr winter, the severe one-day demand, regional demands); development of a plant investment program to meet demands; the Cost Polygon method of determining the best plant mix; the mathematical model approach with which to examine every possible combination of plants available in any one year; the example of construction restraints for LNG storage; orientation of this model toward correct balance in peak shaving for say LNG, SNG, and salt cavities; a second, more powerful model for evaluating a least-cost investment program among the longer term plant options including LNG, SNG from oil or coal, and storage in salt cavities, disused coal mines, aquifers, or spent gas fields.

Using a digital story format: a contemporary approach to meeting the workforce needs of public health laboratories.

Science.gov (United States)

Walkner, Laurie; Fife, Dena; Bedet, Jennifer; DeMartino, Mary

2014-01-01

Public health laboratories are an integral partner in preparedness and emergency response. The Upper Midwest Preparedness and Emergency Response Learning Center (UMPERLC) and the State Hygienic Laboratory at the University of Iowa have a long history of working together to identify and meet the preparedness training needs of the laboratory workforce. The training, Anatomy of a Foodborne Outbreak, which uses a digital story format, provides an example of this partnership. The State Hygienic Laboratory expressed the need for training programs targeted at enhancing early detection and investigation of outbreaks. Clinical laboratory staff play a significant role in identifying patient samples that may represent the effects of foodborne illness. Given that foodborne illnesses are on the increase nationally, it is critical that laboratory staff be prepared to deal with these outbreaks. UMPERLC collaborated with State Hygienic Laboratory content experts in the design and development of a digital story, using a foodborne outbreak that focuses on testing to detect Shiga toxin-producing Escherichia coli. This narrative format was selected because seeing and hearing a story about the training content provide the learner with a deeper interaction and richer learning experience, allowing the learner to better see the bigger picture. Anatomy of a Foodborne Outbreak is available on UMPERLC's Learning Management System, Training Source (http://training-source.org). Evaluation data indicate positive learning experiences overall. The digital story format, which is a video that uses a blend of images, text, and audio narration, was an appropriate method for the content and learning outcomes of the Anatomy of a Foodborne Outbreak training. This format requires more active learning, which increases retention and transfer of knowledge. Training that is easily accessed and user-friendly is an important resource for laboratory staff. When reviewing the course completion data, the highest

Applicative Research on Psychological Demand of Audience and the TAXI for People

Directory of Open Access Journals (Sweden)

Zhang Caixia

2015-01-01

Full Text Available Whether TAXI for People from Beijing traffic channel, the only special program customized for taxi driver in Beijing, knows about the psychological feature of the certain taxi group is an important factor that affects the development of program. Based on demand theory of psychology, this article uses the questionnaire method to find out the psychological feature and lifestyle of audience, and discusses the degree to the TAXI for People which meets the psychological demand of taxi driver audience by analysis on the program content. It is said from the research that the TAXI for People basically meets the psychological demand from taxi drivers. However, this program shall focus more on their basic needs and provide the opportunity for the audience to participate in the program and activity.

Education evolution: a historical perspective of associate degree nursing.

Science.gov (United States)

Orsolini-Hain, Liana; Waters, Verle

2009-05-01

Exploring the inception and growth of associate degree nursing education informs our understanding of what led to such explosive growth so that most of the nursing workforce is currently educated at the associate degree level. The success of associate degree nursing programs led to many divisive years in nursing education of differentiation of practice debates that were hardly productive. Work world practices and patient needs are creating pressures on community colleges to join forces with universities to increase the percentage of baccalaureate-educated nurses. Associate degree nursing education continues to evolve to meet the demands of a higher educated nursing workforce.

Distributed security framework for modern workforce

Energy Technology Data Exchange (ETDEWEB)

Balatsky, G.; Scherer, C. P., E-mail: gbalatsky@lanl.gov, E-mail: scherer@lanl.gov [Los Alamos National Laboratory, Los Alamos, NM (United States)

2014-07-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

Distributed security framework for modern workforce

International Nuclear Information System (INIS)

Balatsky, G.; Scherer, C. P.

2014-01-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

Impact of Demand Side Management in Active Distribution Networks

DEFF Research Database (Denmark)

Ponnaganti, Pavani; Bak-Jensen, Birgitte; Pillai, Jayakrishnan Radhakrishna

2017-01-01

Demand Side Management (DSM) is an efficient flexible program which helps distribution network operators to meet the future critical peak demand. It is executed in cases of not only technical issues like voltage sag or swell, transformer burdening, cable congestions, but also to increase the degree...... of visibility in the electricity markets. The aim of this paper is to find the optimal flexible demands that can be shifted to another time in order to operate the active distribution system within secure operating limits. A simple mechanism is proposed for finding the flexibility of the loads where electric...

Using operations research to plan the british columbia registered nurses' workforce.

Science.gov (United States)

Lavieri, Mariel S; Regan, Sandra; Puterman, Martin L; Ratner, Pamela A

2008-11-01

The authors explore the power and flexibility of using an operations research methodology known as linear programming to support health human resources (HHR) planning. The model takes as input estimates of the future need for healthcare providers and, in contrast to simulation, compares all feasible strategies to identify a long-term plan for achieving a balance between supply and demand at the least cost to the system. The approach is illustrated by using it to plan the British Columbia registered nurse (RN) workforce over a 20-year horizon. The authors show how the model can be used for scenario analysis by investigating the impact of decreasing attrition from educational programs, changing RN-to-manager ratios in direct care and exploring how other changes might alter planning recommendations. In addition to HHR policy recommendations, their analysis also points to new research opportunities. Copyright © 2008 Longwoods Publishing.

Meeting and activating the newly unemployed

DEFF Research Database (Denmark)

Rotger, Gabriel Pons

-demanding activity. As intensive activation is usually accompanied by intensive search monitoring, it is important to disentangling the contribution of the costly activation programs from that of caseworker meetings. Using Danish data for the period 2010-13, the paper shows that requiring newly unemployed intensive...... activation, contrary to job search meetings, reduces employment and increases sickness benefit claims....

A Methodology for Using Workforce Data to Decide Which Specialties and States to Target for Graduate Medical Education Expansion.

Science.gov (United States)

Fraher, Erin P; Knapton, Andy; Holmes, George M

2017-02-01

To outline a methodology for allocating graduate medical education (GME) training positions based on data from a workforce projection model. Demand for visits is derived from the Medical Expenditure Panel Survey and Census data. Physician supply, retirements, and geographic mobility are estimated using concatenated AMA Masterfiles and ABMS certification data. The number and specialization behaviors of residents are derived from the AAMC's GMETrack survey. We show how the methodology could be used to allocate 3,000 new GME slots over 5 years-15,000 total positions-by state and specialty to address workforce shortages in 2026. We use the model to identify shortages for 19 types of health care services provided by 35 specialties in 50 states. The new GME slots are allocated to nearly all specialties, but nine states and the District of Columbia do not receive any new positions. This analysis illustrates an objective, evidence-based methodology for allocating GME positions that could be used as the starting point for discussions about GME expansion or redistribution. © Health Research and Educational Trust.

