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Results for “continuing professional development”

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PubMedDate not supplied

Continuing professional education and interacting variables affecting behavioral change in practice: instrument development and administration.

BACKGROUND: Instruments were developed to measure variables identified by Cervero that evaluate the complex processes and effectiveness of continuing professional education. METHOD: Content validity was established with a panel of experts. Four studies were conducted to determine reliability. Data were merged to conduct factor analysis. RESULTS: Reliability was confirmed across studies using Cronbach's alpha. Stability was confirmed in a test-retest study. Factor analysis confirmed instrument items measure the concepts of Cervero's Model. CONCLUSION: The reliable and valid instruments may be useful for continuing education and staff development nurses to measure the effectiveness of education on behavioral change in practice.

Education, Nursing, Continuing↗
PubMed2004

University nurse graduates: perspectives on factors of retention and mobility.

This descriptive study explored the perspectives of 51 university nurse graduates from the St. Francis Xavier University School of Nursing. Qualitative and quantitative data were collected using telephone interviews to study a range of variables including geographic mobility patterns, career satisfaction and attitudes towards recruitment and retention factors. Given the negative perceptions in the media about nursing, the results of the study were unexpected and offer a sense of hope to those considering nursing as a career. Results indicate that graduates remained enthusiastic about their career choice and would choose nursing again as a career given the opportunity to do so. Furthermore, they would recommend nursing to others as a desirable career. The majority of graduates entered nursing because of a desire to make a meaningful difference in people's lives, and they were strongly influenced by positive nurse role models. Participants remained committed to a career in nursing, enjoyed considerable geographic mobility with migration to other Canadian provinces and the USA, but the majority returned to Canada for employment in nursing. The study confirms that the supportive nature of the work environment in which care is practised, the presence of visible and empowering nurse leaders, adequate compensation and benefits, and appropriate investment in continuing education and professional development of staff are significant factors in retaining nurses. Additional recommendations for enhanced recruitment and retention strategies are provided.

Adult↗
PubMed2005

Report of working group 3: specialist training and continuing medical education/professional development in the infection disciplines.

The European Union of Medical Specialists (UEMS) core curricula for training in infectious diseases and medical microbiology are adequate with the exception of one deficiency which is the absence of training in epidemiology, public health and infection control. Infectious disease curricula should include training in HIV, tuberculosis, hepatitis and sexually transmitted diseases. There is a need for a core curriculum in infection control. Infection control should have a basis in both medical microbiology and infectious diseases, and should become a specialty dealing with healthcare hygiene in hospitals, in outpatient clinics and also in institutions for the elderly. In the UK, a specialty training in infection is offered and includes internal medicine, clinical infectious diseases and medical microbiology for a total of 9 years. The UEMS should be contacted about the creation of a single specialty of infection, allowing for various degrees of sub-specialisation in infectious diseases or medical microbiology. It is unlikely that a European board examination validating the training of specialists will become a reality soon. Meanwhile, national systems should be created, documenting the content of the training and evaluating the quality of the training institutions. A medical specialist has a constant need for further education. This is generally a national matter, with requirements varying throughout Europe. It should be possible to accumulate continuing medical education/continuing professional development merits on a European level as well as on a national one. With the expansion of the European Union, it is important that the quality and content of specialist training can be verified and training curricula be harmonised. The UEMS should assist in this, in collaboration with scientific societies such as the ESCMID.

Communicable Disease Control↗
PubMedDate not supplied

Professional development needs of registered nurses practicing at a military community hospital.

BACKGROUND: Focus groups were used to determine what factors need to be considered when designing a professional development program for RNs practicing at a military community hospital. METHOD: Six focus groups were formed with RNs from multiple directorates and settings within various specialties. FINDINGS: Five thematic groupings were identified: 1) specific professional development needs for leadership, clinical/specialty practice, competence development, and maintenance, 2) methods for providing continuing education, 3) methods for evaluating the effectiveness and efficiency of continuing education, 4) barriers to professional development, and 5) professional development issues impacting retention of military nurses. CONCLUSION: The professional development needs of RNs practicing in military hospitals are complex and multifaceted. The thematic groupings identified guided the design of a professional development program for RNs.

Attitude of Health Personnel↗