Innovation Expo

NASA Image and Video Library

2017-11-01

A guest speaker presents to the workforce during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Utilizing Local Partnerships to Enhance Workforce Development

ERIC Educational Resources Information Center

Whikehart, John

2009-01-01

The Indiana Center for the Life Sciences, an award-winning partnership between education, government, and the private sector, houses state-of-the-art science labs, classrooms, and industry training space for community college students and local employers. This innovative partnership prepares both the current and future workforce for careers in the…

A new workforce in the making? A case study of strategic human resource management in a whole-system change effort in healthcare.

PubMed

Macfarlane, Fraser; Greenhalgh, Trish; Humphrey, Charlotte; Hughes, Jane; Butler, Ceri; Pawson, Ray

2011-01-01

This paper seeks to describe the exploration of human resource issues in one large-scale program of innovation in healthcare. It is informed by established theories of management in the workplace and a multi-level model of diffusion of innovations. A realist approach was used based on interviews, ethnographic observation and documentary analysis. Five main approaches ("theories of change") were adopted to develop and support the workforce: recruiting staff with skills in service transformation; redesigning roles and creating new roles; enhancing workforce planning; linking staff development to service needs; creating opportunities for shared learning and knowledge exchange. Each had differing levels of success. The paper includes HR implications for the modernisation of a complex service organisation. This is the first time a realist evaluation of a complex health modernisation initiative has been undertaken.

How Personal, Behavioral, and Environmental Factors Predict Working in STEMM vs Non-STEMM Middle-Skill Careers

ERIC Educational Resources Information Center

Cannady, Matthew A.; Moore, Debra; Votruba-Drzal, Elizabeth; Greenwald, Eric; Stites, Regie; Schunn, Christian D.

2017-01-01

Background: Much of science, technology, engineering, mathematics, and medical (STEMM) education policy and research centers around developing the upper levels of the STEMM workforce sector. However, there are many positions in this workforce, "middle-skill careers," that are largely responsible for executing the innovations and are…

76 FR 11285 - Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for the Career...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-01

... Solicitation for Grant Applications (SGA) for the Career Pathways Innovation Fund Grants Program AGENCY... in grant funds authorized by Workforce Investment Act of 1998, Public Law 105-220 to develop and... four goals, including strengthening the role of the public workforce system in career pathway programs...

The National Higher Education and Workforce Initiative: Forging Strategic Partnerships for Undergraduate Innovation and Workforce Development

ERIC Educational Resources Information Center

Business-Higher Education Forum, 2013

2013-01-01

This is the first in a series of Business-Higher Education Forum (BHEF) playbooks intended to assist companies, higher education institutions, private philanthropies, membership associations, professional societies, government agencies, and other stakeholders seeking to understand the potential value of investing in coordinated strategic,…

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

PubMed

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 planning within a favorable policy environment. Its intensive and extensive workforce planning efforts, with the close involvement of policy-makers, educators and workforce managers, have ensured adequacy of suitable workforce in health institutions and its increased self-reliance in the health workforce. Oman's experience in workforce planning and development presents an illustration of a country benefiting from successful application of workforce planning concepts and tools. Instead of being complacent about its achievements so far, every country needs to improve or sustain its planning efforts in this way, in order to circumvent the current workforce deficiencies and to further increase self-reliance and improve workforce efficiency and effectiveness.

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

PubMed Central

Ghosh, Basu

2009-01-01

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 self-reliance. Discussion and evaluation Oman has successfully innovated workforce planning within a favorable policy environment. Its intensive and extensive workforce planning efforts, with the close involvement of policy-makers, educators and workforce managers, have ensured adequacy of suitable workforce in health institutions and its increased self-reliance in the health workforce. Conclusion Oman's experience in workforce planning and development presents an illustration of a country benefiting from successful application of workforce planning concepts and tools. Instead of being complacent about its achievements so far, every country needs to improve or sustain its planning efforts in this way, in order to circumvent the current workforce deficiencies and to further increase self-reliance and improve workforce efficiency and effectiveness. PMID:19519912

Teaching Public Health Networks in England: an innovative approach to building public health capacity and capability.

PubMed

Orme, J; Pilkington, P; Gray, S; Rao, M

2009-12-01

This paper examines the development and achievements of the Teaching Public Health Networks (TPHNs) in England; an initiative that aimed to catalyse collaborative working between the public health workforce and further and higher education, to enhance public health knowledge in the wider workforce with a view to enhancing capacity to tackle inequalities and meeting public health targets. This paper highlights activities under three outcomes: mobilizing resources, people, money and materials; building capacity through training and infrastructure development; and raising public and political awareness. The TPHN approach is shown to have led to innovative developments in public health education and training, including engagement with professionals that have not previously had exposure to public health. This paper aims to disseminate the learning from this complex public health initiative, now in its third year of development, and to share examples of good practice. It is hoped that other countries can use the TPHN approach as a model to address the various common and country-specific challenges in public health workforce development.

Women in STEM: A Gender Gap to Innovation. ESA Issue Brief #04-11

ERIC Educational Resources Information Center

Beede, David; Julian, Tiffany; Langdon, David; McKittrick, George; Khan, Beethika; Doms, Mark

2011-01-01

The science, technology, engineering and math (STEM) workforce is crucial to America's innovative capacity and global competitiveness. Yet women are vastly underrepresented in STEM jobs and among STEM degree holders despite making up nearly half of the U.S. workforce and half of the college-educated workforce. That leaves an untapped opportunity…

Economic Engagement Framework: Economic Impact Guidelines

ERIC Educational Resources Information Center

Ambargis, Zoë; Mead, Charles Ian; Rzeznik, Stanislaw J.; Swenson, David; Weisenberger, Janet

2014-01-01

The Association of Public and Land-grant Universities' (APLU's) Commission on Innovation, Competitiveness, and Economic Prosperity (CICEP) views university contributions to the economy across a spectrum of activity--from educating students and creating the talent necessary for the 21st century workforce to developing innovation ecosystems and…

The Impact of Attitudes toward Science and Core Self-Evaluation on Science Achievement and Career Outcomes: A Trajectory-Based Approach

ERIC Educational Resources Information Center

Chao, Jessica Lena

2017-01-01

A talented, innovative workforce in science, technology, engineering, and mathematics (STEM) is a critical component of sustained economic growth and global competitiveness. The development of this workforce is a primary concern among policymakers, industry leaders, and academics. Although many students express an interest in STEM in secondary…

Skepticism to Success: Meeting Critical Workforce Needs through Innovation and Collaboration

ERIC Educational Resources Information Center

Anderson, Margaret; Maier, Linda; Shepard, Michael

2010-01-01

To meet workforce demand and the needs of working or place-bound students, Whatcom Community College developed an online version of its existing face-to-face Physical Therapist Assistant program which became a model for other lab-based health science degrees. This article describes research studies that support the program's practices and includes…

New Innovations and Best Practices under the Workforce Investment Act: Field Hearing before the Subcommittee on Higher Education, Lifelong Learning, and Competitiveness Committee on Education and Labor, U.S. House of Representatives (March 23, 2009)

ERIC Educational Resources Information Center

US House of Representatives, 2009

2009-01-01

The last reauthorization of the Workforce Investment Act was in 1998. To say that times have changed would be an understatement. The testimony of this hearing's witnesses shows that people have ideas and tested practices that work. They just need the resources and the sustained commitment to have a world-class workforce development system that…

Transportation Education Demonstration Pilot Program UVM Transportation Research Center

DOT National Transportation Integrated Search

2012-06-30

The Transportation Education Development Pilot Program (TEDPP) develops innovative workforce development programs to attract and retain skilled workers in the transportation sector of Vermont, New Hampshire and Maine and encourages statewide economic...

76 FR 80407 - Notice of Funding Opportunity and Solicitation for Grant Application (SGA) for Workforce...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-23

... Innovation Fund Grants AGENCY: Employment and Training Administration, Labor. ACTION: Notice of Solicitation... Innovation Fund grants authorized by the Full-Year Continuing Appropriations Act, 2011 (Pub. L. 112-10) to.... Grants made under the Workforce Innovation Fund will provide funds to (a) retool service delivery...

Georgia Hospital Association leads long-term staff recruiting effort. Reaches wide target audience through innovative media use.

PubMed

Botvin, Judith D

2003-01-01

The Georgia Hospital Association (GHA), faced with a critical healthcare workforce shortage, created a long-term response to the problem by creating a Workforce Shortage Media Campaign. Its single purpose was to encourage Georgians to pursue careers in healthcare. The four-week campaign took six months to develop and included print, radio and television.

77 FR 36012 - Notice of Availability of Funds and Solicitation for Grant Applications for Pay for Success Pilot...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-15

... Workforce Innovation Fund in the Department of Labor Appropriations Act, 2012 (Pub. L. 112-74, Div. F, Tit. I). The Workforce Innovation Fund supports innovative approaches to the design and delivery of... December 11, 2012. FOR FURTHER INFORMATION CONTACT: Linda Forman, Grants Management Specialist, Office of...

Promising Practices for Strengthening the Regional STEM Workforce Development Ecosystem

ERIC Educational Resources Information Center

National Academies Press, 2016

2016-01-01

U.S. strength in science, technology, engineering, and mathematics (STEM) disciplines has formed the basis of innovations, technologies, and industries that have spurred the nation's economic growth throughout the last 150 years. Universities are essential to the creation and transfer of new knowledge that drives innovation. This knowledge moves…

Forging Strategic Business Partnerships to Develop the 21st Century Workforce: A Case Study of the University of Houston's Undergraduate Petroleum Engineering Program

ERIC Educational Resources Information Center

Business-Higher Education Forum, 2013

2013-01-01

The Business-Higher Education Forum (BHEF) is committed to aligning education and the workforce to create the talent and capacity for innovation necessary to keep regions, states, and the nation economically competitive. As part of that work, BHEF strives to analyze the factors that contribute to effective business and higher education…

Increasing the occupational therapy mental health workforce through innovative practice education: a pilot project.

PubMed

Rodger, Sylvia; Thomas, Yvonne; Holley, Sue; Springfield, Elizabeth; Edwards, Ann; Broadbridge, Jacqui; Greber, Craig; McBryde, Cathy; Banks, Rebecca; Hawkins, Rachel

2009-12-01

This paper describes the evaluation of a pilot trial of two innovative placement models in the area of mental health, namely role emerging and collaborative supervision. The Queensland Occupational Therapy Fieldwork Collaborative conducted this trial in response to workforce shortages in mental health. Six occupational therapy students and eight practice educators were surveyed pre- and post-placements regarding implementation of these innovative models. Students participating in these placements reported that they were highly likely to work in mental health upon graduation, and practice educators were positive about undertaking innovative placements in future. An overview of the placement sites, trials, outcomes and limitations of this pilot trial is provided. Though limited by its small sample size, this pilot trial has demonstrated the potential of innovative placement models to provide valuable student learning experiences in mental health. The profession needs to develop expertise in the use of innovative placement models if students are to be adequately prepared to work with the mental health issues of the Australian community now and in the future.

Aligning Education and Training to Meet Energy Workforce Needs. Research Brief

ERIC Educational Resources Information Center

Gonzalez, Gabriella C.; Singh, Reema; Karam, Rita; Ortiz, David S.; Robson, Sean; Phillips, Andrea; Hunter, Gerald Paul

2015-01-01

The U.S. energy sector has become highly innovative in developing and applying new technologies. These innovations often require higher-paid, more-highly skilled labor, yet many employers in the region report that they have difficulty filling jobs, particularly for medium-skilled (or semi skilled) positions that require only a high school…

Fostering Creativity and Innovation through Technology

ERIC Educational Resources Information Center

Vaidyanathan, Sheena

2012-01-01

To compete in the global workforce, educators know that their students must be well educated in science, engineering, technology, and mathematics (STEM) subjects. But, as outlined in the NETS, they must also develop the key skills of creativity and innovation. How can educators teach the typically left-brained STEM subjects along with the more…

New Innovations and Best Practices under the Workforce Investment Act. Hearing before the U.S. House of Representatives, Subcommittee on Higher Education, Lifelong Learning, and Competitiveness, Committee on Education and Labor (February 12, 2009)

ERIC Educational Resources Information Center

US House of Representatives, 2009

2009-01-01

This Subcommittee on Higher Education, Lifelong Learning, and Competitiveness hearing on "New Innovations and Best Practices under the Work-force Investment Act," better known as WIA, is about the reauthorization of the Workforce Investment Act. Members testifying before the Committee were the Honorable Jason Altmire, a Representative in…

Diffusion of a nursing education innovation: nursing workforce development through promotion of RN/BSN education.

PubMed

Diaz Swearingen, Connie; Clarke, Pamela N; Gatua, Mary Wairimu; Sumner, Christa Cooper

2013-01-01

Despite state, national, and organizational objectives to increase the proportion of nurses with a bachelor's degree or higher, a majority of nurses hold an associate's degree in nursing. To address the need for a better-prepared nursing workforce in this rural state, an RN/BSN recruitment and retention project was implemented. The authors discuss the Leadership Education to Advance Practice project and its outcomes.

Innovations for High Quality, Aligned Early Childhood Educator Preparation. IERC 2016-3

ERIC Educational Resources Information Center

White, Bradford R.; Baron, Debra Mayconich; Klostermann, Brenda K.; Duffy, Daniel Q.

2016-01-01

Much attention during the past decade has been given to the need to develop a well-trained early childhood education workforce. In order to address this need, the Illinois Board of Higher Education (IBHE) awarded Early Childhood Educator Preparation Program Innovation (EPPI) grants to institutions of higher learning. The IBHE funded partnerships,…

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

NASA Astrophysics Data System (ADS)

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.

Innovative Workforce Development Initiatives. Hearing on an Examination of Innovative Strategies Pertaining to Vocational Education, Adult Education, and Job Training, of the Committee on Labor and Human Resources. United States Senate, One Hundred Fifth Congress, First Session (Randolph, Vermont).

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This congressional hearing examines vocational education, adult education, and job training initiatives in Vermont and the role of these programs in developing work force development legislation. Testimony includes statements from a U.S. Senator and individuals representing the following: Vermont Department of Employment and Training; Vermont…

78 FR 63964 - Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-25

... subcommittees on workforce development and public perception of manufacturing; manufacturing energy policy; tax policy and export growth; and innovation, research and development. The Council will discuss current... provide a means of ensuring regular contact between the U.S. Government and the manufacturing sector...

Innovations and Challenges in Project-Based STEM Education: Lessons from ITEST

NASA Astrophysics Data System (ADS)

Connors-Kellgren, Alice; Parker, Caroline E.; Blustein, David L.; Barnett, Mike

2016-12-01

For over a decade, the National Science Foundation's Innovative Technology Experiences for Students and Teachers (ITEST) program has funded researchers and educators to build an understanding of best practices, contexts, and processes contributing to K-12 students' motivation and participation in Science, Technology, Engineering, and Mathematics (STEM) activities that lead to STEM career pathways. The outcomes from these projects have contributed significantly to the national body of knowledge about strategies, successes, models, and interventions that support and encourage youth to pursue STEM careers. While the individual projects discussed in this special issue vary by geographic location, institution, populations served, primary focus, and topic, they are unified by ITEST's programmatic intent and goals. This issue offers research-based insights into the knowledge generated by a decade of ITEST-funded work in STEM career development. The articles describe a multitude of approaches to project design, evaluation, and empirical research. Collectively, they contribute to the development of frameworks for STEM education and workforce development that are increasingly relevant for educators, project designers, researchers, and policy makers. The ITEST program has enabled creativity, experimentation, and cultural responsiveness in STEM education and workforce development and broadened participation in STEM initiatives to Native American communities, underresourced urban communities, girls, and populations underrepresented in STEM fields. By approaching research and evaluation with flexibility and resourcefulness, the authors provide empirical evidence for the value of innovative approaches to STEM education that promote STEM interest and career-related outcomes and that build the foundational skills of the scientific and engineering workforce of the future.

Creativity, Innovation and Arts Learning: Preparing All Students for Success in a Global Economy

ERIC Educational Resources Information Center

Ruppert, Sandra S.

2010-01-01

The United States is competing in a dynamic global economy in which two assets--a skilled, versatile and highly adaptable workforce and the capacity for creativity, innovation and entrepreneurship--provide a decisive edge. To succeed in today's economic climate, the U.S. needs a well-educated, technically proficient workforce in all sectors and…

Aesthetic, emotion and empathetic imagination: beyond innovation to creativity in the health and social care workforce.

PubMed

Munt, Deborah; Hargreaves, Janet

2009-12-01

The Creativity in Health and Care Workshops programme was a series of investigative workshops aimed at interrogating the subject of creativity with an over-arching objective of extending the understanding of the problems and possibilities of applying creativity within the health and care sector workforce. Included in the workshops was a concept analysis, which attempted to gain clearer understanding of creativity and innovation within this context. The analysis led to emergent theory regarding the central importance of aesthetics, emotion and empathetic imagination to the generation of creative and innovative outcomes that have the capacity to promote wellbeing in the health and social care workforce. Drawing on expertise in the field, this paper outlines the concept analysis and subsequent reflection.

The Role of Professional Development in Bridging Research and Practice in Adult Literacy and Basic Education

ERIC Educational Resources Information Center

Smith, Cristine

2016-01-01

In this brief article, Cristine Smith discusses the development and use of professional development activities at the national, state and local program level. Professional development systems and funding exist in every state, and the Workforce Innovation and Opportunity Act (WIOA) has prioritized high-quality professional development for…

Educating to improve population health outcomes in chronic disease: an innovative workforce initiative across remote, rural and Indigenous communities in northern Australia.

PubMed

Smith, J Dade; O'Dea, K; McDermott, R; Schmidt, B; Connors, C

2006-01-01

Like Indigenous populations in other countries, an epidemic of chronic disease has swept across Australia's Indigenous communities in the past decade. The Northern Territory and Queensland health departments initiated preventable chronic disease strategies in 1999 and 2001, respectively. Yet finding innovative ways to translate this to the health workforce was challenging. Through support from the Australian Government, three universities, two health departments and two Indigenous organisations worked in partnership to improve workforce capacity in remote and rural communities through innovative education. The methods included: (i) a training needs analysis consisting of 76 semi-structured interviews with key informants, and 35 surveys of remote staff; (ii) a literature and resource review; (iii) the development of a curriculum framework using: the existing competencies and standards across the health disciplines; the identified workforce needs; and what the workforce can impact upon; (iv) a multidisciplinary workshop with 35 educators across northern Australia that resulted in the basis for agreement of the final curriculum content and framework; (v) the development of a chronic disease self-assessment tool that was piloted with remote health staff; (vi) an assisted integration process for key stakeholders. An evaluation framework was also developed, as a separate project, in conjunction with the project partners during this time. This project identified that a paradigm shift is required in the way in which we educate the entire health workforce to deal effectively with the impact of chronic disease across remote, rural and Indigenous populations. In particular a need was found to educate the educators in the chronic care model and in using a population health approach. The training needs analysis identified very little difference between the education and training needs across the rural and remote health disciplines; it was perceived that they managed chronic disease fairly well yet found prevention and early detection to be at the 'hard end'. The main barriers identified were the demands of acute care over chronic disease management, compounded by high workforce turnover in remote areas. The curriculum framework, in particular the domains of remote practice, is being used by several Australian universities, health departments and non-government organisations in adapting their existing or new education programs. The self-assessment tool was based on the curriculum outcomes and was piloted in 2005 and found to be very useful for pre- and post-training purposes and as a discussion starter for all disciplines and groups. A practical curriculum framework now exists to integrate a population health approach for the prevention and early detection of chronic disease when educating the primary healthcare workforce. It is relevant to all health disciplines and is flexible in that it can be adapted, or adopted, depending on the educational needs of the disciplinary group. It is being imbedded into numerous undergraduate, postgraduate, and professional development programs in Australia. It includes: the core learning outcomes expected of any workforce, resources, and a self-assessment tool in chronic disease. These tools are assisting educators in the required paradigm shift required of the workforce to alter the single disease based practice model towards a comprehensive and integrated population based approach required for the workforce in the 21st century.

Trends in the Development of Alternative Work Patterns.

ERIC Educational Resources Information Center

McCarthy, Maureen

1979-01-01

Flexible scheduling and reduced work time programs can help alleviate some of the pressures on public and private employers to develop innovative solutions to problems caused by inflation, unemployment, the transition in the composition of the workforce, and changes in life-styles. (Author/IRT)

The Role of System Thinking Development and Experiential Learning on Enterprise Transformation

NASA Astrophysics Data System (ADS)

Lopez, Gabriel

The recent economic downturn has had global repercussions in all businesses alike. Competition is fierce and a survival of the fittest model is always present; fast delivery times and innovative designs ultimately translate into the enterprises' bottom line. In such market conditions, enterprises have to find ways to develop and train their workforce in a manner that enhances the innovative capabilities of the enterprise. Additionally, if companies are to stay competitive, they have to ensure critical skills in their workforce are transferred from generation to generation. This study builds on recent research on system-thinking development via experiential learning methodologies. First, a conceptual framework model was developed. This conceptual model captures a methodology to construct a system-thinking apprenticeship program suitable for system engineers. Secondly, a survey of system engineering professionals was conducted in order to assess and refine the proposed conceptual model. This dissertation captures the findings of the conceptual model and the implications of the study for enterprises and for system engineering organizations.

A strategic approach to public health workforce development and capacity building.

PubMed

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.

Innovative educational modules for the next generation of transportation professionals.

DOT National Transportation Integrated Search

2012-07-01

Basic science and mathematics competence, including awareness of engineering careers, gained in grades K12 forms the foundation of an educated, capable, and technical future transportation workforce. This project developed a series of educational ...

Innovation in government : workforce practices.

DOT National Transportation Integrated Search

2009-01-01

A review of the literature on innovation within government provides detailed case studies on innovative practices adopted by transportation agencies across the U.S. These case studies focus on operational innovations adopted by transportation agencie...

Workforce Innovation and Opportunity Act: Information on Planned Changes to State Performance Reporting and Related Challenges. Report to Congressional Committees. GAO-16-287

ERIC Educational Resources Information Center

US Government Accountability Office, 2016

2016-01-01

Enacted in 2014, the Workforce Innovation and Opportunity Act (WIOA) brought numerous changes to existing federal employment and training programs, including requiring the Department of Labor (DOL) and the Department of Education (Education) to implement a common performance accountability system across the six WIOA-designated core programs. WIOA…

The Charlotte/Mecklenburg Area Pathways to Employment Program

ERIC Educational Resources Information Center

Embrey, Lindsey

2006-01-01

This paper describes an innovative public and private strategic workforce development alliance, the Pathways to Employment Program (Pathways), developed by the Central Piedmont Community College (CPCC) in Charlotte, North Carolina. Pathways is a partnership of CPCC, the Charlotte Department of Social Services, 12 community businesses, 6 social…

Using innovative instructional technology to meet training needs in public health: a design process.

PubMed

Millery, Mari; Hall, Michelle; Eisman, Joanna; Murrman, Marita

2014-03-01

Technology and distance learning can potentially enhance the efficient and effective delivery of continuing education to the public health workforce. Public Health Training Centers collaborate with instructional technology designers to develop innovative, competency-based online learning experiences that meet pressing training needs and promote best practices. We describe one Public Health Training Center's online learning module design process, which consists of five steps: (1) identify training needs and priority competencies; (2) define learning objectives and identify educational challenges; (3) pose hypotheses and explore innovative, technology-based solutions; (4) develop and deploy the educational experience; and (5) evaluate feedback and outcomes to inform continued cycles of revision and improvement. Examples illustrate the model's application. These steps are discussed within the context of design practices in the fields of education, engineering, and public health. They incorporate key strategies from across these fields, including principles of programmatic design familiar to public health professionals, such as backward design. The instructional technology design process we describe provides a structure for the creativity, collaboration, and systematic strategies needed to develop online learning products that address critical training needs for the public health workforce.

A single competency-based education and training and competency-based career framework for the Australian health workforce: discussing the potential value add.

PubMed

Brownie, Sharon Mary; Thomas, Janelle

2014-09-01

This brief discusses the policy implications of a research study commissioned by Health Workforce Australia (HWA) within its health workforce innovation and reform work program. The project explored conceptually complex and operationally problematic concepts related to developing a whole-of-workforce competency-based education and training and competency-based career framework for the Australian health workforce and culminated with the production of three reports published by HWA. The project raised important queries as to whether such a concept is desirable, feasible or implementable - in short what is the potential value add and is it achievable? In setting the scene for discussion, the foundation of the project's genesis and focus of the study are highlighted. A summary of key definitions related to competency-based education and training frameworks and competency-based career frameworks are provided to further readers' commonality of understanding. The nature of the problem to be solved is explored and the potential value-add for the Australian health workforce and its key constituents proposed. The paper concludes by discussing relevance and feasibility issues within Australia's current and changing healthcare context along with the essential steps and implementation realities that would need to be considered and actioned if whole-of-workforce frameworks were to be developed and implemented.

The Value of Wind Technology Innovation: Implications for the U.S. Power System, Wind Industry, Electricity Consumers, and Environment

DOE Office of Scientific and Technical Information (OSTI.GOV)

Mai, Trieu T; Lantz, Eric J; Mowers, Matthew

Improvements to wind technologies have, in part, led to substantial deployment of U.S. wind power in recent years. The degree to which technology innovation will continue is highly uncertain adding to uncertainties in future wind deployment. We apply electric sector modeling to estimate the potential wind deployment opportunities across a range of technology advancement projections. The suite of projections considered span a wide range of possible cost and technology innovation trajectories, including those from a recent expert elicitation of wind energy experts, a projection based on the broader literature, and one reflecting estimates based on a U.S. DOE research initiative.more » In addition, we explore how these deployment pathways may impact the electricity system, electricity consumers, the environment, and the wind-related workforce. Overall, our analysis finds that wind technology innovation can have consequential implications for future wind power development throughout the United States, impact the broader electricity system, lower electric system and consumer costs, provide potential environmental benefits, and grow the U.S. wind workforce.« less

Leading Through Civilian Power: The First Quadrennial Diplomacy and Development Review

DTIC Science & Technology

2010-01-01

military power as equal pillars of U.S. for- eign policy. She called for an integrated “ smart power” approach to solving global problems—a concept that is...ing the latest tools and technologies, as well as the innovators and entrepreneurs behind them, and integrating them into our diplomacy and...and planning that will allow us to work smarter to advance our nation’s interests and values. i. buiLding a 21St cEntury workforcE Smart power

Workforce productivity.

PubMed

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.

Widening participation of Māori and Pasifika students in health careers: evaluation of two health science academies.

PubMed

Middleton, Lesley; Tanuvasa, Ausaga Faasalele; Pledger, Megan; Grace, Nicola; Smiler, Kirsten; Loto-Su'a, Tua Taueetia; Cumming, Jacqueline

2018-05-24

Objective The aim of the present study was to evaluate the short-term outcomes of two health science academies established by a district health board in South Auckland, New Zealand, to create a health workforce pipeline for local Māori and Pasifika students. Methods A mixed-methods approach was used, involving background discussions with key informants to generate an initial logic model of how the academies work, followed by secondary analysis of students' records relating to retention and academic achievement, a survey of senior academy students' interest in particular health careers and face-to-face interviews and focus groups with students, families and teachers. Results Academy students are collectively achieving better academic results than their contemporaries, although selection decisions are likely to contribute to these results. Academies are retaining students, with over 70% of students transitioning from Year 11 to Years 12 and 13. Senior students are expressing long-term ambitions to work in the health sector. Conclusions Health science academies show promise as an innovative approach to supporting Māori and Pasifika students prepare for a career in the health professions. Evaluating the long-term outcomes of the academies is required to determine their contribution to addressing inequities in the local health workforce. What is known about the topic? Despite progress in health workforce participation for underrepresented indigenous and ethnic minority groups in New Zealand, significant disparities persist. Within this context, a workforce development pipeline that targets preparation of secondary school students is recommended to address identified barriers in the pursuit of health careers. What does this paper add? We provide an evaluation of an innovative district health board initiative supporting high school students that is designed to ensure their future workforce is responsive to the needs of the local community. What are the implications for practitioners? The findings have implications for decision makers in health workforce planning regarding the benefits of investing at an early stage of the workforce development pipeline in order to build an equitable and diverse health professions workforce.

Our science matters - and is recognized

USDA-ARS?s Scientific Manuscript database

The Presidential Task Force on Agriculture and Rural Prosperity listed five key indicators of rural prosperity: e-Connectivity for Rural America, Improving Quality of Life, Supporting a Rural Workforce, Harnessing Technological Innovation, and Economic Development (https://www.usda.gov/sites/default...

Increasing the Economic Development Benefits of Higher Education in Michigan. Working Paper No. 04-106

ERIC Educational Resources Information Center

Bartik, Timothy J.

2004-01-01

This paper considers how a state such as Michigan can increase the economic development benefits of higher education. Research evidence suggests that higher education increases local economic development principally by increasing the quality of the local workforce, and secondarily by increasing local innovative ideas. These economic development…

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

PubMed

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.

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

PubMed

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 that meet the needs of the population and contribute to service and system improvement and innovation.

Workforce planning and development in times of delivery system transformation.

PubMed

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.

Sense and Sensibility: The Case for the Nationwide Inclusion of Engineering in the K-12 Curriculum

NASA Technical Reports Server (NTRS)

Lindberg, Robert E.; Pinelli, Thomas E.; Batterson, James G.

2008-01-01

The competitive status of the United States is inextricably linked to innovation just as innovation is inseparable from science, technology, engineering, and mathematics. To stay competitive in innovation requires that the United States produce a 21st century workforce complete with requisite education, training, skills, and motivation. If we accept a priori that science, technology, engineering, and mathematics education are crucial to competitiveness and innovation and that, in terms of innovation, mathematics, science, and engineering are interdependent, why are mathematics and science uniformly ubiquitous in the K-12 curriculum while engineering is conspicuously absent? We are passionate in our belief that the uniform addition of engineering to the K-12 curriculum will help ensure that the nation has "the right" 21st Century workforce. Furthermore, we believe that a nationwide effort, led by a coalition of engineering academics, practitioners, and societies is required to turn this goal into reality. However, accomplishing this goal necessitates, as we are reminded by the title of Jane Austen's timeless novel, "Sense and Sensibility", a workable solution that seeks the "middle ground" between passion and reason. We begin our paper by making two essential points: Engineers are not scientists. Engineering exists separate from science, has its own specialized knowledge community apart from science, and it is largely responsible for many of the most significant advancements and improvements in the quality of our life. Our workable solution requires that K-12 education, nationwide, accommodate the inclusion of engineering as a stand alone curriculum and we offer three reasons to support our position: (1) workforce development, (2) stimulating interest in STEM (science, technology, engineering, and mathematics) courses and careers, and (3) creating a technologically literate society. We conclude with some thoughts on how this important goal can be accomplished.

The Pedagogy of Leadership and Educating a Global Workforce

ERIC Educational Resources Information Center

Davis, Dannielle Joy

2014-01-01

No Child Left Behind illustrates policy that stifles pedagogy and the effective training of a global workforce. In an effort to enhance the educational outcomes of students, critical pedagogy and Gardner's Five Minds for the Future are presented as tools for the cultivation of a more innovative workforce. The pedagogical strategies and…

Rapid Response Skills Training

ERIC Educational Resources Information Center

Kelley-Winders, Anna Faye

2008-01-01

Mississippi Gulf Coast Community College's (MGCCC) long-term commitment to providing workforce training in a post-Katrina environment became a catalyst for designing short-term flexible educational opportunities. Providing nationally recognized skills training for the recovery/rebuilding of communities challenged the college to develop innovative,…

E3 Success Story - Transforming and Promoting Sustainable Manufacturing in Alabama

EPA Pesticide Factsheets

Alabama E3 is expanding to other manufacturing sectors and expanding its scope. Alabama E3 now includes a workforce training and education component and is also developing a new innovation engineering green module that focuses on improving sustainability

A single competency-based education and training and competency-based career framework for the Australian health workforce: discussing the potential value add

PubMed Central

Brownie, Sharon Mary; Thomas, Janelle

2014-01-01

This brief discusses the policy implications of a research study commissioned by Health Workforce Australia (HWA) within its health workforce innovation and reform work program. The project explored conceptually complex and operationally problematic concepts related to developing a whole-of-workforce competency-based education and training and competency-based career framework for the Australian health workforce and culminated with the production of three reports published by HWA. The project raised important queries as to whether such a concept is desirable, feasible or implementable – in short what is the potential value add and is it achievable? In setting the scene for discussion, the foundation of the project’s genesis and focus of the study are highlighted. A summary of key definitions related to competency-based education and training frameworks and competency-based career frameworks are provided to further readers’ commonality of understanding. The nature of the problem to be solved is explored and the potential value-add for the Australian health workforce and its key constituents proposed. The paper concludes by discussing relevance and feasibility issues within Australia’s current and changing healthcare context along with the essential steps and implementation realities that would need to be considered and actioned if whole-of-workforce frameworks were to be developed and implemented. PMID:25279384

The Effect of a Leadership Development Program on Students' Self-Perceptions of Leadership Ability

ERIC Educational Resources Information Center

Levy, Dayna Dunsmoor

2013-01-01

Equipping a healthcare workforce with leadership skills to drive change and innovation through the twenty-first century is imperative. This research measured outcomes of students' participation in a year-long leadership development program at a small, private, urban healthcare university in the northeastern United States. A mixed method approach…

The Million Dollar Difference and 21st Century Teaching Skills Project

ERIC Educational Resources Information Center

Moon, Debi; Moolenaar-Wirsiy, Pamela

2008-01-01

With a limited budget, but a critical need to develop 21st century marketplace skills, Georgia Perimeter College (GPC) developed the Million Dollar Difference Campaign. Focusing on how quality instruction affects retention and student outcomes, GPC re-energized a 1000-faculty workforce in one year through a series of innovative teaching…

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

PubMed

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.

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

PubMed

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-effectiveness evaluation involving all key stakeholders.

Emergent themes in the sustainability of primary health care innovation.

PubMed

Sibthorpe, Beverly M; Glasgow, Nicholas J; Wells, Robert W

2005-11-21

A synthesis of the findings of the five studies of sustainability of primary health care innovation across six domains (political, institutional, financial, economic, client and workforce) yielded three main themes. These were: the importance of social relationships, networks and champions; the effect of political, financial and societal forces; and the motivation and capacity of agents within the system. The need for routine assessment of the sustainability of primary health care innovations is discussed. Given the dearth of literature on the sustainability of primary health care innovation, there is potential to develop a program of research directed towards a future synthesis of evidence.

75 FR 8043 - National Medal of Technology and Innovation Nomination Evaluation Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-23

... Nation's highest honor for technological innovation, awarded annually by the President of the United... utilizing technological innovation and/or be familiar with the education, training, employment and.../Manufacturing Innovation; Technological Manpower/Workforce Training/Education. Committee members generally are...

76 FR 80901 - National Medal of Technology and Innovation Nomination Evaluation Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-27

... Nation's highest honor for technological innovation, awarded annually by the President of the United... utilizing technological innovation and/or be familiar with the education, training, employment and... Management/Computing/IT/Manufacturing Innovation; Technological Manpower/Workforce Training/Education. Under...

New Innovations and Best Practices under the Workforce Investment Act: Field Hearing before the Subcommittee on Higher Education, Lifelong Learning, and Competitiveness Committee on Education and Labor, U.S. House of Representatives (May 29, 2009)

ERIC Educational Resources Information Center

US House of Representatives, 2009

2009-01-01

This paper presents the Higher Education, Lifelong Learning, and Competitiveness Subcommittee's fifth hearing in preparation for the reauthorization of the Workforce Investment Act. The last time the Workforce Investment Act reauthorized was in 1998. The Workforce Investment Act was designed to streamline and coordinate job training programs. It…

Methodical approaches to providing sustainable development of the transport industry management system based on self-organization

NASA Astrophysics Data System (ADS)

Belyantseva, Oksana; Panenkov, Andrey; Safonova, Nataliya

2017-10-01

Current conditions of the cognitive economy formation demand to take into account the leading role of information, knowledge and human capital in the development of the transport industry management system. The article substantiates the conceptual approach to the self-organization of a management system on the basis of innovative changes. Human capital is the key aspect of self-organization, so the directions of improving the workforce quality are justified. Basing on the information-innovative genesis of the process of self-organization, the authors justified the necessity of preventing asymmetric information. For this pupose the actions against the resistance to innovations were proposed. The implementation of certain measures contributes to the effective development of the transport management system.

A decade of experience evolving visiting dental services in partnership with rural remote Aboriginal communities.

PubMed

Dyson, K; Kruger, E; Tennant, M

2014-06-01

Embedding research capabilities and workforce development activities with clinical service entities promotes the development of sustainable, innovative, quality-focused oral health care services. Clinical and strategic governance is an important area of consideration for rural and remote dental services, posing particular challenges for smaller service structures. Sustaining remote area dental services has some significant complexities beyond those involved in urban service models. This study describes the sustaining structure of a remote area dental service with a decade of history. In the current climate, chief among these challenges may be those associated with dental workforce shortages as these impact most heavily in the public sector, and most particularly, in remote areas. As sustained workforce solutions come from developing a future workforce, an essential element of the workforce governance framework for remote dental service provision should be the inclusion of a student participation programme. Collaborative partnership approaches with Aboriginal health services promote the development and maintenance of effective, culturally sensitive dental services within rural and remote Aboriginal communities. Having sustained care for 10 years, this collaborative model of integrated research, education and service has demonstrated its effectiveness as a service model for Aboriginal communities in Western Australia. This descriptive study finds the core values for this success have been communication, clinical leadership, mentorship within effective governance systems all linked to an integrated education and research agenda. © 2014 Australian Dental Association.

Joint Engineering Leadership Development Program: Developing a Diverse Regional Engineering Talent Ecosystem. A BHEF Case Study

ERIC Educational Resources Information Center

Business-Higher Education Forum, 2017

2017-01-01

Through the collaboration of its business and academic partners, the Business-Higher Education Forum (BHEF) launched the National Higher Education and Workforce Initiative (HEWI) to support business-higher education partnerships that co-design innovative community college and university pathways to careers, as well as maximize work-based learning…

Developing STEM Leaders Through Space Science Education and Public Outreach

NASA Astrophysics Data System (ADS)

Gibbs, M. G.; Veenstra, D.

2012-08-01

Capitol College, located in Laurel, Maryland, established the Center for Space Science Education and Public Outreach with the mission to assist in educating future leaders in the science, technology, engineering and math (STEM). This presentation shares emerging best practices through innovative methods to create awareness regarding STEM outreach programs and activities related workforce development and career pathways.

Utilizing Immersive Visualization Systems: How to Dynamically Revolutionize Site-based Professional Development Experiences within Human Resources Management?

ERIC Educational Resources Information Center

Craft, Kirby A.

2009-01-01

How can we train today's workforce with innovative technologies when families are surrounded by state-of-the-art video games and high-definition televisions? Human resource managers and administrators are faced with difficult challenges to prepare beneficial and relevant professional development exercises that engage the minds of their employees.…

Leading Change: A Case Study of Leadership Practices from the Development of the Niagara County Community College Culinary Institute

ERIC Educational Resources Information Center

Caton, Jazmin; Mistriner, Mark

2016-01-01

The purpose of this case study was to evaluate the lessons learned from the development of a project that set out to revitalize an economically depressed area with an innovative approach to workforce development through partnerships. The focus was to utilize the development of the Niagara County Community College Culinary Institute as an example…

75 FR 52373 - Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-25

... Administration. Type of Review: NEW. Title of Collection: Evaluation of the Technology-Based Learning Grants. OMB... technology based learning. The initiative increases worker access to training while stimulating the development of innovative models and uses for technology based learning in the public workforce system. For...

Penal Innovation in New Zealand: He Ara Hou.

ERIC Educational Resources Information Center

Newbold, Greg; Eskridge, Chris

1994-01-01

Explores prison history/development in New Zealand, focusing on recent implementation of progressive prison operation/management program, He Ara Hou. Notes extremely positive results of program, such as higher administrative efficiency; greatly decreased levels of internal disorder; competent, stable workforce; and human product whose senses of…

Mobile learning: a workforce development strategy for nurse supervisors.

PubMed

Mather, Carey; Cummings, Elizabeth

2014-01-01

Digital technology provides opportunities for using mobile learning strategies in healthcare environments. To realise the vision of the National Workforce Development Strategy there needs to be innovation of health professionals to further develop knowledge and skills of clinical supervisors to access and gain an understanding of the value of mobile learning at the workplace. The use of digital technology by clinical supervisors was explored in 2012 as part of a teaching development grant to evaluate the use of Web 2.0 technology to develop a community of practice about clinical supervision. Prior to developing the virtual network of clinical supervisors, feedback about the use of Web 2.0 technology by clinicians was sought via an online survey. Over 90% of respondents used social media, 85% understood what a blog and wiki were and approximately half of the respondents used smart phones. More than one-third indicated they would participate in a virtual community of practice and would like to receive information about clinical facilitation at least once per week. Findings indicate both inhibitors and opportunities for workforce development within healthcare environments that need to be addressed. Support of graduate-ready nurses can be achieved through an integrated outlook that enables health professionals within organisations to undertake mobile learning in situ. A flexible and collaborative approach to continuing professional development within organisations could enhance practice development and could positively impact on workforce development.

Impact of the Joint Task Force on Undergraduate Physics Programs for Innovation and Entrepreneurship Education in Physics

NASA Astrophysics Data System (ADS)

Arion, Douglas

The Joint Task Force on Undergraduate Physics Programs has worked diligently to develop recommendations for what physics programs could and should be doing to prepare graduates for 21st century careers. While the `traditional' physics curriculum has served for many years, the demands of the new workforce, and the recognition that only a few percent of physics students actually become faculty - the vast majority entering the workforce and applying their skills to a very diverse range of problems, projects, and products - implies that a review of the education undergraduates receives is in order. The outcomes of this study point to the need to provide greater connection between the education process and the actual skills, knowledge, and abilities that the workplace demands. This presentation will summarize these considerations, and show how entrepreneurship and innovation programs and curricula are a particularly effective means of bringing these elements to physics students.

Innovation Expo

NASA Image and Video Library

2017-11-01

A "moon dust" beehive is on display during the 2017 Innovation Expo showcase at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-11-01

A worker tries out a virtual reality experience during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Building analytic capacity, facilitating partnerships, and promoting data use in state health agencies: a distance-based workforce development initiative applied to maternal and child health epidemiology.

PubMed

Rankin, Kristin M; Kroelinger, Charlan D; Rosenberg, Deborah; Barfield, Wanda D

2012-12-01

The purpose of this article is to summarize the methodology, partnerships, and products developed as a result of a distance-based workforce development initiative to improve analytic capacity among maternal and child health (MCH) epidemiologists in state health agencies. This effort was initiated by the Centers for Disease Control's MCH Epidemiology Program and faculty at the University of Illinois at Chicago to encourage and support the use of surveillance data by MCH epidemiologists and program staff in state agencies. Beginning in 2005, distance-based training in advanced analytic skills was provided to MCH epidemiologists. To support participants, this model of workforce development included: lectures about the practical application of innovative epidemiologic methods, development of multidisciplinary teams within and across agencies, and systematic, tailored technical assistance The goal of this initiative evolved to emphasize the direct application of advanced methods to the development of state data products using complex sample surveys, resulting in the articles published in this supplement to MCHJ. Innovative methods were applied by participating MCH epidemiologists, including regional analyses across geographies and datasets, multilevel analyses of state policies, and new indicator development. Support was provided for developing cross-state and regional partnerships and for developing and publishing the results of analytic projects. This collaboration was successful in building analytic capacity, facilitating partnerships and promoting surveillance data use to address state MCH priorities, and may have broader application beyond MCH epidemiology. In an era of decreasing resources, such partnership efforts between state and federal agencies and academia are essential for promoting effective data use.

Managing diversity in health services organizations.

PubMed

Muller, H J; Haase, B E

1994-01-01

The changing ethnic, racial, and gender workforce characteristics require innovations in management philosophy and practice. Valuing employees' differences is believed to be a competitive advantage in many modern corporations. This article offers recommendations to health care managers for rethinking and improving the management of their heterogeneous workforces. A conceptual framework and evaluative criteria are developed in an attempt to better understand the factors that influence effective diversity management. The experiences of health services institutions in the Southwest (already a multicultural region) are studied to illustrate various approaches to diversity management. Leader philosophy and support, organizational policies and programs, workforce composition, structural integration, and organizational type constitute the main elements in this study. As the nation debates restructuring the health industry, it should also take the opportunity to integrate a management philosophy that values diversity and its practice.