An Operational Process for Workforce Planning

National Research Council Canada - National Science Library

Emmerichs, Robert

2004-01-01

.... This report describes a methodology, developed by RAND at the behest of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy, for conducting workforce planning-a methodology...

Workforce Assessment of Information Technology Sailors

National Research Council Canada - National Science Library

García Reyes, Federico

2002-01-01

.... The authors define this workforce as Sailors who facilitate or protect others' use of information and telecommunications systems, and help other personnel use hardware and software for strategic...

U.S. Army Acquisition Workforce: Reflecting Modern Structural Changes

Science.gov (United States)

2009-06-01

provisions ensuring oversight over a massive infusion of contracts, state grants and other measures. Interviews with acquisition workforce specialists... telecommuting .”3 Incentives for retaining qualified acquisition workforce members are discussed. Surveys were analyzed primarily for contextual...and the players who now have a voice in this expanded system. One major change was the use of the Joint Requirements Oversight Council (JROC

The cardiac sonography workforce in New Zealand

Science.gov (United States)

White, Steve; Poppe, Katrina; Whalley, Gillian

2015-01-01

Abstract Introduction: The aim of this paper is to investigate the cardiac sonography workforce characteristics and registration requirements in New Zealand (NZ), with a comparison to similar workforces internationally. Methods: The Survey of Clinical Echocardiography in New Zealand 2 (SCANZ2) audit was performed in December 2010. All of NZ's public‐funded District Health Board (DHB) centers providing echocardiography services responded to questions relating to staff, equipment, procedure types and patient statistics. The Medical Radiation Technologists Board (MRTB), Clinical Physiologists Registration Board (CPRB) and Australian Sonographers Association Registry (ASAR) websites were reviewed in March 2012 for registered sonographers with a cardiac scope of practice. The cardiac sonography workforces in Australia, the UK, the USA and Canada were investigated for comparison. Results: There are 84 cardiac sonographers (60.3 full‐time equivalent) working in DHBs: 71% from a cardiac technical background; 40% have post‐graduate qualifications; a further 17% are undertaking post‐graduate qualifications; and 59 cardiac sonographers have registration with professional bodies in NZ and/or Australia. Cardiac sonographers in NZ do not undergo compulsory registration, but other sonographers in NZ have compulsory registration with the MRTB. Sonographers are predominantly not licensed internationally. Discussion: Disparity exists between registration of cardiac and non‐cardiac sonographers in NZ. Many cardiac sonographers have voluntary registration but few are registered with the MRTB. Reasons for this include professional alignment, educational qualifications and representation. International trends show increased pressure from governments and professional bodies to regulate sonographers. Conclusion: This study provides a snapshot of the cardiac sonography workforce in NZ for the first time. PMID:28191178

An evaluation of a public health nutrition workforce development intervention for the nutrition and dietetics workforce.

Science.gov (United States)

Palermo, C; Hughes, R; McCall, L

2010-06-01

Workforce development is a key element for building the capacity to effectively address priority population nutrition issues. On-the-job learning and mentoring have been proposed as strategies for practice improvement in public health nutrition; however, there is limited evidence for their effectiveness. An evaluation of a mentoring circle workforce development intervention was undertaken. Thirty-two novice public health nutritionists participated in one of three mentoring circles for 2 h, every 6 weeks, over a 7-month period. Pre- and post-intervention qualitative (questionnaire, interview, mentor diary) and quantitative (competence, time working in public health nutrition) data were collected. The novice public health nutritionists explained the intervention facilitated sharing of ideas and strategies and promoted reflective practice. They articulated the important attributes of the mentor in the intervention as having experience in and a passion for public health, facilitating a trusting relationship and providing effective feedback. Participants reported a gain in competency and had an overall mean increase in self-reported competence of 15% (range 3-48% change; P work time allocated to preventive work post-intervention. Mentoring supported service re-orientation and competency development in public health nutrition. The nature of the group learning environment and the role and qualities of the mentor were important elements contributing to the interventions effects. Mentoring circles offer a potentially effective strategy for workforce development in nutrition and dietetics.

Culture change, leadership and the grass-roots workforce.

Science.gov (United States)

Edwards, Mark; Penlington, Clare; Kalidasan, Varadarajan; Kelly, Tony

2014-08-01

The NHS is arguably entering its most challenging era. It is being asked to do more for less and, in parallel, a cultural shift in response to its described weaknesses has been prescribed. The definition of culture, the form this change should take and the mechanism to achieve it are not well understood. The complexity of modern healthcare requires that we evolve our approach to the workforce and enhance our understanding of the styles of leadership that are required in order to bring about this cultural change. Identification of leaders within the workforce and dissemination of a purposeful and strategic quality improvement agenda, in part defined by the general workforce, are important components in establishing the change that the organisation currently requires. We are implementing this approach locally by identifying and developing grassroots networks linked to a portfolio of safety and quality projects. © 2014 Royal College of Physicians.

The South Australian Allied Health Workforce survey: helping to fill the evidence gap in primary health workforce planning.

Science.gov (United States)

Whitford, Deirdre; Smith, Tony; Newbury, Jonathan

2012-01-01

There is a lack of detailed evidence about the allied health workforce to inform proposed health care reforms. The South Australian Allied Health Workforce (SAAHW) survey collected data about the demographic characteristics, employment, education and recruitment and retention of allied health professionals in South Australia. The SAAHW questionnaire was widely distributed and 1539 responses were received. The average age of the sample was 40 years; males were significantly older than females, the latter making up 82% of respondents. Three-quarters of the sample worked in the city; 60% worked full time and the remainder in part-time, casual or locum positions. 'Work-life balance' was the most common attraction to respondents' current jobs and 'Better career prospects' the most common reason for intending to leave. Practice in a rural location was influenced by rural background and rural experience during training. A greater proportion of Generation Y (1982-2000) respondents intended to leave within 2 years than Generation X (1961-81) or Baby Boomers (1943-60). Most respondents were satisfied with their job, although some reported lack of recognition of their knowledge and skills. Systematic, robust allied health workforce data are required for integrated and sustainable primary health care delivery.

Redesigning photosynthesis to sustainably meet global food and bioenergy demand

Science.gov (United States)

Ort, Donald R.; Merchant, Sabeeha S.; Alric, Jean; Barkan, Alice; Blankenship, Robert E.; Bock, Ralph; Croce, Roberta; Hanson, Maureen R.; Hibberd, Julian M.; Long, Stephen P.; Moore, Thomas A.; Moroney, James; Niyogi, Krishna K.; Parry, Martin A. J.; Peralta-Yahya, Pamela P.; Prince, Roger C.; Redding, Kevin E.; Spalding, Martin H.; van Wijk, Klaas J.; Vermaas, Wim F. J.; von Caemmerer, Susanne; Weber, Andreas P. M.; Yeates, Todd O.; Yuan, Joshua S.; Zhu, Xin Guang

2015-01-01

The world’s crop productivity is stagnating whereas population growth, rising affluence, and mandates for biofuels put increasing demands on agriculture. Meanwhile, demand for increasing cropland competes with equally crucial global sustainability and environmental protection needs. Addressing this looming agricultural crisis will be one of our greatest scientific challenges in the coming decades, and success will require substantial improvements at many levels. We assert that increasing the efficiency and productivity of photosynthesis in crop plants will be essential if this grand challenge is to be met. Here, we explore an array of prospective redesigns of plant systems at various scales, all aimed at increasing crop yields through improved photosynthetic efficiency and performance. Prospects range from straightforward alterations, already supported by preliminary evidence of feasibility, to substantial redesigns that are currently only conceptual, but that may be enabled by new developments in synthetic biology. Although some proposed redesigns are certain to face obstacles that will require alternate routes, the efforts should lead to new discoveries and technical advances with important impacts on the global problem of crop productivity and bioenergy production. PMID:26124102

Audit of the job satisfaction levels of the UK radiography and physics workforce in UK radiotherapy centres 2012.

