[Role of a medical technologist in a nutrition support team].

PubMed

Morishima, Yoshiyuki; Furuta, Itaru; Ihaji, Seiji

2006-08-01

The nutrition support team (NST) in our hospital not only develops clinical nutritional methods in inpatients but also performs the entire nutritional management including nutritional prescription in consultation with the physician in charge. In NST activity, clinical technologists have opportunities to report information on laboratory examination values obtained in daily work and make proposals. These opportunities are useful not only for enhancing the awareness of technologists who have focused on specific duties but also for training medical technologists. We hope that medical technologists participate in NST activity as full medical staff members in many institutions.

The predictable swarm: staying on top of radiology's cyclical staffing "bug".

PubMed

Ryan, Mary Jane

2005-01-01

Partners HealthCare System in Boston, MA, took some progressive and bold steps to address the recent staffing shortages in radiology. By addressing the shortage at the system level versus the individual hospital level, Partners was able to successfully recruit and support more than 80 new radiologic technologists from initial interest through graduation in 2 years. The recruitment effort helped reduce the utilization of temporary/agency personnel that cost the system more than dollar 6 million in 2001. The system utilized a multi-disciplinary team of professionals at many levels in the organization to achieve significant results in a relatively short period of time. Further, the organization channeled all available resources, including a grant from the US Department of Labor (DOL). The Boston Private Industry Council (BPIC), a local organization well known to the Partners HealthCare community benefits and human resources departments, managed the DOL grant. At least 64 of the first 80 graduates have accepted positions within Partners HealthCare radiology departments. The organization has further populated a database of more than 1,000 interested candidates, some of whom are currently in school and preparing for a future career in radiology, hopefully within the Partners HealthCare System. Partners HealthCare has managed to maintain a diversity rate at over 25% people of color by utilizing targeted recruiting efforts. Partners plans to continue to offer scholarships and other methods of support and career laddering for radiologic technologists in order to continue to meet staffing needs well in to the future. Partners HealthCare developed and implemented a "grow your own" strategy, and the system's leaders hold the philosophy that workforce development is a long-term investment requiring a flexible, permanent plan to stay ahead of the clinical staffing curve.

Pharmacy Technologist.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Center on Education and Training for Employment.

This document, which is designed for use in developing a tech prep competency profile for the occupation of pharmacy technologist, lists technical competencies and competency builders for 16 units pertinent to the health technologies cluster in general as well as those specific to the occupation of pharmacy technologist. The following skill areas…

Issues affecting the motivation of nuclear medicine technologists in Kuwait.

PubMed

Ali, Layla; Abdelsalam, Amal; Muddei, Sara; Brindhaban, Ajit

2013-01-01

The demand for nuclear medicine technologists (NMTs) in Kuwait has increased, especially with the introduction of multimodality imaging systems. In order to increase the number of NMTs in the workforce and retain the existing NMTs, there should be a better way to motivate them. To find out how satisfied NMTs are and the factors that motivate them. An interview was conducted with 40 randomly selected NMTs to explore deep-seated emotions and attitudes that were related to motivation. Questions about the recognition NMTs receive from the general public, whether they are acknowledged as significant contributors to health services, ways to improve the standing of NMTs in society, and the clarity of the job description were included. A questionnaire survey was then conducted with 100 randomly selected NMTs. The questions were designed to elicit wider perspective of the information obtained from the interviews. The results show a need for attention in the Ministry of Health to NMTs for recognition, motivation, and improvement. Giving the NMTs their own identity and opportunities to be part of decision-making in the health team would influence more students to join nuclear medicine departments and give more self-confidence to the existing NMTs.

Meeting the challenges of global nuclear medicine technologist training in the 21st century: the IAEA Distance Assisted Training (DAT) program.

PubMed

Patterson, Heather E; Nunez, Margarita; Philotheou, Geraldine M; Hutton, Brian F

2013-05-01

Many countries have made significant investments in nuclear medicine (NM) technology with the acquisition of modern equipment and establishment of facilities, however, often appropriate training is not considered as part of these investments. Training for NM professionals is continually evolving, with a need to meet changing requirements in the workforce. Even places where established higher education courses are available, these do not necessarily cater to the practical component of training and the ever-changing technology that is central to medical imaging. The continuing advances in NM technology and growth of applications in quantitative clinical assessment place increases the pressure on technologists to learn and practice new techniques. Not only is training to understand new concepts limited but often there is inadequate training in the basics of NM and this can be a major constraint to the effective use of the evolving technology. Developing appropriate training programs for the broader international NM community is one of the goals of the International Atomic Energy Agency (IAEA). A particularly successful and relevant development has been the program on 'distance assisted training (DAT) for NM professionals'. The development of DAT was initiated in the 1990s through Australian Government funding, administered under auspices of the IAEA through its Regional Cooperative Agreement, involving most countries in Asia that are Member States of the IAEA. The project has resulted in the development of a set of training modules which are designed for use under direct supervision in the workplace, delivered through means of distance-learning. The program has undergone several revisions and peer reviews with the current version providing a comprehensive training package that is now available online. DAT has been utilized widely in Asia or the Pacific region, Latin America, and parts of Africa and Europe. Currently there are approximately 1000 registered participants, including persons providing student support, in the program. Copyright © 2013 Elsevier Inc. All rights reserved.

[Career planning for explanation of clinical test results and program of inspections: developing medical technologists for team medical care].

PubMed

Uchida, Misuko

2013-04-01

Current medical care is subdivided according to medical advances, and sophistication and new techniques are necessary. In this setting, doctors and nurses have been explaining to and consulting patients about their medical examinations; however, in recent years, medical technologists have performed these duties at the start of the team's medical care. Therefore, we think it is possible for patients to receive clear and convincing explanations. Most patients cannot understand their examination data, which are written using numbers and charts, etc. Recently, the Nagano Medical Technologist Society has been developing technologists who could explain examination results to patients. This development training included hospitality and communication. The certificate of completion will be issued in March when the program starts.

Professional Development Activities of Medical Technologists: Management Implications for Allied Health.

ERIC Educational Resources Information Center

Summers, Stephanie H.; Blau, Gary; Ward-Cook, Kory

2000-01-01

Early career medical technologists (n=392) were surveyed in 1994 and 1997. They participated in both scholarly and administrative types of professional development; both types increased over time. Distinct types of professional development opportunities were recommended. (Contains 32 references.) (SK)

[The perspective of a medical technologist].

PubMed

Ohsawa, S

1998-10-01

Medical technologists must send reliable laboratory data to clinicians before consulting about the data. It is indispensable for medical technologists to acquire and maintain special technological knowledge. What technologists can do to support clinical work is derived basically from the information involved in analyzing samples. Such information could be sent along with the data to the clinical doctor and thus support clinical work. In large hospitals, such as university hospitals, in addition to the usual support for clinicians, we should attempt to develop new methods for analyzing pathological conditions in various diseases. Moreover, we could even support clinical research with our special technological knowledge and skilled application. However, in small hospitals, medical technologists may have to do work that doctors in the laboratory usually do. Curricula and textbooks must be prepared to educate technologists to assume those roles when necessary.

Building Software Development Capacity to Advance the State of Educational Technology

ERIC Educational Resources Information Center

Luterbach, Kenneth J.

2013-01-01

Educational technologists may advance the state of the field by increasing capacity to develop software tools and instructional applications. Presently, few academic programs in educational technology require even a single computer programming course. Further, the educational technologists who develop software generally work independently or in…

Development and Validation of the Educational Technologist Multimedia Competency Survey

ERIC Educational Resources Information Center

Ritzhaupt, Albert D.; Martin, Florence

2014-01-01

The purpose of this research study was to identify the multimedia competencies of an educational technologist by creating a valid and reliable survey instrument to administer to educational technology professionals. The educational technology multimedia competency survey developed through this research is based on a conceptual framework that…

A Curriculum Guide for Medical Record Technologist. Final Report.

ERIC Educational Resources Information Center

Garozzo, Joyce

This curriculum guide was developed as a result of a project conducted in Pennsylvania to review, update, and revise the vocational-technical manual on file in the Pennsylvania Department of Education and to develop sample curriculum for the preparation of a medical record technologist program using the skills developed in the manual. The guide is…

Iodinated contrast media and their adverse reactions.

PubMed

Singh, Jagdish; Daftary, Aditya

2008-06-01

Cross-use of technology between nuclear medicine and radiology technologists is expanding. The growth of PET/CT and the increasing use of intravenous contrast agents during these procedures bring the nuclear medicine technologist into direct contact with these agents and their associated complications. A basic understanding of the occurrence, risk factors, clinical features, and management of these procedures is of increasing importance to the nuclear medicine technologist. After reading this article, the technologist will be able to list the factors that increase the risk of contrast reactions; understand ways to minimize the occurrence of contrast reactions; and develop a plan to identify, treat, and manage the reactions effectively.

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

Study of lone working magnetic resonance technologists in Western Australia.

PubMed

Dewland, Tracy Anne; Hancock, Lauren Nicole; Sargeant, Simone; Bailey, Rebecca Kim Min-Ae; Sarginson, Rodger Allan; Ng, Curtise Kin Cheung

2013-12-01

It is recommended that magnetic resonance (MR) technologists should not work alone due to potential occupational health risks although lone working is legally acceptable. The objective of this study was to investigate the current situation of lone working MR technologists in Western Australia (WA) and any issue against the regulations. A questionnaire regarding the issues of occupational health of lone working MR technologists was developed based on relevant literature and distributed to WA MR technologists. Descriptive (percentage of frequency, mean and standard deviation) and inferential statistics (Fisher's exact, Chi(2) and t tests, and analysis of variance) were used to analyze the responses of the yes/no, multiple choice and 5 pt scale questions from the returned questionnaires. The questionnaire response rate was 65.6% (59/90). It was found that about half of the MR technologists (45.8%, 27/59) experienced lone working. The private magnetic resonance imaging (MRI) centers were more likely to arrange technologists to work alone (p < 0.05). The respondents expressed positive views on issues of adequacy of training and arrangement, confidence and comfort towards lone working except immediate assistance for emergency (mean: 3). Factors of existence of MRI safety officer (p < 0.05) and nature of lone working (p < 0.001-0.05) affected MR technologists' concerns. Lone working of MR technologists is common in WA especially in private centers. The training and arrangement provided seem to be adequate for meeting the legal requirements. However, several areas should be improved by the workplaces including enhancement on immediate emergency assistance and concern relief.

[Survey on medical information education for radiologic technologists working at hospitals].

PubMed

Ikeda, Ryuji; Ogasawara, Katsuhiko; Okuda, Yasuo; Konishi, Yasuhiko; Ohoba, Hisateru; Hoshino, Shuhei; Hosoba, Minoru

2011-01-01

Recently, the importance of medical information for radiologic technologists has increased. The purpose of this questionnaire survey was to clarify the method of acquiring skill in medical information for radiologic technologists from the point of view of the managers of radiology departments. The questionnaire was sent to 260 hospitals that had introduced picture archiving and communication systems (PACSs) for the person responsible for medical information in the radiology department. The response rate was 35.4% (92 hospitals). The results of this survey clarified that few hospital have staff for medical information in the radiology department. Nevertheless, the excellent staff who have the skills to troubleshoot and develop systems are earnestly needed in radiology departments. To solve this problem, many technologists should understand the content, work load, and necessity of medical information. In addition, cooperation between radiologic technologist schools and hospitals is important in the field of medical information education.

Dealing with a Paradigm Shift

PubMed Central

Pack, Allan I.

2015-01-01

Recent changes in policies by insurance companies with respect to mandating home sleep apnea testing rather than in-laboratory studies have a large impact on the financial viability of clinical sleep centers. Coping with this disruptive change requires forward planning. First, it is important to be well positioned with respect to facilities so that these can be quickly downsized to control costs. There is also a need to develop, in advance, an accredited home sleep study program so that centers can respond to the rapidly changing environment. Following the change there is a need to control costs by rapidly downsizing the technology workforce. Technologists can be retrained for other essential roles. Centralizing the precertification process with knowledgeable, well-trained staff and a robust auditing process is an essential component. The approach taken at the University of Pennsylvania to this change is described as is how one can ensure continued financial viability of a comprehensive sleep center program in a major academic medical center. Citation: Pack AI. Dealing with a paradigm shift. J Clin Sleep Med 2015;11(8):925–929. PMID:26094918

A proposal for clinical genetics (genetics in medicine) education for medical technologists and other health professionals in Japan.

PubMed

Kohzaki, Hidetsugu

2014-01-01

Since the completion of the Human Genome Project, technology has developed markedly in fields such as medical genetics and genetic counseling in the medical arena. In particular, this technology has advanced the discovery of and ways of understanding various genes responsible for genetic diseases, and genetic polymorphisms thought to be associated with disease. Some have been implicated as factors in common lifestyle diseases and have increased the significance of genetic testing. In Japan, doctors and other health professionals, such as nurse and medical technologists have been engaged in genetic testing and genetic disease treatment. Chromosomal and gene aberrations were detected mainly by medical technologists. However, due to the nature of medical technologists who have to provide various clinical tests, such as blood test, pre-medical technology students are required to cover tremendous knowledge of different academic fields to pass the national exam. Therefore, the time allowed for such students to study chromosomal and gene analysis is quite limited. Moreover, they are forced to enter the medical setting without receiving sufficient training. Among them, only few medical technologists specialize in chromosomal and gene analysis. However, with the advancement of clinical genetics and development of chromosomal and gene analysis, conducting clinical practice is becoming more and more difficult for medical technologists who just passed the national exam. Also, doctors and other health professionals have not been able to keep up with service demands either. This paper attempts to address knowledge and skills gaps (especially clinical genetics, English, and ICT literacy) of medical technologists and we propose educational methods to prepare medical genetics professionals in Japan to meet these gaps.

Analyzing the Roles, Activities, and Skills of Learning Technologists: A Case Study from City University London

ERIC Educational Resources Information Center

Fox, Olivia; Sumner, Neal

2014-01-01

This article reports on a case study carried out at City University London into the role of learning technologists. The article examines how the role developed by providing points of comparison with a report on the career development of learning technology staff in UK universities in 2001. This case study identified that learning technologists…

Investigating the experiences of New Zealand MRI technologists: Exploring intra-orbital metallic foreign body safety practices

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

Jacobs, Philippa K; Henwood, Suzanne; River Radiology, Victoria Clinic, 750 Victoria Street, Hamilton, Waikato

2013-12-15

Qualitative research is lacking regarding the experiences of magnetic resonance imaging (MRI) technologists and their involvement in workplace safety practices. This article provides a gateway to explore, describe and document experiences of MRI technologists in New Zealand (NZ) pertaining to intra-orbital metallic foreign body (IMFB) safety practices. This phenomenological study describes the experiences of seven MRI technologists all with a minimum of 5 years' NZ work experience in MRI. The MRI technologists were interviewed face-to-face regarding their professional IMFB workplace experiences in order to explore historical, current and potential issues. Findings demonstrated that aspects of organization and administration are fundamentallymore » important to MRI technologists. Varying levels of education and knowledge, as well as experience and skills gained, have significantly impacted on MRI technologists’ level of confidence and control in IMFB practices. Participants’ descriptions of their experiences in practice regarding decision-making capabilities further highlight the complexity of these themes. A model was developed to demonstrate the interrelated nature of the themes and the complexity of the situation in totality. Findings of this study have provided insight into the experiences of MRI technologists pertaining to IMFB safety practices and highlighted inconsistencies. It is hoped that these findings will contribute to and improve the level of understanding of MRI technologists and the practices and protocols involved in IMFB safety screening. The scarcity of available literature regarding IMFB safety practices highlights that more research is required to investigate additional aspects that could improve MRI technologists’ experiences.« less

Teaching affective competencies to surgical technologists.

PubMed

Patty, C M

1999-11-01

Learning in the affective domain encompasses behaviors and beliefs concerned with values, morals, and caring, and surgical technologists have not been well trained in affective competencies. This article describes the development of a curricular model based on Martha Rogers' Science of Unitary Human Beings and on humanistic learning theory.

Medical Laboratory Technician and Technologist Training: Arizona Heeds the Call.

ERIC Educational Resources Information Center

Biehl, Ruth B.

Arizona's medical laboratory personnel training programs were examined in relation to the nationwide development and distribution of laboratory personnel classifications (Medical Technologist--MT, Medical Laboratory Technician--MLT, and Certified Laboratory Assistant--CLA) and the national educational response which has resulted in an increase in…

A Taxonomy of Functions of Dental X-Ray Technologists.

ERIC Educational Resources Information Center

Doty, Charles R.; And Others

The taxonomy of the functions of dental x-ray technologists presented in this report resulted from a dental radiography curriculum development project undertaken at Middlesex County College (MCC) in 1981. After an introductory section citing arguments for creating taxonomies of objectives, the report explains the impetus for the curriculum…

Accommodating the Newfound Strategic Importance of Educational Technologists within Higher Education: A Critical Literature Review

ERIC Educational Resources Information Center

Shurville, Simon; Browne, Tom; Whitaker, Marian

2009-01-01

Purpose: Educational technologists make significant contributions to the development, organisational embedding and service provision of technology-enhanced learning (TEL) environments, which are key enablers for mass access to flexible higher education (HE). Given the increasing centrality of this role, it is advocated that institutions…

Improving the clinical instruction of student technologists.

PubMed

Steves, Ann M

2005-12-01

Many nuclear medicine technologists (NMTs) are employed in departments affiliated with programs that prepare individuals to become NMTs. These departments are sites where students receive hands-on clinical experience. The NMTs who staff these departments serve as clinical instructors whose responsibilities include teaching students the skills, attitudes, and knowledge necessary to become competent technologists. Clinical instructors often have no formal preparation in teaching or evaluating students. The purpose of this article is to review some principles related to teaching and critiquing clinical performance that will help clinical instructors support and foster the professional development of student technologists. After reading this article, the reader should be able to (a) identify the qualities of an effective clinical instructor, (b) identify the characteristics of constructive feedback, (c) identify appropriate times for evaluation and feedback, and (d) use facilitation skills when providing feedback and evaluating student performance.

Saudi regulations for the accreditation of sleep medicine physicians and technologists

PubMed Central

BaHammam, Ahmed S.; Al-Jahdali, Hamdan; AlHarbi, Adel S.; AlOtaibi, Ghazi; Asiri, Saad M.; AlSayegh, Abdulaziz

2013-01-01

The professional content of sleep medicine has grown significantly over the past few decades, warranting the recognition of sleep medicine as an independent specialty. Because the practice of sleep medicine has expanded in Saudi Arabia over the past few years, a national regulation system to license and ascertain the competence of sleep medicine physicians and technologists has become essential. Recently, the Saudi Commission for Health Specialties formed the National Committee for the Accreditation of Sleep Medicine Practice and developed national accreditation criteria. This paper presents the newly approved Saudi accreditation criteria for sleep medicine physicians and technologists. PMID:23440260

Airborne Wind Shear Detection and Warning Systems: Third Combined Manufacturers' and Technologists' Conference, part 2

NASA Technical Reports Server (NTRS)

Vicroy, Dan D. (Compiler); Bowles, Roland L. (Compiler); Schlickenmaier, Herbert (Compiler)

1991-01-01

The Third Combined Manufacturers' and Technologists' Conference was held in Hampton, Va., on October 16-18, 1990. The purpose of the meeting was to transfer significant on-going results of the NASA/FAA joint Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-look technology concepts and for technologists to gain an understanding of the problems encountered by the manufacturers during the development of airborne equipment and the FAA certification requirements.

The Instructional Developer, Expert Systems, and the Front End Process.

ERIC Educational Resources Information Center

Dills, Charles R.; Romiszowski, Alexander

This paper is intended to provide the instructional technologist already possessing some understanding of expert systems with some insight into two of the many steps involved in the design and production of such systems: knowledge acquisition and knowledge structuring or representation. It is also intended to help technologists to see how they…

Publish or Perish: Technologists in Academia.

ERIC Educational Resources Information Center

Gluck, Sandra C.

Medical technologists are relative newcomers to academia since the development of 2+2 programs and some movement away from didactic teaching at hospital sites. Medical technology faculty are now just as much a part of the publish-or-perish syndrome as their basic science and liberal arts colleagues, although their research activity is not highly…

Radiographer Level of Simulation Training, Critical Thinking Skills, Self-Efficacy, and Clinical Competence

ERIC Educational Resources Information Center

Chiu, Jennifer G.

2013-01-01

Radiography is an essential part of the healthcare continuum and ensuring the competency of each technologist is essential. A clinically competent technologist is vital in achieving quality diagnostic images to accurate diagnosis disease and pathology to develop treatment plans leading to improved patient outcomes. The purpose of this study was…

[Proposal for graduate school education in the future: from the viewpoint of the Department of clinical Laboratory in a university hospital].

PubMed

Ishii, Junichi

2009-08-01

Fujita Health University Hospital, located in Toyoake, is a large teaching hospital with 1,505 beds. The Department of Clinical Laboratory in our hospital, in which 136 medical technologists work, is one of the largest clinical laboratories in Japan. Medical technologists in our hospital are required not only to perform accurate laboratory examinations, but also to contribute to the medical care team. In addition, they must educate students and trainee medical technologists. Furthermore, they conduct research to develop and evaluate new laboratory methods. Thus, we hope that education in graduate schools of medical technology (Master's course), along with promoting the specialty of laboratory techniques, will develop students' clinical skills to examine patients and research skills to conduct studies.

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.

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.

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

PubMed Central

2014-01-01

Background Australia’s health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia’s first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia’s health workforce meets the community’s needs. Methods A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used, and also influenced the scenarios selected for modelling. Additionally, a number of other key principles were adopted in developing HW 2025 to ensure the workforce projections were robust and able to be applied nationally. Results The findings from HW 2025 highlighted that a ‘business as usual’ approach to Australia’s health workforce is not sustainable over the next 10 years, with a need for co-ordinated, long-term reforms by government, professions and the higher education and training sector for a sustainable and affordable health workforce. The main policy levers identified to achieve change were innovation and reform, immigration, training capacity and efficiency and workforce distribution. Conclusion While HW 2025 has provided a national platform for health workforce policy development, it is not a one-off project. It is an ongoing process where HWA will continue to develop and improve health workforce projections incorporating data and methodology improvements to support incremental health workforce changes. PMID:24490586

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

PubMed

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

2014-02-03

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

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.

Use of a Biographical Data Inventory to Identify Behavioral Correlates of Practicing Medical Technologists: An Exploratory Study

ERIC Educational Resources Information Center

Blume, Christiana S.

1976-01-01

A Biographical Data Inventory (BDI) and a standard final evaluation form were developed and administered to practicing medical technologists and senior year medical technology students at a State university. A correlation of .68 between scores reinforced findings of other studies, suggesting that BDI's are useful in advisement and selection of…

Occupational Analysis: Hospital Radiologic Technologist. The UCLA Allied Health Professions Project.

ERIC Educational Resources Information Center

Reeder, Glenn D.; And Others

In an effort to meet the growing demand for skilled radiologic technologists and other supportive personnel educated through the associate degree level, a national survey was conducted as part of the UCLA Allied Health Professions Project to determine the tasks performed by personnel in the field and lay the groundwork for development of…

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

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…

KSC-2015-1026

NASA Image and Video Library

2015-01-06

CAPE CANAVERAL, Fla. -- During a visit to NASA's Kennedy Space Center in Florida, NASA Chief Technologist David Miller, second from left, tours laboratories inside the Swamp Works facility. Miller is briefed on technology developments in the lab by Jack Fox, chief of the Surface Systems Office in the Engineering and Technology Directorate. At right is Karen Thompson, Kennedy's chief technologist. Photo credit: NASA/Kim Shiflett

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.

Airborne Wind Shear Detection and Warning Systems. Second Combined Manufacturers' and Technologists' Conference, part 1

NASA Technical Reports Server (NTRS)

Spady, Amos A., Jr. (Compiler); Bowles, Roland L. (Compiler); Schlickenmaier, Herbert (Compiler)

1990-01-01

The Second Combined Manufacturers' and Technologists' Conference hosted jointly by NASA Langley (LaRC) and the Federal Aviation Administration (FAA) was held in Williamsburg, Virginia, on October 18 to 20, 1988. The purpose of the meeting was to transfer significant, ongoing results gained during the second year of the joint NASA/FAA Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-look technology concepts and for technologists to gain an understanding of the problems encountered by the manufacturers during the development of airborne equipment and the FAA certification requirements.

Sleep technologists educational needs assessment: a survey of polysomnography, electroneurodiagnostic technology, and respiratory therapy education program directors.

PubMed

Wells, Mary Ellen; Vaughn, Bradley V

2013-10-15

In this study, we assessed the community and educational needs for sleep technologists by surveying program directors of nationally accredited polysomnography, electroneurodiagnostic technology, and respiratory care educational programs. Currently, little is known about our educational capacity and the need for advanced degrees for sleep medicine technical support. A questionnaire was developed about current and future community and educational needs for sleep technologists. The questionnaire was sent to directors of CAAHEP-accredited polysomnography and electroneurodiagnostic technology programs (associate degree and certificate programs), and directors of CoARC-accredited respiratory therapy associate degree and bachelor degree programs (n = 358). Qualitative and quantitative data were collected via an internet survey tool. Data analysis was conducted with the IBM SPSS statistical package and included calculating means and standard deviations of the frequency of responses. Qualitative data was analyzed and classified based on emerging themes. One hundred seven of 408 program directors completed the survey. Seventy-four percent agreed that demand for qualified sleep technologists will increase, yet 50% of those surveyed believe there are not enough educational programs to meet the demand. Seventy-eight percent of those surveyed agreed that the educational requirements for sleep technologists will soon increase; 79% of those surveyed believe sleep centers have a need for technologists with advanced training or specialization. Our study shows educators of associate and certificate degree programs believe there is a need for a bachelor's degree in sleep science and technology.

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

Economic Returns to Sub-Baccalaureate Technical Education: A Study of Labor Market Outcomes for Manufacturing Engineering Technologist and Technician Education (METTE) Programs in the Wisconsin Technical College System

ERIC Educational Resources Information Center

Matheny, Christopher J.

2013-01-01

The purpose of this study is to examine the labor market outcomes of sub-baccalaureate education for individuals attending Manufacturing Engineering Technologist and Technician Education (METTE) programs in the Wisconsin Technical College System. Increasingly, public policy for postsecondary education and economic development, as well as decisions…

SU-E-I-95: Personalized Radiography Technical Parameters for Each Patient and Exam

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

Soares, F; Camozzato, T; Kahl, G

Purpose: To determine exact electrical parameters (kV, mAs) a radiological technologist shall use taking account the exam and patient's structure, with guarantee of minimum dose and adequate quality image. Methods: A patient's absorbed dose equation was developed by means of Entrance Skin Dose (ESD), irradiated area and patient width for specific anatomy. ESD is calculated from a developed equation, where entrance surface air-KERMA and backscatter factor are included, with air-to-skin coefficient conversion. We developed specific Lambert-Beer attenuation equations derived from mass energy-absorption coefficients data for skin, fat, and muscle and bone as one tissue. Anatomy tissue thickness distribution at centralmore » X-ray location in anteroposterior incidence for hand and chest, was estimate by discounting constant skin and bone thickness from patient measured width, assuming the result as muscle and fat. A clinical research at a big hospital were executed when real parameters (kV, mAs, filtration, ripple) used by technologists were combined with the image quality and patient's data: anatomy width, height and weight. A correlation among the best images acquired and electrical parameters used were confronted with patient's data and dose estimation. The best combinations were used as gold standards. Results: For each anatomy, two equations were developed to calculate voltage (kV) and exposure (mAs) to reproduce and interpolate the gold standards. Patient is measured and data are input into equations, giving radiological technologists the right set of electrical parameters for that specific exam. Conclusion: This work indicates that radiological technologist can personalize the exact electrical parameters for each patient exam, instead of using standard values. It also guarantee that patients under or over-sized measures will receive the right dose for the best image. It will stop wrong empiric adjusts technologists do when examining a non-standard patient and reduce probability of radiography retaken because of over or under exposition.« less

Radiation dose to technologists per nuclear medicine examination and estimation of annual dose.

PubMed

Bayram, Tuncay; Yilmaz, A Hakan; Demir, Mustafa; Sonmez, Bircan

2011-03-01

Conventional diagnostic nuclear medicine applications have been continuously increasing in most nuclear medicine departments in Turkey, but to our knowledge no one has studied the doses to technologists who perform nuclear medicine procedures. Most nuclear medicine laboratories do not have separate control rooms for technologists, who are quite close to the patient during data acquisition. Technologists must therefore stay behind lead shields while performing their task if they are to reduce the radiation dose received. The aim of this study was to determine external radiation doses to technologists during nuclear medicine procedures with and without a lead shield. Another aim was to investigate the occupational annual external radiation doses to Turkish technologists. This study used a Geiger-Müller detector to measure dose rates to technologists at various distances from patients (0.25, 0.50, 1, and 2 m and behind a lead shield) and determined the average time spent by technologists at these distances. Deep-dose equivalents to technologists were obtained. The following conventional nuclear medicine procedures were considered: thyroid scintigraphy performed using (99m)Tc pertechnetate, whole-body bone scanning performed using (99m)Tc-methylene diphosphonate, myocardial perfusion scanning performed using (99m)Tc-methoxyisobutyl isonitrile, and (201)Tl (thallous chloride) and renal scanning performed using (99m)Tc-dimercaptosuccinic acid. The measured deep-dose equivalent to technologists per procedure was within the range of 0.13 ± 0.05 to 0.43 ± 0.17 μSv using a lead shield and 0.21 ± 0.07 to 1.01 ± 0.46 μSv without a lead shield. Also, the annual individual dose to a technologist performing only a particular scintigraphic procedure throughout a year was estimated. For a total of 95 clinical cases (71 patients), effective external radiation doses to technologists were found to be within the permissible levels. This study showed that a 2-mm lead shield markedly reduced the external dose to technologists. The doses to technologists varied significantly for different diagnostic applications. Consequently, the estimated annual dose to a technologist performing only a particular scintigraphic procedure is very different from one type of procedure to another. The results of this study should help in determining the rotation time of technologists in different procedures and differences in their individual techniques.

The work environment and its effect on engagement and retention of nuclear medicine technologists: differences between public and private sector workers.

PubMed

Adams, Edwina J; Cox, Jennifer M; Adamson, Barbara J; Schofield, Deborah J

2010-06-01

The retention of Australian nuclear medicine technologists (NMTs) is poor with the future workforce size in question. As a consequence, the primary aim of this study was to determine Australian NMTs' level of work engagement and the factors influencing this to identify the issues surrounding retention. The job demands resource model assumes that each job has its own demands and resources and the balance between these can influence the level of work engagement. Lower levels of work engagement are predictive of an intention to leave. Work engagement levels can be measured using the Utrecht work engagement scale. This study used the Utrecht Work Engagement Scale in a self-report questionnaire with additional open-ended and closed-ended items designed to evaluate satisfying job characteristics. Members of the professional body in specific geographical locations of Australia were invited to participate. A 49.6% response rate was achieved (n=201); of these, 164 were practicing NMTs. Public sector workers had significantly lower total mean scores (P=0.05) on the Utrecht Work Engagement Scale and the subscale of dedication (P=0.005) compared with private NMTs. Seven of the 14 job satisfaction closed-ended items were statistically significantly lower for public NMTs: the level of decision making; feelings of importance with the tasks performed; feedback on tasks and roles; and relationships with physicians, staff and the organization. To improve the retention of NMTs, changes in the job resources and demands are needed. Advanced practice roles may improve retention by enhancing the job resources.

Development of terminology for mammographic techniques for radiological technologists.

PubMed

Yagahara, Ayako; Yokooka, Yuki; Tsuji, Shintaro; Nishimoto, Naoki; Uesugi, Masahito; Muto, Hiroshi; Ohba, Hisateru; Kurowarabi, Kunio; Ogasawara, Katsuhiko

2011-07-01

We are developing a mammographic ontology to share knowledge of the mammographic domain for radiologic technologists, with the aim of improving mammographic techniques. As a first step in constructing the ontology, we used mammography reference books to establish mammographic terminology for identifying currently available knowledge. This study proceeded in three steps: (1) determination of the domain and scope of the terminology, (2) lexical extraction, and (3) construction of hierarchical structures. We extracted terms mainly from three reference books and constructed the hierarchical structures manually. We compared features of the terms extracted from the three reference books. We constructed a terminology consisting of 440 subclasses grouped into 19 top-level classes: anatomic entity, image quality factor, findings, material, risk, breast, histological classification of breast tumors, role, foreign body, mammographic technique, physics, purpose of mammography examination, explanation of mammography examination, image development, abbreviation, quality control, equipment, interpretation, and evaluation of clinical imaging. The number of terms that occurred in the subclasses varied depending on which reference book was used. We developed a terminology of mammographic techniques for radiologic technologists consisting of 440 terms.