Physician tracking in sub-Saharan Africa: current initiatives and opportunities

PubMed Central

2014-01-01

Background Physician tracking systems are critical for health workforce planning as well as for activities to ensure quality health care - such as physician regulation, education, and emergency response. However, information on current systems for physician tracking in sub-Saharan Africa is limited. The objective of this study is to provide information on the current state of physician tracking systems in the region, highlighting emerging themes and innovative practices. Methods This study included a review of the literature, an online search for physician licensing systems, and a document review of publicly available physician registration forms for sub-Saharan African countries. Primary data on physician tracking activities was collected as part of the Medical Education Partnership Initiative (MEPI) - through two rounds over two years of annual surveys to 13 medical schools in 12 sub-Saharan countries. Two innovations were identified during two MEPI school site visits in Uganda and Ghana. Results Out of twelve countries, nine had existing frameworks for physician tracking through licensing requirements. Most countries collected basic demographic information: name, address, date of birth, nationality/citizenship, and training institution. Practice information was less frequently collected. The most frequently collected practice fields were specialty/degree and current title/position. Location of employment and name and sector of current employer were less frequently collected. Many medical schools are taking steps to implement graduate tracking systems. We also highlight two innovative practices: mobile technology access to physician registries in Uganda and MDNet, a public-private partnership providing free mobile-to-mobile voice and text messages to all doctors registered with the Ghana Medical Association. Conclusion While physician tracking systems vary widely between countries and a number of challenges remain, there appears to be increasing interest in developing these systems and many innovative developments in the area. Opportunities exist to expand these systems in a more coordinated manner that will ultimately lead to better workforce planning, implementation of the workforce, and better health. PMID:24754965

Physician tracking in sub-Saharan Africa: current initiatives and opportunities.

PubMed

Chen, Candice; Baird, Sarah; Ssentongo, Katumba; Mehtsun, Sinit; Olapade-Olaopa, Emiola Oluwabunmi; Scott, Jim; Sewankambo, Nelson; Talib, Zohray; Ward-Peterson, Melissa; Mariam, Damen Haile; Rugarabamu, Paschalis

2014-04-23

Physician tracking systems are critical for health workforce planning as well as for activities to ensure quality health care - such as physician regulation, education, and emergency response. However, information on current systems for physician tracking in sub-Saharan Africa is limited. The objective of this study is to provide information on the current state of physician tracking systems in the region, highlighting emerging themes and innovative practices. This study included a review of the literature, an online search for physician licensing systems, and a document review of publicly available physician registration forms for sub-Saharan African countries. Primary data on physician tracking activities was collected as part of the Medical Education Partnership Initiative (MEPI) - through two rounds over two years of annual surveys to 13 medical schools in 12 sub-Saharan countries. Two innovations were identified during two MEPI school site visits in Uganda and Ghana. Out of twelve countries, nine had existing frameworks for physician tracking through licensing requirements. Most countries collected basic demographic information: name, address, date of birth, nationality/citizenship, and training institution. Practice information was less frequently collected. The most frequently collected practice fields were specialty/degree and current title/position. Location of employment and name and sector of current employer were less frequently collected. Many medical schools are taking steps to implement graduate tracking systems. We also highlight two innovative practices: mobile technology access to physician registries in Uganda and MDNet, a public-private partnership providing free mobile-to-mobile voice and text messages to all doctors registered with the Ghana Medical Association. While physician tracking systems vary widely between countries and a number of challenges remain, there appears to be increasing interest in developing these systems and many innovative developments in the area. Opportunities exist to expand these systems in a more coordinated manner that will ultimately lead to better workforce planning, implementation of the workforce, and better health.

Partnerships for Emerging Research Institutions: Report of a Workshop

ERIC Educational Resources Information Center

National Academies Press, 2009

2009-01-01

Constituting one-third of all U.S. institutions of higher education, emerging research institutions (ERIs) are crucial to sustaining the nation's technological competitiveness through innovation and workforce development. Many, however, are not fully engaged in sustained sponsored research. This book summarizes the discussions at a workshop…

The Career Advancement Portfolio. Advancement for Low-Wage Workers

ERIC Educational Resources Information Center

Jobs for the Future, 2006

2006-01-01

Jobs for the Future created the "Career Advancement Portfolio" as central to its commitment to developing, implementing, and advocating for models, strategies, and policies that enable adults to advance toward economic self-sufficiency for themselves and their families. The "Portfolio" brings together the most innovative workforce development…

Building capacity to develop an African teaching platform on health workforce development: a collaborative initiative of universities from four sub Saharan countries.

PubMed

Amde, Woldekidan Kifle; Sanders, David; Lehmann, Uta

2014-05-30

Health systems in many low-income countries remain fragile, and the record of human resource planning and management in Ministries of Health very uneven. Public health training institutions face the dual challenge of building human resources capacity in ministries and health services while alleviating and improving their own capacity constraints. This paper reports on an initiative aimed at addressing this dual challenge through the development and implementation of a joint Masters in Public Health (MPH) programme with a focus on health workforce development by four academic institutions from East and Southern Africa and the building of a joint teaching platform. Data were obtained through interviews and group discussions with stakeholders, direct and participant observations, and reviews of publications and project documents. Data were analysed using thematic analysis. The institutions developed and collaboratively implemented a 'Masters Degree programme with a focus on health workforce development'. It was geared towards strengthening the leadership capacity of Health ministries to develop expertise in health human resources (HRH) planning and management, and simultaneously build capacity of faculty in curriculum development and innovative educational practices to teach health workforce development. The initiative was configured to facilitate sharing of experience and resources. The implementation of this initiative has been complex, straddling multiple and changing contexts, actors and agendas. Some of these are common to postgraduate programmes with working learners, while others are unique to this particular partnership, such as weak institutional capacity to champion and embed new programmes and approaches to teaching. The partnership, despite significant inherent challenges, has potential for providing real opportunities for building the field and community of practice, and strengthening the staff and organizational capacity of participant institutions. Key learning points of the paper are:• the need for long-term strategies and engagement;• the need for more investment and attention to developing the capacity of academic institutions;• the need to invest specifically in educational/teaching expertise for innovative approaches to teaching and capacity development more broadly; and• the importance of increasing access and support for students who are working adults in public health institutions throughout Africa.

What Master Teachers Do: A Case Study of Planning, Facilitating, Role Modelling and Developing Materials

ERIC Educational Resources Information Center

Ibrahim, Noraini; Aziz, Azliza Haniem Abdul; Nambiar, Radha M. K.

2013-01-01

Teaching is the foundation of our educational system. As such teachers are privileged with the responsibility of nurturing the young and inadvertently, shaping the future. To this end, the Malaysian government is fully cognizant that our future is dependent on the development of a highly skilled and innovative workforce serving as the critical…

Developing the public health workforce: training and recognizing specialists in public health from backgrounds other than medicine: experience in the UK.

PubMed

Gray, Selena F; Evans, David

2018-01-01

There is increasing recognition that improving health and tackling inequalities requires a strong public health workforce capable of delivering key public health functions across systems. The World Health Organization in Europe has identified securing the delivery of the Essential Public Health Operations and strengthening public health capacities within this as a priority.It is acknowledged that current public health capacities and arrangements of public health services vary considerably across the World Health Organization in European Region, and investment in multidisciplinary workforce with new skills is essential if public health services are to be delivered. This paper describes the current situation in the UK where there are nationally funded multidisciplinary programmes for training senior public health specialists. Uniquely, the UK provides public health registration for multidisciplinary as well as medical public health specialists. The transition from a predominantly medical to a multidisciplinary public health specialist workforce over a relatively short timescale is unprecedented globally and was the product of a sustained period of grass roots activism aligned with national policy innovation. the UK experience might provide a model for other countries seeking to develop public health specialist workforce capacity in line with the Essential Public Health Operations.

Innovation Expo

NASA Image and Video Library

2017-10-31

Robert Mueller displays the three U.S. Patent plaques he received during a ceremony at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

Jeffrey Carlson displays the three U.S. Patent plaques he received during a ceremony at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

High-Impact Educational Practices: What We Can Learn from the Traditional Undergraduate Setting

ERIC Educational Resources Information Center

Sandeen, Cathy

2012-01-01

The higher education ecosystem is shifting. Lines are blurring. Continuing professional education--with its focus on nontraditional students, applied learning, support of workforce development, and use of innovative and technology-based pedagogy--was commonly perceived to function outside the core of the academy, which focused on a liberal-arts…

Students' Perception of International Business Curriculum: An Explorative Study--Case of Lebanon

ERIC Educational Resources Information Center

Bahhouth, Victor; Spillan, John E.; Bahhouth, Jocelyne; Khoueiri, Roy

2012-01-01

Economic development depends on business education for a thriving and secure society. A skilled workforce that can create, innovate, and increase business opportunities fosters an environment of prosperity that provides jobs and enhances the quality of life among its citizens. This article examines the environment, content, and delivery of…

Provoking Innovation: Creating Grassroots and Intersectional Programming at Historical Organizations

ERIC Educational Resources Information Center

Blankenship, Jody

2009-01-01

Historical organizations cannot continue to compete in the modern marketplace using traditional models for education program development. Social networking sites and new applications are shaping the way our audiences approach their work, even more so as Generation Y/Millennials begin to flood into the workforce, changing the demographic makeup,…

Motivating Young Native American Students to Pursue STEM Learning through a Culturally Relevant Science Program

ERIC Educational Resources Information Center

Stevens, Sally; Andrade, Rosi; Page, Melissa

2016-01-01

Data indicate that females and ethnic/race minority groups are underrepresented in the science and engineering workforce calling for innovative strategies to engage and retain them in science education and careers. This study reports on the development, delivery, and outcomes of a culturally driven science, technology, engineering, mathematics…

Measuring STEM in Vocational Education and Training

ERIC Educational Resources Information Center

Korbel, Patrick

2016-01-01

The concept of "STEM" (science, technology, engineering and mathematics) has influenced many education and workforce strategies and policies with the intention of improving innovation, productivity and international competitiveness. Generally, the focus has been on how the school and university sectors can help equip the workforce with…

Forging the Solution to the Energy Challenge: The Role of Materials Science and Materials Scientists

NASA Astrophysics Data System (ADS)

Wadsworth, Jeffrey

2010-04-01

The energy challenge is central to the most important strategic problems facing the United States and the world. It is increasingly clear that even large-scale deployments of the best technologies available today cannot meet the rising energy demands of a growing world population. Achieving a secure and sustainable energy future will require full utilization of, and substantial improvements in, a comprehensive portfolio of energy systems and technologies. This goal is complicated by several factors. First, energy strategies are inextricably linked to national security and health issues. Second, in developing and deploying energy technologies, it is vital to consider not only environmental issues, such as global climate change, but also economic considerations, which strongly influence both public and political views on energy policy. Third, a significant and sustained effort in basic and applied research and development (R&D) will be required to deliver the innovations needed to ensure a desirable energy future. Innovations in materials science and engineering are especially needed to overcome the limits of essentially all energy technologies. A wealth of historical evidence demonstrates that such innovations are also the key to economic prosperity. From the development of the earliest cities around flint-trading centers, to the Industrial Revolution, to today’s silicon-based global economy, the advantage goes to those who lead in exploiting materials. I view our challenge by considering the rate of innovation and the transition of discovery to the marketplace as the relationship among R&D investment, a skilled and talented workforce, business innovations, and the activities of competitors. Most disturbing in analyzing this relationship is the need for trained workers in science, technology, engineering, and mathematics (STEM). To develop the STEM workforce needed for innovation, we need sustainable, positive change in STEM education at all levels from preschool through postgraduate. Materials sciences can be a significant magnet in attracting students to STEM areas, and a focused effort is needed to ensure that it is included in STEM programs. From this effort will come the next generation of materials scientists and the innovations that will enable us to overcome the energy challenge.

Forging the Solution to the Energy Challenge: The Role of Materials Science and Materials Scientists

NASA Astrophysics Data System (ADS)

Wadsworth, Jeffrey

2010-05-01

The energy challenge is central to the most important strategic problems facing the United States and the world. It is increasingly clear that even large-scale deployments of the best technologies available today cannot meet the rising energy demands of a growing world population. Achieving a secure and sustainable energy future will require full utilization of, and substantial improvements in, a comprehensive portfolio of energy systems and technologies. This goal is complicated by several factors. First, energy strategies are inextricably linked to national security and health issues. Second, in developing and deploying energy technologies, it is vital to consider not only environmental issues, such as global climate change, but also economic considerations, which strongly influence both public and political views on energy policy. Third, a significant and sustained effort in basic and applied research and development (R&D) will be required to deliver the innovations needed to ensure a desirable energy future. Innovations in materials science and engineering are especially needed to overcome the limits of essentially all energy technologies. A wealth of historical evidence demonstrates that such innovations are also the key to economic prosperity. From the development of the earliest cities around flint-trading centers, to the Industrial Revolution, to today’s silicon-based global economy, the advantage goes to those who lead in exploiting materials. I view our challenge by considering the rate of innovation and the transition of discovery to the marketplace as the relationship among R&D investment, a skilled and talented workforce, business innovations, and the activities of competitors. Most disturbing in analyzing this relationship is the need for trained workers in science, technology, engineering, and mathematics (STEM). To develop the STEM workforce needed for innovation, we need sustainable, positive change in STEM education at all levels from preschool through postgraduate. Materials sciences can be a significant magnet in attracting students to STEM areas, and a focused effort is needed to ensure that it is included in STEM programs. From this effort will come the next generation of materials scientists and the innovations that will enable us to overcome the energy challenge.

Applying educational gaming to public health workforce emergency preparedness.

PubMed

Barnett, Daniel J; Everly, George S; Parker, Cindy L; Links, Jonathan M

2005-05-01

From natural disasters to terrorism, the demands of public health emergency response require innovative public health workforce readiness training. This training should be competency-based yet flexible, and able to foster a culture of professional and personal readiness more traditionally seen in non-public health first-response agencies. Building on the successful applications of game-based models in other organizational development settings, the Johns Hopkins Center for Public Health Preparedness piloted the Road Map to Preparedness curriculum in 2003. Over 1500 employees at six health departments in Maryland have received training via this program through November 2004. Designed to assist public health departments in creating and implementing a readiness training plan for their workforce, the Road Map to Preparedness uses the core competencies of the Centers for Disease Control and Prevention for all public health workers as its basic framework.

Innovation Expo

NASA Image and Video Library

2017-10-31

Ivan Townsend III displays the four U.S. Patent plaques he received during a ceremony at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Use of information and communication technologies to support effective work practice innovation in the health sector: a multi-site study.

PubMed

Westbrook, Johanna I; Braithwaite, Jeffrey; Gibson, Kathryn; Paoloni, Richard; Callen, Joanne; Georgiou, Andrew; Creswick, Nerida; Robertson, Louise

2009-11-08

Widespread adoption of information and communication technologies (ICT) is a key strategy to meet the challenges facing health systems internationally of increasing demands, rising costs, limited resources and workforce shortages. Despite the rapid increase in ICT investment, uptake and acceptance has been slow and the benefits fewer than expected. Absent from the research literature has been a multi-site investigation of how ICT can support and drive innovative work practice. This Australian-based project will assess the factors that allow health service organisations to harness ICT, and the extent to which such systems drive the creation of new sustainable models of service delivery which increase capacity and provide rapid, safe, effective, affordable and sustainable health care. A multi-method approach will measure current ICT impact on workforce practices and develop and test new models of ICT use which support innovations in work practice. The research will focus on three large-scale commercial ICT systems being adopted in Australia and other countries: computerised ordering systems, ambulatory electronic medical record systems, and emergency medicine information systems. We will measure and analyse each system's role in supporting five key attributes of work practice innovation: changes in professionals' roles and responsibilities; integration of best practice into routine care; safe care practices; team-based care delivery; and active involvement of consumers in care. A socio-technical approach to the use of ICT will be adopted to examine and interpret the workforce and organisational complexities of the health sector. The project will also focus on ICT as a potentially disruptive innovation that challenges the way in which health care is delivered and consequently leads some health professionals to view it as a threat to traditional roles and responsibilities and a risk to existing models of care delivery. Such views have stifled debate as well as wider explorations of ICT's potential benefits, yet firm evidence of the effects of role changes on health service outcomes is limited. This project will provide important evidence about the role of ICT in supporting new models of care delivery across multiple healthcare organizations and about the ways in which innovative work practice change is diffused.

STEAM: Using the Arts to Train Well-Rounded and Creative Scientists

PubMed Central

Segarra, Verónica A.; Natalizio, Barbara; Falkenberg, Cibele V.; Pulford, Stephanie; Holmes, Raquell M.

2018-01-01

While the demand for a strong STEM workforce continues to grow, there are challenges that threaten our ability to recruit, train, and retain such a workforce in a way that is effective and sustainable and fosters innovation. One way in which we are meeting this challenge is through the use of the arts in the training of scientists. In this Perspectives article, we review the use of the arts in science education and its benefits in both K–12 and postsecondary education. We also review the use of STEAM (science, technology, engineering, arts, and mathematics) programs in science outreach and the development of professional scientists. PMID:29904562

Building allied health workforce capacity: a strategic approach to workforce innovation.

PubMed

Somerville, Lisa; Davis, Annette; Elliott, Andrea L; Terrill, Desiree; Austin, Nicole; Philip, Kathleen

2015-06-01

The aim of the present study was to identify areas where allied health assistants (AHAs) are not working to their full scope of practice in order to improve the effectiveness of the allied health workforce. Qualitative data collected via focus groups identified suitable AHA tasks and a quantitative survey with allied health professionals (AHPs) measured the magnitude of work the current AHP workforce spends undertaking these tasks. Quantification survey results indicate that Victoria's AHP workforce spends up to 17% of time undertaking tasks that could be delegated to an AHA who has relevant training and adequate supervision. Over half this time is spent on clinical tasks. The skills of AHAs are not being optimally utilised. Significant opportunity exists to reform the current allied health workforce. Such reform should result in increased capacity of the workforce to meet future demands.

Preparing the Future STEM Workforce for Diverse Environments

ERIC Educational Resources Information Center

Daily, Shaundra Bryant; Eugene, Wanda

2013-01-01

Following the belief that diversity breeds innovation in scientific endeavors, there is a national push for more diversity in the science, technology, engineering, and mathematics (STEM) workforce in order to maintain national economic competitiveness. Currently, STEM-related employment is only 28% non-White; however, greater efforts to recruit…

Wind Energy Technology: Training a Sustainable Workforce

ERIC Educational Resources Information Center

Krull, Kimberly W.; Graham, Bruce; Underbakke, Richard

2009-01-01

Through innovative teaching and technology, industry and educational institution partnerships, Cloud County Community College is preparing a qualified workforce for the emerging wind industry estimated to create 80,000 jobs by 2020. The curriculum blends on-campus, on-line and distance learning, land-lab, and field training opportunities for…

A Framework for Evaluating Implementation of Community College Workforce Education Partnerships and Programs

ERIC Educational Resources Information Center

Yarnall, Louise; Tennant, Elizabeth; Stites, Regie

2016-01-01

Greater investments in community college workforce education are fostering large-scale partnerships between employers and educators. However, the evaluation work in this area has focused on outcome and productivity metrics, rather than addressing measures of implementation quality, which is critical to scaling any innovation. To deepen…

Innovative Classroom Strategies That Prepare College Graduates for Workplace Success

ERIC Educational Resources Information Center

Rateau, Richard J.; Kaufman, Eric K.; Cletzer, D. Adam

2015-01-01

In our increasingly competitive and rapidly changing world, it is critical that college graduates enter the workforce with the requisite skills for lasting success. However, recent studies suggest employers increasingly identify a workforce readiness gap in core applied skills, which must be bridged by company investment. Teaching strategies that…

Innovation Expo

NASA Image and Video Library

2017-11-01

Shaun Daly, an integration engineer in the Launch Services Program, explains a new outreach activity for young students during the 2017 Innovation Expo showcase at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-11-01

John Culver, Sustainability Program manager with the Orange County Convention Center in Orlando, was one of the featured speakers at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Building Skills, Increasing Economic Vitality: A Handbook of Innovative State Policies

ERIC Educational Resources Information Center

Biswas, Radha Roy; Mills, Jack; Prince, Heath

2005-01-01

In their 2004 State of the State speeches, the nation's governors cited many issues competing for their attention and their states' resources, including health care, education, crime, and security (Nodine 2004). Among the most compelling challenges were those related to economic development and the ability of a state's workforce to meet the needs…

Meeting the Challenge: Between Depopulation and New Industrialization. Innovations in VET in Eastern Germany

ERIC Educational Resources Information Center

Barabasch, Antje

2012-01-01

Despite the heavy investments in the economic development of East German industry, the region still faces immanent structural challenges that affect the provision of vocational education and training (VET), in particular apprenticeships, and the availability of a well skilled workforce. In this article the situation of the economy as well as new…

Women in Engineering: The Impact of the College Internship on Persistence into an Engineering Field

ERIC Educational Resources Information Center

Brush, Kimberly M.

2013-01-01

The development of a diverse engineering workforce, with a variety of skills and interests is essential to the future of American innovation. Historically, the engineering field has been grounded in a series of standards that often benefit men while creating barriers for women. Thus, strategies for overcoming barriers to women's successful…

Improving Student Outcomes: Restoring America's Education Potential. Strategy Paper

ERIC Educational Resources Information Center

Greenstone, Michael; Looney, Adam; Shevlin, Paige

2011-01-01

For decades, investments in public education have boosted U.S. productivity and earnings, forged a path out of poverty for many families, helped disadvantaged students narrow the learning gap with their peers, and developed a workforce that continues to be among the most productive and innovative on Earth. More recently, this engine of growth has…

Jordan Reforms Public Education to Compete in a Global Economy

ERIC Educational Resources Information Center

Erickson, Paul W.

2009-01-01

The King of Jordan's vision for education is resulting in innovative projects for the country. King Abdullah II wants Jordan to develop its human resources through public education to equip the workforce with skills for the future. From King Abdullah II's vision, the Education Reform for a Knowledge Economy (ERfKE) project implemented by the…

Taking the Initiative on Jobs & Race: Innovations in Workforce Development for Minority Job Seekers and Employers.

ERIC Educational Resources Information Center

Annie E. Casey Foundation, Baltimore, MD.

The Annie E. Casey Foundation launched the eight-year, six-city demonstration project, Jobs Initiative (JI), in 1995 to provide support and assistance to community groups, employers, foundations, and community colleges helping disadvantaged, low-skilled workers secure family-supporting jobs. JI sites found that even during a time when employers…

Prospective Health: Duke's Approach to Improving Employee Health and Managing Health Care Costs

ERIC Educational Resources Information Center

Davidson, H. Clint, Jr.

2004-01-01

If developing a healthy workforce is critical to reining in the skyrocketing cost of health care, then why have so many attempts at preventive health or disease management fallen short? How can employers connect with employees to engage them in changing unhealthy habits or lifestyles? Duke University has launched an innovative new approach called…

The Exploration of New York City High School Students' Global Literacy

ERIC Educational Resources Information Center

Hsu, Hui-Yin; Wang, Shiang-Kwei

2010-01-01

Purpose: When facing greater demands in the international job market and the innovative development and use of technologies, the youth needs a new set of skills and attitudes to succeed in an increasing well-educated global workforce. It is essential that educators prepare high school students' global literacy. In this paper, the authors survey…

Tuning in to Local Labor Markets: Findings from the Sectoral Employment Impact Study

ERIC Educational Resources Information Center

Maguire, Sheila; Freely, Joshua; Clymer, Carol; Conway, Maureen; Schwartz, Deena

2010-01-01

Over the past two decades, an innovative approach to workforce development known as sectoral employment has emerged, resulting in the creation of industry-specific training programs that prepare unemployed and underskilled workers for skilled positions and connect them with employers seeking to fill such vacancies. In 2003, with funding from the…

Earning While Learning: Maintaining Income While Upgrading Skills. Advancement for Low-Wage Workers

ERIC Educational Resources Information Center

Prince, Heath

2004-01-01

Drawing on innovative workforce development efforts around the country, Jobs for the Future (JJF) publications, tool kits, and other resources respond to the challenges to advancement for low-wage workers. Occasional papers in the series Advancement for Low-Wage Workers seeks to elevate discussion of this issue within and outside the workforce…

Creating innovative programs for the future.

PubMed

Allen, Patricia E; Keough, Vicki A; Armstrong, Myrna L

2013-09-01

Although several major national mandates advocate for a better educated workforce, this push comes at a time when the competition for faculty, financial resources, advanced technology, and students remains strong. If nurse educators are seriously considering creating a new nurse program at their school, some key points are essential during the development stage. Using the innovation frameworks from the Institute of Healthcare Improvement, from the global design firm IDEO, and from Gladwell's The Tipping Point: How Little Things Can Make a Big Difference, this article examines the informal, formal, internal, and external work needed during program conceptualization, initial program exploration, resource infrastructure, support, and evaluation for an effective and innovative plan. Copyright 2013, SLACK Incorporated.

Information Technology Research Services: Powerful Tools to Keep Up with a Rapidly Moving Field

NASA Technical Reports Server (NTRS)

Hunter, Paul

2010-01-01

Marty firms offer Information Technology Research reports, analyst calls, conferences, seminars, tools, leadership development, etc. These entities include Gartner, Forrester Research, IDC, The Burton Group, Society for Information Management, 1nfoTech Research, The Corporate Executive Board, and so on. This talk will cover how a number of such services are being used at the Goddard Space Flight Center to improve our IT management practices, workforce skills, approach to innovation, and service delivery. These tools and services are used across the workforce, from the executive leadership to the IT worker. The presentation will cover the types of services each vendor provides and their primary engagement model. The use of these services at other NASA Centers and Headquarters will be included. In addition, I will explain how two of these services are available now to the entire NASA IT workforce through enterprise-wide subscriptions.

Innovation Expo

NASA Image and Video Library

2017-10-31

Trent Smith, project manager in the ISS Exploration Research and Technology Program, displays the U.S. Patent plaque he received during a ceremony at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

Mark Lewis displays the two U.S. Patent plaques he received during a ceremony at the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. To his right is Kelly Jones-McDowall, event co-chairperson. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Building capacity to develop an African teaching platform on health workforce development: a collaborative initiative of universities from four sub Saharan countries

PubMed Central

2014-01-01

Introduction Health systems in many low-income countries remain fragile, and the record of human resource planning and management in Ministries of Health very uneven. Public health training institutions face the dual challenge of building human resources capacity in ministries and health services while alleviating and improving their own capacity constraints. This paper reports on an initiative aimed at addressing this dual challenge through the development and implementation of a joint Masters in Public Health (MPH) programme with a focus on health workforce development by four academic institutions from East and Southern Africa and the building of a joint teaching platform. Methods Data were obtained through interviews and group discussions with stakeholders, direct and participant observations, and reviews of publications and project documents. Data were analysed using thematic analysis. Case description The institutions developed and collaboratively implemented a ‘Masters Degree programme with a focus on health workforce development’. It was geared towards strengthening the leadership capacity of Health ministries to develop expertise in health human resources (HRH) planning and management, and simultaneously build capacity of faculty in curriculum development and innovative educational practices to teach health workforce development. The initiative was configured to facilitate sharing of experience and resources. Discussion The implementation of this initiative has been complex, straddling multiple and changing contexts, actors and agendas. Some of these are common to postgraduate programmes with working learners, while others are unique to this particular partnership, such as weak institutional capacity to champion and embed new programmes and approaches to teaching. Conclusions The partnership, despite significant inherent challenges, has potential for providing real opportunities for building the field and community of practice, and strengthening the staff and organizational capacity of participant institutions. Key learning points of the paper are: • the need for long-term strategies and engagement; • the need for more investment and attention to developing the capacity of academic institutions; • the need to invest specifically in educational/teaching expertise for innovative approaches to teaching and capacity development more broadly; and • the importance of increasing access and support for students who are working adults in public health institutions throughout Africa. PMID:24886267

Striving to Diversify the Geosciences Workforce

NASA Astrophysics Data System (ADS)

Velasco, Aaron A.; Jaurrieta de Velasco, Edith

2010-08-01

The geosciences continue to lag far behind other sciences in recruiting and retaining diverse populations [Czujko and Henley, 2003; Huntoon and Lane, 2007]. As a result, the U.S. capacity for preparedness in natural geohazards mitigation, natural resource management and development, national security, and geosciences education is being undermined and is losing its competitive edge in the global market. Two key populations must be considered as the United States looks to build the future geosciences workforce and optimize worker productivity: the nation's youth and its growing underrepresented minority (URM) community. By focusing on both of these demographics, the United States can address the identified shortage of high-quality candidates for knowledge-intensive jobs in the geosciences, helping to develop the innovative enterprises that lead to discovery and new technology [see National Research Council (NRCd), 2007].

Embracing Change through an Innovative Collaboration

ERIC Educational Resources Information Center

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…

Promising Innovations in Child Welfare Education: Findings from a National Initiative

ERIC Educational Resources Information Center

Strand, Virginia C.; Dettlaff, Alan J.; Counts-Spriggs, Margaret

2015-01-01

For many years, schools of social work have engaged in partnerships, especially with public child welfare agencies, to prepare a competent and professional child welfare workforce through the mechanism of Title IV-E training. In 2008 the National Child Welfare Workforce Institute (NCWWI) established an additional resource for preparing students in…

Displaced Worker Transition Programs: Leading the Workforce Back to Community Colleges.

ERIC Educational Resources Information Center

Walters, Greg; And Others

In response to the increasing numbers of displaced workers due to corporate downsizing, Pellissippi State Technical Community College, in Tennessee, has initiated the Workplace Innovation (WIN) Project to help adults gain prerequisite academic and personal skills to re-enter the workforce or enter college for eventual placement in higher-paying…

School Libraries Renewed

ERIC Educational Resources Information Center

Martin, Ann M.

2008-01-01

The United States no longer has a workforce dependent on operating machinery and performing repetitive tasks. Educators are therefore challenged to change the way students learn and to provide a workforce that is innovative and that has the ability to design new jobs. To do this, students must learn to be problem solvers, to create products that…

An Innovative Behavioral Health Workforce Initiative: Keeping Pace with an Emerging Model of Care

ERIC Educational Resources Information Center

Putney, Jennifer M.; Sankar, Suzanne; Harriman, Kim K.; O'Brien, Kimberly H. McManama; Robinson, David Stanton; Hecker, Suzanne

2017-01-01

Recent policy shifts in health care have created opportunities for social workers to provide services in integrated primary care and behavioral health settings. However, traditionally prepared social workers may not have the skill set necessary to meet practice demands. This article describes a behavioral health workforce initiative that trains…

Mental Health Workforce Change through Social Work Education: A California Case Study

ERIC Educational Resources Information Center

Foster, Gwen; Morris, Meghan Brenna; Sirojudin, Sirojudin

2013-01-01

The 2004 California Mental Health Services Act requires large-scale system change in the public mental health system through a shift to recovery-oriented services for diverse populations. This article describes an innovative strategy for workforce recruitment and retention to create and sustain these systemic changes. The California Social Work…

NASA's Public Participation Universe: Why and How the U.S. Space Agency Is Democratizing Its Approaches to Innovation

NASA Technical Reports Server (NTRS)

Kaminski, Amy; Buquo, Lynn; Roman, Monsi; Beck, Beth; Thaller, Michelle

2016-01-01

This paper analyzes NASA's increasing effort to invite greater public participation in its techno scientific work through open innovation methodologies. First we examine why NASA has expanded its use of these approaches, noting the roles of an intertwined set of forcing functions including budget constraints, the availability of technological resources, and committed individuals. Next we outline the strategies the agency has invoked to engage the public in research, technology development, and other activities to advance and shape NASA's mission. As we show, promoting greater public involvement has entailed facilitating the NASA workforce's familiarity with open innovation approaches as well as developing projects and creating outreach strategies appropriate to the envisioned participant base. We then discuss the wide variety of outcomes NASA's open innovation initiatives have yielded in support of NASA research and development objectives as well as benefits to participants and others. We conclude with a discussion of the remaining barriers to the use of open innovation techniques as a standard practice and the strategies in work to overcome those barriers so the full potential of a democratized approach to innovation can be realized.

The development of the Older Person's Nurse Fellowship: Education concept to delivery.

PubMed

Naughton, Corina; Hayes, Nicky; Zahran, Zainab; Norton, Christine; Lee, Geraldine; Fitzpatrick, Joanne M; Crawford, Mary; Tee, Stephen

2016-09-01

Preparing the nursing workforce to meet the challenges of an ageing population is a priority for many countries. The development of an Older Person's Nurse Fellowship (OPNF) programme for senior clinical nurses is an important innovation. This article describes the philosophical development, delivery and early evaluation of the OPNF. In 2014, Health Education England funded 24 senior clinical nurses to participate in the OPNF. The Fellowship was designed to build clinical leadership and innovation capability and develop a network of nurses to influence local and national strategy for older people's care. The Fellows selected were drawn from mental health (n=4), community/primary care (n=9) and acute care (n=11). The twelve month programme consisted of two Masters-level modules, delivered through study days and e-learning. The first cohort (n=12) commenced the course in November 2014 with a module designed to enhance clinical knowledge and skills. Evaluation data were collected from the first cohort using anonymous surveys (n=11) and focus group interviews (n=9). Descriptive statistics are presented for the quantitative data and common themes are described in the qualitative data. The overall satisfaction with the clinical module was high with a median score of 18/20 (range 17-20). Topics such as comprehensive geriatric assessment, frailty, pharmacology and cognitive assessment were regarded as highly relevant and most likely to result in a change to clinical practice. In the focus group interviews students discussed their learning experience in terms of: module specificity, peer-to-peer learning and using the OPNF as leverage for change. The OPNF is a timely innovation and a positive commitment to developing an academic pathway for senior nurses. It marks an important step in the future development of the older person's nursing workforce. Copyright © 2016 Elsevier Ltd. All rights reserved.

A Study of the Innovation, Creativity, and Leadership Skills Associated with the College-Level Millennial Generation

ERIC Educational Resources Information Center

Lester, Melinda

2011-01-01

As the economy has become increasingly global, organizations whose employees are more creative and innovative compete at a higher level than those who do not. And, organizations that incorporate multi-generations into their workforce will realize more creativity and innovation within their organizations. Now, and in the future, leaders will…

The Fundamental Lifestyle of a University Community: A Case Study of Higher Education in a Malaysian Institution

ERIC Educational Resources Information Center

Abdullah, Melissa Ng Lee Yen; Mey, See Ching

2012-01-01

This study identified the fundamental lifestyles adopted by a university community in Malaysia. Rapid growth and expansion of higher education in Malaysia is inevitable as the country moves from a production-based economy to one that is innovative and knowledge-based, requiring the development of a highly skilled and knowledgeable workforce.…

Unique Education and Workforce Development for NASA Engineers

NASA Technical Reports Server (NTRS)

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.

Global nurse leader perspectives on health systems and workforce challenges.

PubMed

Gantz, Nancy Rollins; Sherman, Rose; Jasper, Melanie; Choo, Chua Gek; Herrin-Griffith, Donna; Harris, Kathy

2012-05-01

As part of the 2011 annual American Organization of Nurse Executives conference held in San Diego, California, a session was presented that focused on nursing workforce and health systems challenges from a global perspective. This article includes content addressed during the session representing nurse leader perspectives from the UK, Singapore and the USA. Recent events in global economic markets have highlighted the interdependence of countries. There is now a global focus on health-care costs and quality as government leaders struggle to reduce budgets and remain solvent. Finding solutions to these complex problems requires that nurse leaders adopt more of a world view and network with one another as they look for best practices and creative strategies. Nursing leadership challenges such as staffing, competency development, ageing populations, reduced health-care funding and maintaining quality are now common global problems. There is a need for innovation in nursing practice to accommodate the enormous challenges facing nursing's future. Opportunities on an international scale for nurse leaders to have dialogue and network, such as the conference presentation discussed in this article, will become increasingly more important to facilitate the development of innovative leadership strategies. © 2012 Blackwell Publishing Ltd.

Intellectual Innovation: A Paradigm Shift in Workforce Development

DTIC Science & Technology

2016-08-01

varying learning abilities and disabilities , and require vary­ ing lengths of time to learn and Although experienced employees need less training...training courses or objectives, organizations should develop a tailored plan that focuses on what each employee needs to learn . Time and effort are... learns in a different way, which can include the use of visual and/or audible as well as the hands­on method of instruc­ tion. Employees also have

Innovative Culture, Part 2: Virtual Consultancies - Engaging Talent

DTIC Science & Technology

2016-01-21

Innovative Culture, Part II: Virtual Consultancies – Engaging Talent January 21, 2016 These are the final briefing slides as approved by...Engaging Talent (Innovative Culture, Part II) – Aims to facilitate and capitalize on the vast capacity for internal consultancy within the DoD...for talent with an industry model that values – and makes effective use of – young, fresh, innovative voices  With a huge uniformed workforce

Innovation Expo

NASA Image and Video Library

2017-10-31

NASA Kennedy Space Center workers display their U.S. Patent plaques during a ceremony at the 2017 Innovation Expo at the center. From left, are Luke Robertson, Trent Smith, Kelly Jones-McDowall, event co-chairperson, Martha Williams and Dr. James Fesmire. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Pilot Innovative Approaches to Funding

ERIC Educational Resources Information Center

Hyslop, Alisha

2008-01-01

The seventh recommendation in ACTE's postsecondary reform position statement is to pilot innovative approaches to funding. Public postsecondary providers are expected to fulfill a number of educational missions linked to separate funding streams, such as academic coursework, workforce education and training, distance education and research. These…

Addressing the STEM Workforce Challenge: Missouri. BHEF Research Brief

ERIC Educational Resources Information Center

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…

Workforce Education Models for K-12 STEM Education Programs: Reflections On, and Implications For, the NSF ITEST Program

ERIC Educational Resources Information Center

Reider, David; Knestis, Kirk; Malyn-Smith, Joyce

2016-01-01

This article proposes a STEM workforce education logic model, tailored to the particular context of the National Science Foundation's Innovative Technology Experiences for Students and Teachers (ITEST) program. This model aims to help program designers and researchers address challenges particular to designing, implementing, and studying education…

Meeting the STEM Workforce Demand: Accelerating Math Learning among Students Interested in STEM. BHEF Research Brief

ERIC Educational Resources Information Center

Business-Higher Education Forum (NJ1), 2011

2011-01-01

Efforts by federal and state governments to increase the STEM (science, technology, engineering and mathematics) workforce in support of innovation and competitiveness are frustrated by a shortage of adequately prepared and interested students. Less than half of 12th graders meet the math proficiency benchmark that indicates college readiness.…

The Early College High School and Student Self-Perceptions of College Readiness

ERIC Educational Resources Information Center

Farrell, Tina L.

2009-01-01

High schools in the United States represent the stepping-off point to adulthood, the threshold for students to enter formal training in college, trade school, or the workforce. As our society faces increased demands for creative solutions, innovation, and a more technological workforce, the current high school model is simply antiquated. The Early…

Exploring the Profile of Teachers of Secondary Science: What Are the Emerging Issues for Future Workforce Planning?

ERIC Educational Resources Information Center

Panizzon, Debra; Westwell, Martin; Elliott, Katrina

2010-01-01

Australia requires a flexible and scientifically literate population if we are to maintain and possibly raise our competitive edge for innovation in an ever-changing global economy (DEST, 2006). Central to achieving this outcome is a workforce of competent teachers of Science with the pedagogical expertise, subject knowledge and enthusiasm…

Community College Workforce Training Programs: Expanding the Mission To Meet Critical Needs.

ERIC Educational Resources Information Center

Beckman, Brenda Marshall; Doucette, Don

1993-01-01

In fall 1992, the League for Innovation in the Community College conducted a survey of 1,042 community colleges to determine the extent and nature of their involvement in workforce training programs, the types of companies served, funding mechanisms, and perceived obstacles to providing effective training. Study findings, based on a 73.2% response…

Meeting the STEM Workforce Challenge: Leveraging Higher Education's Untapped Potential to Prepare Tomorrow's STEM Workforce. BHEF Policy Brief

ERIC Educational Resources Information Center

Business-Higher Education Forum (NJ1), 2011

2011-01-01

Innovations in science and engineering have driven economic growth in the United States over the last five decades. More recently, technology has risen to become a defining driver of productivity in business and industry. In that context, college graduates in science, technology, engineering, and mathematics (STEM) disciplines provide critical…

CommunityRx: A Population Health Improvement Innovation That Connects Clinics To Communities.

PubMed

Lindau, Stacy T; Makelarski, Jennifer; Abramsohn, Emily; Beiser, David G; Escamilla, Veronica; Jerome, Jessica; Johnson, Daniel; Kho, Abel N; Lee, Karen K; Long, Timothy; Miller, Doriane C

2016-11-01

The CommunityRx system, a population health innovation, combined an e-prescribing model and community engagement to strengthen links between clinics and community resources for basic, wellness, and disease self-management needs in Chicago. The components of CommunityRx were a youth workforce, whose members identified 19,589 public-serving entities in the 106-square-mile implementation region between 2012 and 2014; community health information specialists, who used the workforce's findings to generate an inventory of 14,914 health-promoting resources; and a health information technology (IT) platform that was integrated with three electronic health record systems at thirty-three clinical sites. By mapping thirty-seven prevalent social and medical conditions to community resources, CommunityRx generated 253,479 personalized HealtheRx prescriptions for more than 113,000 participants. Eighty-three percent of the recipients found the HealtheRx very useful, and 19 percent went to a place they learned about from the HealtheRx. All but one organization continued using the CommunityRx system after the study period ended. This study demonstrates the feasibility of using health IT and workforce innovation to bridge the gap between clinical and other health-promoting sectors. Project HOPE—The People-to-People Health Foundation, Inc.

The Guatemala-Penn Partners: An Innovative Inter-Institutional Model for Scientific Capacity-Building, Healthcare Education, and Public Health.

PubMed

Paniagua-Avila, Maria Alejandra; Messenger, Elizabeth; Nelson, Caroline A; Calgua, Erwin; Barg, Frances K; Bream, Kent W; Compher, Charlene; Dean, Anthony J; Martinez-Siekavizza, Sergio; Puac-Polanco, Victor; Richmond, Therese S; Roth, Rudolf R; Branas, Charles C

2017-01-01

Population health outcomes are directly related to robust public health programs, access to basic health services, and a well-trained health-care workforce. Effective health services need to systematically identify solutions, scientifically test these solutions, and share generated knowledge. The World Health Organization (WHO)'s Global Healthcare Workforce Alliance states that the capacity to perform research is an essential factor for well-functioning public health systems. Low- and middle-income countries have greater health-care worker shortages and lower research capacity than higher-income countries. International global health partnerships between higher-income countries and low-middle-income countries aim to directly address such inequalities through capacity building, a process by which human and institutional resources are strengthened and developed, allowing them to perform high-level functions, solve complex problems, and achieve important objectives. The Guatemala-Penn Partners (GPP) is a collaboration among academic centers in Guatemala and the University of Pennsylvania (Penn), in Philadelphia, Pennsylvania that echoes the vision of the WHO's Global Healthcare Workforce Alliance. This article describes the historical development and present organization of the GPP according to its three guiding principles: university-to-university connections, dual autonomies with locally led capacity building, and mutually beneficial exchanges. It describes the GPP activities within the domains of science, health-care education, and public health, emphasizing implementation factors, such as sustainability and scalability, in relation to the guiding principles. Successes and limitations of this innovative model are also analyzed in the hope that the lessons learned may be applied to similar partnerships across the globe.

The Guatemala-Penn Partners: An Innovative Inter-Institutional Model for Scientific Capacity-Building, Healthcare Education, and Public Health

PubMed Central

Paniagua-Avila, Maria Alejandra; Messenger, Elizabeth; Nelson, Caroline A.; Calgua, Erwin; Barg, Frances K.; Bream, Kent W.; Compher, Charlene; Dean, Anthony J.; Martinez-Siekavizza, Sergio; Puac-Polanco, Victor; Richmond, Therese S.; Roth, Rudolf R.; Branas, Charles C.