Science.gov (United States)

Hutton, D; Beardmore, C; Patel, I; Massey, J; Wong, H; Probst, H

2014-07-01

Workforce planning reports identify a staff shortfall that jeopardizes the ability of UK radiotherapy centres to meet future demands. Obtaining an understanding of the work experiences of radiotherapy professionals will support the development of strategies to increase job satisfaction, productivity and effectiveness. A quantitative survey assessed job satisfaction, attitudes to incident reporting, stress and burnout, opportunities for professional development, workload, retention and turnover. Clinical oncologists were not included, as the Royal College of Radiologists, London, UK, had recently assessed their members' satisfaction. All questions were taken from validated instruments or adapted from the "UK National Health Service Staff Survey". The survey yielded 658 completed responses (approximately 16% response rate), from public and private sectors. Over a third (36%) of respondents were classified as satisfied for job satisfaction with 11% dissatisfied and the remaining 53% ambivalent. A significant proportion of clinical staff (37.5%) report high emotional exhaustion. Presenteeism was an issue with 42.4% attending work despite feeling unable to fulfil their role. Radiotherapy professionals are prone to the effects of compassion fatigue and burnout. Attention must be paid to workload and its impact on practitioners' job satisfaction. Professional development that is supported and informed by a performance development review is a simple and effective means of enhancing satisfaction. Individuals have a responsibility to themselves and their colleagues as their behaviours and attitudes influence job satisfaction. This work identifies areas for future research to enhance the professional resilience of practitioners, in order to provide high-quality treatments.

Delayed Workforce Entry and High Emigration Rates for Recent Canadian Radiation Oncology Graduates

Energy Technology Data Exchange (ETDEWEB)

Loewen, Shaun K., E-mail: shaun.loewen@cancercare.mb.ca [CancerCare Manitoba, Winnipeg, MB (Canada); Halperin, Ross; Lefresne, Shilo [BC Cancer Agency, Vancouver, BC (Canada); Trotter, Theresa [Tom Baker Cancer Centre, Calgary, AB (Canada); Stuckless, Teri [Dr H. Bliss Murphy Cancer Centre, St. John' s, NL (Canada); Brundage, Michael [Cancer Centre of Southeastern Ontario, Kingston, ON (Canada)

2015-10-01

Purpose: To determine the employment status and location of recent Canadian radiation oncology (RO) graduates and to identify current workforce entry trends. Methods and Materials: A fill-in-the-blank spreadsheet was distributed to all RO program directors in December 2013 and June 2014, requesting the employment status and location of their graduates over the last 3 years. Visa trainee graduates were excluded. Results: Response rate from program directors was 100% for both survey administrations. Of 101 graduates identified, 99 (98%) had known employment status and location. In the December survey, 5 2013 graduates (16%), 17 2012 graduates (59%), and 18 2011 graduates (75%) had permanent staff employment. Six months later, 5 2014 graduates (29%), 15 2013 graduates (48%), 24 2012 graduates (83%), and 21 2011 graduates (88%) had secured staff positions. Fellowships and temporary locums were common for those without staff employment. The proportion of graduates with staff positions abroad increased from 22% to 26% 6 months later. Conclusions: Workforce entry for most RO graduates was delayed but showed steady improvement with longer time after graduation. High emigration rates for jobs abroad signify domestic employment challenges for newly certified, Canadian-trained radiation oncologists. Coordination on a national level is required to address and regulate radiation oncologist supply and demand disequilibrium in Canada.

Delayed Workforce Entry and High Emigration Rates for Recent Canadian Radiation Oncology Graduates

International Nuclear Information System (INIS)

Loewen, Shaun K.; Halperin, Ross; Lefresne, Shilo; Trotter, Theresa; Stuckless, Teri; Brundage, Michael

2015-01-01

Purpose: To determine the employment status and location of recent Canadian radiation oncology (RO) graduates and to identify current workforce entry trends. Methods and Materials: A fill-in-the-blank spreadsheet was distributed to all RO program directors in December 2013 and June 2014, requesting the employment status and location of their graduates over the last 3 years. Visa trainee graduates were excluded. Results: Response rate from program directors was 100% for both survey administrations. Of 101 graduates identified, 99 (98%) had known employment status and location. In the December survey, 5 2013 graduates (16%), 17 2012 graduates (59%), and 18 2011 graduates (75%) had permanent staff employment. Six months later, 5 2014 graduates (29%), 15 2013 graduates (48%), 24 2012 graduates (83%), and 21 2011 graduates (88%) had secured staff positions. Fellowships and temporary locums were common for those without staff employment. The proportion of graduates with staff positions abroad increased from 22% to 26% 6 months later. Conclusions: Workforce entry for most RO graduates was delayed but showed steady improvement with longer time after graduation. High emigration rates for jobs abroad signify domestic employment challenges for newly certified, Canadian-trained radiation oncologists. Coordination on a national level is required to address and regulate radiation oncologist supply and demand disequilibrium in Canada

Meeting multiple demands: Water transaction opportunities for environmental benefits promoting adaptation to climate change

Science.gov (United States)

McCoy, Amy

2015-04-01

In arid regions, the challenge of balancing water use among a diversity of sectors expands in lock step with conditions of water stress that are exacerbated by climate variability, prolonged drought, and growing water-use demands. The elusiveness of achieving a sustainable balance under conditions of environmental change in the southwestern United States is evidenced by reductions in both overall water availability and freshwater ecosystem health, as well as by recent projections of shortages on the Colorado River within the next five years. The water sustainability challenge in this region, as well as drylands throughout the world, can therefore be viewed through the lens of water stress, a condition wherein demands on land and water -- including the needs of freshwater ecosystems -- exceed reliable supplies, and the full range of water needs cannot be met without tradeoffs across multiple uses. Water stress influences not only ecosystems, but a region's economy, land management, quality of life, and cultural heritage -- each of which requires water to thrive. With respect to promoting successful adaptation to climate change, achieving full water sustainability would allow for water to be successfully divided among water users -- including municipalities, agriculture, and freshwater ecosystems -- at a level that meets the goals of water users and the governing body. Over the last ten to fifteen years, the use of transactional approaches in the western U.S., Mexico, and Australia has proven to be a viable management tool for achieving stream flow and shallow aquifer restoration. By broad definition, environmental water transactions are an equitable and adaptable tool that brings diverse stakeholders to the table to facilitate a fair-market exchange of rights to use water in a manner that benefits both water users and the environment. This talk will present a basic framework of necessary stakeholder engagement, hydrologic conditions, enabling laws and policies

Transformational leadership can improve workforce competencies.

