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PubMed1979

Pharmacy technician specialist: a career opportunity.

A training program for pharmacy technician specialists is described. The 200-hour pharmacy technician specialist training program consists of 20 hours of management seminars and conferences and 180 hours of on-the-job training. The program educates inhouse-trained technicians to assume more specialized tasks and supervisory roles. The behavioral objectives for the training program, and the responsibilities and job description of the technician specialist are presented. The technician specialist training program provides career opportunities which help stimulate and motivate technicians.

Job Description↗

PubMedDate not supplied

Analysis of the roles and responsibilities of rehabilitation nursing staff.

This article describes a study whose purpose was to identify the roles and the responsibilities of rehabilitation nursing staff members, specifically the registered nurses and the nurse extenders, or rehabilitation technicians. The members of the nursing staff kept work diaries, listing each work activity and the time spent on that activity. Results of the study indicated that the majority of the registered nurses' time was focused on either direct or indirect patient care. The majority of the rehabilitation technicians' time was focused on direct patient care; however, rehabilitation technicians on the evening shifts spent significantly more time in indirect patient care and unit maintenance than did their day-shift counterparts. Data analysis indicated that 33% of evening-shift rehabilitation technicians' time and 36% of day-shift rehabilitation technicians' time was unaccounted for in the work diaries. As a result of this study, the authors recommend a review of the job description for rehabilitation technicians. Furthermore, the results identify a need for staff development education for rehabilitation technicians so that they can expand their roles and responsibilities.

Humans↗

PubMedDate not supplied

Mistakes the newly promoted make.

Many newly promoted managers make identical mistakes, most of them preventable. Physician executives who are thinking of taking on a bigger job should consider the following eight mistakes: (1) misreading top management's agenda, (2) micromanaging your successor, (3) not updating technical skills, (4) assuming customs and taboos are negotiable, (5) not rewriting your job description to mirror your new role, (6) not mentally moving from management to leadership, (7) not adjusting to relationships, and (8) not identifying a likely successor.

Career Mobility↗

PubMed1983

The causes and costs of promotion trauma.

Minimizing the stress that nurses experience after a promotion requires an understanding of the dynamics of fledgling managers. Middle roles such as theirs are inherently difficult. We need to be aware of what can happen in moving up the ladder--factors such as loneliness, other unmet needs and unclear job descriptions evoke unique stresses. Knowing these factors, nursing administrators can plan their programs to better support their managers in transition.

Career Mobility↗

PubMedDate not supplied

Enabling the disabled.

In 1974, Congress passed Public Law 93-516, the Vocational Rehabilitation Act, and in 1975, Public Law 94-142, the Education of All Handicapped Children Act. The spirit of both laws is to bring people with physical or mental impairments into the mainstream of American life. At school, dealing with a fear of disability and adjusting to the special needs of others is to become part of everyone's education. At work, the handicapped are to have a fair chance to do the jobs they are qualified for, and employers are to make reasonable accommodations to their handicapped employees' needs. Many companies have taken up the spirit of these laws. The authors describe how clear job descriptions and practical adjustments have made their rehabilitation and hiring programs work. The success of these programs offers encouragement to companies that are just starting out in such efforts.

Employment↗

PubMedDate not supplied

Licensed practical nurses in critical care areas: intensive care unit nurses' perceptions about the role.

OBJECTIVE: The purpose of this study was to determine critical care nurses' perceptions about the reintroduction of the licensed practical nurse into critical care areas. DESIGN: A qualitative research design was used, with focus groups used as the method for data collection. SETTING: A large midwestern university-affiliated medical center. SUBJECTS: Registered nurses (RNs) and licensed practical nurses (LPNs) employed in the medical center's critical care units. PROCEDURES: RNs and LPNs were interviewed separately in groups of 3 to 8 members. Open-ended questioning was used to collect information about nurses' perceptions concerning the reintroduction of the LPN role into critical care units. Data were analyzed for themes within and across groups. RESULTS: Registered nurses were unprepared for reintroduction of the role and were unsure of legal versus hospital-directed restrictions on LPN practice. LPNs were frequently placed in situations in which they assumed patient assignments outside those described in job descriptions or unit standards. CONCLUSION: When LPNs are reintroduced into critical care units, clear descriptions of roles and responsibilities are needed as is orientation of RNs to the roles of delegator and resource nurse.

Attitude of Health Personnel↗

PubMed1998

The contribution of job satisfaction to the transition from acute to chronic low back pain.

