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Berkery E, Ryan N, O'Malley B, Purtill H, O'Donnell C. Developing a talent management framework for domestically and internationally trained nurses and midwives in healthcare organizations: A mixed-methods research protocol. Nurs Open 2023; 10:7209-7214. [PMID: 37605467 PMCID: PMC10563405 DOI: 10.1002/nop2.1973] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2023] [Revised: 07/12/2023] [Accepted: 08/11/2023] [Indexed: 08/23/2023] Open
Abstract
AIM The aim of this study is to gather evidence on talent management practices for nurses and midwives in an Irish hospital group, to identify any shortcomings in the current practices and to develop an evidence-based talent management framework for the hospital group. DESIGN This paper details a protocol for a mixed methods research study that will be used to (1) identify, critically evaluate and summarize academic scholarship on talent management strategies for both domestically and internationally trained nurses and midwives, leading to the development of a model of talent management for this study, (2) gather evidence from both domestic and internationally trained nurses and midwives, via questionnaires and focus groups within the hospital group on current talent management practices and (3) use the model previously developed to organize our findings and develop a talent management framework for the hospital group. METHODS The study will adapt a mixed methods approach. Quantitative data will be analysed using SPSS, and qualitative data will be analysed using NVivo. RESULTS Our findings will support a stakeholder approach to the development of talent management practices for both domestic and internationally trained nurses and midwives in healthcare organizations. Doing so should improve the pipeline of suitably qualified nurses and midwives for future roles, by assisting nurses and midwives to identify career paths and future educational opportunities. From an organizational perspective, this research will allow healthcare organizations to adapt their current workforce planning strategies, tailoring them to the needs of the current workforce, which should reduce turnover, ensuring a highly skilled workforce, with the appropriate numbers to provide the care required within that healthcare setting. NO PATIENT OF PUBLIC CONTRIBUTION Contributions will be sought from nursing and midwifery staff and management within the hospital group.
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Affiliation(s)
- Elaine Berkery
- Department of Management and MarketingUniversity of LimerickLimerickIreland
| | - Nuala Ryan
- Department of Management and MarketingUniversity of LimerickLimerickIreland
| | | | - Helen Purtill
- Department of Mathematics and StatisticsUniversity of LimerickLimerickIreland
| | - Claire O'Donnell
- Department of Nursing and MidwiferyUniversity of LimerickLimerickIreland
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Krishnamoorthy B, Britton CR. The current state of the surgical care team in the United Kingdom: Shall we 'do a time out'? J Perioper Pract 2022; 32:368-378. [PMID: 34957877 DOI: 10.1177/17504589211059328] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/12/2023]
Abstract
The reduction of junior doctors' working hours over the last two decades paved the way to non-medical practitioners providing care traditionally discharged by surgeons and other medics. These registered practitioners play a vital role in the care of patients in surgery and work within multi-disciplinary teams comprising surgical care practitioners, advanced clinical practitioners in surgery, and physician associates, with significant experience in nursing or allied health care professional practice. Health Education England and the Royal Colleges of Surgeons have invested considerably in developing the relevant educational frameworks to support and quality assure the training of non-medical practitioners. Notwithstanding, to ascertain whether advanced and extended practice have been developed appropriately, a wide critical stance is needed. This article aims to begin to analyse the status quo of the extended surgical team and of the associated pitfalls and challenges, making conservative comparisons between the roles with the international scene. The objective is to help students, trainees and all involved in surgical care to adopt an informed and critical viewpoint about the extended surgical team in the United Kingdom, in the hope that this can lead to improvement and forward planning in workforce design for the benefit of patients and their communities.
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Taylor C, Wiseman T. Review of a nurse consultant's role: Identifying the contribution made to people living with and beyond cancer. Nurs Open 2020; 7:68-77. [PMID: 31871692 PMCID: PMC6917967 DOI: 10.1002/nop2.407] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2019] [Accepted: 10/08/2019] [Indexed: 11/07/2022] Open
Abstract
Aim To evaluate a new nurse consultant (NC) role, four specific objectives were set including examining the NC's contribution to the local implementation over a 30-month time period of the Recovery Package and assessing changes at a patient/professional/system level. Methods An evaluative process was agreed using Donabedian's (2005) model for measuring the quality of care provided. It focused on the NC's contribution to the Trust's LWBC agenda including a review of Recovery Package metrics, analysis of the NC template recording activity across different domains, 360-degree feedback and personal reflections. Results The evaluation demonstrated the NC's influence on individual patient care with an increase in three of the four Recovery Package metrics to the Trust; improvements in delivery of services and a higher level of participation in activities aimed at raising awareness to LWBC at a regional and national level. Broader influences of this role were also evident.