Science.gov (United States)

Thompson, Juliana

2012-03-01

Staffing problems can arise because of poor delegation skills or a failure by leaders to respond appropriately to economic factors and patient demographics. Training dilemmas, meanwhile, can arise because of managers' confusion about what constitutes 'training' and what constitutes 'education', and where responsibility of provision lies, with the consequence that they neglect these activities. This article uses Kouzes and Posner's (2009) transformational leadership model to show how managers can respond. Leaders who challenge budgets, consider new ways of working and engage effectively with the workforce can improve productivity and care, while those who invest in appropriate learning will have a highly trained workforce. The author explains how integration of leadership roles and management functions can lead to innovative problem solving.

Results of the 2014-2015 Canadian Society of Nephrology workforce survey.

Science.gov (United States)

Ward, David R; Manns, Braden; Gil, Sarah; Au, Flora; Kappel, Joanne E

2016-01-01

Nephrology was previously identified as a subspecialty with few Canadian employment opportunities, and in recent years, fewer trainees are choosing nephrology. The objective of this study is to better understand the current Canadian adult nephrology workforce and the expected workforce trends over the next 5 years. This is an online self-administered survey. This study is set in Canada. Survey participants are Canadian adult nephrologists, including self-identified division heads. The measurements of this study are demographics, training, current practice characteristics, work hours, and projected workforce needs. Survey questions were based on previous workforce surveys. Ethics approval was obtained through the University of Saskatchewan. The survey was piloted in both English and French and modified based on the feedback to ensure that responses accurately reflected the information desired. It was circulated to all identified Canadian nephrologists via an anonymous e-mail link for self-administration. Categorical data was aggregated, and free-text answers were thematically analyzed. Additional descriptive analysis was conducted by all authors. Five hundred ninety-two Canadian nephrologists were contacted and 48 % responded, with representation from all Canadian provinces. One third of the respondents were female, and the largest age cohort was 41-50 years. Most nephrologists are trained in Canada and 61 % completed additional training. The majority of the respondents (69.1 %) began working as a nephrologist immediately upon completion of fellowship training. Younger nephrologists reported more challenges in finding a job. Eighty percent of responding nephrologists were satisfied with their current work hours, 13.1 % will reduce work hours within 3 years, an additional 8.2 % will reduce work hours within 5 years, and a further 14.2 % will reduce work hours within 10 years. Nephrology division heads forecasted the number of clinical and academic

Oil demand continues to grow in the U.S. and worldwide

International Nuclear Information System (INIS)

Tippee, B.; Beck, R.J.

1995-01-01

Rising oil consumption is challenging the Organization of Petroleum Exporting Countries production quota--but not the group's ability to meet demand. In the second half of 1995, the oil market will continue to need more oil from OPEC members than the group claims to be willing to produce with its quota at 24.52 million b/d. If the quota really limited supply, ingredients would be in place for a significant price hike. Growth in a non-OPEC production intensities temptations on OPEC members to cheat on quotas and has become a key factor in the market. OPEC producers have seen that if they don't meet incremental demand at the current price, other producers will. OPEC eventually will have to raise its quota or acknowledge that the artificial production limit lacks meaning. At present, the only real limit to supply is production capacity, which remains in excess relative to demand and which has demonstrated its ability to grow both within and outside of OPEC when prices rise. The paper discusses worldwide trends, pressures on OPEC, world crude prices, US prices, natural gas prices, US energy demand, natural gas use, gas supply, US demand for petroleum products, imports, and inventories

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners.

Science.gov (United States)

Keane, Sheila; Lincoln, Michelle; Rolfe, Margaret; Smith, Tony

2013-01-27

Policy initiatives to improve retention of the rural health workforce have relied primarily on evidence for rural doctors, most of whom practice under a private business model. Much of the literature for rural allied health (AH) workforce focuses on the public sector. The AH professions are diverse, with mixed public, private or combined practice settings. This study explores sector differences in factors affecting retention of rural AH professionals. This study compared respondents from the 2008 Rural Allied Health Workforce (RAHW) survey recruiting all AH professionals in rural New South Wales. Comparisons between public (n = 833) and private (n = 756) groups were undertaken using Chi square analysis to measure association for demographics, job satisfaction and intention to leave. The final section of the RAHW survey comprised 33 questions relating to retention. A factor analysis was conducted for each cohort. Factor reliability was assessed and retained factors were included in a binary logistic regression analysis for each cohort predicting intention to leave. Six factors were identified: professional isolation, participation in community, clinical demand, taking time away from work, resources and 'specialist generalist' work. Factors differed slightly between groups. A seventh factor (management) was present only in the public cohort. Gender was not a significant predictor of intention to leave. Age group was the strongest predictor of intention to leave with younger and older groups being significantly more likely to leave than middle aged.In univariate logistic analysis (after adjusting for age group), the ability to get away from work did not predict intention to leave in either group. In multivariate analysis, high clinical demand predicted intention to leave in both the public (OR = 1.40, 95% CI = 1.08, 1.83) and private (OR = 1.61, 95% CI = 1.15, 2.25) cohorts. Professional isolation (OR = 1.39. 95% CI = 1.11, 1.75) and Participation in community (OR = 1

Big Dreams, Serious Implications: How the DREAM Act can Help America Meet its Workforce Demands

Science.gov (United States)

Hermes, James

2008-01-01

This article describes how the Development, Relief and Education for Alien Minors (DREAM) Act will help undocumented students by: (1) establishing a path to legal status and eventually earn legal residency through two years of higher education or military service; and (2) repealing a provision of federal law that bars states from granting in-state…

THE WORKFORCE AND ITS PRODUCTIVITY IN THE FOOD ECONOMY OF THE EU COUNTRIES

Directory of Open Access Journals (Sweden)

Aldona Mrówczyńska-Kamińska

2013-09-01

Full Text Available The main aim of the article is a comparative analysis of the workforce and its productivity in the food economy of the EU countries in the years 1995 and 2009. The first part of the article analyses the internal structure of the workforce in the food economy and its share in the national economy. In the following part the workforce productivity was estimated, taking into consideration the value of global output and gross value added per employee. The basic source materials used in this study were input-output tables for individual EU countries. The results of the calculations indicate that the internal structure of the workforce in the food economy, its share in the national economy, and the level of the workforce productivity in the EU countries differ considerably. The level of the labour productivity is much higher in the countries of Western and Northern Europe than in the countries of Central and Eastern Europe. It is mainly caused by a structural defect which is due to an excessive workforce in the agricultural sector EU member states.

Basic Skills--Identifying and Meeting Needs. Information for People Who Give Advice on Courses, Careers and Employment

Science.gov (United States)

Basic Skills Agency, 2007

2007-01-01

There are very few jobs today that do not require basic literacy and numeracy skills. Even when the job itself is manual, employees need to read health and safety notices, fill in a job sheet and check their pay and overtime hours. Service industry jobs place even more demands on the workforce, with their emphasis on efficiently and rapidly…

Helium supply demand in future years

International Nuclear Information System (INIS)

Laverick, C.