2017-01-01

Population health outcomes are directly related to robust public health programs, access to basic health services, and a well-trained health-care workforce. Effective health services need to systematically identify solutions, scientifically test these solutions, and share generated knowledge. The World Health Organization (WHO)’s Global Healthcare Workforce Alliance states that the capacity to perform research is an essential factor for well-functioning public health systems. Low- and middle-income countries have greater health-care worker shortages and lower research capacity than higher-income countries. International global health partnerships between higher-income countries and low-middle-income countries aim to directly address such inequalities through capacity building, a process by which human and institutional resources are strengthened and developed, allowing them to perform high-level functions, solve complex problems, and achieve important objectives. The Guatemala–Penn Partners (GPP) is a collaboration among academic centers in Guatemala and the University of Pennsylvania (Penn), in Philadelphia, Pennsylvania that echoes the vision of the WHO’s Global Healthcare Workforce Alliance. This article describes the historical development and present organization of the GPP according to its three guiding principles: university-to-university connections, dual autonomies with locally led capacity building, and mutually beneficial exchanges. It describes the GPP activities within the domains of science, health-care education, and public health, emphasizing implementation factors, such as sustainability and scalability, in relation to the guiding principles. Successes and limitations of this innovative model are also analyzed in the hope that the lessons learned may be applied to similar partnerships across the globe. PMID:28443274

Integrating electron microscopy into nanoscience and materials engineering programs

NASA Astrophysics Data System (ADS)

Cormia, Robert D.; Oye, Michael M.; Nguyen, Anh; Skiver, David; Shi, Meng; Torres, Yessica

2014-10-01

Preparing an effective workforce in high technology is the goal of both academic and industry training, and has been the engine that drives innovation and product development in the United States for over a century. During the last 50 years, technician training has comprised a combination of two-year academic programs, internships and apprentice training, and extensive On-the-Job Training (OJT). Recently, and especially in Silicon Valley, technicians have four-year college degrees, as well as relevant hands-on training. Characterization in general, and microscopy in particular, is an essential tool in process development, manufacturing and QA/QC, and failure analysis. Training for a broad range of skills and practice is challenging, especially for community colleges. Workforce studies (SRI/Boeing) suggest that even four year colleges often do not provide the relevant training and experience in laboratory skills, especially design of experiments and analysis of data. Companies in high-tech further report difficulty in finding skilled labor, especially with industry specific experience. Foothill College, in partnership with UCSC, SJSU, and NASA-Ames, has developed a microscopy training program embedded in a research laboratory, itself a partnership between university and government, providing hands-on experience in advanced instrumentation, experimental design and problem solving, with real-world context from small business innovators, in an environment called `the collaboratory'. The program builds on AFM-SEM training at Foothill, and provides affordable training in FE-SEM and TEM through a cost recovery model. In addition to instrument and engineering training, the collaboratory also supports academic and personal growth through a multiplayer social network of students, faculty, researchers, and innovators.

77 FR 66523 - National Entrepreneurship Month, 2012

Federal Register 2010, 2011, 2012, 2013, 2014

2012-11-06

... innovation, and get their ventures off the ground faster. Alongside it, leaders in the private sector... directed Federal agencies to streamline processes for establishing public-private research partnerships... into law, which is making it easier for innovative companies to go public and expand their workforce...

Issues faced by community health centers.

PubMed

Grover, Jane

2009-05-01

Federally qualified health centers face numerous issues with regard to marketplace competition, staffing, and reimbursement streams that assure financial viability. Positioning the dental department of a health center to a high community profile strengthens the health center in professional educational development leading to a pipeline of workforce members, effective dental directors, and innovative fund-raising. A new dental team member developed by the American Dental Association can be utilized in health centers to make all traditional auxiliaries more productive.

Environmental Protection--Innovations in Vocational Training and the Use of Information Technology for the Purpose of Theme-Oriented Knowledge Management.

ERIC Educational Resources Information Center

Haertel, Michael

Knowledge and skills related to environmental protection are in high demand for any workforce that is both aware of and competent in its actions. Continuous optimization and reform of production structures are essential procedures for ecology-geared corporate processes; therefore, corresponding training for all members of the workforce, from…

Strategies to Produce New Nurses for a Changing Profession: A Policy Brief on Innovation in Nursing Education

ERIC Educational Resources Information Center

Klein-Collins, Rebecca

2011-01-01

For several years leading up to 2008, workforce data painted a picture of an imminent crisis in the healthcare workforce, with demand for registered nurses far exceeding supply. The economic recession has provided a temporary reprieve, as older nurses postponed retirement and hospitals instituted hiring freezes. However, economists believe that as…

Policy and Advocacy Concepts and Processes: Innovative Content in Early Childhood Teacher Education

ERIC Educational Resources Information Center

Hollingsworth, Heidi L.; Knight-McKenna, Mary; Bryan, Ren

2016-01-01

Knowledge and skills regarding policy and advocacy are important expectations for today's early childhood workforce, yet policy and advocacy content and processes have not traditionally been emphasized in teacher preparation programmes. This article describes an innovative undergraduate course that goes beyond traditional foci on developmental…

An analysis of United States K-12 stem education versus STEM workforce at the dawn of the digital revolution

NASA Astrophysics Data System (ADS)

Cataldo, Franca

The world is at the dawn of a third industrial revolution, the digital revolution, that brings great changes the world over. Today, computing devices, the Internet, and the World Wide Web are vital technology tools that affect every aspect of everyday life and success. While computing technologies offer enormous benefits, there are equally enormous safety and security risks that have been growing exponentially since they became widely available to the public in 1994. Cybercriminals are increasingly implementing sophisticated and serious hack attacks and breaches upon our nation's government, financial institutions, organizations, communities, and private citizens. There is a great need for computer scientists to carry America's innovation and economic growth forward and for cybersecurity professionals to keep our nation safe from criminal hacking. In this digital age, computer science and cybersecurity are essential foundational ingredients of technological innovation, economic growth, and cybersecurity that span all industries. Yet, America's K-12 education institutions are not teaching the computer science and cybersecurity skills required to produce a technologically-savvy 21st century workforce. Education is the key to preparing students to enter the workforce and, therefore, American K-12 STEM education must be reformed to accommodate the teachings required in the digital age. Keywords: Cybersecurity Education, Cybersecurity Education Initiatives, Computer Science Education, Computer Science Education Initiatives, 21 st Century K-12 STEM Education Reform, 21st Century Digital Literacies, High-Tech Innovative Problem-Solving Skills, 21st Century Digital Workforce, Standardized Testing, Foreign Language and Culture Studies, Utica College, Professor Chris Riddell.

A Study of Critical Thinking Training in the Army Contracting Workforce

DTIC Science & Technology

2016-03-23

contracting professionals obligate large sums of money annually and are responsible for many of the business decisions that shape a large number of...improved business arrangements, resulting in increased efficiency, effectiveness, and innovation within Army acquisition and savings for DoD and the...Acquisition System (2012). There was a continued emphasis on the importance of sound business decisions being made by the acquisition workforce

Customer Choice or Business as Usual?: Promoting Innovation in the Design of WIA Training Programs Through the Individual Training Account Experiment.

ERIC Educational Resources Information Center

Perez-Johnson, Irma; Decker, Paul

The Workforce Investment Act (WIA) of 1998 requires that workforce investment areas establish individual training accounts (ITAs) that provide vouchers customers can use to pay for training. The United States Department of Labor is supporting the ITA experiment, during which new customers determined to be eligible for training will be randomly…

Lightweight, High Strength Metals With Enhanced Radiation Shielding - Technology Advancing Partnerships Challenge Project

NASA Technical Reports Server (NTRS)

Wright, Maria Clara (Compiler)

2015-01-01

The Technology Advancing Partnership (TAP) Challenge will seek to foster innovation throughout the Center by allowing the KSC workforce to identify a specific technology idea that needs improvement and to then work with an external partner to develop that technology. This Challenge will enable competitive partnerships with outside entities that will increase the value by bringing leveraged resources. The selected proposal from the University of Florida will develop new lightweight technologies with radiation mitigation for spacecraft.

End-of-life care at academic medical centers: implications for future workforce requirements.

PubMed

Goodman, David C; Stukel, Thérèse A; Chang, Chiang-hua; Wennberg, John E

2006-01-01

The expansion of U.S. physician workforce training has been justified on the basis of population growth, technological innovation, and economic expansion. Our analyses found threefold differences in physician full-time-equivalent (FTE) inputs for Medicare cohorts cared for at academic medical centers (AMCs); AMC inputs were highly correlated with the number of physician FTEs per Medicare beneficiary in AMC regions. Given the apparent inefficiency of current physician practices, the supply pipeline is sufficient to meet future needs through 2020, with adoption of the workforce deployment patterns now seen among AMCs and regions dominated by large group practices.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. Patent plaques were awarded to, second from left, Robert Mueller, Adam Dokos and Ivan Townsend III, for their invention, Self-Cleaning Filament Connector, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. At left is Kelvin Manning, Kennedy's associate director. At far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

Robert Youngquist, center, Applied Physics Laboratory lead, received a U.S. Patent plaque for his invention, Surface Acoustic Wave Tag-Based Coherence Multiplexing, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. From left, are Kelvin Manning, Kennedy's associate director; Youngquist; and Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Repositioning interprofessional education from the margins to the centre of Australian health professional education ? what is required?

PubMed

Dunston, Roger; Forman, Dawn; Thistlethwaite, Jill; Steketee, Carole; Rogers, Gary D; Moran, Monica

2018-01-16

Objective This paper examines the implementation and implications of four development and research initiatives, collectively titled the Curriculum Renewal Studies program (CRS), occurring over a 6-year period ending in 2015 and focusing on interprofessional education (IPE) within Australian pre-registration health professional education. Methods The CRS was developed as an action-focused and participatory program of studies. This research and development program used a mixed-methods approach. Structured survey, interviews and extensive documentary analyses were supplemented by semi-structured interviews, focus groups, large group consultations and consensus building methods. Narrative accounts of participants' experiences and an approach to the future development of Australian IPE were developed. Results Detailed accounts of existing Australian IPE curricula and educational activity were developed. These accounts were published and used in several settings to support curriculum and national workforce development. Reflective activities engaging with the findings facilitated the development of a national approach to the future development of Australian IPE - a national approach focused on coordinated and collective governance and development. Conclusion This paper outlines the design of an innovative approach to national IPE governance and development. It explores how ideas drawn from sociocultural theories were used to guide the choice of methods and to enrich data analysis. Finally, the paper reflects on the implications of CRS findings for health professional education, workforce development and the future of Australian IPE. What is known about the topic? IPE to enable the achievement of interprofessional and collaborative practice capabilities is widely accepted and promoted. However, many problems exist in embedding and sustaining IPE as a system-wide element of health professional education. How these implementation problems can be successfully addressed is a health service and education development priority. What does this paper add? The paper presents a summary of how Australian IPE was conceptualised, developed and delivered across 26 universities during the period of the four CRS studies. It points to strengths and limitations of existing IPE. An innovative approach to the future development of Australian IPE is presented. The importance of sociocultural factors in the development of practitioner identity and practice development is identified. What are the implications for practitioners? The findings of the CRS program present a challenging view of current Australian IPE activity and what will be required to meet industry and health workforce expectations related to the development of an Australian interprofessional- and collaborative-practice-capable workforce. Although the directions identified pose considerable challenges for the higher education and health sectors, they also provide a consensus-based approach to the future development of Australian IPE. As such they can be used as a blueprint for national development.

The Meaning and Relevancy of Innovation and Entrepreneurship: An Exploration of Agriculture Teacher Preparation and Perspectives

ERIC Educational Resources Information Center

Mars, Matthew M.

2016-01-01

Innovation and entrepreneurship are central components of the nation's current economic strategy and thus have direct influence over workforce competitiveness within agricultural industries and environments. In this multiple case study, the experiences and perspectives specific to these two components of 21 graduate students preparing or further…

Human resources for health (and rehabilitation): Six Rehab-Workforce Challenges for the century.

PubMed

Jesus, Tiago S; Landry, Michel D; Dussault, Gilles; Fronteira, Inês

2017-01-23

People with disabilities face challenges accessing basic rehabilitation health care. In 2006, the United Nations Convention on the Rights of Persons with Disabilities (CRPD) outlined the global necessity to meet the rehabilitation needs of people with disabilities, but this goal is often challenged by the undersupply and inequitable distribution of rehabilitation workers. While the aggregate study and monitoring of the physical rehabilitation workforce has been mostly ignored by researchers or policy-makers, this paper aims to present the 'challenges and opportunities' for guiding further long-term research and policies on developing the relatively neglected, highly heterogeneous physical rehabilitation workforce. The challenges were identified through a two-phased investigation. Phase 1: critical review of the rehabilitation workforce literature, organized by the availability, accessibility, acceptability and quality (AAAQ) framework. Phase 2: integrate reviewed data into a SWOT framework to identify the strengths and opportunities to be maximized and the weaknesses and threats to be overcome. The critical review and SWOT analysis have identified the following global situation: (i) needs-based shortages and lack of access to rehabilitation workers, particularly in lower income countries and in rural/remote areas; (ii) deficiencies in the data sources and monitoring structures; and (iii) few exemplary innovations, of both national and international scope, that may help reduce supply-side shortages in underserved areas. Based on the results, we have prioritized the following 'Six Rehab-Workforce Challenges': (1) monitoring supply requirements: accounting for rehabilitation needs and demand; (2) supply data sources: the need for structural improvements; (3) ensuring the study of a whole rehabilitation workforce (i.e. not focused on single professions), including across service levels; (4) staffing underserved locations: the rising of education, attractiveness and tele-service; (5) adapt policy options to different contexts (e.g. rural vs urban), even within a country; and (6) develop international solutions, within an interdependent world. Concrete examples of feasible local, global and research action toward meeting the Six Rehab-Workforce Challenges are provided. Altogether, these may help advance a policy and research agenda for ensuring that an adequate rehabilitation workforce can meet the current and future rehabilitation health needs.

CMS Innovation Center Health Care Innovation Awards

PubMed Central

Berry, Sandra H.; Concannon, Thomas W.; Morganti, Kristy Gonzalez; Auerbach, David I.; Beckett, Megan K.; Chen, Peggy G.; Farley, Donna O.; Han, Bing; Harris, Katherine M.; Jones, Spencer S.; Liu, Hangsheng; Lovejoy, Susan L.; Marsh, Terry; Martsolf, Grant R.; Nelson, Christopher; Okeke, Edward N.; Pearson, Marjorie L.; Pillemer, Francesca; Sorbero, Melony E.; Towe, Vivian; Weinick, Robin M.

2013-01-01

Abstract The Center for Medicare and Medicaid Innovation within the Centers for Medicare & Medicaid Services (CMS) has funded 108 Health Care Innovation Awards, funded through the Affordable Care Act, for applicants who proposed compelling new models of service delivery or payment improvements that promise to deliver better health, better health care, and lower costs through improved quality of care for Medicare, Medicaid, and Children's Health Insurance Program enrollees. CMS is also interested in learning how new models would affect subpopulations of beneficiaries (e.g., those eligible for Medicare and Medicaid and complex patients) who have unique characteristics or health care needs that could be related to poor outcomes. In addition, the initiative seeks to identify new models of workforce development and deployment, as well as models that can be rapidly deployed and have the promise of sustainability. This article describes a strategy for evaluating the results. The goal for the evaluation design process is to create standardized approaches for answering key questions that can be customized to similar groups of awardees and that allow for rapid and comparable assessment across awardees. The evaluation plan envisions that data collection and analysis will be carried out on three levels: at the level of the individual awardee, at the level of the awardee grouping, and as a summary evaluation that includes all awardees. Key dimensions for the evaluation framework include implementation effectiveness, program effectiveness, workforce issues, impact on priority populations, and context. The ultimate goal is to identify strategies that can be employed widely to lower cost while improving care. PMID:28083297

Collaboration in photonics education and training

NASA Astrophysics Data System (ADS)

Donnelly, Judith F.; Gladue, Betti J.; Seebeck, Randall G.; Stroup, Margaret H.; Valentin, Marjorie R.

2004-10-01

Three Rivers Community College (TRCC), with federal funding from the Connecticut Business & Industry Association (CBIA), partnered with Connecticut's photonics industry to provide an innovative 14.5 credit program in optics, lasers, and fiber optics. This summary highlights the collaborative training effort which provided a distance learning Certificate in Fiber Optics. The program also featured assistance by company mentors. This approach was developed to address training objectives and company goals. In today's global marketplace, companies are looking for ways to stay ahead of the competition. Taking advantage of the latest training and consulting services offered by CBIA is crucial to a company's, and the workforce's, continued growth and prosperity. Hiring and retraining a skilled workforce is one of the most important issues facing employers today. CBIA is the nation's largest statewide business organization, with 10,000 member companies.

Use of video-feedback, reflection, and interactive analysis to improve nurse leadership practices.

PubMed

Crenshaw, Jeannette T

2012-01-01

The chronic shortage of registered nurses (RNs) affects patient safety and health care quality. Many factors affect the RN shortage in the workforce, including negative work environments, exacerbated by ineffective leadership approaches. Improvements in the use of relationship-based leadership approaches lead to healthier work environments that foster RN satisfaction and reduce RN turnover and vacancy rates in acute care settings. In this article, an innovative approach to reduce nurse turnover and decrease vacancy rates in acute care settings is described. Video feedback with reflection and interactive analysis is an untapped resource for nurse leaders and aspiring nurse leaders in their development of effective leadership skills. This unique method may be an effective leadership strategy for addressing recruitment and retention issues in a diverse workforce.

Advancing Health Equity Through Student Empowerment and Professional Success: A Statewide Approach.

PubMed

Noone, Joanne; Wros, Peggy; Cortez, David; Najjar, Rana; Magdaleno, Leela

2016-06-01

A lack of diversity in the nursing workforce nationally has been identified by Oregon state leaders as a factor contributing to health inequity. The goal of Advancing Health Equity Through Student Empowerment and Professional Success (HealthE STEPS) is to graduate nursing students from disadvantaged backgrounds to improve health equity within their communities. A comprehensive plan of evidence-based strategies was developed based on social determinants of health and addresses academic socialization, learning support, financial resources, networking, curriculum development, and campus culture. Ninety undergraduate nursing students participated in the program during a 2-year period. Retention of participants was 97% with graduation rates of 94%. First-time licensure pass rates were 82% and 96% of participating graduates employed in a medically underserved community. This comprehensive innovative program of evidence-based strategies addresses health equity by developing a diverse nursing workforce to practice in medically underserved communities. [J Nurs Educ. 2016;55(6):316-322.]. Copyright 2016, SLACK Incorporated.

Interventions to support and develop clinician-researcher leadership in one health district.

PubMed

Fry, Margaret; Dombkins, Anthony

2017-07-10

Purpose Clinical leadership, researcher capacity and a culture of clinical inquiry are needed in the clinical workforce. The purpose of this paper is to report on a program which was used to develop and support clinicians to explore practice, implement innovation, translate evidence and build researcher capacity. Design/methodology/approach This pragmatic paper presents a case study of a nursing and midwifery clinician-researcher development program. The multi-site, multi-modal program focused on education, mentoring and support, communication networks, and clinician-university partnerships strategies to build workforce capacity and leadership. Findings Over 2,000 staff have been involved in the program representing a range of health disciplines. The study day program has been delivered to 500 participants with master classes having over 1,500 attendees. The research mentor program has demonstrated that participants increased their confidence for research leadership roles and are pursuing research and quality assurance projects. Communication strategies improved the visibility of nursing and midwifery. Research limitations/implications This case study was conducted in one health district, which may not have relevance to other geographical areas. The small numbers involved in the research mentor program need to be considered when reviewing the findings. Practical implications The program has been a catalyst for developing a research culture, clinical leadership and research networks that strengthen workforce capacity. Building researcher skills in the workforce will better support quality healthcare and the examination of everyday practice. Social implications Building a culture of healthcare that is based on inquiry and evidence-based practice will lead to more appropriate and consistent healthcare delivery. Consumers have the right to expect health clinicians will challenge everyday practice and have the skills and capability to translate or generate best evidence to underpin professional and service delivery. Originality/value This paper provides strategies for building workforce researcher capacity and capability. The program provides opportunity for building research networks and role modeling the value and importance of research to practice and quality improvement.

An Innovative Approach to Bridge a Skill Gap and Grow a Workforce Pipeline: The Computer System, Cluster, and Networking Summer Institute

DOE Office of Scientific and Technical Information (OSTI.GOV)

Connor, Carolyn Marie; Jacobson, Andree Lars; Bonnie, Amanda Marie

Sustainable and effective computing infrastructure depends critically on the skills and expertise of domain scientists and of committed and well-trained advanced computing professionals. But, in its ongoing High Performance Computing (HPC) work, Los Alamos National Laboratory noted a persistent shortage of well-prepared applicants, particularly for entry-level cluster administration, file systems administration, and high speed networking positions. Further, based upon recruiting efforts and interactions with universities graduating students in related majors of interest (e.g., computer science (CS)), there has been a long standing skillset gap, as focused training in HPC topics is typically lacking or absent in undergraduate and in evenmore » many graduate programs. Given that the effective operation and use of HPC systems requires specialized and often advanced training, that there is a recognized HPC skillset gap, and that there is intense global competition for computing and computational science talent, there is a long-standing and critical need for innovative approaches to help bridge the gap and create a well-prepared, next generation HPC workforce. Our paper places this need in the context of the HPC work and workforce requirements at Los Alamos National Laboratory (LANL) and presents one such innovative program conceived to address the need, bridge the gap, and grow an HPC workforce pipeline at LANL. The Computer System, Cluster, and Networking Summer Institute (CSCNSI) completed its 10th year in 2016. The story of the CSCNSI and its evolution is detailed below with a description of the design of its Boot Camp, and a summary of its success and some key factors that have enabled that success.« less

An Innovative Approach to Bridge a Skill Gap and Grow a Workforce Pipeline: The Computer System, Cluster, and Networking Summer Institute

DOE PAGES

Connor, Carolyn Marie; Jacobson, Andree Lars; Bonnie, Amanda Marie; ...

2016-11-01

Sustainable and effective computing infrastructure depends critically on the skills and expertise of domain scientists and of committed and well-trained advanced computing professionals. But, in its ongoing High Performance Computing (HPC) work, Los Alamos National Laboratory noted a persistent shortage of well-prepared applicants, particularly for entry-level cluster administration, file systems administration, and high speed networking positions. Further, based upon recruiting efforts and interactions with universities graduating students in related majors of interest (e.g., computer science (CS)), there has been a long standing skillset gap, as focused training in HPC topics is typically lacking or absent in undergraduate and in evenmore » many graduate programs. Given that the effective operation and use of HPC systems requires specialized and often advanced training, that there is a recognized HPC skillset gap, and that there is intense global competition for computing and computational science talent, there is a long-standing and critical need for innovative approaches to help bridge the gap and create a well-prepared, next generation HPC workforce. Our paper places this need in the context of the HPC work and workforce requirements at Los Alamos National Laboratory (LANL) and presents one such innovative program conceived to address the need, bridge the gap, and grow an HPC workforce pipeline at LANL. The Computer System, Cluster, and Networking Summer Institute (CSCNSI) completed its 10th year in 2016. The story of the CSCNSI and its evolution is detailed below with a description of the design of its Boot Camp, and a summary of its success and some key factors that have enabled that success.« less

Innovations in Labor Market Information and Their Application: Applications for Workforce Programs. A Greenways Action Brief

ERIC Educational Resources Information Center

Milfort, Myriam; Kelley, Jeremy

2012-01-01

With funding from the Joyce and Lumina foundations, Jobs for the Future (JFF) launched Credentials that Work to help postsecondary institutions, regions, and states align their occupational training programs to changing market demands. This initiative incorporates innovations in real-time labor market information in guiding institutions to better…

Igniting Innovation: Colleges Get Creative to Meet Persistent Challenges in Race to the Top

ERIC Educational Resources Information Center

Violino, Bob

2012-01-01

When the going gets tough, the tough get...innovative. That's the approach some forward-thinking community college leaders are taking as their institutions set about the task of restocking the nation's workforce in the face of historic enrollments and severe, if seemingly unending, budget cuts. Recognized by the Aspen Institute as the most…

FY 2015 Adult Education and Family Literacy: Report to the Governor and General Assembly. A Summary of Programs and Activities during the Fiscal Year July 1, 2014 through June 30, 2015

ERIC Educational Resources Information Center

Illinois Community College Board, 2016

2016-01-01

The Illinois Community College Board (ICCB) continues to build and expand opportunities for adult education students to transition into college and the workforce. Through the Workforce Innovation and Opportunity Act (WIOA), the ICCB will better align services with the core partners to assist students in accessing career pathway instructional and…

A Benchmarking Study of Air Force Program Manager Competencies

DTIC Science & Technology

2012-03-01

New tools and techniques are needed for managing complex projects. • There is an inevitability of scope creep, especially if the project is...workforce could be reshaped. The Task Force identified new initiatives as well as existing DOD programs that were considered innovative approaches to...projected growth of its civilian workforce in order to keep civilian staffing at fiscal 2010 levels (AF News , 2011). One person hired for every two new

Aligning career development with organizational goals: working towards the development of a strong and sustainable workforce.

PubMed

Saxe-Braithwaite, Marcy; Carlton, Sandra; Bass, Brenda

2009-01-01

The rapidly changing world of healthcare is faced with many challenges, not the least of which is a diminishing workforce. Healthcare organizations must develop multiple strategies, not only to attract and retain employees, but also to ensure that workers are prepared for continuous change in the workplace, are working at their full scope of practice and are committed to, and accountable for, the provision of high-quality care. There is evidence that by creating a healthier workplace, improved patient care will follow. Aligning Healthy Workplace Initiatives with an organization's strategic goals, corporate culture and vision reinforces their importance within the organization. In this paper, we describe an innovative pilot to assess a career development program, one of multiple Healthy Workplace Initiatives taking place at Providence Care in Kingston, Ontario in support of our three strategic goals. The results of the pilot were very encouraging; subsequent success in obtaining funding from HealthForceOntario has allowed the implementation of a sustainable program of career development within the organization. More work is required to evaluate its long-term effectiveness.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. Patent plaques were awarded to, second from left, Luke Roberson, Trent Smith, Martha Williams and James Fesmire, for their invention, Aerogel/Polymer Composite Materials, known as Aeroplastic, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. At left is Kelvin Manning, Kennedy's associate director; and at far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. and Canadian Patent plaques were awarded to, second from left, Phillip Maloney, Robert Devor and Jacqueline Quinn, for their invention, Removing Halogenated Compounds from Contaminated Systems, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. Not pictured: James Captain. At left is Kelvin Manning, Kennedy's associate director. At far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-11-01

Ed Rosenthal, founder and chairman of Florikan controlled release fertilizers, displays his plant growth material during the 2017 Innovation Expo showcase at NASA's Kennedy Space Center in Florida. The controlled release fertilizer is used in NASA's Veggie plant growth system on the International Space Station and in the Veggie control unit in a laboratory in the Space Station Processing Facility. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-11-01

Trent Smith, a project manager in the ISS Exploration Research and Technology Program, displays microgreens grown in the same space dirt (arcillite) that is used in the plant pillows for the Veggie plant growth system on the International Space Station and in a 3-D-printed plastic matrix during the 2017 Innovation Expo showcase at NASA's Kennedy Space Center in Florida. The purpose of the annual two-day event is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Undergraduate and Teaching Assistants' Perceptions of Classroom Community in Freshman Biological Sciences Laboratories and Implications for Persistence and Professional Development

NASA Astrophysics Data System (ADS)

Kardohely, Andrew

The American economy hinges on the health and production of science, technology engineering and mathematics workforce (STEM). Although this sector of the American workforce represents a substantially fewer jobs the STEM workforce fuels job growth and sustainability in the other sectors of the American workforce. Unfortunately, over the next decade the U.S. will face an additional deficit of over a million STEM professionals, thus the need is here now to fill this deficit. STEM education should, therefore, dedicated to producing graduates. One strategy to produce more STEM graduates is through retention of student in STEM majors. Retention or persistence is highly related to student sense of belonging in academic environments. This study investigates graduate teaching assistants (GTAs) perceptions of their classrooms and the implications of those perceptions on professional development. Furthermore, correlations between classroom community and student desire to persist, as measured by Rovai's Classroom Community Index (CCI) were established (P=0.0311). The interactions are described and results are discussed. Using a framework of teaching for community, and a qualitative analytic case study with memo writing about codes and themes methodology supported several themes including passion to teach and dedication to student learning, innovation in teaching practices based on evidence, an intrinsic desire to seek a diverse set of feedback, and instructors can foster community in the classroom. Using the same methodology one emergent theme, a tacit rather than explicit understanding of reading the classroom, was also present in the current study. Based on the results and using a lens for professional development, strategies and suggestions are made regarding strategies to enhance instructors' use of feedback and professional development.

Is innovative workforce planning software the solution to NHS staffing and cost crisis? An exploration of the locum industry.

PubMed

Theodoulou, Iakovos; Reddy, Akshaya Mohan; Wong, Jeremy

2018-03-20

Workforce planning in the British healthcare system (NHS) is associated with significant costs of agency staff employment. The introduction of a novel software (ABG) as a 'people to people economy' (P2PE) platform for temporary staff recruitment offers a potential solution to this problem. Consequently, the focus of this study was twofold - primarily to explore the locum doctor landscape, and secondarily to evaluate the implementation of P2PE in the healthcare industry. Documentary analysis was conducted alongside thirteen semi structured interviews across five informant groups: two industry experts, two healthcare consultants, an executive director, two speciality managers and six doctors. We found that locum doctors are indispensable to covering workforce shortages, yet existing planning and recruitment practices were found to be inefficient, inconsistent and lacking transparency. Contrarily, mobile-first solutions such as ABG seem to secure higher convenience, better transparency, cost and time efficiency. We also identified factors facilitating the successful diffusion of ABG; these were in line with classically cited characteristics of innovation such as trialability, observability, and scope for local reinvention. Drawing upon the concept of value-based healthcare coupled with the analysis of our findings led to the development of Information Exchange System (IES) model, a comprehensive framework allowing a thorough comparison of recruitment practices in healthcare. IES was used to evaluate ABG and its diffusion against other recruitment methods and ABG was found to outperform its alternatives, thus suggesting its potential to solve the staffing and cost crisis at the chosen hospital.

The U.S. STEM Undergraduate Model: Applying System Dynamics to Help Meet President Obama's Goals for One Million STEM Graduates and the U.S. Navy's Civilian STEM Workforce Needs

ERIC Educational Resources Information Center

Business-Higher Education Forum, 2013

2013-01-01

This report shows how insights gained from system dynamics modeling and the U.S. STEM Undergraduate Model® can help inform the Navy's strategy to grow a robust civilian workforce that is strongly invested with Navy-relevant STEM skills and ready to contribute to the next generation of Naval innovation. This work positions the Navy to serve a…

Rebuilding NIFL to Meet Future Needs: A New Innovative Agency with a Broader Mission. Discussion Paper

ERIC Educational Resources Information Center

Chisman, Forrest P.; Spangenberg, Gail

2009-01-01

One major report after another shows that the United States needs a large, innovative, and effective adult education and workforce skills system. It is essential to the national security, economic stability, and democratic way of life. To address this need fully a leadership agency focused on a singular national goal is required, one with a…

Evidence-based practice: how nurse leaders can facilitate innovation.

PubMed

Shirey, Maria R

2006-01-01

Evidence-based nursing practice (EBNP) is the wave of the future. Increasingly, EBNP is being identified as a key to quality and excellence in nursing services. Incorporating evidence into practice is necessary to deliver scientifically sound patient care. In addition, understanding the importance of evidence is crucial for meeting the excellence requirements of Magnet designation. Despite the growing popularity of EBNP and its documented significant benefits, the literature demonstrates that only 15% of the nursing workforce consistently practices within an EBNP framework. If EBNP adoption is to increase in the profession, it will require the active efforts of nurse leaders to pursue an aggressive innovation diffusion strategy. The purpose of this article is to discuss the nurse leader's role in facilitating EBNP in nursing using a theoretical framework grounded in innovation diffusion theory. The article develops 4 areas of focus. First, the components of innovation diffusion theory are discussed. Second, a pertinent empirical review of the EBNP adoption literature is presented. Third, strategies for applying innovation diffusion theory to facilitate EBNP adoption are proposed. Lastly, the article ends with a leadership call to action.

Transforming global health with mobile technologies and social enterprises: global health and innovation conference.

PubMed

Kayingo, Gerald

2012-09-01

More than 2,000 people convened for the ninth annual Global Health and Innovation Conference at Yale University on April 21-22, 2012. Participants discussed the latest innovations, ideas in development, lessons learned, opportunities and challenges in global health activities. Several themes emerged, including the important role of frontline workers, strengthening health systems, leveraging social media, and sustainable and impact-driven philanthropy. Overall, the major outcome of the conference was the increased awareness of the potential of mobile technologies and social enterprises in transforming global health. Experts warned that donations and technological advances alone will not transform global health unless there are strong functioning health infrastructures and improved workforce. It was noted that there is a critical need for an integrated systems approach to global health problems and a need for scaling up promising pilot projects. Lack of funding, accountability, and sustainability were identified as major challenges in global health.

Transformational leadership can improve workforce competencies.

PubMed

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.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. Patent plaques were awarded to, second from left, Mark Lewis, Adam Dokos, Robert Mueller, Jeffrey Carlson and Ivan Townsend III, for their invention, Dust Tolerant Connectors, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. Not pictured: Gary Basin, Matthew Branch, Kevin Murtland, Matthew Nugent and Gabor Tamasy. At left is Kelvin Manning, Kennedy's associate director. At far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. Patent plaques were awarded to, second from left, Jeffrey Carlson, Robert Mueller and Ivan Townsend III, for their invention, Dust and Debris Tolerant Dual Poppet Valve Connector, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. Not pictured: Gary Basin and Kevin Murtland. At left is Kelvin Manning, Kennedy's associate director. At far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Innovation Expo

NASA Image and Video Library

2017-10-31

U.S. Patent plaques were awarded to, second from left, Adam Dokos, Mark Lewis, Jeffrey Carlson and Ivan Townsend III, for their invention, Dust and Debris Tolerant Retractable Cover, during the 2017 Innovation Expo at NASA's Kennedy Space Center in Florida. Not pictured: Gary Basin and Kevin Murtland. At left is Kelvin Manning, Kennedy's associate director. At far right is Dave Makufka, Kennedy's Technology Transfer Program manager. The purpose of the annual two-day expo is to help foster innovation and creativity among the Kennedy workforce. The event included several keynote speakers, training opportunities, an innovation showcase and the KSC Kickstart competition.

Alternative Fuels Data Center

Science.gov Websites

-dominated economy; demonstrating and fostering innovation in the use of clean energy, including alternative a workforce with cross-cutting skills to support a clean energy economy in the state. For more

Leadership, Communication, and Negotiation Across a Diverse Workforce*: An AOA Critical Issues Symposium.

PubMed

Clohisy, Denis R; Yaszemski, Michael J; Lipman, Joanne

2017-06-21

The current workforce in the United States is rapidly changing and is increasingly inclusive of individuals from a broad range of ages, ethnicities, and cultural backgrounds. Engaging and leading a diverse workforce creates great opportunities for innovation and adaptation in our evolving medical economic and clinical care delivery environment. For optimal engagement of employees and partners, orthopaedic surgeons must develop the necessary skills for executing change inside complex organizations and across teams composed of a variety of providers and skilled workers. Important skills include leadership, effective communication, and negotiation within an ever-changing employee milieu. Understanding generalizable differences between age-based generations can increase the effectiveness of one's strategies to execute change and increase organizational performance. One of the greatest impediments to effective communication and negotiations that all leaders face is unconscious bias. For leaders, even the tiniest unconscious biases have an outsized impact. Common domains that harbor unconscious bias include sex, race, and ethnicity. Addressing unconscious bias begins with developing awareness and then deploying various tactics that might include equity in compensation, promotion, and "being heard." Effective negotiation skills also are essential to lead a diverse workforce and develop a successful organization. The most basic goal in any negotiation should be to establish a relationship (or deepen an existing relationship) while seeking an agreement that provides win-win opportunities for all parties. To effectively achieve a win-win scenario, leaders must recognize and address their tendency to interpret others' behaviors, values, and beliefs through the lens of their own beliefs and experiences. Finally, and fortunately, there is a set of leader attributes that transcends the generational differences and diversity that is encountered in the workplace. These attributes include integrity, credibility, effective listening, having a vision of your destination, fairness, humility, and caring.

Creating opportunities for training California's public health workforce.

PubMed

Demers, Anne L; Mamary, Edward; Ebin, Vicki J

2011-01-01

Today there are significant challenges to public health, and effective responses to them will require complex approaches and strategies implemented by a qualified workforce. An adequately prepared workforce requires long-term development; however, local health departments have limited financial and staff resources. Schools and programs accredited by the Council for Education on Public Health (CEPH) are required to provide continuing education but are constrained by the lack of resources, limited time, and geography. To meet these challenges, a statewide university/community collaborative model for delivering continuing education programs was developed. A needs assessment of California's public health workforce was conducted to identify areas of interest, and two continuing education trainings were developed and implemented using innovative distance education technology. Thirty-six percent of the participants completed electronic evaluations of learning outcomes and use of the digital technology platform. Participants indicated a significant increase in knowledge, reported that the trainings were cost effective and convenient, and said that they would participate in future online trainings. Collaborative partners found that this model provides a cost-effective, environmentally sound, and institutionally sustainable method for providing continuing education to public health professionals. Offering continuing education via distance technology requires substantial institutional infrastructure and resources that are often beyond what many public institutions can provide alone. This project provides a model for collaborating with community partners to provide trainings, using a digital technology platform that requires minimal training and allows presenters and participants to log on from anywhere there is Internet access. Copyright © 2011 The Alliance for Continuing Medical Education, the Society for Academic Continuing Medical Education, and the Council on CME, Association for Hospital Medical Education.

Education Reforms: Promoting Flexibility and Innovation. Hearing before the Committee on Education and the Workforce. U.S. House of Representatives, One Hundred Twelfth Congress, First Session (April 7, 2011). Serial Number 112-17

ERIC Educational Resources Information Center

US House of Representatives, 2011

2011-01-01

Over the last several months, the Committee on Education and the Workforce has been actively examining the current state of education in the nation. Everyone has listened to state and local leaders who are working to improve the quality of education the children receive. Through a series of hearings, they have heard stories of both challenges and…

Role of Colleges of Applied Arts and Technology (CAATs) in Raising Ontario's Labour Productivity and Contributing to Its Prosperity. ACAATO Document

ERIC Educational Resources Information Center

Colleges Ontario, 2006

2006-01-01

This report documents the central role of the college-educated workforce in improving labour productivity across the economy and supporting an innovation culture in the workplace. It describes critical "enabling occupations" that play a key role in allowing companies to build a culture of innovation in the workplace which they need if…

Innovate to Deliver Act of 2011

THOMAS, 112th Congress

Rep. Cummings, Elijah E. [D-MD-7

2011-09-20

House - 10/03/2011 Referred to the Subcommittee on Federal Workforce, U.S. Postal Service, and Labor Policy . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

E-learning for textile enterprises innovation improvement

NASA Astrophysics Data System (ADS)

Blaga, M.; Harpa, R.; Radulescu, I. R.; Stepjanovic, Z.

2017-10-01

The Erasmus Plus project- TEXMatrix: “Matrix of knowledge for innovation and competitiveness in textile enterprises”, financed through the Erasmus+ Programme, Strategic partnerships- KA2 for Vocational Education and Training, aims at spreading the creative and innovative organizational culture inside textile enterprises by transferring and implementing methodologies, tools and concepts for improved training. Five European partners form the project consortium: INCDTP - Bucharest, Romania (coordinator), TecMinho - Portugal, Centrocot - Italy, University Maribor, Slovenia, and “Gheorghe Asachi” Technical University of Iasi, Romania. These will help the textile enterprises involved in the project, to learn how to apply creative thinking in their organizations and how to develop the capacity for innovation and change. The project aims to bridge the gap between textile enterprises need for qualified personnel and the young workforce. It develops an innovative knowledge matrix for the tangible and intangible assets of an enterprise and a benchmarking study, based on which a dedicated software tool will be created. This software tool will aid the decision-making enterprise staff (managers, HR specialists, professionals) as well as the trainees (young employees, students, and scholars) to cope with the new challenges of innovation and competitiveness for the textile field. The purpose of this paper is to present the main objectives and achievements of the project, according to its declared goals, with the focus on the presentation of the knowledge matrix of innovation, which is a powerful instrument for the quantification of the intangible assets of textile enterprises.

Applying workability in the Australian residential aged care context.

PubMed

Brooke, Elizabeth; Goodall, Joanne; Handrus, Maxwell; Mawren, Daveena

2013-06-01

The study is based on an innovative demonstration project which trialled the implementation of the Finnish 'workability' framework and research measures. It aimed, firstly, to test the applicability of the Workability Index (WAI) to the Australian residential aged care workforce, focusing on personal care assistants (PCAs), and secondly, to assess the effectiveness of actions aimed at improving workability. The facility manager implemented multidimensional 'actions' according to the workability framework. The Workability Survey (WAS) and WAI and intervention instruments were administered (n = 64). Completed responses to 'pre' and 'post' instruments formed matched pairs (n = 15). WAI scores increased significantly, by 3 points on average, after all 'actions' were implemented. The only significant 'action' was increasing the number of PCAs in high care. Workability provides a useful research workforce development instrument measuring interactions between aged care workers and organisational demands and the outcomes of 'actions'. © 2013 The Authors. Australasian Journal on Ageing © 2013 ACOTA.

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

PubMed

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.

2015 American College of Rheumatology Workforce Study: Supply and Demand Projections of Adult Rheumatology Workforce, 2015-2030.

PubMed

Battafarano, Daniel F; Ditmyer, Marcia; Bolster, Marcy B; Fitzgerald, John D; Deal, Chad; Bass, Ann R; Molina, Rodolfo; Erickson, Alan R; Hausmann, Jonathan S; Klein-Gitelman, Marisa; Imundo, Lisa F; Smith, Benjamin J; Jones, Karla; Greene, Kamilah; Monrad, Seetha U

2018-04-01

To describe the character and composition of the 2015 US adult rheumatology workforce, evaluate workforce trends, and project supply and demand for clinical rheumatology care for 2015-2030. The 2015 Workforce Study of Rheumatology Specialists in the US used primary and secondary data sources to estimate the baseline adult rheumatology workforce and determine demographic and geographic factors relevant to workforce modeling. Supply and demand was projected through 2030, utilizing data-driven estimations regarding the proportion and clinical full-time equivalent (FTE) of academic versus nonacademic practitioners. The 2015 adult workforce (physicians, nurse practitioners, and physician assistants) was estimated to be 6,013 providers (5,415 clinical FTE). At baseline, the estimated demand exceeded the supply of clinical FTE by 700 (12.9%). By 2030, the supply of rheumatology clinical providers is projected to fall to 4,882 providers, or 4,051 clinical FTE (a 25.2% decrease in supply from 2015 baseline levels). Demand in 2030 is projected to exceed supply by 4,133 clinical FTE (102%). The adult rheumatology workforce projections reflect a major demographic and geographic shift that will significantly impact the supply of the future workforce by 2030. These shifts include baby-boomer retirements, a millennial predominance, and an increase of female and part-time providers, in parallel with an increased demand for adult rheumatology care due to the growing and aging US population. Regional and innovative strategies will be necessary to manage access to care and reduce barriers to care for rheumatology patients. © 2018, American College of Rheumatology.

Insights on Technology Innovation - A Review of the U.S. Department of Energy Solar Decathlon Competition Entries 2002-2015

DOE Office of Scientific and Technical Information (OSTI.GOV)

Simon, Joseph J; Doris, Elizabeth S; Farrar, Sara L

The U.S. Department of Energy (DOE) Solar Decathlon is a collegiate competition that challenges student teams to design and build full-size, solar-powered houses. Because of balanced design priorities of architecture, engineering, innovation, performance, and energy use, teams have focused on a range of technologies in the built environment, from wall materials to home control systems, from electric lighting to HVAC equipment, and from geothermal to solar photovoltaic technology. This report provides insights into building technology innovation from a review of the Solar Decathlon competition entry designs, anecdotal experiences, and related market reports. The report describes example case studies of themore » evolution of technology solutions over time to illustrate the innovative, market-driving nature of the Solar Decathlon. It charts technologies utilized in the team designs over seven competitions and compares those to broader market adoption. It is meant to illustrate the technology innovation aspects of the competition, not to be a comprehensive or quantitative analysis. Solar Decathlon also has impacts on public perception of innovative technologies as well as workforce development through the thousands of participating students. The focus of these case studies is to showcase how it contributes to marketplace adoption of innovative energy technologies.« less

Teaching Process Simulation in Eleven Easy Lessons Using Excel and Its Tools

NASA Astrophysics Data System (ADS)

Morris, Arthur E.