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Affiliation(s)
- Claire Taylor
- London North West University Healthcare NHS TrustHarrowUK
| | - Theresa Wiseman
- Applied Health ResearchThe Royal Marsden NHS Foundation TrustLondonUK
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Casey M, O'Connor L, Cashin A, Fealy G, Smith R, O'Brien D, Stokes D, McNamara M, O'Leary D, Glasgow ME. Enablers and challenges to advanced nursing and midwifery practice roles. J Nurs Manag 2018; 27:271-277. [PMID: 30252173 DOI: 10.1111/jonm.12697] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/26/2018] [Revised: 06/30/2018] [Accepted: 07/13/2018] [Indexed: 11/30/2022]
Abstract
AIM To describe the enablers and challenges to the development and implementation of advanced nursing and midwifery practice roles in Ireland. BACKGROUND Leadership strategies need to be put in place to enhance the development and implementation of advanced nursing and midwifery practice roles. METHOD A descriptive qualitative approach using semi-structured interviews with key stakeholders (n = 15) was undertaken with nurses and midwives working in specialist and advanced practice roles and participants from other areas such as legislative, regulatory, policy, pharmacy, medicine and education. RESULTS Participant's perspectives on the enablers and challenges to enacting specialist and advanced practice roles resulted in the generation of three themes: organisational factors; collegial, interprofessional and interpersonal support; and role clarity, economic and regulatory contexts. CONCLUSION Addressing organisational factors, encouraging collegial and interprofessional support and establishing role clarity contribute to the effective development and implementation of the role of advanced practitioners. IMPLICATIONS FOR NURSING AND MIDWIFERY MANAGEMENT Managers of nursing services need to provide leadership in developing strategies to enhance the enablers and overcome the challenges to advanced practice role development in their own organisation.
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Affiliation(s)
- Mary Casey
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | - Laserina O'Connor
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | - Andrew Cashin
- Southern Cross University, East Lismore, New South Wales, Australia
| | - Gerard Fealy
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | - Rita Smith
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | - Denise O'Brien
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | | | - Martin McNamara
- UCD School of Nursing, Midwifery and Health Systems, Health Systems Centre, University College Dublin, Dublin 4, Ireland
| | - Denise O'Leary
- School of Hospitality Management & Tourism, Dublin Institute of Technology, Dublin 6, Ireland
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Fealy GM, Casey M, O'Leary DF, McNamara MS, O'Brien D, O'Connor L, Smith R, Stokes D. Developing and sustaining specialist and advanced practice roles in nursing and midwifery: A discourse on enablers and barriers. J Clin Nurs 2018; 27:3797-3809. [PMID: 29893441 DOI: 10.1111/jocn.14550] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/03/2018] [Indexed: 11/29/2022]
Abstract
AIMS AND OBJECTIVES To collate, synthesise and discuss published evidence and expert professional opinion on enablers and barriers to the development and sustainability of specialist and advanced practice roles in nursing and midwifery. BACKGROUND Expanded practice is a response to population health needs, healthcare costs and practitioners' willingness to expand their scope of practice through enhanced responsibility, accountability and professional autonomy. DESIGN This discursive paper is based on a rapid review of literature on enablers and barriers to the development and sustainability of specialist and advanced practice roles and is part of a wider policy analysis. METHODS We analysed and synthesised of 36 research articles, reviews and discussion papers on enablers and barriers in the development and sustainability of expanded practice roles. RESULTS Several factors enable role expansion, including: role clarity; credentialing and endorsement; availability of education for expanded roles; individual practitioners' dispositions towards role expansion; support from peers, other professionals and the work organisation; and costs. Where limited or absent, these same factors can constrain role expansion. CONCLUSIONS Enabling nurses and midwives to practice to their full scope of education and expertise is a global challenge for disciplinary leadership, a national challenge for professional regulation and a local challenge for employers and individual clinicians. These challenges need to be addressed through multistakeholder coordinated efforts at these four levels. RELEVANCE TO CLINICAL PRACTICE This discursive paper synthesises empirical evidence and expert professional opinion on the factors that enable or hinder the development and sustainability of specialist and advanced practice roles. Providing a critical appraisal of current knowledge, it provides a reference source for disciplinary debate and policy development regarding the nursing and midwifery resource and informs clinicians of the myriad issues that can impact on their capacity to expand their scope of practice.