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

Introducing the Institute of Physics in Engineering and Medicine (IPEM)

NASA Astrophysics Data System (ADS)

Keevil, Stephen F.

2014-04-01

Physics in Medicine and Biology is one of three journals owned by the UK based Institute of Physics and Engineering in Medicine (IPEM), along with Physiological Measurement and Medical Engineering and Physics. IPEM is a charity and journal revenues are a vital part of our income stream. By subscribing to our journals, you are helping to support the work of IPEM, so you may be interested to learn more about who we are and what we do. IPEM aims to advance physics and engineering applied to medicine and biology for the public good. Our membership comprises over 4000 physicists, engineers and technologists working in healthcare, academia and industry. Most of our work depends on these members generously volunteering their expert knowledge and extensive experience to work in the following areas. Promoting research and innovation Along with the scientific journals mentioned above, we also regularly produce scientific reports. There are currently 40 IPEM reports in print, as well as reference books such as The Gamma Camera—A Comprehensive Guide and the recently published Physicists and Physicians: A History of Medical Physics from the Renaissance to Röntgen. Publishing is just one way in which we encourage R&D and increase the uptake of new knowledge and innovations. We also support scientific conferences, such as the International Conference on Medical Physics 50th anniversary meeting, which we hosted in 2013 on behalf of the International Organization for Medical Physics (IOMP). This four-day event explored the contribution that physics and engineering can make to healthcare and showcased the latest developments via 312 international speakers, 212 posters and an exhibition. Our awards, travel bursaries and grants enable us to facilitate, recognize and reward the work of our members. In 2012 we awarded almost #95 000 (around 155 000) this way. Championing the sector IPEM provides a unified voice with which to represent the views of our membership and raise the profile of the medical physics and bioengineering sectors. We seek to influence science and healthcare policy-makers through responses to consultations, high-level committee representation and policy statements. By providing expert spokespeople, we help to ensure accurate media coverage of IPEM-related issues. For example, in 2012 we contributed to the development of new European Commission regulations on medical implants and diagnostic devices. We also worked with the Science Media Centre to provide a press briefing on the subject that led to informed coverage by national media outlets, including BBC Radio 4's Today programme, The Times and the British Medical Journal. Enhancing science and technology in healthcare IPEM works to uphold the quality, safety and effectiveness of science and technology in healthcare. We do this by influencing healthcare policy and practice, helping to set international standards and guidelines and conducting surveys and audits. Our special interest groups (SIGs) provide specialized expertise on a range of topics (see table 1). For example, the Radiotherapy SIG was recently consulted on the distribution of the UK Department of Health's #23m Radiotherapy Innovation Fund. Table 1. IPEM special interest groups (SIGs). Clinical engineering Diagnostic radiology Informatics and computing Nuclear medicine Radiotherapy Magnetic resonance Radiation protection Physiological measurement Rehabilitation and biomechanics Ultrasound and non-ionizing radiation High-quality education and training We aim to maintain high standards of professional development for healthcare scientists, engineers and technicians. In the UK, we are an important source of accreditation for training centres. We also offer training and other support for trainees, such as the trainee network which enables early career healthcare scientists and engineers to collaborate and support each other. Through IPEM, members can seek professional registration on the Science Council and Engineering Council schemes, or on the Voluntary Register of Clinical Technologists. We also provide opportunities for continuing professional development in the form of one-day meetings. In 2012, we held 17 such events on subjects such as optical radiation, IMRT verification and bespoke software in medical physics and clinical engineering. Supporting the workforce Earlier this year, we created our Workforce Intelligence Unit, which is providing authoritative data on the UK workforce in our sectors to inform stakeholders and influence decision-makers. This is part of our wider work to ensure that the right medical physics and biomedical engineering workforce is in place and provided with the support it needs. We keep our members up to date with the latest developments via our website, social media, a monthly newsletter and the quarterly magazine, Scope. Engaging with the public An important part of our charitable objectives is to inform and educate the public. The vast majority of our outreach activity is delivered by volunteer members, often in their own time at events such as careers fairs, classroom demonstrations and hospital open days. Most members find the experience hugely rewarding and a great way to improve their communication skills. Around 120 members were involved in outreach events in 2012. International work IPEM works closely with the international medical physics and bioengineering communities and our International Advisory Group has links to Europe, India and the rest of the world. We represent the UK in the IOMP and the European Federation of Organizations for Medical Physics (EFOMP). IPEM is also a member of the European Alliance for Medical and Biological Engineering and Science (EAMBES) and the International Federation for Medical and Biological Engineering (IFMBE). Why join us? Membership of IPEM is open to healthcare physicists, engineers or technologists working in hospitals, academia or industry anywhere in the world. If you are based outside the UK, our international membership is designed to complement your existing national professional body membership and offers substantial discounts on our journals (including Physics in Medicine and Biology ) and publications, along with international networking opportunities and other member benefits. You can find out more about us at www.ipem.ac.uk or follow us on Twitter @ipemnews.

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…

V-TECS Criterion-Referenced Test Item Bank for Radiologic Technology Occupations.

ERIC Educational Resources Information Center

Reneau, Fred; And Others

This Vocational-Technical Education Consortium of States (V-TECS) criterion-referenced test item bank provides 696 multiple-choice items and 33 matching items for radiologic technology occupations. These job titles are included: radiologic technologist, chief; radiologic technologist; nuclear medicine technologist; radiation therapy technologist;…

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.

The Surgical Technologist Learning Partnership: A Comparison of Factors in a Preceptor Relationship

ERIC Educational Resources Information Center

Ross, Tracey A.

2008-01-01

This quantitative, descriptive study examined the specific factors that novice surgical technologists (preceptees) and practicing surgical technologists (preceptors) perceived as important to a successful learning partnership. The Learning Partnership Survey was administered to a convenience sample of 66 surgical technologists employed at an acute…

The National Technical Association: A Hallmark for Access and Success

NASA Astrophysics Data System (ADS)

Jearld, A., Jr.

2017-12-01

Minority Technical Organizations (MTO) are under-utilized as a valuable resource that can help develop the next generation of scientists and engineers. For over 90 years, the National Technical Association (NTA) (www.ntaonline.org) has been the premiere technical association for scientists, engineers, architects, technologist, educators, and technical business entrepreneurs for people of color, offering professional development, mentoring and awards recognition to technical professionals. NTA and its partners are developing a diverse workforce by emphasizing enhanced access opportunities to skills development for youth among underrepresented STEM populations. Established in 1925 by Charles Summer Duke, the first African American to receive an engineering degree from Harvard University, NTA served as the model organization for more than 40 other minority technical organizations that began forming in the 1970's. NTA has served as consultants to the US government on the status of African Americans in science and engineering. The first technical organization to establish community based technical mentoring programs targeting minorities, NTA shares information and assists institutions in identifying minority talent. Members developed the first science and engineering curriculum at Historically Black Colleges and Universities (HBCU's), and are working to produce more students with geoscience degrees to ensure greater career placement with increased minority participation in the geosciences. NTA addresses the lack of access, support, and the need for networking through the longest running annual conference for technical practitioners of color. A hallmark of NTA has been access and success through inter-organizational collaborations with communities of scholars, highly experienced professionals and students to discuss the definition of what is successful geoscience education, research, and employment.

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

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...

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.

Airborne Wind Shear Detection and Warning Systems. Second Combined Manufacturers' and Technologists' Conference, part 2

NASA Technical Reports Server (NTRS)

Spady, Amos A., Jr. (Compiler); Bowles, Roland L. (Compiler); Schlickenmaier, Herbert (Compiler)

1990-01-01

The Second Combined Manufacturers' and Technologists' Conference was hosted jointly by NASA Langley (LaRC) and the Federal Aviation Administration (FAA) in Williamsburg, Virginia, on October 18 to 20, 1988. The meeting was co-chaired by Dr. Roland Bowles of LaRC and Herbrt Schlickenmaier of the FAA. The purpose of the meeting was to transfer significant, ongoing results gained during the second year of the joint NASA/FAA Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-look technology concepts and for technologists to gain an understanding of the problems encountered by the manufacturers during the development of airborne equipment and the FAA certification requirements.

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 Awareness of Knowledge and Skill of Self-Defined Instructional Technologists in the Corporate Environment: An Interpretive Study

ERIC Educational Resources Information Center

Hutson, Patricia Evonne

2013-01-01

The description of the self-defined expert instructional technologist is unclear. Technologists in the field are identified in various ways. To determine the characteristics and competencies of self-defined expert instructional technologists, an interpretive field study consisting of interviews was conducted. The results revealed three core…

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.

[Desirable medical technologists in a community support hospital].

PubMed

Takeda, Kyoko

2008-07-01

Recently, there have been marked advances in the technological strategies employed in medical examinations. The educational concept to nurture highly capable medical technologists is considered to be a priority issue by not only educators but also employers, even though the medical educational levels have markedly improved in every college and university. It is commonly acknowledged that the results of any examination in the clinical laboratory should be accurate and fed back to medical doctors as soon as possible. The business outline of medical technologists in our hospital is becoming more extensive because we act as a core hospital in the area, and so knowledge regarding many kinds of chemical and transfusion examinations is required in operations performed around the clock. Furthermore, medical doctors, clerical workers, nurses, and volunteers comprise a team of sophisticated workers in our hospital. To accomplish our daily work, character traits such as accuracy, honesty, perseverance, and ability to follow instruction manuals, are the most fundamental and valuable. To nurture a highly career-oriented medical technologist, we propose that the following should be focused on: self-responsibility, reduction of malpractices, economic profitability, brainstorming, education of subsequent generations, and the spirit of cooperativeness and reconciliation. Additionally, it is another basic requirement of competent medical technologists to learn to adapt to laboratory-based changes in their work throughout their career. In conclusion, how to adapt to any social demand and learn strategies in any era should be taught in college or university as well as after graduation because each hospital and institute has a different philosophy and requirements of newcomers. It is important for medical technologists and doctors to develop flexible ways of thinking, although we sometimes might accede to traditional ways.

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…

The number of Japanese radiologic technologists will be increased in 40 years.

PubMed

Araseki, Miwa; Yokooka, Yuki; Ishikawa, Tomoki; Ogasawara, Katsuhiko

2013-07-01

It is essential to predict the long-term supply and demand for the number of radiologic technologists as medical resources. However, it is difficult to predict the number of Japanese radiologic technologists due to complex and intertwining factors. Our purpose in this study was to predict the future number of radiologic technologists using the concept of system dynamics (SD), and to clarify the effects of relevant factors. In order to estimate the number of Japanese radiologic technologists, we constructed a flow diagram using the concept of SD. We simulated the number of radiologic technologists for the following 4 cases: maintaining the status quo, a change in the pass rate for the national examination, a change in the post-graduate employment rate, and a change in the rate of continuing education. The result for the predicted number of radiologic technologists was 50,509 in 20 years, which is 4,394 (9.5%) more than the present number, and 50,166 in 40 years, which is 4,051 (8.8%) more than the present number. For the factors influencing the number of technologists, the influence of the pass rate on the national examination and that of the rate for post-graduate employment was larger than that of the rate of continuing education in graduate school. The number of Japanese radiologic technologists will increase until 2033 and decrease until 2042, and it does not change after 2042 in case of maintaining the status quo. Implementing the concept of SD allowed us easily to clarify the factors influencing the predicted number of radiologic technologists.

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…

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.

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.

Catalogue of Workforce Information Sources: Decision Making Assistance for Regional Economic Development. U.S. Department of Labor, Employment and Training Administration

ERIC Educational Resources Information Center

US Department of Labor, 2009

2009-01-01

In early 2006, The U.S. Department of Labor (DOL), Employment and Training Administration (ETA) began an initiative called Workforce Innovation in Regional Economic Development (WIRED) to help regions create competitive conditions, integrate economic and workforce development activities, and demonstrate that talent development can successfully…

Nuclear medicine technologists are able to accurately determine when a myocardial perfusion rest study is necessary

PubMed Central

2012-01-01

Background In myocardial perfusion scintigraphy (MPS), typically a stress and a rest study is performed. If the stress study is considered normal, there is no need for a subsequent rest study. The aim of the study was to determine whether nuclear medicine technologists are able to assess the necessity of a rest study. Methods Gated MPS using a 2-day 99mTc protocol for 121 consecutive patients were studied. Visual interpretation by 3 physicians was used as gold standard for determining the need for a rest study based on the stress images. All nuclear medicine technologists performing MPS had to review 82 training cases of stress MPS images with comments regarding the need for rest studies, and thereafter a test consisting of 20 stress MPS images. After passing this test, the nuclear medicine technologists in charge of a stress MPS study assessed whether a rest study was needed or not or if he/she was uncertain and wanted to consult a physician. After that, the physician in charge interpreted the images and decided whether a rest study was required or not. Results The nuclear medicine technologists and the physicians in clinical routine agreed in 103 of the 107 cases (96%) for which the technologists felt certain regarding the need for a rest study. In the remaining 14 cases the technologists were uncertain, i.e. wanted to consult a physician. The agreement between the technologists and the physicians in clinical routine was very good, resulting in a kappa value of 0.92. There was no statistically significant difference in the evaluations made by technicians and physicians (P = 0.617). Conclusions The nuclear medicine technologists were able to accurately determine whether a rest study was necessary. There was very good agreement between nuclear medicine technologists and physicians in the assessment of the need for a rest study. If the technologists can make this decision, the effectiveness of the nuclear medicine department will improve. PMID:22947251

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.

Airborne Wind Shear Detection and Warning Systems: First Combined Manufacturers' and Technologists' Conference

NASA Technical Reports Server (NTRS)

Spady, Amos A., Jr. (Compiler); Bowles, Roland L. (Compiler); Schlickenmaier, Herbert (Compiler)

1988-01-01

The purpose of the meeting was to transfer significant, ongoing results gained during the first year of the joint NASA/FAA Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-looking technology concepts and for technologists to gain an understanding of FAA certification requirements and the problems encountered by the manufacturers during the development of airborne equipment.

A work observation study of nuclear medicine technologists: interruptions, resilience and implications for patient safety

PubMed Central

Larcos, George; Prgomet, Mirela; Georgiou, Andrew; Westbrook, Johanna

2017-01-01

Background Errors by nuclear medicine technologists during the preparation of radiopharmaceuticals or at other times can cause patient harm and may reflect the impact of interruptions, busy work environments and deficient systems or processes. We aimed to: (a) characterise the rate and nature of interruptions technologists experience and (b) identify strategies that support safety. Methods We performed 100 hours of observation of 11 technologists at a major public hospital and measured the proportions of time spent in eight categories of work tasks, location of task, interruption rate and type and multitasking (tasks conducted in parallel). We catalogued specific safety-oriented strategies used by technologists. Results Technologists completed 5227 tasks and experienced 569 interruptions (mean, 4.5 times per hour; 95% CI 4.1 to 4.9). The highest interruption rate occurred when technologists were in transit between rooms (10.3 per hour (95% CI 8.3 to 12.5)). Interruptions during radiopharmaceutical preparation occurred a mean of 4.4 times per hour (95% CI 3.3 to 5.6). Most (n=426) tasks were interrupted once only and all tasks were resumed after interruption. Multitasking occurred 16.6% of the time. At least some interruptions were initiated by other technologists to convey important information and/or to render assistance. Technologists employed a variety of verbal and non-verbal strategies in all work areas (notably in the hot-lab) to minimise the impact of interruptions and optimise the safe conduct of procedures. Although most were due to individual choices, some strategies reflected overt or subliminal departmental policy. Conclusions Some interruptions appear beneficial. Technologists' self-initiated strategies to support safe work practices appear to be an important element in supporting a resilient work environment in nuclear medicine. PMID:27707869

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.

Medical radiologic technologist review: effects on a population-based breast cancer screening program.

PubMed

Tonita, J M; Hillis, J P; Lim, C H

1999-05-01

To evaluate the effects of medical radiologic technologist review of mammograms in a population-based breast cancer screening program. A technologist review pilot project was incorporated into the Regina, Saskatchewan, Canada, reading center. Technologists received special training in mammographic interpretation. They reviewed all 27,863 mammograms obtained at the center from July 1995 to September 1996 that were reviewed by a radiologist and selected cases for second blind reading by another radiologist. When the two radiologists' readings were in agreement, the report was sent. When the readings differed, a third opinion was obtained from the program's consulting radiologist. Changes in the number of mammograms interpreted as abnormal and the number of cancers detected were assessed. The technologist review was responsible for the detection of nine cancers missed at the first radiologist's interpretation. Technologists were very discriminating; only 391 cases (1.4%) were sent for double reading. The positive predictive value of screening did not change significantly (7.5% without review, 8.1% with review; P > .20). A substantial number of cancers were found with the technologist review. The number of mammograms interpreted as abnormal was reduced slightly. The technologist review proved to be a cost-effective alternative to double reading by two radiologists.

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…

Coordinating Postsecondary Education and the Public Workforce System in Workforce Planning. Policy Insights

ERIC Educational Resources Information Center

Bransberger, Peace

2015-01-01

In July 2014, President Obama signed into law the Workforce Innovation and Opportunity Act (WIOA), a major restructuring and modernization of U.S. workforce development programs originally created through the Workforce Investment Act of 1998 (WIA), which had been awaiting reauthorization for more than a decade. This brief provides an overview of…

Grid-enabled mammographic auditing and training system

NASA Astrophysics Data System (ADS)

Yap, M. H.; Gale, A. G.

2008-03-01

Effective use of new technologies to support healthcare initiatives is important and current research is moving towards implementing secure grid-enabled healthcare provision. In the UK, a large-scale collaborative research project (GIMI: Generic Infrastructures for Medical Informatics), which is concerned with the development of a secure IT infrastructure to support very widespread medical research across the country, is underway. In the UK, there are some 109 breast screening centers and a growing number of individuals (circa 650) nationally performing approximately 1.5 million screening examinations per year. At the same, there is a serious, and ongoing, national workforce issue in screening which has seen a loss of consultant mammographers and a growth in specially trained technologists and other non-radiologists. Thus there is a need to offer effective and efficient mammographic training so as to maintain high levels of screening skills. Consequently, a grid based system has been proposed which has the benefit of offering very large volumes of training cases that the mammographers can access anytime and anywhere. A database, spread geographically across three university systems, of screening cases is used as a test set of known cases. The GIMI mammography training system first audits these cases to ensure that they are appropriately described and annotated. Subsequently, the cases are utilized for training in a grid-based system which has been developed. This paper briefly reviews the background to the project and then details the ongoing research. In conclusion, we discuss the contributions, limitations, and future plans of such a grid based approach.

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...

A typology of primary care workforce innovations in the United States since 2000.

PubMed

Friedman, Asia; Hahn, Karissa A; Etz, Rebecca; Rehwinkel-Morfe, Anna M; Miller, William L; Nutting, Paul A; Jaén, Carlos R; Shaw, Eric K; Crabtree, Benjamin F

2014-02-01

Innovative workforce models are being developed and implemented to meet the changing demands of primary care. A literature review was conducted to construct a typology of workforce models used by primary care practices. Ovid Medline, CINAHL, and PsycInfo were used to identify published descriptions of the primary care workforce that deviated from what would be expected in the typical practice in the year 2000. Expert consultants identified additional articles that would not show up in a regular computerized search. Full texts of relevant articles were read and matrices for sorting articles were developed. Each article was reviewed and assigned to one of 18 cells in the matrices. Articles within each cell were then read again to identify patterns and develop an understanding of the full spectrum of workforce innovation within each category. This synthesis led to the development of a typology of workforce innovations represented in the literature. Many workforce innovations added personnel to existing practices, whereas others sought to retrain existing personnel or even develop roles outside the traditional practice. Most of these sought to minimize the impact on the existing practice roles and functions, particularly that of physicians. The synthesis also identified recent innovations which attempted to fundamentally transform the existing practice, with transformation being defined as a change in practice members' governing variables or values in regard to their workforce role. Most conceptualizations of the primary care workforce described in the literature do not reflect the level of innovation needed to meet the needs of the burgeoning numbers of patients with complex health issues, the necessity for roles and identities of physicians to change, and the call for fundamentally redesigned practices. However, we identified 5 key workforce innovation concepts that emerged from the literature: team care, population focus, additional resource support, creating workforce connections, and role change.

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…

Evaluation of Stress and a Stress-Reduction Program Among Radiologic Technologists.

PubMed

Reingold, Lynn

2015-01-01

To investigate stress levels and causes of stress among radiologic technologists and determine whether an intervention could reduce stress in a selected radiologic technologist population. Demographic characteristics and data on preintervention stress sources and levels were collected through Internet-based questionnaires. A 6-week, self-administered, mindfulness-based stress-reduction program was conducted as a pilot intervention with 42 radiologic technologists from the Veterans Administration Medical Center. Data also were collected postintervention. Identified sources of stress were compared with findings from previous studies. Some radiologic technologists experienced improvement in their perceptions of stress after the intervention. Sources of stress for radiologic technologists were similar to those shown in earlier research, including inconsistent management, poor management communication, conflicting demands, long work hours, excessive workloads, lack of work breaks, and time pressures. The mindfulness-based stress-reduction program is an example of an inexpensive method that could improve personal well-being, reduce work errors, improve relationships in the workplace, and increase job satisfaction. More research is needed to determine the best type of intervention for stress reduction in a larger radiologic technologist population.

Training New Technologists in the Basics of Molecular Pathology.

ERIC Educational Resources Information Center

Matta, Nahida

1993-01-01

Outlines a training model designed to help senior technologists ensure that the newly hired technologists in the clinical molecular pathology laboratory achieve the minimum level of knowledge needed to perform and progress on the job. (Author)

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,…

The influence of mammographic technologists on radiologists’ ability to interpret screening mammograms in community practice

PubMed Central

Henderson, Louise M.; Benefield, Thad; Marsh, Mary W.; Schroeder, Bruce F.; Durham, Danielle; Yankaskas, Bonnie C.; Bowling, J. Michael

2014-01-01

Purpose To determine whether the mammographic technologist has an effect on the radiologists’ interpretative performance of screening mammography in community practice. Materials and Methods In this institutional review board approved retrospective cohort study, we included Carolina Mammography Registry (CMR) data from 372 radiologists and 356 mammographic technologists from 1994 to 2009 who performed 1,003,276 screening mammograms. Measures of interpretative performance (recall rate, sensitivity, specificity, positive predictive value (PPV1), and cancer detection rate (CDR)) were ascertained prospectively with cancer outcomes collected from the state cancer registry and pathology reports. To determine if the mammographic technologist influenced the radiologists’ performance, we employed mixed effects logistic regression models, including a radiologist-specific random effect and taking into account the clustering of examinations across women, separately for screen-film mammography (SFM) and full field digital mammography (FFDM). Results Of the 356 mammographic technologists included, 343 performed 889,347 SFM examinations and 51 performed 113,929 FFDM examinations, and 38 performed both SFM and FFDM. A total of 4,328 cancers were reported for SFM and 564 cancers for FFDM. The technologists had a statistically significant effect on the radiologists’ recall rate, sensitivity, specificity and CDR for both SFM and FFDM (p-values<0.01). For PPV1, variability by technologist was observed for SFM (p-value<0.0001) but not for FFDM (p-value=0.088). Conclusion The interpretative performance of radiologists in screening mammography varies substantially by the technologist performing the examination. Additional studies should aim to identify technologist characteristics that may explain this variation. PMID:25435185

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

8 CFR 1212.15 - Certificates for foreign health care workers.

Code of Federal Regulations, 2010 CFR

2010-01-01

.... (3) Physical therapists. (4) Speech-Language Pathologists and Audiologists. (5) Medical Technologists... pathologist and audiologist, medical technologist (clinical laboratory scientist), physician assistant, and... Score 77; Oral Interview: 3+. (iv) Speech-language pathologists and Audiologists, medical technologists...

8 CFR 1212.15 - Certificates for foreign health care workers.

Code of Federal Regulations, 2012 CFR

2012-01-01

.... (3) Physical therapists. (4) Speech-Language Pathologists and Audiologists. (5) Medical Technologists... pathologist and audiologist, medical technologist (clinical laboratory scientist), physician assistant, and... Score 77; Oral Interview: 3+. (iv) Speech-language pathologists and Audiologists, medical technologists...

8 CFR 1212.15 - Certificates for foreign health care workers.

Code of Federal Regulations, 2011 CFR

2011-01-01

.... (3) Physical therapists. (4) Speech-Language Pathologists and Audiologists. (5) Medical Technologists... pathologist and audiologist, medical technologist (clinical laboratory scientist), physician assistant, and... Score 77; Oral Interview: 3+. (iv) Speech-language pathologists and Audiologists, medical technologists...

8 CFR 1212.15 - Certificates for foreign health care workers.

Code of Federal Regulations, 2013 CFR

2013-01-01

.... (3) Physical therapists. (4) Speech-Language Pathologists and Audiologists. (5) Medical Technologists... pathologist and audiologist, medical technologist (clinical laboratory scientist), physician assistant, and... Score 77; Oral Interview: 3+. (iv) Speech-language pathologists and Audiologists, medical technologists...

8 CFR 1212.15 - Certificates for foreign health care workers.

Code of Federal Regulations, 2014 CFR

2014-01-01

.... (3) Physical therapists. (4) Speech-Language Pathologists and Audiologists. (5) Medical Technologists... pathologist and audiologist, medical technologist (clinical laboratory scientist), physician assistant, and... Score 77; Oral Interview: 3+. (iv) Speech-language pathologists and Audiologists, medical technologists...

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.

Increasing radiographer productivity by an incentive point system.

PubMed

Williams, B; Chacko, P T

1982-01-01

Because of a very low technologist productivity in their Radiology Department, the authors describe a Productive Point System they developed and implemented to solve this personnel problem. After establishing the average time required to perform all exams, point credits (one point for every ten minutes utilized) were assigned to each exam performed, thereby determining an index of production. A Productive Index of 80% was considered realistic and was the equivalent of 192 points for a 40-hour work week. From 1975 to 1978 personal productivity increased from 79% to 113%. This resulted in an average yearly fiscal savings of over $20,000.00 for this three-year period. There was also a significant improvement in exam efficiency and quality, job attitude, personnel morale, and public relations. This program was highly successful because technologist acceptance and cooperation was complete, and this occurred mainly because the system supports the normal occupational goals and expectations of technologists.

Increasing radiographer productivity by an incentive point system.

PubMed

Williams, B; Chacko, P T

1983-01-01

Because of a very low technologist productivity in their Radiology Department, the authors describe a Productive Point System they developed and implemented to solve this personnel problem. After establishing the average time required to perform all exams, point credits (one point for every ten minutes utilized) were assigned to each exam performed, thereby determining an index of production. A Productive Index of 80% was considered realistic and was the equivalent of 192 points for a 40-hour work week. From 1975 to 1978 personal productivity increased from 79% to 113%. This resulted in an average yearly fiscal savings of over $20,000.00 for this three-year period. There was also a significant improvement in exam efficiency and quality, job attitude, personnel morale, and public relations. This program was highly successful because technologist acceptance and cooperation was complete, and this occurred mainly because the system supports the normal occupational goals and expectations of technologists.

Airborne Wind Shear Detection and Warning Systems. Fourth Combined Manufacturers' and Technologists' Conference, part 2

NASA Technical Reports Server (NTRS)

Vicroy, Dan D. (Compiler); Bowles, Roland L. (Compiler); Passman, Robert H. (Compiler)

1992-01-01

The Fourth Combined Manufacturers' and Technologists' Conference was hosted jointly by NASA Langley Research Center (LaRC) and the Federal Aviation Administration (FAA) in Williamsburg, Virginia, on April 14-16, 1992. The meeting was co-chaired by Dr. Roland Bowles of LaRC and Bob Passman of the FAA. The purpose of the meeting was to transfer significant ongoing results of the NASA/FAA Joint Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-look technology concepts and for technologists to gain an understanding of the problems encountered by the manufacturers during the development of airborne equipment and the FAA certification requirements. The present document has been compiled to record the essence of the technology updates and discussions which follow each.

[Practical approach to infection control and antimicrobial stewardship by medical technologists].

PubMed

Komori, Toshiaki; Yamada, Yukiji; Kimura, Takeshi; Kosaka, Tadashi; Nakanishi, Masaki; Fujitomo, Yumiko; Fujita, Naohisa

2013-04-01

Since establishing an antimicrobial management team (AMT) in 2003, we have been promoting both appropriate diagnosis and treatment and improving the prognosis of hospitalized patients with infections. AMT is composed of 4 doctors, 2 nurses, 2 pharmacists and one medical technologist. AMT members meet twice a week and discuss patients with positive blood cultures, with prescribed anti-MRSA drugs and suspected infections. Antimicrobial prescription and clinical laboratory data are obtained from the database of electric medical records and microbiological data from the laboratory database system. The initial step in infection control and antimicrobial stewardship is an accurate diagnosis of infection. Clinical microbiology laboratories play a critical role in infection control and antimicrobial stewardship by reporting accurate and timely results of both bacterial identification and antimicrobial susceptibility tests. Medical technologists are required to develop better competency and proficiency about clinical microbiology in both infection control and antimicrobial stewardship.

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.

[The medical technologist as a key professional in medical care in the 21st century].

PubMed

Iwatani, Yoshinori

2008-10-01

The dynamic healthcare environment of Japan, including the rapidly aging population and the requirement of highly sophisticated and diverse medical care, induces strict financial conditions and increases the number of those seeking medical care. Therefore, medical professionals are now required to provide safe and effective medical care with limited medical resources. Recently, Japanese medical institutions have introduced the total quality management system, which was developed for better business management, to promote safe and effective management. However, there are two major drawbacks with the introduction of this system in the sector of medical care in Japan. First, the standardization of medical skills of medical professionals is greatly affected due to the presence of different education systems for the same medical profession except for medical doctors and pharmacologists. The education system for major medical professionals, such as nurses and medical and radiological technologists, must be standardized based on the university norms. Second, the knowledge-creating process among the medical professionals has been associated with many problems. The specialized fields are quite different among medical professionals. Therefore, common specialized fields must be established among major medical professions based on the specialization of medical doctors to promote their communication and better understanding. Considering the roles of medical professionals in medical care, medical doctors and nurses are the most responsible for monitoring, assessing, and guaranteeing the safety of medical care, and medical and radiological technologists are the most responsible for effective medical care. The current medical technologists are not only required to carry out clinical laboratory tests, but also be proactive and positive as well as have marked problem-solving abilities. They are expected to improve the diagnostic test systems in medical institutes for medical doctors and patients, resulting in the highest level of management efficiency. For the development of such medical technologists, university education, specialist capabilities in medical technology and clinical laboratory diagnostics, and a research capability are essential. Thus, it is crucial for clinical laboratory physicians and the Japanese medical care system of the 21st century to urgently develop such an education system.

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.

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.

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.

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…

A work observation study of nuclear medicine technologists: interruptions, resilience and implications for patient safety.

PubMed

Larcos, George; Prgomet, Mirela; Georgiou, Andrew; Westbrook, Johanna

2017-06-01

Errors by nuclear medicine technologists during the preparation of radiopharmaceuticals or at other times can cause patient harm and may reflect the impact of interruptions, busy work environments and deficient systems or processes. We aimed to: (a) characterise the rate and nature of interruptions technologists experience and (b) identify strategies that support safety. We performed 100 hours of observation of 11 technologists at a major public hospital and measured the proportions of time spent in eight categories of work tasks, location of task, interruption rate and type and multitasking (tasks conducted in parallel). We catalogued specific safety-oriented strategies used by technologists. Technologists completed 5227 tasks and experienced 569 interruptions (mean, 4.5 times per hour; 95% CI 4.1 to 4.9). The highest interruption rate occurred when technologists were in transit between rooms (10.3 per hour (95% CI 8.3 to 12.5)). Interruptions during radiopharmaceutical preparation occurred a mean of 4.4 times per hour (95% CI 3.3 to 5.6). Most (n=426) tasks were interrupted once only and all tasks were resumed after interruption. Multitasking occurred 16.6% of the time. At least some interruptions were initiated by other technologists to convey important information and/or to render assistance. Technologists employed a variety of verbal and non-verbal strategies in all work areas (notably in the hot-lab) to minimise the impact of interruptions and optimise the safe conduct of procedures. Although most were due to individual choices, some strategies reflected overt or subliminal departmental policy. Some interruptions appear beneficial. Technologists' self-initiated strategies to support safe work practices appear to be an important element in supporting a resilient work environment in nuclear medicine. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

[Promotion of the systematization of consistent education for medical technologists].