OBJECTIVE: To determine the extent to which job satisfaction predicts pain, psychological distress, and disability 6 months after an initial episode of low back pain (LBP). DESIGN: A longitudinal design was used to follow an inception cohort experiencing first-episode low back pain with assessment at 2 and 6 months after pain onset. SETTING: Urban medical center outpatient orthopedic clinic. PATIENTS: The consecutive sample was comprised of 82 men with initial-onset acute LBP (T6 or below, daily pain for 6 to 10 weeks). INTERVENTION: Usual orthopedic care. MAIN OUTCOME MEASURES: The primary study outcomes were pain (Descriptor Differential Scale, Visual Analog Scales); disability (Sickness Impact Profile, Quality of Well-Being); and psychological distress (Beck Depression Inventory, Hamilton Rating Scale for Depression, Automatic Thoughts Questionnaire); predictor variables were orthopedic impairment (Waddell Physical Impairment Index) and job satisfaction (Job Descriptive Index, Work APGAR). RESULTS: Measures of job satisfaction, pain, disability, and psychological distress at baseline and 6 months after pain onset were separately reduced into factors using principle components factor analysis. In hierarchical multiple regression analyses, baseline job satisfaction significantly predicted variance in outcome scores at 6 months after pain onset, beyond the variance explained by control factors (demographics; baseline pain, mood, and disability; orthopedic impairment). Zero-order correlations between job satisfaction and orthopedic impairment were small and nonsignificant, suggesting that these two variables act independently in predicting outcome. Although type of work performed (desk work or work requiring light, moderate, or heavy lifting) and social position were correlated with job satisfaction at baseline, neither contributed to the prediction of outcome at 6 months. CONCLUSIONS: Satisfaction with one's job may protect against development of chronic pain and disability after acute onset back pain and, alternatively, dissatisfaction may heighten risk of chronicity. Vocational factors should be considered in the rehabilitation of acute back injury.

Acute Disease↗

PubMed1995

The paradox of the contented working woman in intercollegiate athletics administration.

We investigated the paradox of the contented working woman among middle and first-line intercollegiate athletics administrators. In this paradox, women report lower salaries than men but express comparable job satisfaction. The sample comprised 143 women and 371 men in 106 National Collegiate Athletic Association (NCAA) Division I-A institutions. Job satisfaction was measured with the Job Descriptive Index (Smith, Kendall & Hulin, 1969) and Job in General (Ironson, Smith, Brannick, Gibson & Paul, 1989) scales. Analyses revealed the existence of the paradox: Women were paid significantly less, but were equally satisfied with their jobs. Neither gender was satisfied with promotion opportunities or pay, but both were highly satisfied with their jobs in general--another apparent paradox. The disproportionate number of male respondents raised questions about gender equity in athletics administration.

Administrative Personnel↗

PubMedDate not supplied

Careers "Fact Sheets" for clinical engineering & biomedical technology.

Three Careers "Fact Sheets" include information on CE and BMET job titles, job descriptions, and certification. These materials are intended to aid in furthering professional recognition for Clinical Engineers and BMETs, and may be useful in communicating with Administration or Human Resources departments.

Biomedical Engineering↗

PubMed2002

How the EHR transforms the HIM department: two stories. Document imaging, workflow restructure department.

HIM professionals have long known the electronic health record (EHR) will change the collection, storage, and maintenance of health information, not to mention the delivery of care, but what about the its effects on the HIM department? While revolutionizing the HIM process, there can't help but be major changes in the job descriptions, leadership, and even the physical layout of the department. In this article, learn how the implementation of the EHR transformed two HIM departments--for the better.

Delivery of Health Care, Integrated↗

PubMed1996

Fostering expertise in occupational health nursing: levels of skill development.

1. Levels of nursing expertise described by Benner--novice, advanced beginner, competent, proficient, and expert--hold potential for fostering improved practice among occupational health nurses. 2. Lacking a clear understanding of the full potential of the role of the occupational health nurse, employers may not reward the development of clinical expertise that incorporates employee advocacy within the context of written standards and guidelines. 3. Expertise in occupational health nursing can be fostered by job descriptions that incorporate a broader view of nursing (one that stresses judgment and advocacy), retention and longevity, innovative strategies for consultation and collegial interaction to foster mentoring, and distance learning strategies.

Clinical Competence↗

PubMed1996

Creating a registered nurse advancement program that works.

Helping staff adapt to changing organizational and role demands is a key responsibility of nurse leaders. Using Benner's philosophy that identifies the importance of acknowledging one's accomplishments and being acknowledged by others, the authors present the design implementation, and evaluation of a Professional Nurse Advancement Program (PNAP). The PNAP offering a single job description that differentiates among three levels of horizontal advancement encompassing four do mains of practice is used in both the promotion and performance appraisal process.