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Affiliation(s)
- Gerard M Fealy
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | - Mary Casey
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | - Denise F O'Leary
- School of Hospitality Management and Tourism, Dublin Institute of Technology, Dublin, Ireland
| | - Martin S McNamara
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | - Denise O'Brien
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | - Laserina O'Connor
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
| | - Rita Smith
- UCD School of Nursing, Midwifery and Health Systems, University College Dublin, Dublin, Ireland
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Giles M, Parker V, Conway J, Mitchell R. Knowing how to get things done: Nurse consultants as clinical leaders. J Clin Nurs 2018; 27:1981-1993. [DOI: 10.1111/jocn.14327] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/16/2018] [Indexed: 11/26/2022]
Affiliation(s)
- Michelle Giles
- Hunter New England Local Health District; Newcastle NSW Australia
- School of Health; University of New England; Armidale NSW Australia
| | - Vicki Parker
- Hunter New England Local Health District; Newcastle NSW Australia
- School of Health; University of New England; Armidale NSW Australia
| | - Jane Conway
- School of Health; University of New England; Armidale NSW Australia
| | - Rebecca Mitchell
- School of Business and Law; University of Newcastle; Callaghan NSW Australia
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Colgan J, Jeong S, Hickey N, King J. The Clinical Nurse Consultant role in incident surveillance and patient safety: A case report. Collegian 2017. [DOI: 10.1016/j.colegn.2016.09.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Giles M, Parker V, Mitchell R, Conway J. How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study. BMC Nurs 2017; 16:51. [PMID: 28912667 PMCID: PMC5594556 DOI: 10.1186/s12912-017-0246-y] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/14/2017] [Accepted: 09/04/2017] [Indexed: 11/10/2022] Open
Abstract
Background There is a direct link between job satisfaction, nurses’ job performance and improved patient outcomes. Understanding what job characteristics influence job satisfaction is vital if health organizations are to optimize individual employee satisfaction and performance. This is particularly necessary in the Nurse Consultant role, which is a multifaceted role that has evolved to meet the dynamic and changing needs of health services. This study aims to examine how job characteristics influence Nurse Consultant job satisfaction and identify differences across metropolitan and rural contexts. Methods This paper presents quantitative findings that are part of a larger prospective cross sectional mixed method study. An online survey consisting of a variety of job characteristic factors was administered to all NCs working in a large Local Health District in New South Wales, Australia over an 8-week period in 2010. Descriptive analysis identified NC’s perceptions of job satisfaction and job characteristics in their current role and factor and regression analysis identified relationships between these factors. Results Job satisfaction was identified as high (mean 4.3) and is strongly correlated with job autonomy, role clarity, role conflict and job support. A high level of role clarity has a moderating effect on the relationship between job autonomy and job satisfaction. Conclusions Study findings inform how we prepare nurses for the NC role and how managers engage with and support NCs in their role taking into account context. Understanding the factors that influence job satisfaction and role effectiveness gives managers valuable information to assist in positioning and supporting these roles to maximize effectiveness across integrated and contemporary models of health care delivery. Electronic supplementary material The online version of this article (10.1186/s12912-017-0246-y) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Michelle Giles
- Centre for Nursing and Midwifery Research, Hunter New England Local Health District, Newcastle, NSW 2300 Australia
| | - Vicki Parker
- Centre for Nursing and Midwifery Research, Hunter New England Local Health District, Newcastle, NSW 2300 Australia.,School of Health, University of New England, Armidale, 2351 NSW Australia
| | - Rebecca Mitchell
- School of Business and Law, University of Newcastle, Callaghan, Australia
| | - Jane Conway
- School of Health, University of New England, Armidale, 2351 NSW Australia
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Giles M, Parker V, Mitchell R. Examining Nurse Consultant connectivity: An Australian mixed method study. Nurs Health Sci 2015; 18:154-62. [PMID: 26305104 DOI: 10.1111/nhs.12235] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/02/2015] [Accepted: 06/03/2015] [Indexed: 11/27/2022]
Abstract
The nurse consultant (NC) role in Australia is a senior classification of advanced practice nurse has been described as enhancing health care outcomes largely through extensive collaboration with consumers, nurses, and other health professionals. However, little is known about the actual nature, amount, and quality of NC interactions. This study examines the connectivity of the NC role across metropolitan and rural contexts, using a mixed method sequential design with an online survey and focus groups with NCs and other stakeholders. Results demonstrated that NCs most commonly have high density connectivity patterns with other nursing colleagues, medical staff, patients/clients, and administrative staff. Position grade (1, 2 or 3) influences density of connectivity, as does location, with those based in metropolitan roles engaging significantly less with other clinicians. Findings demonstrate that many NCs are highly collaborative and predominantly embedded into interprofessional practice models. This study provides valuable insight into the diverse and often complex NC role and the way in which NC expertise and influence is deployed and integrated across a large local health district.
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Affiliation(s)
- Michelle Giles
- Clinical Nurse Consultant Research, Hunter New England Local Health District, James Fletcher Campus, Newcastle, NSW, Australia.,School of Health, University of New England, Hunter New England Local Health District, Newcastle, NSW, Australia
| | - Vicki Parker
- Clinical Nurse Consultant Research, Hunter New England Local Health District, James Fletcher Campus, Newcastle, NSW, Australia.,School of Health, University of New England, Hunter New England Local Health District, Newcastle, NSW, Australia
| | - Rebecca Mitchell
- School of Business and Law, University of Newcastle, Newcastle, NSW, Australia
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