PubMed

Shiba, Kiyoko; Sato, Kenji

2006-03-01

Although only about 35 years have passed since the birth of medical technology, marked advances have been made in the clinical laboratory science field. However, the educational system for technologists attached importance only to the learning of techniques for a long period because special training schools primarily provided medical technologist education. With the passing of time, the need for advanced knowledge has increased, and a plan to change the education system for medical technologists to 4-year colleges was evaluated. In 1989, the Course of Laboratory Sciences as a 4-year system for medical technologist education was established in the Department of Medicine, Tokyo Medical & Dental University. The Doctoral Course of Graduate School (first term) was established in 1993 and the Doctoral Course of Graduate School(second term) in 1995. In 2001, these courses formed a graduate university as the Division of Biomedical Laboratory Sciences, the Graduate School of Allied Health Sciences. Thus, a consistent educational system for medical technologists was established. By March 2005, about 500 students had graduated from this division. Based on this experience, we produced a 4-stage developmental program and provide an advanced educational system for the promotion of the systematization of consistent medical technologist education.

Effects of Hospital Workers' Friendship Networks on Job Stress.

PubMed

Shin, Sung Yae; Lee, Sang Gyu

2016-01-01

This study attempted to identify the sources of job stress according to job position and investigate how friendship networks affect job stress. Questionnaires based on The Health Professions Stress Inventory (HPSI) developed by Wolfgang experienced by healthcare providers were collected from 420 nurses, doctors and radiological technologists in two general hospitals in Korea by a multistage cluster sampling method. Multiple regression analysis was used to examine the effects of friendship networks on job stress after controlling for other factors. The severity of job stress differed according to level of job demands (p = .006); radiologic technologists experienced the least stress (45.4), nurses experienced moderate stress (52.4), and doctors experienced the most stress (53.6). Those with long-term friendships characterized by strong connections reported lower levels of stress than did those with weak ties to friends among nurses (1.3, p < .05) and radiological technologists (11.4, p < .01). The degree of cohesion among friends had a positive impact on the level of job stress experienced by nurses (8.2, p < .001) and radiological technologists (14.6, p < .1). Doctors who participated in workplace alumni meetings scored higher than those who did not. However, those who participated in alumni meetings outside the workplace showed the opposite tendency, scoring 9.4 (p < .05) lower than those who did not. The resources from their friendship network include both information and instrumental support. As most radiological technologists were male, their instrumental support positively affected their job stress (9.2, p < .05). Life information support was the primary positive contributor to control of nurses' (4.1, p < .05), radiological technologists' (8.0, p < .05) job stress. The strength and density of such friendship networks were related to job stress. Life information support from their friendship network was the primary positive contributor to control of job stress.

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…

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.

Do mammographic technologists affect radiologists’ diagnostic mammography interpretative performance?

PubMed Central

Henderson, Louise M.; Benefield, Thad; Bowling, J. Michael; Durham, Danielle; Marsh, Mary W.; Schroeder, Bruce F.; Yankaskas, Bonnie C.

2015-01-01

Objective The purpose of this study was to determine whether the technologist has an effect on the radiologists’ interpretative performance of diagnostic mammography. Materials and Methods Using data from a community based mammography registry from 1994 to 2009, we identified 162,755 diagnostic mammograms interpreted by 286 radiologists and performed by 303 mammographic technologists. We calculated sensitivity, false positive rate, and positive predictive value of biopsy (PPV2) for examinations performed (images taken) by each mammographic technologist, separately for film and digital modalities. We assessed the variability of these performance measures among mammographic technologists, using mixed effects logistic regression and taking into account the clustering of examinations within women, radiologists, and radiology practice. Results Among the 291 technologists performing film examinations, mean sensitivity of the examinations they performed was 83.0% (95% Confidence Interval (CI)=80.8–85.2%), mean false positive rate was 8.5 per 1000 examinations (95%CI: 8.0–9.0%), and mean PPV2 was 27.1% (95%CI: 24.8–29.4). For the 45 technologists performing digital examinations, mean sensitivity of the examinations they performed was 79.6% (95%CI: 73.1–86.2%), mean false positive rate was 8.8 (95%CI: 7.5–10.0%), and mean PPV2 was 23.6% (95%CI: 18.8–28.4%). We found significant variation by technologist in the sensitivity, false positive rate, and PPV2 for film but not digital mammography (p<0.0001 for all 3 film performance measures). Conclusions Our results suggest that the technologist has an influence on radiologists’ performance of diagnostic film mammography but not digital. Future work should examine why this difference by modality exists and determine if similar patterns are observed for screening mammography. PMID:25794085

Incorporation of the technologist's opinion for arbitration of discrepant assessments among radiologists at screening mammography.

PubMed

Coolen, Angela M P; Lameijer, Joost R C; Voogd, Adri C; Strobbe, Luc J; Louwman, Marieke W J; Tjan-Heijnen, Vivianne C G; Duijm, Lucien E M

2018-05-05

We determined whether the addition of the technologist's opinion may be helpful in deciding if discordant readings at blinded double reading should be recalled. A consecutive series of 99,013 digital screening mammograms, obtained between July 2013 and January 2015, were included. All mammograms were first interpreted by a technologist and then double read in a blinded fashion by a team of 13 screening radiologists. All concordant and discordant positive readings among radiologists were recalled. Out of 3562 recalls, 998 women were recalled after a discordant reading. Of these women, 337 (33.8%) had a positive technologist assessment, of which 40 (11.9%) were diagnosed with breast cancer. Sixty women with a negative technologist assessment (60/661, 9.1%) were diagnosed with breast cancer (p = 0.16). Recall rate would have decreased with technologist arbitration (3.6% vs. 2.9%, p < 0.001). Cancer detection rate decreased with 8.5%, from 7.1/1000 screens to 6.5/1000 screens (p = 0.10). Among women with a positive technologist assessment, the probability of breast cancer was highest in case of suspicious microcalcifications and lowest for suspicious masses (30.4% (17/56) versus 7.0% (16/212), p < 0.001). Breast cancers were diagnosed in all groups of mammographic abnormalities, except in women with a suspicious asymmetry and a negative technologist assessment. Assessment by a technologist does not provide a significant discriminating ability in case of a discordant radiologist reading and, taking into account the decrease in cancer detection rate, does not appear to be a suitable arbitration strategy for discordant recalls at blinded double reading.

Severe contrast reaction emergencies high-fidelity simulation training for radiology residents and technologists in a children's hospital.

PubMed

Tofil, Nancy M; White, Marjorie Lee; Grant, Matthew; Zinkan, J Lynn; Patel, Bhavik; Jenkins, Lynsey; Youngblood, Amber Q; Royal, Stuart A

2010-07-01

Severe reactions to radiographic contrast agents can be life threatening, and although they are rare, effective recognition and management are essential to improving outcomes. A high-fidelity radiology simulation course for radiology residents and technologists focusing on severe contrast reactions and immediate treatments was designed to test the hypothesis that knowledge would improve with this educational intervention. A prospective pretest and posttest study design was used. Residents and technologists worked in teams of three to five members. Learning objectives focused on demonstrating when and how to use basic life support skills and epinephrine auto-injectors. Each resident and technologist was administered a pretest prior to the start of the case scenarios and a posttest following the debriefing session. Scores from the pretest and posttest for the residents and technologists were compared using a paired-samples t test. Nineteen radiology residents and 11 radiology technologists participated. The average test scores were higher and improved significantly following the simulation experience for both the radiology residents (57% vs 82%, P < .001) and technologists (47% vs 72%, P = .006). Anonymous evaluations demonstrated that the experience was well received by residents and technologists, with 97% of learners (29 of 30) rating the experience as extremely or very helpful. Important learning themes included the knowledge of epinephrine auto-injector use and basic life support skills. High-fidelity simulation for radiology residents and technologists focusing on epinephrine auto-injector use and basic life support skills during the first 5 minutes of a severe contrast reaction can significantly improve recognition and knowledge in treating patients having severe contrast reactions. 2010 AUR. Published by Elsevier Inc. All rights reserved.

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.

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…

Final Report of a Study To Assess the Validity and Reliability of the Standards of Eight Allied Health Professions.

ERIC Educational Resources Information Center

Lyons, Kevin J.; Greening, Shirley; Robeson, Mary

2000-01-01

A modified Delphi procedure assessed the content validity of accreditation standards for cardiovascular technologists, cytotechnologists, medical sonographers, electroneurodiagnostic technologists, medical assistants, perfusionists, physician assistants, and surgical technologists. Although validity and reliability were extremely high, some…

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

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 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.

42 CFR Appendix D to Part 75 - Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists

Code of Federal Regulations, 2012 CFR

2012-10-01

... technologist credentialed in nuclear medicine technology. 2. Instructional Staff—(a) Responsibilities. The...—Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists A. Sponsorship 1... certificate documenting completion of the program. 2. Educational programs may be established in: (a...

42 CFR Appendix D to Part 75 - Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists

Code of Federal Regulations, 2011 CFR

2011-10-01

... technologist credentialed in nuclear medicine technology. 2. Instructional Staff—(a) Responsibilities. The...—Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists A. Sponsorship 1... certificate documenting completion of the program. 2. Educational programs may be established in: (a...

42 CFR Appendix D to Part 75 - Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists

Code of Federal Regulations, 2013 CFR

2013-10-01

... technologist credentialed in nuclear medicine technology. 2. Instructional Staff—(a) Responsibilities. The...—Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists A. Sponsorship 1... certificate documenting completion of the program. 2. Educational programs may be established in: (a...

42 CFR Appendix D to Part 75 - Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists

Code of Federal Regulations, 2014 CFR

2014-10-01

... technologist credentialed in nuclear medicine technology. 2. Instructional Staff—(a) Responsibilities. The...—Standards for Accreditation of Educational Programs for Nuclear Medicine Technologists A. Sponsorship 1... certificate documenting completion of the program. 2. Educational programs may be established in: (a...

42 CFR Appendix F to Part 75 - Standards for Licensing Radiographers, Nuclear Medicine Technologists, and Radiation Therapy...

Code of Federal Regulations, 2011 CFR

2011-10-01

... licensed as Radiographers, Nuclear Medicine Technologists, or Radiation Therapy Technologists. 2. Licenses... radiography, nuclear medicine technology, or radiation therapy technology. 2. Special eligibility to take the...-referenced examination in radiography, nuclear medicine technology, or radiation therapy technology shall be...

42 CFR Appendix F to Part 75 - Standards for Licensing Radiographers, Nuclear Medicine Technologists, and Radiation Therapy...

Code of Federal Regulations, 2012 CFR

2012-10-01

... licensed as Radiographers, Nuclear Medicine Technologists, or Radiation Therapy Technologists. 2. Licenses... radiography, nuclear medicine technology, or radiation therapy technology. 2. Special eligibility to take the...-referenced examination in radiography, nuclear medicine technology, or radiation therapy technology shall be...

42 CFR Appendix F to Part 75 - Standards for Licensing Radiographers, Nuclear Medicine Technologists, and Radiation Therapy...

Code of Federal Regulations, 2013 CFR

2013-10-01

... licensed as Radiographers, Nuclear Medicine Technologists, or Radiation Therapy Technologists. 2. Licenses... radiography, nuclear medicine technology, or radiation therapy technology. 2. Special eligibility to take the...-referenced examination in radiography, nuclear medicine technology, or radiation therapy technology shall be...

42 CFR Appendix F to Part 75 - Standards for Licensing Radiographers, Nuclear Medicine Technologists, and Radiation Therapy...

Code of Federal Regulations, 2014 CFR

2014-10-01

... licensed as Radiographers, Nuclear Medicine Technologists, or Radiation Therapy Technologists. 2. Licenses... radiography, nuclear medicine technology, or radiation therapy technology. 2. Special eligibility to take the...-referenced examination in radiography, nuclear medicine technology, or radiation therapy technology shall be...

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.

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…

Building Blocks for Building Skills: An Inventory of Adult Learning Models and Innovations

ERIC Educational Resources Information Center

Klein-Collins, Rebecca

2006-01-01

The skills of the workforce are an important contributor to the economic vitality of any region, leading economic developers to consider how to connect their efforts to workforce development and help to build the skills of adults generally. This report, produced for the U.S. Department of Labor's Workforce Innovation in Regional Economic…

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…

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.

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,…

Defining the role of a PACS technologist.

PubMed

Cabrera, Alfred

2002-01-01

As hospitals convert from conventional image processing to picture archiving and communication systems (PACS) technology, new job opportunities arose for PACS analysts, PACS system administrators, PACS operators, and PACS trainers. To support a PACS, these positions require education in computer information systems and work experience in information technology. At Texas Children's Hospital, new roles for radiologic technologists (RT) in supporting the operation of PACS were not recognized until after implementation of the filmless system. A new position entitled PACS technologis was created, but roles and responsibilities largely were undefined. The inadequate job description contributed to problems with appropriate utilization of the PACS technologist. The primary role of the technologist was nebulous, and the priority of tasks was undefined. There was an excessive volume of information and technology to be mastered. The role represented a new paradigm, so no template for the job description was available that encompassed the array of functions to be performed. The result was a "morph" of the RT and PACS analyst job descriptions that was contrived and unworkable. The role of the PACS technologist is vital to the operation of the radiology department that uses PACS. There is a well-established need for cross training of RTs in PACS. PACS technology is not taught in RT training programs. There are recurrent communications problems between RT and Information Technology (IT) personnel. The PACS technologist can participate in a number of activities that improve the overall level of proficiency in the imaging operation, such as specialized PACS training for RTs, collection and analysis of quality control data, and planning for installations of PACS acquisition modalities. RTs have acquired knowledge of medical terminology and human anatomy, imaging modalities, and workflow. These qualifications constitute a common basis for communication with other RTs, physicians, and other health care providers. In addition the appropriate candidate for PACS technologist should have computer software and hardware knowledge, interpersonal skills, oral and written communications skills, and analytical skills to troubleshoot issues. This report will describe the evolution of a more accurate job description for the PACS technologist, the relationship between the PACS technologist and the RT supervisor, and specific tasks are appropriate for the PACS technologist to perform.

Thyroid cancer and employment as a radiologic technologist.

PubMed

Zabel, Erik W; Alexander, Bruce H; Mongin, Steven J; Doody, Michele M; Sigurdson, Alice J; Linet, Martha S; Freedman, D Michal; Hauptmann, Michael; Mabuchi, Kiyohiko; Ron, Elaine

2006-10-15

The association between chronic occupational ionizing radiation exposure in the medical field and thyroid cancer is not well characterized. Thyroid cancer incidence was ascertained for 2 periods in a cohort of radiologic technologists certified for a minimum 2 years and enumerated in 1983: (i) cases identified prospectively in 73,080 radiologic technologists who were free of thyroid cancer at the baseline survey and completed a second questionnaire a decade later (N = 121), and (ii) cases occurring prior to cohort enumeration among 90,245 technologists who completed the baseline survey and were thyroid cancer free 2 years after certification (N = 148). Survival analyses estimated risks associated with employment as a radiologic technologist, including duration of employment, period of employment, types of procedures and work practices. The only occupational history characteristic associated with prospectively identified thyroid cancer was a history of holding patients for X-ray procedures at least 50 times (HR = 1.47, 95% CI = 1.01-2.15). Total years worked as a radiologic technologist, years performing diagnostic, therapeutic, and nuclear medicine procedures, employment under age 20 and calendar period of first employment were not associated with thyroid cancer risk. Risk of thyroid cancers diagnosed before the baseline questionnaire was inversely associated with decade first employed as a technologist, and was elevated, albeit imprecisely, among those working more than 5 years prior to 1950 (HR = 3.04, 95% CI = 1.01-10.78). These data provide modest evidence of an association between employment as a radiologic technologist and thyroid cancer risk; however, the findings require confirmation with more accurate exposure models. Copyright 2006 Wiley-Liss, Inc.

SCAR Radiologic Technologist Survey: analysis of the impact of digital technologies on productivity.

PubMed

Reiner, Bruce I; Siegel, Eliot L; Carrino, John A; Goldburgh, Mitchell M

2002-09-01

As medical reimbursements continue to decline, increasing financial pressures are placed upon medical imaging providers. This burden is exacerbated by the existing radiologic technologist (RT) crisis, which has caused RT salaries to trend upward. One strategy to address these trends is employing technology to improve technologist productivity. While industry-wide RT productivity benchmarks have been established for film-based operation, little to date has been published in the medical literature regarding similar productivity measures for filmless operation using PACS. This study was undertaken to document the complex relationship between technologist productivity and implementation of digital radiography and digital information technologies, including PACS and hospital/radiology information systems (HIS/RIS). A nationwide survey was conducted with 112 participating institutions, in varying degrees of digital technology implementation. Technologist productivity was defined as the number of annual exams performed per technologist full-time equivalent (FTE). Productivity analyses were performed among the different demographic and technology profile groups, with a focus on general radiography, which accounts for 65-70% of imaging department volumes. When evaluating the relationship between technologist productivity and digital technology implementation, improved productivity measures were observed for institutions implementing HIS/RIS, modality worklist, and PACS. The timing of PACS implementation was found to have a significant effect on technologist productivity measures, with an initial 10.8% drop in productivity during the first year of PACS implementation, followed by a 27.8% increase in productivity beyond year one. This suggests there is a "PACS learning curve" phenomenon, which should be considered when institutions are planning for PACS implementation.

Proteus in a Kaleidoscope: The Educational Technologist in Open University Course Production.

ERIC Educational Resources Information Center

Gale, Janet

1980-01-01

Describes the educational technologist's work in Open University course production in terms of the work's context and the potential roles and tasks that may be assumed, and concludes that the educational technologist must continually construct and reconstruct his/her own role according to a number of sets of criteria. (Author/CMV)

NASA Chief Technologist on Panel at Massachusetts Institute of Technology

NASA Image and Video Library

2018-02-15

During MIT's "Better MIT Innovation Week 2018," a group of experts discussed innovation as a critical component to and professional accomplishment. From left: Rebecca Chui, founder, RootsStudio; Reinaldo Normand, entrepreneur in residence, MIT; Douglas Terrier, NASA chief technologist; Linda Foster, chief technologist, Lockheed Martin. (Photo: Damian Barabonkov/MIT Technique)

Expected role of medical technologists in diabetes mellitus education teams.

PubMed

Kotani, Kazuhiko; Imazato, Takahiro; Anzai, Keizo

2015-06-01

The expected role of medical technologists within diabetes mellitus education teams was surveyed. In addition to items regarding laboratory examinations and results themselves, good communication with patients and education team members was highly required. When medical technologists sufficiently follow this role, it would aid patients to cope with life with diabetes mellitus.

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.

The CUNY Young Adult Program--Utilizing Social Networking to Foster Interdisciplinary and Cross-Cohort Student Communication during Workforce Training

ERIC Educational Resources Information Center

Levine, Alissa; Winkler, Christoph; Petersen, Saul

2010-01-01

The Center for Economic and Workforce Development (CEWD) at Kingsborough Community College (KCC) is currently working on a workforce development project that contains innovative teaching tools that proved successful in overcoming issues of academic isolation facing the student body. The CUNY Young Adult Program (CYAP) is a partnership of three…

Airborne Wind Shear Detection and Warning Systems: Fourth Combined Manufacturers' and Technologists' Conference, part 1

NASA Technical Reports Server (NTRS)

Vicroy, Dan D. (Compiler); Bowles, Roland L. (Compiler); Passman, Robert H. (Compiler)

1992-01-01

The purpose of the meeting was to transfer significant ongoing results of the NASA/FAA joint Airborne Wind Shear Program to the technical industry and to pose problems of current concern to the combined group. It also provided a forum for manufacturers to review forward-look technology concepts and for technologists to gain an understanding of the problems encountered by the manufacturers during the development of airborne equipment and the FAA certification requirements. The present document was compiled to record the essence of the technology updates and discussions which follow each.

[The perfusion technologist: extracorporeal circulation and hemodialysis].

PubMed

Degani, Antonella

2013-01-01

In 1812, the French physiologist Le Gallois hypothesized a device for obtaining extracorporeal circulation (ECC), although it wasn't until 1939 that Gibbon described in detail a machine that could substitute both heart and lungs. In 1954, the US Cardiac Surgeon Lillhei invented 'cross circulation', and the era of open heart surgery began. The development of ECC has created a new profession in medicine, the 'Perfusion Technologist' who is not only responsible for ECC, but also for hemodialysis equipment when this is also required. The present review aims to summarize all issues related to this medical profession.

Airborne Windshear Detection and Warning Systems. Fifth and Final Combined Manufacturers' and Technologists' Conference, part 1

NASA Technical Reports Server (NTRS)

Delnore, Victor E. (Compiler)

1994-01-01

The Fifth (and Final) Combined Manufacturers' and Technologists' Airborne Windshear Review Meeting was hosted jointly by the NASA Langley Research Center (LaRC) and the Federal Aviation Administration (FAA) in Hampton, Virginia, on September 28-30, 1993. The purpose of the meeting was to report on the highly successful windshear experiments conducted by government, academic institutions, and industry; to transfer the results to regulators, manufacturers, and users; and to set initiatives for future aeronautics technology research. The formal sessions covered recent developments in windshear flight testing; windshear modeling, flight management, and ground-based systems; airborne windshear detection systems; certification and regulatory issues; development and applications of sensors for wake vortex detection; and synthetic and enhanced vision systems.

[Hierarchy structuring for mammography technique by interpretive structural modeling method].

PubMed

Kudo, Nozomi; Kurowarabi, Kunio; Terashita, Takayoshi; Nishimoto, Naoki; Ogasawara, Katsuhiko

2009-10-20

Participation in screening mammography is currently desired in Japan because of the increase in breast cancer morbidity. However, the pain and discomfort of mammography is recognized as a significant deterrent for women considering this examination. Thus quick procedures, sufficient experience, and advanced skills are required for radiologic technologists. The aim of this study was to make the point of imaging techniques explicit and to help understand the complicated procedure. We interviewed 3 technologists who were highly skilled in mammography, and 14 factors were retrieved by using brainstorming and the KJ method. We then applied Interpretive Structural Modeling (ISM) to the factors and developed a hierarchical concept structure. The result showed a six-layer hierarchy whose top node was explanation of the entire procedure on mammography. Male technologists were related to as a negative factor. Factors concerned with explanation were at the upper node. We gave attention to X-ray techniques and considerations. The findings will help beginners improve their skills.

[Problems in career planning for novice medical technologists in Japanese national hospitals].

PubMed

Ogasawara, Shu; Tsutaya, Shoji; Akimoto, Hiroyuki; Kojima, Keiya; Yabaka, Hiroyuki

2012-12-01

Skills and knowledge regarding many different types of test are required for medical technologists (MTs) to provide accurate information to help doctors and other medical specialists. In order to become an efficient MT, specialized training programs are required. Certification in specialized areas of clinical laboratory sciences or a doctoral degree in medical sciences may help MTs to realize career advancement, a higher earning potential, and expand the options in their career. However, most young MTs in national university hospitals are employed as part-time workers on a three-year contract, which is too short to obtain certifications or a doctoral degree. We have to leave the hospital without expanding our future. We need to take control of our own development in order to enhance our employability within the period. As teaching and training hospitals, national university hospitals in Japan are facing a difficult dilemma in nurturing MTs. I hope, as a novice medical technologist, that at least university hospitals in Japan create an appropriate workplace environment for novice MTs.

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

Maximizing potential: innovative collaborative strategies between one-stops and mental health systems of care.

PubMed

Boeltzig, Heike; Timmons, Jaimie Ciulla; Marrone, Joe

2008-01-01

Barriers to seamless service delivery between workforce development and mental health systems of care have kept both entities from maximizing their potential in regards to employment for job seekers with mental illness who are capable of work and seeking employment. Using a multiple case study design, this study examined the nature of collaboration between workforce development and mental health systems to understand the policies and practices in place to assist individuals with mental illness to find and keep work. The paper presents innovative strategies that involved staff from both workforce development and mental health agencies. Findings from this research identified the following collaborative strategies: (a) the creation of liaison positions and collaborative teams; (b) staff training on mental health and workforce issues; and (c) multi-level involvement of individuals with mental illness. Implications for workforce professionals are offered as a way to stimulate implementation of such strategies.

Personalized technologist dose audit feedback for reducing patient radiation exposure from CT.

PubMed

Miglioretti, Diana L; Zhang, Yue; Johnson, Eric; Lee, Choonsik; Morin, Richard L; Vanneman, Nicholas; Smith-Bindman, Rebecca

2014-03-01

The aim of this study was to determine whether providing radiologic technologists with audit feedback on doses from CT examinations they conduct and education on dose-reduction strategies reduces patients' radiation exposure. This prospective, controlled pilot study was conducted within an integrated health care system from November 2010 to October 2011. Ten technologists at 2 facilities received personalized dose audit reports and education on dose-reduction strategies; 9 technologists at a control facility received no intervention. Radiation exposure was measured by the dose-length product (DLP) from CT scans performed before (n = 1,630) and after (n = 1,499) the intervention and compared using quantile regression. Technologists were surveyed before and after the intervention. For abdominal CT, DLPs decreased by 3% to 12% at intervention facilities but not at the control facility. For brain CT, DLPs significantly decreased by 7% to 12% at one intervention facility; did not change at the second intervention facility, which had the lowest preintervention DLPs; and increased at the control facility. Technologists were more likely to report always thinking about radiation exposure and associated cancer risk and optimizing settings to reduce exposure after the intervention. Personalized audit feedback and education can change technologists' attitudes about, and awareness of, radiation and can lower patient radiation exposure from CT imaging. Copyright © 2014 American College of Radiology. All rights reserved.

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.

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.

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...

Informing a Pedagogy for Design and Problem-Solving in Hard Materials by Theorising Technologists' Learning Experiences

ERIC Educational Resources Information Center

Potter, Patricia; France, Bev

2018-01-01

Design and problem solving are central to technology and have distinguished learning in technology from other curriculum areas. This research investigated how expert technologists learn design and problem solving through experience. Data was collected from four expert technologists and this information was analysed using learning theories that…

For Medical Technologists: The Frontier of Clinical Pathology. Six Interviews Conducted at the National Institutes of Health.

ERIC Educational Resources Information Center

National Institutes of Health (DHEW), Bethesda, MD. Clinical Center.

The responses of six medical technologists to an interviewer's questions give a view of the working life in the clinical pathology laboratory of the National Institutes of Health (NIH). The technologists cite the competence of co-workers, sophisticated equipment, opportunities to further their education, and the challenge of participation in…

Collaborating with cardiac sonographers to develop work-related musculoskeletal disorder interventions

PubMed Central

Sommerich, Carolyn M.; Lavender, Steven A.; Evans, Kevin; Sanders, Elizabeth; Joines, Sharon; Lamar, Sabrina; Umar, Radin Zaid Radin; Yen, Wei-Ting; Li, Jing; Nagavarapu, Shasank; Dickerson, Jennifer A.

2016-01-01

For more than two decades, surveys of imaging technologists, including cardiac sonographers, diagnostic medical sonographers, and vascular technologists, have consistently reported high prevalence of work-related musculoskeletal discomfort (WRMSD). Yet, intervention research involving sonographers is limited. In this study, we used a participatory approach to identifying needs and opportunities for developing interventions to reduce sonographers’ exposures to WMSD risk factors. In this paper, we present some of those needs. We include descriptions of two interventions, targeted for cardiac sonographers, that were developed, through an iterative process, into functional prototypes that were evaluated in pilot tests by practicing sonographers. One of these interventions is now in daily use. We would like other engineers and ergonomists to recognize this area of opportunity to apply their knowledge of biomechanics and design in order to begin to address the high prevalence of WRMSDs in sonographers, by working with sonographers to develop useful and usable interventions. PMID:26642863

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.

Technical Note: Display window setting: An important factor for detecting subtle but clinically relevant artifacts in daily CT quality control.

PubMed

Long, Zaiyang; Bruesewitz, Michael R; Sheedy, Emily N; Powell, Michele A; Kramer, Jacqualynn C; Supalla, Randall R; Colvin, Chance M; Bechel, Jessica R; Favazza, Christopher P; Kofler, James M; Leng, Shuai; McCollough, Cynthia H; Yu, Lifeng

2016-12-01

This study aimed to investigate the influence of display window setting on technologist performance detecting subtle but clinically relevant artifacts in daily computed tomography (CT) quality control (dQC) images. Fifty three sets of dQC images were retrospectively selected, including 30 sets without artifacts, and 23 with subtle but clinically relevant artifacts. They were randomized and shown to six CT technologists (two new and four experienced). Each technologist reviewed all images in each of two sessions, one with a display window width (WW) of 100 HU, which is currently recommended by the American College of Radiology, and the other with a narrow WW of 40 HU, both at a window level of 0 HU. For each case, technologists rated the presence of image artifacts based on a five point scale. The area under the receiver operating characteristic curve (AUC) was used to evaluate the artifact detection performance. At a WW of 100 HU, the AUC (95% confidence interval) was 0.658 (0.576, 0.740), 0.532 (0.429, 0.635), and 0.616 (0.543, 0.619) for the experienced, new, and all technologists, respectively. At a WW of 40 HU, the AUC was 0.768 (0.687, 0.850), 0.546 (0.433, 0.658), and 0.694 (0.619, 0.769), respectively. The performance significantly improved at WW of 40 HU for experienced technologists (p = 0.009) and for all technologists (p = 0.040). Use of a narrow display WW significantly improved technologists' performance in dQC for detecting subtle but clinically relevant artifacts as compared to that using a 100 HU display WW.

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.

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…

What you need to know to become a MEG technologist.

PubMed

Mason, Karen M; Ebersole, Susan M; Fujiwara, Hisako; Lowe, James P; Bowyer, Susan M

2013-09-01

Magnetoencephalography (MEG) is a way to noninvasively localize sources of electrical activity within the human brain, by measuring the very weak magnetic fields just outside of the head. This paper is an introduction to MEG for technologists who are interested in performing MEG studies. We have organized the paper into a brief overview of what MEG measures and how it does it, as well as a short history of the MEG manufacturers. There is a discussion of the differences in coils/sensors used to detect the magnetic fields, followed by a detailed description of what an average MEG technologist does to perform a MEG study. Some MEG centers may require more duties from the MEG technologist than are listed here and others may require fewer duties. We finish the paper with the contraindications for a MEG study, a job description for the MEG technologist, and a MEG procedure checklist to help keep the tasks organized.

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...

Automated Processing and Evaluation of Anti-Nuclear Antibody Indirect Immunofluorescence Testing.

PubMed

Ricchiuti, Vincent; Adams, Joseph; Hardy, Donna J; Katayev, Alexander; Fleming, James K

2018-01-01

Indirect immunofluorescence (IIF) is considered by the American College of Rheumatology (ACR) and the international consensus on ANA patterns (ICAP) the gold standard for the screening of anti-nuclear antibodies (ANA). As conventional IIF is labor intensive, time-consuming, subjective, and poorly standardized, there have been ongoing efforts to improve the standardization of reagents and to develop automated platforms for assay incubation, microscopy, and evaluation. In this study, the workflow and performance characteristics of a fully automated ANA IIF system (Sprinter XL, EUROPattern Suite, IFA 40: HEp-20-10 cells) were compared to a manual approach using visual microscopy with a filter device for single-well titration and to technologist reading. The Sprinter/EUROPattern system enabled the processing of large daily workload cohorts in less than 8 h and the reduction of labor hands-on time by more than 4 h. Regarding the discrimination of positive from negative samples, the overall agreement of the EUROPattern software with technologist reading was higher (95.6%) than when compared to the current method (89.4%). Moreover, the software was consistent with technologist reading in 80.6-97.5% of patterns and 71.0-93.8% of titers. In conclusion, the Sprinter/EUROPattern system provides substantial labor savings and good concordance with technologist ANA IIF microscopy, thus increasing standardization, laboratory efficiency, and removing subjectivity.

Automated Processing and Evaluation of Anti-Nuclear Antibody Indirect Immunofluorescence Testing

PubMed Central

Ricchiuti, Vincent; Adams, Joseph; Hardy, Donna J.; Katayev, Alexander; Fleming, James K.