Career Mobility↗

PubMed2003

Are search committees really searching?

Academic chair searches are admittedly a labor-intensive process, but they are made more difficult and often lead to less-than-optimal outcomes because search committees spend their time "advertising," "looking," but not truly searching for academic chairs. At the onset, certain "realities" must be acknowledged, including (1) understanding that unless your organization is renowned in the specialty for which you are conducting the search, candidates won't be pounding at your door for a job, (2) searches that fail to include an overall assessment of the department in question are likely to miss the mark, (3) chairs must have demonstrated not only clinical expertise but also business savvy, (4) the best candidate is not necessarily someone who is already a department chair, (5) when it comes to chair searches, it's a buyer's market, and (6) the search process is inextricably linked to the success of the search. Key to the process of conducting an academic chair search are the judicious formation of the search committee; committee members' willingness to do their homework, attend all committee meeting, and keep the committee's activities confidential; crafting, not revising, the current job description for the open chair position; interviewing viable candidates rather than all candidates and adhering to a coordinated interviewing process; and evaluating internal and external candidates according to the same parameters.

Cost-Benefit Analysis↗

PubMed1979

[Concepts on the supraregional sociopsychiatric continuing education of female and male nurses within the competence of the "Landschaftsverband Westfalen-Lippe" (author's transl)].

The new activities of nurses working in the field of psychiatry, resulting from the realisation of sociopsychiatric and sociotherapeutic concepts, have led to an expansion of the "job description" of the nursing personnel. Intensive measures for additinal training and continuing education will have to be taken to acquaint this personnel with these new tasks. Such measures have already been initiated from 1969 onwards in various places within the Federal Republic of Germany. For the psychiatric hospitals looked after by the Landschaftsverband Westfalen-Lippe, a continuing education commission which comprises co-workers of various job categories and institutions, developed a continuing education concept about which this article reports in detail with regard to target aims and tasks to be tackled.

Community Psychiatry↗

PubMed1977

Evolving concept of multipurpose workers scheme.

During recent years, a concept of multipurpose worker has been evolved and is being implemented in certain States. The implementation of this scheme requires continuous evaluation, so that job-description and training strategy could be modified in order to suit requirements and effectively solve the problems that may arise. This paper deals with the concept of MPW Scheme as it has been evolved and its operational aspects.

Allied Health Personnel↗

PubMed2000

The future general practitioner: out of date and running out of time.

In the late 1960s a Royal College of General Practitioners' working party produced a job description for the 'Future General Practitioner', together with an educational programme for vocational training. Despite the perceived success of vocational training, general practice remains academically disadvantaged compared with hospital medicine. Most general practitioners (GPs) have no contact with research or academic general practice, few achieve higher degrees compared with hospital consultants, and there are few academic posts in general practice. Junior doctors perceive general practice as offering less intrinsic job satisfaction than hospital medicine and recruitment is falling. Registrars who have completed vocational training are reluctant to commit themselves to general practice and often drift away from it. Schemes with an academic content, designed to retain doctors in general practice, have been well received but there are few career posts in academic general practice. Primary care groups and clinical governance will radically change the nature of general practice. GPs will no longer be at the centre of the primary health care team. Primary care trusts, serving populations of 100,000 or more at multiple sites, will still employ doctors but much of the traditional GP workload will be undertaken by nurses. Present day vocational training produces GPs without the skills that future 'community generalists' will need. Their training will be longer and their careers more structured than at present. They will use evidence-based practice routinely and be experts in information management, interpreting and managing complex diagnostic and therapeutic problems in the context of rapidly changing health technology.

Career Choice↗

PubMed1983

[Quantitative analysis of superposition of environmental task requirements].

Requirements for 1486 tasks have been registered with an Ergonomic Job Description Questionnaire (EJDQ). Frequencies of high and extremely high scaled environmental task requirements are analysed, related to branches, tasks and sex. The frequencies of superpositions are analysed for dominating requirements. Priorities for ergonomic research may be defined with the method presented.

Ergonomics↗

PubMed1995

Using personal assistance services after spinal cord injury: the role of the nurse.

Many people with spinal cord injury (SCI) need a personal assistant (PA) to help them with activities of daily living. Personal assistance services can make a critical difference in adjustment to SCI and the ability to live independently. Using the independent living model, the person with a disability (employer) directs and monitors his/her health care needs. This article focuses on two essential skills needed by the employer of a personal assistant: 1) creation of a thorough job description using checklists and 2) communication skills needed to supervise the PA. Knowledge of these management skills will enhance the nurse's practice when working with clients who are new or experienced in using personal assistance services.

Activities of Daily Living↗