The primary market driver for improving process technology is innovation, which requires a skilled and educated workforce. However, many Materials Science and Engineering departments have eliminated extractive metallurgy and chemical thermodynamics from their curricula, yet these topics contain the necessary fundamentals for process innovation. As a result, most MS&E students are ill-prepared for careers in processing. The dearth of process-oriented MS&E curricula has prompted some Universities to develop a "shared" effort to offer distance education between multiple institutions [1]. A target audience for a shared process simulation course would not only benefit students, but also be a basis for an on-line course for practicing engineers faced with new or changing career choices. To fill the gap, the basics of a process simulation course was developed in an abbreviated form as series of eleven articles and Excel workbooks published in Industrial Heating magazine between July 2012 and July 2013.

Kaiser Permanente's performance improvement system, Part 4: Creating a learning organization.

PubMed

Schilling, Lisa; Dearing, James W; Staley, Paul; Harvey, Patti; Fahey, Linda; Kuruppu, Francesca

2011-12-01

In 2006, recognizing variations in performance in quality, safety, service, and efficiency, Kaiser Permanente leaders initiated the development of a performance improvement (PI) system. Kaiser Permanente has implemented a strategy for creating the systemic capacity for continuous improvement that characterizes a learning organization. Six "building blocks" were identified to enable Kaiser Permanente to make the transition to becoming a learning organization: real-time sharing of meaningful performance data; formal training in problem-solving methodology; workforce engagement and informal knowledge sharing; leadership structures, beliefs, and behaviors; internal and external benchmarking; and technical knowledge sharing. Putting each building block into place required multiple complex strategies combining top-down and bottom-up approaches. Although the strategies have largely been successful, challenges remain. The demand for real-time meaningful performance data can conflict with prioritized changes to health information systems. It is an ongoing challenge to teach PI, change management, innovation, and project management to all managers and staff without consuming too much training time. Challenges with workforce engagement include low initial use of tools intended to disseminate information through virtual social networking. Uptake of knowledge-sharing technologies is still primarily by innovators and early adopters. Leaders adopt new behaviors at varying speeds and have a range of abilities to foster an environment that is psychologically safe and stimulates inquiry. A learning organization has the capability to improve, and it develops structures and processes that facilitate the acquisition and sharing of knowledge.

Organizational Change Around an Older Workforce.

PubMed

Moen, Phyllis; Kojola, Erik; Schaefers, Kate

2017-10-01

Demographic, economic, political, and technological transformations-including an unprecedented older workforce-are challenging outdated human resource logics and practices. Rising numbers of retirement-eligible Boomers portend a loss of talent, skills, and local knowledge. We investigate organizational responses to this challenge-institutional work disrupting age-graded mindsets and policies. We focus on innovative U.S. organizations in the Minneapolis-St. Paul region in the state of Minnesota, a hub for businesses and nonprofits, conducting in-depth interviews with informants from a purposive sample of 23 for-profit, nonprofit, and government organizations. Drawing on an organizational change theoretical approach, we find organizations are leading change by developing universal policies and practices, not ones intentionally geared to older workers. Both their narratives and strategies-opportunities for greater employee flexibility, training, and scaling back time commitments-suggest deliberate disrupting of established age-graded logics, replacing them with new logics valuing older workers and age-neutral approaches. Organizations in the different sectors studied are fashioning uniform policies regardless of age, exhibiting a parallel reluctance to delineate special policies for older workers. Developing new organizational logics and practices valuing, investing in, and retaining older workers is key 21st century business challenges. The flexibility, training, and alternative pathways offered by the innovative organizations we studied point to fruitful possibilities for large-scale replacement of outdated age-biased templates of work, careers, and retirement. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

The Drive towards Sustainable Health Systems Needs an Alignment: Where are the Innovations in Health Systems Planning?

PubMed

Murphy, Gail Tomblin; Birch, Stephen; MacKenzie, Adrian; Rigby, Janet; Purkis, Mary Ellen

2017-01-01

Clarifying the healthcare innovation agenda is critical in order to advance the impact of system innovations. As part of this agenda-setting it is important to address the four conditions within which innovations can enhance system sustainability: 1) the innovation agenda reflects and is aligned with healthcare objectives and policy; 2) planning methodologies for services, workforce and funding are aligned with healthcare objectives and policy; 3) innovations in services are accommodated in systems through innovations in policy, planning and funding; and 4) innovations are systematically monitored and evaluated. In order to illustrate these conditions, the authors present a case study of an evaluation of one Canadian Health Authority's efforts to transform healthcare delivery. This case study reveals that aligning innovations in policy, planning, funding and health services is critical to transforming health systems and that, in the absence of such alignment, sustainable health systems are difficult to achieve.

Curriculum Development and Implementation of a National Interprofessional Fellowship in Patient Safety.

PubMed

Watts, Bradley V; Williams, Linda; Mills, Peter D; Paull, Douglas E; Cully, Jeffrey A; Gilman, Stuart C; Hemphill, Robin R

2018-06-15

Developing a workforce skilled in improving the safety of medical care has often been cited as an important means to achieve safer care. Although some educational programs geared toward patient safety have been developed, few advanced training programs have been described in the literature. We describe the development of a patient safety fellowship program. We describe the development and curriculum of an Interprofessional Fellowship in Patient Safety. The 1-year in residence fellowship focuses on domains such as leadership, spreading innovations, medical improvement, patient safety culture, reliability science, and understanding errors. Specific training in patient safety is available and has been delivered to 48 fellows from a wide range of backgrounds. Fellows have accomplished much in terms of improvement projects, educational innovations, and publications. After completing the fellowship program, fellows are obtaining positions within health-care quality and safety and are likely to make long-term contributions. We offer a curriculum and fellowship design for the topic of patient safety. Available evidence suggests that the fellowship results in the development of patient safety professionals.

Sri Lanka's national assessment on innovation and intellectual property for access to medical products.

PubMed

Beneragama, Hemantha; Shridhar, Manisha; Ranasinghe, Thushara; Dissanayake, Vajira Hw

2016-09-01

In 2008, the Global strategy and plan of action on public health, innovation and intellectual property (GSPA-PHI) was launched by the World Health Organization, to stimulate fresh thinking on innovation in, and access to, medicines and to build sustainable research on diseases disproportionately affecting low- and middle-income countries. As part of the activities of the GSPA-PHI, Sri Lanka has been the first country to date to assess the national environment for medical technology and innovation. This year-long, multistakeholder, participative analysis facilitated identification of clear and implementable policy recommendations, for the government to increase its effectiveness in promoting innovation in health products through institutional development, investment and coordination among all areas relevant to public health. The assessment also highlighted areas for priority action, including closing the technology gap in development of health products, facilitating technology transfer, and building the health-research and allied workforces. The Sri Lankan experience will inform the ongoing independent external evaluation of the GSPA-PHI worldwide. The assessment process coincided with the passing of the National Medicines Regulatory Authority Act in 2015. In addition, there is growing recognition that regional cooperation will be critical to improving access to medical products in the future. Sri Lanka is therefore actively promoting cooperation to establish a regional regulatory affairs network. Lessons learnt from the Sri Lankan assessment may also benefit other countries embarking on a national GSPA-PHI assessment.

An Innovative Exchange Model for Global and Community Health Nursing Education.

PubMed

Falleiros de Mello, Débora; Larcher Caliri, Maria Helena; Villela Mamede, Fabiana; Fernandes de Aguiar Tonetto, Eliana Maria; Resop Reilly, Janet

Understanding different cultures is important in the education of nursing students who will become the health care workforce of our future interdependent and globalized societies. International practicum courses help students and nurses understand different cultures. This article describes an innovative approach to nursing education and understanding diverse cultures, in the context of a hybrid course (online course coupled with face-to-face practicum experiences), which enrolled nursing students from opposite hemispheres.

The Nursing Shortage: Causes, Impact, and Innovative Remedies. Hearing Before the Committee on Education and the Workforce, House of Representatives, One Hundred Seventh Congress, First Session. Hearing Held in Washington, DC, September 25, 2001.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

This congressional hearing consists of testimony on the nursing shortage facing the country. It examines the causes and impact of the nursing shortage that the nation faces and introduces innovative remedies currently being undertaken by educational institutions and the health care industry, and makes suggestions for further action. Testimony…

Narrowing the Skills Gap for Innovation: An Empirical Study in the Hospital Sector

PubMed Central

Escoval, Ana

2014-01-01

Background The current financial crisis and the increasing burden of chronic diseases are challenging hospitals to enhance their innovation capacity to deliver new and more effective health services. However, the shortage of skills has been widely recognized as a key obstacle for innovation. Ensuring the presence of a skilled workforce has become a priority for the health system in Portugal and across Europe. Objective The aim of this study was to examine the demand of new skills and their influence in both investments in innovation and development of skills. Methods We used a mixed-methods approach combining statistical analysis of data survey and content analysis of semistructured interviews with the Administration Boards of hospitals, using a nominal group technique. Results The results illustrate an increasing demand of a broad range of skills for innovation development, including responsibility and quality consciousness (with a significant increase of 55%, 52/95), adaptation skills (with an increase of 44%, 42/95) and cooperation and communication skills (with an increase of 55%, 52/95). Investments in the development of skills for innovation are mainly focused on aligning professional training with an organizational strategy (69%, 66/95) as well as collaboration in taskforces (61%, 58/95) and cross-department teams (60%, 57/95). However, the dynamics between the supply and demand of skills for innovation are better explained through a broader perspective of organizational changes towards enhancing learning opportunities and engagement of health professionals to boost innovation. Conclusions The results of this study illustrate that hospitals are unlikely to enhance their innovation capacity if they pursue strategies failing to match the skills needed. Within this context, hospitals with high investments in innovation tend to invest more in skills development. The demand of skills and investments in training are influenced by many other factors, including the hospital’s strategies, as well as changes in the work organization. Relevant implications for managers and policy makers can be drawn from the empirical findings of this paper, building on the current efforts from leading innovating hospitals that are already defining the future of health care. PMID:27025197

Narrowing the Skills Gap for Innovation: An Empirical Study in the Hospital Sector.

PubMed

Dias, Casimiro; Escoval, Ana

2014-09-23

The current financial crisis and the increasing burden of chronic diseases are challenging hospitals to enhance their innovation capacity to deliver new and more effective health services. However, the shortage of skills has been widely recognized as a key obstacle for innovation. Ensuring the presence of a skilled workforce has become a priority for the health system in Portugal and across Europe. The aim of this study was to examine the demand of new skills and their influence in both investments in innovation and development of skills. We used a mixed-methods approach combining statistical analysis of data survey and content analysis of semistructured interviews with the Administration Boards of hospitals, using a nominal group technique. The results illustrate an increasing demand of a broad range of skills for innovation development, including responsibility and quality consciousness (with a significant increase of 55%, 52/95), adaptation skills (with an increase of 44%, 42/95) and cooperation and communication skills (with an increase of 55%, 52/95). Investments in the development of skills for innovation are mainly focused on aligning professional training with an organizational strategy (69%, 66/95) as well as collaboration in taskforces (61%, 58/95) and cross-department teams (60%, 57/95). However, the dynamics between the supply and demand of skills for innovation are better explained through a broader perspective of organizational changes towards enhancing learning opportunities and engagement of health professionals to boost innovation. The results of this study illustrate that hospitals are unlikely to enhance their innovation capacity if they pursue strategies failing to match the skills needed. Within this context, hospitals with high investments in innovation tend to invest more in skills development. The demand of skills and investments in training are influenced by many other factors, including the hospital's strategies, as well as changes in the work organization. Relevant implications for managers and policy makers can be drawn from the empirical findings of this paper, building on the current efforts from leading innovating hospitals that are already defining the future of health care.

Increasing Communities Capacity to Effectively Address Climate Change Through Education, Civic Engagement and Workforce Development

NASA Astrophysics Data System (ADS)

Niepold, F., III; Ledley, T. S.; Stanton, C.; Fraser, J.; Scowcroft, G. A.

2017-12-01

Understanding the causes, effects, risks, and developing the social will and skills for responses to global change is a major challenge of the 21st century that requires coordinated contributions from the sciences, social sciences, humanities, arts, and beyond. There have been many effective efforts to implement climate change education, civic engagement and related workforce development programs focused on a multitude of audiences, topics and in multiple regions. This talk will focus on how comprehensive educational efforts across our communities are needed to support cities and their primary industries as they prepare for, and embrace, a low-carbon economy and develop the related workforce.While challenges still exist in identifying and coordinating all stakeholders, managing and leveraging resources, and resourcing and scaling effective programs to increase impact and reach, climate and energy literacy leaders have developed initiatives with broad input to identify the understandings and structures for climate literacy collective impact and to develop regional/metropolitan strategy that focuses its collective impact efforts on local climate issues, impacts and opportunities. This Climate Literacy initiative envisions education as a central strategy for community's civic actions in the coming decades by key leaders who have the potential to foster the effective and innovative strategies that will enable their communities to seize opportunity and prosperity in a post-carbon and resilient future. This talk discusses the advances and collaborations in the Climate Change Education community over the last decade by U.S. federal and non-profit organization that have been made possible through the partnerships of the Climate Literacy & Energy Awareness Network (CLEAN), U.S. National Science Foundation funded Climate Change Education Partnership (CCEP) Alliance, and the Tri-Agency Climate Change Education Collaborative.

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

PubMed

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.

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

PubMed Central

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

Supporting the growth of peer-professional workforces in healthcare settings: an evaluation of a targeted training approach for volunteer leaders of the STEPS Program.

PubMed

Turner, Benjamin; Kennedy, Areti; Kendall, Melissa; Muenchberger, Heidi

2014-01-01

To examine the effectiveness of a targeted training approach to foster and support a peer-professional workforce in the delivery of a community rehabilitation program for adults with acquired brain injury (ABI) and their families. A prospective longitudinal design was used to evaluate the effectiveness of a targeted two-day training forum for peer (n = 25) and professional (n = 15) leaders of the Skills to Enable People and Communities Program. Leaders completed a set of questionnaires (General Self-Efficacy Scale - GSES, Rosenberg Self-Esteem Scale, Volunteer Motivation Inventory - VMI and Community Involvement Scale - CIS) both prior to and immediately following the forum. Data analysis entailed paired sample t-test to explore changes in scores over time, and independent sample t-tests for comparisons between the two participant groups. The results indicated a significant increase in scores over time for the GSES (p = 0.047). Improvements in leaders' volunteer motivations and community involvement were also observed between the two time intervals. The between group comparisons highlighted that the peer leader group scored significantly higher than the professional leader group on the CIS and several domains of the VMI at both time intervals. The study provides an enhanced understanding of the utility of innovative workforce solutions for community rehabilitation after ABI; and further highlights the benefits of targeted training approaches to support the development of such workforce configurations.

A workforce survey of Australian osteopathy: analysis of a nationally-representative sample of osteopaths from the Osteopathy Research and Innovation Network (ORION) project.

PubMed

Adams, Jon; Sibbritt, David; Steel, Amie; Peng, Wenbo

2018-05-10

Limited information is available regarding the profile and clinical practice characteristics of the osteopathy workforce in Australia. This paper reports such information by analysing data from a nationally-representative sample of Australian osteopaths. Data was obtained from a workforce survey of Australian osteopathy, investigating the characteristics of the practitioner, their practice, clinical management features and perceptions regarding research. The survey questionnaire was distributed to all registered osteopaths across Australia in 2016 as part of the Osteopathy Research and Innovation Network (ORION) project. A total of 992 Australian osteopaths participated in this study representing a response rate of 49.1%. The average age of the participants was 38.0 years with 58.1% being female and the majority holding a Bachelor or higher degree qualification related to the osteopathy professional. Approximately 80.0% of the osteopaths were practicing in an urban area, with most osteopaths working in multi-practitioner locations, having referral relationships with a range of health care practitioners, managing patients a number of musculoskeletal disorders, and providing multi-model treatment options. A total of 3.9 million patients were estimated to consult with osteopaths every year and an average of approximate 3.0 million hours were spent delivering osteopathy services per year. Further research is required to provide rich, in-depth examination regarding a range of osteopathy workforce issues which will help ensure safe, effective patient care to all receiving and providing treatments as part of the broader Australian health system.

Transportation workforce for the 21st century - a challenge to education

DOT National Transportation Integrated Search

1999-06-24

On June 24 and 25, 1999, Secretary of Transportation Rodney Slater brought together nearly 400 leaders from the transportation and technology communities to explore these questions at The Spirit of Innovation in Transportation conference at the Depar...

An overview of potential labor-saving and quality-improving innovations in long-term care for older people.

PubMed

Thoma-Lürken, Theresa; Bleijlevens, Michel H C; Lexis, Monique A S; Hamers, Jan P H; de Witte, Luc P

2015-06-01

Increasing demands in long-term care for older people and a decrease in workforce availability can be expected in the future. These developments challenge the sustainability and quality of long-term care for older people. To address these challenges, long-term care organizations are forced to innovate. The aim of this study is to provide an overview of potential labor-saving and quality-improving innovations long-term care organizations are working on and to assess the self-reported extent of effectiveness. This is a descriptive cross-sectional study. In total, 32 long-term care organizations in the region of Limburg in The Netherlands were invited to participate in the study. The inventory was performed by means of semistructured interviews with chief executive officers, managers, and staff members of the long-term care organizations. Based on the interview data, all innovations were described in a standardized form and subsequently checked by the participants. All innovations were clustered into product, process, organizational, and marketing innovations. In total, 26 long-term care organizations delivering home and/or institutional long-term care for older people participated in the study. Overall, 228 innovations were identified; some innovations were described in a similar way by different organizations. The majority of innovations were product innovations (n = 96), followed by organizational innovations (n = 75), and process innovations (n = 42). In addition to the main types, 15 other innovations incorporating characteristics of different types of innovations were detected. Little evidence about the effectiveness of the innovations was reported by the organizations. This study shows that a large number and a broad variety of innovations have been implemented or are currently being developed in long-term care organizations for older people. However, according to the organizations, there is relatively little (scientific) evidence confirming the effectiveness of these innovations. More research is needed to evaluate the effects of the innovations and to indicate whether they provide real solutions to future challenges. Copyright © 2015 AMDA - The Society for Post-Acute and Long-Term Care Medicine. Published by Elsevier Inc. All rights reserved.

Redesigned geriatric emergency care may have helped reduce admissions of older adults to intensive care units.

PubMed

Grudzen, Corita; Richardson, Lynne D; Baumlin, Kevin M; Winkel, Gary; Davila, Carine; Ng, Kristen; Hwang, Ula

2015-05-01

Charged with transforming geriatric emergency care by applying palliative care principles, a process improvement team at New York City's Mount Sinai Medical Center developed the GEDI WISE (Geriatric Emergency Department Innovations in Care through Workforce, Informatics, and Structural Enhancements) model. The model introduced workforce enhancements for emergency department (ED) and adjunct staff, including role redefinition, retraining, and education in palliative care principles. Existing ED triage nurses screened patients ages sixty-five and older to identify those at high risk of ED revisit and hospital readmission. Once fully trained, these nurses screened all but 6 percent of ED visitors meeting the screening criteria. Newly hired ED nurse practitioners identified high-risk patients suitable for and desiring palliative and hospice care, then expedited referrals. Between January 2011 and May 2013 the percentage of geriatric ED admissions to the intensive care unit fell significantly, from 2.3 percent to 0.9 percent, generating an estimated savings of more than $3 million to Medicare. The decline in these admissions cannot be confidently attributed to the GEDI WISE program because other geriatric care innovations were implemented during the study period. GEDI WISE programs are now running at Mount Sinai and two partner sites, and their potential to affect the quality and value of geriatric emergency care continues to be examined. Project HOPE—The People-to-People Health Foundation, Inc.

Medicines as a Service

PubMed Central

Mattke, Soeren; Klautzer, Lisa; Mengistu, Tewodaj

2012-01-01

Abstract The past decade has not been kind to large pharmaceutical companies. Their share prices have been lagging the market after many years of outperforming it. Many had to undergo painful restructuring and workforce reductions because their traditional blockbuster model is becoming extinct. More and more top-selling drugs are being replaced by cheap generics, and developing new drugs is more difficult because fewer opportunities exist and more-costly research and development (R&D) productivity has declined. Although this diagnosis is not disputed, the best course of treatment is not clear. Companies have tried to stop the bleeding with the help of mergers and reorganizations and infused new blood by acquiring biotech companies or their innovative products or by diversifying into products other than prescription drugs. In this article, the authors propose that the pharmaceutical industry can reconfigure its considerable resources to develop innovative and meaningful business models that are based on services that improve access and adherence to prescription drugs for chronic conditions. They argue that such innovation beyond drug development is consistent with the core capabilities of large pharmaceutical companies and has the potential to achieve profit levels similar to those of its traditional models. Their argument is based on the fact that, although effective medicines for most chronic conditions exist, access and adherence to medicines is far from what would be needed to achieve full treatment efficacy. Therefore, value can be created by getting and keeping more patients on their drugs, and innovative business models would allow pharmaceutical companies to capture that value. PMID:28083254

Industrial Maintenance Technology (IM-TEC). Student Manual.

ERIC Educational Resources Information Center

Fusch, Gene E.

This student manual explains an innovative strategy through which Bellingham Technical College's (Washington) evening Industrial Electrician and Millwright Apprenticeships were aggregated with workforce upgrade course offerings to form the college's first evening degree program in Industrial Maintenance Technology (IM-TEC). Section 1 contains a…

Private sector approaches to workforce enhancement.

PubMed

Wendling, Wayne R

2010-06-01

This paper addresses the private practice model of dental care delivery in the US. The great majority of dental care services are delivered through this model and thus changes in the model represent a means to substantially change the supply and availability of dental services. The two main forces that change how private practices function are broad economic factors, which alter the demand for dental care and innovations in practice structure and function which alter the supply and cost of services. Economics has long recognized that although there are private market solutions for many issues, not all problems can be addressed through this model. The private practice of dentistry is a private market solution that works for a substantial share of the market. However, the private market may not work to resolve all issues associated with access and utilization. Solutions for some problems call for creative private - public arrangements - another form of innovation; and market-based solutions may not be feasible for each and every problem. This paper discusses these economic factors and innovation as they relate to the private practice of dentistry, with special emphasis on those elements that have increased the capacity of the dental practice to offer services to those with limited means to access fee-based care. Innovations are frequently described as new care delivery models or new workforce models. However, innovation can occur on an ongoing and regular basis as dental practices examine new ways to combine capital and human resources and to leverage the education and skill of the dentists to a greater number of patients. Innovation occurs within a market context as the current and projected economic returns reward the innovation. Innovation can also occur through private-public arrangements. There are indications of available capacity within the existing delivery system to expand service delivery. The Michigan Medicaid Healthy Kids Dental program is discussed as one example of how dental services to Medicaid insured children were effectively expanded using the private practice model.

Using the Donabedian framework to examine the quality and safety of nursing service innovation.

PubMed

Gardner, Glenn; Gardner, Anne; O'Connell, Jane

2014-01-01

To evaluate the safety and quality of nurse practitioner service using the audit framework of Structure, Process and Outcome. Health service and workforce reform are on the agenda of governments and other service providers seeking to contain healthcare costs whilst providing safe and effective health care to communities. The nurse practitioner service is one health workforce innovation that has been adopted globally to improve timely access to clinical care, but there is scant literature reporting evaluation of the quality of this service innovation. A mixed-methods design within the Donabedian evaluation framework was used. The Donabedian framework was used to evaluate the Structure, Process and Outcome of nurse practitioner service. A range of data collection approaches was used, including stakeholder survey (n = 36), in-depth interviews (11 patients and 13 nurse practitioners) and health records data on service processes. The study identified that adequate and detailed preparation of Structure and Process is essential for the successful implementation of a service innovation. The multidisciplinary team was accepting of the addition of nurse practitioner service, and nurse practitioner clinical care was shown to be effective, satisfactory and safe from the perspective of the clinician stakeholders and patients. This study demonstrated that the Donabedian framework of Structure, Process and Outcome evaluation is a valuable and validated approach to examine the safety and quality of a service innovation. Furthermore, in this study, specific Structure elements were shown to influence the quality of service processes further validating the framework and the interdependence of the Structure, Process and Outcome components. Understanding the Structure and Process requirements for establishing nursing service innovation lays the foundation for safe, effective and patient-centred clinical care. © 2013 John Wiley & Sons Ltd.

The impact of the financial crisis on human resources for health policies in three southern-Europe countries.

PubMed

Correia, Tiago; Dussault, Gilles; Pontes, Carla

2015-12-01

The public health sector has been the target of austerity measures since the global financial crisis started in 2008, while health workforce costs have been a source of rapid savings in most European Union countries. This article aims to explore how health workforce policies have evolved in three southern European countries under external constraints imposed by emergency financial programmes agreed with the International Monetary Fund, Central European Bank and European Commission. The selected countries, Greece, Portugal and Cyprus, show similarities with regard to corporatist systems of social protection and comprehensive welfare mechanisms only recently institutionalized. Based on document analysis of the Memoranda of Understanding agreed with the Troika, our results reveal broadly similar policy responses to the crisis but also important differences. In Cyprus, General Practitioners have a key position in reducing public expenditure through gatekeeping and control of users' access, while Portugal and Greece seeks to achieve cost containment by constraining the decision-making powers of professionals. All three countries lack innovation as well as monitoring and assessment of the effects of the financial crisis in relation to the health workforce. Consequently, there is a need for health policy development to use human resources more efficiently in healthcare. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

Building a sustainable workforce in a rural and remote health service: A comprehensive and innovative Rural Generalist training approach.

PubMed

Orda, Ulrich; Orda, Sabine; Sen Gupta, Tarun; Knight, Sabina

2017-04-01

Historically it has been challenging to recruit and retain an appropriately trained medical workforce to care for rural and remote Australians. This paper describes the Queensland North West Hospital and Health Service (NWHHS) workforce redesign, developing education strategies and pathways to practice, thereby improving service provision, recruitment and retention of staff. The Mount Isa-based Medical Education Unit sought accreditation for a Rural Generalist (RG) training pathway from Internship to Fellowship with the Australian College of Rural and Remote Medicine (ACRRM) and the Regional Training Provider (RTP). This approach enhanced the James Cook University (JCU) undergraduate pathway for rurally committed students while improving recruitment and retention of RMOs/Registrars. Accreditation was achieved through collaboration with training providers, accreditation agencies, ACRRM and a local general practice. The whole pathway from ignore Internship to Fellowship is offered with the RG Intern intake as a primary allocation site beginning in 2016. Comprehensive supervision and excellent clinical exposure provide an interesting and rewarding experience - for staff at all levels. Since 2013 RMO locum rates have been <1%. Registrars on the ACRRM pathway and Interns increased from 0 to 7 positions each in 2015, with similar achievements in SMO staffing. Three RMOs expressed interest in a Registrar position, CONCLUSIONS: Appropriate governance is needed to develop and advertise the program. This includes the NWHHS, the RG Pathway and JCU. © 2016 National Rural Health Alliance Inc.

Guide for applied public health workforce research: an evidence-based approach to workforce development.

PubMed

Thacker, Stephen B

2009-11-01

Essential to achievement of the public health mission is a knowledgeable, competent, and prepared workforce; yet, there is little application of science and technical knowledge to ensuring the effectiveness of that workforce, be it governmental or private. In this article, I review the evidence for effective workforce development and argue for an increased emphasis on an evidence-based approach to ensuring an effective workforce by encouraging the generation of the evidence base that is required. To achieve this, I propose the appointment of an independent Task Force on Public Health Workforce Practice to oversee the development of a Guide for Public Health Workforce Research and Practice (Workforce Guide), a process that will generate and bring together the workforce evidence base for use by public health practitioners.

Leadership Abstracts, 1993.

ERIC Educational Resources Information Center

Doucette, Don, Ed.

1993-01-01

This document includes 10 issues of Leadership Abstracts (volume 6, 1993), a newsletter published by the League for Innovation in the Community College (California). The featured articles are: (1) "Reinventing Government" by David T. Osborne; (2) "Community College Workforce Training Programs: Expanding the Mission to Meet Critical Needs" by…

De-adoption of an evidence-based trauma intervention in schools: A retrospective report from an urban school district

PubMed Central

Nadeem, Erum; Ringle, Vanesa

2017-01-01

The de-adoption of evidence-based practices (EBPs) is a largely understudied topic. The present study examined factors related to the de-adoption of an EBP for students exposed to traumatic events in a large urban school district. Qualitative interviews conducted with school clinicians and district administrators two years after the district embarked on a large-scale roll-out of the EBP distinguished between factors that impacted partial de-adoption after one year (phase 1) and complete de-adoption by the district after two years (phase 2). Phase 1 factors included organizational consistency, workforce stability, prior success, positive student outcomes, school- and district- level supports, innovation-setting fit, and innovation-related issues. Phase 2 factors included district-level leadership changes, financial and workforce instability, and shifting priorities. Study results suggest that sustainment-enhancing strategies should be included in the early stages of program implementation to most effectively adapt to school- and system- level changes. PMID:28775793

Creation and Implementation of a Workforce Development Pipeline Program at MSFC

NASA Technical Reports Server (NTRS)

Hix, Billy

2003-01-01

Within the context of NASA's Education Programs, this Workforce Development Pipeline guide describes the goals and objectives of MSFC's Workforce Development Pipeline Program as well as the principles and strategies for guiding implementation. It is designed to support the initiatives described in the NASA Implementation Plan for Education, 1999-2003 (EP-1998-12-383-HQ) and represents the vision of the members of the Education Programs office at MSFC. This document: 1) Outlines NASA s Contribution to National Priorities; 2) Sets the context for the Workforce Development Pipeline Program; 3) Describes Workforce Development Pipeline Program Strategies; 4) Articulates the Workforce Development Pipeline Program Goals and Aims; 5) List the actions to build a unified approach; 6) Outlines the Workforce Development Pipeline Programs guiding Principles; and 7) The results of implementation.

Cultural consultation as a model for training multidisciplinary mental healthcare professionals in cultural competence skills: preliminary results.

PubMed

Owiti, J A; Ajaz, A; Ascoli, M; de Jongh, B; Palinski, A; Bhui, K S

2014-01-01

Lack of cultural competence in care contributes to poor experiences and outcomes from care for migrants and racial and ethnic minorities. As a result, health and social care organizations currently promote cultural competence of their workforce as a means of addressing persistent poor experiences and outcomes. At present, there are unsystematic and diverse ways of promoting cultural competence, and their impact on clinician skills and patient outcomes is unknown. We developed and implemented an innovative model, cultural consultation service (CCS), to promote cultural competence of clinicians and directly improve on patient experiences and outcomes from care. CCS model is an adaptation of the McGill model, which uses ethnographic methodology and medical anthropological knowledge. The method and approach not only contributes both to a broader conceptual and dynamic understanding of culture, but also to learning of cultural competence skills by healthcare professionals. The CCS model demonstrates that multidisciplinary workforce can acquire cultural competence skills better through the clinical encounter, as this promotes integration of learning into day-to-day practice. Results indicate that clinicians developed a broader and patient-centred understanding of culture, and gained skills in narrative-based assessment method, management of complexity of care, competing assumptions and expectations, and clinical cultural formulation. Cultural competence is defined as a set of skills, attitudes and practices that enable the healthcare professionals to deliver high-quality interventions to patients from diverse cultural backgrounds. Improving on the cultural competence skills of the workforce has been promoted as a way of reducing ethnic and racial inequalities in service outcomes. Currently, diverse models for training in cultural competence exist, mostly with no evidence of effect. We established an innovative narrative-based cultural consultation service in an inner-city area to work with community mental health services to improve on patients' outcomes and clinicians' cultural competence skills. We targeted 94 clinicians in four mental health service teams in the community. After initial training sessions, we used a cultural consultation model to facilitate 'in vivo' learning. During cultural consultation, we used an ethnographic interview method to assess patients in the presence of referring clinicians. Clinicians' self-reported measure of cultural competence using the Tool for Assessing Cultural Competence Training (n = 28, at follow-up) and evaluation forms (n = 16) filled at the end of each cultural consultation showed improvement in cultural competence skills. We conclude that cultural consultation model is an innovative way of training clinicians in cultural competence skills through a dynamic interactive process of learning within real clinical encounters. © 2013 John Wiley & Sons Ltd.

Aerospace Workforce Development: The Nebraska Proposal; and Native Connections: A Multi-Consortium Workforce Development Proposal

NASA Technical Reports Server (NTRS)

Bowen, Brent; Vlasek, Karisa; Russell, Valerie; Teasdale, Jean; Downing, David R.; deSilva, Shan; Higginbotham, Jack; Duke, Edward; Westenkow, Dwayne; Johnson, Paul

2004-01-01

This report contains two sections, each of which describes a proposal for a program at the University of Nebraska. The sections are entitled: 1) Aerospace Workforce Development Augmentation Competition; 2) Native Connections: A Multi-Consortium Workforce Development Proposal.

Combining participatory action research and appreciative inquiry to design, deliver and evaluate an interdisciplinary continuing education program for a regional health workforce.

PubMed

Martyn, Julie-Anne; Scott, Jackie; van der Westhuyzen, Jasper H; Spanhake, Dale; Zanella, Sally; Martin, April; Newby, Ruth

2018-06-12

Objective. Continuing education (CE) is essential for a healthcare workforce, but in regional areas of Australia there are challenges to providing and accessing relevant, reliable and low-cost opportunities. The aim of the present study was to collaborate with the local regional healthcare workforce to design, deliver and evaluate an interdisciplinary CE (ICE) program. Methods. A participatory action research (PAR) model combined with an appreciative inquiry (AI) framework was used to design, deliver and evaluate an ICE program. A focus group of 11 health professionals developed an initial program. Evaluation data from 410 program participants were analysed using AI. Results. The ICE program addressed the CE barriers for the regional healthcare workforce because the locally derived content was delivered at a reasonable cost and in a convenient location. Program participants identified that they most valued shared experiences and opportunities enabling them to acquire and confirm relevant knowledge. Conclusion. ICE programs enhance interdisciplinary collaboration. However, attendance constraints for regional healthcare workforce include location, cost, workplace and personal factors. Through community engagement, resource sharing and cooperation, a local university and the interdisciplinary focus group members successfully designed and delivered the local education and research nexus program to address a CE problem for a regional healthcare workforce. What is known about the topic? Participation in CE is mandatory for most health professionals. However, various barriers exist for regional health workers to attending CE. Innovative programs, such as webinars and travelling workshops, address some of the issues but create others. Bringing various health workers together for the simultaneous education of multiple disciplines is beneficial. Collectively, this is called ICE. What does this paper add? Using PAR combined with AI to design an ICE program will focus attention on the enablers of the program and meet the diverse educational needs of the healthcare workforce in regional areas. Engaging regional health professionals with a local university to design and deliver CE is one way to increase access to quality, cost-effective education. What are the implications for practitioners? Regional healthcare workers' CE needs are more likely to be met when education programs are designed by them and developed for them. ICE raises awareness of the roles of multiple healthcare disciplines. Learning together strengthens healthcare networks by bolstering relationships through a greater understanding of each other's roles. Enriching communication between local health workers has the potential to enhance patient care.

Teach-Discover-Treat (TDT): Collaborative Computational Drug Discovery for Neglected Diseases

PubMed Central

Jansen, Johanna M.; Cornell, Wendy; Tseng, Y. Jane; Amaro, Rommie E.

2012-01-01

Teach – Discover – Treat (TDT) is an initiative to promote the development and sharing of computational tools solicited through a competition with the aim to impact education and collaborative drug discovery for neglected diseases. Collaboration, multidisciplinary integration, and innovation are essential for successful drug discovery. This requires a workforce that is trained in state-of-the-art workflows and equipped with the ability to collaborate on platforms that are accessible and free. The TDT competition solicits high quality computational workflows for neglected disease targets, using freely available, open access tools. PMID:23085175

Tuberculosis remains a challenge despite economic growth in Panama.

PubMed

Tarajia, M; Goodridge, A

2014-03-01

Tuberculosis (TB) is a disease associated with inequality, and wise investment of economic resources is considered critical to its control. Panama has recently secured its status as an upper-middle-income country with robust economic growth. However, the prioritisation of resources for TB control remains a major challenge. In this article, we highlight areas that urgently require action to effectively reduce TB burden to minimal levels. Our conclusions suggest the need for fund allocation and a multidisciplinary approach to ensure prompt laboratory diagnosis, treatment assurance and workforce reinforcement, complemented by applied and operational research, development and innovation.

An employee assistance program for caregiver support.

PubMed

Mains, Douglas A; Fairchild, Thomas J; René, Antonio A

2006-01-01

The Comprehensive Caregiver Choices Program provided support for employee caregivers of elderly people for employees at a hospital in Fort Worth, Texas. Key informant interviews and focus groups provided direction for program development and implementation. A full-time MSW and professionals with expertise in gerontology/geriatrics provided education and care coordination services to caregivers. Approximately 4% of the hospital's workforce participated in the program. Attendees evaluated educational sessions and follow-up interviews were conducted with program participants. Caregiver support programs must continue to seek innovative and creative marketing and service delivery methods to reach out and assist working caregivers in need of support.

Access to Interprofessional Continuing Education in Integrated Care through Digital Instructional Technology

ERIC Educational Resources Information Center

Lapidos, Adrienne; Ruffolo, Mary

2017-01-01

In preparing the workforce for integrated care, continuing professional education serves a critical role. Within a rapidly changing health care landscape, matriculated students now benefit from pedagogical innovations supporting integrated care, particularly interprofessional education, and working professionals must not be excluded from this…

Alaska Department of Labor and Workforce Development

Science.gov Websites

; Workforce Development > Alaska Maritime Workforce Development Plan FIND A MARITIME JOB SIGN UP TO RECEIVE MARITIME JOB UPDATES REQUEST A PRESENTATION OF THE PLAN TO YOUR ORGANIZATION CONTACT US Homer Marine Trades Association Resolution in Support of the Alaska Maritime Workforce Development Plan Kenai Peninsula Borough

Productivity in Pediatric Palliative Care: Measuring and Monitoring an Elusive Metric.

PubMed

Kaye, Erica C; Abramson, Zachary R; Snaman, Jennifer M; Friebert, Sarah E; Baker, Justin N

2017-05-01

Workforce productivity is poorly defined in health care. Particularly in the field of pediatric palliative care (PPC), the absence of consensus metrics impedes aggregation and analysis of data to track workforce efficiency and effectiveness. Lack of uniformly measured data also compromises the development of innovative strategies to improve productivity and hinders investigation of the link between productivity and quality of care, which are interrelated but not interchangeable. To review the literature regarding the definition and measurement of productivity in PPC; to identify barriers to productivity within traditional PPC models; and to recommend novel metrics to study productivity as a component of quality care in PPC. PubMed ® and Cochrane Database of Systematic Reviews searches for scholarly literature were performed using key words (pediatric palliative care, palliative care, team, workforce, workflow, productivity, algorithm, quality care, quality improvement, quality metric, inpatient, hospital, consultation, model) for articles published between 2000 and 2016. Organizational searches of Center to Advance Palliative Care, National Hospice and Palliative Care Organization, National Association for Home Care & Hospice, American Academy of Hospice and Palliative Medicine, Hospice and Palliative Nurses Association, National Quality Forum, and National Consensus Project for Quality Palliative Care were also performed. Additional semistructured interviews were conducted with directors from seven prominent PPC programs across the U.S. to review standard operating procedures for PPC team workflow and productivity. Little consensus exists in the PPC field regarding optimal ways to define, measure, and analyze provider and program productivity. Barriers to accurate monitoring of productivity include difficulties with identification, measurement, and interpretation of metrics applicable to an interdisciplinary care paradigm. In the context of inefficiencies inherent to traditional consultation models, novel productivity metrics are proposed. Further research is needed to determine optimal metrics for monitoring productivity within PPC teams. Innovative approaches should be studied with the goal of improving efficiency of care without compromising value. Copyright © 2016 American Academy of Hospice and Palliative Medicine. Published by Elsevier Inc. All rights reserved.

Towards Sustainability and Scalability of Educational Innovations in Hydrology:What is the Value and who is the Customer?

NASA Astrophysics Data System (ADS)

Deshotel, M.; Habib, E. H.

2016-12-01

There is an increasing desire by the water education community to use emerging research resources and technological advances in order to reform current educational practices. Recent years have witnessed some exemplary developments that tap into emerging hydrologic modeling and data sharing resources, innovative digital and visualization technologies, and field experiences. However, such attempts remain largely at the scale of individual efforts and fall short of meeting scalability and sustainability solutions. This can be attributed to number of reasons such as inadequate experience with modeling and data-based educational developments, lack of faculty time to invest in further developments, and lack of resources to further support the project. Another important but often-overlooked reason is the lack of adequate insight on the actual needs of end-users of such developments. Such insight is highly critical to inform how to scale and sustain educational innovations. In this presentation, we share with the hydrologic community experiences gathered from an ongoing experiment where the authors engaged in a hypothesis-driven, customer-discovery process to inform the scalability and sustainability of educational innovations in the field of hydrology and water resources education. The experiment is part of a program called Innovation Corps for Learning (I-Corps L). This program follows a business model approach where a value proposition is initially formulated on the educational innovation. The authors then engaged in a hypothesis-validation process through an intense series of customer interviews with different segments of potential end users, including junior/senior students, student interns, and hydrology professors. The authors also sought insight from engineering firms by interviewing junior engineers and their supervisors to gather feedback on the preparedness of graduating engineers as they enter the workforce in the area of water resources. Exploring the large landscape of potential users is critical in formulating a user-driven approach that can inform the innovation development. The presentation shares the results of this experiment and the insight gained and discusses how such information can inform the community on sustaining and scaling hydrology educational developments.

Technologies Advance UAVs for Science, Military

NASA Technical Reports Server (NTRS)

2010-01-01

A Space Act Agreement with Goddard Space Flight Center and West Virginia University enabled Aurora Flight Sciences Corporation, of Manassas, Virginia, to develop cost-effective composite manufacturing capabilities and open a facility in West Virginia. The company now employs 160 workers at the plant, tasked with crafting airframe components for the Global Hawk unmanned aerial vehicle (UAV) program. While one third of the company's workforce focuses on Global Hawk production, the rest of the company develops advanced UAV technologies that are redefining traditional approaches to unmanned aviation. Since the company's founding, Aurora s cutting-edge work has been supported with funding from NASA's Small Business Innovation Research (SBIR) and Small Business Technology Transfer (STTR) programs.

Transforming Global Health with Mobile Technologies and Social Enterprises

PubMed Central

Kayingo, Gerald

2012-01-01

More than 2,000 people convened for the ninth annual Global Health and Innovation Conference at Yale University on April 21-22, 2012. Participants discussed the latest innovations, ideas in development, lessons learned, opportunities and challenges in global health activities. Several themes emerged, including the important role of frontline workers, strengthening health systems, leveraging social media, and sustainable and impact-driven philanthropy. Overall, the major outcome of the conference was the increased awareness of the potential of mobile technologies and social enterprises in transforming global health. Experts warned that donations and technological advances alone will not transform global health unless there are strong functioning health infrastructures and improved workforce. It was noted that there is a critical need for an integrated systems approach to global health problems and a need for scaling up promising pilot projects. Lack of funding, accountability, and sustainability were identified as major challenges in global health. PMID:23012591

N.J.'s Community College Compact: A Strategic Blueprint for Workforce Development Programs

ERIC Educational Resources Information Center

Nespoli, Lawrence A.; Lam, Linda; Farbman, Jacob

2004-01-01

Workforce development is the key to future economic growth. Community colleges stand ready to play the key role in workforce development programs across the country. For community college leaders, the connection between their colleges and workforce development is obvious. Community college leaders understand, for example, that community college…

The great divide: social media's role in bridging healthcare's generational shift.

PubMed

Sarringhaus, Meredith M

2011-01-01

Social media, a resource largely untapped in the healthcare field, presents opportunities and advantages and, if used properly, can innovate healthcare and create a competitive advantage for adopters. Many organizations have considered social media but dismissed its advantages as fleeting products of the new generation entering the workforce: the millennials. However, the millennial generation has assumed a greater presence in clinical and administrative positions as the baby boomer generation prepares for retirement. This article advocates the adoption of social media in healthcare organizations as a strategic advantage in connecting with their patient population and recruiting and retaining millennial staff amid the generational shift of the healthcare workforce.