2018-01-01

Indirect immunofluorescence (IIF) is considered by the American College of Rheumatology (ACR) and the international consensus on ANA patterns (ICAP) the gold standard for the screening of anti-nuclear antibodies (ANA). As conventional IIF is labor intensive, time-consuming, subjective, and poorly standardized, there have been ongoing efforts to improve the standardization of reagents and to develop automated platforms for assay incubation, microscopy, and evaluation. In this study, the workflow and performance characteristics of a fully automated ANA IIF system (Sprinter XL, EUROPattern Suite, IFA 40: HEp-20-10 cells) were compared to a manual approach using visual microscopy with a filter device for single-well titration and to technologist reading. The Sprinter/EUROPattern system enabled the processing of large daily workload cohorts in less than 8 h and the reduction of labor hands-on time by more than 4 h. Regarding the discrimination of positive from negative samples, the overall agreement of the EUROPattern software with technologist reading was higher (95.6%) than when compared to the current method (89.4%). Moreover, the software was consistent with technologist reading in 80.6–97.5% of patterns and 71.0–93.8% of titers. In conclusion, the Sprinter/EUROPattern system provides substantial labor savings and good concordance with technologist ANA IIF microscopy, thus increasing standardization, laboratory efficiency, and removing subjectivity. PMID:29780386

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.

Construct of Dialysis Employee Satisfaction: Acquiring Satisfaction Factors and Their Contributions.

PubMed

Gu, Xiuzhu; Itoh, Kenji

2015-10-01

We developed a construct of dialysis employees' satisfaction as an assessment framework and identified the crucial factors that contribute to overall job satisfaction. We also seek to capture some important characteristics of dialysis professionals' job satisfaction/dissatisfaction in Japan. A questionnaire was developed, including 35 facet-specific job-related satisfaction and 10 general satisfaction items in closed-ended questions. A questionnaire-based survey was conducted between August and October 2013. A total of 799 valid responses (87% of response rate) were collected from 46 physicians, 470 nurses and 251 technologists in the dialysis department of 43 facilities in Japan. Five satisfaction factors were derived by applying principal component analysis with 61% of cumulative variance accounted for. Physicians, nurses and technologists in the dialysis department shared a similar trend of job satisfaction that they were more satisfied with leadership, and communication and teamwork among the five factors, whereas their satisfaction level was relatively low with salary and welfare conditions. Physicians expressed the strongest satisfaction with any factor while nurses were the least satisfied. Nurses' and technologists' overall job satisfaction was mostly determined by satisfaction with self-actualization, and work demands and workload. A five-factor construct of dialysis employee satisfaction was identified. Overall job satisfaction of dialysis nurses and technologists were not overly high in Japan, and this seems to be caused by their relatively low satisfaction with self-actualization and with work demands and workload. Therefore, it is suggested that their work conditions and environment must be improved to support their self-actualization and to reduce their workload. © 2015 The Authors. Therapeutic Apheresis and Dialysis © 2015 International Society for Apheresis.

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.

An Inquiry into Educational Technologists' Conceptions of Their Philosophies of Teaching and Technology

ERIC Educational Resources Information Center

Kanuka, Heather; Smith, Erika E.; Kelland, Jennifer H.

2013-01-01

It has been suggested that when we know our philosophy of teaching and technology we then have the ability to articulate not only what we are doing as educational technologists, but what we want to achieve with the technologies, and why. And while most educational technologists would agree that knowing our philosophical orientations is important,…

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.

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.

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.

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…

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.

Airborne Windshear Detection and Warning Systems. Fifth and Final Combined Manufacturers' and Technologists' Conference, part 2

NASA Technical Reports Server (NTRS)

Delnore, Victor E. (Compiler)

1994-01-01

The Fifth Combined Manufacturers' and Technologists' Airborne Windshear Review Meeting was hosted by the NASA Langley Research Center and the Federal Aviation Administration in Hampton, Virginia, on September 28-30, 1993. The purpose was to report on the highly successful windshear experiments conducted by government, academic institutions, and industry; to transfer the results to regulators, manufacturers, and users; and to set initiatives for future aeronautics technology research. The formal sessions covered recent developments in windshear flight testing, windshear modeling, flight management, and ground-based systems, airborne windshear detection systems, certification and regulatory issues, and development and applications of sensors for wake vortices and for synthetic and enhanced vision systems. This report was compiled to record and make available the technology updates and materials from the conference.

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.

The Importance of Quality in Ventilation-Perfusion Imaging.

PubMed

Mann, April; DiDea, Mario; Fournier, France; Tempesta, Daniel; Williams, Jessica; LaFrance, Norman

2018-06-01

As the health care environment continues to change and morph into a system focusing on increased quality and evidence-based outcomes, nuclear medicine technologists must be reminded that they play a critical role in achieving high-quality, interpretable images used to drive patient care, treatment, and best possible outcomes. A survey performed by the Quality Committee of the Society of Nuclear Medicine and Molecular Imaging Technologist Section demonstrated that a clear knowledge gap exists among technologists regarding their understanding of quality, how it is measured, and how it should be achieved by all practicing technologists regardless of role and education level. Understanding of these areas within health care, in conjunction with the growing emphasis on evidence-based outcomes, quality measures, and patient satisfaction, will ultimately elevate the role of nuclear medicine technologists today and into the future. The nuclear medicine role now requires technologists to demonstrate patient assessment skills, practice safety procedures with regard to staff and patients, provide patient education and instruction, and provide physicians with information to assist with the interpretation and outcome of the study. In addition, the technologist must be able to evaluate images by performing technical analysis, knowing the demonstrated anatomy and pathophysiology, and assessing overall quality. Technologists must also be able to triage and understand the disease processes being evaluated and how nuclear medicine diagnostic studies may drive care and treatment. Therefore, it is imperative that nuclear medicine technologists understand their role in the achievement of a high-quality, interpretable study by applying quality principles and understanding and using imaging techniques beyond just basic protocols for every type of disease or system being imaged. This article focuses on quality considerations related to ventilation-perfusion imaging. It provides insight on appropriate imaging techniques and protocols, true imaging variants and tracer distributions versus artifacts that may result in a lower-quality or misinterpreted study, and the use of SPECT and SPECT/CT as an alternative providing a high-quality, interpretable study with better diagnostic accuracy and fewer nondiagnostic procedures than historical planar imaging. © 2018 by the Society of Nuclear Medicine and Molecular Imaging.

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.

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.

Pre-reading mammograms by specialised breast technologists: legal implications for technologist and radiologist in The Netherlands.

PubMed

van den Biggelaar, F J H M; Flobbe, K; van Engelshoven, J M A; de Bijl, N P Y M

2009-09-01

This paper focuses on the legal implications in terms of duties and responsibilities for radiologists and radiologic technologists of independent pre-reading of mammograms by radiologic technologists, so patients could be discharged without being seen by a radiologist. Pre-reading could be effectuated when preconditions are met to perform reserved procedures by unauthorised professionals as stated in the Individual Health Care Professions (IHCP) Act. Furthermore, compliance with a protocol or code of conduct in combination with adequate training and supervision should be sufficient to disprove potential claims. For a wide implementation, pre-reading should be well-embedded in legal rules and should answer the professional standard of care.

Public health workforce taxonomy.

PubMed

Boulton, Matthew L; Beck, Angela J; Coronado, Fátima; Merrill, Jacqueline A; Friedman, Charles P; Stamas, George D; Tyus, Nadra; Sellers, Katie; Moore, Jean; Tilson, Hugh H; Leep, Carolyn J

2014-11-01

Thoroughly characterizing and continuously monitoring the public health workforce is necessary for ensuring capacity to deliver public health services. A prerequisite for this is to develop a standardized methodology for classifying public health workers, permitting valid comparisons across agencies and over time, which does not exist for the public health workforce. An expert working group, all of whom are authors on this paper, was convened during 2012-2014 to develop a public health workforce taxonomy. The purpose of the taxonomy is to facilitate the systematic characterization of all public health workers while delineating a set of minimum data elements to be used in workforce surveys. The taxonomy will improve the comparability across surveys, assist with estimating duplicate counting of workers, provide a framework for describing the size and composition of the workforce, and address other challenges to workforce enumeration. The taxonomy consists of 12 axes, with each axis describing a key characteristic of public health workers. Within each axis are multiple categories, and sometimes subcategories, that further define that worker characteristic. The workforce taxonomy axes are occupation, workplace setting, employer, education, licensure, certification, job tasks, program area, public health specialization area, funding source, condition of employment, and demographics. The taxonomy is not intended to serve as a replacement for occupational classifications but rather is a tool for systematically categorizing worker characteristics. The taxonomy will continue to evolve as organizations implement it and recommend ways to improve this tool for more accurate workforce data collection. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

The nursing contribution to chronic disease management: a discussion paper.

PubMed

Forbes, Angus; While, Alison

2009-01-01

This paper explores the nature of the nursing contribution to chronic disease management (CDM) and identifies a number of key nursing activities within CDM both at the individual patient and care system levels. The activities were identified following a detailed review of the literature (160 reports and studies of nursing practice) relating to three tracer disorders: diabetes, chronic obstructive pulmonary disease and multiple sclerosis. The paper examines these activities collectively to generate models expressing some of the core functions of nursing within CDM. The paper illustrates some of the changing characteristics of nursing roles within CDM. More fundamentally, the paper questions the position of nursing in relation to the technologies that define CDM systems and proposes four levels of contribution: the nurse as technology; the nurse as technologist; the nurse as system engineer; and the nurse as architect. These different levels reflect distinctions in the nature of the nursing gaze and power relations within the health care workforce. The paper also highlights how nurses are failing to develop the evidence for their practice in CDM. The paper concludes that there is a need for some clear principles to guide clinical practice and encourage innovation in CDM. It is argued that the principles should not be rule-bound but define a distinctive nursing gaze that will position the nursing profession within the health care system and in relation to other professions. The gaze should incorporate the needs of the individual patient and the care system that they inhabit.

Public health nutrition workforce development in seven European countries: constraining and enabling factors.

PubMed

Kugelberg, Susanna; Jonsdottir, Svandis; Faxelid, Elisabeth; Jönsson, Kristina; Fox, Ann; Thorsdottir, Inga; Yngve, Agneta

2012-11-01

Little is known about current public health nutrition workforce development in Europe. The present study aimed to understand constraining and enabling factors to workforce development in seven European countries. A qualitative study comprised of semi-structured face-to-face interviews was conducted and content analysis was used to analyse the transcribed interview data. The study was carried out in Finland, Iceland, Ireland, Slovenia, Spain, Sweden and the UK. Sixty key informants participated in the study. There are constraining and enabling factors for public health nutrition workforce development. The main constraining factors relate to the lack of a supportive policy environment, fragmented organizational structures and a workforce that is not cohesive enough to implement public health nutrition strategic initiatives. Enabling factors were identified as the presence of skilled and dedicated individuals who assume roles as leaders and change agents. There is a need to strengthen coordination between policy and implementation of programmes which may operate across the national to local spectrum. Public health organizations are advised to further define aims and objectives relevant to public health nutrition. Leaders and agents of change will play important roles in fostering intersectorial partnerships, advocating for policy change, establishing professional competencies and developing education and training programmes.

Linking Workforce Development to Economic Development: A Casebook for Community Colleges

ERIC Educational Resources Information Center

Rothwell, William J., Ed.; Gerity, Patrick E., Ed.

2008-01-01

"Linking Workforce Development to Economic Development: A Casebook for Community Colleges" is a compilation of best practice examples, which illustrate what it takes for community colleges to achieve their goal of helping people acquire education and skills, helping employers, supporting communities, and building the nation. The book is…

Going Green: Developing the Green-Collar Workforce. Commission Report 08-27

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2008

2008-01-01

Part of any effort made by the California Postsecondary Education Commission to better understand the nexus between postsecondary education and the workforce is learning more about emerging economic and workforce trends. The emergence of the "green economy"-- economic activity based on environmentally-friendly, sustainable principles and…

Seeking a State Workforce Strategy

ERIC Educational Resources Information Center

Fischer, David Jason; Mack, Melinda

2015-01-01

New York's workforce system is a complicated entity that engages nearly a dozen state agencies and myriad funding streams originating at the federal and state levels, and operates on the ground in ten economic development regions, 33 designated workforce investment areas, community-based organizations, labor unions and 62 counties. This report…

Professional Development Scholarships Increase Qualifications of Diverse Providers

ERIC Educational Resources Information Center

Lipscomb, Shannon T.; Schmitt, Sara A.; Pratt, Megan E.

2015-01-01

Efforts to improve school readiness call for improvements in the professional qualifications of the early childhood workforce. It is critically important that these efforts are inclusive of a diverse workforce. Providers from diverse ethnic and linguistic backgrounds make up a sizable portion of the early childhood workforce, yet diversity…

U.S. Department of Agriculture Need for Improved Workforce Planning

DTIC Science & Technology

1990-03-01

For example, op organized a task force, consisting of mostly agency personnel, on workforce plan- ning as part of a new marketing strategy aimed at...departmental policy on workforce planning. As another part of this marketing strategy , op is developing a UsDA-wide recruitment plan. The purpose of

A comparison of personality attributes of science teachers and medical technologists

NASA Astrophysics Data System (ADS)

Kazi, M. U.; Piper, Martha K.

Undergraduate students who major in science make diverse career choices. Two such career choices are medical technologists and science teachers. One possible reason for science majors selecting different career choices might be attributed to varied personality dimensions. The purpose of this study was to identify a set of personality attributes that distinguish practicing medical technologists from practicing science teachers. The subjects of this study consisted of 83 medical technologists and 57 science teachers. Eysenck Personality (EPI) was utilized to investigate the personality attributes of subjects in terms of Eysenck's personality variable of Extroversion-Introversion and Neuroticism-Stability. Vocational Preference Inventory was utilized to investigate the vocational personality profile of subjects in terms of Holland's classification of occupations and work environment. Data with EPI revealed that there was no significant difference between medical technologists and science teachers with respect to Eysenck's personality variable of extroversion. However, there was found a significant difference between the two groups with respect to Eysenck's personality variable of neuroticism. Data with VPI revealed that there was no significant difference between medical technologists and science teachers with respect to Eysenck's personality variable of extroversion. Both the groups were characterized by the personality profile of IAS (Intellectual-Artistic-Social). This profile was different from that required earlier in literature.

Mammograms

MedlinePlus

... mammography facility know about breast implants when scheduling a mammogram. The technologist and radiologist must be experienced in performing mammography on women who have breast implants. If the technologist ...

Teaching Social Media in Business

ERIC Educational Resources Information Center

McHaney, Roger; Warkentin, Merrill; Sachs, David; Pope, Michael Brian; Ormond, Dustin

2015-01-01

The ways people connect, interact, share, and communicate have changed due to recent developments in information technology. These developments, categorized as social media, have captured the attention of business executives, technologists, and education professionals alike, and have altered many business models. Additionally, the concept of…

A Whole New World of Interventions: The Performance Technologist as Integrating Generalist.

ERIC Educational Resources Information Center

Hutchison, Cathleen Smith; Stein, Faith S.

1997-01-01

The authors update an article on intervention, discussing career development, communications, feedback, financial, human development, information, instructional, labor relations, measurement and evaluation, quality improvement, resource, reward and recognition, and selection systems; documentation and standards; ergonomics and human factors;…

Rural and remote young people's health career decision making within a health workforce development program: a qualitative exploration.

PubMed

Kumar, Koshila; Jones, Debra; Naden, Kathryn; Roberts, Chris

2015-01-01

One strategy aimed at resolving ongoing health workforce shortages in rural and remote settings has been to implement workforce development initiatives involving the early activation and development of health career aspirations and intentions among young people in these settings. This strategy aligns with the considerable evidence showing that rural background is a strong predictor of rural practice intentions and preferences. The Broken Hill Regional Health Career Academy Program (BHRHCAP) is an initiative aimed at addressing local health workforce challenges by helping young people in the region develop and further their health career aspirations and goals. This article reports the factors impacting on rural and remote youths' health career decision-making within the context of a health workforce development program. Data were collected using interviews and focus groups with a range of stakeholders involved in the BHRHCAP including local secondary school students, secondary school teachers, career advisors, school principals, parents, and pre-graduate health students undertaking a clinical placement in Broken Hill, and local clinicians. Data interpretation was informed by the theoretical constructs articulated within socio cognitive career theory. Young people's career decision-making in the context of a local health workforce development program was influenced by a range of personal, contextual and experiential factors. These included personal factors related to young people's career goals and motivations and their confidence to engage in career decision-making, contextual factors related to BHRHCAP program design and structure as well as the visibility and accessibility of health career pathways in a rural setting, and experiential factors related to the interaction and engagement between young people and role models or influential others in the health and education sectors. This study provided theoretical insight into the broader range of interrelating and complex personal, contextual and experiential factors impacting on rural and remote youths' career decision-making within a health workforce development initiative.

Front-line ordering clinicians: matching workforce to workload.

PubMed

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

2014-07-01

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

Public Higher Education Performance Accountability Framework Report: Goal - Contributions to Economic, Civic, and Social Development; Measure: Workforce Preparation - Degrees Awarded in Selected Areas of Projected Workforce Demand. Commission Report 07-17

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2007

2007-01-01

This report is the third in a series of measure reports that examine the economic, civic, and social development of the state by its systems of higher education. This report measures degrees awarded in selected areas of employment against workforce demand. The report found: (1) California's postsecondary schools are not producing enough graduates…

American Society of Radiologic Technologists

MedlinePlus

... Radiologist Assistant Legislation Career Center Careers in Radiologic Technology Job Bank® Job Search Resources Radiologist ... American Society of Radiologic Technologists ASRT is the premier professional ...

Advanced Learning Technologies and Learning Networks and Their Impact on Future Aerospace Workforce

NASA Technical Reports Server (NTRS)

Noor, Ahmed K. (Compiler)

2003-01-01

This document contains the proceedings of the training workshop on Advanced Learning Technologies and Learning Networks and their impact on Future Aerospace Workforce. The workshop was held at the Peninsula Workforce Development Center, Hampton, Virginia, April 2 3, 2003. The workshop was jointly sponsored by Old Dominion University and NASA. Workshop attendees came from NASA, other government agencies, industry, and universities. The objectives of the workshop were to: 1) provide broad overviews of the diverse activities related to advanced learning technologies and learning environments, and 2) identify future directions for research that have high potential for aerospace workforce development. Eighteen half-hour overviewtype presentations were made at the workshop.

The Development of an Educational Continuum to Meet Agricultural Workforce Needs

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

Burleson, Sarah; Rubenstein, Eric; Thoron, Andrew

2012-02-07

The poster explains the basic issues of a development of an educational continuum to meet agricultural workforce needs of Hendry County. The community needs include primarily jobs within the community, training of local biofuels workforce, education for profession-bound students, services for biofuels entrepreneurs, private farming system alternatives and an improvement of overall education system. These needs are to be met in Hendry County on various levels by its secondary education institutions, Edison State College and University of Florida. Each of these parties has a specific role in the overall education and training process, while the outcome of each is amore » local educated and trained workforce.« less

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

PubMed

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

2014-03-01

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

The Workforce Education and Development in Taiwan

ERIC Educational Resources Information Center

Lee, Lung-Sheng

2012-01-01

Workforce education and development (WED) can be broadly defined as those formal, informal and nonformal activities that prepare people for work. In Taiwan, it includes technological and vocational education (TVE), human resource development (HRD), public vocational training and adult education. In order to promote information exchanges and…

Kentucky Workforce Pathways Development

ERIC Educational Resources Information Center

Coburn, Karen L.

2017-01-01

The purpose of the study was to determine whether the advent of healthcare information technology was a viable career pathway for the people of northeastern Kentucky. The qualitative study used the Delphi Method to conduct and examine interviews with nine experts in Kentucky's workforce development, economic development, education, and healthcare…

Effects of Hospital Workers’ Friendship Networks on Job Stress

PubMed Central

Shin, Sung Yae; Lee, Sang Gyu

2016-01-01

Background This study attempted to identify the sources of job stress according to job position and investigate how friendship networks affect job stress. Methods Questionnaires based on The Health Professions Stress Inventory (HPSI) developed by Wolfgang experienced by healthcare providers were collected from 420 nurses, doctors and radiological technologists in two general hospitals in Korea by a multistage cluster sampling method. Multiple regression analysis was used to examine the effects of friendship networks on job stress after controlling for other factors. Results The severity of job stress differed according to level of job demands (p = .006); radiologic technologists experienced the least stress (45.4), nurses experienced moderate stress (52.4), and doctors experienced the most stress (53.6). Those with long-term friendships characterized by strong connections reported lower levels of stress than did those with weak ties to friends among nurses (1.3, p < .05) and radiological technologists (11.4, p < .01). The degree of cohesion among friends had a positive impact on the level of job stress experienced by nurses (8.2, p < .001) and radiological technologists (14.6, p < .1). Doctors who participated in workplace alumni meetings scored higher than those who did not. However, those who participated in alumni meetings outside the workplace showed the opposite tendency, scoring 9.4 (p < .05) lower than those who did not. The resources from their friendship network include both information and instrumental support. As most radiological technologists were male, their instrumental support positively affected their job stress (9.2, p < .05). Life information support was the primary positive contributor to control of nurses’ (4.1, p < .05), radiological technologists’ (8.0, p < .05) job stress. Conclusion The strength and density of such friendship networks were related to job stress. Life information support from their friendship network was the primary positive contributor to control of job stress. PMID:26900945

Office of the 21st Century Workforce. XXI, Fall 2002.

ERIC Educational Resources Information Center

XXI, 2002

2002-01-01

This document presents information on the U.S. Department of Labor's activities in the following topics areas: developing a skilled workforce; keeping workers safe; building workforce security; and connecting workers with jobs. The following items are included: (1) a discussion by the president and chief executive officer of Cisco Systems, Inc.,…

Employee Engagement: Motivating and Retaining Tomorrow's Workforce

ERIC Educational Resources Information Center

Shuck, Michael Bradley; Wollard, Karen Kelly

2008-01-01

Tomorrow's workforce is seeking more than a paycheck; they want their work to meet their needs for affiliation, meaning, and self-development. Companies willing to meet these demands will capture the enormous profit potential of a workforce of fully engaged workers. This piece explores what engagement is, why it matters, and how human resource…

Contributions of the Akamai Workforce Initiative

ERIC Educational Resources Information Center

St. John, Mark; Castori, Pam

2014-01-01

This brief presents a third party, external perspective on the Akamai Workforce Initiative (AWI), highlighting some of the contributions of the initiative over the last ten years. AWI is a program that seeks to develop a skilled local STEM workforce to meet the needs of Hawai'i's growing high-tech industry. It began as an internship program…

76 FR 4462 - Privacy Act of 1974; Report of Modified or Altered System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-25

... 1974; Report of Modified or Altered System of Records AGENCY: Office of Workforce and Career... that assistance. These records will be maintained by the Office of Workforce and Career Development... Human Services (HHS) Centers for Disease Control and Prevention (CDC) Office of Workforce and Career...

Developing Strategic Collaborative Partnerships within a Workforce Development Program

ERIC Educational Resources Information Center

Hiscano, Lisa Raudelunas

2010-01-01

Workforce development programs provide training and education to welfare recipients to prepare them to obtain and retain employment in their communities. Federal, state, and local investments are made to develop and implement programs. But, do these programs have relationships with local employers to obtain their input to provide the education and…

Skilling for the Workforce: A Tertiary Education Response to Enrich Professional Development

ERIC Educational Resources Information Center

Murphy, Gerald A.; Calway, Bruce A.

2008-01-01

Tertiary educators are being directed by government policy: to develop a learning environment where participants become more than passive receivers of knowledge and to skill the workforce through technical skills and competency-based education. Professional development is needed for compliance, and to develop and maintain generic, productivity,…

Strategic management of the health workforce in developing countries: what have we learned?

PubMed

Fritzen, Scott A

2007-02-26

The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. Workforce issues are strategic: they affect overall system performance as well as the feasibility and sustainability of health reforms. Viewing workforce issues strategically forces health authorities to confront the yawning gaps between policy and implementation in many developing countries. Lessons emerge in four areas. One concerns imbalances in workforce structure, whether from a functional specialization, geographical or facility lens. These imbalances pose a strategic challenge in that authorities must attempt to steer workforce distribution over time using a limited range of policy tools. A second group of lessons concerns the difficulties of central-level steering of the health workforce, often critically weak due to the lack of proper information systems and the complexities of public sector decentralization and service commercialization trends affecting the grassroots.A third cluster examines worker capacity and motivation, often shaped in developing countries as much by the informal norms and incentives as by formal attempts to support workers or to hold them accountable. Finally, a range of reforms centering on service contracting and improvements to human resource management are emerging. Since these have as a necessary (but not sufficient) condition some flexibility in personnel practices, recent trends towards the sharing of such functions with local authorities are promising. The paper identifies a number of current lines of productive research, focusing on the relationship between health policy reforms and the local institutional environments in which the workforce, both public and private, is deployed.

Eighth Annual Navy Workforce Research and Analysis Conference: Leading the Change: The Research Community in Navy’s Strategic Vanguard

DTIC Science & Technology

2009-01-01

13 Navy Workforce Development & Shaping Competency Management: Advances in the Collection and Utilization of Total Force...Competencies Navy Workforce Development & Shaping Competency Management: Advances in the Collection and Utilization of Total Force Competency Data A...data ( i. e., meta- data) and desc r ibe how t o use each for m t o assess a dat a set’s util ity for a specif c appl icati on. P15.5 For each type

Programs of Study and Support Services Guide. Workforce Development Education.

ERIC Educational Resources Information Center

North Carolina State Dept. of Public Instruction, Raleigh.

This document was developed to assist local school systems in North Carolina in planning effective and comprehensive workforce development education programs. It contains information about planning, required resources, instructional guidelines, and program area offerings. The guide is organized in three parts. Part I provides a program description…

Working with Value: Industry-Specific Approaches to Workforce Development. A Synthesis of Findings.

ERIC Educational Resources Information Center

Rademacher, Ida, Ed.

Multi-year applied research studied operations and outcomes of six employment initiatives that developed industry-based approaches to workforce development. Findings from the longitudinal survey of 732 individuals indicated participants in sectoral programs improved their position within local labor markets; increased wages, hours worked, and…

Workforce Training and Economic Development Fund: 2015 Annual Progress Report

ERIC Educational Resources Information Center

Iowa Department of Education, 2015

2015-01-01

The Department of Education, Division of Community Colleges, will annually provide the State Board of Education with The Workforce Training and Economic Development (WTED) Fund Annual Progress Report. Administration and oversight responsibility for the fund was transferred from the Iowa Economic Development Authority to the Iowa Department of…

Working towards Skills: Perspectives on Workforce Development in SMEs. Research Report.

ERIC Educational Resources Information Center

Hughes, Maria; Keddie, Vince; Webb, Peter; Corney, Mark

Research into workforce development (WD) considered the relationship between corporate assessments of workers' development needs and WD strategies; how learning at work takes place; and what learning methods are used and their effectiveness. Focus was on practice in small and medium-sized enterprises (SMEs). Methodology included a literature…

Regional Industry Workforce Development: The Gulf Coast Petrochemical Information Network

ERIC Educational Resources Information Center

Hodgin, Johnette; Muha, Susan

2008-01-01

The Gulf Coast Petrochemical Information Network (GC-PIN) is a workforce development partnership among industry businesses and area institutions of higher education in the four-county Gulf Coast region. GC-PIN partners develop new industry-specific curricula, foster industry career awareness, and retrain existing employees in new technologies.

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.

Work history and radioprotection practices in relation to cancer incidence and mortality in US radiologic technologists performing nuclear medicine procedures.

PubMed

Bernier, Marie Odile; Doody, Michele M; Van Dyke, Miriam E; Villoing, Daphné; Alexander, Bruce H; Linet, Martha S; Kitahara, Cari M

2018-05-02

Technologists working in nuclear medicine (NM) are exposed to higher radiation doses than most other occupationally exposed populations. The aim of this study was to estimate the risk of cancer in NM technologists in relation to work history, procedures performed and radioprotection practices. From the US Radiologic Technologists cohort study, 72 755 radiologic technologists who completed a 2003-2005 questionnaire were followed for cancer mortality through 31 December 2012 and for cancer incidence through completion of a questionnaire in 2012-2013. Multivariable-adjusted models were used to estimate HRs for total cancer incidence and mortality by history of ever performing NM procedures and frequency of performing specific diagnostic or therapeutic NM procedures and associated radiation protection measures by decade. During follow-up (mean=7.5 years), 960 incident cancers and 425 cancer deaths were reported among the 22 360 technologists who worked with NM procedures. We observed no increased risk of cancer incidence (HR 0.96, 95% CI 0.89 to 1.04) or death (HR 1.05, 95% CI 0.93 to 1.19) among workers who ever performed NM procedures. HRs for cancer incidence but not mortality were higher for technologists who began performing therapeutic procedures in 1960 and later compared with the 1950s. Frequency of performing diagnostic or therapeutic NM procedures and use of radioprotection measures were not consistently associated with cancer risk. No clear associations were observed for specific cancers, but results were based on small numbers. Cancer incidence and mortality were not associated with NM work history practices, including greater frequency of procedures performed. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Space Technology Industry Forum

NASA Image and Video Library

2010-07-13

Bobby Braun, far left, NASA Chief Technologist, speaks during the NASA New Space Technology Industry Forum being held at the University of Maryland in College Park on Wednesday, July 14, 2010. Mr. Braun is joined on the panel by James Reuther, Director of Strategic Integration at NASA Headquarters, second from left; Keith Belvin, NASA Systems Engineer at NASA Langley Research Center and Ramona Travis, NASA Stennis Space Center Chief Technologist, far right. During the two-day event, speakers are focusing on the president's fiscal year 2011 budget request for NASA's new Space Technology Program. Representatives from industry, academia and the federal government are in attendance to discuss strategy, development and implementation of NASA's proposed new technology-enabled exploration. Photo Credit: (NASA/Carla Cioffi)

DOLWD Division of Employment and Training Services

Science.gov Websites

State Employees Division of Employment and Training Services Search Labor & Workforce Development ; Department of Labor & Workforce Development > Employment And Training Services > Home Ed Flanagan , Director Mission Statement Provide labor exchange, employment and training services, and unemployment

Electrocardiography: A Technologist's Guide to Interpretation.

PubMed

Tso, Colin; Currie, Geoffrey M; Gilmore, David; Kiat, Hosen

2015-12-01

The nuclear medicine technologist works with electrocardiography when performing cardiac stress testing and gated cardiac imaging and when monitoring critical patients. To enhance patient care, basic electrocardiogram interpretation skills and recognition of key arrhythmias are essential for the nuclear medicine technologist. This article provides insight into the anatomy of an electrocardiogram trace, covers basic electrocardiogram interpretation methods, and describes an example case typical in the nuclear medicine environment. © 2015 by the Society of Nuclear Medicine and Molecular Imaging, Inc.

The Technologist Function in Fields Related to Radiology: Tasks in Radiation Therapy and Diagnostic Ultrasound. Research Report No. 9; Relating Technologist Tasks in Diagnostic Radiology, Ultrasound and Radiation Therapy. Research Report No. 10.

ERIC Educational Resources Information Center

Gilpatrick, Eleanor

The two research reports included in this document describe the application of the Health Services Mobility Study (HSMS) task analysis method to two technologist functions and examine the interrelationships of these tasks with those in diagnostic radiology. (The HSMS method includes processes for using the data for designing job ladders, for…

[Strategies to Cope with the Shortage of Technologists: Facing the Mass-Retirement of the 'Baby-Boomer' Generation].

PubMed

Morikane, Keita; Yamada, Miyuki

2015-03-01

In Japan, the primary 'baby-boomer' generation, born between 1947 and 1949, is now in its retirement. This has caused a marked shortage of human resources nationwide. Clinical laboratory technologists are no exception, and many clinical laboratories in Japanese healthcare facilities are struggling with management because the number of new graduates, i.e., newly licensed technologists, is mostly fixed and, therefore, their recruitment is becoming more and more competitive. Our laboratory is now facing a wave of mass-retirement associated with our history. In addition, in the early 2000s, there was almost no position for new graduates replacing those retiring because of the change in the social healthcare system as well as our hospital's policy. This resulted in uneven numbers of technologists in generations, and it seemed to be getting worse. Fortunately, five years ago, the direction of social health care was changed and lots of positions became available as a result. We have been trying to recruit new graduates and experienced technologists as well, and were able to hire 18 people. Among them, 8 were non-freshmen. The generation gap has been mostly resolved. We will continue to make our laboratory more attractive not just to new graduates but also to experienced technologists, especially those who wish to return to work after a several-year absence to raise their children. We believe that this will energize our laboratory.

