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Laurie M Connors

Publications and source records attributed to Laurie M Connors.

2 recordsLinked to original sources

Genomic competence in nurse practitioner practice: Bridging the gap between knowledge and clinical application.

Genomics is increasingly integral to nurse practitioner (NP) practice, informing risk assessment, diagnosis, treatment selection, and precision care. Despite expanded clinical responsibilities, recent evidence demonstrates that NP genomic knowledge remains only moderate, mirroring earlier findings among registered nurses. This persistent gap highlights the need to move beyond foundational education toward applied, practice-based genomic competency. In addition to strengthening workforce preparedness, NPs must advocate for equitable access to genomic services through organizational, state, and federal policy initiatives. Advancing genomic competence and advocacy is essential to improving patient outcomes, reducing disparities, and ensuring equitable implementation of precision health care.

Humans

The 2023 medical genetics workforce in the United States.

PURPOSE: To characterize the 2023 medical genetics and genomics workforce in the United States-comprising clinical geneticists, genetic counselors, genetic nurses, genetic physician assistants, laboratory geneticists, and metabolic dietitians-to inform genetics workforce efforts. METHODS: National genetics membership or board-certification organizations distributed an electronic survey to medical genetics professionals in early 2023. Questions were derived from prior workforce surveys and by a workgroup led by the National Coordinating Center for the Regional Genetics Networks. RESULTS: Of the 3070 medical genetics professionals who responded, 66.0% were genetic counselors, 15.4% were clinical geneticists, 12.2% were laboratory geneticists, 4.7% were metabolic dietitians, and 1.7% were genetic nurses or physician assistants. The respondents identified as White (76.1%) and women (84.7%); there were statistically significant differences between disciplines. Forty percent worked in academic centers; 55.3% worked 41+ hours per week. Nearly 11% of respondents provided services in a language other than English. Despite 34.7% of respondents experiencing some burnout, most had no plans to leave the field (94.4%) within the next year. CONCLUSION: The medical genetics community needs to advance workforce initiatives to support current personnel and attract new and diverse individuals to the field to serve patients and their families.

Humans