Health workforce needs: projections complicated by practice and technology changes.

PubMed

Cunningham, Rob

2013-10-22

As population growth and the aging of the overall population increase demand for health care, policymakers and analysts posit whether sufficient health care providers will be able to meet that demand. Some argue there are too few providers already; others say our current supply-demand problems lie with efficiency. But suppose both are correct? Perhaps the real challenge is to understand how physician practices are changing in response to market forces such as payment changes, provider distributions, and technology innovations. This issue brief reviews what is known about evolving practice organizations, professional mixes, information technology support, and the implications of these and other factors for public workforce policies.

Improving skills and care standards in the support workforce for older people: a realist synthesis of workforce development interventions

PubMed Central

Williams, L; Rycroft-Malone, J; Burton, C R; Edwards, S; Fisher, D; Hall, B; McCormack, B; Nutley, S M; Seddon, D; Williams, R

2016-01-01

Objectives This evidence review was conducted to understand how and why workforce development interventions can improve the skills and care standards of support workers in older people's services. Design Following recognised realist synthesis principles, the review was completed by (1) development of an initial programme theory; (2) retrieval, review and synthesis of evidence relating to interventions designed to develop the support workforce; (3) ‘testing out’ the synthesis findings to refine the programme theories, and establish their practical relevance/potential for implementation through stakeholder interviews; and (4) forming actionable recommendations. Participants Stakeholders who represented services, commissioners and older people were involved in workshops in an advisory capacity, and 10 participants were interviewed during the theory refinement process. Results Eight context–mechanism–outcome (CMO) configurations were identified which cumulatively comprise a new programme theory about ‘what works’ to support workforce development in older people's services. The CMOs indicate that the design and delivery of workforce development includes how to make it real to the work of those delivering support to older people; the individual support worker's personal starting points and expectations of the role; how to tap into support workers' motivations; the use of incentivisation; joining things up around workforce development; getting the right mix of people engaged in the design and delivery of workforce development programmes/interventions; taking a planned approach to workforce development, and the ways in which components of interventions reinforce one another, increasing the potential for impacts to embed and spread across organisations. Conclusions It is important to take a tailored approach to the design and delivery of workforce development that is mindful of the needs of older people, support workers, health and social care services and the employing organisations within which workforce development operates. Workforce development interventions need to balance the technical, professional and emotional aspects of care. Trial registration number CRD42013006283. PMID:27566640

Integrated Workforce Modeling System

NASA Technical Reports Server (NTRS)

Moynihan, Gary P.

2000-01-01

There are several computer-based systems, currently in various phases of development at KSC, which encompass some component, aspect, or function of workforce modeling. These systems may offer redundant capabilities and/or incompatible interfaces. A systems approach to workforce modeling is necessary in order to identify and better address user requirements. This research has consisted of two primary tasks. Task 1 provided an assessment of existing and proposed KSC workforce modeling systems for their functionality and applicability to the workforce planning function. Task 2 resulted in the development of a proof-of-concept design for a systems approach to workforce modeling. The model incorporates critical aspects of workforce planning, including hires, attrition, and employee development.

Transition Practices of Vocational Rehabilitation Counselors Serving Students and Youth with Disabilities

ERIC Educational Resources Information Center

Neubert, Debra A.; Luecking, Richard G.; Fabian, Ellen S.

2018-01-01

Purpose: The Workforce Innovation and Opportunity Act of 2014 mandates vocational rehabilitation (VR) counselors play a greater role in providing transition-related services for students and youth with disabilities, such as pre-employment activities and increased collaborative efforts with state and local education agencies and American Jobs…

Critical Skills Survey

ERIC Educational Resources Information Center

Education Digest: Essential Readings Condensed for Quick Review, 2010

2010-01-01

As the U.S. economy begins to show signs of improvement, executives say they need a workforce fully equipped with skills beyond just the basics of reading, writing, and arithmetic (the three Rs). Skills such as critical thinking and problem solving, communication, collaboration, and creativity and innovation (the four Cs) will become even more…

Globalization in the Face of Standardization: Implications for Teacher Education

ERIC Educational Resources Information Center

Delgado, Rocio; Norman, Patricia

2008-01-01

As globalization affects political and economic systems, cultures, and the environment, it affects the educational needs of a globalized workforce. In this complex, fast-evolving knowledge economy, workers must possess analytic skills, creativity, flexibility, and innovation. They need oral and written communication skills and the disposition to…

Service Learning in High School Biology and College Major Choice

ERIC Educational Resources Information Center

Wyss, Vanessa L.; Tai, Robert H.

2012-01-01

In section two of a 2002 amendment on the Undergraduate Science, Mathematics, Engineering, and Technology Education Improvement Act, congress stated "A workforce that is highly trained in science...is crucial to generating the innovation that drives economic growth..." (Committee on Science, 2002). Given the growth in science,…

77 FR 40618 - Announcement of Requirements and Registration for “SMART-Indivo Challenge”

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-10

.... ACTION: Notice. SUMMARY: A health care system adapting to the effects of an aging population, growing expenditures, and a diminishing primary care workforce needs the support of a flexible information infrastructure that facilitates innovation in wellness, health care, and public health. Flexibility is critical...

Tapping Workforce Potential: A Workplace Literacy Model for Innovative Partnerships between Industry and Community Colleges.

ERIC Educational Resources Information Center

Vanis, Mary I.

A partnership between Glendale Community College, Rio Salado Community College, and Digital Equipment Corporation provides literacy instruction to employees at Digital's Phoenix plant; from their experience are derived recommendations for those considering similar arrangements. The partnership's definition of literacy included critical thinking,…

Productivity, Social Networks and Net Communities in the Workplace

ERIC Educational Resources Information Center

Asunda, Paul

2010-01-01

The 21st century workplace is being shaped by ever-changing technological innovations, shifting demographic patterns, globalization and power shifts, in addition to different economic players such as policymakers, employers, education and training institutions that shape the quality of the future workforce. In today's work environment,…

Navigating Disruptive Innovation in Undergraduate Business Education

ERIC Educational Resources Information Center

Behara, Ravi S.; Davis, Mark M.

2015-01-01

The undergraduate business education landscape is dramatically changing and will continue to do so for the foreseeable future. Many of the changes are being driven by increasing costs, advances in technology, rapid globalization, and an increasingly diverse workforce and customer base, and are occurring simultaneously in both the business world…

Systems That Teach: Medical Education and the Future Healthcare Workforce

ERIC Educational Resources Information Center

Bennett, Elisabeth E.; Higgens, Thomas L.

2016-01-01

Physician education has followed relatively rigid guidelines since the Flexner report of 1910. Medical education has been largely didactic with time-based progression and certifying exams, and with variable degrees of autonomy and supervision in graduate (post MD/DO degree) medical education programs. Innovative educational approaches now…

78 FR 40434 - Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-07-05

... subcommittees. The subcommittees--Workforce and Public Perception of Manufacturing; Innovation, Research and.... Government and the manufacturing sector. DATES: July 23, 2013, 10:00 a.m.-12:30 p.m. Eastern Daylight Time... comments from members of the public attending the meeting. To accommodate as many speakers as possible, the...

Regional Cooperation To Meet Global Competition.

ERIC Educational Resources Information Center

Price, Thomas

In response to the recognition that significant changes were required in service delivery approaches to meet the changing needs for workforce training, Illinois' Joliet Junior College (JJC) implemented a series of innovative training programs. The guiding philosophy behind the programs was that service delivery must correspond to shifts in focus…

Collaborative Assessment for Employment Planning: Transition Assessment and the Discovery Process

ERIC Educational Resources Information Center

Stevenson, Bradley S.; Fowler, Catherine H.

2016-01-01

As the Workforce Innovation and Opportunities Act (WIOA) is implemented across the nation, special education and vocational rehabilitation professionals will need to increase their level of collaboration. One area of potential collaboration is assessment--transition assessment for the field of special education and the discovery process for adult…

Examining diversity inequities in fisheries science: a call to action

Treesearch

Ivan Arismendi; Brooke E. Penaluna

2016-01-01

A diverse workforce in science can bring about competitive advantages, innovation, and new knowledge, skills, and experiences for understanding complex problems involving the science and management of natural resources. In particular, fisheries sciences confronts exceptional challenges because of complicated societal-level problems from the overexploitation and...

Expanding Underrepresented Minority Participation: America's Science and Technology Talent at the Crossroads

ERIC Educational Resources Information Center

National Academies Press, 2011

2011-01-01

In order for the United States to maintain the global leadership and competitiveness in science and technology that are critical to achieving national goals, we must invest in research, encourage innovation, and grow a strong and talented science and technology workforce. "Expanding Underrepresented Minority Participation" explores the…

The Tip of the Iceberg: The Quest for Innovation at the Base of the Pyramid

NASA Astrophysics Data System (ADS)

Gordon, M. D.; Awad, N. F.

Much of the world in Asia, Latin America, and Africa is at an early stage of economic development similar to what the United States and other developed countries experienced many decades ago. Yet, much as their needs for hard and soft infrastructure, effective business practices, and an educated workforce parallel similar needs that underlay earlier development in the West, replicating Western development would overlook the hallmarks of the current century: widely available information and communications technology; a set of electronic linkages among the world; and a global business environment, to name just a few. Consequently, it should be possible to allow developing countries to use "leapfrog" technologies that were inconceivable decades ago to support their development. One means of identifying these opportunities is by matching traditional development needs with novel support by connecting previously unrelated literatures.

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

PubMed

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. Informants indicated that individual organisations are limited in their capacity to address recruitment, retention and training issues and highlighted the potential benefits of a regional mental health workforce recruitment, retention and training strategy. This study provides a unique insight into the creative approaches adopted by managers in Gippsland to recruit and retain mental health workers. It brings a new perspective to the literature due to the reflections of managers, grounded as they are in day-to-day work.

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

DOE Office of Scientific and Technical Information (OSTI.GOV)

Mets, Mindy

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.more » 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)« less

Rural pharmacy in Canada: pharmacist training, workforce capacity and research partnerships.

PubMed

Soon, Judith A; Levine, Marc

2011-09-01

To characterize rural health care and pharmacy recruitment and retention issues explored in Canadian pharmacy strategic guidelines and Canadian Faculties of Pharmacy curricula; compare the availability of pharmacy workforce across Canadian jurisdictions; and identify models for potential collaborations between universities and rural pharmacies in the North. Review of Canadian pharmacy strategic documents, Canadian Faculty of Pharmacy websites, Canadian pharmacy workforce data and relevant literature based on the search terms to identify university-rural community pharmacy initiatives. Three recent Canadian pharmacy strategic documents do not directly address issues related to rural and northern pharmacy practice, with recruitment and retention mentioned only in Canadian Pharmacists Association documents. Few Canadian Faculties of Pharmacy provide curricula on rural and northern health care issues or discuss rural recruitment and retention during training, with barriers to experiential rural practicums impeding placements. An innovative new partnership between the University of Waterloo School of Pharmacy and Gateway Rural Health Research Institute has the potential to enhance rural education, pharmacy services and community-based research. The number of pharmacists per 100,000 population in northern regions of British Columbia and the territories is low when compared with other Canadian provinces. In Australia, a model of university-rural pharmacy collaboration has been developed that may have the potential to inform future Canadian initiatives. Development of a coordinated, multifaceted approach involving universities, pharmacy professional associations and community-based research organizations in rural and northern regions of the country has the potential to enhance pharmacist education, practice recruitment, practice retention and community-based health outcomes research.

Public health workforce: challenges and policy issues

PubMed Central

Beaglehole, Robert; Dal Poz, Mario R

2003-01-01

This paper reviews the challenges facing the public health workforce in developing countries and the main policy issues that must be addressed in order to strengthen the public health workforce. The public health workforce is diverse and includes all those whose prime responsibility is the provision of core public health activities, irrespective of their organizational base. Although the public health workforce is central to the performance of health systems, very little is known about its composition, training or performance. The key policy question is: Should governments invest more in building and supporting the public health workforce and infrastructure to ensure the more effective functioning of health systems? Other questions concern: the nature of the public health workforce, including its size, composition, skills, training needs, current functions and performance; the appropriate roles of the workforce; and how the workforce can be strengthened to support new approaches to priority health problems. The available evidence to shed light on these policy issues is limited. The World Health Organization is supporting the development of evidence to inform discussion on the best approaches to strengthening public health capacity in developing countries. WHO's priorities are to build an evidence base on the size and structure of the public health workforce, beginning with ongoing data collection activities, and to map the current public health training programmes in developing countries and in Central and Eastern Europe. Other steps will include developing a consensus on the desired functions and activities of the public health workforce and developing a framework and methods for assisting countries to assess and enhance the performance of public health training institutions and of the public health workforce. PMID:12904251

The Integrate Student Portal: Online Resources to Prepare Students for the Workforce of a Sustainable Future

NASA Astrophysics Data System (ADS)

Bruckner, M. Z.; Manduca, C. A.; Egger, A. E.; Macdonald, H.

2014-12-01

The InTeGrate Student Portal is a suite of web pages that utilize InTeGrate resources to support student success by providing undergraduates with tools and information necessary to be proactive in their career choices and development. Drawn from various InTeGrate workshops and programming, the Portal organizes these resources to illuminate a variety of career opportunities and pathways to both traditional and non-traditional jobs that support a sustainable future. Informed from a variety of sources including employers, practitioners, faculty, students, reports, and articles, the pages explore five facets: (1) sustainability across the disciplines, (2) workforce preparation, (3) professional communication, (4) teaching and teaching careers, and (5) the future of green research and technology. The first three facets explore how sustainability is integrated across disciplines and how sustainability and 'green' jobs are available in a wide range of traditional and non-traditional workplaces within and beyond science. They provide students guidance in preparing for this sustainability workforce, including where to learn about jobs and how to pursue them, advice for strengthening their job applications, and how to build a set of skills that employers seek. This advice encompasses classroom skills as well as those acquired and strengthened as part of extracurricular or workplace experiences. The fourth facet, aimed at teaching assistants with little or no experience as well as at students who are interested in pursuing teaching as a career, provides information and resources about teaching. The fifth facet explores future directions of technology and the need for innovations in the workforce of the future to address sustainability issues. We seek your input and invite you to explore the Portal at: serc.carleton.edu/integrate/students/

Factors Influencing the Employment of Australian PhD Graduates

ERIC Educational Resources Information Center

Jackson, Denise; Michelson, Grant

2015-01-01

It has long been argued in many Western countries that having a highly skilled workforce is crucial to innovation and national competitiveness. Ensuring the employment of the most highly educated members of a country's population is integral to helping achieve such economic outcomes. Therefore, the objective of this study is to identify the major…

The Arts in Contemporary Education

ERIC Educational Resources Information Center

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…

The Instructional Effects of Knowledge-Based Community of Practice Learning Environment on Student Achievement and Knowledge Convergence

ERIC Educational Resources Information Center

Draper, Darryl C.

2013-01-01

The increased accessibility of technology and Internet connections has enabled organizations to provide their workforces with the opportunity to engage in distributed education. "Harnessing this innovation calls for organizational and technological infrastructures that support the interplay of knowledge and knowing" (Cook & Brown, 1999, p. 381).…

Catalyzing curriculum evolution in graduate science education.

PubMed

Gutlerner, Johanna L; Van Vactor, David

2013-05-09

Strategies in life science graduate education must evolve in order to train a modern workforce capable of integrative solutions to challenging problems. Our institution has catalyzed such evolution through building a postdoctoral Curriculum Fellows Program that provides a collaborative and scholarly education laboratory for innovation in graduate training. Copyright © 2013 Elsevier Inc. All rights reserved.

Using Research to Design Integrated Education and Training Programs

ERIC Educational Resources Information Center

Pappalardo, Michele; Schaffer, William R.

2016-01-01

With the passage of the Workforce Innovation and Opportunity Act (WIOA) of 2014, Northampton Community College began the creation of Integrated Education and Training (IE&T) programs in October 2015. After a needs assessment was conducted with the partners, programs were created to address the needs in the hospitality and healthcare sectors.…

Text(ing) in Context: The Future of Workplace Communication in the United States

ERIC Educational Resources Information Center

Kiddie, Thomas J.

2014-01-01

Following Rogers's theory of the diffusion of innovations, the author questions whether youth entering the workforce will act as change agents to evolve primary business communication channels from email to text-messaging. Expanding on research performed in 2009, the author investigates three communication scenarios: scheduling meetings,…

Pathways through Graduate School and into Careers

ERIC Educational Resources Information Center

Wendler, Cathy; Bridgeman, Brent; Markle, Ross; Cline, Fred; Bell, Nathan; McAllister, Patricia; Kent, Julia

2012-01-01

Historically, graduate education in the United States has played a critical role in the success of the U.S. workforce and economy, attracting and producing many of the world's most influential researchers, innovators, and leaders. As demonstrated in the landmark 2010 report, "The Path Forward: The Future of Graduate Education in the United…

The Petri Project Pipeline for Education, Training Resources, and Innovation

ERIC Educational Resources Information Center

Adams, Cindy; Bortz, Carolyn

2010-01-01

Northampton Community College (NCC) responded to an industry identified need within the regional biotechnology community for entry-level production workers in biomanufacturing. In an effort to meet this need and create a transitional program of study for dislocated and incumbent workers, NCC partnered with the local Workforce Investment Boards,…

Future Workforce: NSF's Advanced Technological Education Program Celebrates 20 Years of Connecting Students with STEM Careers

ERIC Educational Resources Information Center

Patton, Madeline

2014-01-01

With the leadership of community college educators and their industry partners, the National Science Foundation's Advanced Technological Education (ATE) program has achieved an impressive record of incubating innovative science, technology, engineering, and mathematics (STEM) programs. ATE's mission to increase the quality of technicians working…

Is WIOA Good for Adult Learners? A Response to Amy Pickard's Forum Essay

ERIC Educational Resources Information Center

Bragg, Debra D.

2016-01-01

According to Debra Bragg, Amy Pickard's article "WIOA: Implications for Low-Scoring Adult Learners" (EJ1125478) offers a provocative analysis of the federal Workforce Innovation and Opportunity Act (WIOA) that is important for any educator to read, especially educators who work with adult learners in postsecondary education. Pickard's…

Ohio's Economic Advantage. Enhancing Workforce Performance. Improving Business Results. Increasing Global Competitiveness.

ERIC Educational Resources Information Center

Ohio Board of Regents, Columbus.

This booklet contains 36 one-page "success stories" that reveal how the two-year colleges and the vocational and adult education system in Ohio are responding to business and industry needs with innovative problem solving and effective partnerships. Each profile includes a challenge, a solution, results, and comments from business…

Creating a Brighter Workforce with the Arts

ERIC Educational Resources Information Center

Lynch, Robert L.

2008-01-01

The reality of life in the 21st century is that the skills associated with artistic practices--creative thinking, self-discipline, collaboration and innovation--are skills that are in great demand. In fact, in a rapidly changing global economy, the skills the arts teach may be mandatory for everyone's success. Arts education not only provides…

Resident Empowerment as a Driving Theme of Graduate Medical Education Reform.

PubMed

Thibault, George E

2018-03-01

Through a series of six recent conferences, the Josiah Macy Jr. Foundation wanted to try to change the discussion about graduate medical education (GME) reform to one that is about the innovations needed to better prepare residents for the changing world of practice they will be entering and for meeting the needs of the patient population they will serve. These conferences featured some of the encouraging innovations in GME that are occurring at local and regional levels. An ongoing theme from many of these reforms is the empowerment of residents. The author examines what it would mean for health care systems, residency programs, and residents themselves to pursue empowerment for this significant portion of the health care workforce. Residents should be seen as a valuable component of the health care workforce with the ability to contribute to institutional and societal goals. The author highlights examples of existing programs that use residents in this way, but to accomplish this more broadly will require culture change and greater flexibility on the part of GME and institutional leadership.

The Department of Veterans Affairs Nursing Academy (VANA): forging strategic alliances with schools of nursing to address nursing's workforce needs.

PubMed

Bowman, Candice C; Johnson, Linda; Cox, Malcolm; Rick, Catherine; Dougherty, Mary; Alt-White, Anna C; Wyte, Tamar; Needleman, Jack; Dobalian, Aram

2011-01-01

In 2007, the Department of Veterans Affairs (VA) established the VA Nursing Academy (VANA), a 5-year, $60-million pilot program funding 15 partnerships between schools of nursing and local VA health care facilities nationwide, to expand nursing faculty, enhance clinical faculty development, increase nursing student enrollment, and promote educational innovations. VA is an ideal setting for educating nursing students owing to a well-educated registered nurse staff, an array of traditional and nontraditional settings, a state-of-the-art computerized electronic health record system, and a unique patient population. Challenges related to the complex nature of VANA partnerships, conceptualized as strategic alliances created between disparate subunits, each embedded in a larger organization, require careful governance to ensure smooth implementation. To ensure the program's aims are met, a 6-year national evaluation has been funded to help identify which strategies best achieve VANA's goals. The speed of economic recovery and the resulting changes in the nursing workforce are important determinants of VANA's future. Published by Mosby, Inc.

Recruiting the next generation of nephrologists.

PubMed

Parker, Mark G; Pivert, Kurtis A; Ibrahim, Tod; Molitoris, Bruce A

2013-07-01

The nephrology physician workforce substantially expanded during the past decade, as did the number of fellowship training positions. However, the number of U.S. medical graduates choosing nephrology careers has declined precipitously. Although workforce diversity has improved, the gains are modest. Leadership in kidney disease research and innovation is threatened by significant disincentives to the pursuit of research track careers. Meanwhile, various factors challenge reliable predictions of physician workforce demand: marked growth of the CKD and ESRD populations, shifting health care economics and access, restricted opportunities for international medical graduates, expansion of advanced practitioner utilization, and aging of the contemporary practicing physician cohort. Changing demographics and cultural shifts, including perceptions of work-life balance and quality of life, increasingly influence medical student and resident career choices. Negative student and resident attitudes toward core nephrology educational experiences and perceptions of nephrology careers are disquieting. The American Society of Nephrology has initiated a series of programs aimed at renewing interest among students and residents in nephrology careers and research training and continuing to improve the diversity of the nephrology workforce, both critical to ensuring there will be enough nephrologists to care for a growing kidney disease population. Copyright © 2013 National Kidney Foundation, Inc. Published by Elsevier Inc. All rights reserved.

Big Data Analytics in Chemical Engineering.

PubMed

Chiang, Leo; Lu, Bo; Castillo, Ivan

2017-06-07

Big data analytics is the journey to turn data into insights for more informed business and operational decisions. As the chemical engineering community is collecting more data (volume) from different sources (variety), this journey becomes more challenging in terms of using the right data and the right tools (analytics) to make the right decisions in real time (velocity). This article highlights recent big data advancements in five industries, including chemicals, energy, semiconductors, pharmaceuticals, and food, and then discusses technical, platform, and culture challenges. To reach the next milestone in multiplying successes to the enterprise level, government, academia, and industry need to collaboratively focus on workforce development and innovation.

A scenario-planning approach to human resources for health: the case of community pharmacists in Portugal.

PubMed

Gregório, João; Cavaco, Afonso; Velez Lapão, Luís

2014-10-13

Health workforce planning is especially important in a setting of political, social, and economic uncertainty. Portuguese community pharmacists are experiencing such conditions as well as increasing patient empowerment, shortage of primary care physicians, and primary health care reforms. This study aims to design three future scenarios for Portuguese community pharmacists, recognizing the changing environment as an opportunity to develop the role that community pharmacists may play in the Portuguese health system. The community pharmacist scenario design followed a three-stage approach. The first stage comprised thinking of relevant questions to be addressed and definition of the scenarios horizon. The second stage comprised two face-to-face, scenario-building workshops, for which 10 experts from practice and academic settings were invited. Academic and professional experience was the main selection criteria. The first workshop was meant for context analysis and design of draft scenarios, while the second was aimed at scenario analysis and validation. The final scenarios were built merging workshops' information with data collected from scientific literature followed by team consensus. The final stage involved scenario development carried by the authors alone, developing the narratives behind each scenario. Analysis allowed the identification of critical factors expected to have particular influence in 2020 for Portuguese community pharmacists, leading to two critical uncertainties: the "Legislative environment" and "Ability to innovate and develop services". Three final scenarios were built, namely "Pharmacy-Mall", "e-Pharmacist", and "Reorganize or Die". These scenarios provide possible trends for market needs, pharmacist workforce numbers, and expected qualifications to be developed by future professionals. In all scenarios it is clear that the future advance of Portuguese community pharmacists will depend on pharmaceutical services provision beyond medicine dispensing. This innovative professional role will require the acquisition or development of competencies in the fields of management, leadership, marketing, information technologies, teamwork abilities, and behavioural and communication skills. To accomplish a sustainable evolution, legislative changes and adequate financial incentives will be beneficial. The scenario development proves to be valuable as a strategic planning tool, not only for understanding future community pharmacist needs in a complex and uncertain environment, but also for other health care professionals.

Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs—Summary Report

DOE Office of Scientific and Technical Information (OSTI.GOV)

O'Neil, Lori Ross; Assante, Michael; Tobey, D. H.

2013-07-01

This document is a summarization of the report, Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs, the final report for phase 2 of the SPSP (DOE workforce study) project.

Building the Workforce of the Future

ERIC Educational Resources Information Center

González-Rivera, Christian

2016-01-01

"Building the Workforce of the Future" is an in-depth, independent report on the first eighteen months of Career Pathways, New York City's sweeping new strategy for workforce development. In November 2014, Mayor de Blasio launched a sweeping new approach to workforce development in New York City. Unlike the previous model, which…

How the EWD Program Aims to Meet Workforce Needs. Policy Brief

ERIC Educational Resources Information Center

Jez, Su Jin; Nodine, Thad

2016-01-01

The Economic and Workforce Development Program (EWD) aims to support California's economy by aligning community college educational programs with workforce development needs. The program connects employers and community college educators through a network of workforce training resources and partnerships called "Doing What Matters for Jobs and…

Primary and community care workforce planning and development.

PubMed

Hurst, Keith

2006-09-01

This article reports a study that provided primary and community care managers with information, allowing them to: (a) evaluate the size and mix of their workforce; and (b) develop knowledgeable and skilled teams to meet the demands of growing and changing services. Primary and community care services are growing in the United Kingdom, but workforce planning and development, despite their wide-ranging cost and quality implications, have not received the same attention. Indeed, most primary and community care workforce planning and development issues are universal. Demand 1-1 side workforce planning is concerned not only with the number, but also with staff mix; but how these autonomous and isolated practitioners spend their time is unique. The other side of the equation, workforce supply, raises many recruitment and retention challenges for managers in many countries. Any country's main workforce planning methods apply equally well to primary care, but each is flawed. A second, main problem is that the methods lead to fragmented services, whereas modern workforce planning methods should be multidisciplinary. Consequently, it has never been more important for managers to have data and algorithms to develop appropriate care teams. A large and versatile workforce database, profiling 304 English primary care trusts using demographic, socio-economic, mortality, morbidity, staffing and performance workforce-related variables, compiled in 2002 and updated yearly, is described. Data were supplemented with a systematic literature review leading to a 340-item annotated bibliography; and qualitative interviews with managers. Workforce size and mix are historical and irrational at best. Moreover, the number of variables that influence staffing is growing, thereby complicating workforce planning. Evaluating and adjusting the size and mix of teams using empirically determined community demand and performance variables based on the area's socio-economic characteristics is feasible.

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

PubMed

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 development of an Indigenous disability workforce may help to ensure a culturally safe disability services sector and workforce.

Disruptive innovation in community pharmacy - Impact of automation on the pharmacist workforce.

PubMed

Spinks, Jean; Jackson, John; Kirkpatrick, Carl M; Wheeler, Amanda J

Pharmacy workforce planning has been relatively static for many decades. However, like all industries, health care is exposed to potentially disruptive technological changes. Automated dispensing systems have been available to pharmacy for over a decade and have been applied to a range of repetitive technical processes which are at risk of error, including record keeping, item selection, labeling and dose packing. To date, most applications of this technology have been at the local level, such as hospital pharmacies or single-site community pharmacies. However, widespread implementation of a more centralized automated dispensing model, such as the 'hub and spoke' model currently being debated in the United Kingdom, could cause a 'technology shock,' delivering industry-wide efficiencies, improving medication accessibility and lowering costs to consumers and funding agencies. Some of pharmacists' historical roles may be made redundant, and new roles may be created, decoupling pharmacists to a certain extent from the dispensing and supply process. It may also create an additional opportunity for pharmacists to be acknowledged and renumerated for professional services that extend beyond the dispensary. Such a change would have significant implications for the organization and funding of community pharmacy services as well as pharmacy workforce planning. This paper discusses the prospect of centralized automated dispensing systems and how this may impact on the pharmacy workforce. It concludes that more work needs to be done in the realm of pharmacy workforce planning to ensure that the introduction of any new technology delivers optimal outcomes to consumers, insurers and the pharmacy workforce. Copyright © 2016 Elsevier Inc. All rights reserved.

Revitalizing primary health care and family medicine/primary care in India--disruptive innovation?

PubMed

Biswas, Rakesh; Joshi, Ankur; Joshi, Rajeev; Kaufman, Terry; Peterson, Chris; Sturmberg, Joachim P; Maitra, Arjun; Martin, Carmel M

2009-10-01

India has rudimentary and fragmented primary health care (PHC) and family medicine systems, yet it also has the policy expectation that PHC should meet the needs of extremely large populations with slums and difficult to reach groups, rapid social and epidemiological transition from developing to developed nation profiles. Historically, the system has lacked impetus to achieve PHC. To provide an overview of PHC approaches and the current state of PHC and family medicine in India in order to assess the opportunities for their revitalization. A narrative review of the published and grey literature on PHC, family medicine, Web2.0 and health informatics key papers and policy documents, pertinent to India. A conceptual framework and recommendations for policy makers and practitioner audiences. PHC is constructed through systems of local providers who address individual, family and local community basic health needs with strong community participation. Successful PHC is a pre-eminent strategy for India to address the determinants of health and the almost chaotic of massive social transition in its institutions and health care sector. There is a lack of an articulated comprehensive framework for the publicly stated goals of improving health and implementing PHC. Also, there exists a very limited education and organization of a medical and PHC workforce who are trained and resourced to address individual, family and local community health and who have become increasingly specialized. However, emerging technology, Health2.0 and user generated health care informatics, which are largely conducted through mobile phones, are co-evolving patient-driven health systems, and potentially enhance PHC and family medicine workforce development. In order to improve health outcomes in an equitable manner in India, there is a pressing need for a framework for implementing PHC. The co-emergence of information technologies accessible to the mass population and user-driven health care provide a potential catalyst or innovation for this transition.

The Palau AHEC--academizing the public health work plan: capacity development and innovation in Micronesia.

PubMed

Dever, Greg; Finau, Sitaleki; Kuartei, Stevenson; Durand, A Mark; Rykken, David; Yano, Victor; Untalan, Pedro; Withy, Kelley; Tellei, Patrick; Baravilala, Wame; Pierantozzi, Sandra; Tellei, Jullie

2005-03-01

The Palau Area Health Education Center (AHEC)--a program of the University of Hawaii's John A. Burns School of Medicine (JABSOM) and based at Palau Community College--was established in 2001 in response to the recommendations of the 1998 Institute of Medicine (IOM) report--Pacific Partnerships for Health--Charting a New Course for the 21st Century1. One of IOM's core recommendations was to promote the training of the primary health care workforce among the U.S.-Associated Pacific Islands. Since its inception in 2001, the Palau AHEC has coordinated overall 37 postgraduate and undergraduate courses in General Practice and Public Health taught by the University of Auckland Faculty of Medicine and Health Sciences and the Fiji School of Medicine's School of Public Health and Primary Care (SPH&PC) in Palau, Yap State, and the Republic of the Marshall Islands. Currently 139 physicians, nurses, health administrators, and environmental health workers are registered as active students in Palau (58), Yap State (22), and the RMI (59). Notably, the Palau AHEC and the SPH&PC have worked in an innovative partnership with the Palau Ministry of Health to operationalize the MOH's public health work plan to implement a comprehensive community health survey of all 4,376 households in Palau, interviewing 79% of the total population, to determine Palau's health indicators. To accomplish this, the SPH&PC developed and taught a curriculum for Palau physicians and public health nurses on how to design the survey, gather, and analyze data in order to develop and implement appropriately responsive intervention and treatment programs to address Palau's old and newer morbidities. In early FY2005, two other Micronesian AHECs--the Yap State and Commonwealth of the Northern Mariana Islands AHECs--were funded through JABSOM administered grants which will also address the primary care training needs of Micronesia's remote and isolated health workforce.

Creating and Sustaining an Interdisciplinary Infant Mental Health Workforce

ERIC Educational Resources Information Center

Hogan, Anne E.; Dillon, Colleen O.; Fernandes, Sherira; Spieker, Susan; ZeanahTulane, Paula D.

2012-01-01

Developing a sustainable, competent workforce is an urgent and challenging task for the Infant Mental Health (IMH) field. In this article, the authors share their experiences and perspectives on the importance of and challenges in the development of the IMH workforce. The broad view of both workforce members and professional development…

Workforce Development Policy: Unrealized Potential for Americans with Disabilities

ERIC Educational Resources Information Center

Golden, Thomas P.; Bruyere, Susanne M.; Karpur, Arun; Nazarov, Zafar; VanLooy, Sara; Reiter, Beth

2012-01-01

Individuals with disabilities have lower rates of workforce participation and lower earnings than their nondisabled peers. This article traces the history of the U.S. workforce development policy framework, including the Workforce Investment Act of 1998; the Rehabilitation Act of 1973, as amended; and the impact of the Ticket to Work and Work…

Implementing large-scale workforce change: learning from 55 pilot sites of allied health workforce redesign in Queensland, Australia

PubMed Central

2013-01-01

Background Increasingly, health workforces are undergoing high-level ‘re-engineering’ to help them better meet the needs of the population, workforce and service delivery. Queensland Health implemented a large scale 5-year workforce redesign program across more than 13 health-care disciplines. This study synthesized the findings from this program to identify and codify mechanisms associated with successful workforce redesign to help inform other large workforce projects. Methods This study used Inductive Logic Reasoning (ILR), a process that uses logic models as the primary functional tool to develop theories of change, which are subsequently validated through proposition testing. Initial theories of change were developed from a systematic review of the literature and synthesized using a logic model. These theories of change were then developed into propositions and subsequently tested empirically against documentary, interview, and survey data from 55 projects in the workforce redesign program. Results Three overarching principles were identified that optimized successful workforce redesign: (1) drivers for change need to be close to practice; (2) contexts need to be supportive both at the local levels and legislatively; and (3) mechanisms should include appropriate engagement, resources to facilitate change management, governance, and support structures. Attendance to these factors was uniformly associated with success of individual projects. Conclusions ILR is a transparent and reproducible method for developing and testing theories of workforce change. Despite the heterogeneity of projects, professions, and approaches used, a consistent set of overarching principles underpinned success of workforce change interventions. These concepts have been operationalized into a workforce change checklist. PMID:24330616

[The White Paper of the health professions of Catalonia].

PubMed

Pomés, Xavier; Oriol, Albert; de Oleza, Rafael; Ania, Olinda; Avila, Alicia; Branda, Luis; Brugulat, Pilar; Gual, Arcadi; Creus, Mariona; Zurro, Amando Martin

2003-01-01

The White Paper of the Health Professions of Catalonia (WPHPC) is a strategic document for the development of the health professions. It deals with the main components of the manpower development (education, management and planning) in relation to the health services development required to attain the objectives defined in the Catalan Health Plan. The WPHPC fosters the coherence between social needs and professional competencies required to respond to them, as well as to the quantitative aspects of service needs under adequate standards of quality, effectiveness and efficiency. The WPHPC has followed a methodological process with maximum stakeholder participation and transparency. Citizens, professionals and health organizations have contributed significantly. The conclusions and recommendations of the WPHPC are organized around four axis: the citizenship, the professionals, the health care organizations and the health care model. Key elements are: the requirement of a new social contract between the different stakeholders, the values of professionalism, the need for a new credentialism of professional competencies, innovation in the education process, innovation of governance and management for organization of knowledge, the redistribution of work inside teams requires deregulation and reregulation of the professions, the need for actualized data on workforce and job positions and the permanent requirement of sociological research.

Final report : UF workforce development efforts.

DOT National Transportation Integrated Search

2014-06-01

Workforce development activities aim to attract new entrants into the transportation field : and improve the skills of the existing workforce to effectively address todays transportation : system challenges. The University of Florida Transportatio...

Innovation in Workforce Incentives

DTIC Science & Technology

2015-05-13

Extrinsic Rewards and Intrinsic Motivation : More Smoke Than Fire” argue...undermine intrinsic motivation making the incentive effect much more powerful than if it relies on extrinsic motivation alone Proposed Approach... intrinsic and extrinsic motivation – Measurement of individual contributions in a team setting which is the organizational model for DOD programs – Necessary conditions to implement a model along with the legislative changes

Creating Pathways to a Better Life: How Four Tribal Colleges Are Training Skilled Workers to Meet Regional Needs

ERIC Educational Resources Information Center

Worley, Jerry

2014-01-01

With the tremendous job growth and economic boom on the Northern Plains, tribal colleges in Montana and North Dakota are initiating new innovative programs to address the region's workforce necessities. United Tribes Technical College (UTTC), Fort Peck Community College (FPCC), Aaniiih Nakoda College (ANC), and Cankdeska Cikana Community College…

Fostering Partnerships between Education, Business and Industry

ERIC Educational Resources Information Center

Hyslop, Alisha

2009-01-01

The need for skilled workers to continually innovate and drive economic prosperity lends credence to the idea of planning for the future--and career and technical education (CTE) programs can be at the center of both today's economic recovery and the long-term future of the country's workforce. One way that these two needs can intersect is through…

Breaking New Ground: Four Key Lessons from Launching Education Innovations in Post-Conflict Environments

ERIC Educational Resources Information Center

Crary, Loren; Miller, Rachael

2017-01-01

Just over a year ago, 38 Mentors from Educate!, an organization that provides youth with skills training in leadership, entrepreneurship and workforce readiness, along with mentorship, to start real businesses at school in Africa, taught their first lessons in over 90 secondary schools across Northern Uganda, a region where they had never before…

The Space Launch System: NASA's Exploration Rocket

NASA Technical Reports Server (NTRS)

Blackerby, Christopher; Cate, Hugh C., III

2013-01-01

Powerful, versatile, and capable vehicle for entirely new missions to deep space. Vital to NASA's exploration strategy and the Nation's space agenda. Safe, affordable, and sustainable. Engaging the U.S. aerospace workforce and infrastructure. Competitive opportunities for innovations that affordably upgrade performance. Successfully meeting milestones in preparation for Preliminary Design Review in 2013. On course for first flight in 2017.

Innovations in Lifelong Learning: Capitalising on ADAPT. CEDEFOP Panorama Series.

ERIC Educational Resources Information Center

Janssens, Jos

A community initiative (called ADAPT) was intended to help the workforce in European Union countries to adapt to industrial change and prepare for the information society, as well as to promote growth, employment, and the competitiveness of companies in the countries. Between 1995 and 1999, 4,000 projects were funded to transform the ways in which…

Training and Action for Patient Safety: Embedding Interprofessional Education for Patient Safety within an Improvement Methodology

ERIC Educational Resources Information Center

Slater, Beverley L.; Lawton, Rebecca; Armitage, Gerry; Bibby, John; Wright, John

2012-01-01

Introduction: Despite an explosion of interest in improving safety and reducing error in health care, one important aspect of patient safety that has received little attention is a systematic approach to education and training for the whole health care workforce. This article describes an evaluation of an innovative multiprofessional, team-based…

Partnerships, Policy, and Educational Change: The Role of Mathematics and Science in K-16 Reform

ERIC Educational Resources Information Center

Maloney, Patricia A.

2007-01-01

Concerns about American competitiveness and innovation have led to increasing scrutiny of science, technical, engineering, and mathematics (STEM) education. Leaders in the higher education, business, and legislative communities have all issued calls for expanded opportunities and training in STEM fields to improve the skills of the U.S. workforce.…

Maintaining Professional Competence. Approaches to Career Enhancement, Vitality, and Success throughout a Work Life.

ERIC Educational Resources Information Center

Willis, Sherry L., Ed.; Dubin, Samuel S., Ed.

In response to the issues of global competition, the aging workforce, and the rapid rate of technological innovation and how today's professionals must meet these challenges, an examination is made of the key developmental approaches to maintaining and enhancing the knowledge and skills of midcareer and senior-level professionals. Twenty-one…

Educating Tomorrow's Workforce: A Report on the Semiconductor Industry's Commitment to Youth in K-12.

ERIC Educational Resources Information Center

Semiconductor Industry Association, San Jose, CA.

The U.S. semiconductor industry, now the nation's largest manufacturing industry, displays its commitment to training its current workers and educating future workers by supporting educational efforts on the K-12 level. This catalog describes innovative actions by 16 Semiconductor Industry Association companies to improve education at the K-12…

Going Green: The Vital Role of Community Colleges in Building a Sustainable Future and Green Workforce

ERIC Educational Resources Information Center

Feldbaum, Mindy

2009-01-01

The emerging transition to a low-carbon and sustainable economy holds great promise for economic growth and prosperity, innovation, and job creation. New green technologies and discoveries--coupled with new demand and forward-thinking public policies that advance sustainability and encourage public-private investments--are starting to transform…

Schools of Character: Reclaiming America's Values for Tomorrow's Workforce. The 1998 Ninth Annual "Business Week" Awards for Instructional Innovation.

ERIC Educational Resources Information Center

McGraw-Hill Companies, New York, NY. Educational and Professional Publishing Group.

This booklet profiles 10 schools that have successfully integrated character education into the lives of their students. The Character Education Partnership (CEP), in its "Eleven Principles of Effective Character Education," has articulated the kinds of efforts that its members believe have proven successful in helping young people…

Using competences and competence tools in workforce development.

PubMed

Green, Tess; Dickerson, Claire; Blass, Eddie

The NHS Knowledge and Skills Framework (KSF) has been a driving force in the move to competence-based workforce development in the NHS. Skills for Health has developed national workforce competences that aim to improve behavioural performance, and in turn increase productivity. This article describes five projects established to test Skills for Health national workforce competences, electronic tools and products in different settings in the NHS. Competences and competence tools were used to redesign services, develop job roles, identify skills gaps and develop learning programmes. Reported benefits of the projects included increased clarity and a structured, consistent and standardized approach to workforce development. Findings from the evaluation of the tools were positive in terms of their overall usefulness and provision of related training/support. Reported constraints of using the competences and tools included issues relating to their availability, content and organization. It is recognized that a highly skilled and flexible workforce is important to the delivery of high-quality health care. These projects suggest that Skills for Health competences can be used as a 'common currency' in workforce development in the UK health sector. This would support the need to adapt rapidly to changing service needs.

Increasing skilled birth attendance through midwifery workforce management.

PubMed

Rosskam, Ellen; Pariyo, George; Hounton, Sennen; Aiga, Hirotsugu

2013-01-01

Policy makers and development partners struggle to help find solutions to the high rates of maternal and newborn mortality in many low and middle income countries. Increasing access to midwives and health workers skilled in midwifery can help to alleviate the situation. We aim to contribute to the debate on strategies to increase access to skilled birth attendance by sharing our views, illustrated with as yet unpublished case stories that were recognized with Awards of Excellence at the Second Global Forum on Human Resources for Health, 2011, held in Bangkok, Thailand. The correlation between access to skilled birth attendance and the density of midwives, nurses and doctors has been well established in the literature. How to cost-effectively scale up skilled birth attendance in low and middle income countries, however, remains a matter of debate. This article is based on a review of success stories in midwifery workforce management and innovations in increasing population access to midwives and other health workers skilled in midwifery. We draw on case stories from three low resource settings: Bangladesh, Sri Lanka and Nigeria. Addressing the problem of access to skilled birth attendance, some countries are making good progress towards achieving Millennium Development Goals 4 and 5. Unshakeable political will and financial commitment are fundamental. Copyright © 2012 John Wiley & Sons, Ltd.

A strategic approach to workforce development for local public health.

PubMed

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.

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

NASA Astrophysics Data System (ADS)

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.

Fast-track for fast times: catching and keeping generation Y in the nursing workforce.