Building Leadership Skills and Promoting Workforce Development: Evaluation Data Collected from Public Health Professionals in the Field of Maternal and Child Health

PubMed Central

Kasehagen, Laurin; Barradas, Danielle T.; ‘Ali, Zarinah

2015-01-01

Professional development, including training and leadership skill building, is important for maternal and child health (MCH) epidemiologists. Current workforce development and training opportunities vary, but lack an emphasis on linking leadership competencies with MCH epidemiology. This paper describes efforts at the annual MCH Epidemiology Conference (the “Conference”) to promote leadership activities and workforce development, and recommendations to enhance professional development. An evaluation of attendee opinions on Conference workforce development activities was conducted during the 2009 and 2010 Conferences (70 and 66 % response rates, respectively). Frequencies and percentages were calculated overall and by attendee profession. Qualitative responses to questions regarding workforce and professional development were classified by theme in 2009, and a categorical question was developed for the 2010 evaluation. A combined 38 % of Conference attendees in 2009 and 2010 were MCH epidemiologists and 62 % were other MCH professionals. Attendees recommended more support and access to training, mentoring, and resources including job opportunities. Continuing education (41 %), special knowledge and skills-building training (51 %), and development of online resources for training (57 %) were highly recommended by attendees. Career (47 %) and leadership (49 %) mentoring by senior-level professionals in the field were also highly recommended. Promotion of leadership can be achieved by integrating the concept of leadership into the Conference itself; by publishing and disseminating MCH epidemiologic research in scientific, program, and policy settings; and by communicating the importance of epidemiologic findings to stakeholders and other non-scientific audiences. PMID:22923283

Strategic planning for radiology: opening an outpatient diagnostic imaging center.

PubMed

Leepson, Evan

2003-01-01

Launching a new diagnostic imaging center involves very specific requirements and roadmaps, including five major areas of change that have a direct impact on planning: Imaging and communication technology Finances and reimbursement Ownership structure of imaging entities Critical workforce shortages Imaging is moving outside radiology First, planning must focus on the strategic level of any organization, whether it is a multi-national corporation or a six-person radiology group. Think of all organizations as a triangle with three horizontal levels: strategic, managerial and operational. The strategic level of decision-making is at the top of the triangle, and here is where planning must take place. For strategic planning to work, there must be focused time and energy spent on this activity, usually away from the reading room and imaging center. There are five planning strategies, which must have the explicit goal of developing and growing the imaging center. The five strategies are: Clinical and quality issues, Governance and administration, Technology, Relationships, Marketing and business development. The best way to plan and implement these strategies is to create work groups of radiologists, technologists, and administrative and support staff. Once the group agrees on the strategy and tactic, it takes responsibility for implementation. Embarking on the launch of a new outpatient diagnostic imaging center is no small undertaking, and anyone who has struggled with such an endeavor can readily attest to the associated challenges and benefits. Success depends on many things, and one of the most important factors relates to the amount of time and the quality of effort spent on strategic planning at the outset. Neglecting or skimping on this phase may lead to unforeseen obstacles that could potentially derail the project.

A Contextual Examination of Education and Workforce Development in California. Working Paper WP/05-04

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The role and responsibility of postsecondary education in preparing California's workforce demand both a research-based examination and a comprehensive discussion that can bring education and workforce interests together at the state level. This policy brief and others to follow examine where and how the state's postsecondary systems fit into a…

A Contextual Examination of Education and Workforce Development in California. Commission Report 05-13

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The role and responsibility of postsecondary education in preparing California's workforce demand both a research-based examination and a comprehensive discussion that can bring education and workforce interests together at the state level. This policy brief and others to follow examine where and how the state's postsecondary systems fit into a…

Quality of the ECEC Workforce in Romania: Empirical Evidence from Parents' Experiences

ERIC Educational Resources Information Center

Matei, Aniela; Ghenta, Mihaela

2018-01-01

The quality of the early childhood workforce is central to service provision in this area, being a major factor in determining children's development over the course of their lives. Specific skills and competencies are expected from early childhood education and care (ECEC) workforce. Well-trained staff from ECEC settings are an extremely…

Reach Higher, America: Overcoming Crisis in the U.S. Workforce. Media

ERIC Educational Resources Information Center

National Commission on Adult Literacy (NJ1), 2008

2008-01-01

America's workforce is facing an education and skills crisis. Among the 30 member countries of the Organisation for Economic Cooperation and Development, the United States is the only one in which younger adults are less educated than the previous generation. "Unless we invest now to educate and train our workforce, America risks its economic…

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

ERIC Educational Resources Information Center

Yarnall, Louise

2014-01-01

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

Developing the Child Care Workforce: Understanding "Fight" or "Flight" Amongst Workers

ERIC Educational Resources Information Center

Bretherton, Tanya

2010-01-01

The early childhood education and care sector in Australia is undergoing a shift in philosophy. Changes in policy are driving the industry towards a combined early childhood education and care focus, away from one only on child care. This move has implications for the skilling of the child care workforce. This report examines workforce development…

Partnerships for Workforce Development in Business and Marketing Education. Annual Atlantic Coast Business & Marketing Education Conference Proceedings (14th, Greenville, North Carolina, February 21-22, 1997). Volume 8.

ERIC Educational Resources Information Center

Wallace, Ivan, Ed.

This proceedings includes the following papers: "Multimedia Case Studies--Business Reality for Students" (Agneberg); "Interactive Development and Design--A Business Approach" (Agneberg); "Ethics Instruction for Workforce Development" (Arnold); "Career Development Focus in Lincoln County" (Beam);…

Performance standards of the nerve conduction study technologist.

PubMed

Neal, Peggy J; Katirji, Bashar

2008-06-01

The primary performance standard of the nerve conduction study technologist is to perform nerve conduction studies (NCS) on patients with trauma or diseases of the peripheral nervous system. However, to be in compliance with various healthcare/medical accreditation agencies, such as Occupational Safety and Health Administration (OSHA), Centers for Disease Control and Prevention (CDC), or The Joint Commission [formerly known as the Joint Commission on Accreditation of Healthcare Organizations (JCAHO)], there are many other important performance objectives that must be met as well. It is the responsibility of the NCS technologist to meet these standards on a daily basis. Once these standards become an expected responsibility of the NCS technologist's position, the patient undergoing a nerve conduction study should be assured of a high quality test performed in an optimal safety environment.

[Authorized Qualifications of Staff Conducting Examinations in the Field of Clinical Microbiology].

PubMed

Nishiyama, Hiroyuki

2015-04-01

Because of the increase in healthcare-associated infections, appearance of highly resistant bacteria, and that of emerging/re-emerging infectious diseases, it is necessary for the skills of clinical microbiological technologists and the associated technology to be improved. Technologist in Microbiology (4,717 certified) and Specialist in Microbiology (58 certified) are authorized qualifications in the field of examination for clinical microbiology, with a history of 60 years, and Clinical Microbiological Technologist (670 certified) and Infection Control Microbiological Technologist (ICMT) (528 certified) are necessary qualifications to become a member of an infection control team. As problems to be resolved, clarifying the relationships among the authorized qualifications, reconsidering the fairness of evaluating written examinations, and further consideration of the administration method for an increasing number of examinees need to be tackled.

The role of the medical laboratory technologist in drinking and driving cases. Part 2: The use of hospital alcohol results as evidence and providing testimony in court.

PubMed

Westenbrink, W

1992-01-01

Medical laboratory technologists routinely conduct alcohol analyses for medical purposes, however, in certain circumstances the results are used legally to determine a driver's Blood Alcohol Concentration. The technologist who performed the analysis may subsequently be required to provide evidence in court. The primary areas of interest to the court in these cases are: the type of swab utilized, the continuity of the blood sample, the method of analysis, the margin of error of the results, and the conversion of a serum alcohol concentration to a blood alcohol concentration in units as per the Criminal Code. Pre-trial preparation, courtroom procedures, and suggestions to enhance the technologist's credibility as a professional witness are outlined.

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

NASA Technical Reports Server (NTRS)

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

2003-01-01

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

Educational Attainment in Southeast Wisconsin

ERIC Educational Resources Information Center

Million, Laura; Henken, Rob; Dickman, Anneliese

2010-01-01

In metro Milwaukee, as a part of the WIRED Initiative, the Regional Workforce Alliance (RWA)--a collaboration of organizations representing workforce development, economic development and education across southeast Wisconsin--has established the framework for pursuing the local talent dividend goal and a regional strategy for increasing…

Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success

ERIC Educational Resources Information Center

Williams, Donna Elizabeth

2012-01-01

Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success. Donna Elizabeth Williams, 2011: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Learning Disabilities, Community Based Instruction, Academic Advising, Career Counseling, Career Planning. This…

Nurses' perceptions of the challenges related to the Omanization policy.

PubMed

Al-Riyami, M; Fischer, I; Lopez, V

2015-12-01

Human resource development has become a major concern in Oman since the inception of the 'Omanization' policy in 1988. The main goal of this policy was to replace the expatriate nursing workforce with similarly qualified local nurses to develop a sustainable workforce and achieve self-reliance. The aim of this study is to explore the nurses' perceptions of Omanization policy. A qualitative research design was used and 16 Omani registered nurses and 26 student nurses were interviewed in depth. Transcribed data were analysed using content analysis. Two main themes emerged from the data: 'Challenges of sustaining the local nursing workforce' and 'Challenges of educational preparation for local nurses'. The participants agreed that Omanization benefited national development, social stability and ensuring local workforce. The challenges faced were cultural and work life balance, preparation of nurses and pace of replacement. The participants were concerned that the pace of replacement could leave behind a marked experience gap. A slow-phased approach to Omanization of the nursing workforce was recommended by the participants. Results obtained from this study reflect the perceptions and voices of student nurses and registered nurses only from the Institute of Nursing and Oman Ministry of Health. A policy of this magnitude requires gradual establishment. The upgrading of the nursing education to degree level, continuous professional development, mentoring and role modeling of expert nurses should be established to prepare local nurses for the localization of the nursing workforce. © 2015 International Council of Nurses.

Geoscience Workforce Development at UNAVCO: Leveraging the NSF GAGE Facility

NASA Astrophysics Data System (ADS)

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

2013-12-01

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

Serving, Following, and Leading in Health Care.

PubMed

Penny, Steven M

2017-07-01

Radiologic technologists often perform diverse roles throughout the workday, and they should have at least a minimal understanding of the responsibility and effects of these roles on the patient and organization. Although technologists can practice independently or as part of a work group, individuals should be prepared to improve patient care and to function as a servant, follower, and leader for the overall success of the organization. This article examines those roles, emphasizing servantship. ©2017 American Society of Radiologic Technologists.

Rethinking Teacher Workforce Development: A Strategic Human Resource Management Perspective

ERIC Educational Resources Information Center

Smylie, Mark A.; Miretzky, Debra; Konkol, Pamela

2004-01-01

In this chapter, the authors focus on teacher development as a collective and organizational issue. They begin with a brief review of conventional approaches to teacher workforce development and management, including current critiques of these efforts, their possible consequences, and an overview of the recent calls for more comprehensive,…

Workforce Training and Economic Development Fund: 2014 Annual Progress Report

ERIC Educational Resources Information Center

Iowa Department of Education, 2014

2014-01-01

The Workforce Training and Economic Development (WTED) Fund was established in 2003 as part of the Grow Iowa Values Fund and is currently funded through the Iowa Skilled Worker and Job Creation Fund. This fund has become an important source of financing for community college new program innovation, development, and capacity building, particularly…

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

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

None

2009-04-01

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

Center for Adaptive Optics | ISEE

Science.gov Websites

Workforce Initiative, a partnership between the University of Hawaii Institute for Astronomy, UCSC's CfAO of previous topics: * Internships * Professional Development Program * Akamai Workforce Initiative

Assessing the health workforce implications of health policy and programming: how a review of grey literature informed the development of a new impact assessment tool.

PubMed

Nove, Andrea; Cometto, Giorgio; Campbell, James

2017-11-09

In their adoption of WHA resolution 69.19, World Health Organization Member States requested all bilateral and multilateral initiatives to conduct impact assessments of their funding to human resources for health. The High-Level Commission for Health Employment and Economic Growth similarly proposed that official development assistance for health, education, employment and gender are best aligned to creating decent jobs in the health and social workforce. No standard tools exist for assessing the impact of global health initiatives on the health workforce, but tools exist from other fields. The objectives of this paper are to describe how a review of grey literature informed the development of a draft health workforce impact assessment tool and to introduce the tool. A search of grey literature yielded 72 examples of impact assessment tools and guidance from a wide variety of fields including gender, health and human rights. These examples were reviewed, and information relevant to the development of a health workforce impact assessment was extracted from them using an inductive process. A number of good practice principles were identified from the review. These informed the development of a draft health workforce impact assessment tool, based on an established health labour market framework. The tool is designed to be applied before implementation. It consists of a relatively short and focused screening module to be applied to all relevant initiatives, followed by a more in-depth assessment to be applied only to initiatives for which the screening module indicates that significant implications for HRH are anticipated. It thus aims to strike a balance between maximising rigour and minimising administrative burden. The application of the new tool will help to ensure that health workforce implications are incorporated into global health decision-making processes from the outset and to enhance positive HRH impacts and avoid, minimise or offset negative impacts.

Workforce Development, Higher Education and Productive Systems

ERIC Educational Resources Information Center

Hordern, Jim

2014-01-01

Workforce development partnerships between higher education institutions and employers involve distinctive social and technical dynamics that differ from dominant higher education practices in the UK. The New Labour government encouraged such partnerships in England, including through the use of funding that aimed to stimulate reform to…

The State and Future of the Primary Care Behavioral Health Model of Service Delivery Workforce.

PubMed

Serrano, Neftali; Cordes, Colleen; Cubic, Barbara; Daub, Suzanne

2018-06-01

The growth of the Primary Care Behavioral Health model (PCBH) nationally has highlighted and created a workforce development challenge given that most mental health professionals are not trained for primary care specialization. This work provides a review of the current efforts to retrain mental health professionals to fulfill roles as Behavioral Health Consultants (BHCs) including certificate programs, technical assistance programs, literature and on-the-job training, as well as detail the future needs of the workforce if the model is to sustainably proliferate. Eight recommendations are offered including: (1) the development of an interprofessional certification body for PCBH training criteria, (2) integration of PCBH model specific curricula in graduate studies, (3) integration of program development skill building in curricula, (4) efforts to develop faculty for PCBH model awareness, (5) intentional efforts to draw students to graduate programs for PCBH model training, (6) a national employment clearinghouse, (7) efforts to coalesce current knowledge around the provision of technical assistance to sites, and (8) workforce specific research efforts.

Workforce Investment Act: Coordination between TANF Programs and One-Stop Centers Is Increasing, but Challenges Remain. Statement of Sigurd R. Nilsen, Director, Education, Workforce, and Income Security Issues [to the] Subcommittee on 21st Century Competitiveness, Committee on Education and the Workforce, House of Representatives.

ERIC Educational Resources Information Center

Nilsen, Sigurd R.

The General Accounting Office assessed the extent to which states were coordinating their Temporary Assistance for Needy Families (TANF) services with their one-stop centers. Data were gathered through the following activities: (1) an autumn 2001 survey of workforce development agency officials in all 50 states and a similar survey conducted in…

Laboratory medicine in Ontario: its downsizing and the consequences on quality.

PubMed

Richardson, H

1999-12-01

Health care in Ontario consumes 35% of provincial government annual revenues. Fiscal constraint mandates restructuring of health services to maintain a fully, publicly-funded universally-accessible health system that is patient-focussed and health-outcome driven. Acute-care hospital restructuring under the authority of the Health Services Restructuring Commission and primary health-care reform characterise present government initiatives. Laboratory medicine services at about Can $1 billion annually account for about 5% of health expenditure. A Laboratory Services Restructuring Secretariat created by the Ministry of Health in 1995 has planned regionally-based integrated laboratory services systems bringing together public and private providers, designed a province-wide laboratory information system, developed a quality management program, reviewed the human resource needs for laboratory physicians, scientists and technologists, and recommended that the legislation be rewritten so as to be enabling - not controlling. Meanwhile both hospital and private laboratories have closed, leaving 296 in 1998 compared to 394 in 1991. Laboratory physician numbers at 39 per million population falls far short of the recommended target of 52 and many are within 10 years of retirement. Renewal of laboratory physicians and scientists to meet the shortfall is not occurring. The numbers of registered laboratory technologists has fallen by 6. 8% over 2 years. Consolidation and downsizing of laboratories with the formation of core laboratories has resulted in multi-discipline and cross discipline tasking of specialist technologists. Senior and middle level management technologists have been declared redundant. As a consequence, quality control practices have been hard hit. Plans to address these deficiencies through regional integration and sharing of resources remain to be implemented.

NASA Chief Technologist Hosts Town Hall

NASA Image and Video Library

2010-05-24

NASA's Chief Technologists, Bobby Braun, hosts a Town Hall meeting to discuss agency-wide technology policy and programs at NASA Headquarters on Tuesday, May 25, 2010, in Washington. Photo Credit: (NASA/Carla Cioffi)

Technology transfer within the NASA Goddard Space Flight Center

NASA Technical Reports Server (NTRS)

Plotkin, Henry H.

1992-01-01

Viewgraphs on technology transfer within the NASA Goddard Space Flight Center presented to Civil Space Technology Development workshop on technology transfer and effectiveness are provided. Topics covered include: obstacles to technology transfer; technology transfer improvement program at GSFC: communication between technology developers and users; and user feedback to technologists.

SATWG networked quality function deployment

NASA Technical Reports Server (NTRS)

Brown, Don

1992-01-01

The initiative of this work is to develop a cooperative process for continual evolution of an integrated, time phased avionics technology plan that involves customers, technologists, developers, and managers. This will be accomplished by demonstrating a computer network technology to augment the Quality Function Deployment (QFD). All results are presented in viewgraph format.

CENTRAL PLATEAU REMEDIATION OPTIMIZATION STUDY

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

BERGMAN, T. B.; STEFANSKI, L. D.; SEELEY, P. N.

2012-09-19

THE CENTRAL PLATEAU REMEDIATION OPTIMIZATION STUDY WAS CONDUCTED TO DEVELOP AN OPTIMAL SEQUENCE OF REMEDIATION ACTIVITIES IMPLEMENTING THE CERCLA DECISION ON THE CENTRAL PLATEAU. THE STUDY DEFINES A SEQUENCE OF ACTIVITIES THAT RESULT IN AN EFFECTIVE USE OF RESOURCES FROM A STRATEGIC PERSPECTIVE WHEN CONSIDERING EQUIPMENT PROCUREMENT AND STAGING, WORKFORCE MOBILIZATION/DEMOBILIZATION, WORKFORCE LEVELING, WORKFORCE SKILL-MIX, AND OTHER REMEDIATION/DISPOSITION PROJECT EXECUTION PARAMETERS.

Professional Development of the Early Childhood Education Teaching Workforce in the United States: An Overview

ERIC Educational Resources Information Center

Gomez, Rebecca E.; Kagan, Sharon Lynn; Fox, Emily A.

2015-01-01

Resulting from a fragmented landscape of policies for and uneven investments in the early childhood education (ECE) field in the United States, the qualifications of the ECE teaching workforce are typically quite low. This article first reviews the history and status of the ECE teaching workforce in the United States, focusing on the evolution of…

Ready or Not? Assessing Change Readiness for Implementation of the Geospatial Technology Competency Model[c

ERIC Educational Resources Information Center

Annulis, Heather M.; Gaudet, Cyndi H.

2007-01-01

A shortage of a qualified and skilled workforce exists to meet the demands of the geospatial industry (NASA, 2002). Solving today's workforce issues requires new and innovative methods and techniques for this high growth, high technology industry. One tool to support workforce development is a competency model which can be used to build a…

Leveraging Community Colleges in the Workforce Innovation and Opportunity Act: A Blueprint for State Policymakers. State-Federal Partnerships in Postsecondary Education

ERIC Educational Resources Information Center

Campbell, Colleen; Love, Ivy

2016-01-01

The Workforce Innovation and Opportunity Act (WIOA) of 2014 offers multiple opportunities to align the workforce development efforts of these stakeholders through structural measures and targeted support. In this paper, the authors examine ways that WIOA can influence a state's job training environment and highlight the crucial role of community…

The Design and Evolution of the Akamai Workforce Initiative: An External Review

ERIC Educational Resources Information Center

St. John, Mark; Castori, Pam

2014-01-01

The Akamai Workforce Initiative (AWI) is a program that seeks to develop a skilled local STEM workforce to meet the needs of Hawai'i's growing high-tech industry. Launched as an internship program in 2002, AWI is the result of a long-term collaboration among the University of California Santa Cruz's Institute for Scientist and Engineer Educators…

U.S. Physician-Scientist Workforce in the 21st Century: Recommendations to Attract and Sustain the Pipeline.

PubMed

Salata, Robert A; Geraci, Mark W; Rockey, Don C; Blanchard, Melvin; Brown, Nancy J; Cardinal, Lucien J; Garcia, Maria; Madaio, Michael P; Marsh, James D; Todd, Robert F

2017-10-03

The U.S. physician-scientist (PS) workforce is invaluable to the nation's biomedical research effort. It is through biomedical research that certain diseases have been eliminated, cures for others have been discovered, and medical procedures and therapies that save lives have been developed. Yet, the U.S. PS workforce has both declined and aged over the last several years. The resulting decreased inflow and outflow to the PS pipeline renders the system vulnerable to collapsing suddenly as the senior workforce retires. In November 2015, the Alliance for Academic Internal Medicine hosted a consensus conference on the PS workforce to address issues impacting academic medical schools, with input from early-career PSs based on their individual experiences and concerns. One of the goals of the conference was to identify current impediments in attracting and supporting PSs and to develop a new set of recommendations for sustaining the PS workforce in 2016 and beyond. This Perspective reports on the opportunities and factors identified at the conference and presents five recommendations designed to increase entry into the PS pipeline and nine recommendations designed to decrease attrition from the PS workflow.

Perspectives on Adult Education, Human Resource Development, and the Emergence of Workforce Development

ERIC Educational Resources Information Center

Jacobs, Ronald L.

2006-01-01

This article presents a perspective on the relationship between adult education and human resource development of the past two decades and the subsequent emergence of workforce development. The lesson taken from the article should be more than simply a recounting of events related to these fields of study. Instead, the more general lesson may be…

Perspectives on Adult Education, Human Resource Development, and the Emergence of Workforce Development

ERIC Educational Resources Information Center

Jacobs, Ronald L.

2014-01-01

This article presents a perspective on the relationship between adult education and human resource development of the past two decades and the subsequent emergence of workforce development. The lesson taken from the article should be more than simply a recounting of events related to these fields of study. Instead, the more general lesson may be…

Making the "Third Stream", Mainstream: Facilitating Effective Higher Education-Employer Engagement in Workforce Development

ERIC Educational Resources Information Center

Petrov, Georgy; Southall, Jane; Bolden, Richard

2016-01-01

In the past decade successive UK governments have placed a strong emphasis on, and renewed interest in, the role of higher education in skills development. In the light of recent skills policy developments in England and drawing upon the findings of an empirical qualitative study of specific workforce development initiatives and previous research,…

Body Fat Measurement: Weighing the Pros and Cons of Electrical Impedance.

ERIC Educational Resources Information Center

Nash, Heyward L.

1985-01-01

Research technologists have developed electrical impedance units in response to demand for a convenient and reliable method of measuring body fat. Accuracy of impedance measures versus calipers and underwater weighing are discussed. (MT)

The state-of-the-art port of entry workshop

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

Godfrey, B.

1995-05-01

The increased demand for freight movements through international ports of entry and the signing of the North American Free Trade Agreement (NAFTA) have increased freight traffic at border ports of entry. The State-of-the-Art Port of Entry Workshop initiated a dialogue among technologists and stakeholders to explore the potential uses of technology at border crossings and to set development priorities. International ports of entry are both information and labor intensive, and there are many promising technologies that could be used to provide timely information and optimize inspection resources. Participants universally held that integration of technologies and operations is critical to improvingmore » port services. A series of Next Steps was developed to address stakeholder issues and national priorities, such as the National Transportation Policy and National Drug Policy. This report documents the views of the various stakeholders and technologists present at the workshop and outlines future directions of study.« less

A call for action to establish a research agenda for building a future health workforce in Europe.

PubMed

Kuhlmann, Ellen; Batenburg, Ronald; Wismar, Matthias; Dussault, Gilles; Maier, Claudia B; Glinos, Irene A; Azzopardi-Muscat, Natasha; Bond, Christine; Burau, Viola; Correia, Tiago; Groenewegen, Peter P; Hansen, Johan; Hunter, David J; Khan, Usman; Kluge, Hans H; Kroezen, Marieke; Leone, Claudia; Santric-Milicevic, Milena; Sermeus, Walter; Ungureanu, Marius

2018-06-20

The importance of a sustainable health workforce is increasingly recognised. However, the building of a future health workforce that is responsive to diverse population needs and demographic and economic change remains insufficiently understood. There is a compelling argument to be made for a comprehensive research agenda to address the questions. With a focus on Europe and taking a health systems approach, we introduce an agenda linked to the 'Health Workforce Research' section of the European Public Health Association. Six major objectives for health workforce policy were identified: (1) to develop frameworks that align health systems/governance and health workforce policy/planning, (2) to explore the effects of changing skill mixes and competencies across sectors and occupational groups, (3) to map how education and health workforce governance can be better integrated, (4) to analyse the impact of health workforce mobility on health systems, (5) to optimise the use of international/EU, national and regional health workforce data and monitoring and (6) to build capacity for policy implementation. This article highlights critical knowledge gaps that currently hamper the opportunities of effectively responding to these challenges and advising policy-makers in different health systems. Closing these knowledge gaps is therefore an important step towards future health workforce governance and policy implementation. There is an urgent need for building health workforce research as an independent, interdisciplinary and multi-professional field. This requires dedicated research funding, new academic education programmes, comparative methodology and knowledge transfer and leadership that can help countries to build a people-centred health workforce.

Returning nurses to the workforce: developing a fast track back program.

PubMed

Burns, Helen K; Sakraida, Teresa J; Englert, Nadine C; Hoffmann, Rosemary L; Tuite, Patricia; Foley, Susan M

2006-01-01

Fast Track Back: Re-entry into Nursing Practice program. Describes the development, implementation, and evaluation of a state-of-the-art re-entry program facilitating the return of licensed nonpracticing RNs to the workforce through a quality education program that retools them for the workforce in the areas of pharmacology, skill development using the latest technology, practice standards, and nursing issues. The program consists of didactic content taught via classroom, Internet, skills laboratory, and high fidelity human simulated technology and a clinical component. The program is a mechanism that enables re-entry nurses to improve skills and competencies necessary to practice in today's healthcare environment.

NASA Acting Chief Technologist Douglas Terrier Tours London’s Science Museum

NASA Image and Video Library

2017-09-28

NASA Acting Chief Technologist Douglas Terrier (right) tours London’s Science Museum with Dr. David Rooney, Keeper of Technologies and Engineer and Doug Millard, Deputy Keeper of Technologies and Engineering.

NASA Chief Technologist Hosts Town Hall

NASA Image and Video Library

2010-05-24

Bobby Braun, NASA's Chief Technologist, answers questions during a Town Hall meeting to discuss agency-wide technology policy and programs at NASA Headquarters on Tuesday, May 25, 2010, in Washington. Photo Credit: (NASA/Carla Cioffi)

The 2011 nuclear medicine technology job analysis project of the American Registry of Radiologic Technologists.

PubMed

Anderson, Dan; Hubble, William; Press, Bret A; Hall, Scott K; Michels, Ann D; Koenen, Roxanne; Vespie, Alan W

2010-12-01

The American Registry of Radiologic Technologists (ARRT) conducts periodic job analysis projects to update the content and eligibility requirements for all certification examinations. In 2009, the ARRT conducted a comprehensive job analysis project to update the content specifications and clinical competency requirements for the nuclear medicine technology examination. ARRT staff and a committee of volunteer nuclear medicine technologists designed a job analysis survey that was sent to a random sample of 1,000 entry-level staff nuclear medicine technologists. Through analysis of the survey data and judgments of the committee, the project resulted in changes to the nuclear medicine technology examination task list, content specifications, and clinical competency requirements. The primary changes inspired by the project were the introduction of CT content to the examination and the expansion of the content covering cardiac procedures.

A profile of Australian nuclear medicine technologist practice.

PubMed

Adams, Edwina J; Cox, Jennifer M; Adamson, Barbara J; Schofield, Deborah J

2008-01-01

Nuclear medicine in Australia has encountered significant change over the past 30 years, with a move to privately owned practices, technological advances and the transfer of education of the nuclear medicine technologist (NMT) from technical college apprenticeships to university degrees. Currently, shortages of nuclear medicine technologists are reported in some states of Australia. It is not known whether changes in NMT practice or the type of centre in which an NMT works have an influence on retention of staff. The primary objective of this survey was to establish a profile of NMT practice in Australia, with the aim of producing baseline data that could be used in further research to establish levels of retention and job satisfaction. Chief technologists in three states of Australia were invited to respond to a written questionnaire. The questionnaire included data about staffing levels, imaging modalities, procedures performed, and movement of staff. Findings presented will relate to the profile of practice data only. Forty-eight (54%) chief technologists responded to the questionnaire with 73% working in privately owned practices. The majority of centres employ up to two full-time equivalent nuclear medicine technologists and have two gamma cameras and one full-time equivalent nuclear medicine physician. Most centres perform a limited range of studies with bone scans predominating. More than half the centres make some use of a centralized radiopharmacy service. Further research is required to determine how these changes may impact on workplace satisfaction and in turn, on retention.

Policies to sustain the nursing workforce: an international perspective.

PubMed

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

2015-06-01

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

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 Health Services Researcher of 2020: A Summit to Assess the Field's Workforce Needs

PubMed Central

Pittman, Patricia; Holve, Erin

2009-01-01

Objective To summarize the current state of the health services research (HSR) workforce and recommend ways to improve the field's ability to respond to future challenges facing the health system. Data Summaries of workgroup discussions and recommendations at a stakeholder meeting. Study Design In late 2007, 50 educators, students, employers, and funders of HSR participated in a meeting to discuss findings of three commissioned papers on the HSR workforce. The group undertook a consultative process to develop recommendations for the field. Principal Findings Stakeholders developed recommendations in five major areas focused on HSR workforce needs: (1) improving the size and composition of the field; (2) understanding the growth of HSR in the private sector; (3) improving the graduate training of health services researchers, especially at the master's level; (4) expanding postgraduate training and continuing education opportunities; and (5) increasing awareness of the value of HSR. Conclusions Specific recommendations in the five major areas emphasized developing partnerships between HSR organizations and other professional societies or health organizations, as well as ways to improve training for the future workforce. The need to develop a “client orientation” toward research by improving communication and dissemination skills was discussed, as was the importance of improving diversity in the field. PMID:20459583

Bringing Planetary Data into Learning Environments: A Community Effort

NASA Astrophysics Data System (ADS)

Shipp, S.; Higbie, M.; Lowes, L.

2005-12-01

Recognizing the need to communicate scientific findings, and the power of using real planetary data in educational settings to engage students in Earth and space science in meaningful ways, the South Central Organization of Researchers and Educators and the Solar System Exploration Education Forum, part of NASA's Science Mission Directorate's Support Network, have established the Planetary Data in Education (PDE) Initiative. The Initiative strives to: 1) Establish a collaborative community of educators, education specialists, curriculum developers, tool developers, learning technologists, scientists, and data providers to design and develop educationally appropriate products; 2) Build awareness in the broader educational and scientific community of existing programs, products, and resources; 3) Address issues hindering the effective use of planetary data in formal and informal educational settings; and 4) Encourage partnerships that leverage the community's expertise The PDE community has hosted two conferences exploring issues in using data in educational settings. The community recognizes that data are available through venues such as the Planetary Data Systems (PDS), but not in a format that the end-user in a formal or informal educational setting can digest; these data are intended for the scientific audience. Development of meaningful educational programs using planetary data requires design of appropriate learner interfaces and involvement of data providers, product developers, learning technologists, scientists, and educators. The PDE community will participate in the development of Earth Exploration Toolbooks during the DLESE Data Services Workshop and will host a workshop in the summer of 2006 to bring together small groups of educators, data providers, and learning technologists, and scientists to design and develop products that bring planetary data into educational settings. In addition, the PDE community hosts a Web site that presents elements identified as needed by the community, including examples of planetary data use in education, recommendations for program development, links to data providers, opportunities for collaboration, pertinent research, and a Web portal to access educational resources using planetary data on the DLESE Web site.

Developing a World-Class Workforce: Transformation, Not Iteration

ERIC Educational Resources Information Center

Mosier, Jerrilee K.; Richey, Michael C.; McPherson, Kenneth B.; Eckhol, John O.; Cox, Frank Z.

2006-01-01

This article features a "Triad" partnership of a group of Snohomish County organizations representing education, government and industry. Recognizing the need for a training and workforce development effort to address the aerospace manufacturing employers' needs, Triad views themselves as the pivotal cornerstone for deployment of complex…

Changing the Economy One Family at a Time: Dual Aims of Workforce Development

ERIC Educational Resources Information Center

Garza Mitchell, Regina L.; Sawyer, James O., IV

2017-01-01

In this chapter, we discuss how the workforce development mission has evolved over the past 10 years, how the mission plays out at community colleges today, what it may look like in the future, and questions that need to be considered.