1975-01-01

Adequate helium will be available to the year 2000 AD to meet anticipated helium demands for present day applications and the development of new superconducting technologies of potential importance to the nation. It is almost certain that there will not be enough helium at acceptable financial and energy cost after the turn of the century to meet the needs of the many promising helium based technologies now under development. Serious consideration should be given to establishing priorities in development and application based upon their relative value to the country. In the first half of the next century, three ways of estimating helium demand lead to cumulative ranges of from 75 to 125 Gcf (economic study), 89 to 470 Gcf (projected national energy growth rates) and 154 to 328 Gcf (needs for new technologies). These needs contrast with estimated helium resources in natural gas after 2000 AD which may be as low as 10 or 126 Gcf depending upon how the federal helium program is managed and the nation's natural gas resources are utilized. The technological and financial return on a modest national investment in further helium storage and a rational long term helium program promises to be considerable

48 CFR 1852.223-74 - Drug- and alcohol-free workforce.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Drug- and alcohol-free... and Clauses 1852.223-74 Drug- and alcohol-free workforce. As prescribed in 1823.570-2, insert the following clause: Drug- and Alcohol-Free Workforce (MAR 1996) (a) Definitions. As used in this clause the...

Investigation of Malaysian Higher Education Quality Culture and Workforce Performance

Science.gov (United States)

Ali, Hairuddin Mohd; Musah, Mohammed Borhandden

2012-01-01

Purpose: The purpose of this study is to examine the relationship between the quality culture and workforce performance in the Malaysian higher education sector. The study also aims to test and validate the psychometric properties of the quality culture and workforce performance instruments used in the study. Design/methodology/approach: A total…

The National Workforce Assistance Collaborative: A New Institution with Plans To Improve Workforce Services.

Science.gov (United States)

Bergman, Terri

The National Workforce Assistance Collaborative (NWAC) was established by the National Alliance of Business to provide assistance to community colleges and other organizations that offer programs to increase business productivity. The NWAC is charged with building the capacity of service providers that work with small and mid-sized companies in…

People matter: tomorrow's workforce for tomorrow's world.

Science.gov (United States)

Easmon, Charles

2014-01-01

The focus of any health service, now and into the future, should be people delivering safe, quality care to people; care that covers not just diagnosis and treatment, but the whole experience that patients and their carers have of the service. Workforce development, the process by which the current and future workforce is planned and trained, must be related to current and future patterns of service delivery and take account of financial reality. It cannot exist in isolation. Despite employing 1.3 million people, upon whom up to 70% of its budget is spent, the NHS has been curiously relaxed about the workforce development of both its staff in training and of those trained staff who, with the impact of demographic change and the increasing speed of technological progress, will need to adapt to new ways of working and learn new skills. Given that the NHS has been repeatedly criticised by the Health Select Committee for its failure to link workforce planning and development with service and financial planning, and that inadequate staffing has been a feature of a number of recent organizational failures, how is this to be achieved? Some NHS organisations have been shown to be poor employers with a culture of bullying and fear and the use of suspensions and financial settlements bound to gagging clauses to remove whistleblowers. Gender and ethnic discrimination is an issue not yet fully resolved. Furthermore with the demographic changes around the increasing needs of an elderly population, the introduction of new technology and the increasing interdependency of health and social care, there is a need for a clear vision as to how the future NHS will be structured and developed. Fewer large specialist centres are likely, combined with local, community oriented integrated services with appropriate specialist support. Decisions need to be taken about this in time to give workforce development processes time to plan the best skill mix combinations and to develop clinicians

The problems and countermeasures of staff training in nuclear power plants

International Nuclear Information System (INIS)

Xie Bo

2013-01-01

With the rapid development of nuclear energy, China faces a great challenge to meet its increasing demand on a large amount of well-educated and highly-trained nuclear workforce. The above demands make it uniquely important for the nuclear industry in both improving nuclear education and in attracting young talents. Good practices in staff training have been identified and are summarized, through which CNNC's nuclear power plants have developed a systematic approach for new employee training to support the development of strategies. (author)

Leveraging multi-generational workforce values in interactive information societies

OpenAIRE

Sophie van der Walt; Tanya du Plessis

2010-01-01

Background: The success of organisations relies on various factors including the ability of its multi-generational workforce to collaborate within the interactive information society. By developing an awareness of the different values of a diverse workforce, organisations may benefit from diversity. Various diversity factors, such as ethnicity, age and gender, impact on the way people interact, especially in the interactive information society.Objectives: This article advocates the need for g...

Toward a methodology for substate projections of registered nurse supply and demand in New York.

Science.gov (United States)

McGinnis, Sandra; Martiniano, Robert; Moore, Jean

2010-01-01

Even as concerns about nursing shortages continue nationwide and for individual states in the United States, there is little information on the impact of nursing shortages at substate levels, such as counties or groups of small counties. National and state level assessments can mask wide geographic variation in the distribution of registered nurses (RNs). The Center for Health Workforce Studies at the School of Public Health, University at Albany, developed a practical approach to projecting RN supply and demand at substate levels. The experimental model used in this research was adapted from a methodology utilized for the RN National Supply Model and National Demand Model developed by the Health Resources and Services Administration in the department of Health and Human Services to make RN supply and demand projections at the broader national and state levels. The Center's research highlighted the value of substate analyses in the identification of RN supply and demand gaps and found that supply and demand gaps vary greatly by region and within regions. This study also provided an in-depth understanding of the dynamics that drive substate labor markets for RNs as well as the need for substate analyses to help policymakers better allocate scarce resources to address nursing shortages.

Estimating future dental services' demand and supply: a model for Northern Germany.

Science.gov (United States)

Jäger, Ralf; van den Berg, Neeltje; Hoffmann, Wolfgang; Jordan, Rainer A; Schwendicke, Falk

2016-04-01

To plan dental services, a spatial estimation of future demands and supply is required. We aimed at estimating demand and supply in 2030 in Northern Germany based on the expected local socio-demography and oral-health-related morbidity, and the predicted number of dentists and their working time. All analyses were performed on zip-code level. Register data were used to determine the number of retiring dentists and to construct regression models for estimating the number of dentists moving into each zip-code area until 2030. Demand was modelled using projected demography and morbidities. Demand-supply ratios were evaluated and spatial analyses applied. Sensitivity analyses were employed to assess robustness of our findings. Compared with 2011, the population decreased (-7% to -11%) and aged (from mean 46 to 51 years) until 2030. Oral-health-related morbidity changed, leading to more periodontal and fewer prosthetic treatments needs, with the overall demand decreasing in all scenarios (-25% to -33%). In contrast, the overall number of dentists did only limitedly change, resulting in moderate decrease in the supplied service quantities (max. -22%). Thus, the demand-supply ratio increased in all but the worst case scenario, but was unequally distributed between spatial units, with several areas being over- and some being under- or none-serviced in 2030. Within the limitations of the underlying data and the required assumptions, this study expects an increasingly polarized ratio of dental services demand and supply in Northern Germany. Our estimation allows to assess the impact of different influence factors on demand or supply and to specifically identify potential challenges for workforce planning and regulation in different spatial units. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

[Cigarette taxes and demand in Colombia].