PubMed

Walker, Kim

2007-04-01

There is little doubt we find ourselves in challenging times as never before has there been such generational diversity in the nursing workforce. Currently, nurses from four distinct (and now well recognised and discussed) generational groups jostle for primacy of recognition and reward. Equally significant is the acute realisation that our ageing profession must find ways to sustain itself in the wake of huge attrition as the 'baby boomer' nurses start retiring over the next ten to fifteen years. These realities impel us to become ever more strategic in our thinking about how best to manage the workforce of the future. This paper presents two exciting and original innovations currently in train at one of Australia's leading Catholic health care providers: firstly, a new fast-track bachelor of nursing program for fee-paying domestic students. This is a collaborative venture between St Vincent's and Mater Health, Sydney (SV&MHS) and the University of Tasmania (UTas); as far as we know, it is unprecedented in Australia. As well, the two private facilities of SV&MHS, St Vincent's Private (SVPH) and the Mater Hospitals, have developed and implemented a unique 'accelerated progression pathway' (APP) to enable registered nurses with talent and ambition to fast track their career through a competency and merit based system of performance management and reward. Both these initiatives are aimed squarely at the gen Y demographic and provide potential to significantly augment our capacity to recruit and retain quality people well into the future.

Creating a new rural pharmacy workforce: Development and implementation of the Rural Pharmacy Health Initiative.

PubMed

Scott, Mollie Ashe; Kiser, Stephanie; Park, Irene; Grandy, Rebecca; Joyner, Pamela U

2017-12-01

An innovative certificate program aimed at expanding the rural pharmacy workforce, increasing the number of pharmacists with expertise in rural practice, and improving healthcare outcomes in rural North Carolina is described. Predicted shortages of primary care physicians and closures of critical access hospitals are expected to worsen existing health disparities. Experiential education in schools and colleges of pharmacy primarily takes place in academic medical centers and, unlike experiential education in medical schools, rarely emphasizes the provision of patient care in rural U.S. communities, where chronic diseases are prevalent and many residents struggle with poverty and poor access to healthcare. To help address these issues, UNC Eshelman School of Pharmacy developed the 3-year Rural Pharmacy Health Certificate program. The program curriculum includes 4 seminar courses, interprofessional education and interaction with medical students, embedding of each pharmacy student into a specific rural community for the duration of training, longitudinal ambulatory care practice experiences, community engagement initiatives, leadership training, development and implementation of a population health project, and 5 pharmacy practice experiences in rural settings. The Rural Pharmacy Health Certificate program at UNC Eshelman School of Pharmacy seeks to transform rural pharmacy practice by creating a pipeline of rural pharmacy leaders and teaching a unique skillset that will be beneficial to healthcare systems, communities, and patients. Copyright © 2017 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

Implementation of the Workforce Investment Act: Promising Practices in Workforce Development. Hearing before the Subcommittee on 21st Century Competitiveness of the Committee on Education and the Workforce. House of Representatives, One Hundred Seventh Congress, Second Session (September 12, 2002).

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

This report presents the testimony and submissions presented at the first of a series of Congressional hearings on workforce development and reauthorization of the Workforce Investment Act. Statements were given by the following individuals: (1) Buck McKeon, U.S. (United States) Congressman from California; (2) John Tierney, U.S. Congressman from…

Thirty Years of Innovation in Seismology with the IRIS Consortium

NASA Astrophysics Data System (ADS)

Sumy, D. F.; Woodward, R.; Aderhold, K.; Ahern, T. K.; Anderson, K. R.; Busby, R.; Detrick, R. S.; Evers, B.; Frassetto, A.; Hafner, K.; Simpson, D. W.; Sweet, J. R.; Taber, J.

2015-12-01

The United States academic seismology community, through the National Science Foundation (NSF)-funded Incorporated Research Institutions for Seismology (IRIS) Consortium, has promoted and encouraged a rich environment of innovation and experimentation in areas such as seismic instrumentation, data processing and analysis, teaching and curriculum development, and academic science. As the science continually evolves, IRIS helps drive the market for new research tools that enable science by establishing a variety of standards and goals. This has often involved working directly with manufacturers to better define the technology required, co-funding key development work or early production prototypes, and purchasing initial production runs. IRIS activities have helped establish de-facto international standards and impacted the commercial sector in areas such as seismic instrumentation, open-access data management, and professional development. Key institutional practices, conducted and refined over IRIS' thirty-year history of operations, have focused on open-access data availability, full retention of maximum-bandwidth, continuous data, and direct community access to state-of-the-art seismological instrumentation and software. These practices have helped to cultivate and support a thriving commercial ecosystem, and have been a key element in the professional development of multiple generations of seismologists who now work in both industry and academia. Looking toward the future, IRIS is increasing its engagement with industry to better enable bi-directional exchange of techniques and technology, and enhancing the development of tomorrow's workforce. In this presentation, we will illustrate how IRIS has promoted innovations grown out of the academic community and spurred technological advances in both academia and industry.

Experiences of primary care physicians and staff following lean workflow redesign.

PubMed

Hung, Dorothy Y; Harrison, Michael I; Truong, Quan; Du, Xue

2018-04-10

In response to growing pressures on primary care, leaders have introduced a wide range of workforce and practice innovations, including team redesigns that delegate some physician tasks to nonphysicians. One important question is how such innovations affect care team members, particularly in view of growing dissatisfaction and burnout among healthcare professionals. We examine the work experiences of primary care physicians and staff after implementing Lean-based workflow redesigns. This included co-locating physician and medical assistant dyads, delegating significant responsibilities to nonphysician staff, and mandating greater coordination and communication among all care team members. The redesigns were implemented and scaled in three phases across 46 primary care departments in a large ambulatory care delivery system. We fielded 1164 baseline and 1333 follow-up surveys to physicians and other nonphysician staff (average 73% response rate) to assess workforce engagement (e.g., job satisfaction, motivation), perceptions of the work environment, and job-related burnout. We conducted multivariate regressions to detect changes in experiences after the redesign, adjusting for respondent characteristics and clustering of within-clinic responses. We found that both physicians and nonphysician staff reported higher levels of engagement and teamwork after implementing redesigns. However, they also experienced higher levels of burnout and perceptions of the workplace as stressful. Trends were the same for both occupational groups, but the increased reports of stress were greater among physicians. Additionally, members of all clinics, except for the pilot site that developed the new workflows, reported higher burnout, while perceptions of workplace stress increased in all clinics after the redesign. Our findings partially align with expectations of work redesign as a route to improving physician and staff experiences in delivering care. Although teamwork and engagement increased, the redesigns in our study were not enough to moderate long-standing challenges facing primary care. Yet higher levels of empowerment and engagement, as observed in the pilot clinic, may be particularly effective in facilitating improvements while combating fatigue. To help practices cope with increasing burdens, interventions must directly benefit healthcare professionals without overtaxing an already overstretched workforce.

The Nexus between Postsecondary Education and Workforce Development: Status Report for Second Policy Brief. Working Paper WP/06-04

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2006

2006-01-01

This working paper serves as a preview of the second in a series of four policy briefs that will explore the nexus between postsecondary education and workforce development. The completed policy brief will focus on a number of questions about California's workforce and examine economic and workforce trends in California, including projected…

Advanced musculoskeletal physiotherapists in post arthroplasty review clinics: a state wide implementation program evaluation.

PubMed

Harding, Paula; Burge, Angela; Walter, Kerrie; Shaw, Bridget; Page, Carolyn; Phan, Uyen; Terrill, Desiree; Liew, Susan

2018-03-01

To evaluate outcomes following a state-wide implementation of post arthroplasty review (PAR) clinics for patients following total hip and knee arthroplasty, led by advanced musculoskeletal physiotherapists in collaboration with orthopaedic specialists. A prospective observational study analysed data collected by 10 implementation sites (five metropolitan and five regional/rural centres) between September 2014 and June 2015. The Victorian Innovation and Reform Impact Assessment Framework was used to assess efficiency, effectiveness (access to care, safety and quality, workforce capacity, utilisation of skill sets, patient and workforce satisfaction) and sustainability (stakeholder engagement, succession planning and availability of ongoing funding). 2362 planned occasions of service (OOS) were provided for 2057 patients. Reduced patient wait times from referral to appointment were recorded and no adverse events occurred. Average cost savings across 10 sites was AUD$38 per OOS (Baseline $63, PAR clinic $35), representing a reduced pathway cost of 44%. Average annual predicted total value of increased orthopaedic specialist capacity was $11,950 per PAR clinic (range $6149 to $23,400). The Australian Orthopaedic Association review guidelines were met (8/10 sites, 80%) and patient-reported outcome measures were introduced as routine clinical care. High workforce and patient satisfaction were expressed. Eighteen physiotherapists were trained creating a sustainable workforce. Eight sites secured ongoing funding. The PAR clinics delivered a safe, cost-efficient model of care that improved patient access and quality of care compared to traditional specialist-led workforce models. Crown Copyright © 2017. Published by Elsevier Ltd. All rights reserved.

Student Experiential Opportunities in National Security Careers

DOE Office of Scientific and Technical Information (OSTI.GOV)

None, None

2007-12-31

This report documents student experiential opportunities in national security careers as part of the National Security Preparedness Project (NSPP), being performed under a Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. This report includes a brief description of how experiential opportunities assist students in the selection of a career and a list of opportunities in the private sector and government. The purpose of the NSPP is to promote national security technologies through business incubation, technology demonstration and validation, and workforce development. Workforce development activities will facilitate the hiring of students to work with professionals in both the private andmore » public sectors, as well as assist in preparing a workforce for careers in national security. The goal of workforce development under the NSPP grant is to assess workforce needs in national security and implement strategies to develop the appropriate workforce.« less

The promise of complementarity: Using the methods of foresight for health workforce planning.

PubMed

Rees, Gareth H; Crampton, Peter; Gauld, Robin; MacDonell, Stephen

2018-05-01

Health workforce planning aims to meet a health system's needs with a sustainable and fit-for-purpose workforce, although its efficacy is reduced in conditions of uncertainty. This PhD breakthrough article offers foresight as a means of addressing this uncertainty and models its complementarity in the context of the health workforce planning problem. The article summarises the findings of a two-case multi-phase mixed method study that incorporates actor analysis, scenario development and policy Delphi. This reveals a few dominant actors of considerable influence who are in conflict over a few critical workforce issues. Using these to augment normative scenarios, developed from existing clinically developed model of care visions, a number of exploratory alternative descriptions of future workforce situations are produced for each case. Their analysis reveals that these scenarios are a reasonable facsimile of plausible futures, though some are favoured over others. Policy directions to support these favoured aspects can also be identified. This novel approach offers workforce planners and policy makers some guidance on the use of complimentary data, methods to overcome the limitations of conventional workforce forecasting and a framework for exploring the complexities and ambiguities of a health workforce's evolution.

Redefining Leadership Education in Graduate Public Health Programs: Prioritization, Focus, and Guiding Principles

PubMed Central

Oxendine, Jeffrey S.

2015-01-01

Public health program graduates need leadership skills to be effective in the complex, changing public health environment. We propose a new paradigm for schools of public health in which technical and leadership skills have equal priority as core competencies for graduate students. Leadership education should focus on the foundational skills necessary to effect change independent of formal authority, with activities offered at varying levels of intensity to engage different students. Leadership development initiatives should be practice based, process focused, interdisciplinary, diversity based, adaptive, experimental, innovative, and empowering, and they should encourage authenticity. Leadership training in graduate programs will help lay the groundwork for public health professionals to have an immediate impact in the workforce and to prioritize continuous leadership development throughout their careers. PMID:25706021

Career Development and Universal Prekindergarten: What Now? What Next? Working Paper Series.

ERIC Educational Resources Information Center

Vecchiotti, Sara

Noting that concerns about the qualifications, turnover, diversity, and compensation of the early childhood workforce are growing as more children attend private and public preschool programs, the Foundation for Child Development convened a meeting to explore early childhood workforce issues surrounding career development of the workforce serving…

Building Workforce Strength: Creating Value through Workforce and Career Development

ERIC Educational Resources Information Center

Elsdon, Ron

2010-01-01

This book explores the perspectives of experienced practitioners, sharing ideas about building and sustaining organizational strength through workforce development practices and systems. As the saying goes, a company's greatest resource is its people. When managers really believe that and work to develop organizational capabilities, productivity,…

75 FR 7651 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-22

... Administration Leadership and Workforce Development--VA'' (161VA10A2). DATES: Comments on this new system of.... Description of Proposed Systems of Records Veterans Health Administration Leadership and Workforce Development... Affairs. 161VA10A2 SYSTEM NAME: Veterans Health Administration Leadership and Workforce Development--VA...

Fundable Outcomes for Workforce Development. Information Capsule.

ERIC Educational Resources Information Center

Miami-Dade Community Coll., FL. Office of Institutional Research.

This research brief from Miami-Dade Community College (Florida) addresses fundable outcomes for workforce development. Workforce development funding depends on the ability to earn 'points' for completions and placements. Miami-Dade Community College produced 7,542 fundable outcomes for 1999-2000, compared with 3,966 for 1998-1999. These included…

Home Page, Alaska Department of Labor and Workforce Development

Science.gov Websites

Analysis Return on Investment 0.jpg 1 1 1 1 1 Play 0.jpg Alaska Gasline Workforce Plan 1.jpg Alaska Hire 2 Protection Program May 14, 2018 Alaska Workforce Investment Board Endorses Gasline Workforce Plan Subscribe Administrative Services Alaska Workforce Investment Board Workers' Compensation Appeals Commission AVTEC

Sustaining Financial Support through Workforce Development Grants and Contracts

ERIC Educational Resources Information Center

Brumbach, Mary A.

2005-01-01

Workforce development grants and contracts are important methods for sustaining financial support for community colleges. This chapter details decision factors, college issues, possible pitfalls, and methods for procuring and handling government contracts and grants for workforce training.

Global Business and the Community College: Realizing the Economic Benefits of Advocating for Two-Year Institutions

ERIC Educational Resources Information Center

Green, William D.

2008-01-01

U.S. innovation and a hardworking American workforce have paved the way for improvements in the lives of Americans that are simply incalculable. Over the past several years, this progress has led to unprecedented growth and prosperity. More recently, scholars have been warning of a "quiet crisis"-- the steady erosion of America's scientific and…

Bringing the Real World into the Classroom: Career Change Business Educators and the Pedagogies of Engagement

ERIC Educational Resources Information Center

Pazin, Bonnie M.

2009-01-01

The purpose of this qualitative study was to investigate the influences of prior work experience in the classroom of career change secondary business educators. The 21st century workforce is rapidly evolving due to increases in innovative technology and global competition. Educators are expected to prepare a digital generation of students to face…

Flexibility to Innovate for College Affordability Act

THOMAS, 113th Congress

Rep. Gowdy, Trey [R-SC-4

2013-10-30

House - 10/30/2013 Referred to the Committee on Education and the Workforce, and in addition to the Committee on Rules, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Improving Acquisition Through Innovation in Workforce Incentives

DTIC Science & Technology

2015-04-30

2013) in “Negative Effects of Extrinsic Rewards on Intrinsic Motivation : More Smoke Than Fire.” The authors have catalogued theories on motivation ...increase total motivation ( extrinsic plus intrinsic). Detrimental effects of extrinsic rewards are not inevitable, and appropriate use of rewards can...increase intrinsic as well as extrinsic motivation . Negative effects on motivation can be averted systematically by clearly understanding and avoiding

Secondary Education Systemic Issues: Addressing Possible Contributors to a Leak in the Science Education Pipeline and Potential Solutions

ERIC Educational Resources Information Center

Young, Hollie

2005-01-01

To maintain the legacy of cutting edge scientific innovation in the United States our country must address the many pressing issues facing science education today. One of the most important issues relating to science education is the under-representation of African Americans and Hispanics in the science, technology, and engineering workforce.…

Impact of Post-Secondary Business Teacher Educators' Employment Characteristics and Innovation Factors on Their Adoption of Current Computer Technologies as a Pedagogical Tool

ERIC Educational Resources Information Center

Chapman, Betty F.; Gaytan, Jorge A.

2009-01-01

Background: Business teacher educators prepare business teachers and workers to be successful in today's constantly changing technological environment. Therefore, business teacher educators must meet the challenge to be prepared technologically to educate their students for the workforce. Purpose: The purpose of this study was to examine…

Fostering Success Within the Cyclic Workforce: Seminole Community College's Innovative Approach to Helping Apprenticeship Students Live, Work, and Learn

ERIC Educational Resources Information Center

Garlich, Michael; Tesinsky, Suzanne

2005-01-01

A first of its kind in the state of Florida, the Seminole Community College's Center for Building Construction was constructed as a partnership project between Seminole Community College, industry persons and the state of Florida. A training facility for students in the Construction Trades Apprenticeship Program, the building stands on the SCC…

Assessing Intercultural Competence in Higher Education: Existing Research and Future Directions. Research Report. ETS RR-16-25

ERIC Educational Resources Information Center

Griffith, Richard L.; Wolfeld, Leah; Armon, Brigitte K.; Rios, Joseph; Liu, Ou Lydia

2016-01-01

The modern wave of globalization has created a demand for increased intercultural competence (ICC) in college graduates who will soon enter the 21st-century workforce. Despite the wide attention to the concepts and assessment of ICC, few assessments meet the standards for a next-generation assessment in areas of construct clarity, innovative item…

Questions to Consider When Reviewing Draft WIOA State Plans. WIOA Game Plan for Low-Income People

ERIC Educational Resources Information Center

Center for Law and Social Policy, Inc. (CLASP), 2016

2016-01-01

As states release draft Workforce Innovation and Opportunity Act (WIOA) state plans for public comment, advocates and other stakeholders have an important opportunity to improve them. The Center for Law and Social Policy (CLASP) is offering a list of questions, which is included in this document, to consider when reviewing state plans. These…

Second to None in Attainment, Discovery, and Innovation: The National Agenda for Higher Education

ERIC Educational Resources Information Center

Change: The Magazine of Higher Learning, 2008

2008-01-01

The 44th President of the United States will have the greatest opportunity--and face the greatest necessity--since the 1950s to lead the nation to sustainable prosperity. In the knowledge economy of the 21st century, America's intellectual edge, creative ingenuity, and adaptive workforce are and will remain the most important components of…

Issues affecting therapist workforce and service delivery in the disability sector in rural and remote New South Wales, Australia: perspectives of policy-makers, managers and senior therapists.

PubMed

Veitch, Craig; Dew, Angela; Bulkeley, Kim; Lincoln, Michelle; Bundy, Anita; Gallego, Gisselle; Griffiths, Scott

2012-01-01

The disability sector encompasses a broad range of conditions and needs, including children and adults with intellectual and developmental disabilities, people with acquired disabilities, and irreversible physical injuries. Allied health professionals (therapists), in the disability sector, work within government and funded or charitable non-government agencies, schools, communities, and private practice. This article reports the findings of a qualitative study of therapist workforce and service delivery in the disability sector in rural and remote New South Wales (NSW), Australia. The aim was to investigate issues of importance to policy-makers, managers and therapists providing services to people with disabilities in rural and remote areas. The project gathered information via semi-structured interviews with individuals and small groups. Head office and regional office policy-makers, along with managers and senior therapists in western NSW were invited to participate. Participants included 12 policy-makers, 28 managers and 10 senior therapists from NSW government agencies and non-government organisations (NGOs) involved in providing services and support to people with disabilities in the region. Information was synthesised prior to using constant comparative analysis within and across data sets to identify issues. Five broad themes resonated across participants' roles, locations and service settings: (1) challenges to implementing policy in rural and remote NSW; (2) the impact of geographic distribution of workforce and clients; (3) workforce issues - recruitment, support, workloads, retention; (4) equity and access issues for rural clients; and (5) the important role of the NGO sector in rural service delivery and support. Although commitment to providing best practice services was universal, policy-related information transfer between organisations and employees was inconsistent. Participants raised some workforce and service delivery issues that are similar to those reported in the rural health literature but rarely in the context of allied health and disability services. Relatively recent innovations such as therapy assistants, information technology, and trans-disciplinary approaches, were raised as important service delivery considerations within the region. These and other innovations were expected to extend the coverage provided by therapists. Non-government organisations played a significant role in service delivery and support in the region. Participants recognised the need for therapists working for different organisations, in rural areas, to collaborate both in terms of peer support and service delivery to clients.

Future-proofing the psychiatry workforce in Australia: evaluation of an innovative enrichment programme for medical students.

PubMed

Lyons, Zaza; Hans, Davinder; Janca, Aleksandar

2015-10-01

The Claassen Institute of Psychiatry for Medical Students (the Institute) is an innovative enrichment programme aimed at attracting medical students to psychiatry. This paper reports on the effectiveness of the Institute as a strategy to increase interest in psychiatry as a career, and the career pathways of students who have attended since 2008. Students completed a baseline questionnaire on day 1 and the final day of the Institute. A follow-up survey was administered electronically to ex-Institute students to determine their career pathways and current level of interest in psychiatry. Since 2008, 117 students have attended the Institute. There was a significant increase in those 'definitely' considering a career in psychiatry from 57% at baseline to 77% at the end of the week. Eighty-nine ex-Institute students were invited to participate in the follow-up survey, and of these 21% were currently psychiatry trainees. The Institute has been successful in encouraging medical students to pursue a career in psychiatry. Enrichment programmes are emerging as an effective recruitment strategy and will assist in future-proofing the psychiatric workforce in decades to come. © The Royal Australian and New Zealand College of Psychiatrists 2015.

Undergraduate medical education in the U.S. and Israel: contrasts and common challenges.

PubMed

Feldman, Arthur M

2015-01-01

In 2014, the Israeli Council for Higher Education (CHE) commissioned an international panel of outstanding educators to prepare an ad hoc report reviewing the four established medical schools in Israel. The report described the strengths, weaknesses and challenges facing medical education in Israel with a focus on three specific areas: workforce planning, the structure of the curriculum and the financing of medical education. There are interesting parallels between the challenges facing medical education in the U.S. and in Israel: a lack of clarity regarding the optimal size for the workforce and the optimal method for enhancing the number of primary care physicians; an absence of methodologies for evaluating innovations in medical education and a lack of transparency in funds flow. However, there are also important differences, one of the most important being an absence in Israel of students' hands-on responsibility for their patients until year six of their undergraduate medical education. The presence of a small number of medical schools with common funding and geographic proximity, in a relative sense, provides the Israeli medical schools with a unique opportunity to evaluate innovations in medical education and to set a high bar for inter-school collaboration and cooperation.

Skill shortages in health: innovative solutions using vocational education and training.

PubMed

Kilpatrick, S I; Johns, S S; Millar, P; Le, Q; Routley, G

2007-01-01

This article reports findings of a project funded by the Australian National Council for Vocational Education Research. The project explores solutions to current and projected skills shortages within the health and community services sector, from a vocational education and training perspective. Its purpose is to locate, analyse and disseminate information about innovative models of health training and service delivery that have been developed in response to skill shortages. The article begins with a brief overview of Australian statistics and literature on the structure of the national health workforce and perceived skill shortages. The impact of location (state and rurality), demographics of the workforce, and other relevant factors, on health skill shortages is examined. Drawing on a synthesis of the Australian and international literature on innovative and effective models for addressing health skill shortages and nominations by key stakeholders within the health sector, over 70 models were identified. The models represent a mixture of innovative service delivery models and training solutions from Australia, as well as international examples that could be transposed to the Australian context. They include the skill ecosystem approach facilitated by the Australian National Training Authority Skill Ecosystem Project. Models were selected to represent diversity in terms of the nature of skill shortage addressed, barriers overcome in development of the model, healthcare specialisations, and different customer groups. Key barriers to the development of innovative solutions to skills shortages identified were: policy that is not sufficiently flexible to accommodate changing workplace needs; unwillingness to risk take in order to develop new models; delays in gaining endorsement/accreditation; current vocational education and training (VET) monitoring and reporting systems; issues related to working in partnership, including different cultures, ways of operating, priorities and timelines; workplace culture that is resistant to change; and organisational boundaries. For training-only models, additional barriers were: technology; low educational levels of trainees; lack of health professionals to provide training and/or supervision; and cost of training. Key enhancers for the development of models were identified as: commitment by all partners and co-location of partners; or effective communication channels. Key enhancers for model effectiveness were: first considering work tasks, competencies and job (re)design; high profile of the model within the community; community-based models; cultural fit; and evidence of direct link between skills development and employment, for example VET trained aged care workers upskilling for other health jobs. For training only models, additional enhancers were flexibility of partners in accommodating needs of trainees; low training costs; experienced clinical supervisors; and the provision of professional development to trainers. There needs to be a balance between short-term solutions to current skill shortages (training only), and medium to longer term solutions (job redesign, holistic approaches) that also address projected skills shortages. Models that focus on addressing skills shortages in aged care can provide a broad pathway to careers in health. Characteristics of models likely to be effective in addressing skill shortages are: responsibility for addressing skills shortage is shared between the health sector, education and training organisations and government, with employers taking a proactive role; the training component is complemented by a focus on retention of workers; models are either targeted at existing employees or identify a target group(s) who may not otherwise have considered a career in health.

Strengthening Māori participation in the New Zealand health and disability workforce.

PubMed

Ratima, Mihi M; Brown, Rachel M; Garrett, Nick K G; Wikaire, Erena I; Ngawati, Renei M; Aspin, Clive S; Potaka, Utiku K

2007-05-21

Substantial progress has been made in Māori health and disability workforce development in the past 15 years. Key factors in successful programs to increase Māori health workforce recruitment and retention include Māori leadership, mentorship and peer support; and comprehensive support within study programs and in the transitions between school, university and work. The interventions to date provide a strong basis for ongoing action to address inequities in Māori health workforce participation, and are likely to be relevant to health workforce development approaches for other indigenous peoples.

The effectiveness of an aged care specific leadership and management program on workforce, work environment, and care quality outcomes: design of a cluster randomised controlled trial.

PubMed

Jeon, Yun-Hee; Simpson, Judy M; Chenoweth, Lynn; Cunich, Michelle; Kendig, Hal

2013-10-25

A plethora of observational evidence exists concerning the impact of management and leadership on workforce, work environment, and care quality. Yet, no randomised controlled trial has been conducted to test the effectiveness of leadership and management interventions in aged care. An innovative aged care clinical leadership program (Clinical Leadership in Aged Care--CLiAC) was developed to improve managers' leadership capacities to support the delivery of quality care in Australia. This paper describes the study design of the cluster randomised controlled trial testing the effectiveness of the program. Twenty-four residential and community aged care sites were recruited as managers at each site agreed in writing to participate in the study and ensure that leaders allocated to the control arm would not be offered the intervention program. Sites undergoing major managerial or structural changes were excluded. The 24 sites were randomly allocated to receive the CLiAC program (intervention) or usual care (control), stratified by type (residential vs. community, six each for each arm). Treatment allocation was masked to assessors and staff of all participating sites. The objective is to establish the effectiveness of the CLiAC program in improving work environment, workforce retention, as well as care safety and quality, when compared to usual care. The primary outcomes are measures of work environment, care quality and safety, and staff turnover rates. Secondary outcomes include manager leadership capacity, staff absenteeism, intention to leave, stress levels, and job satisfaction. Differences between intervention and control groups will be analysed by researchers blinded to treatment allocation using linear regression of individual results adjusted for stratification and clustering by site (primary analysis), and additionally for baseline values and potential confounders (secondary analysis). Outcomes measured at the site level will be compared by cluster-level analysis. The overall costs and benefits of the program will also be assessed. The outcomes of the trial have the potential to inform actions to enhance leadership and management capabilities of the aged care workforce, address pressing issues about workforce shortages, and increase the quality of aged care services. Australian New Zealand Clinical Trials Registry (ACTRN12611001070921).

Developing a Nursing Database System in Kenya

PubMed Central

Riley, Patricia L; Vindigni, Stephen M; Arudo, John; Waudo, Agnes N; Kamenju, Andrew; Ngoya, Japheth; Oywer, Elizabeth O; Rakuom, Chris P; Salmon, Marla E; Kelley, Maureen; Rogers, Martha; St Louis, Michael E; Marum, Lawrence H

2007-01-01

Objective To describe the development, initial findings, and implications of a national nursing workforce database system in Kenya. Principal Findings Creating a national electronic nursing workforce database provides more reliable information on nurse demographics, migration patterns, and workforce capacity. Data analyses are most useful for human resources for health (HRH) planning when workforce capacity data can be linked to worksite staffing requirements. As a result of establishing this database, the Kenya Ministry of Health has improved capability to assess its nursing workforce and document important workforce trends, such as out-migration. Current data identify the United States as the leading recipient country of Kenyan nurses. The overwhelming majority of Kenyan nurses who elect to out-migrate are among Kenya's most qualified. Conclusions The Kenya nursing database is a first step toward facilitating evidence-based decision making in HRH. This database is unique to developing countries in sub-Saharan Africa. Establishing an electronic workforce database requires long-term investment and sustained support by national and global stakeholders. PMID:17489921

Methodological issues in medical workforce analysis: implications for regional Australia.

PubMed

Hays, R B; Veitch, P C; Franklin, L; Crossland, L

1998-02-01

Medical workforce data have a profound impact on health policy formulation, but derived doctor population ratios (DPR) are often more relevant to plotting national trends than providing a detailed regional or local workforce perspective. Regional workforce data may be more useful if national approaches are augmented by local information. In developing a detailed workforce analysis for one region of Australia, the authors encountered several challenging methodological issues, including the accuracy of medical workforce databases, clarity of definition of community boundaries, interpretation of workforce definitions and the difficulty accounting for local community needs. This paper discusses the implications for regional workforce research.

A Workforce Development Systems Model for Unemployed Job Seekers

ERIC Educational Resources Information Center

Holland, Brian

2015-01-01

Workforce development is a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers. Given the complexity of what workforce development entails, a systems approach is illustrated to ensure that the broader goal…

Virtual Learning Communities as a Vehicle for Workforce Development: A Case Study

ERIC Educational Resources Information Center

Allan, Barbara; Lewis, Dina

2006-01-01

Purpose: The purpose of this paper is to explore the benefits and challenges of using a virtual learning community (VLC) as a vehicle for workforce development. This paper argues that VLCs provide a flexible vehicle for workforce development. However, workplace realities may lead to unexpected challenges for participants wanting exploit the…

Linking Training to Performance: A Guide for Workforce Development Professionals

ERIC Educational Resources Information Center

Rothwell, William J., Ed.; Gerity, Patrick E., Ed.; Gaertner, Elaine S., Ed.

2004-01-01

This book is written for workforce developers in community colleges and branch campus settings. College administrators, public officials, and employers may also find it helpful because it will give them a frame of reference for directing--or judging the quality of--community college workforce developers, the functions they oversee, the results…

Challenges in physician supply planning: the case of Belgium.

PubMed

Stordeur, Sabine; Léonard, Christian

2010-12-08

Planning human resources for health (HRH) is a complex process for policy-makers and, as a result, many countries worldwide swing from surplus to shortage. In-depth case studies can help appraising the challenges encountered and the solutions implemented. This paper has two objectives: to identify the key challenges in HRH planning in Belgium and to formulate recommendations for an effective HRH planning, on the basis of the Belgian case study and lessons drawn from an international benchmarking. In Belgium, a numerus clausus set up in 1997 and effective in 2004, aims to limit the total number of physicians working in the curative sector. The assumption of a positive relationship between physician densities and health care utilization was a major argument in favor of medical supply restrictions. This new regulation did not improve recurrent challenges such as specialty imbalances, with uncovered needs particularly among general practitioners, and geographical maldistribution. New difficulties also emerged. In particular, limiting national training of HRH turned out to be ineffective within the open European workforce market. The lack of integration of policies affecting HRH was noteworthy. We described in the paper what strategies were developed to address those challenges in Belgium and in neighboring countries. Planning the medical workforce involves determining the numbers, mix, and distribution of health providers that will be required at some identified future point in time. To succeed in their task, health policy planners have to take a broader perspective on the healthcare system. Focusing on numbers is too restrictive and adopting innovative policies learned from benchmarking without integration and coordination is unfruitful. Evolving towards a strategic planning is essential to control the effects of the complex factors impacting on human resources. This evolution requires an effective monitoring of all key factors affecting supply and demand, a dynamic approach, and a system-level perspective, considering all healthcare professionals, and integrating manpower planning with workforce development. To engage in an evidence-based action, policy-makers need a global manpower picture, from their own country and abroad, as well as reliable and comparable manpower databases allowing proper analysis and planning of the workforce.

Challenges in physician supply planning: the case of Belgium

PubMed Central

2010-01-01

Introduction Planning human resources for health (HRH) is a complex process for policy-makers and, as a result, many countries worldwide swing from surplus to shortage. In-depth case studies can help appraising the challenges encountered and the solutions implemented. This paper has two objectives: to identify the key challenges in HRH planning in Belgium and to formulate recommendations for an effective HRH planning, on the basis of the Belgian case study and lessons drawn from an international benchmarking. Case description In Belgium, a numerus clausus set up in 1997 and effective in 2004, aims to limit the total number of physicians working in the curative sector. The assumption of a positive relationship between physician densities and health care utilization was a major argument in favor of medical supply restrictions. This new regulation did not improve recurrent challenges such as specialty imbalances, with uncovered needs particularly among general practitioners, and geographical maldistribution. New difficulties also emerged. In particular, limiting national training of HRH turned out to be ineffective within the open European workforce market. The lack of integration of policies affecting HRH was noteworthy. We described in the paper what strategies were developed to address those challenges in Belgium and in neighboring countries. Discussion and evaluation Planning the medical workforce involves determining the numbers, mix, and distribution of health providers that will be required at some identified future point in time. To succeed in their task, health policy planners have to take a broader perspective on the healthcare system. Focusing on numbers is too restrictive and adopting innovative policies learned from benchmarking without integration and coordination is unfruitful. Evolving towards a strategic planning is essential to control the effects of the complex factors impacting on human resources. This evolution requires an effective monitoring of all key factors affecting supply and demand, a dynamic approach, and a system-level perspective, considering all healthcare professionals, and integrating manpower planning with workforce development. Conclusion To engage in an evidence-based action, policy-makers need a global manpower picture, from their own country and abroad, as well as reliable and comparable manpower databases allowing proper analysis and planning of the workforce. PMID:21138596

Innovative Educational Initiatives to Train Psychodynamic Psychiatrists in Underserved Areas of the World.

PubMed

Alfonso, César A; Michael, Marco Christian; Elvira, Sylvia Detri; Zakaria, Hazli; Kalayasiri, Rasmon; Adlan, Aida Syarinaz A; Moinalghorabaei, Mahdieh; Lukman, Petrin Redayani; San'ati, Mohammad; Duchonova, Katerina; Sullivan, Timothy B

2018-06-01

Psychodynamic psychiatry remains a challenging subject to teach in underserved areas, where enthusiasm to learn is substantial. Besides logistical and psychiatric workforce shortcomings, sensible cultural adaptations to make psychodynamic psychiatry relevant outside of high-income countries require creative effort. Innovative pedagogical methods that include carefully crafted mentoring and incorporate videoconferencing in combination with site visits can be implemented through international collaborations. Emphasis on mentoring is essential to adequately train future psychodynamic psychotherapy supervisors. Examples of World Psychiatric Association initiatives in countries such as Indonesia, Iran, Malaysia, and Thailand are presented as possible models to emulate elsewhere. Copyright © 2018 Elsevier Inc. All rights reserved.

Workforce Development and Succession Planning to Prepare the Rural Transit Industry for the Future.

DOT National Transportation Integrated Search

2016-07-01

As Americas transportation workforce continues to age, there is an increased need to invest in workforce development to combat the impending retirement tsunami. This is especially true within the small urban and rural transit industry. A literatur...

Estimating the Size and Components of the U.S. Child Care Workforce and Caregiving Population. Key Findings from the Child Care Workforce Estimate. Preliminary Report.

ERIC Educational Resources Information Center

Burton, Alice; Whitebook, Marcy; Young, Marci; Bellm, Dan; Wayne, Claudia; Brandon, Richard N.; Maher, Erin

In response to rising demand for information on the child care workforce, the Center for the Child Care Workforce (CCW) and the Human Services Policy Center (HSPC) have initiated a 2-year project to develop a framework and methodology for quantifying the size and characteristics of the U.S. child care workforce, focusing on the workforce serving…

Building better connections: the National Library of Medicine and public health.

PubMed

Humphreys, Betsy L

2007-07-01

The paper describes the expansion of the public health programs and services of the National Library of Medicine (NLM) in the 1990s and provides the context in which NLM's public health outreach programs arose and exist today. Although NLM has always had collections and services relevant to public health, the US public health workforce made relatively little use of the library's information services and programs in the twentieth century. In the 1990s, intensified emphases on outreach to health professionals, building national information infrastructure, and promoting health data standards provided NLM with new opportunities to reach the public health community. A seminal conference cosponsored by NLM in 1995 produced an agenda for improving public health access to and use of advanced information technology and electronic information services. NLM actively pursued this agenda by developing new services and outreach programs and promoting public health informatics initiatives. Historical analysis is presented. NLM took advantage of a propitious environment to increase visibility and understanding of public health information challenges and opportunities. The library helped create partnerships that produced new information services, outreach initiatives, informatics innovations, and health data policies that benefit the public health workforce and the diverse populations it serves.

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

PubMed

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.

Workforce Development Institute: 1995 Summary Report.

ERIC Educational Resources Information Center

Jones, Ansleigh, Ed.

This report provides a summary of the American Association of Community Colleges' (AACC's) second Workforce Development Institute (WDI), held January 18 to 21, 1995 to provide community college workforce service providers with resources and training. Introductory materials describe the WDI, its regional forums, the AACC's related National…

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

PubMed

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 workforce. © 2010 Blackwell Publishing Ltd.

Using policy and workforce development to address Aboriginal mental health and wellbeing.

PubMed

Jones, Carmel; Brideson, Tom

2009-08-01

The aim of this paper is to discuss the New South Wales (NSW) Aboriginal Mental Health and Well Being Policy and its key workforce initiative, the NSW Aboriginal Mental Health Workforce Training Program. The Policy provides a strong framework guiding the development of Aboriginal mental health and wellbeing programs throughout NSW Mental Health Services. However, the effectiveness of the Policy will be determined by the success of its implementation. The NSW Aboriginal Mental Health Workforce Training Program will support implementation of the Policy by growing an Aboriginal mental health workforce in NSW.

Illinois Community College System. Workforce Development Grant Report Business and Industry Services, Fiscal Year 2009

ERIC Educational Resources Information Center

Illinois Community College Board, 2009

2009-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2009 to support local workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a…

Illinois Community College System Workforce Development Grant Report Business and Industry Services, Fiscal Year 2008

ERIC Educational Resources Information Center

Illinois Community College Board, 2008

2008-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2008 to provide workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a business;…

Illinois Community College System Workforce Development Grant Report Business and Industry Services, Fiscal Year 2007

ERIC Educational Resources Information Center

Illinois Community College Board, 2007

2007-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2007 to provide workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a business;…

The Role of VET in Alcohol and Other Drugs Workforce Development. Support Document

ERIC Educational Resources Information Center

Pidd, Ken; Carne, Amanda; Roche, Ann

2010-01-01

This document was produced by the authors, based on their research for the report "The Role of VET in Alcohol and Other Drugs Workforce Development", and is an added resource for further information. "The Role of VET in Alcohol and Other Drugs Workforce Development" uncovers concerns managers have around the training content,…

Health Workforce Planning

PubMed Central

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

A national action plan for workforce development in behavioral health.

PubMed

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.

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

ERIC Educational Resources Information Center

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…

20 CFR 661.305 - What is the role of the Local Workforce Investment Board?

Code of Federal Regulations, 2010 CFR

2010-04-01

...) Coordinating workforce investment activities with economic development strategies and developing employer... Investment Board? 661.305 Section 661.305 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR STATEWIDE AND LOCAL GOVERNANCE OF THE WORKFORCE INVESTMENT SYSTEM UNDER TITLE I OF THE...

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design

PubMed Central

Wholey, Douglas R.; LaVenture, Martin; Rajamani, Sripriya; Kreiger, Rob; Hedberg, Craig; Kenyon, Cynthia

2018-01-01

We describe a master’s level public health informatics (PHI) curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master’s and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs. PMID:29770321

A statewide strategy for nursing workforce development through partnerships in Texas.

PubMed

Kishi, Aileen; Green, Alexia

2008-08-01

Statewide efforts and partnerships were used for nursing workforce development to address the nursing shortage in Texas. A statewide strategic action plan was developed where partnerships and collaboration were the key components. One of the most important outcomes of these statewide partnerships was the passage of the Nursing Shortage Reduction Act 2001. Through this legislation, the Texas Center for Nursing Workforce Studies and its advisory committee were established. This article describes how a statewide infrastructure for nursing workforce policy and legislative and regulatory processes were further developed. An overview is provided on the contributions made by the organizations involved with these strategic partnerships. The ingredients for establishing successful, strategic partnerships are also identified. It is hoped that nursing and health care leaders striving to address the nursing shortage could consider statewide efforts such as those used in Texas to develop nursing workforce policy and legislation.

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design.

PubMed

Wholey, Douglas R; LaVenture, Martin; Rajamani, Sripriya; Kreiger, Rob; Hedberg, Craig; Kenyon, Cynthia

2018-01-01

We describe a master's level public health informatics (PHI) curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master's and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs.

Designing the Game: How a Project-Based Media Production Program Approaches STEAM Career Readiness for Underrepresented Young Adults

ERIC Educational Resources Information Center

Bass, Kristin M.; Hu Dahl, Ingrid; Panahandeh, Shirin

2016-01-01

Numerous studies have indicated a need for a diverse workforce that is more highly educated in STEM and ICT fields, and one that is capable of responding creatively to demands for continual innovation. This paper, in response, chronicles the implementation of the Digital Pathways (DP) program, a two-time ITEST recipient and an ongoing initiative…

Young Women's Perceptions of Technology and Engineering: Factors Influencing Their Participation in Math, Science and Technology? Research in Engineering and Technology Education

ERIC Educational Resources Information Center

Roue, Leah C.

2007-01-01

The current number of women in technology and engineering only represents a fraction of today's workforce. Technological innovation depends on our nation's best and brightest, representing all segments of our diverse society. Sanders (2005), in talking about women in technology and engineering, stated that women's lack of participation can only be…

National Shifts in Adult Basic Education: Workforce Innovation and Opportunity Act, Ability to Benefit, and High School Equivalency Tests

ERIC Educational Resources Information Center

Davidson, J. Cody

2017-01-01

An important aspect of the community college mission is to educate working adults including those without a high school diploma or its equivalent. Three important changes are forcing community colleges to reevaluate how these services and activities are delivered as well as policies that govern this critical work. These shifts provide a new…

Health workforce metrics pre- and post-2015: a stimulus to public policy and planning.

PubMed

Pozo-Martin, Francisco; Nove, Andrea; Lopes, Sofia Castro; Campbell, James; Buchan, James; Dussault, Gilles; Kunjumen, Teena; Cometto, Giorgio; Siyam, Amani

2017-02-15

Evidence-based health workforce policies are essential to ensure the provision of high-quality health services and to support the attainment of universal health coverage (UHC). This paper describes the main characteristics of available health workforce data for 74 of the 75 countries identified under the 'Countdown to 2015' initiative as accounting for more than 95% of the world's maternal, newborn and child deaths. It also discusses best practices in the development of health workforce metrics post-2015. Using available health workforce data from the Global Health Workforce Statistics database from the Global Health Observatory, we generated descriptive statistics to explore the current status, recent trends in the number of skilled health professionals (SHPs: physicians, nurses, midwives) per 10 000 population, and future requirements to achieve adequate levels of health care in the 74 countries. A rapid literature review was conducted to obtain an overview of the types of methods and the types of data sources used in human resources for health (HRH) studies. There are large intercountry and interregional differences in the density of SHPs to progress towards UHC in Countdown countries: a median of 10.2 per 10 000 population with range 1.6 to 142 per 10 000. Substantial efforts have been made in some countries to increase the availability of SHPs as shown by a positive average exponential growth rate (AEGR) in SHPs in 51% of Countdown countries for which there are data. Many of these countries will require large investments to achieve levels of workforce availability commensurate with UHC and the health-related sustainable development goals (SDGs). The availability, quality and comparability of global health workforce metrics remain limited. Most published workforce studies are descriptive, but more sophisticated needs-based workforce planning methods are being developed. There is a need for high-quality, comprehensive, interoperable sources of HRH data to support all policies towards UHC and the health-related SDGs. The recent WHO-led initiative of supporting countries in the development of National Health Workforce Accounts is a very promising move towards purposive health workforce metrics post-2015. Such data will allow more countries to apply the latest methods for health workforce planning.