Building leadership skills and promoting workforce development: evaluation data collected from public health professionals in the field of maternal and child health.

PubMed

Kroelinger, Charlan D; Kasehagen, Laurin; Barradas, Danielle T; 'Ali, Zarinah

2012-12-01

Professional development, including training and leadership skill building, is important for maternal and child health (MCH) epidemiologists. Current workforce development and training opportunities vary, but lack an emphasis on linking leadership competencies with MCH epidemiology. This paper describes efforts at the annual MCH Epidemiology Conference (the "Conference") to promote leadership activities and workforce development, and recommendations to enhance professional development. An evaluation of attendee opinions on Conference workforce development activities was conducted during the 2009 and 2010 Conferences (70 and 66 % response rates, respectively). Frequencies and percentages were calculated overall and by attendee profession. Qualitative responses to questions regarding workforce and professional development were classified by theme in 2009, and a categorical question was developed for the 2010 evaluation. A combined 38 % of Conference attendees in 2009 and 2010 were MCH epidemiologists and 62 % were other MCH professionals. Attendees recommended more support and access to training, mentoring, and resources including job opportunities. Continuing education (41 %), special knowledge and skills-building training (51 %), and development of online resources for training (57 %) were highly recommended by attendees. Career (47 %) and leadership (49 %) mentoring by senior-level professionals in the field were also highly recommended. Promotion of leadership can be achieved by integrating the concept of leadership into the Conference itself; by publishing and disseminating MCH epidemiologic research in scientific, program, and policy settings; and by communicating the importance of epidemiologic findings to stakeholders and other non-scientific audiences.

The Use of Online Surveys to Measure Satisfaction in Job Training and Workforce Development

ERIC Educational Resources Information Center

Schmidt, Steve; Strachota, Elaine; Conceicao, Simone

2006-01-01

This paper examines two empirical studies that used online surveys to collect data to measure satisfaction in job training and workforce development. A description of each study, findings related to response rate, the processes used in online survey development and implementation, as well as recommendations for the future use of online surveys…

Finding Funding: A Guide to Federal Sources for Workforce Development Initiatives. Finding Funding Series

ERIC Educational Resources Information Center

Relave, Nannette

2005-01-01

This guide provides an overview of strategies for gaining access to and using federal funds, as well as a catalog of 87 funding sources that can potentially support workforce development initiatives for adults and youth. It is intended to help program developers, policy makers, and initiative leaders identify federal funding sources to support…

Developing an Early Childhood Teacher Workforce Development Strategy for Rural and Remote Communities

ERIC Educational Resources Information Center

Price, Anne; Jackson-Barrett, Elizabeth

2009-01-01

The North West Early Childhood and Primary Teacher Workforce Development Strategy offers students in the Pilbara and Kimberley the opportunity to enrol in a Western Australian University's fully accredited Bachelor of Education (Early Childhood and Primary) part time and externally--so they can continue to live and work in their communities. The…

Department of Energy: Nuclear S&T workforce development programs

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

Bingham, Michelle; Bala, Marsha; Beierschmitt, Kelly

The U.S. Department of Energy (DOE) national laboratories use their expertise in nuclear science and technology (S&T) to support a robust national nuclear S&T enterprise from the ground up. Traditional academic programs do not provide all the elements necessary to develop this expertise, so the DOE has initiated a number of supplemental programs to develop and support the nuclear S&T workforce pipeline. This document catalogs existing workforce development programs that are supported by a number of DOE offices (such as the Offices of Nuclear Energy, Science, Energy Efficiency, and Environmental Management), and by the National Nuclear Security Administration (NNSA) andmore » the Naval Reactor Program. Workforce development programs in nuclear S&T administered through the Department of Homeland Security, the Nuclear Regulatory Commission, and the Department of Defense are also included. The information about these programs, which is cataloged below, is drawn from the program websites. Some programs, such as the Minority Serving Institutes Partnership Programs (MSIPPs) are available through more than one DOE office, so they appear in more than one section of this document.« less

Patient comfort from the technologist perspective: factors to consider in mammographic imaging

PubMed Central

Mendat, Christina C; Mislan, Dave; Hession-Kunz, Lisa

2017-01-01

A sample size of 280 certified mammography technologists were surveyed to understand what factors affect patient discomfort during breast imaging. Given mammography technologists’ level of patient involvement, they are uniquely positioned to observe factors that affect patient comfort. The findings suggest that according to technologists, multiple factors, including patient ethnicity, breast density, previous biopsy and lumpectomy experience, as well as psychological factors, impact breast discomfort during mammography. Additionally, with respect to imaging protocols, technologists attributed 80% of moderate-to-extreme discomfort to “length of compression time” (27%) and “compression force” (53%). Technologists also attributed “pinching at chest wall” and “hard edges of breast platform” to “very high” discomfort significantly more times (P<0.05) than “coolness and edges of paddle”. These findings confirm some of what has been reported to date and challenge other findings. Given that recent decline in breast cancer mortality has been attributed to improvements in early detection and treatment, approaches to reduce discomfort should be considered in order to promote screening compliance. Although more research is needed, it is apparent that the patient experience of comfort and pain during mammography is an area warranting increased research and solutions. PMID:28572739

The Backyard Human Performance Technologist: Applying the Development Research Methodology to Develop and Validate a New Instructional Design Framework

ERIC Educational Resources Information Center

Brock, Timothy R.

2009-01-01

Development research methodology (DRM) has been recommended as a viable research approach to expand the practice-to-theory/theory-to-practice literature that human performance technology (HPT) practitioners can integrate into the day-to-day work flow they already use to develop instructional products. However, little has been written about how it…

Exploratory scoping of the literature on factors that influence oral health workforce planning and management in developing countries.

PubMed

Knevel, Rjm; Gussy, M G; Farmer, J

2017-05-01

The purpose of this study was to scope the literature that exists about factors influencing oral health workforce planning and management in developing countries (DCs). The Arksey and O'Malley method for conducting a scoping review was used. A replicable search strategy was applied, using three databases. Factors influencing oral health workforce planning and management in DCs identified in the eligible articles were charted. Four thousand citations were identified; 41 papers were included for review. Most included papers were situational analyses. Factors identified were as follows: lack of data, focus on the restorative rather than preventive care in practitioner education, recent increase in number of dental schools (mostly private) and dentistry students, privatization of dental care services which has little impact on care maldistribution, and debates about skill mix and scope of practice. Oral health workforce management in the eligible studies has a bias towards dentist-led systems. Due to a lack of country-specific oral health related data in developing or least developed countries (LDCs), oral health workforce planning often relies on data and modelling from other countries. Approaches to oral health workforce management and planning in developing or LDCs are often characterized by approaches to increase numbers of dentists, thus not ameliorating maldistribution of service accessibility. Governments appear to be reducing support for public and preventative oral healthcare, favouring growth in privatized dental services. Changes to professional education are necessary to trigger a paradigm shift to the preventive approach and to improve relationships between different oral healthcare provider roles. This needs to be premised on greater appreciation of preventive care in health systems and funding models. © 2016 The Authors. International Journal of Dental Hygiene Published by John Wiley & Sons Ltd.

Glen Henshaw Briefs NASA Chief and Deputy Chief Technologists at the In-Space Assembly Technical Interchange Meeting on September 6, 2017

NASA Image and Video Library

2017-09-06

WASHINGTON, D.C.---S&T Partnership Forum In-Space Assembly Technical Interchange Meeting-On September 6th 2017, many of the United States government experts on In-Space Assembly met at the U.S. Naval Research Lab to discuss both technology development and in-space applications that would advance national capabilities in this area. Expertise from NASA, USAF, NRO, DARPA and NRL met in this meeting which was coordinated by the NASA Headquarters, Office of the Chief Technologist. This technical interchange meeting was the second meeting of the members of this Science and Technology Partnership Forum. Glen Henshaw of Code 8231 talks to the group in the Space Robotics Lab.

Mentoring and the Nuclear Medicine Technologist.

PubMed

Burrell, Lance

2018-06-08

The goal of this article is to give an overview of mentoring for nuclear medicine technologists (NMT). Mentoring is an integral part of the training and practice in the field of nuclear medicine technology. There is a great need for NMTs to continue involvement in mentorship so that we can develop and maintain the talent and leadership that the field needs. In this article, definitions of mentorship will be provided. Then, how mentoring can work; including different methods and techniques will be covered. Next, the benefits of mentoring will be discussed. Finally, advice for improved application will be presented. Throughout, this article will discuss how mentoring applies to the NMT. Copyright © 2018 by the Society of Nuclear Medicine and Molecular Imaging, Inc.

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

PubMed

Kaplan, Avril D; Dominis, Sarah; Palen, John Gh; Quain, Estelle E

2013-02-15

Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA) data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to hold health workers accountable after they enter the workforce; and making use of health information systems to acquire data from providers and deliver it to policymakers. The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system.

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

PubMed Central

2013-01-01

Background Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. Methods This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA) data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. Results/discussion The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to hold health workers accountable after they enter the workforce; and making use of health information systems to acquire data from providers and deliver it to policymakers. Conclusions The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system. PMID:23414237

NASA Chief Technologist Hosts Town Hall

NASA Image and Video Library

2010-05-24

Bobby Braun, right, NASA's Chief Technologist, answers questions during a Town Hall meeting to discuss agency-wide technology policy and programs at NASA Headquarters on Tuesday, May 25, 2010, in Washington. Photo Credit: (NASA/Carla Cioffi)

Recruitment for radiologic technologists.

PubMed

Fodor, J

1988-01-01

The increasing shortage of radiologic technologists makes the recruiting of new staff more important than ever. This paper introduces the manager to numerous recruiting concepts and discusses some useful strategies to employ when approaching the important recruiting task.

Taking Workforce Initiatives to Scale: Workforce Initiatives Discussion Paper #2

ERIC Educational Resources Information Center

Academy for Educational Development, 2011

2011-01-01

The System-wide Collaborative Action for Livelihoods and Environment, or SCALE process, has become one of the Academy for Educational Development's (AED's) and the United States Agency for International Development's (USAID's) most utilized and replicated models, with applications in education, health, natural resources management, tourism,…

75 FR 24781 - Task Force on Space Industry Workforce and Economic Development

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-06

... of May 3, 2010 Task Force on Space Industry Workforce and Economic Development Memorandum for the... Administrator of the National Aeronautics and Space Administration[,] the Chair of the Council of Economic... Policy[, and] the Director of the National Economic Council My Administration is committed to...

The Center of the Web: Workforce Development Partnerships

ERIC Educational Resources Information Center

Fowler, Donna; Chernus, Kathy

2005-01-01

The dilemma is familiar: too few resources to meet too many demands. Common to many public institutions, this problem poses special challenges to those working in community colleges, adult education and literacy programs, and workforce development organizations. These organizations all serve people who are at an economic and educational…

Educational and Financial Impact of Technology on Workforce Development

ERIC Educational Resources Information Center

Carruth, Paul J.; Carruth, Ann K.

2013-01-01

In the current evolving economic environment, developing and implementing an effective workforce to improve the skills and capability of employees are seen as central to improving individual and organizational performance and competitiveness. The availability of online education in universities as well as the work place has significantly increased…

Resituating the Community College in a Global Context

ERIC Educational Resources Information Center

Treat, Tod; Hagedorn, Linda Serra

2013-01-01

From locally focused institutions intent on access and affordability to higher education, workforce preparation, and community engagement, the contemporary community college is poised as a global partner for the democratization and development of a global workforce. In this chapter, the authors revisit the development of international education in…

Assessment of Institutional Impact and Long-Term Strategies Development.

ERIC Educational Resources Information Center

American Association of Community Colleges, Washington, DC.

If community colleges are to expand their roles in delivering workforce training, they must develop long-term strategies that respond effectively to changes in society and workforce needs. In rendering these change strategies, colleges should define their internal and external environments, as well as their service areas. Internally, instructional…

Making Decisions about Workforce Development in Registered Training Organisations

ERIC Educational Resources Information Center

Hawke, Geof

2008-01-01

The purpose of this research activity is to understand further how large and small registered training organisations (RTOs) make decisions about the allocation of resources for developing their workforces. Six registered training organisations--four technical and further education (TAFE) institutes and two private providers--were selected for…

syNErgy: A Case Study in Workforce Curriculum Development

ERIC Educational Resources Information Center

Killingsworth, John; Grosskopf, Kevin R.

2013-01-01

With high unemployment and structural changes to industry, workforce development in the United States is a growing concern. Many semiskilled workers lack knowledge, skills, and abilities to be competitive for reemployment to green jobs. Nebraska's syNErgy research grant was introduced to address the training needs of unemployed and underemployed…

State Sector Strategies: The New Workforce Development in the USA

ERIC Educational Resources Information Center

Lakes, Richard D.

2012-01-01

Neoliberal governments consider global business competitiveness to be thwarted by costly bureaucratic regulation and programme duplication. In an effort to downsize the costs of operating a state, the governors now streamline job training functions via a coordinated workforce and economic development effort known as sector strategies, with…

Rebuilding Job Training from the Ground Up: Workforce System Reform After 9/11.

ERIC Educational Resources Information Center

Fischer, David Jason; Kleiman, Neil Scott

Since September 11, 2001, New York City (NYC) has lost over 130,000 jobs, unemployment in the boroughs is around 9% and unemployment benefits have run out for many. NYC has long neglected workforce development, viewing it as a social service to distribute federal funds and train entry workers for dead-end jobs. To create a workforce system from…

A comparative analysis of the relationship between organizational climate and job satisfaction of medical technologists.

PubMed

McMahon, J T; Ivancevich, J M; Matteson, M T

1977-01-01

This study examines the quality of the total workplace enviroment (organizational climate) as a correlate of six dimensions of job satisfaction for a sample of 344 medical technologists. The main focus is upon comparisons of administrators versus nonadministrators, hospital laboratory personnel versus nonhospital laboratory personnel, and men versus women. Various dimensions or organizational climate were found to be important correlates of job satisfaction, and similarities and differences between the units of analysis are noted. Also discussed are the implications for the managers of medical technologists.

On Another Topic... Promoting Progress through Science.

ERIC Educational Resources Information Center

Marchuk, Guri

1988-01-01

Reviews the achievements of scientists and technologists of the Soviet Union and their impact on the development of production, social consciousness, and international politics. Discusses future directions and thrusts to be pursued through extensive application of scientific ideas. (RT)

Health workforce development in the European Union: A matrix for comparing trajectories of change in the professions.

PubMed

Pavolini, Emmanuele; Kuhlmann, Ellen

2016-06-01

This article assesses professional development trajectories in top-, middle- and basic-level health workforce groups (doctors, nurses, care assistants) in different European Union countries using available international databases. Three theoretical strands (labour market, welfare state, and professions studies) were connected to explore ideal types and to develop a matrix for comparison. With a focus on larger EU-15 countries and four different types of healthcare systems, Germany, Italy, Sweden and the United Kingdom serve as empirical test cases. The analysis draws on selected indicators from public statistics/OECD data and micro-data from the EU Labour Force Survey. Five ideal typical trajectories of professional development were identified from the literature, which served as a matrix to compare developments in the three health workforce groups. The results reveal country-specific trajectories with uneven professional development and bring opportunities for policy interventions into view. First, there is a need for integrated health labour market monitoring systems to improve data on the skills mix of the health workforce. Second, a relevant number of health workers with fixed contracts and involuntary part-time reveals an important source for better recruitment and retention strategies. Third, a general trend towards increasing numbers while worsening working conditions was identified across our country cases. This trend hits care assistants, partly also nurses, the most. The research illustrates how public data sources may serve to create new knowledge and promote more sustainable health workforce policy. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

Reliability of the American Academy of Sleep Medicine Rules for Assessing Sleep Depth in Clinical Practice.

PubMed

Younes, Magdy; Kuna, Samuel T; Pack, Allan I; Walsh, James K; Kushida, Clete A; Staley, Bethany; Pien, Grace W

2018-02-15

The American Academy of Sleep Medicine has published manuals for scoring polysomnograms that recommend time spent in non-rapid eye movement sleep stages (stage N1, N2, and N3 sleep) be reported. Given the well-established large interrater variability in scoring stage N1 and N3 sleep, we determined the range of time in stage N1 and N3 sleep scored by a large number of technologists when compared to reasonably estimated true values. Polysomnograms of 70 females were scored by 10 highly trained sleep technologists, two each from five different academic sleep laboratories. Range and confidence interval (CI = difference between the 5th and 95th percentiles) of the 10 times spent in stage N1 and N3 sleep assigned in each polysomnogram were determined. Average values of times spent in stage N1 and N3 sleep generated by the 10 technologists in each polysomnogram were considered representative of the true values for the individual polysomnogram. Accuracy of different technologists in estimating delta wave duration was determined by comparing their scores to digitally determined durations. The CI range of the ten N1 scores was 4 to 39 percent of total sleep time (% TST) in different polysomnograms (mean CI ± standard deviation = 11.1 ± 7.1 % TST). Corresponding range for N3 was 1 to 28 % TST (14.4 ± 6.1 % TST). For stage N1 and N3 sleep, very low or very high values were reported for virtually all polysomnograms by different technologists. Technologists varied widely in their assignment of stage N3 sleep, scoring that stage when the digitally determined time of delta waves ranged from 3 to 17 seconds. Manual scoring of non-rapid eye movement sleep stages is highly unreliable among highly trained, experienced technologists. Measures of sleep continuity and depth that are reliable and clinically relevant should be a focus of clinical research. © 2018 American Academy of Sleep Medicine

Integration of EEG lead placement templates into traditional technologist-based staffing models reduces costs in continuous video-EEG monitoring service.

PubMed

Kolls, Brad J; Lai, Amy H; Srinivas, Anang A; Reid, Robert R

2014-06-01

The purpose of this study was to determine the relative cost reductions within different staffing models for continuous video-electroencephalography (cvEEG) service by introducing a template system for 10/20 lead application. We compared six staffing models using decision tree modeling based on historical service line utilization data from the cvEEG service at our center. Templates were integrated into technologist-based service lines in six different ways. The six models studied were templates for all studies, templates for intensive care unit (ICU) studies, templates for on-call studies, templates for studies of ≤ 24-hour duration, technologists for on-call studies, and technologists for all studies. Cost was linearly related to the study volume for all models with the "templates for all" model incurring the lowest cost. The "technologists for all" model carried the greatest cost. Direct cost comparison shows that any introduction of templates results in cost savings, with the templates being used for patients located in the ICU being the second most cost efficient and the most practical of the combined models to implement. Cost difference between the highest and lowest cost models under the base case produced an annual estimated savings of $267,574. Implementation of the ICU template model at our institution under base case conditions would result in a $205,230 savings over our current "technologist for all" model. Any implementation of templates into a technologist-based cvEEG service line results in cost savings, with the most significant annual savings coming from using the templates for all studies, but the most practical implementation approach with the second highest cost reduction being the template used in the ICU. The lowered costs determined in this work suggest that a template-based cvEEG service could be supported at smaller centers with significantly reduced costs and could allow for broader use of cvEEG patient monitoring.

Mind the Gap: Governance Mechanisms and Health Workforce Outcomes

PubMed Central

Hastings, Stephanie E.; Mallinson, Sara; Armitage, Gail D.; Jackson, Karen; Suter, Esther

2014-01-01

Attempts at health system reform have not been as successful as governments and health authorities had hoped. Working from the premise that health system governance and changes to the workforce are at the heart of health system performance, we conducted a systematic review examining how they are linked. Key messages from the report are that: (1) leadership, communication and engagement are crucial to workforce change; (2) workforce outcomes need to be considered in conjunction with patient outcomes; and (3) decision-makers and researchers need to work together to develop an evidence base to inform future reform planning. PMID:25410700

Langley Deputy Chief Technologist Julie Williams-Byrd Speaks to Norfolk State University Students

NASA Image and Video Library

2018-02-06

Deputy Chief Technologist Julie Williams-Byrd of NASA Langley Research Center speaks to Norfolk State University students following a “Hidden Figures to Modern Figures” event on February 6, 2018. (Credit: NASA)

Lower Extremity Radiography

MedlinePlus

... A radiogra- pher, also known as a radiologic technologist, is a skilled medical professional who has received spe- cialized education in ... for specific information concerning your imaging exam and medical ... of Radiologic Technologists. For more information, contact the American Society of ...

NASA Chief Technologist Hosts Town Hall

NASA Image and Video Library

2010-05-24

Bobby Braun, NASA's Chief Technologist, is seen on a video monitor during a Town Hall meeting to discuss agency-wide technology policy and programs at NASA Headquarters on Tuesday, May 25, 2010, in Washington. Photo Credit: (NASA/Carla Cioffi)

A Model of Instructional Supervision That Meets Today's Needs.

ERIC Educational Resources Information Center

Beck, John J.; Seifert, Edward H.

1983-01-01

The proposed Instructional Technologist Model is based on a closed loop feedback system allowing for continuous monitoring of teachers by expert instructional technologists. Principals are thereby released for instructional evaluation and general educational management. (MJL)

[Current state and the future of medical technologist as a specialist Japanese Association of Medical Technologists].

PubMed

Nagasako, Tetsuro; Kawashima, Tohru; Takada, Tetsuya

2012-06-01

The recognition mechanism is composed of seven groups that conduct qualifying examinations within each region. The average pass rate in three qualifying examination areas conducted by JAMT is 77.2%. It is necessary to integrate similar qualifying examinations in the future and the new "Integrated management technologist system" has a key role from the aspect of personnel training. Requirements for the integrated management inspection technologist are as follows: 1) Person who obtains many positive evaluations; 2) Excellent personality; 3) Person with a sense of justice; 4) Person with resolution-making abilities and decision; 5) Person who can see the heart of an issue; 6) Person who has the potential to become a leader; 7) Person with crisis-management ability. Also, selected personnel are expected to become leaders not only in their field of expertise but also within their hospital and JAMT management.

[An ideal of future medical technologist and a relation with clinical laboratory physician].

PubMed

Murase, Mitsuharu

2005-05-01

As most important things one of medical care system reform of Japan, improvement of the medical treatment related of job was taken in. When it is accompanied to "An ideal of future medical technologist and a relation with clinical laboratory physician" from the meaning, it is necessary to just meet it and in needs at first to be clinical, does the basis with EBM early and time. In addition, it promotes the purchase of economic reagent/articles of consumption than it considered a medical care reward mark while taking that effective medical treatment of patient standard is demanded into consideration and introduces a system of ISO15189 of clinical laboratory. It is necessary for the charm that can support education more and research to aim at a certain medical technologist. Therefore it is for medical technologists to contribute to medical treatment while taking cooperation to be a clinical laboratory physician.

The Applied and Workforce Baccalaureate at South Texas College: Specialized Workforce Development Addressing Economic Development

ERIC Educational Resources Information Center

Mejia, Juan E.

2012-01-01

South Texas College (STC), created in 1993 as South Texas Community College (STCC), has developed from a concept by visionary leaders in the region to currently offering more than one hundred degree and certificate options for students from the counties of Hidalgo and Starr, including two bachelor of applied technology (B.A.T.) degrees. These…

Development of an RDECOM Workforce Motivational Survey Instrument

DTIC Science & Technology

2016-09-01

United States Army Research Development and Engineering Command ( RDECOM ) supervisory engineers, General Schedule (GS) 14 and 15, reviewed the survey...transition to the Human Resources directorate in RDECOM . Subsequently, we developed a plan to provide recommendations within the current government...for broad-level survey dissemination and performance of responses analyses by RDECOM to affect workforce policy change implementation. In conclusion

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

PubMed

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

2014-12-01

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

Training the Cancer Research Workforce

Cancer.gov

The National Cancer Institute (NCI) builds up the nation's cancer research workforce through training and career development grants, as well as intramural research experiences at the NIH Clinical Center and NCI offices and laboratories in Maryland.

Principles to guide sustainable implementation of extended-scope-of-practice physiotherapy workforce redesign initiatives in Australia: stakeholder perspectives, barriers, supports, and incentives

PubMed Central

Morris, Joanne; Grimmer, Karen; Gilmore, Lisa; Perera, Chandima; Waddington, Gordon; Kyle, Greg; Ashman, Bryan; Murphy, Karen

2014-01-01

Sustainable implementation of new workforce redesign initiatives requires strategies that minimize barriers and optimize supports. Such strategies could be provided by a set of guiding principles. A broad understanding of the concerns of all the key stakeholder groups is required before effective strategies and initiatives are developed. Many new workforce redesign initiatives are not underpinned by prior planning, and this threatens their uptake and sustainability. This study reports on a cross-sectional qualitative study that sought the perspectives of representatives of key stakeholders in a new workforce redesign initiative (extended-scope-of-practice physiotherapy) in one Australian tertiary hospital. The key stakeholder groups were those that had been involved in some way in the development, management, training, funding, and/or delivery of the initiative. Data were collected using semistructured questions, answered individually by interview or in writing. Responses were themed collaboratively, using descriptive analysis. Key identified themes comprised: the importance of service marketing; proactively addressing barriers; using readily understood nomenclature; demonstrating service quality and safety, monitoring adverse events, measuring health and cost outcomes; legislative issues; registration; promoting viable career pathways; developing, accrediting, and delivering a curriculum supporting physiotherapists to work outside of the usual scope; and progression from “a good idea” to established service. Health care facilities planning to implement new workforce initiatives that extend scope of usual practice should consider these issues before instigating workforce/model of care changes. PMID:25018637

Principles to guide sustainable implementation of extended-scope-of-practice physiotherapy workforce redesign initiatives in Australia: stakeholder perspectives, barriers, supports, and incentives.

PubMed

Morris, Joanne; Grimmer, Karen; Gilmore, Lisa; Perera, Chandima; Waddington, Gordon; Kyle, Greg; Ashman, Bryan; Murphy, Karen

2014-01-01

Sustainable implementation of new workforce redesign initiatives requires strategies that minimize barriers and optimize supports. Such strategies could be provided by a set of guiding principles. A broad understanding of the concerns of all the key stakeholder groups is required before effective strategies and initiatives are developed. Many new workforce redesign initiatives are not underpinned by prior planning, and this threatens their uptake and sustainability. This study reports on a cross-sectional qualitative study that sought the perspectives of representatives of key stakeholders in a new workforce redesign initiative (extended-scope-of-practice physiotherapy) in one Australian tertiary hospital. The key stakeholder groups were those that had been involved in some way in the development, management, training, funding, and/or delivery of the initiative. Data were collected using semistructured questions, answered individually by interview or in writing. Responses were themed collaboratively, using descriptive analysis. Key identified themes comprised: the importance of service marketing; proactively addressing barriers; using readily understood nomenclature; demonstrating service quality and safety, monitoring adverse events, measuring health and cost outcomes; legislative issues; registration; promoting viable career pathways; developing, accrediting, and delivering a curriculum supporting physiotherapists to work outside of the usual scope; and progression from "a good idea" to established service. Health care facilities planning to implement new workforce initiatives that extend scope of usual practice should consider these issues before instigating workforce/model of care changes.

Problem-based learning in public health workforce training: a discussion of educational principles and evidence.

PubMed

Trevena, Lyndal J

2007-01-01

Problem-based learning (PBL) has been implemented within numerous undergraduate health curricula but less so in workforce training. Public health practice requires many of the skills that PBL aims to develop such as teamwork, self-directed learning and the integration of multiple sources of information within problem solving. This paper summarises the historical development of PBL and the educational principles underpinning it. It hypothesises that the public health workforce would benefit from some exposure to this type of learning and highlights some of the practical issues for its implementation.

The radiologic technologists' health study in South Korea: study design and baseline results.

PubMed

Lee, Won Jin; Ha, Mina; Hwang, Seung-sik; Lee, Kyoung-Mu; Jin, Young-Woo; Jeong, Meeseon; Jun, Jae Kwan; Cha, Eun Shil; Ko, Yousun; Choi, Kyung-Hwa; Lee, Jung-Eun

2015-08-01

To describe the study design, methods, and baseline results of a prospective cohort of radiologic technologists which we have initiated in South Korea. The cohort participants were enrolled through a self-administered questionnaire survey administered from April 2012 to May 2013. Survey data were linked with radiation dosimetry, a cancer registry, and health insurance data by personal identification numbers. A nationwide representative survey was also conducted using a stratified random sampling design with face-to-face interviews. A total of 12,387 radiologic technologists were enrolled, which accounted for approximately 63% of all diagnostic radiologic technologists working in South Korea. For nationwide survey, 585 workers were interviewed using the detailed questionnaire, and buccal cells were also collected by scraping the inside of the cheek. The majority of study subjects were under 50-year-old and male workers. The average annual effective dose of radiation declined both men (from 2.75 to 1.43 mSv) and women (from 1.34 to 0.95 mSv) over the period of 1996-2011. A total of 99 cancers (66 cancers in men and 33 in women) were reported from 1992 to 2010. The standardized incidence ratio of all cancer combined was significantly lower in men (SIR = 0.75, 95% CI 0.58-0.96) than general population, but the ratios for thyroid cancer were significantly higher than expected among both men and women. This cohort provides comprehensive information on work activities and health status of diagnostic radiologic technologists. In addition, the nationwide representative sample provides unique opportunities compared with previous radiologic technologist studies.

Teleradiology and screening mammography: a telemammography system evaluation and comparison to clinical results

NASA Astrophysics Data System (ADS)

Leader, Joseph K.; Chough, Denise; Clearfield, Ronald J.; Ganott, Marie A.; Hakim, Christiane; Hardesty, Lara; Shindel, Betty; Sumkin, Jules H.; Drescher, John M.; Maitz, Glenn S.; Gur, David

2005-04-01

Radiologists' performance reviewing and rating breast cancer screening mammography exams using a telemammography system was evaluated and compared with the actual clinical interpretations of the same interpretations. Mammography technologists from three remote imaging sites transmitted 245 exams to a central site (radiologists), which they (the technologists) believed needed additional procedures (termed "recall"). Current exam image data and non-image data (i.e., technologist's text message, technologist's graphic marks, patient's prior report, and Computer Aided Detection (CAD) results) were transmitted to the central site and displayed on three high-resolution, portrait monitors. Seven radiologists interpreted ("recall" or "no recall") the exams using the telemammography workstation in three separate multi-mode studies. The mean telemammography recall rates ranged from 72.3% to 82.5% while the actual clinical recall rates ranged from 38.4% to 42.3% across the three studies. Mean Kappa of agreement ranged from 0.102 to 0.213 and mean percent agreement ranged from 48.7% to 57.4% across the three studies. Eighty-seven percent of the disagreement interpretations occurred when the telemammography interpretation resulted in a recommendation to recall and the clinical interpretation resulted in a recommendation not to recall. The poor agreement between the telemammography and clinical interpretations may indicate a critical dependence on images from prior screening exams rather than any text based information. The technologists were sensitive, if not specific, to the mammography features and changes that may lead to recall. Using the telemammography system the radiologists were able to reduce the recommended recalls by the technologist by approximately 25 percent.

Indigenous Health Workforce Development: challenges and successes of the Vision 20:20 programme.

PubMed

Curtis, Elana; Reid, Papaarangi

2013-01-01

There are significant health workforce inequities that exist internationally. The shortage of indigenous health professionals within Australia and New Zealand requires action across multiple sectors, including health and education. This article outlines the successes and challenges of the University of Auckland's Vision 20:20 programme, which aims to improve indigenous Māori and Pacific health workforce development via recruitment, bridging/foundation and tertiary retention support interventions within the Faculty of Medical and Health Sciences (FMHS). Seven years of student data (2005-2011) are presented for undergraduate Student Pass Rate (SPR) by ethnicity and Certificate in Health Sciences (CertHSc) SPR, enrolments and completions by ethnicity. Four key areas of development are described: (i) student selection and pathway planning; (ii) foundation programme refinement; (iii) academic/pastoral support; and (iv) re-development of the indigenous recruitment model. Key programme developments have had a positive impact on basic student data outcomes. The FMHS undergraduate SPR increased from 89% in 2005 to 94% in 2011 for Māori and from 81% in 2005 to 87% in 2011 for Pacific. The CertHSc SPR increased from 52% in 2005 to 92% in 2011 with a greater proportion of Māori and Pacific enrolments achieving completion over time (18-76% for Māori and 29-74% for Pacific). Tertiary institutions have the potential to make an important contribution to indigenous health workforce development. Key challenges remain including secondary school feeder issues, equity funding, programme evaluation, post-tertiary specialist workforce development and retention in Aotearoa, New Zealand. © 2012 The Authors. ANZ Journal of Surgery © 2012 Royal Australasian College of Surgeons.