Science.gov (United States)

Maldonado, Norman; Llorente, Blanca; Deaza, Javier

2016-10-01

Estimate price and income elasticities of aggregate demand for cigarettes in Colombia, by controlling for structural market changes since the late 1990s, to identify policy opportunities for taxes that could improve public health and increase tax revenues. Measurement of aggregate demand for cigarettes using gross income reported on value-added tax returns submitted to Colombia's National Tax and Customs Office (DIAN is the acronym in Spanish) by the tobacco product manufacturing industry, subtracting exports. A quarterly time series was obtained for the period 1994-2014. The econometric estimation using two-stage least squares controls for price endogeneity and uses a set of dummy variables to control for structural changes in the market and in its regulation. Demand is, from a statistical standpoint, sensitive to price and to income. Price elasticity of demand is -0.78 and income elasticity is 0.61. Inelastic demand implies that it is possible, through cigarette excise taxes, to meet public health targets and increase revenues simultaneously. The results also suggest that the considerable increase in household income in Colombia in the first decade of the 21st century increased purchasing power, which, lacking an accompanying tax increase, promoted cigarette consumption, with negative effects on public health, and wasted an opportunity to increase tax revenues.

The Australian optometric workforce 2005, analysed by local government areas.

Science.gov (United States)

Kiely, Patricia M; Horton, Peregrine; Chakman, Joseph

2007-03-01

Previous studies of the Australian optometric workforce have taken a coarse view of the distribution of optometrists, at best comparing concentrations of optometrists in city and country areas and between states and territories. A more discriminating approach recognising the size and variation in population density of the country is necessary for a more realistic insight into the optometric workforce. This study addresses the distribution of optometrists across smaller geographic units, known as local government areas (LGAs). The number of equivalent full-time optometrists in each Australian LGA was determined using data from the Optometrists Association Australia database. Data from the Australian Bureau of Statistics and the Australian national health program (Medicare) were applied to determine the demand for services based on age distributions in LGAs and to calculate the adequacy of the number of optometrists. Optometrists are concentrated in areas of high population with capital city regions and their surrounds well-serviced but with rural and remote LGAs with low populations generally not having optometrists. The highest excesses of optometrists occur in the capital city LGAs of Melbourne, Sydney and Adelaide (64, 60 and 28.4 equivalent full-time optometrists respectively). The highest deficits occur in Casey (Victoria), Lake Macquarie (New South Wales) and Onkaparinga (South Australia), (-16.4, -15.6 and -13.4 equivalent full-time optometrists, respectively). There are substantial variations in the distribution of optometrists across LGAs in Australia but the variation is often a poor indicator of the ease with which people can access optometric services. In metropolitan areas, people may live close to an optometric practice in a neighbouring LGA. In rural areas, an LGA may appear to have an adequate number of optometrists but some residents may be several hours from the nearest optometrist or the optometric service is provided on a part-time basis.

Communication rehabilitation in sub-Saharan Africa: A workforce profile of speech and language therapists

Directory of Open Access Journals (Sweden)

Karen Wylie

2016-09-01

Conclusion: This sample comprised a mix of African and international SLTs, with indications of growing localisation of the workforce. Workforce localisation offers potential advantages of linguistic diversity and stability. Challenges including workforce support and developing culturally and contextually relevant SLT practices are discussed.

Internships and UNAVCO: Training the Future Geoscience Workforce Through the NSF GAGE Facility

Science.gov (United States)

Morris, A. R.; MacPherson-Krutsky, C. C.; Charlevoix, D. J.; Bartel, B. A.

2015-12-01

Facilities are uniquely positioned to both serve a broad, national audience and provide unique workforce experience to students and recent graduates. Intentional efforts dedicated to broadening participation in the future geoscience workforce at the NSF GAGE (Geodesy Advancing Geosciences and EarthScope) Facility operated by UNAVCO, are designed to meet the needs of the next generation of students and professionals. As a university-governed consortium facilitating research and education in the geosciences, UNAVCO is well-situated to both prepare students for geoscience technical careers and advanced research positions. Since 1998, UNAVCO has offered over 165 student assistant or intern positions including engineering, data services, education and outreach, and business support. UNAVCO offers three formal programs: the UNAVCO Student Internship Program (USIP), Research Experiences in Solid Earth Science for Students (RESESS), and the Geo-Launchpad (GLP) internship program. Interns range from community college students up through graduate students and recent Masters graduates. USIP interns gain real-world work experience in a professional setting, collaborate with teams toward a common mission, and contribute their knowledge, skills, and abilities to the UNAVCO community. RESESS interns conduct authentic research with a scientist in the Front Range area as well as participate in a structured professional development series. GLP students are in their first 2 years of higher education and work alongside UNAVCO technical staff gaining valuable work experience and insight into the logistics of supporting scientific research. UNAVCO's efforts in preparing the next generation of scientists largely focuses on increasing diversity in the geosciences, whether continuing academic studies or moving into the workforce. To date, well over half of our interns and student assistants come from backgrounds historically underrepresented in the geosciences. Over 80% of former interns

Defining the demands and meeting the challenges of integrated bird conservation

Science.gov (United States)

Charles K. Baxter

2005-01-01

Understanding the demands of integration bird conservation begins with a critical assessment of the North American Bird Conservation Initiative's (NABCI) goal."Regionally-based, biologically-driven, landscape oriented partnerships delivering the full spectrum of bird conservation across the entirety of North America."

Strategic workforce planning for a multihospital, integrated delivery system.

Science.gov (United States)

Datz, David; Hallberg, Colleen; Harris, Kathy; Harrison, Lisa; Samples, Patience

2012-01-01

Banner Health has long recognized the need to anticipate, beyond the immediate operational realities or even the annual budgeting projection exercises, the necessary workforce needs of the future. Thus, in 2011, Banner implemented a workforce planning model that included structures, processes, and tools for predicting workforce needs, with particular focus on identified critical systemwide practice areas. The model represents the incorporation of labor management tools and processes with more strategic, broad-view, long-term assessment and planning mechanisms. The sequential tying of the workforce planning lifecycle with the organization's strategy and financial planning process supports alignment of goals, objectives, and resource allocation. Collaboration among strategy, finance, human resources, and operations has provided us with the ability to identify critical position groups based on 3-year strategic priorities. By engaging leaders from across the organization, focusing on activities at facility, regional, and system levels, and building in mechanisms for accountability, we are now engaged in continuous evaluations of our delivery models, the competencies and preparations necessary for the staff to effectively function within those delivery models, and developing and implementing action plans designed to ensure adequate numbers of the staff whose competencies will be suited to the work expected of them.

A strategic approach to public health workforce development and capacity building.