Building a culture of learning through organizational development: the experiences of the Marin County Health and Human Services Department.

PubMed

Lindberg, Arley; Meredith, Larry

2012-01-01

After determining a need for organizational change informed by changes in workforce demographics, community demographics, the socio-political and economic environment, and constraints on resources, one agency sought to transform its organizational culture into that of a learning organization. An external organizational development consultant was hired to work with agency leadership to identify ways that would help move the agency's culture towards one that was conducive to learning. Specifically, the agency director sought to create a culture where communication is encouraged both vertically and horizontally, frontline level workers are engaged and their voices heard, cross-departmental problem solving is practiced, innovative ideas are supported, and evidence-informed practice regularly implemented. This case study describes the experiences of this agency and the process taken toward engaging an external consultant and moving towards the development of a culture of learning. Copyright © Taylor & Francis Group, LLC

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

PubMed

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.

Evaluation of community pharmacy service mix: evidence from the 2004 National Pharmacist Workforce Study.

PubMed

Doucette, William R; Kreling, David H; Schommer, Jon C; Gaither, Caroline A; Mott, David A; Pedersen, Craig A

2006-01-01

To describe the mix of pharmacy services being offered in different types of community pharmacy practices and to identify factors associated with a community pharmacy offering pharmacy services. Cross-sectional study. Community pharmacies (independent, chain, mass merchandiser, and supermarket pharmacies). Pharmacists practicing full-time or part-time who worked in community pharmacies and responded to the 2004 National Pharmacist Workforce Survey. Mailed survey from the 2004 National Pharmacist Workforce Survey, which included core content questions for all sampled pharmacists and supplemental surveys that included workplace questions for a selected subsample of pharmacists. Type and frequency of pharmacy services being offered in a community pharmacy, including dispensing and product-related services (e.g., specialty compounding), and pharmacist care services (e.g., immunizations, smoking cessation, health screening, medication therapy management, wellness screening, nutritional support, and disease management services). Four pharmacist care services were reported as being offered at more than 10% of community pharmacy practices: immunizations, smoking cessation, health screening, and diabetes management. The number of pharmacist care services offered at a community pharmacy was positively associated with having at least three pharmacists on duty, innovativeness of the pharmacy, status as an independent pharmacy, and status as a supermarket pharmacy. More than one half of the community pharmacy practices did not offer any of the eight pharmacist care services included in a pharmacy service index. Pharmacy services were reported at relatively few community pharmacies, and were associated with pharmacy innovativeness, pharmacist staffing levels, and pharmacy setting. Some community pharmacies are offering pharmacy services as part of their business strategy, while others are dedicated to dispensing services. Continued study of pharmacy service availability in community pharmacies is needed to improve our understanding of our capacity to deliver such services, including medication therapy management services.

Development and validation of a child health workforce competence framework.

PubMed

Smith, Lynda; Hawkins, Jean; McCrum, Anita

2011-05-01

Providing high quality, effective services is fundamental to the delivery of key health outcomes for children and young people. This requires a competent workforce. This paper reports on the development of a validated competence framework tool for the children and young people's health workforce. The framework brings together policy, strategic agendas and existing workforce competences. The framework will contribute to the improvement of children's physical and mental wellbeing by identifying competences required to provide proactive services that respond to children and young people with acute, continuing and complex needs. It details five core competences for the workforce, the functions that underpin them and levels of competence required to deliver a particular service. The framework will be of value to commissioners to inform contracting, to providers to ensure services are delivered by a workforce with relevant competences to meet identified needs, and to the workforce to assess existing capabilities and identify gaps in competence.

Developing innovative training protocol for export personnel in the fashion industries through “Extro Skills” project

NASA Astrophysics Data System (ADS)

Ursache, M.; Avădanei, M. L.; Ciobanu, L.; Loghin, M. C.; Ionesi, D. S.; Loghin, E.

2017-10-01

The paper presents the objectives, the planned outputs and the innovative aspects of the project entitled “Developing new skills for the extroversion specializations of fashion industry in Europe”, acronym EXTRO SKILLS, which is co-financed by the European Commission under the Erasmus+ Programme, Key Action 2 - Strategic Partnerships. This is a 30 months project and started on December 1-st, 2015. The project aims to bridge the gap between fashion industries and lack of specific expertise and experts of SMEs in these industries. Fashion industries require a more qualified workforce and, therefore, the availability of adequately skilled workers and trained and qualified personnel for their export and fashion marketing departments has become one of the major issues. The new curricula that will be developed in the project will offer essential transversal skills for a quick and qualified response to the international trade and market demands and for enhancing the extroversion and the competitiveness of the fashion industry. The learning content will be tailored to the needs of export and fashion marketing personnel. The constitution of the partnership was based on the cooperation between education and employment in order to better achieve the objectives of the project. The project consortium includes six partners from five countries (Greece, Belgium, Romania, Spain and UK).

The Right Connections: Navigating the Workforce Development System. InfoBrief. Issue 13

ERIC Educational Resources Information Center

Brantley, Mac; Kaufmann, Barbara

2005-01-01

The National Collaborative on Workforce and Disability for Youth (NCWD/Youth) has defined the workforce development system as organizations at the national, state, and local levels that have direct responsibility for planning and allocating resources (both public and private), providing administrative oversight, and operating programs to assist…

Six Workforce Development Initiatives That Are Laying the Pathway to Success

ERIC Educational Resources Information Center

Fox, Heather L.

2015-01-01

Workforce development interventions have historically been heavily driven by federal funding, much of which was designated towards short-term training programs (less than six months) and rarely involved interaction or collaboration among colleges. The resulting efforts by the colleges to improve, update, or expand their workforce development…

Cross-Sectoral Partnerships: A Case Study of the Best Practices Used by CVS/Pharmacy in Developing Partnerships with the Public Workforce Development System in Minnesota

ERIC Educational Resources Information Center

Jacobsen, Nancy M.

2009-01-01

This dissertation explores the private-public sector partnership between CVS/pharmacy and the federal/state workforce development system in Minnesota. The study describes how CVS creates partnerships with the federal/state system of one-stop career centers and other partners in the workforce development arena such as community or faith-based…

A brief history of medical education and training in Australia.

PubMed

Geffen, Laurence

2014-07-07

Medical education and training in Australia comprises four phases: basic education, prevocational training, vocational training and continuing professional development. Between the 1860s and 1960s, eight medical schools were established in Australia, admitting school leavers to courses comprised of preclinical, paraclinical and clinical phases. Between the 1970s and the 1990s, two innovative new schools were established and all schools made major reforms to student selection, curricula and teaching, learning and assessment methods. Since 2000, student numbers expanded rapidly, both in existing medical schools and in eight new schools established to meet workforce demands, particularly in the rural sector. Prevocational training, first introduced as a compulsory internship year in the 1930s, has undergone reform and extension to subsequent years of junior doctor training through the agency of health departments and postgraduate medical education councils. Vocational training and continuing professional development, delivered by 15 specialist medical colleges, has evolved since the 1930s from a focus on specialist care of individual patients to include broader professional attributes required to manage complex health care systems. The Australian Medical Council began accreditation of basic medical education in 1985 and its remit now extends to all phases of medical education and training. With national governance of the entire system of medical education and training now achieved, mechanisms exist for flexible integration of all phases of medical education to meet the local and global challenges facing Australia's medical workforce.

Teledentistry-assisted, affiliated practice for dental hygienists: an innovative oral health workforce model.

PubMed

Summerfelt, Fred F

2011-06-01

The 2010 U.S. Patient Protection and Affordable Care Act (PPACA) calls for training programs to develop mid-level dental health care providers to work in areas with underserved populations. In 2004, legislation was passed in Arizona allowing qualified dental hygienists to enter into an affiliated practice relationship with a dentist to provide oral health care services for underserved populations without general or direct supervision in public health settings. In response, the Northern Arizona University (NAU) Dental Hygiene Department developed a teledentistry-assisted, affiliated practice dental hygiene model that places a dental hygienist in the role of the mid-level practitioner as part of a digitally linked oral health care team. Utilizing current technologies, affiliated practice dental hygienists can digitally acquire and transmit diagnostic data to a distant dentist for triage, diagnosis, and patient referral in addition to providing preventive services permitted within the dental hygiene scope of practice. This article provides information about the PPACA and the Arizona affiliated practice dental hygiene model, defines teledentistry, identifies the digital equipment used in NAU's teledentistry model, give an overview of NAU's teledentistry training, describes NAU's first teledentistry clinical experience, presents statistical analyses and evaluation of NAU students' ability to acquire diagnostically efficacious digital data from remote locations, and summarizes details of remote applications of teledentistry-assisted, affiliated practice dental hygiene workforce model successes.

Public health ethics related training for public health workforce: an emerging need in the United States.

PubMed

Kanekar, A; Bitto, A

2012-01-01

Ethics is a discipline, which primarily deals with what is moral and immoral behavior. Public Health Ethics is translation of ethical theories and concepts into practice to address complex multidimensional public health problems. The primary purpose of this paper was to conduct a narrative literature review-addressing role of ethics in developing curriculum in programs and schools of public health, ethics-related instruction in schools and programs of public health and the role of ethics in developing a competent public health workforce. An open search of various health databases including Google scholar and Ebscohost yielded 15 articles related to use of ethics in public health practice or public health training and the salient features were reported. Results indicated a variable amount of ethics' related training in schools and programs of public health along with public health practitioner training across the nation. Bioethics, medical ethics and public health ethics were found to be subspecialties' needing separate ethical frameworks to guide decision making. Ethics based curricular and non-curricular training for emerging public health professionals from schools and programs of public health in the United States is extremely essential. In the current age of public health challenges faced in the United States and globally, to have an ethically untrained public health force is arguably, immoral and unethical and jeopardizes population health. There is an urgent need to develop innovative ethic based curriculums in academia as well as finding effective means to translate these curricular competencies into public health practice.

In Our Hands: How Hospital Leaders Can Build a Thriving Workforce.

ERIC Educational Resources Information Center

2002

The American Hospital Association's Commission on Workforce for Hospitals and Health Systems identified the workforce development related challenges facing health care institutions and issued a series of recommendations regarding how hospital leaders can build a thriving workforce. The change strategies identified by the commission were as…

Health workforce development: a needs assessment study in French speaking African countries.

PubMed

Chastonay, Philippe; Moretti, Roberto; Zesiger, Véronique; Cremaschini, Marco; Bailey, Rebecca; Pariyo, George; Kabengele, Emmanuel Mpinga

2013-05-01

In 2006, WHO alerted the world to a global health workforce crisis, demonstrated through critical shortages of health workers, primarily in Sub-Saharan Africa (WHO in World Health Report, 2006). The objective of our study was to assess, in a participative way, the educational needs for public health and health workforce development among potential trainees and training institutions in nine French-speaking African countries. A needs assessment was conducted in the target countries according to four approaches: (1) Review at national level of health challenges. (2) Semi-directed interviews with heads of relevant training institutions. (3) Focus group discussions with key-informants. (4) A questionnaire-based study targeting health professionals identified as potential trainees. A needs assessment showed important public health challenges in the field of health workforce development among the target countries (e.g. unequal HRH distribution in the country, ageing of HRH, lack of adequate training). It also showed a demand for education and training institutions that are able to offer a training programme in health workforce development, and identified training objectives and core competencies useful to potential employers and future trainees (e.g. leadership, planning/evaluation, management, research skill). In combining various approaches our study was able to show a general demand for health managers who are able to plan, develop and manage a nation's health workforce. It also identified specific competencies that should be developed through an education and training program in public health with a focus on health workforce development.

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

PubMed

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 reserved.

Care in the country: a historical case study of long-term sustainability in 4 rural health centers.

PubMed

Wright, D Brad

2009-09-01

From 1978 to 1983, researchers at the University of North Carolina conducted a National Evaluation of Rural Primary Care Programs. Thirty years later, many of the programs they studied have closed, but the challenges of providing rural health care have persisted. I explored the histories of 4 surviving rural primary care programs and identified factors that contributed to their sustainability. These included physician advocates, innovative practices, organizational flexibility, and community integration. As rural health programs look ahead, identifying future generations of physician advocates is a crucial next step in developing the rural primary care workforce. It is also important for these programs to find ways to cope with high rates of staff turnover.

Supported employment outcomes across a decade: is there evidence of improvement in the quality of implementation?

PubMed

Mank, David; Cioffi, Andrea; Yovanoff, Paul

2003-06-01

There is little question that the strategies used to improve supported employment outcomes, namely higher wages and higher levels of integration, have changed since the mid-1980s. Innovations of natural supports and employer leadership have helped increase the capacity of provider agencies and the business community to include people with disabilities in the workforce. This report is the sixth in a series that focuses on features of natural supports and its relationship to outcomes. Our purpose in this paper is to describe an analysis designed to investigate the features of employment, wage, and integration outcomes of jobs acquired by people with disabilities early in the development of supported employment compared to more recent years.

Challenges and Innovations in Surveying the Governmental Public Health Workforce

PubMed Central

Shah, Gulzar; Rider, Nikki; Beck, Angela; Castrucci, Brian C.; Harris, Jenine K.; Sellers, Katie; Varda, Danielle; Ye, Jiali; Erwin, Paul C.; Brownson, Ross C.

2016-01-01

Surveying governmental public health practitioners is a critical means of collecting data about public health organizations, their staff, and their partners. A greater focus on evidence-based practices, practice-based systems research, and evaluation has resulted in practitioners consistently receiving requests to participate in myriad surveys. This can result in a substantial survey burden for practitioners and declining response rates for researchers. This is potentially damaging to practitioners and researchers as well as the field of public health more broadly. We have examined recent developments in survey research, especially issues highly relevant for public health practice. We have also proposed a process by which researchers can engage with practitioners and practitioner groups on research questions of mutual interest. PMID:27715307

Addressing the challenges of diagnostics demand and supply: insights from an online global health discussion platform.

PubMed

Engel, Nora; Wachter, Keri; Pai, Madhukar; Gallarda, Jim; Boehme, Catharina; Celentano, Isabelle; Weintraub, Rebecca

2016-01-01

Several barriers challenge development, adoption and scale-up of diagnostics in low and middle income countries. An innovative global health discussion platform allows capturing insights from the global health community on factors driving demand and supply for diagnostics. We conducted a qualitative content analysis of the online discussion 'Advancing Care Delivery: Driving Demand and Supply of Diagnostics' organised by the Global Health Delivery Project (GHD) (http://www.ghdonline.org/) at Harvard University. The discussion, driven by 12 expert panellists, explored what must be done to develop delivery systems, business models, new technologies, interoperability standards, and governance mechanisms to ensure that patients receive the right diagnostic at the right time. The GHD Online (GHDonline) platform reaches over 19 000 members from 185 countries. Participants (N=99) in the diagnostics discussion included academics, non-governmental organisations, manufacturers, policymakers, and physicians. Data was coded and overarching categories analysed using qualitative data analysis software. Participants considered technical characteristics of diagnostics as smaller barriers to effective use of diagnostics compared with operational and health system challenges, such as logistics, poor fit with user needs, cost, workforce, infrastructure, access, weak regulation and political commitment. Suggested solutions included: health system strengthening with patient-centred delivery; strengthened innovation processes; improved knowledge base; harmonised guidelines and evaluation; supply chain innovations; and mechanisms for ensuring quality and capacity. Engaging and connecting different actors involved with diagnostic development and use is paramount for improving diagnostics. While the discussion participants were not representative of all actors involved, the platform enabled a discussion between globally acknowledged experts and physicians working in different countries.

Defense Acquisition Workforce: DOD Has Opportunities to Further Enhance Use and Management of Development Fund

DTIC Science & Technology

2017-03-01

DEFENSE ACQUISITION WORKFORCE DOD Has Opportunities to Further Enhance Use and Management of Development Fund...House of Representatives March 2017 DEFENSE ACQUISITION WORKFORCE DOD Has Opportunities to Further Enhance Use and Management of Development Fund...Year Is Expected to Decrease Significantly by Fiscal Year 2018 In the past year, DOD has taken several actions to improve its management and

What We Know about Workforce Development for Low-Income Workers: Evidence, Background and Ideas for the Future. National Poverty Center Working Paper Series #13-09

ERIC Educational Resources Information Center

Francis, Caroline M.

2013-01-01

This bibliography summarizes recent research on the structure and effectiveness of workforce development programs. While the term "workforce development" can mean many things, this document focuses on programs to help low-skill, low-wage and displaced workers increase their employment and earnings, as well as labor market trends that…

Finding Resources to Support Workforce Development Services for Youth

ERIC Educational Resources Information Center

Relave, Nanette

2006-01-01

Funding for youth employment and training has been scaled back during the past few decades. In addition, funding for workforce development services is spread among multiple programs and agencies, resulting in a fragmented funding environment. To address this issue, the youth provisions of the Workforce Investment Act (WIA) aimed to move this…

Developing the Whole-School Workforce in England: Building Cultures of Engagement

ERIC Educational Resources Information Center

Simkins, Tim; Maxwell, Bronwen; Aspinwall, Kath

2009-01-01

Dramatic changes have occurred in the composition of the schools' workforce in England over recent years to incorporate a much higher proportion of support staff. Consequently, policy-makers and school leaders are now placing increasing emphasis on addressing the training and development needs of the whole workforce, rather than solely focusing on…

Emerging Workforce Trends and Issues Impacting the Virginia Community College System

ERIC Educational Resources Information Center

Landon, Mary Greer

2009-01-01

The mission of the Virginia Community College workforce development leaders is to expand their training and development services to new and emerging high growth occupational areas in support of Virginia's economic growth and changing workforce needs in each of their regions. This research was designed to identify: high demand occupational skill…

A Statewide Train-the-Trainer Model for Effective Entrepreneurship and Workforce Readiness Programming

ERIC Educational Resources Information Center

Fields, Nia Imani; Brown, Mananmi; Piechocinski, Alganesh; Wells, Kendra

2012-01-01

A statewide youth and adult train-the-trainer model that integrates workforce readiness and entrepreneurship can have a profound effect on young people's academic performance, interest in college, and overall youth development. Participants in workforce and entrepreneurship programs develop personal resources that have value in school, in the…

Improving the Fit: How To Use Assessment Data To Connect University Curricula to Workforce Needs.

ERIC Educational Resources Information Center

Jones, Edward; Harrington, Charles F.

Broad-based assessment and evaluation must form the foundation of planning for economic and workforce development engagement opportunities by a college or university. This involves assessing workforce development needs and evaluating how well current curricular offerings respond to those needs. Higher education institutions can successfully…

Tradition meets innovation: transforming academic medical culture at the University of Pennsylvania's Perelman School of Medicine.

PubMed

Pati, Susmita; Reum, Josef; Conant, Emily; Tuton, Lucy Wolf; Scott, Patricia; Abbuhl, Stephanie; Grisso, Jeane Ann

2013-04-01

Traditional performance expectations and career advancement paths for academic physicians persist despite dramatic transformations in the academic workflow, workload, and workforce over the past 20 years. Although the academic physician's triple role as clinician, researcher, and educator has been lauded as the ideal by academic health centers, current standards of excellence for promotion and tenure are based on outdated models. These models fail to reward collaboration and center around rigid career advancement plans that do little to accommodate the changing needs of individuals and organizations. The authors describe an innovative, comprehensive, multipronged initiative at the Perelman School of Medicine at the University of Pennsylvania to initiate change in the culture of academic medicine and improve academic productivity, job satisfaction, and overall quality of life for junior faculty. As a key part of this intervention, task forces from each of the 13 participating departments/divisions met five times between September 2010 and January 2011 to produce recommendations for institutional change. The authors discuss how this initiative, using principles adopted from business transformation, generated themes and techniques that can potentially guide workforce environment innovation in academic health centers across the United States. Recommendations include embracing a promotion/tenure/evaluation system that supports and rewards tailored individual academic career plans; ensuring leadership, decision-making roles, and recognition for junior faculty; deepening administrative and team supports for junior faculty; and solidifying and rewarding mentorship for junior faculty. By doing so, academic health centers can ensure the retention and commitment of faculty throughout all stages of their careers.

Tradition Meets Innovation: Transforming Academic Medical Culture at the University of Pennsylvania’s Perelman School of Medicine

PubMed Central

Pati, Susmita; Reum, Josef; Conant, Emily; Tuton, Lucy Wolf; Scott, Patricia; Abbuhl, Stephanie; Grisso, Jeane Ann

2013-01-01

Traditional performance expectations and career advancement paths for academic physicians persist despite dramatic transformations in the academic workflow, workload, and workforce over the past twenty years. While the academic physician’s triple role as clinician, researcher, and educator has been lauded as the ideal by academic medical centers, current standards of excellence for promotion and tenure are based on outdated models. These models fail to reward collaboration and center around rigid career advancement plans that do little to accommodate the changing needs of individuals and organizations. Here, the authors describe an innovative, comprehensive, multi-pronged initiative at the Perelman School of Medicine at the University of Pennsylvania to initiate change in the culture of academic medicine and improve academic productivity, job satisfaction, and overall quality of life for junior faculty. As a key part of this intervention, task forces from each of the 13 participating departments/divisions met 5 times between September 2010 and January 2011 to produce recommendations for institutional change. The authors discuss how this initiative, using principles adopted from business transformation, generated themes and techniques that can potentially guide workforce environment innovation in academic health centers across the United States. Recommendations include embracing a promotion/tenure/evaluation system that supports and rewards tailored individual academic career plans; ensuring leadership, decision-making roles and recognition for junior faculty; deepening administrative and team supports for junior faculty; and solidifying and rewarding mentorship for junior faculty. By doing so, academic health centers can ensure the retention and commitment of faculty throughout all stages of their careers. PMID:23425986

Imbalance in the health workforce

PubMed Central

Zurn, Pascal; Dal Poz, Mario R; Stilwell, Barbara; Adams, Orvill

2004-01-01

Imbalance in the health workforce is a major concern in both developed and developing countries. It is a complex issue that encompasses a wide range of possible situations. This paper aims to contribute not only to a better understanding of the issues related to imbalance through a critical review of its definition and nature, but also to the development of an analytical framework. The framework emphasizes the number and types of factors affecting health workforce imbalances, and facilitates the development of policy tools and their assessment. Moreover, to facilitate comparisons between health workforce imbalances, a typology of imbalances is proposed that differentiates between profession/specialty imbalances, geographical imbalances, institutional and services imbalances and gender imbalances. PMID:15377382

Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program. Executive Summary

ERIC Educational Resources Information Center

Schultz, Caroline; Seith, David

2011-01-01

The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program

ERIC Educational Resources Information Center

Schultz, Caroline; Seith, David

2011-01-01

The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

Optimising productivity, quality and efficiency in community nursing.

PubMed

Holland, Agi; McIntosh, Brian

2012-08-01

By 2014 the NHS is expected to make £21 billion in efficiency savings and increase productivity by 6% per annum, while maintaining or improving the quality of care. Given that the cost of the 1.7 million strong workforce represents 60% of the NHS budget, changes are likely. This context of innovation and cost-effectiveness has resulted in an ever greater emphasis to fully engage and support community nursing.

Differences in Public Understanding of and Reactions to GSPED Based on Awareness of the Initiative. Arizona Workforce Development Briefing Paper #1. [and] Differences in Public Understanding of and Reactions to GSPED Based on Urban-Rural Residency. Arizona Workforce Development Briefing Paper #2.

ERIC Educational Resources Information Center

Vandegrift, Judith A.

In spring 1998, the Arizona Department of Commerce's Office of Workforce Development Policy commissioned a statewide opinion poll to assess public attitudes toward the state's plan for economic development, as it is being implemented through the Governor's Strategic Partnership for Economic Development (GSPED). More than 2,000 Arizonans…

Thinking Differently in Global Health in Oncology Using a Diagonal Approach: Harnessing Similarities, Improving Education, and Empowering an Alternative Oncology Workforce.

PubMed

Rodriguez, Natalia M; Brant, Jeannine M; Pendharkar, Dinesh; Arreola-Ornelas, Hector; Bhadelia, Afsan; de Lima Lopes, Gilberto; Knaul, Felicia M

2017-01-01

Cancer is a leading global cause of death, and diverse and minority populations suffer worse outcomes compared with white people from Western societies. Within the United States, African Americans and other blacks, Hispanics, Asians, and American Indians have lower cancer survival rates than whites. In the rest of the world, those from low- and middle-income countries have the greatest disparities, but even those from non-Western high-income countries such as Oman and the United Arab Emirates are diagnosed with cancer at later stages and suffer increased mortality. Although considerable differences exist among these populations, similarities and synergies are also apparent. Challenges can be very similar in reaching these populations effectively for cancer control to improve outcomes, and innovative strategies are needed to effectively make change. In this review, the authors discuss new approaches to the prevention and early detection of cancer as well as the implementation of programs in global oncology and put in evidence cultural similarities and challenges of different populations, highlighting strategies to improve cancer survival and quality care around the world through innovations in training and education, empowerment of an alternative workforce, and a diagonal approach to cancer care using case studies drawn from the authors' work and experience.

Thinking Beyond the Silos: Emerging Priorities in Workforce Development for State and Local Government Public Health Agencies

PubMed Central

Kaufman, Nancy J.; Castrucci, Brian C.; Pearsol, Jim; Leider, Jonathon P.; Sellers, Katie; Kaufman, Ira R.; Fehrenbach, Lacy M.; Liss-Levinson, Rivka; Lewis, Melissa; Jarris, Paul E.; Sprague, James B.

2014-01-01

Context: Discipline-specific workforce development initiatives have been a focus in recent years. This is due, in part, to competency-based training standards and funding sources that reinforce programmatic silos within state and local health departments. Objective: National leadership groups representing the specific disciplines within public health were asked to look beyond their discipline-specific priorities and collectively assess the priorities, needs, and characteristics of the governmental public health workforce. Design: The challenges and opportunities facing the public health workforce and crosscutting priority training needs of the public health workforce as a whole were evaluated. Key informant interviews were conducted with 31 representatives from public health member organizations and federal agencies. Interviews were coded and analyzed for major themes. Next, 10 content briefs were created on the basis of priority areas within workforce development. Finally, an in-person priority setting meeting was held to identify top workforce development needs and priorities across all disciplines within public health. Participants: Representatives from 31 of 37 invited public health organizations participated, including representatives from discipline-specific member organizations, from national organizations and from federal agencies. Results: Systems thinking, communicating persuasively, change management, information and analytics, problem solving, and working with diverse populations were the major crosscutting areas prioritized. Conclusions: Decades of categorical funding created a highly specialized and knowledgeable workforce that lacks many of the foundational skills now most in demand. The balance between core and specialty training should be reconsidered. PMID:24667228

Thinking beyond the silos: emerging priorities in workforce development for state and local government public health agencies.

PubMed

Kaufman, Nancy J; Castrucci, Brian C; Pearsol, Jim; Leider, Jonathon P; Sellers, Katie; Kaufman, Ira R; Fehrenbach, Lacy M; Liss-Levinson, Rivka; Lewis, Melissa; Jarris, Paul E; Sprague, James B

2014-01-01

Discipline-specific workforce development initiatives have been a focus in recent years. This is due, in part, to competency-based training standards and funding sources that reinforce programmatic silos within state and local health departments. National leadership groups representing the specific disciplines within public health were asked to look beyond their discipline-specific priorities and collectively assess the priorities, needs, and characteristics of the governmental public health workforce. The challenges and opportunities facing the public health workforce and crosscutting priority training needs of the public health workforce as a whole were evaluated. Key informant interviews were conducted with 31 representatives from public health member organizations and federal agencies. Interviews were coded and analyzed for major themes. Next, 10 content briefs were created on the basis of priority areas within workforce development. Finally, an in-person priority setting meeting was held to identify top workforce development needs and priorities across all disciplines within public health. Representatives from 31 of 37 invited public health organizations participated, including representatives from discipline-specific member organizations, from national organizations and from federal agencies. Systems thinking, communicating persuasively, change management, information and analytics, problem solving, and working with diverse populations were the major crosscutting areas prioritized. Decades of categorical funding created a highly specialized and knowledgeable workforce that lacks many of the foundational skills now most in demand. The balance between core and specialty training should be reconsidered.

Creativity and Innovation in Health Care: Tapping Into Organizational Enablers Through Human-Centered Design.

PubMed

Zuber, Christi Dining; Moody, Louise

There is an increasing drive in health care for creativity and innovation to tackle key health challenges, improve quality and access, and reduce harm and costs. Human-centered design (HCD) is a potential approach to achieving organizational innovation. However, research suggests the nursing workforce feels unsupported to take the risks needed for innovation, and leaders may not understand the conditions required to fully support them. The aim of this study was to identify enabling conditions that support frontline nurses in their attempts to behave as champions of innovation and change. An HCD workshop was undertaken with 125 nurses employed in clinical practice at Kaiser Permanente. The workshop included empathy mapping and semistructured questions that probed participant experiences with innovation and change. The data were collated and thematic analysis undertaken through a Grounded Theory approach. The data were analyzed to identify key enabling conditions. Seven enablers emerged: personal need for a solution; challenges that have meaningful purpose; clarity of goal and control of resources; active experimentation; experiences indicating progress; positive encouragement and confidence; and provision of psychological safety. These enablers were then translated into pragmatic guidelines for leaders on how the tools of HCD may be leveraged for innovation and change in health care.

Laboratory Directed Research and Development FY2001 Annual Report

DOE Office of Scientific and Technical Information (OSTI.GOV)

Al-Ayat, R

2002-06-20

Established by Congress in 1991, the Laboratory Directed Research and Development (LDRD) Program provides the Department of Energy (DOE)/National Nuclear Security Administration (NNSA) laboratories, like Lawrence Livermore National Laboratory (LLNL or the Laboratory), with the flexibility to invest up to 6% of their budget in long-term, high-risk, and potentially high payoff research and development (R&D) activities to support the DOE/NNSA's national security missions. By funding innovative R&D, the LDRD Program at LLNL develops and extends the Laboratory's intellectual foundations and maintains its vitality as a premier research institution. As proof of the Program's success, many of the research thrusts thatmore » started many years ago under LDRD sponsorship are at the core of today's programs. The LDRD Program, which serves as a proving ground for innovative ideas, is the Laboratory's most important single resource for fostering excellent science and technology for today's needs and tomorrow's challenges. Basic and applied research activities funded by LDRD enhance the Laboratory's core strengths, driving its technical vitality to create new capabilities that enable LLNL to meet DOE/NNSA's national security missions. The Program also plays a key role in building a world-class multidisciplinary workforce by engaging the Laboratory's best researchers, recruiting its future scientists and engineers, and promoting collaborations with all sectors of the larger scientific community.« less

Wind Energy Workforce Development & Jobs

DOE Office of Scientific and Technical Information (OSTI.GOV)

Tegen, Suzanne

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.

Evaluation of a support worker role, within a nurse delegation and supervision model, for provision of medicines support for older people living at home: the Workforce Innovation for Safe and Effective (WISE) Medicines Care study.

PubMed

Lee, Cik Yin; Beanland, Christine; Goeman, Dianne; Johnson, Ann; Thorn, Juliet; Koch, Susan; Elliott, Rohan A

2015-10-06

Support with managing medicines at home is a common reason for older people to receive community nursing services. With population ageing and projected nurse shortages, reliance on nurses may not be sustainable. We developed and tested a new workforce model: 'Workforce Innovation for Safe and Effective (WISE) Medicines Care', which enabled nurses to delegate medicines support home visits for low-risk clients to support workers (known as community care aides [CCAs]). Primary study aims were to assess whether the model increased the number of medicines support home visits conducted by CCAs, explore nurses', CCAs' and consumers' experiences with the CCAs' expanded role, and identify enablers and barriers to delegation of medicines support. A prospective before-after mixed-methods study was conducted within a community nursing service that employed a small number of CCAs. The CCAs' main role prior to the WISE Medicines Care model was personal care, with a very limited role in medicines support. CCAs received training in medicines support, and nurses received training in assessment, delegation and supervision. Home visit data over two three-month periods were compared. Focus groups and interviews were conducted with purposive samples of nurses (n = 27), CCAs (n = 7) and consumers (n = 28). Medicines support visits by CCAs increased from 43/16,863 (0.25 %) to 714/21,552 (3.3 %) (p < 0.001). Nurses reported mostly positive experiences, and high levels of trust and confidence in CCAs. They reported that delegating to CCAs sometimes eliminated the need for duplicate nurse and CCA visits (for people requiring personal care plus medicines support) and enabled them to visit people with more complex needs. CCAs enjoyed their expanded role and were accepted by clients and/or carers. Nurses and CCAs reported effective communication when medicine-related problems occurred. No medication incidents involving CCAs were reported. Barriers to implementation included the limited number of CCAs employed in the organisation and reluctance from some nurses to delegate medicines support to CCAs. Enablers included training and support, existing relationships between CCAs and nurses, and positive staff attitudes. Appropriately trained and supervised support workers can be used to support community nurses with providing medicines management for older people in the home care setting, particularly for those who are at low risk of adverse medication events or errors. The model was acceptable to nurses, clients and carers, and may offer a sustainable and safe and effective future workforce solution to provision of medicines support for older people in the home care setting.

Developing Professionalism within a Regulatory Framework in England: Challenges and Possibilities

ERIC Educational Resources Information Center

Miller, Linda

2008-01-01

Early Childhood Education and Care (ECEC) is now firmly on government agendas in many countries, including England, and the need to develop a professional workforce is generally agreed. The reform of the children's workforce in England acknowledges that increasing the skills and competence of this workforce is critical to its success. Two new…

Identification and Development of Critical Workforce Skills in the Chattanooga Region

ERIC Educational Resources Information Center

Dorris, John Peter

2012-01-01

The purpose of this quantitative study was to identify the workforce skills perceived to be critical in the Chattanooga region, and to explore how colleges and businesses can partner to effectively develop those skills. Data from a June 2011 survey of workforce stakeholders in the Chattanooga region were analyzed. The 78 survey respondents…

Business-Led Coalitions: Aligning Supply and Demand in Workforce Development. Workforce Brief #9.

ERIC Educational Resources Information Center

Mitchell, Stephen M.; Jimenez, Manuel

The test for today's economy is to create a workforce development system that capitalizes on current opportunities across states, regions, and local communities. The economic environment is positive, with tight, dynamic, and global labor markets. The business need for job-ready, entry-level workers; high-skilled workers; and workers who can…

Health Workforce Development: A Needs Assessment Study in French Speaking African Countries

ERIC Educational Resources Information Center

Chastonay, Philippe; Moretti, Roberto; Zesiger, Veronique; Cremaschini, Marco; Bailey, Rebecca; Pariyo, George; Kabengele, Emmanuel Mpinga

2013-01-01

In 2006, WHO alerted the world to a global health workforce crisis, demonstrated through critical shortages of health workers, primarily in Sub-Saharan Africa (WHO in World Health Report, 2006). The objective of our study was to assess, in a participative way, the educational needs for public health and health workforce development among potential…

Data Lakes and Data Visualization: An Innovative Approach to Address the Challenges of Access to Health Care in Mississippi.

PubMed

Krause, Denise D

2015-01-01

There are a variety of challenges to developing strategies to improve access to health care, but access to data is critical for effective evidence-based decision-making. Many agencies and organizations throughout Mississippi have been collecting quality health data for many years. However, those data have historically resided in data silos and have not been readily shared. A strategy was developed to build and coordinate infrastructure, capacity, tools, and resources to facilitate health workforce and population health planning throughout the state. Realizing data as the foundation upon which to build, the primary objective was to develop the capacity to collect, store, maintain, visualize, and analyze data from a variety of disparate sources -- with the ultimate goal of improving access to health care. Specific aims were to: 1) build a centralized data repository and scalable informatics platform, 2) develop a data management solution for this platform and then, 3) derive value from this platform by facilitating data visualization and analysis. A managed data lake was designed and constructed for health data from disparate sources throughout the state of Mississippi. A data management application was developed to log and track all data sources, maps and geographies, and data marts. With this informatics platform as a foundation, a variety of tools are used to visualize and analyze data. To illustrate, a web mapping application was developed to examine the health workforce geographically and attractive data visualizations and dynamic dashboards were created to facilitate health planning and research. Samples of data visualizations that aim to inform health planners and policymakers are presented. Many agencies and organizations throughout the state benefit from this platform. The overarching goal is that by providing timely, reliable information to stakeholders, Mississippians in general will experience improved access to quality care.

The relationship between STEM educational attainment and utility patent conferrals: A state-level analysis

NASA Astrophysics Data System (ADS)

Liao, Yuqi

The utility patent, as a legal record of invention, is widely believed to be a close proxy for innovation among firms, industries, and economies as a whole. One of the critical drivers of patenting -- and ultimately, innovation -- is education. The science, technology, engineering and math (STEM) fields in education are of special importance. There is, however, little empirical research to substantiate a connection between STEM education and innovation outcomes. Seeking to fill this gap, this paper finds that, in general, there is no evidence of a meaningful relationship between STEM educational attainment and utility patent conferrals. The relationship of interest, though generally not statistically significant, is stronger for temporary US visa holders than for US citizens or permanent US residents. However, I find a large and statistically significant association between STEM educational attainment and utility patent conferrals for states that have above-average college educational attainment or above-average advanced industries workforce concentration.

Organizational Factors Associated with the Use of Contingency Management in Publicly Funded Substance Abuse Treatment Centers

PubMed Central

Bride, Brian E.; Abraham, Amanda J.; Roman, Paul M.

2010-01-01

A promising area within technology transfer studies is the identification of organizational factors that influence the adoption of treatment innovations. While studies have identified organizational factors associated with the adoption of pharmacological innovations, few studies have examined organizational factors in the adoption of psychosocial innovations, among which contingency management (CM) is a significant practice. Using data from a sample (n = 318) drawn from the population of publicly funded treatment centers in the U.S., this study modeled organizational factors falling in the domains of structural characteristics, workforce variables, values and norms, and patient characteristics associated with the use of CM. Organizations were more likely to use CM if they: embrace a supportive therapeutic approach, are research-friendly, offer only outpatient levels of care, or serve drug-court patients. Implications for studying the diffusion and implementation of evidence-based psychosocial interventions are discussed. PMID:20850259

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

ERIC Educational Resources Information Center

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…

Preparing Students for Jobs: Ensuring Student Success in the Workforce. Data for Action

ERIC Educational Resources Information Center

Data Quality Campaign, 2015

2015-01-01

Why do workforce data matter? A strong education prepares students to succeed in their chosen careers, but education, training, and employment pathways are changing. Individuals take multiple paths into the workforce. Some get jobs after completing high school, some after earning a college degree. To develop and support a strong workforce,…

Preparing tomorrow's transportation workforce : a Midwest summit.

DOT National Transportation Integrated Search

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...

21st century workforce development summit.

DOT National Transportation Integrated Search

2009-09-01

The transportation workforce will be facing severe strains over the next decade as the baby boom generation begins to retire. : These strains will be made worse by the relatively small numbers of workers entering the transportation workforce and the ...

Interdisciplinary transportation education and workforce development modules (ITEWDM).

DOT National Transportation Integrated Search

2014-01-01

The transportation industry will face a shortage of skilled workforce to manage future advanced transportation systems as the current workforce begins to retire. Education and training of future transportation professionals is critical in view of the...

Setting priorities for EU healthcare workforce IT skills competence improvement.

PubMed

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.

Incentives for retaining and motivating health workers in Pacific and Asian countries.

PubMed

Henderson, Lyn N; Tulloch, Jim

2008-09-15

This paper was initiated by the Australian Agency for International Development (AusAID) after identifying the need for an in-depth synthesis and analysis of available literature and information on incentives for retaining health workers in the Asia-Pacific region. The objectives of this paper are to: 1. Highlight the situation of health workers in Pacific and Asian countries to gain a better understanding of the contributing factors to health worker motivation, dissatisfaction and migration. 2. Examine the regional and global evidence on initiatives to retain a competent and motivated health workforce, especially in rural and remote areas. 3. Suggest ways to address the shortages of health workers in Pacific and Asian countries by using incentives. The review draws on literature and information gathered through a targeted search of websites and databases. Additional reports were gathered through AusAID country offices, UN agencies, and non-government organizations. The severe shortage of health workers in Pacific and Asian countries is a critical issue that must be addressed through policy, planning and implementation of innovative strategies--such as incentives--for retaining and motivating health workers. While economic factors play a significant role in the decisions of workers to remain in the health sector, evidence demonstrates that they are not the only factors. Research findings from the Asia-Pacific region indicate that salaries and benefits, together with working conditions, supervision and management, and education and training opportunities are important. The literature highlights the importance of packaging financial and non-financial incentives. Each country facing shortages of health workers needs to identify the underlying reasons for the shortages, determine what motivates health workers to remain in the health sector, and evaluate the incentives required for maintaining a competent and motivated health workforce. Decision-making factors and responses to financial and non-financial incentives have not been adequately monitored and evaluated in the Asia-Pacific region. Efforts must be made to build the evidence base so that countries can develop appropriate workforce strategies and incentive packages.

The effectiveness of an aged care specific leadership and management program on workforce, work environment, and care quality outcomes: design of a cluster randomised controlled trial

PubMed Central

2013-01-01

Background A plethora of observational evidence exists concerning the impact of management and leadership on workforce, work environment, and care quality. Yet, no randomised controlled trial has been conducted to test the effectiveness of leadership and management interventions in aged care. An innovative aged care clinical leadership program (Clinical Leadership in Aged Care − CLiAC) was developed to improve managers’ leadership capacities to support the delivery of quality care in Australia. This paper describes the study design of the cluster randomised controlled trial testing the effectiveness of the program. Methods Twenty-four residential and community aged care sites were recruited as managers at each site agreed in writing to participate in the study and ensure that leaders allocated to the control arm would not be offered the intervention program. Sites undergoing major managerial or structural changes were excluded. The 24 sites were randomly allocated to receive the CLiAC program (intervention) or usual care (control), stratified by type (residential vs. community, six each for each arm). Treatment allocation was masked to assessors and staff of all participating sites. The objective is to establish the effectiveness of the CLiAC program in improving work environment, workforce retention, as well as care safety and quality, when compared to usual care. The primary outcomes are measures of work environment, care quality and safety, and staff turnover rates. Secondary outcomes include manager leadership capacity, staff absenteeism, intention to leave, stress levels, and job satisfaction. Differences between intervention and control groups will be analysed by researchers blinded to treatment allocation using linear regression of individual results adjusted for stratification and clustering by site (primary analysis), and additionally for baseline values and potential confounders (secondary analysis). Outcomes measured at the site level will be compared by cluster-level analysis. The overall costs and benefits of the program will also be assessed. Discussion The outcomes of the trial have the potential to inform actions to enhance leadership and management capabilities of the aged care workforce, address pressing issues about workforce shortages, and increase the quality of aged care services. Trial registration Australian New Zealand Clinical Trials Registry (ACTRN12611001070921) PMID:24160714

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

DOE Office of Scientific and Technical Information (OSTI.GOV)

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.more » 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.« less

Preparing for a Global Scientific Workforce: Lessons Learned by the Chemistry Community

NASA Astrophysics Data System (ADS)

Baranovic, M.; Nameroff, T.

2005-12-01

Globalization has significant implications for science, science education, and the workforce. Flows of capital and knowledge are altering patterns of economic and technological development. Technology is allowing science to be conducted in real time on a global scale. International connections and mobility are increasing worldwide. At the same time science is becoming a truly global endeavor, the convergence of disciplines suggests that scientists from different backgrounds can learn from each other's experiences in addressing these challenges and opportunities. This presentation reviews some of the impacts of globalization on the chemically related sciences, students, and profession. As a result of globalization, today's practitioners of chemistry need an ever-expanding skill set to succeed. In addition to a strong command of the basic principles of chemistry, students and practitioners need to know how to work on multicultural teams, have knowledge of other languages, and be able to communicate effectively. The American Chemical Society (ACS) is coming to terms with and responding to changes in the nature of chemistry and its practice. This presentation will explore some of the innovative efforts of ACS to meet the challenges for chemistry in an era of globalization. The Earth and space sciences community may benefit from the chemistry community's "lessons learned."

Surveillance Systems to Track and Evaluate Obesity Prevention Efforts.