KSC-2012-4150

NASA Image and Video Library

2012-07-31

CAPE CANAVERAL, Fla. – Eliza Montgomery, right, talks to Dr. Mason Peck, NASA's chief technologist, inside the Corrosion lab at NASA's Kennedy Space Center in Florida as David Steitz, left, and Karen Thompson, Kennedy's chief technologist, look on. Photo credit: NASA/Jim Grossmann

Technologist radiation exposure in routine clinical practice with 18F-FDG PET.

PubMed

Guillet, Benjamin; Quentin, Pierre; Waultier, Serge; Bourrelly, Marc; Pisano, Pascale; Mundler, Olivier

2005-09-01

The use of 18F-FDG for clinical PET studies increases technologist radiation dose exposure because of the higher gamma-radiation energy of this isotope than of other conventional medical gamma-radiation-emitting isotopes. Therefore, 18F-FDG imaging necessitates stronger radiation protection requirements. The aims of this study were to assess technologist whole-body and extremity exposure in our PET department and to evaluate the efficiency of our radiation protection devices (homemade syringe drawing device, semiautomated injector, and video tracking of patients). Radiation dose assessment was performed for monodose as well as for multidose 18F-FDG packaging with both LiF thermoluminescence dosimeters (TLD) and electronic personal dosimeters (ED) during 5 successive 18F-FDG PET steps (from syringe filling to patient departure). The mean +/- SD total effective doses received by technologists (n = 50) during all of the working steps were 3.24 +/- 2.1 and 3.01 +/- 1.4 microSv, respectively, as measured with ED and TLD (345 +/- 84 MBq injected). These values were confirmed by daily TLD technologist whole-body dose measurements (2.98 +/- 1.8 microSv; 294 +/- 78 MBq injected; n = 48). Finger irradiation doses during preparation of single 18F-FDG syringes were 204.9 +/- 24 and 198.4 +/- 23 microSv with multidose vials (345 +/- 93 MBq injected) and 127.3 +/- 76 and 55.9 +/- 47 microSv with monodose vials (302 +/- 43 MBq injected) for the right hand and the left hand, respectively. The protection afforded by the semiautomated injector, estimated as the ratio of the doses received by TLD placed on the syringe shield and on the external face of the injector, was near 2,000. These results showed that technologist radiation doses in our PET department were lower than those reported in the literature. This finding may be explained by the use of a homemade syringe drawing device, a semiautomated injector, and patient video tracking, allowing a shorter duration of contact between the technologist and the patient. Extrapolation of these results to an annual dose (4 patients per day per technologist) revealed that the annual extrapolated exposure values remained under the authorized limits for workers classified to work in a radioactivity-controlled area.

A Leap in Faith: Overnight Professionals.

ERIC Educational Resources Information Center

Yielder, Jill

1998-01-01

Interviews with 10 new and 16 senior medical radiation technologists highlighted discrepancies between technical competence as measured by licensing boards and professionalism. Continuing professional education, especially at the beginning of the career, is needed to develop professional expertise and lifelong learning habits. (SK)

Local Workforce Development Boards: Alignment with Operational Indicators and Behavioral Characteristics

ERIC Educational Resources Information Center

Johnson, Sharon Humphreys

2017-01-01

The ability of a region to remain competitively viable is dependent upon attracting new business and retaining existing businesses (Good & Strong, 2015). In many instances, regional growth depends on the workforce and the region's ability to develop a talent pipeline of existing or accessible workers (Blakely & Leigh, 2010). The passage of…

Strategies for Developing a High-Skilled Workforce

ERIC Educational Resources Information Center

Sleezer, Catherine M.; Denny, Dan

2004-01-01

This article focuses on the human performance improvement and human resource development task of providing an organization with a skilled workforce. We begin by describing the U.S. demographic trends and the changing job skill requirements that will lead to a shortage of skilled workers and that highlight the importance of considering the various…

Child Welfare Design Teams: An Intervention to Improve Workforce Retention and Facilitate Organizational Development

ERIC Educational Resources Information Center

Caringi, James C.; Lawson, Hal A.; Strolin-Goltzman, Jessica; McCarthy, Mary; Briar-Lawson, Katharine; Claiborne, Nancy

2008-01-01

Workforce turnover in public child welfare is a national problem. Individual, supervisory, and organizational factors, individually and in combination, account for some of the turnover. Complex, comprehensive interventions are needed to address these several factors and their interactions. A research and development team is field testing one such…

Cityworks: A Strategic Planning Model for Workforce Education and Training.

ERIC Educational Resources Information Center

City Coll. of San Francisco, CA.

In an effort to become more responsive to students' needs regarding the current and future labor market, California's City College of San Francisco (CCSF) developed "CityWorks," a strategic plan for workforce education and training. This report provides background to the development of CityWorks and describes key goals and strategies.…

20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

Code of Federal Regulations, 2011 CFR

2011-04-01

...) Any such program or service that uses technology to assist individuals to access workforce development programs (such as job and training opportunities, labor market information, career assessment tools, and... program; any workforce development program targeted to specific groups; and those programs implemented by...

20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

Code of Federal Regulations, 2012 CFR

2012-04-01

...) Any such program or service that uses technology to assist individuals to access workforce development programs (such as job and training opportunities, labor market information, career assessment tools, and... program; any workforce development program targeted to specific groups; and those programs implemented by...

Economic and Workforce Development Program Annual Report, 2015

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2015

2015-01-01

California's community colleges continue to play a crucial role in the state's economy by providing students with the skills and knowledge to succeed and by advancing the economic growth and global competitiveness of California and its regional economies through the Economic and Workforce Development Program (EWD). Under the Doing What Matters for…

Economic and Workforce Development Program Annual Report, 2016

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2016

2016-01-01

The California Community Colleges, through the Economic and Workforce Development Program (EWD), continue to propel the California economy forward by providing students with skills to earn well-paying jobs. At the same time, EWD helps provide California companies with the talent they need to compete on a global scale. This annual report for…

Industry Quality Teams--a Collegewide Approach to Economic Development that Impacts Central Florida's Workforce.

ERIC Educational Resources Information Center

Nicholson, Ruth

1995-01-01

Describes the Industry Quality Teams (IQTs) at Florida's Valencia Community College, an institution-wide effort to link the needs of a contemporary workforce to the classroom curriculum. Reviews the structure and functions of the college's six IQTs, indicating that they work to revise curricula, develop partnerships, implement marketing…

Online Workforce Development in Community Colleges: Connection with Community, Institutional, and Governance Factors

ERIC Educational Resources Information Center

Githens, Rod Patrick; Sauer, Timothy M.; Crawford, Fashaad L.; Cumberland, Denise M.; Wilson, Kristin B.

2014-01-01

This study examined community and institutional factors that influence offering online workforce development programs in community colleges. The study included a random sample of 321 community college in the United States. Findings conclude that colleges operating under statewide governance structures and in states with more highly centralized…

Linking Gateway Technical College with Workforce Development: The SC Johnson-A Family Company Story.

ERIC Educational Resources Information Center

Knudson, Edward

2004-01-01

Seven years ago, SC Johnson--A Family Company approached Gateway Technical College with a need to further strengthen their incumbent workforce's technical training and education. Retirements, brain drain, and competition for technical expertise were the forces driving SC Johnson to develop a comprehensive, flexible, and timely workplace education…

International Workforce Development Perspectives: Germany and the United States

ERIC Educational Resources Information Center

Gaal, John

2007-01-01

Across the globe, it is no secret to people involved with career and technical education (CTE) that the German apprenticeship system is looked upon as the "gold standard" of workforce development training. In this article, the author compares the responses of subject matter experts (SMEs) in Germany and the United States, two of the…

Implications for Focusing Research in Career and Technical Education and Workforce Development

ERIC Educational Resources Information Center

Lambeth, Jeanea M.; Joerger, Richard M.; Elliot, Jack

2009-01-01

Education and educational research is shaped by philosophy, psychology, practice, and ever changing educational policies. Previous studies have expressed a need for a relevant and focused research agenda for career and technical education (CTE), workforce development education and career and technical education. A need for a relevant and timely…

Government Workers Adding Societal Value: The Ohio Workforce Development Program

ERIC Educational Resources Information Center

Guerra, Ingrid; Bernardez, Mariano; Jones, Michael; Zidan, Suhail

2005-01-01

This case study illustrates the application of Mega--adding measurable value for all stakeholders including society--as the central and ultimate focus for needs assessment. In this case, two needs assessment studies were conducted within a five-year period (1999-2003) with the State of Ohio's Workforce Development (WD) program. An initial needs…

A Historical and Contextual Look at Education and Workforce Development. Working Paper WP/05-02

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The California Postsecondary Education Commission is currently producing a series of policy briefs examining the nexus between workforce development and postsecondary education. The research question "How does California's postsecondary education system contribute to the needs of the state's economy and its future?" will serve as the…

Economic and Workforce Development Program Annual Report, 2014

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2014

2014-01-01

California's community colleges continue to play a crucial role in the state's economy by providing students with the skills and knowledge to succeed and by advancing the economic growth and global competitiveness of California and its regional economies through the Economic and Workforce Development Program (EWD). The EWD program invests in the…

Train-the-Trainer: Developing Workplace Curriculum, Part II (TT2). Workforce 2000 Partnership.

ERIC Educational Resources Information Center

Enterprise State Junior Coll., AL.

This curriculum package on developing workplace curriculum is a product of the Workforce 2000 Partnership, which combined the resources of four educational partners and four industrial partners in Alabama, Georgia, and South Carolina to provide education and training in communication, computation, and critical thinking to employees in the apparel,…

Health Care Evolution Is Driving Staffing Industry Transformation.

PubMed

Faller, Marcia; Gogek, Jim

2016-01-01

The powerful transformation in the health care industry is reshaping not only patient care delivery and the business of health care but also demanding new strategies from vendors who support the health care system. These new strategies may be most evident in workforce solutions and health care staffing services. Consolidation of the health care industry has created increased demand for these types of services. Accommodating a changing workforce and related pressures resulting from health care industry transformation has produced major change within the workforce solutions and staffing services sector. The effect of the growth strategy of mergers, acquisitions, and organic development has revealed organizational opportunities such as expanding capacity for placing physicians, nurses, and allied professionals, among other workforce solutions. This article shares insights into workforce challenges and solutions throughout the health care industry.

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.

Why we need multi-level health workforce governance: Case studies from nursing and medicine in Germany.

PubMed

Kuhlmann, Ellen; Larsen, Christa

2015-12-01

Health workforce needs have moved up on the reform agendas, but policymaking often remains 'piece-meal work' and does not respond to the complexity of health workforce challenges. This article argues for innovation in healthcare governance as a key to greater sustainability of health human resources. The aim is to develop a multi-level approach that helps to identify gaps in governance and improve policy interventions. Pilot research into nursing and medicine in Germany, carried out between 2013 and 2015 using a qualitative methodology, serves to illustrate systems-based governance weaknesses. Three explorative cases address major responses to health workforce shortages, comprising migration/mobility of nurses, reform of nursing education, and gender-sensitive work management of hospital doctors. The findings illustrate a lack of connections between transnational/EU and organizational governance, between national and local levels, occupational and sector governance, and organizations/hospital management and professional development. Consequently, innovations in the health workforce need a multi-level governance approach to get transformative potential and help closing the existing gaps in governance. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

Defining the Geoscience Community through a Quantitative Perspective

NASA Astrophysics Data System (ADS)

Wilson, C. E.; Keane, C. M.

2015-12-01

The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. These data cover the areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. The Workforce Program also considers economic changes in the United States and globally that can affect the supply and demand of the geoscience workforce. In order to have an informed discussion defining the modern geoscience community, it is essential to understand the current dynamics within the geoscience community and workforce. This presentation will provide a data-driven outlook of the current status of the geosciences in the workforce and within higher education using data collected by AGI, federal agencies and other stakeholder organizations. The data presented will highlight the various industries, including those industries with non-traditional geoscience jobs, the skills development of geoscience majors, and the application of these skills within the various industries in the workforce. This quantitative overview lays the foundation for further discussions related to tracking and understanding the current geoscience community in the United States, as well as establishes a baseline for global geoscience workforce comparisons in the future.

42 CFR 75.2 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... qualifications to engage in an occupation. Nuclear medicine technologist means a person other than a licensed... vitro detection and measurement of radioactivity for medical purposes. Permit means an authorization... occupation. Radiation therapy technologist means a person other than a licensed practitioner who utilizes...

42 CFR 75.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... qualifications to engage in an occupation. Nuclear medicine technologist means a person other than a licensed... vitro detection and measurement of radioactivity for medical purposes. Permit means an authorization... occupation. Radiation therapy technologist means a person other than a licensed practitioner who utilizes...

42 CFR 75.2 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... qualifications to engage in an occupation. Nuclear medicine technologist means a person other than a licensed... vitro detection and measurement of radioactivity for medical purposes. Permit means an authorization... occupation. Radiation therapy technologist means a person other than a licensed practitioner who utilizes...

42 CFR 75.2 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... qualifications to engage in an occupation. Nuclear medicine technologist means a person other than a licensed... vitro detection and measurement of radioactivity for medical purposes. Permit means an authorization... occupation. Radiation therapy technologist means a person other than a licensed practitioner who utilizes...

42 CFR 75.2 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... qualifications to engage in an occupation. Nuclear medicine technologist means a person other than a licensed... vitro detection and measurement of radioactivity for medical purposes. Permit means an authorization... occupation. Radiation therapy technologist means a person other than a licensed practitioner who utilizes...

Desktop Publishing: A New Frontier for Instructional Technologists.

ERIC Educational Resources Information Center

Bell, Norman T.; Warner, James W.

1986-01-01

Discusses new possibilities that computers and laser printers offer instructional technologists. Includes a brief history of printed communications, a description of new technological advances referred to as "desktop publishing," and suggests the application of this technology to instructional tasks. (TW)

Working in disadvantaged communities: What additional competencies do we need?

PubMed Central

Harris, Elizabeth; Harris, Mark F; Madden, Lynne; Wise, Marilyn; Sainsbury, Peter; MacDonald, John; Gill, Betty

2009-01-01

Background Residents of socioeconomically disadvantaged locations are more likely to have poor health than residents of socioeconomically advantaged locations and this has been comprehensively mapped in Australian cities. These inequalities present a challenge for the public health workers based in or responsible for improving the health of people living in disadvantaged localities. The purpose of this study was to develop a generic workforce needs assessment tool and to use it to identify the competencies needed by the public health workforce to work effectively in disadvantaged communities. Methods A two-step mixed method process was used to identify the workforce needs. In step 1 a generic workforce needs assessment tool was developed and applied in three NSW Area Health Services using focus groups, key stakeholder interviews and a staff survey. In step 2 the findings of this needs assessment process were mapped against the existing National Health Training Package (HLT07) competencies, gaps were identified, additional competencies described and modules of training developed to fill identified gaps. Results There was a high level of agreement among the AHS staff on the nature of the problems to be addressed but less confidence indentifying the work to be done. Processes for needs assessments, community consultations and adapting mainstream programs to local needs were frequently mentioned as points of intervention. Recruiting and retaining experienced staff to work in these communities and ensuring their safety were major concerns. Workforce skill development needs were seen in two ways: higher order planning/epidemiological skills and more effective working relationships with communities and other sectors. Organisational barriers to effective practice were high levels of annual compulsory training, balancing state and national priorities with local needs and giving equal attention to the population groups that are easy to reach and to those that are difficult to engage. A number of additional competency areas were identified and three training modules developed. Conclusion The generic workforce needs assessment tool was easy to use and interpret. It appears that the public health workforce involved in this study has a high level of understanding of the relationship between the social determinants and health. However there is a skill gap in identifying and undertaking effective intervention. PMID:19393091

Council of International Neonatal Nurses (COINN) Global Neonatal Provider Database Initiative (CGNPD): Results From an Implementation Focus Group.

PubMed

Eklund, Wakako; Kenner, Carole

2015-12-01

The neonatal nurses are the key component of the essential workforce necessary to address the healthcare needs of the infants globally. The paucity of the data regarding the availability and training of the neonatal workforce challenges the stakeholders at the regional, national, and global levels. The lack of these data makes strategic planning for initiatives especially in low-resourced countries difficult. Up-to-date data are critically needed to describe the role neonatal nurses play in global newborn health outcomes. The purpose of the COINN Global Neonatal Provider Database Initiative (CGNPD) was to develop a workforce database by developing survey questions, conducting a focus group to determine the key reasons such a database was needed and how best to implement it, and incorporating these comments into the workforce survey and launch. Pilot testing of the draft survey instrument was done. This article reports on the findings from the focus group and the development of the survey. A qualitative design using the focus group method was used. The focus group discussions were guided by semi-structured interview questions that had been developed prior to the focus group by neonatal experts. A convenience sample of 14 members from the international delegates and project advisory members who attended the COINN 2013 in Belfast, Northern Ireland, participated. These participants represented 10 countries. Thematic analysis was conducted using verbatim transcripts of the focus group data. Four main themes emerged: (1) the invisibility of neonatal nurses, (2) benchmarking needs for quality and standards, (3) need for partnership to implement the database, and (4) setting priorities for variables needed for the most salient database. The questionnaire examined participants' perceptions of the significance of and the future utilization of the workforce database and elements that should be included in the survey. The global neonatal workforce database is needed to describe who the neonatal nurses are in each country, what they do, how they are trained, and where they work. The data from the focus group aided in the development of the workforce survey that has been pilot tested and provides critical information to guide COINN's global implementation of the database project.

Precision Joining Center

NASA Astrophysics Data System (ADS)

Powell, J. W.; Westphal, D. A.

1991-08-01

A workshop to obtain input from industry on the establishment of the Precision Joining Center (PJC) was held on July 10-12, 1991. The PJC is a center for training Joining Technologists in advanced joining techniques and concepts in order to promote the competitiveness of U.S. industry. The center will be established as part of the DOE Defense Programs Technology Commercialization Initiative, and operated by EG&G Rocky Flats in cooperation with the American Welding Society and the Colorado School of Mines Center for Welding and Joining Research. The overall objectives of the workshop were to validate the need for a Joining Technologists to fill the gap between the welding operator and the welding engineer, and to assure that the PJC will train individuals to satisfy that need. The consensus of the workshop participants was that the Joining Technologist is a necessary position in industry, and is currently used, with some variation, by many companies. It was agreed that the PJC core curriculum, as presented, would produce a Joining Technologist of value to industries that use precision joining techniques. The advantage of the PJC would be to train the Joining Technologist much more quickly and more completely. The proposed emphasis of the PJC curriculum on equipment intensive and hands-on training was judged to be essential.

Closing the Gap: How Sectoral Workforce Development Programs Benefit the Working Poor. SEDLP Research Report. The Sectoral Employment Development Learning Project.

ERIC Educational Resources Information Center

Zandniapour, Lily; Conway, Maureen

The benefits of sectoral workforce development programs to the working poor were examined in a 3-year longitudinal study of participants in six sectoral employment training programs across the United States. The programs, which were all designed to serve low-income clients, provided training in a diverse set of industries, including the following:…

Five generations in the nursing workforce: implications for nursing professional development.

PubMed

Bell, Julie A

2013-01-01

Positive patient outcomes require effective teamwork, communication, and technological literacy. These skills vary among the unprecedented five generations in the nursing workforce, spanning the "Silent Generation" nurses deferring retirement to the newest "iGeneration." Nursing professional development educators must understand generational differences; address communication, information technology, and team-building competencies across generations; and promote integration of learner-centered strategies into professional development activities.

Partnering for Quality under the Workforce Investment Act: A Tool Kit for One-Stop System Building. Summary of Tools.

ERIC Educational Resources Information Center

Kogan, Deborah; Koller, Vinz; Kozumplik, Richalene; Lawrence, Mary Ann

This document presents 22 tools that were developed for use in a five-module training package to assist employment and training service providers comply with the Workforce Investment Act of 1998 and develop a one-stop training and employment services system. Each tool addresses a different aspect of the process of developing a one-stop delivery…

Needed: Sy(STEM)ic Response. How California's Public Colleges and Universities Are Key to Strengthening the Science, Technology, Engineering, and Math (STEM) and Health Workforce

ERIC Educational Resources Information Center

Byrd, Daniel; Shorette, Rob

2016-01-01

California is at a crossroads in terms of STEM and health workforce development. On the one hand, California has more available entry-level STEM jobs than any other state in the country and a steadily growing health workforce, giving large segments of its population access to stable careers. On the other hand, California's public colleges and…

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

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

Tegen, Suzanne

2015-07-30

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

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.

Nuclear Medical Technology Training.

ERIC Educational Resources Information Center

Simmons, Guy H., Ed.

This 1-day colloquium, attended by 23 participants representing societies, government agencies, colleges and universities, and other training programs, was conducted for the purpose of reporting on and discussing the curriculums developed at the University of Cincinnati for training nuclear medical technologists. Pilot programs at both the…

Nuclear Engineering Technologists in the Nuclear Power Era

ERIC Educational Resources Information Center

Wang, C. H.; And Others

1974-01-01

Describes manpower needs in nuclear engineering in the areas of research and development, architectural engineering and construction supervision, power reactor operations, and regulatory tasks. Outlines a suitable curriculum to prepare students for the tasks related to construction and operation of power reactors. (GS)

Exploring the links between macro-level contextual factors and their influence on nursing workforce composition.

PubMed

Squires, Allison; Beltrán-Sánchez, Hiram

2011-11-01

Research that links macro-level socioeconomic development variables to health care human resources workforce composition is scarce at best. The purpose of this study was to explore the links between nonnursing factors and nursing workforce composition through a secondary, descriptive analysis of year 2000, publicly available national nursing human resources data from Mexico. Building on previous research, the authors conducted multiple robust regression analysis by federal typing of nursing human resources from 31 Mexican states against macro-level socioeconomic development variables. Average education in a state was significantly associated in predicting all types of formally educated nurses in Mexico. Other results suggest that macro-level indicators have a different association with each type of nurse. Context may play a greater role in determining nursing workforce composition than previously thought. Further studies may help to explain differences both within and between countries.

Exploring the Links Between Macro-Level Contextual Factors and Their Influence on Nursing Workforce Composition

PubMed Central

Squires, Allison; Beltrán-Sánchez, Hiram

2012-01-01

Research that links macro-level socioeconomic development variables to healthcare human resources workforce composition is scarce at best. The purpose of this study was to explore the links between non-nursing factors and nursing workforce composition through a secondary, descriptive analysis of year 2000, publicly available national nursing human resources data from Mexico. Building on previous research, the authors conducted multiple robust regression analysis by federal typing of nursing human resources from 31 Mexican states against macro-level socioeconomic development variables. Average education in a state was significantly associated in predicting all types of formally educated nurses in Mexico. Other results suggest that macro level indicators have a different association with each type of nurse. Context may play a greater role in determining nursing workforce composition than previously thought. Further studies may help to explain differences both within and between countries. PMID:22513839

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

PubMed Central

Cooling, Robert Fletcher; Aw, Tar-Ching

2012-01-01

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

Issues facing the future health care workforce: the importance of demand modelling

PubMed Central

Segal, Leonie; Bolton, Tom

2009-01-01

This article examines issues facing the future health care workforce in Australia in light of factors such as population ageing. It has been argued that population ageing in Australia is affecting the supply of health care professionals as the health workforce ages and at the same time increasing the demand for health care services and the health care workforce. However, the picture is not that simple. The health workforce market in Australia is influenced by a wide range of factors; on the demand side by increasing levels of income and wealth, emergence of new technologies, changing disease profiles, changing public health priorities and a focus on the prevention of chronic disease. While a strong correlation is observed between age and use of health care services (and thus health care workforce), this is mediated through illness, as typified by the consistent finding of higher health care costs in the months preceding death. On the supply side, the health workforce is highly influenced by policy drivers; both national policies (eg funded education and training places) and local policies (eg work place-based retention policies). Population ageing and ageing of the health workforce is not a dominant influence. In recent years, the Australian health care workforce has grown in excess of overall workforce growth, despite an ageing health workforce. We also note that current levels of workforce supply compare favourably with many OECD countries. The future of the health workforce will be shaped by a number of complex interacting factors. Market failure, a key feature of the market for health care services which is also observed in the health care labour market – means that imbalances between demand and supply can develop and persist, and suggests a role for health workforce planning to improve efficiency in the health services sector. Current approaches to health workforce planning, especially on the demand side, tend to be highly simplistic. These include historical allocation methods, such as the personnel-to-population ratios which are essentially circular in their rationale rather than evidence-based. This article highlights the importance of evidence-based demand modelling for those seeking to plan for the future Australian health care workforce. A model based on population health status and best practice protocols for health care is briefly outlined. PMID:19422686

Issues facing the future health care workforce: the importance of demand modelling.

PubMed

Segal, Leonie; Bolton, Tom

2009-05-07

This article examines issues facing the future health care workforce in Australia in light of factors such as population ageing. It has been argued that population ageing in Australia is affecting the supply of health care professionals as the health workforce ages and at the same time increasing the demand for health care services and the health care workforce.However, the picture is not that simple. The health workforce market in Australia is influenced by a wide range of factors; on the demand side by increasing levels of income and wealth, emergence of new technologies, changing disease profiles, changing public health priorities and a focus on the prevention of chronic disease. While a strong correlation is observed between age and use of health care services (and thus health care workforce), this is mediated through illness, as typified by the consistent finding of higher health care costs in the months preceding death.On the supply side, the health workforce is highly influenced by policy drivers; both national policies (eg funded education and training places) and local policies (eg work place-based retention policies). Population ageing and ageing of the health workforce is not a dominant influence. In recent years, the Australian health care workforce has grown in excess of overall workforce growth, despite an ageing health workforce. We also note that current levels of workforce supply compare favourably with many OECD countries. The future of the health workforce will be shaped by a number of complex interacting factors.Market failure, a key feature of the market for health care services which is also observed in the health care labour market - means that imbalances between demand and supply can develop and persist, and suggests a role for health workforce planning to improve efficiency in the health services sector. Current approaches to health workforce planning, especially on the demand side, tend to be highly simplistic. These include historical allocation methods, such as the personnel-to-population ratios which are essentially circular in their rationale rather than evidence-based. This article highlights the importance of evidence-based demand modelling for those seeking to plan for the future Australian health care workforce. A model based on population health status and best practice protocols for health care is briefly outlined.

Oral health workforce planning part 2: figures, determinants and trends in a sample of World Dental Federation member countries.

PubMed

Yamalik, Nermin; Ensaldo-Carrasco, Eduardo; Cavalle, Edoardo; Kell, Kathyrn

2014-06-01

A range of factors needs to be taken into account for an ideal oral health workforce plan. The figures related to dentists, specialists, auxiliaries, practice patterns, undergraduate and continuing dental education, laws/regulations, the attitudes of oral health-care providers and the general trends affecting the practice patterns, work conditions and preferences of oral health-care providers are among such determinants. Thus, the aim of the present study was to gather such information from a sample of World Dental Federation (FDI) member countries with different characteristics. A cross-sectional survey study was carried out among a sample of FDI member countries between March 2, 2012 and March 27, 2012. A questionnaire was developed addressing some main determinants of oral health workforce, such as its structure, involvement of the public/private sector to provide oral health-care services, specialty services, dental schools, trends in workforce and compliance with oral health needs, and a descriptive analysis was performed. The countries were classified as developed and developing countries and Mann-Whitney U-tests and chi-square tests were used to identify potential significant differences (P > 0.05) between developed and developing countries. All data were processed in SPSS v.19. In the18 questionnaires processed, the median number of dentists (P = 0.005), dental practices (P = 0.002), hygienists (P = 0.005), technicians (P = 0.013) and graduates per year (P = 0.037) was higher in developed countries. Only 12.5% of developed and 22.2% of developing countries reported having optimal number of graduates per year. It was noted that 66.7% of developing countries had more regions lacking enough dentists to meet the demand (P = 0.050) and 77.8% lacked the necessary specialist care (P = 0.015). Although developing countries reported mostly an oversupply of dentists, regardless of the level of development most countries did not report an oversupply of specialists. Most developed countries did not feel that their regulations (87.5%) complied with the needs and demands of the population and most developing countries did not feel that their undergraduate dental education (62.5%) complied. Migrating to other countries was a trend seen in developing countries, while, despite increased numbers of dentists, underserved areas and communities were reported. The cross-sectional survey study suggests that figures related to optimum or ideal oral health workforce and fair distribution of the available workforce does not seem to be achieved in many parts of the world. Further attention also needs to be dedicated to general trends that have the capacity to affect future oral health workforce. © 2014 FDI World Dental Federation.

Can action research strengthen district health management and improve health workforce performance? A research protocol.

PubMed

Mshelia, C; Huss, R; Mirzoev, T; Elsey, H; Baine, S O; Aikins, M; Kamuzora, P; Bosch-Capblanch, X; Raven, J; Wyss, K; Green, A; Martineau, T

2013-08-30

The single biggest barrier for countries in sub-Saharan Africa (SSA) to scale up the necessary health services for addressing the three health-related Millennium Development Goals and achieving Universal Health Coverage is the lack of an adequate and well-performing health workforce. This deficit needs to be addressed both by training more new health personnel and by improving the performance of the existing and future health workforce. However, efforts have mostly been focused on training new staff and less on improving the performance of the existing health workforce. The purpose of this paper is to disseminate the protocol for the PERFORM project and reflect on the key challenges encountered during the development of this methodology and how they are being overcome. The overall aim of the PERFORM project is to identify ways of strengthening district management in order to address health workforce inadequacies by improving health workforce performance in SSA. The study will take place in three districts each in Ghana, Tanzania and Uganda using an action research approach. With the support of the country research teams, the district health management teams (DHMTs) will lead on planning, implementation, observation, reflection and redefinition of the activities in the study. Taking into account the national and local human resource (HR) and health systems (HS) policies and practices already in place, 'bundles' of HR/HS strategies that are feasible within the context and affordable within the districts' budget will be developed by the DHMTs to strengthen priority areas of health workforce performance. A comparative analysis of the findings from the three districts in each country will add new knowledge on the effects of these HR/HS bundles on DHMT management and workforce performance and the impact of an action research approach on improving the effectiveness of the DHMTs in implementing these interventions. Different challenges were faced during the development of the methodology. These include the changing context in the study districts, competing with other projects and duties for the time of district managers, complexity of the study design, maintaining the anonymity and confidentiality of study participants as well as how to record the processes during the study. We also discuss how these challenges are being addressed. The dissemination of this research protocol is intended to generate interest in the PERFORM project and also stimulate discussion on the use of action research in complex studies such as this on strengthening district health management to improve health workforce performance.

KSC-2012-4092

NASA Image and Video Library

2012-07-30

CAPE CANAVERAl, Fla. - James Stanley, chief technologist for Qinetiq North America, speaks during a visit by Dr. Mason Peck, NASA's chief Technologist, to Kennedy Space Center's Space Life Sciences Laboratory. Peck toured the lab facility during a visit to the space center. Photo credit: NASA/Frankie Martin

A Qualitative Study of a Rural Community College Workforce Development Customized Training Program

ERIC Educational Resources Information Center

O'Rear, Susan

2011-01-01

Across the United States, partnerships have formed between business and industry and rural community college workforce development customize training programs to meet the demands of the 21st century labor market. For many business and industry managers, a partnership has become a necessary means to train the unskilled as well as update skills…

State Policies on Community College Workforce Development: Findings from a National Survey.

ERIC Educational Resources Information Center

Jenkins, Davis; Boswell, Katherine

The Education Commission of the States conducted a national survey on workforce development in the community college. The research instrument was sent to the state agency responsible for oversight of the community colleges in each of the 50 states. Forty-five states responded. The five states that did not respond are Idaho, Hawaii, Maryland,…

Workforce Development and Renewal in Australian Universities and the Management of Casual Academic Staff

ERIC Educational Resources Information Center

May, Robyn; Strachan, Glenda; Peetz, David

2013-01-01

Most undergraduate teaching in Australia's universities is now performed by hourly paid staff, and these casual academics form the majority of the academic teaching workforce in our universities. This recent development has significant implications for the careers and working lives of those staff, for other academic staff, and for students,…

Developing Appropriate Workforce Skills for Australia's Emerging Digital Economy: Working Paper

ERIC Educational Resources Information Center

Gekara, Victor; Molla, Alemayehu; Snell, Darryn; Karanasios, Stan; Thomas, Amanda

2017-01-01

This working paper is the first publication coming out of a project investigating the role of vocational education and training (VET) in developing digital skills in the Australian workforce, using two sectors as case studies--Transport and Logistics, and Public Safety and Correctional Services. The study employs a mixed method approach, combining…

Focus on Success: An Explanatory Embedded Multiple-Case Study on How Youth Successfully Navigate Workforce Development Programs in Southern Nevada

ERIC Educational Resources Information Center

Villalobos, Ricardo

2017-01-01

This explanatory qualitative study investigated the perspectives of participant's and practitioner's perceived barriers to success and the necessary navigational expertise for overcoming the identified barriers. This multiple-case study research design examined three WIA out-of-school youth workforce development programs in Southern Nevada, with…

Addressing Health Disparities in the Undergraduate Curriculum: An Approach to Develop a Knowledgeable Biomedical Workforce

ERIC Educational Resources Information Center

Benabentos, Rocio; Ray, Payal; Kumar, Deepak

2014-01-01

Disparities in health and healthcare are a major concern in the United States and worldwide. Approaches to alleviate these disparities must be multifaceted and should include initiatives that touch upon the diverse areas that influence the healthcare system. Developing a strong biomedical workforce with an awareness of the issues concerning health…

Overseeing One-Stops: A WIB Member's Guide to Quality Assurance. Workforce Board Development Series.