Science.gov (United States)

Dean, Hazel D; Myles, Ranell L; Spears-Jones, Crystal; Bishop-Cline, Audriene; Fenton, Kevin A

2014-11-01

In February 2010, CDC's National Center for HIV/AIDS, Viral Hepatitis, Sexually Transmitted Disease (STD), and Tuberculosis (TB) Prevention (NCHHSTP) formally institutionalized workforce development and capacity building (WDCB) as one of six overarching goals in its 2010-2015 Strategic Plan. Annually, workforce team members finalize an action plan that lays the foundation for programs to be implemented for NCHHSTP's workforce that year. This paper describes selected WDCB programs implemented by NCHHSTP during the last 4 years in the three strategic goal areas: (1) attracting, recruiting, and retaining a diverse and sustainable workforce; (2) providing staff with development opportunities to ensure the effective and innovative delivery of NCHHSTP programs; and (3) continuously recognizing performance and achievements of staff and creating an atmosphere that promotes a healthy work-life balance. Programs have included but are not limited to an Ambassador Program for new hires, career development training for all staff, leadership and coaching for mid-level managers, and a Laboratory Workforce Development Initiative for laboratory scientists. Additionally, the paper discusses three overarching areas-employee communication, evaluation and continuous review to guide program development, and the implementation of key organizational and leadership structures to ensure accountability and continuity of programs. Since 2010, many lessons have been learned regarding strategic approaches to scaling up organization-wide public health workforce development and capacity building. Perhaps the most important is the value of ensuring the high-level strategic prioritization of this issue, demonstrating to staff and partners the importance of this imperative in achieving NCHHSTP's mission. Published by Elsevier Inc.

Unique Education and Workforce Development for NASA Engineers

Science.gov (United States)

Forsgren, Roger C.; Miller, Lauren L.

2010-01-01

NASA engineers are some of the world's best-educated graduates, responsible for technically complex, highly significant scientific programs. Even though these professionals are highly proficient in traditional analytical competencies, there is a unique opportunity to offer continuing education that further enhances their overall scientific minds. With a goal of maintaining the Agency's passionate, "best in class" engineering workforce, the NASA Academy of Program/Project & Engineering Leadership (APPEL) provides educational resources encouraging foundational learning, professional development, and knowledge sharing. NASA APPEL is currently partnering with the scientific community's most respected subject matter experts to expand its engineering curriculum beyond the analytics and specialized subsystems in the areas of: understanding NASA's overall vision and its fundamental basis, and the Agency initiatives supporting them; sharing NASA's vast reservoir of engineering experience, wisdom, and lessons learned; and innovatively designing hardware for manufacturability, assembly, and servicing. It takes collaboration and innovation to educate an organization that possesses such a rich and important historyand a future that is of great global interest. NASA APPEL strives to intellectually nurture the Agency's technical professionals, build its capacity for future performance, and exemplify its core valuesalJ to better enable NASA to meet its strategic visionand beyond.

Today's Higher Education IT Workforce

Science.gov (United States)

Bichsel, Jacqueline

2014-01-01

The professionals making up the current higher education IT workforce have been asked to adjust to a culture of increased IT consumerization, more sourcing options, broader interest in IT's transformative potential, and decreased resources. Disruptions that include the bring-your-own-everything era, cloud computing, new management practices,…

Health workforce governance and integration: the fit between planning and system.

NARCIS (Netherlands)

Batenburg, R.

2014-01-01

Background: The EU Joint Action on Health Workforce Planning and Forecasting has taken up the challenge to let countries share and exchange practices in health workforce planning. It appears however, that not many countries actually apply (needs-based forecasting) models to support this. But does

Critical Analysis on Construction Workforce Sustainability in Developed Economy

OpenAIRE

Sing, Michael; Tam, Vivian; Fung, Ivan; Liu, Henry

2017-01-01

The construction industry in the developed economy has suffered a shortage of workforce which triggers project cost escalation and project delay and suppresses the whole economy. This paper aims to explore the perceptions of the general public and construction workers towards workforce shortage in the Hong Kong construction industry and identifies the critical factors affecting their intention to join the industry. Triangulation approach was adopted in this study and a street survey was condu...

Cybersecurity Workforce Development and the Protection of Critical Infrastructure

Science.gov (United States)

2017-03-31

of cyberspace operations and the importance of cyber security for both the DoD and industry, UHWO developed the Bachelor of Applied Science degree...Distribution 13. SUPPLEMENTARY NOTES 14. A.BSTRACT This Cyber Security Workforce Development Project directly supports workforce development needs for the...Standard Form 298 (Rev. 8/98) Presclibed by .a.NSI Std. Z39.18 UNIVERSITY of HAWAI 𔃻 · WEST O’AHU Final Project Technical Report: Cyber Security

How rich is Australia's minerals endowment and is it adequate to sustain a major role in meeting international demand?

Science.gov (United States)

Lambert, I. B.

2012-04-01

Dr Ian Lambert, Geoscience Australia and Secretary General 34th International Geological Congress Australia has comparative advantages in production of mineral commodities compared to most other countries. These stem from its rich and diverse mineral endowment; availability of regional scale (pre-competitive) geoscience information to lower the risks of exploration; advances in exploration, mining and processing technologies; skilled work force; generally benign physical conditions; and low population density. Building on these strengths, Australia is a major producer and exporter of a wide range of mineral and energy commodities to global markets. Given that demand for most major commodities is likely to continue, and that there will be growing markets for some other commodities, Australia needs to have a strategic view of what is likely to be available for mining. Further, Australia (and the world) needs to be attuned to issues that need to be faced in meeting international demand for commodities in the long term. This presentation outlines how Australia's national minerals inventory is compiled. It discusses trends for Australia's identified mineral resources for major commodities, and how these compare with other major mining nations. It then considers some significant issues in relation to sustaining a strong mining sector - in the medium to long term this requires a strategic approach to achieve goals such as more effective/lower risk exploration particularly in greenfields regions; well-Informed decisions on mining proposals; ongoing significant improvements in efficiencies of energy, water and land use.

Adaptation possibilities of the nuclear electricity production to the demand; Possibilites d'adaptation de la production d'electricite nucleaires a la demande

Energy Technology Data Exchange (ETDEWEB)

Acket, C

2009-02-15

Meeting about the CO{sub 2} emissions from electric heating showed that the leak of adaptation from nuclear reactors led the use of thermal power plants (coal, petroleum, gas) to control the demand variations. This argument is analyzed in the document: is it possible to replace those thermal power plants by nuclear reactors? In this framework the author analyzes the network needs, the electricity sources and the demand answer and the specificities of the nuclear. (A.L.B.)

A train dispatching model based on fuzzy passenger demand forecasting during holidays

Directory of Open Access Journals (Sweden)

Fei Dou Dou

2013-03-01

Full Text Available Abstract: Purpose: The train dispatching is a crucial issue in the train operation adjustment when passenger flow outbursts. During holidays, the train dispatching is to meet passenger demand to the greatest extent, and ensure safety, speediness and punctuality of the train operation. In this paper, a fuzzy passenger demand forecasting model is put up, then a train dispatching optimization model is established based on passenger demand so as to evacuate stranded passengers effectively during holidays. Design/methodology/approach: First, the complex features and regularity of passenger flow during holidays are analyzed, and then a fuzzy passenger demand forecasting model is put forward based on the fuzzy set theory and time series theory. Next, the bi-objective of the train dispatching optimization model is to minimize the total operation cost of the train dispatching and unserved passenger volume during holidays. Finally, the validity of this model is illustrated with a case concerned with the Beijing-Shanghai high-speed railway in China. Findings: The case study shows that the fuzzy passenger demand forecasting model can predict outcomes more precisely than ARIMA model. Thus train dispatching optimization plan proves that a small number of trains are able to serve unserved passengers reasonably and effectively. Originality/value: On the basis of the passenger demand predictive values, the train dispatching optimization model is established, which enables train dispatching to meet passenger demand in condition that passenger flow outbursts, so as to maximize passenger demand by offering the optimal operation plan.