PubMed

Hoelscher, Deanna M; Ranjit, Nalini; Pérez, Adriana

2017-03-20

To address the obesity epidemic, the public health community must develop surveillance systems that capture data at levels through which obesity prevention efforts are conducted. Current systems assess body mass index (BMI), diet, and physical activity behaviors at the individual level, but environmental and policy-related data are often lacking. The goal of this review is to describe US surveillance systems that evaluate obesity prevention efforts within the context of international trends in obesity monitoring, to identify potential data gaps, and to present recommendations to improve the evaluation of population-level initiatives. Our recommendations include adding environmental and policy measures to surveillance efforts with a focus on addressing underserved populations, harmonizing existing surveillance systems, including more sensitive measures of obesity outcomes, and developing a knowledgeable workforce. In addition, the widespread use of electronic health records and new technologies that allow self-quantification of behaviors offers opportunities for innovative surveillance methods.

Perfecting Scientists' Collaboration and Problem-Solving Skills in the Virtual Team Environment

NASA Astrophysics Data System (ADS)

Jabro, A.; Jabro, J.

2012-04-01

PPerfecting Scientists' Collaboration and Problem-Solving Skills in the Virtual Team Environment Numerous factors have contributed to the proliferation of conducting work in virtual teams at the domestic, national, and global levels: innovations in technology, critical developments in software, co-located research partners and diverse funding sources, dynamic economic and political environments, and a changing workforce. Today's scientists must be prepared to not only perform work in the virtual team environment, but to work effectively and efficiently despite physical and cultural barriers. Research supports that students who have been exposed to virtual team experiences are desirable in the professional and academic arenas. Research supports establishing and maintaining established protocols for communication behavior prior to task discussion provides for successful team outcomes. Research conducted on graduate and undergraduate virtual teams' behaviors led to the development of successful pedagogic practices and assessment strategies.

NATIONAL ENVIRONMENTAL/ENERGY WORKFORCE ASSESSMENT. COMPOSITE: ENVIRONMENTAL ENGINEERING/TECHNOLOGY

EPA Science Inventory

Beginning with Phase II of the National Environmental/Energy Workforce Assessment project, which addressed the capabilities of the educational community to generate an environmental workforce, definitional problems developed as to the placing of programs into media specific areas...

Creating a Learning Culture. Work and Literacy in the Nineties. Based on the Report, "Workforce Literacy: An Economic Challenge for Canada," by the Hudson Institute.

ERIC Educational Resources Information Center

National Literacy Secretariat, Ottawa (Ontario).

Technological change and other innovations affect the way Canadians work. These changes demand increasingly higher levels of literacy for today and for the future. Basic skills are not enough. A low level of schooling is associated with higher unemployment. People who invest in their own higher education are likely to reap the reward of higher…

Defense AT and L Magazine. Volume 47, Number 2, March-April 2018

DTIC Science & Technology

2018-03-01

laboratories, they are easily trans- ferable to government organizations and industry efforts to solve problems and improve the management of projects ...Instead, the change can occur at the funda- mental management level by suggesting a new, innovative way to lead DoD space projects . One DoD space program...payloads and managed services that can fill military needs. ALSO 20 MDAP/MAIS Program Manager Changes 42 2017 Defense Acquisition Workforce Awards

Market Research: Faster, Smarter and Predictive

DTIC Science & Technology

2015-08-01

for acquisition workforce, and mar- ket research report generation. MRCOE Release 3 will include full transition of capability to strategic platform...2015 Wesley,deputy director for technology and innovation, is acting director of the Department of Defense Office of Small Business Programs (OSBP...where Chowdhury provides senior man- agement support. S P E C I A L • I S S U E BBP 3.0 T hrough implementation of the “Increasing Small Business

Higher Education: Science, Technology, Engineering, and Mathematics Trends and the Role of Federal Programs. Testimony before the Committee on Education and the Workforce, House of Representatives. GAO-06-702T

ERIC Educational Resources Information Center

Ashby, Cornelia M.

2006-01-01

The United States is a world leader in scientific and technological innovation. To help maintain this advantage, the federal government has spent billions of dollars on education programs in the science, technology, engineering, and mathematics (STEM) fields for many years. However, concerns have been raised about the nation's ability to maintain…

Barriers and facilitators of surgical care in rural Uganda: a mixed methods study.

PubMed

Nwanna-Nzewunwa, Obieze C; Ajiko, Mary-Margaret; Kirya, Fred; Epodoi, Joseph; Kabagenyi, Fiona; Batibwe, Emmanuel; Feldhaus, Isabelle; Juillard, Catherine; Dicker, Rochelle

2016-07-01

Surgical care delivery is poorly understood in resource-limited settings. To effectively move toward universal health coverage, there is a critical need to understand surgical care delivery in developing countries. This study aims to identify the barriers and facilitators of surgical care delivery at Soroti Regional Referral Hospital in Uganda. In this mixed methods study, we (1) applied the Surgeons OverSeas' Personnel, Infrastructure, Procedures, Equipment, and Supplies tool to assess surgical capacity; (2) retrospectively reviewed inpatient records; (3) conducted four semistructured focus group discussions with 18 purposively sampled providers involved in perioperative care; and (4) observed the perioperative process of care using a time and motion approach. Descriptive statistics were generated from quantitative data. Qualitative data were thematically analyzed. The Personnel, Infrastructure, Procedures, Equipment, and Supplies survey revealed severe deficiencies in workforce (P-score = 14) and infrastructure (I-score = 5). Equipment, supplies, and procedures were generally available. Male and female wards were overbooked 83% and 60% of the time, respectively. Providers identified lack of space, patient overload, and superfluous patients' attendants as barriers to surgical care. Workforce challenges were tackled using teamwork and task sharing. Inadequate equipment and processes were addressed using improvisations. All observed subjects (n = 31) received interventions. The median decision-to-intervention time was 2.5 h (Interquartile Range [IQR], 0.4, 21.4). However, 48% of subjects experienced delays. Median decision-to-intervention delay was 14.8 h (IQR, 0.9, 26.6). Despite severe workforce and physical infrastructural deficiencies at Soroti Regional Referral Hospital, providers are adjusting and innovating to deliver surgical care. Copyright © 2016 Elsevier Inc. All rights reserved.

FY17 Environmental Workforce Development and Job Training (EWDJT) Grants

EPA Pesticide Factsheets

This notice announces the availability of funds and solicits proposals from eligible entities, including nonprofit organizations, to deliver Environmental Workforce Development and Job Training programs.

Shaping NASA's Earth Science Enterprise Workforce Development Initiative to Address Industry Needs

NASA Technical Reports Server (NTRS)

Rosage, David; Meeson, Blanche W. (Technical Monitor)

2001-01-01

It has been well recognized that the commercial remote sensing industry will expand in new directions, resulting in new applications, thus requiring a larger, more skilled workforce to fill the new positions. In preparation for this change, NASA has initiated a Remote Sensing Professional Development Program to address the workforce needs of this emerging industry by partnering with the private sector, academia, relevant professional societies, and other R&D organizations. Workforce needs will in part include understanding current industry concerns, personnel competencies, current and future skills, growth rates, geographical distributions, certifications, and sources of pre-service and in-service personnel. Dave Rosage of the NASA Goddard Space Flight Center and a panel of MAPPS members will lead a discussion to help NASA specifically address private firms' near and long-term personnel needs to be included in NASA's Remote Sensing Professional Development Program. In addition, Dave Rosage will present perspectives on how remote sensing technologies are evolving, new NASA instruments being developed, and what future workforce skills are expected to support these new developments.

Potential of Cognitive Computing and Cognitive Systems

NASA Astrophysics Data System (ADS)

Noor, Ahmed K.

2015-01-01

Cognitive computing and cognitive technologies are game changers for future engineering systems, as well as for engineering practice and training. They are major drivers for knowledge automation work, and the creation of cognitive products with higher levels of intelligence than current smart products. This paper gives a brief review of cognitive computing and some of the cognitive engineering systems activities. The potential of cognitive technologies is outlined, along with a brief description of future cognitive environments, incorporating cognitive assistants - specialized proactive intelligent software agents designed to follow and interact with humans and other cognitive assistants across the environments. The cognitive assistants engage, individually or collectively, with humans through a combination of adaptive multimodal interfaces, and advanced visualization and navigation techniques. The realization of future cognitive environments requires the development of a cognitive innovation ecosystem for the engineering workforce. The continuously expanding major components of the ecosystem include integrated knowledge discovery and exploitation facilities (incorporating predictive and prescriptive big data analytics); novel cognitive modeling and visual simulation facilities; cognitive multimodal interfaces; and cognitive mobile and wearable devices. The ecosystem will provide timely, engaging, personalized / collaborative, learning and effective decision making. It will stimulate creativity and innovation, and prepare the participants to work in future cognitive enterprises and develop new cognitive products of increasing complexity. http://www.aee.odu.edu/cognitivecomp

The Right Jobs: Identifying Career Advancement Opportunities for Low-Skilled Workers. A Guide for Public and Private Sector Workforce Development Practitioners. Advancement for Low-Wage Workers

ERIC Educational Resources Information Center

Goldberger, Susan; Lessell, Newell; Biswas, Radha Roy

2005-01-01

The Right Jobs provides workforce policymakers and directors of workforce development programs with a structured approach to: (1) Identifying the most promising employment opportunities within reach of low-skill workers; (2) Determining the postsecondary training and career preparation routes that will yield results for their clients; and (3)…

The Professional Development Plan of a Health Care Workforce as a Qualitative Indicator of the Health Care System's Well-Being

ERIC Educational Resources Information Center

Saiti, Anna; Mylona, Vasiliki

2015-01-01

The quality of a health care system is heavily dependent on a capable and skillful health care workforce so as to guarantee the delivery of quality health care services to its user groups. Hence, only through continuous training and development can the health care workforce follow rapid scientific progress while equitably balancing investment…

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

PubMed Central

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

2017-01-01

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. PMID:29236028

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

PubMed

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.

Estimating workforce development needs for high-speed rail in California : [research brief].

DOT National Transportation Integrated Search

2012-03-01

It is critical to understand the emergent workforce characteristics for the California High-Speed Rail (HSR) network. Knowledge about the size and characteristics of this workforce, including its training and education needs, is required to guide the...

Who does workforce planning well? Workforce review team rapid review summary.

PubMed

Curson, J A; Dell, M E; Wilson, R A; Bosworth, D L; Baldauf, B

2010-01-01

This paper sets out to disseminate new knowledge about workforce planning, a crucial health sector issue. The Health Select Committee criticised NHS England's failure to develop and apply effective workforce planning. The Workforce Review Team (WRT) commissioned the Institute for Employment Research, Warwick University, to undertake a "rapid review" of global literature to identify good practice. A workforce planning overview, its theoretical principles, good practice exemplars are provided before discussing their application to healthcare. The literature review, undertaken September-November 2007, determined the current workforce planning evidence within and outside health service provision and any consensus on successful workforce planning. Much of the literature was descriptive and there was a lack of comparative or evaluative research-based evidence to inform U.K. healthcare workforce planning. Workforce planning practices were similar in other countries. There was no evidence to challenge current WRT approaches to NHS England workforce planning. There are a number of indications about how this might be extended and improved, given additional resources. The evidence-base for workforce planning would be strengthened by robust and authoritative studies. Systematic workforce planning is a key healthcare quality management element. This review highlights useful information that can be turned into knowledge by informed application to the NHS. Best practice in other sectors and other countries appears to warrant exploration.

Implementing a Workforce Development Pipeline

NASA Technical Reports Server (NTRS)

Hix, Billy

2002-01-01

Research shows that the number of highly trained scientists and engineers has continued a steady decline during the 1990's. Furthermore, at the high school level, almost 40% of the total high school graduates are seeking technical skills in preparation of entering the workforce directly. The decrease of students in technology and science programs, along with the lack of viable vocational programs, haunts educators and businesses alike. However, MSFC (Marshall Space Flight Center) has the opportunity to become a leading edge model of workforce development by offering a unified program of apprenticeships, workshops, and educational initiatives. These programs will be designed to encourage young people of all backgrounds to pursue the fields of technology and science, to assist research opportunities, and to support teachers in the systemic changes that they are facing. The emphasis of our program based on grade levels will be: Elementary Level: Exposure to the workforce. Middle School: Examine the workforce. High School and beyond: Instruct the workforce. It is proposed that MSFC create a well-integrated Workforce Development Pipeline Program. The program will act to integrate the many and varied programs offered across MSFC directorates and offices. It will offer a clear path of programs for students throughout middle school, high school, technical training, and college and universities. The end result would consist of technicians, bachelors degrees, masters degrees, and PhDs in science and engineering fields entering the nation's workforce, with a focus on NASA's future personnel needs.

Overview of the Inland California Translational Consortium

NASA Astrophysics Data System (ADS)

Malkas, Linda H.

2017-05-01

The mission of the Inland California Translational Consortium (ICTC), an independent research consortium comprising a unique hub of regional institutions (City of Hope [COH], California Institute of Technology [Caltech], Jet Propulsion Laboratory [JPL], University of California Riverside [UCR], and Claremont Colleges Keck Graduate Institute [KGI], is to institute a new paradigm within the academic culture to accelerate translation of innovative biomedical discoveries into clinical applications that positively affect human health and life. The ICTC actively supports clinical translational research as well as the implementation and advancement of novel education and training models for the translation of basic discoveries into workable products and practices that preserve and improve human health while training and educating at all levels of the workforce using innovative forward-thinking approaches.

Engineering Education in K-12 Schools

NASA Astrophysics Data System (ADS)

Spence, Anne

2013-03-01

Engineers rely on physicists as well as other scientists and mathematicians to explain the world in which we live. Engineers take this knowledge of the world and use it to create the world that never was. The teaching of physics and other sciences as well as mathematics is critical to maintaining our national workforce. Science and mathematics education are inherently different, however, from engineering education. Engineering educators seek to enable students to develop the habits of mind critical for innovation. Through understanding of the engineering design process and how it differs from the scientific method, students can apply problem and project based learning to solve the challenges facing society today. In this talk, I will discuss the elements critical to a solid K-12 engineering education that integrates science and mathematics to solve challenges throughout the world.

Improving health visitor emollient prescribing using a CQUIN-based approach.

PubMed

Brooks, Christina; Khatau, Tejas

2015-12-01

Prescribing is an essential element of health visiting practice. This initiative used the payment framework of Commissioning for Quality and Innovation (CQUIN) to develop health visiting practice across a large health visiting workforce in the East Midlands. A focus on emollient prescribing practice was agreed and a guidance booklet regarding preferred emollient products was produced, based on the local formulary Each health visitor benefitted from receiving additional training and was given a guidance booklet to inform their practice. Targets were set for each quarter to demonstrate an improved prescribing adherence to the preferred product list.The targets were achieved for each quarter. Prescribing rates and confidence improved across the service. Therefore, it was demonstrated that specific guidance and ongoing support can improve prescribing practice within the health visiting service.

State of the Science: Interprofessional Approaches to Aging, Dementia, and Mental Health.

PubMed

Farrell, Timothy W; Luptak, Marilyn K; Supiano, Katherine P; Pacala, James T; De Lisser, Rosalind

2018-04-01

Interprofessional education (IPE) is essential to develop the healthcare workforce of the future. Geriatrics healthcare professionals have long championed innovations in IPE and patient care, but there is increased urgency to address challenges in aging, dementia, and geriatric mental health in America. In 2010, the Partnership for Health in Aging multidisciplinary competencies and a related position statement in the Journal of the American Geriatrics Society addressed interdisciplinary team (IDT) training in geriatrics. The position statement reported that training in higher education, academic, and continuing education settings has not been sufficiently responsive to workforce needs. In recent years, health professions educators and health systems leaders have increasingly recognized that IPE should be integrally linked with, and performed within, emerging models of team-based, value-driven health care. In this way, IPE will align with learning healthcare systems' pursuit of the Quadruple Aim: improving patient experience, provider experience, and the health of populations, and reducing per capita health care costs. Backed by decades of developing effective team care models and the skill set needed to care for older adults with complex needs, geriatrics healthcare providers from multiple disciplines are uniquely positioned to lead learning healthcare systems in a new effort to develop, implement, and sustain IPE and practice models congruent with these Aims. We provide recommendations for health professions educators, healthcare systems leaders, and policymakers to realize the potential of IPE and interprofessional collaborative practice (IPCP) to improve the health of all Americans in aging, dementia, and mental health. © 2018, Copyright the Authors Journal compilation © 2018, The American Geriatrics Society.

Forging successful academic-community partnerships with community health centers: the California statewide Area Health Education Center (AHEC) experience.

PubMed

Fowkes, Virginia; Blossom, H John; Mitchell, Brenda; Herrera-Mata, Lydia

2014-01-01

Increased access to insurance under the Affordable Care Act will increase demands for clinical services in community health centers (CHCs). CHCs also have an increasingly important educational role to train clinicians who will remain to practice in community clinics. CHCs and Area Health Education Centers (AHECs) are logical partners to prepare the health workforce for the future. Both are sponsored by the Health Resources and Services Administration, and they share a mission to improve quality of care in medically underserved communities. AHECs emphasize the educational side of the mission, and CHCs the service side. Building stronger partnerships between them can facilitate a balance between education and service needs.From 2004 to 2011, the California Statewide AHEC program and its 12 community AHECs (centers) reorganized to align training with CHC workforce priorities. Eight centers merged into CHC consortia; others established close partnerships with CHCs in their respective regions. The authors discuss issues considered and approaches taken to make these changes. Collaborative innovative processes with program leadership, staff, and center directors revised the program mission, developed common training objectives with an evaluation plan, and defined organizational, functional, and impact characteristics for successful AHECs in California. During this planning, centers gained confidence as educational arms for the safety net and began collaborations with statewide programs as well as among themselves. The AHEC reorganization and the processes used to develop, strengthen, and identify standards for centers forged the development of new partnerships and established academic-community trust in planning and implementing programs with CHCs.

Best practices in workplace mental health:: an area for expanded research.

PubMed

Everett, Barbara

2004-01-01

Mental health, mental illness and the workplace is a timely topic. Many Canadian employers are recognizing the consequences for their bottom line of not addressing the issue. Dr. Stuart's paper was a thorough discussion of the topic of stigma. I suggested four points for consideration. First, the time may have come to substitute the word discrimination for stigma. It opens a rights and responsibilities dialogue that would be valuable. Also, employers and employees understand the term. Second, there are two populations to consider; those who want to enter the workforce, possibly for the first time, and those who want to stay in the workforce. Studying both populations' needs and experiences would yield new knowledge. Third, consider broadening the investigation scope to include instances where things are working (best practices). And finally, concentration only on anti-stigma programs would exclude other innovations.

From the NIH: A Systems Approach to Increasing the Diversity of the Biomedical Research Workforce

PubMed Central

Valantine, Hannah A.; Lund, P. Kay; Gammie, Alison E.

2016-01-01

The National Institutes of Health (NIH) is committed to attracting, developing, and supporting the best scientists from all groups as an integral part of excellence in training. Biomedical research workforce diversity, capitalizing on the full spectrum of skills, talents, and viewpoints, is essential for solving complex human health challenges. Over the past few decades, the biomedical research workforce has benefited from NIH programs aimed at enhancing diversity. However, there is considerable room for improvement, particularly at the level of independent scientists and within scientific leadership. We provide a rationale and specific opportunities to develop and sustain a diverse biomedical research workforce through interventions that promote the successful transitions to different stages on the path toward completion of training and entry into the biomedical workforce. PMID:27587850

Training for Tomorrow: Developing a Native Workforce

ERIC Educational Resources Information Center

Al-Asfour, Ahmed

2014-01-01

Although demographics are shifting, American Indians continue to suffer from a grossly disproportionate unemployment rate. By partnering with business and government, tribal colleges can alter such trends through workforce development.

C2R2: Training Students To Build Coastal Resilience

NASA Astrophysics Data System (ADS)

Ferraro, C.; Kopp, R. E.; Jordan, R.; Gong, J.; Andrews, C.; Auermuller, L. M.; Herb, J.; McDonnell, J. D.; Bond, S.

2017-12-01

In the United States, about 23 million people live within 6 meters of sea level. In many parts of the country, sea-level rise between 1960 and 2010 has already led to a 2-5-fold increase in the rate of `nuisance' flooding. On top of rising seas, intensifying hurricanes and more frequent extremes of heat, humidity and precipitation pose additional risks to coastal societies, economies and ecosystems. Addressing risks posed by changing climate conditions in coastal areas demands innovative strategies that intersect multiple disciplines including engineering, ecology, communication, climate science, and community planning. To be usable, it also requires engaging coastal stakeholders in the development of research questions, the assessment of implications of research for planning and policy, and the communication of research results. Yet traditional, disciplinary programs are poorly configured to train the workforce needed to assess coastal climate risk and to develop and deploy integrated strategies for increasing coastal climate resilience. Coastal Climate Risk & Resilience (C2R2) is an NSF Research Traineeship (NRT) working to prepare the workforce that will build coastal resilience in the face of climate risks. Through its trainee and certificate programs, C2R2 works with graduate students at Rutgers University from multiple disciplines to better integrate all the elements of coastal systems and to communicate effectively with coastal stakeholders. C2R2 students will acquire the knowledge and practical skills needed to become leading researchers and practitioners tackling the critical challenges of coastal resilience.

Innovation and construction management in Brazil: Challenges of companies in times of quality and productivity

NASA Astrophysics Data System (ADS)

Barbosa, A. A. R.; Vilnītis, M.

2017-10-01

Considering the efforts to optimize productivity and quality in the construction through the potential existing in the respective companies, this study presents an approach for identification, management and priorities of improvements actions at construction sites focusing status on productivity, added value and innovation in the socioeconomic context and scenario of construction industry in Brazil. Technological advances in recent years have made the Brazilian construction industry gradually incorporate technologies and forms of management, despite its traditionally conservative character. In current days, the innovations are pursued with the quest for greater quality, productivity, safety and customer satisfaction, which have been increasingly competitive and global. Construction in Brazil occupies an important role in the economy, directly contributing to GDP and acting on an extensive productive chain of suppliers, commercialization services and maintenance. The Brazilian construction sector has undergone major changes in recent years, facilitated by factors such as the resumption of public investments, the creation of laws that facilitate real estate, investments and funding of external resources, and the efforts of the Brazilian Quality and Productivity Program - PBQP H. However, the sector faces problems of a lack of skilled labour to meet the growth needs of the sector. There are still problems and challenges of quality and productivity that prevent full sector development. The aspects of nonconformity, low quality, high tax burden, outsourcing and informality of the workforce have not been adequately addressed and resolved. Through the use of indicators of productivity and growth, the challenges of the Brazilian construction industry are discussed and the possible paths for the sector that allow its full development and to reduce the distance between the Brazilian construction industry and that of the developed countries.

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

PubMed

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.

The DOE fellows program-a workforce development initiative for the US department of energy

DOE Office of Scientific and Technical Information (OSTI.GOV)

Lagos, Leonel E.

The US Department of Energy Office of Environmental Management (DOE-EM) oversees one of the largest and most technically challenging cleanup programs in the world. The mission of DOE-EM is to complete the safe cleanup of the environmental legacy from five decades of nuclear weapons development and government-sponsored nuclear energy research. Since 1995, Florida International University's Applied Research Center (FIU-ARC) has supported the DOE-EM mission and provided unique research capabilities to address some of these highly technical and difficult challenges. This partnership has allowed FIU-ARC to create a unique infrastructure that is critical for the training and mentoring of science, technology,more » engineering, and math (STEM) students and has exposed many STEM students to 'hands-on' DOE-EM applied research, supervised by the scientists and engineers at ARC. As a result of this successful partnership between DOE and FIU, DOE requested FIU-ARC to create the DOE-FIU Science and Technology Workforce Development Initiative in 2007. This innovative program was established to create a 'pipeline' of minority STEM students trained and mentored to enter DOE's environmental cleanup workforce. The program was designed to help address DOE's future workforce needs by partnering with academic, government and private companies (DOE contractors) to mentor future minority scientists and engineers in the research, development, and deployment of new technologies and processes addressing DOE's environmental cleanup challenges. Since its inception in 2007, the program has trained and mentored 78 FIU STEM minority students. Although, the program has been in existence for only six years, a total of 75 internships have been conducted at DOE National Laboratories, DOE sites, DOE Headquarters and field offices, and DOE contractors. Over 100 DOE Fellows have participated in the Waste Management (WM) Symposia since 2008 with a total of 84 student posters and 7 oral presentations given at WM. The DOE Fellows participation at WM has resulted in three Best Student Poster Awards (WM09, WM10, and WM11) and one Best Professional Poster Award (WM09). DOE Fellows have also presented their research at ANS DD and R and ANS Robotics Topical meetings and this year two Fellows will present at the International Conference on Environmental Remediation and Radioactive Waste Management (ICEM13) in Brussels, Belgium. Moreover, several of our DOE Fellows have already obtained employment with DOE-EM, other federal agencies, DOE contractors, commercial nuclear power companies, and other STEM industry (GE, Boeing, Lockheed Martin, Johnson and Johnson, Beckman-Coulter, and other top companies). This paper will discuss how DOE Fellows program is training and mentoring FIU STEM students in Department of Energy's Office of Environmental Management technical challenges and research. This training and mentoring has resulted in the development of well-trained and polished young scientists and engineers that will become the future workforce in charge of carrying on DOE-EM's environmental cleanup mission. The paper will showcase FIU's DOE Fellows model and highlight some of the applied research the DOE Fellows have conducted at FIU's Applied Research Center and across the DOE Complex by participating in summer internship assignments. (authors)« less

Training and Mentoring the Next Generation of Scientists and Engineers to Secure Continuity and Successes of the US DOE's Environmental Remediation Efforts - 13387

DOE Office of Scientific and Technical Information (OSTI.GOV)

Lagos, L.

The DOE Office of Environmental Management (DOE-EM) oversees one of the largest and most technically challenging cleanup programs in the world. The mission of DOE-EM is to complete the safe cleanup of the environmental legacy from five decades of nuclear weapons development and government-sponsored nuclear energy research. Since 1995, Florida International University's Applied Research Center (FIU-ARC) has supported the DOE-EM mission and provided unique research capabilities to address some of these highly technical and difficult challenges. This partnership has allowed FIU-ARC to create a unique infrastructure that is critical for the training and mentoring of science, technology, engineering, and mathmore » (STEM) students and has exposed many STEM students to 'hands-on' DOE-EM applied research, supervised by the scientists and engineers at ARC. As a result of this successful partnership between DOE and FIU, DOE requested FIU-ARC to create the DOE-FIU Science and Technology Workforce Development Initiative in 2007. This innovative program was established to create a 'pipeline' of minority STEM students trained and mentored to enter DOE's environmental cleanup workforce. The program was designed to help address DOE's future workforce needs by partnering with academic, government and private companies (DOE contractors) to mentor future minority scientists and engineers in the research, development, and deployment of new technologies and processes addressing DOE's environmental cleanup challenges. Since its inception in 2007, the program has trained and mentored 78 FIU STEM minority students. Although, the program has been in existence for only five years, a total of 75 internships have been conducted at DOE National Laboratories, DOE sites, DOE Headquarters and field offices, and DOE contractors. Over 85 DOE Fellows have participated in the Waste Management Symposia since 2008 with a total of 68 student posters and 7 oral presentations given at WM. The DOE Fellows participation at WM has resulted in three Best Student Poster Awards (WM09, WM10, and WM11) and one Best Professional Poster Award (WM09). DOE Fellows have also presented their research at ANS DD and R and ANS Robotics Topical meetings. Moreover, several of our DOE Fellows have already obtained employment with DOE-EM, other federal agencies, DOE contractors. This paper will discuss how DOE Fellows program is training and mentoring FIU STEM students in Department of Energy's Office of Environmental Management technical challenges and research. This training and mentoring has resulted in the development of well trained and polished young scientists and engineers that will become the future workforce in charge of carrying on DOE-EM's environmental cleanup mission. The paper will showcase FIU's DOE Fellows model and highlight some of the applied research the DOE Fellows have conducted at FIU's Applied Research Center and across the Complex by participating in summer internship assignments. This paper will also present and highlight other Fellowships and internships programs sponsored by National Nuclear Security Agency (NNSA), DOE-EM, NRC, Energy (NE), and other federal agencies targeting workforce development. (authors)« less

Strategies and Tools for Public Health Workforce Training Needs Assessments in Diverse and Changing Population Health Contexts.

PubMed

Aidala, Angela A; Cavaliere, Brittney; Cinnick, Samantha

2018-06-07

A key component of the improvement of public health infrastructure in the United States revolves around public health workforce development and training. Workforce challenges faced by the public health system have long been recognized, but there are additional challenges facing any region-wide or cross-jurisdictional effort to accurately assess priority workforce training needs and develop training resources to address those needs. These challenges include structural variability of public health organizations; diverse population health contexts; capturing both topic-specific skill sets and foundational competencies among public health workers; and reaching/representing the target population despite suspicion, disinterest, and/or assessment "fatigue" among employees asked to participate in workforce development surveys. The purpose of this article is to describe the challenges, strategies to meet those challenges, and lessons learned conducting public health workforce training needs assessments by academic and practice partners of the Region 2 Public Health Training Center (R2/PHTC). The R2/PHTC is hosted by the Mailman School of Public Health at Columbia University and serves New York, New Jersey, Puerto Rico, and the US Virgin Islands within its jurisdiction. Strategies for responding to diverse organizational structures and population health contexts across the region; defining training priorities that address both foundational competencies for public health professionals and content-specific training to address local public health needs; reaching/representing target populations of public health workers; and analysis and report writing to encourage rapid response to identified needs and comprehensive workforce development planning are discussed. Lessons learned are likely instructive to other workforce training needs assessments in complex and ever-changing public health environments.

Innovations in health service organization and delivery in northern rural and remote regions: a review of the literature.

PubMed

Mitton, Craig; Dionne, Francois; Masucci, Lisa; Wong, Sabrina; Law, Susan

2011-01-01

To identify and review innovations relevant to improving access, quality, efficiency and/or effectiveness in the organization and delivery of health care services in rural and remote areas. Literature review. Key bibliographic databases that index health research were searched: MEDLINE, EMBASE and CINAHL. Other databases relevant to Arctic health were also accessed. Abstracts were assessed for relevancy and full articles were reviewed and categorized according to emergent themes. Many innovations in delivering services to rural and remote areas were identified, particularly in the public health realm. These innovations were grouped into 4 key themes: organizational structure of health services; utilization of telehealth and ehealth; medical transportation; and public health challenges. Despite the challenges facing rural and remote regions, there is a distinctly positive message from this broad literature review. Evidence-based initiatives exist across a range of areas - which include operational efficiency and integration, access to care, organizational structure, public health, continuing education and workforce composition - that have the potential to positively impact health care quality and health-related outcomes.

Building health promotion capacity in a primary health care workforce in the Northern Territory: some lessons from practice.

PubMed

Judd, Jenni; Keleher, Helen

2013-12-01

Reorientation of the workforce in primary health care is a complex process and requires specific strategies and interventions. Primary health care providers are a key health care workforce that is expected to deliver tangible outcomes from disease prevention and health promotion strategies. This paper describes a training intervention that occurred as part of a broader participatory action research process for building health promotion capacity in the primary health care workforce. Participatory action research (PAR) was conducted over six action and reflection cycles in a two-year period (2001-02) in an urban community health setting in the Northern Territory. One of the PAR cycles was a training intervention that was identified as a need from a survey in the first action and reflection cycle. This training was facilitated by a health promotion specialist, face-to-face and comprised five 3.5-h sessions over a 5-month period. A pre-post questionnaire was used to measure the knowledge and skills components of the training intervention. The results reinforced the importance of using a participatory approach that involved the primary health care providers themselves. Multiple strategies such as workforce development within capacity building frameworks assisted in shifting work practice more upstream. Additionally, these strategies encouraged more reflective practice and built social capital within the primary health care workforce. Lessons from practice reinforce that workforce development influenced work practice change and is an important element in building the health promotion capacity of primary health care centres. SO WHAT?: Workforce development is critical for reorienting health services. Health promotion specialists play an important role in reorienting practice, which is only effective when combined with other strategies, and driven and led by the primary health care workforce.

Building workforce capacity in Australia and New Zealand: a profile of psychiatrists with an interest in intellectual and developmental disability mental health.

PubMed

Cvejic, Rachael C; Eagleson, Claire; Weise, Janelle; Davies, Kimberley; Hopwood, Malcolm; Jenkins, Kym; Trollor, Julian N

2018-06-01

To describe the characteristics of psychiatrists working in the area of intellectual and developmental disability mental health (IDDMH) across Australia and New Zealand. A secondary analysis of data collected by the Royal Australian and New Zealand College of Psychiatrists 2014 workforce survey. Characteristics of the IDDMH workforce ( n=146 psychiatrists) were compared with those of the broader psychiatry workforce ( n=1050 psychiatrists). The IDDMH workforce were more likely than the broader psychiatry workforce to be working across both the public and private health sectors, be engaged in outreach work, endorse specialty practice areas pertinent to IDDMH, treat younger patients and work more clinical hours per week. Part-time status and retirement plans of the IDDMH workforce matched those of the broader psychiatry workforce. While some elements of the IDDMH workforce profile suggest this workforce is tailored to the needs of the population, the potential shortage of IDDMH psychiatrists highlights the need for the development of a specific training programme and pathway in this area.

Workforce and Economic Development Annual Report, 2011-2012

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2013

2013-01-01

The California Community Colleges Workforce and Economic Development program (WED program) helps students, incumbent workers, business partners and industries develop skilled competencies in critical industry sectors. As a source for developing and implementing training and curriculum, the WED program is instrumental in helping the community…

Integrating evidence into policy and sustainable disability services delivery in western New South Wales, Australia: the 'wobbly hub and double spokes' project.

PubMed

Veitch, Craig; Lincoln, Michelle; Bundy, Anita; Gallego, Gisselle; Dew, Angela; Bulkeley, Kim; Brentnall, Jennie; Griffiths, Scott

2012-03-21

Policy that supports rural allied health service delivery is important given the shortage of services outside of Australian metropolitan centres. The shortage of allied health professionals means that rural clinicians work long hours and have little peer or service support. Service delivery to rural and remote communities is further complicated because relatively small numbers of clients are dispersed over large geographic areas. The aim of this five-year multi-stage project is to generate evidence to confirm and develop evidence-based policies and to evaluate their implementation in procedures that allow a regional allied health workforce to more expeditiously respond to disability service need in regional New South Wales, Australia. The project consists of four inter-related stages that together constitute a full policy cycle. It uses mixed quantitative and qualitative methods, guided by key policy concerns such as: access, complexity, cost, distribution of benefits, timeliness, effectiveness, equity, policy consistency, and community and political acceptability. Stage 1 adopts a policy analysis approach in which existing relevant policies and related documentation will be collected and reviewed. Policy-makers and senior managers within the region and in central offices will be interviewed about issues that influence policy development and implementation. Stage 2 uses a mixed methods approach to collecting information from allied health professionals, clients, and carers. Focus groups and interviews will explore issues related to providing and receiving allied health services. Discrete Choice Experiments will elicit staff and client/carer preferences. Stage 3 synthesises Stage 1 and 2 findings with reference to the key policy issues to develop and implement policies and procedures to establish several innovative regional workforce and service provision projects. Stage 4 uses mixed methods to monitor and evaluate the implementation and impact of new or adapted policies that arise from the preceding stages. The project will provide policy makers with research evidence to support consideration of the complex balance between: (i) the equitable allocation of scarce resources; (ii) the intent of current eligibility and prioritisation policies; (iii) workforce constraints (and strengths); and (iv) the most effective, evidence-based clinical practice.

Creating Opportunities for Training California's Public Health Workforce

ERIC Educational Resources Information Center

Demers, Anne L.; Mamary, Edward; Ebin, Vicki J.

2011-01-01

Introduction: Today there are significant challenges to public health, and effective responses to them will require complex approaches and strategies implemented by a qualified workforce. An adequately prepared workforce requires long-term development; however, local health departments have limited financial and staff resources. Schools and…

The Early Care and Education Workforce

ERIC Educational Resources Information Center

Phillips, Deborah; Austin, Lea J. E.; Whitebook, Marcy

2016-01-01

In this article, Deborah Phillips, Lea Austin, and Marcy Whitebook examine educational preparation, compensation, and professional development among the early childhood workforce. Their central theme is that these features look very different for preschool teachers than they do for the elementary school teaching workforce. Most teachers of…

Developing health care workforces for uncertain futures.

PubMed

Gorman, Des

2015-04-01

Conventional approaches to health care workforce planning are notoriously unreliable. In part, this is due to the uncertainty of the future health milieu. An approach to health care workforce planning that accommodates this uncertainty is not only possible but can also generate intelligence on which planning and consequent development can be reliably based. Drawing on the experience of Health Workforce New Zealand, the author outlines some of the approaches being used in New Zealand. Instead of relying simply on health care data, which provides a picture of current circumstances in health systems, the author argues that workforce planning should rely on health care intelligence--looking beyond the numbers to build understanding of how to achieve desired outcomes. As health care systems throughout the world respond to challenges such as reform efforts, aging populations of patients and providers, and maldistribution of physicians (to name a few), New Zealand's experience may offer a model for rethinking workforce planning to truly meet health care needs.

The future of the New Zealand plastic surgery workforce.

PubMed

Adams, Brandon M; Klaassen, Michael F; Tan, Swee T

2013-04-05

The New Zealand (NZ) plastic and reconstructive surgery (PRS) workforce provides reconstructive plastic surgery (RPS) public services from six centres. There has been little analysis on whether the workforce is adequate to meet the needs of the NZ population currently or in the future. This study analysed the current workforce, its distribution and future requirements. PRS manpower data, workforce activities, population statistics, and population modelling were analysed to determine current needs and predict future needs for the PRS workforce. The NZ PRS workforce is compared with international benchmarks. Regional variation of the workforce was analysed with respect to the population's access to PRS services. Future supply of specialist plastic surgeons is analysed. NZ has a lower number of plastic surgeons per capita than comparable countries. The current NZ PRS workforce is mal-distributed. Areas of current and emerging future need are identified. The current workforce mal-distribution will worsen with future population growth and distribution. Up to 60% of the NZ population will be at risk of inadequate access to PRS services by 2027. Development of PRS services must be coordinated to ensure that equitable and sustainable services are available throughout NZ. Strategies for ensuring satisfactory future workforce are discussed.

Improving Data for Behavioral Health Workforce Planning: Development of a Minimum Data Set.

PubMed

Beck, Angela J; Singer, Phillip M; Buche, Jessica; Manderscheid, Ronald W; Buerhaus, Peter

2018-06-01

The behavioral health workforce, which encompasses a broad range of professions providing prevention, treatment, and rehabilitation services for mental health conditions and substance use disorders, is in the midst of what is considered by many to be a workforce crisis. The workforce shortage can be attributed to both insufficient numbers and maldistribution of workers, leaving some communities with no behavioral health providers. In addition, demand for behavioral health services has increased more rapidly as a result of federal legislation over the past decade supporting mental health and substance use parity and by healthcare reform. In order to address workforce capacity issues that impact access to care, the field must engage in extensive planning; however, these efforts are limited by the lack of timely and useable data on the behavioral health workforce. One method for standardizing data collection efforts is the adoption of a Minimum Data Set. This article describes workforce data limitations, the need for standardizing data collection, and the development of a behavioral health workforce Minimum Data Set intended to address these gaps. The Minimum Data Set includes five categorical data themes to describe worker characteristics: demographics, licensure and certification, education and training, occupation and area of practice, and practice characteristics and settings. Some data sources align with Minimum Data Set themes, although deficiencies in the breadth and quality of data exist. Development of a Minimum Data Set is a foundational step for standardizing the collection of behavioral health workforce data. Key challenges for dissemination and implementation of the Minimum Data Set are also addressed. This article is part of a supplement entitled The Behavioral Health Workforce: Planning, Practice, and Preparation, which is sponsored by the Substance Abuse and Mental Health Services Administration and the Health Resources and Services Administration of the U.S. Department of Health and Human Services. Copyright © 2018 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Integrated Workforce Planning Model: A Proof of Concept

NASA Technical Reports Server (NTRS)

Guruvadoo, Eranna K.

2001-01-01

Recently, the Workforce and Diversity Management Office at KSC have launched a major initiative to develop and implement a competency/skill approach to Human Resource management. As the competency/skill dictionary is being elaborated, the need for a competency-based workforce-planning model is recognized. A proof of concept for such a model is presented using a multidimensional data model that can provide the data infrastructure necessary to drive intelligent decision support systems for workforce planing. The components of competency-driven workforce planning model are explained. The data model is presented and several schemes that would support the workforce-planning model are presented. Some directions and recommendations for future work are given.

E3 Success Story - Advancing Performance in Sustainability and Workforce Development

EPA Pesticide Factsheets

E3: North Carolina advances performance in sustainability and workforce development strategies for the state's manufacturers. The initiative helps communities and manufacturers address energy and sustainability challenges by leveraging expertise.

Maximizing competence through professional development: increasing disability knowledge among One-Stop Career Center staff.

PubMed

Hall, Allison Cohen; Timmons, Jaimie Ciulla; Boeltzig, Heike; Hamner, Doris; Fesko, Sheila

2006-01-01

The Workforce Investment Act of 1998 (USA) mandates that partners in the One-Stop Career Center system be prepared to serve a diverse customer base. Effective service delivery depends in part on a focus on human resources and professional development. This article presents innovative strategies for One-Stop Career Center staff training related to serving customers with disabilities. Findings from case study research conducted in several One-Stops across the country revealed that staff struggled with both knowledge and attitudes around disability issues. To address these concerns, local leaders developed practices that provided opportunities to gain practical skills and put acquired knowledge to use. These included a formalized curriculum focused on disability issues; informal support and consultation from a disability specialist; and exposure and learning through internships for students with disabilities. Implications are offered to stimulate thinking and creativity in local One-Stops regarding the most effective ways to facilitate staff learning and, in turn, improve services for customers with disabilities.

Designing Work, Family & Health Organizational Change Initiatives.

PubMed

Kossek, Ellen Ernst; Hammer, Leslie B; Kelly, Erin L; Moen, Phyllis

2014-01-01

For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win-win for productivity and employees' well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today's U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor.

Designing Work, Family & Health Organizational Change Initiatives

PubMed Central

Hammer, Leslie B.; Kelly, Erin L.; Moen, Phyllis

2014-01-01

Executive Summary For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win–win for productivity and employees’ well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today’s U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor. PMID:24683279

Hospitals and philanthropy as partners in funding nursing education.

PubMed

Henderson, Tim M; Hassmiller, Susan B

2007-01-01

The current nursing shortage is complex and varies widely across the country, and remedial approaches lack adequate funding from the federal government. Lasting remedies must originate from new and different partnerships between multiple institutions with complementary missions in these markets. Hospitals as major nurse employers and foundations that leverage critical sources of financing have a vital role in partnerships. Together they promote and require new entrepreneurial skills, innovative educational strategies, and greater accountability in meeting area workforce needs.

Solving the Diversity Dilemma: Changing the Face of the STEM Workforce. Vital Signs: Reports on the Condition of STEM Learning in the U.S.

ERIC Educational Resources Information Center

Change the Equation, 2015

2015-01-01

Our nation's prospects hinge on how well it responds to demographic change. The future of U.S. leadership in technology and innovation will increasingly depend on young women and people of color. If current trends persist, we are in for a world of trouble. Researchers have long known that women and people of color are scarce in STEM jobs, but…

Continuing challenges for the mental health consumer workforce: a role for mental health nurses?

PubMed

Cleary, Michelle; Horsfall, Jan; Hunt, Glenn E; Escott, Phil; Happell, Brenda

2011-12-01

The aim of this paper is to discuss issues impacting on consumer workforce participation and challenges that continue to arise for these workers, other service providers, and the mental health system. The literature identifies the following issues as problematic: role confusion and role strain; lack of support, training, and supervision structures; job titles that do not reflect actual work; poor and inconsistent pay; overwork; limited professional development; insufficient organizational adaptation to expedite consumer participation; staff discrimination and stigma; dual relationships; and the need to further evaluate consumer workforce contributions. These factors adversely impact on the emotional well-being of the consumer workforce and might deprive them of the support required for the consumer participation roles to impact on service delivery. The attitudes of mental health professionals have been identified as a significant obstacle to the enhancement of consumer participation and consumer workforce roles, particularly in public mental health services. A more comprehensive understanding of consumer workforce roles, their benefits, and the obstacles to their success should become integral to the education and training provided to the mental health nursing workforce of the future to contribute to the development of a more supportive working environment to facilitate the development of effective consumer roles. © 2011 The Authors. International Journal of Mental Health Nursing © 2011 Australian College of Mental Health Nurses Inc.