ERIC Educational Resources Information Center

2000

This guide is intended to give workforce investment boards (WIBs) a practical framework for overseeing the performance of one-stop career centers. The introduction presents background information on a proposed quality assurance framework and the guide's format and development. The first two sections explain the importance of quality assurance to…

Psychosocial Influences upon the Workforce and Professional Development Participation of Family Child Care Providers

ERIC Educational Resources Information Center

Swartz, Rebecca Anne; Wiley, Angela R.; A. Koziol, Natalie; Magerko, Katherine A.

2016-01-01

Background: Family child care is commonly used in the US by families, including by those receiving child care subsidies. Psychosocial influences upon the workforce and professional development participation of family child care providers (FCCPs) have implications for the investment of public dollars that aim to improve quality and stability of…

Health Care Workforce Development in Rural America: When Geriatrics Expertise Is 100 Miles Away

ERIC Educational Resources Information Center

Tumosa, Nina; Horvath, Kathy J.; Huh, Terri; Livote, Elayne E.; Howe, Judith L.; Jones, Lauren Ila; Kramer, B. Josea

2012-01-01

The Geriatric Scholar Program (GSP) is a Department of Veterans Affairs' (VA) workforce development program to infuse geriatrics competencies in primary care. This multimodal educational program is targeted to primary care providers and ancillary staff who work in VA's rural clinics. GSP consists of didactic education and training in geriatrics…

Leading Change: A Case Study of Alamo Academies--An Industry-Driven Workforce Partnership Program

ERIC Educational Resources Information Center

Hu, Xiaodan; Bowman, Gene

2016-01-01

In this study, the authors focus on the initiation and development of the Alamo Academies, aiming to illustrate an exemplary industry-driven model that addresses workforce development in local community. After a brief introduction of the context, the authors summarized major factors that contribute to the success of the collaboration model,…

Workforce Skills Development and Engagement in Training through Skill Sets: Literature Review. Occasional Paper

ERIC Educational Resources Information Center

Mills, John; Bowman, Kaye; Crean, David; Ranshaw, Danielle

2012-01-01

This literature review examines the available research on skill sets. It provides background for a larger research project "Workforce skills development and engagement in training through skill sets," the report of which will be released early next year. This paper outlines the origin of skill sets and explains the difference between…

Conducting a Community Audit: Assessing the Workforce Development Needs and Resources of Your Community.

ERIC Educational Resources Information Center

2000

This document details the purposes and principles of community audits and presents guidelines for designing and conducting a community audit to assess a local community's workforce development needs and resources. Section 1 presents an overview of the U.S. Department of Labor's Community Audit Project and explains the following key steps in…

Workforce Development and Wind for Schools (Poster)

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

Newcomb, C.; Baring-Gould, I.

2012-06-01

As the United States dramatically expands wind energy deployment, the industry is faced with the need to quickly develop a skilled workforce and to address public acceptance. Wind Powering America's Wind for Schools project addresses these challenges. This poster, produced for the American Wind Energy Association's annual WINDPOWER conference, provides an overview of the project, including objectives, methods, and results.

The Role of VET in Alcohol and Other Drugs Workforce Development: Survey Technical Report

ERIC Educational Resources Information Center

Pidd, Ken; Carne, Amanda; Roche, Ann

2010-01-01

To examine the effectiveness of vocational education and training qualifications as a workforce development strategy in the community services and health industries, a case study was undertaken of the alcohol and other drug sector. The project comprised of two parts: (1) An online survey to gain an understanding of employer's perceptions of and…

North Carolina Community College System Economic & Workforce Development Annual Report, 1999-2000.

ERIC Educational Resources Information Center

Lancaster, H. Martin

During the 1999-2000 program year, the Division of Economic and Workforce Development attempted to further the North Carolina Community College System's (NCCCS) tradition of excellence by modeling key strategies of the business sector. These strategies included: (1) Economies of scale, a term that refers to unit cost decreasing as number of units…

Corporate Universities: An Historical Perspective with an Analysis and Comparison of Development Models in the Literature and Practice

ERIC Educational Resources Information Center

Schmitt, Catherine A.

2012-01-01

This dissertation examines the history of workforce education, corporate university development models in both literature and practice, and the evolution of the next generation of corporate universities. It traces workforce education from indentured servants in Europe during the Middle Ages, to the sophisticated corporate universities that…

The Outlook of Workforce Development in Community Colleges. UCLA Community College Bibliography

ERIC Educational Resources Information Center

Zarkesh, Maryam

2004-01-01

The 2004 State of the Union address included an announcement that $250 million was being allocated to community colleges for workforce development programs. This indication of support was good news in light of the recent trends for level funding or cutting back on educational programs, and demonstrates the perceived benefits of workforce…

Complex Problem Solving in Radiologic Technology: Understanding the Roles of Experience, Reflective Judgment, and Workplace Culture

ERIC Educational Resources Information Center

Yates, Jennifer L.

2011-01-01

The purpose of this research study was to explore the process of learning and development of problem solving skills in radiologic technologists. The researcher sought to understand the nature of difficult problems encountered in clinical practice, to identify specific learning practices leading to the development of professional expertise, and to…

KSC-2013-3568

NASA Image and Video Library

2013-09-12

CAPE CANAVERAL, Fla. – Karen Thompson, chief technologist at NASA's Kennedy Space Center in Florida, discusses technology transfer with attendees at the Technology Transfer Forum of the Economic Development Commission of Florida's Space Coast. A goal of the session was to showcase ways commercial businesses can work with NASA to develop technology and apply existing technology to commercial uses. Photo credit: NASA/Glenn Benson

The Long-Term Impact of Technology on Employment and Unemployment. A National Academy of Engineering Symposium (June 30, 1983).

ERIC Educational Resources Information Center

National Academy of Engineering, Washington, DC.

Although technological change profoundly affects the types, amounts, and conditions of work in both public and private sectors, there is no agreement among economists, technologists, or labor representatives on the impact of developments of new high-technology industries upon employment. Because the implications of these developments are neither…

Frequency of recommendations for additional imaging in diagnostic ultrasound examinations: Evaluation of radiologist, technologist, and other examination-related factors.

PubMed

Margolis, Nathaniel E; Rosenkrantz, Andrew B; Babb, James S; Macari, Michael

2015-10-01

Our aim in this study was to evaluate the effect of the radiologist, technologist, and other examination-related factors on the frequency of recommendations for additional imaging (RAI) during sonographic (US) interpretation. We retrospectively reviewed 719 US reports from a single academic medical center for the presence of RAI. All studies had been interpreted by one of three abdominal radiologists. Examinations were performed at an outpatient radiology facility with no onsite radiologist (n = 299) or at an inpatient emergency department or hospital-based outpatient setting that had an onsite radiologist (n = 420). Possible associations between the frequency of RAI and the presence of an onsite radiologist, location of the examination, body part or region imaged, patient age, technologist performing the exam, and radiologist reading the exam were evaluated. There were significant differences between each pair of radiologists in terms of overall frequency of RAI (p < 0.001) (radiologist 1: 12.0% [22/184]; radiologist 2: 21.6% [78/361]; and radiologist 3: 45.5% [79/174]). In addition, there were statistically significant differences in the frequency of RAI among studies scanned by the 10 different US technologists (13.6%-40.0%, p = 0.03). However, other factors such as patient age, patient sex, US unit, patient location, and radiologist location were not associated with the frequency of RAI (p = 0.15-0.93). The individual radiologist and technologist influenced the frequency of RAI for US examinations, whereas other examination-related factors did not. The observed substantial variability in RAI between radiologists and technologists warrants further study, with consideration of strategies to optimize RAI within US reports. © 2015 Wiley Periodicals, Inc.

Enhancing the diversity of the pediatrician workforce.

PubMed

Friedman, Aaron L

2007-04-01

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

Collaborating with cardiac sonographers to develop work-related musculoskeletal disorder interventions.

PubMed

Sommerich, Carolyn M; Lavender, Steven A; Evans, Kevin; Sanders, Elizabeth; Joines, Sharon; Lamar, Sabrina; Radin Umar, Radin Zaid; Yen, Wei-Ting; Li, Jing; Nagavarapu, Shasank; Dickerson, Jennifer A

2016-09-01

For more than two decades, surveys of imaging technologists, including cardiac sonographers, diagnostic medical sonographers and vascular technologists, have consistently reported high prevalence of work-related musculoskeletal discomfort (WRMSD). Yet, intervention research involving sonographers is limited. In this study, we used a participatory approach to identifying needs and opportunities for developing interventions to reduce sonographers' exposures to WRMSD risk factors. In this paper, we present some of those needs. We include descriptions of two interventions, targeted for cardiac sonographers, that were developed, through an iterative process, into functional prototypes that were evaluated in pilot tests by practicing sonographers. One of these interventions is now in daily use. We would like other engineers and ergonomists to recognise this area of opportunity to apply their knowledge of biomechanics and design in order to begin to address the high prevalence of WRMSDs in sonographers, by working with sonographers to develop useful and usable interventions. Practitioner Summary: This paper discusses needs, opportunities and methods for working with sonographers in order to develop interventions to reduce their exposure to risk factors for work-related musculoskeletal discomfort. Results from field tests of two novel interventions targeting cardiac sonographers are also presented.

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

PubMed

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

2017-12-28

A rapid transition from severe physician workforce shortage to massive production to ensure the physician workforce demand puts the Ethiopian health care system in a variety of challenges. Therefore, this study discovered how the health system response for physician workforce shortage using the so-called flooding strategy was viewed by different stakeholders. The study adopted the grounded theory research approach to explore the causes, contexts, and consequences (at the present, in the short and long term) of massive medical student admission to the medical schools on patient care, medical education workforce, and medical students. Forty-three purposively selected individuals were involved in a semi-structured interview from different settings: academics, government health care system, and non-governmental organizations (NGOs). Data coding, classification, and categorization were assisted using ATLAs.ti qualitative data analysis scientific software. In relation to the health system response, eight main categories were emerged: (1) reasons for rapid medical education expansion; (2) preparation for medical education expansion; (3) the consequences of rapid medical education expansion; (4) massive production/flooding as human resources for health (HRH) development strategy; (5) cooperation on HRH development; (6) HRH strategies and planning; (7) capacity of system for HRH development; and (8) institutional continuity for HRH development. The demand for physician workforce and gaining political acceptance were cited as main reasons which motivated the government to scale up the medical education rapidly. However, the rapid expansion was beyond the capacity of medical schools' human resources, patient flow, and size of teaching hospitals. As a result, there were potential adverse consequences in clinical service delivery, and teaching learning process at the present: "the number should consider the available resources such as number of classrooms, patient flows, medical teachers, library…". In the future, it was anticipated to end in surplus in physician workforce, unemployment, inefficiency, and pressure on the system: "…flooding may seem a good strategy superficially but it is a dangerous strategy. It may put the country into crisis, even if good physicians are being produced; they may not get a place where to go…". Massive physician workforce production which is not closely aligned with the training capacity of the medical schools and the absorption of graduates in to the health system will end up in unanticipated adverse consequences.

Wind for Schools: Developing Educational Programs to Train a New Workforce and the Next Generation of Wind Energy Experts (Poster)

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

Flowers, L.; Baring-Gould, I.

2010-04-01

As the United States dramatically expands wind energy deployment, the industry is challenged with developing a skilled workforce and addressing public resistance. Wind Powering America's Wind for Schools project addresses these issues by: Developing Wind Application Centers (WACs) at universities; installing small wind turbines at community "host" schools; and implementing teacher training with interactive curricula at each host school.

Educational Technologists, Chameleons, and Systemic Thinking.

ERIC Educational Resources Information Center

Reigeluth, Charles M.; Avers, Dale

1997-01-01

Discusses systemic thinking and how it can help educational technologists better cope with change. Highlights include major societal paradigm shifts, differences between the industrial age and the information age that affect education, features of an information-age educational system, and changing uses of media and technology. (LRW)

American Medical Technologists' (AMT) Position on Licensure for Medical Laboratory Personnel.

ERIC Educational Resources Information Center

American Medical Technologists, Park Ridge, IL.

The American Medical Technologists organization opposes licensure for medical laboratory personnel unless there is consensus among all the groups representing generalist laboratory practitioners as to qualifications, titles, accreditation, and certification policies. Licensure is a restrictive and protectionistic measure, and American Medical…

42 CFR 482.51 - Condition of participation: Surgical services.

Code of Federal Regulations, 2010 CFR

2010-10-01

... applicable State laws and approved medical staff policies and procedures, LPNs and surgical technologists may... of medicine or osteopathy. (2) Licensed practical nurses (LPNs) and surgical technologists (operating... surgical care must be designed to assure the achievement and maintenance of high standards of medical...

KSC-2012-4091

NASA Image and Video Library

2012-07-30

CAPE CANAVERAl, Fla. - Karen L. Thompson, chief technologist for Kennedy Space Center, speaks during a visit by Dr. Mason Peck, NASA's chief Technologist, to to Kennedy Space Center's Space Life Sciences Laboratory. Peck toured the lab facility during a visit to the space center. Photo credit: NASA/Frankie Martin

[How to efficiently conduct a physiological examination of a child--from the viewpoint of a medical technologist].

PubMed

Yamadera, Yukio; Aihara, Rieko; Koitabashi, Yoshie; Matsuda, Mitsuko; Takakuda, Yoshie; Kurosaki, Sachiko

2014-08-01

Children are often frightened, cry, refuse to sit still, and may not cooperate during a physiological examination. Technologists must take considerable care to reduce the child's anxiety. Specifically, we should use creative solutions, start by interacting with the patient, using dolls or toys, and explain the procedure to him/her in a friendly way, communicating more effectively with the patient's family. When performing the actual examinations, technologists need to work skillfully with a complete understanding of the purpose of the examinations, having the ability to identify the changes that occur in various developmental stages and interpret the pathophysiological mechanisms specific to children. Furthermore, we must always have an awareness of safety, taking measures to prevent falls from the bed and/or to keep the room warm if examinations require the child to be naked, so that he/she will not catch a cold. I explain various points of caution and possible solutions regarding electrocardiograms, electroencephalograms, and ultrasonography, from the viewpoint of a medical technologist.

[Undergraduate education of medical technologists to promote scientific and technological literacy].

PubMed

Yamaguchi, Hiroyuki; Akizawa, Hirotsugu

2010-07-01

It is becoming increasingly important for today's medical technologists to receive proper training on the safety of medical treatment and healthcare in order to accommodate the rapid changes and advancement in medical technology. In particular, because of the increase of hospital-acquired infections, the role of medical technologists involved in infection control has become much more important. In addition, particularly in Japan, the career options available to students graduating with a degree in medical technology have become much more diverse, ranging from research laboratories to clinical services; however, undergraduate education for medical technologists is limited. It is therefore deemed necessary for undergraduate students to be provided with adequate training from their universities by offering a wider selection of classes in this subject area. In this paper, we summarize our preliminary findings on the trial lessons that are offered to medical technology students in their microbiology class. These lessons are designed to enhance students' academic potential and to engage their interest.

The Valued People Project: users' views on learning disability nursing.

PubMed

Gates, Bob

A well-educated and trained workforce is undoubtedly crucial to the development of quality care for people with learning disabilities. Notwithstanding this, and unsure as to the need to continue to commission educational programmes for one part of this workforce-pre-registration learning disability nursing-South Central Strategic Health Authority commissioned the Valued People Project to undertake a detailed strategic review of educational commissioning, along with a review of the specialist learning disability health workforce more generally. This project has recently been completed, and provides a unique evidence-based expert evaluation of the future strategic direction of education commissioning and leadership for workforce issues in specialist learning disability services, as well as the wider NHS workforce. This is the first in a series of articles that reports on one aspect of the project: the focus group work undertaken with parents and relatives of people with learning disabilities, and people with learning disabilities themselves, as to the need and type of health workforce needed to support them in the future. The article concludes by identifying the key messages of importance from parents and people with learning disabilities concerning the future specialist and wider NHS workforce.

Welfare to Work: Ties between TANF and 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.

ERIC Educational Resources Information Center

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

This Congressional report contains the testimony presented at a hearing to examine the extent to which Temporary Assistance for Needy Families (TANF) work services are being provided through the one-stop career centers established through the Workforce Investment Act and to determine how such linkages are impacting program participants. The oral…

Sustainable Resource Development in the Third World. Selected Papers from an International Symposium (Columbus, Ohio, September 1985). Westview Special Studies in Natural Resources and Energy Management.

ERIC Educational Resources Information Center

Southgate, Douglas D., Ed.; Disinger, John F., Ed.

Over time, scientists, technologists, and resource managers in affluent countries have devised and institutionalized methodologies for exploiting and managing natural resources in their own environments with considerable success. In doing so, they have provided models, at least of development and affluence, that the less developed countries seek…

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

PubMed

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

2017-07-25

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

Soft-copy sonography: cost reduction sensitivity analysis in a pediatric hospital.

PubMed

Don, S; Albertina, M J; Ammann, D

1998-03-01

Our objective was to determine whether interpreting sonograms of pediatric patients using soft-copy (computer workstation) instead of laser-printed film could reduce costs for a pediatric radiology department. We used theoretic models of growth to analyze costs. The costs of a sonographic picture archiving and communication system (three interface devices, two workstations, a network server, maintenance expenses, and storage media costs) were compared with the potential savings of eliminating film and increasing technologist efficiency or reducing the number of technologists. The model was based on historic trends and future capitation estimates that will reduce fee-for-service reimbursement. The effects of varying the study volume and reducing technologists' work hours were analyzed. By converting to soft-copy interpretation, we saved 6 min 32 sec per examination by eliminating film processing waiting time, thus reducing examination time from 30 min to 24 min. During an average day of 27 examinations, 176 min were saved. However, 33 min a day were spent retrieving prior studies from long-term storage; thus, 143 extra minutes a day were available for scanning. This improved efficiency could result in five more sonograms a day obtained by converting to soft-copy interpretation, using existing staff and equipment. Alternatively, five examinations a day would equate to one half of a full-time equivalent technologists position. Our analysis of costs considered that the hospital's anticipated growth of sonography and the depreciation of equipment during 5 years resulted in a savings of more than $606,000. Increasing the examinations by just 200 sonograms in the first year and no further growth resulted in a savings of more than $96,000. If the number of sonograms stayed constant, elimination of film printing alone resulted in a loss of approximately $157,000; reduction of one half of a full-time equivalent technologist's position would recuperate approximately $134,000 of that loss. Soft-copy sonography can save money through improved technologist efficiency, thereby increasing the number of sonograms obtained and revenue generated. If the number of sonograms does not increase, elimination of printing costs and reduction of staff technologists will not result in a savings.

Future Projection

ERIC Educational Resources Information Center

Villano, Matt

2009-01-01

From wireless connectivity to light processing improvements, digital projectors have incorporated a number of technological advancements in recent years--developments that have made the tools even easier for higher education technologists to use. This article offers some vendor insights about some of those trends, and the ways in which they might…

Hunter New England Training (HNET): how to effect culture change in a psychiatry medical workforce.

PubMed

Cohen, Martin; Llewellyn, Anthony; Ditton-Phare, Philippa; Sandhu, Harsimrat; Vamos, Marina

2011-12-01

It is now recognized that education and training are at the core of quality systems in health care. In this paper we discuss the processes and drivers that underpinned the development of high quality education and training programs and placements for all junior doctors. The early identification and development of doctors interested in psychiatry as a career, engagement and co-operation with the broader junior doctor network and the creation of teaching opportunities for trainees that was linked to their stage of development were identified as key to the success of the program. Targeted, high quality education programs and clinical placements coupled with strategic development of workforce has reduced staff turn over, led to the stabilization of the medical workforce and created a culture where learning and supervision are highly valued.

The changing role of the medical technologist from technologist to information specialist.

PubMed

Miller, W G

2000-01-01

Pathology laboratory services are dependent on the laboratory information system (LIS) to organize the work, manage the operation, and communicate the results for effective laboratory medicine. For maximum efficiency, staffing for the LIS should be an integral component of laboratory operations and is facilitated by a two-tier structure. A core LIS staff provides system support and continuous services. A group of bench medical technologists have multitasking responsibilities, including LIS support for a specific laboratory work area. The two components form a team that uses staff efficiently to provide ongoing operational services and flexibility for problem solving and new functionality implementation.

Interventional-Cardiovascular MR: Role of the Interventional MR Technologist

PubMed Central

Mazal, Jonathan R; Rogers, Toby; Schenke, William H; Faranesh, Anthony Z; Hansen, Michael; O’Brien, Kendall; Ratnayaka, Kanishka; Lederman, Robert J

2016-01-01

Background Interventional-cardiovascular magnetic resonance (iCMR) is a promising clinical tool for adults and children who need a comprehensive hemodynamic catheterization of the heart. Magnetic resonance (MR) imaging-guided cardiac catheterization offers radiation-free examination with increased soft tissue contrast and unconstrained imaging planes for catheter guidance. The interventional MR technologist plays an important role in the care of patients undergoing such procedures. It is therefore helpful for technologists to under-stand the unique iCMR preprocedural preparation, procedural and imaging workflows, and management of emergencies. The authors report their team’s experience from the National Institutes of Health Clinical Center and a collaborating pediatric site. PMID:26721838

From cytokines to pragmatic designs: changing paradigms.

PubMed

Heddle, Nancy M

2017-10-01

Emily Cooley was a well-respected medical technologist and morphologist with a remarkable skill set. She was highly regarded both professionally and personally. The "Emily Cooley Lectureship and Award" was established to honor her in particular and medical technologists in general. This article first reviews how a medical laboratory technologist was inspired to become a clinical researcher, then goes on to describe research that led to the discovery of cytokines as the cause of febrile nonhemolytic transfusion and the use of a pragmatic randomized controlled trial design to address evidence of harm when stored red blood cells were transfused. Important lessons for performing quality, meaningful research are highlighted. © 2017 AABB.

An evaluation of a public health nutrition workforce development intervention for the nutrition and dietetics workforce.

PubMed

Palermo, C; Hughes, R; McCall, L

2010-06-01

Workforce development is a key element for building the capacity to effectively address priority population nutrition issues. On-the-job learning and mentoring have been proposed as strategies for practice improvement in public health nutrition; however, there is limited evidence for their effectiveness. An evaluation of a mentoring circle workforce development intervention was undertaken. Thirty-two novice public health nutritionists participated in one of three mentoring circles for 2 h, every 6 weeks, over a 7-month period. Pre- and post-intervention qualitative (questionnaire, interview, mentor diary) and quantitative (competence, time working in public health nutrition) data were collected. The novice public health nutritionists explained the intervention facilitated sharing of ideas and strategies and promoted reflective practice. They articulated the important attributes of the mentor in the intervention as having experience in and a passion for public health, facilitating a trusting relationship and providing effective feedback. Participants reported a gain in competency and had an overall mean increase in self-reported competence of 15% (range 3-48% change; P < 0.05) across a broad range of competency elements. Many participants described re-orienting their practice towards population prevention, with quantifiable increases in work time allocated to preventive work post-intervention. Mentoring supported service re-orientation and competency development in public health nutrition. The nature of the group learning environment and the role and qualities of the mentor were important elements contributing to the interventions effects. Mentoring circles offer a potentially effective strategy for workforce development in nutrition and dietetics.

42 CFR 75.1 - Background and purpose.

Code of Federal Regulations, 2010 CFR

2010-10-01

...) radiographer, (2) dental hygienist, (3) dental assistant, (4) nuclear medicine technologist, and (5) radiation therapy technologist. In the interest of public safety and to prevent the hazards of improper use of medical radiation identified by Congress in its determination of the need for standards, the Secretary is...

42 CFR 75.1 - Background and purpose.

Code of Federal Regulations, 2014 CFR

2014-10-01

...) radiographer, (2) dental hygienist, (3) dental assistant, (4) nuclear medicine technologist, and (5) radiation therapy technologist. In the interest of public safety and to prevent the hazards of improper use of medical radiation identified by Congress in its determination of the need for standards, the Secretary is...

A Comparison of Personality Attributes of Science Teachers and Medical Technologists.

ERIC Educational Resources Information Center

Kazi, M. U.; Piper, Martha K.

1983-01-01

Identified personality traits (extroversion/introversion and neuroticism/stability) that distinguish medical technologists (N=83) and college-level biology, chemistry, and physics teachers (N=57) using the Eysnck Personality Inventory. Also compared personality profiles of these subjects using Holland's Vocational Preference Inventory. Results and…

42 CFR 75.1 - Background and purpose.

Code of Federal Regulations, 2012 CFR

2012-10-01

...) radiographer, (2) dental hygienist, (3) dental assistant, (4) nuclear medicine technologist, and (5) radiation therapy technologist. In the interest of public safety and to prevent the hazards of improper use of medical radiation identified by Congress in its determination of the need for standards, the Secretary is...

42 CFR 75.1 - Background and purpose.

Code of Federal Regulations, 2013 CFR

2013-10-01

...) radiographer, (2) dental hygienist, (3) dental assistant, (4) nuclear medicine technologist, and (5) radiation therapy technologist. In the interest of public safety and to prevent the hazards of improper use of medical radiation identified by Congress in its determination of the need for standards, the Secretary is...

Correlates of Work Exhaustion for Medical Technologists.

ERIC Educational Resources Information Center

Blau, Gary; Tatum, Donna Surges; Ward-Cook, Kory

2003-01-01

Medical technologists (n=196) were followed over 4 years. Higher levels of work exhaustion were related to perceived work interference with family, task load, and lower organizational support. Distributive justice partly mediated the effects of work interference and support on exhaustion. Distributive justice mediated the impact of procedural…

Perceptions of Competence of Three Levels of Medical Laboratory Personnel.

ERIC Educational Resources Information Center

Davis, Judith A.

Commonalities and differences in the perception of competence among three levels of medical laboratory personnel were assessed through a survey of 100 educators, chief technologists, and working technicians. Respondents rated medical technologists (MTs), medical laboratory technicians (MLTs), and certified laboratory assistants (CLAs) on 270 tasks…

42 CFR 75.1 - Background and purpose.

Code of Federal Regulations, 2011 CFR

2011-10-01

...) radiographer, (2) dental hygienist, (3) dental assistant, (4) nuclear medicine technologist, and (5) radiation therapy technologist. In the interest of public safety and to prevent the hazards of improper use of medical radiation identified by Congress in its determination of the need for standards, the Secretary is...

NASA Chief Technologist See Technology with Norfolk State University Associate Professor Rasha Morsi

NASA Image and Video Library

2018-02-06

Norfolk State University Associate Professor Rasha Morsi showcases a phone operated, 3D-printed robot sign language interpreter to NASA Chief Technologist Douglas Terrier during a tour of the university’s Creative Gaming Simulation lab on February 6, 2018. (Credit: NASA)

Recognising Potential: Trade Educators Transforming a Workforce

ERIC Educational Resources Information Center

Maurice-Takerei, Lisa

2017-01-01

The importance of developing a knowledgeable, skilled, adaptable and flexible workforce that engages in continuous learning is outlined in the 2015 United Nations Educational, Scientific and Cultural Organization (UNESCO) document "Unleashing the Potential: Transforming Technical and Vocational Education and Training". While this…

Implementing Policy Options to Strengthen the Nexus between Postsecondary Education and Workforce Development. Commission Report 08-07

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2008

2008-01-01

In December 2007, the California Postsecondary Education adopted the last in an initial series of reports on the nexus between postsecondary education and workforce development by requesting staff to return with plans and priorities to pursue implementation of ten general policy options, grouped into three categories. One option is already being…

Return on Investment: A Cost-Effectiveness Measure for the Texas' Workforce System.

ERIC Educational Resources Information Center

Norris, Davy N.; King, Christopher T.

Texas is developing a return-on-investment (ROI) measure to assess the cost-effectiveness of work force programs. Emphasis is on issues related to conducting cross-program ROI analysis at the level of the Local Workforce Development Board (LWDB) in career or one-stop centers. To make the most appropriate and effective use of ROI, the following…

Connecting the Dots: The Labor Market Information View of Workforce Development. Essays for the Practitioner.

ERIC Educational Resources Information Center

Froeschle, Richard, Ed.

This monograph is comprised of 12 essays related to the federal Workforce Investment Act of 1998 (WIA), each of which serves as a generic primer on a topic relevant to work force development staff and researchers nationwide. The essays are "Learning the Language of LMI (Labor Market Information): Basic Labor Market Information Terms and…

Workforce Development and West Virginia: The West Virginia University Approach. Presented to the West Virginia Legislature Joint Education Committee, September 14, 1998.

ERIC Educational Resources Information Center

Hardesty, David C., Jr.

This report highlights the services and programs for workforce development that are available through West Virginia University's (WVU) statewide network of schools, colleges, regional campuses, extension offices, and research units, but does not include four-year undergraduate or graduate programs. Specific sections address the following services,…

Delivering Economic Development in the Context of Financial Crisis: A Workforce Gap Analysis of the Sacramento Regional Economy

ERIC Educational Resources Information Center

Taghavian, Alexander H.

2013-01-01

Workforce development represents a central priority in a comprehensive effort to create wealth, industry thickening, and broad-based prosperity. From the onset of the Great Recession in 2007, the Sacramento Region experienced anemic economic growth and remained behind the nation in job creation. Contextualized in the aftermath of the economic…

Filling the Void: The Roles of a Local Applied Research Center and a Statewide Workforce Training Consortium

ERIC Educational Resources Information Center

Perniciaro, Richard C.; Nespoli, Lawrence A.; Anbarasan, Sivaraman

2015-01-01

This chapter describes the development of an applied research center at Atlantic Cape Community College and a statewide workforce training consortium run by the community college sector in New Jersey. Their contributions to the economic development mission of the colleges as well as their impact on the perception of community colleges by…

The Role of Public Universities in Workforce Development: Assessing Public-Private Partnerships in the California State University System

ERIC Educational Resources Information Center

Stevens, Adrian Paul

2010-01-01

Problem Statement. There is a growing need and demand for the "knowledge worker" within the business community. The limited amount of research on the role and impact of public universities suggests the need for addressing the training and workforce development needs of private industry. Purpose. The purpose of this study was fourfold:…

CAD/CAM at a Distance: Assessing the Effectiveness of Web-Based Instruction To Meet Workforce Development Needs. AIR 2000 Annual Forum Paper.

ERIC Educational Resources Information Center

Wilkerson, Joyce A.; Elkins, Susan A.

This qualitative case study assessed web-based instruction in a computer-aided design/computer-assisted manufacturing (CAD/CAM) course designed for workforce development. The study examined students' and instructors' experience in a CAD/CAM course delivered exclusively on the Internet, evaluating course content and delivery, clarity of…

The Economic and Workforce Development Program (ED>Net) Annual Report, 2001-02 [and] Addendum to FY 01-02 Annual Report.

ERIC Educational Resources Information Center

California Community Colleges, Sacramento. Economic Development Coordination Network (EDNet).

This document contains an annual report and its addendum from the Economic and Workforce Development Program of California Community Colleges. The annual report provides an overview of the Program's evaluation processes, regional centers, short-term projects, legislation, strategic plan, etc. It also provides vital facts about the program such as…

Designing a Specialist Post-Graduate Qualification and Continuing Professional Development Structure for the Health Librarian Workforce of the Future

ERIC Educational Resources Information Center

Ritchie, Ann; Hallam, Gillian; Hamill, C.; Lewis, S.; Foti, M.; O'Connor, P.; Clark, C.

2010-01-01

Through a grant received from the Australian Library and Information Association (ALIA), Health Libraries Australia (HLA) is conducting a twelve-month research project with the goal of developing a system-wide approach to education for the future health librarianship workforce. The research has two main aims: to determine the future skills,…