Coverage of private sector community midwife services in rural Punjab, Pakistan: development and demand.

Science.gov (United States)

Mumtaz, Zubia; Levay, Adrienne V; Jhangri, Gian S; Bhatti, Afshan

2015-11-25

In 2007, the Government of Pakistan introduced a new cadre of community midwives (CMWs) to address low skilled birth attendance rates in rural areas; this workforce is located in the private-sector. There are concerns about the effectiveness of the programme for increasing skilled birth attendance as previous experience from private-sector programmes has been sub-optimal. Indonesia first promoted private sector midwifery care, but the initiative failed to provide universal coverage and reduce maternal mortality rates. A clustered, stratified survey was conducted in the districts of Jhelum and Layyah, Punjab. A total of 1,457 women who gave birth in the 2 years prior to the survey were interviewed. χ(2) analyses were performed to assess variation in coverage of maternal health services between the two districts. Logistic regression models were developed to explore whether differentials in coverage between the two districts could be explained by differential levels of development and demand for skilled birth attendance. Mean cost of childbirth care by type of provider was also calculated. Overall, 7.9% of women surveyed reported a CMW-attended birth. Women in Jhelum were six times more likely to report a CMW-attended birth than women in Layyah. The mean cost of a CMW-attended birth compared favourably with a dai-attended birth. The CMWs were, however, having difficulty garnering community trust. The majority of women, when asked why they had not sought care from their neighbourhood CMW, cited a lack of trust in CMWs' competency and that they wanted a different provider. The CMWs have yet to emerge as a significant maternity care provider in rural Punjab. Levels of overall community development determined uptake and hence coverage of CMW care. The CMWs were able to insert themselves into the maternal health marketplace in Jhelum because of an existing demand. A lower demand in Layyah meant there was less 'space' for the CMWs to enter the market. To ensure universal

Training the Workforce: Description of a Longitudinal Interdisciplinary Education and Mentoring Program in Palliative Care.

Science.gov (United States)

Levine, Stacie; O'Mahony, Sean; Baron, Aliza; Ansari, Aziz; Deamant, Catherine; Frader, Joel; Leyva, Ileana; Marschke, Michael; Preodor, Michael

2017-04-01

The rapid increase in demand for palliative care (PC) services has led to concerns regarding workforce shortages and threats to the resiliency of PC teams. To describe the development, implementation, and evaluation of a regional interdisciplinary training program in PC. Thirty nurse and physician fellows representing 22 health systems across the Chicago region participated in a two-year PC training program. The curriculum was delivered through multiple conferences, self-directed e-learning, and individualized mentoring by expert local faculty (mentors). Fellows shadowed mentors' clinical practices and received guidance on designing, implementing, and evaluating a practice improvement project to address gaps in PC at their institutions. Enduring, interdisciplinary relationships were built at all levels across health care organizations. Fellows made significant increases in knowledge and self-reported confidence in adult and pediatric PC and program development skills and frequency performing these skills. Fellows and mentors reported high satisfaction with the educational program. This interdisciplinary PC training model addressed local workforce issues by increasing the number of clinicians capable of providing PC. Unique features include individualized longitudinal mentoring, interdisciplinary education, on-site project implementation, and local network building. Future research will address the impact of the addition of social work and chaplain trainees to the program. Copyright © 2017 American Academy of Hospice and Palliative Medicine. Published by Elsevier Inc. All rights reserved.

Uncertainty and operational considerations in mass prophylaxis workforce planning.

Science.gov (United States)

Hupert, Nathaniel; Xiong, Wei; King, Kathleen; Castorena, Michelle; Hawkins, Caitlin; Wu, Cindie; Muckstadt, John A

2009-12-01

The public health response to an influenza pandemic or other large-scale health emergency may include mass prophylaxis using multiple points of dispensing (PODs) to deliver countermeasures rapidly to affected populations. Computer models created to date to determine "optimal" staffing levels at PODs typically assume stable patient demand for service. The authors investigated POD function under dynamic and uncertain operational environments. The authors constructed a Monte Carlo simulation model of mass prophylaxis (the Dynamic POD Simulator, or D-PODS) to assess the consequences of nonstationary patient arrival patterns on POD function under a variety of POD layouts and staffing plans. Compared are the performance of a standard POD layout under steady-state and variable patient arrival rates that may mimic real-life variation in patient demand. To achieve similar performance, PODs functioning under nonstationary patient arrival rates require higher staffing levels than would be predicted using the assumption of stationary arrival rates. Furthermore, PODs may develop severe bottlenecks unless staffing levels vary over time to meet changing patient arrival patterns. Efficient POD networks therefore require command and control systems capable of dynamically adjusting intra- and inter-POD staff levels to meet demand. In addition, under real-world operating conditions of heightened uncertainty, fewer large PODs will require a smaller total staff than many small PODs to achieve comparable performance. Modeling environments that capture the effects of fundamental uncertainties in public health disasters are essential for the realistic evaluation of response mechanisms and policies. D-PODS quantifies POD operational efficiency under more realistic conditions than have been modeled previously. The authors' experiments demonstrate that effective POD staffing plans must be responsive to variation and uncertainty in POD arrival patterns. These experiments highlight the need

North Carolina's direct care workforce development journey: the case of the North Carolina New Organizational Vision Award Partner Team.

Science.gov (United States)

Brannon, S Diane; Kemper, Peter; Barry, Theresa

2009-01-01

Better Jobs Better Care was a five-state direct care workforce demonstration designed to change policy and management practices that influence recruitment and retention of direct care workers, problems that continue to challenge providers. One of the projects, the North Carolina Partner Team, developed a unified approach in which skilled nursing, home care, and assisted living providers could be rewarded for meeting standards of workplace excellence. This case study documents the complex adaptive system agents and processes that coalesced to result in legislation recognizing the North Carolina New Organizational Vision Award. We used a holistic, single-case study design. Qualitative data from project work plans and progress reports as well as notes from interviews with key stakeholders and observation of meetings were coded into a simple rubric consisting of characteristics of complex adaptive systems. Key system agents in the state set the stage for the successful multistakeholder coalition. These included leadership by the North Carolina Department of Health and Human Services and a several year effort to develop a unifying vision for workforce development. Grant resources were used to facilitate both content and process work. Structure was allowed to emerge as needed. The coalition's own development is shown to have changed the context from which it was derived. An inclusive and iterative process produced detailed standards and measures for the voluntary recognition process. With effective facilitation, the interests of the multiple stakeholders coalesced into a policy response that encourages practice changes. Implications for managing change-oriented coalitions are discussed.

The academic radiography workforce: Age profile, succession planning and academic development