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Opening Pandora's box: patients' attitudes towards trainees. Dublin General Practice Vocational Training Scheme Third Year Group 1991-1992.

This study set out to establish patients' attitudes towards GP trainees and to determine if patient age, sex, a history of having previously attended a GP trainee and practice location affected these attitudes. Two hundred questionnaires were distributed to each of the 10 training practices of the 1991-1992 Dublin GP Vocational Training Scheme. The questionnaires, which were completed anonymously, consisted of six statements regarding trainees which were answered on a five point Likert scale. A further question enquired about patient preference regarding type of doctor for six clinical scenarios. A total of 1510 completed questionnaires were returned (75%). More than three-quarters of patients expect the usual standard of care when seeing a trainee and 91% consider it advantageous for a practice to have a trainee. A third consider home visits by trainees to be less satisfactory than those performed by the usual doctor. A third would not feel as comfortable with the trainee as with their usual doctor and 41% would prefer to see their usual doctor after seeing the trainees. Few expressed a preference to see the trainee for five out of the six clinical scenarios. The exception was consultations regarding gynaecological problems. Negative attitudes towards trainees were sigificantly increased amongst urban practices, patients over 40 and those who had not previously attended a trainee. Patients have definite attitudes towards trainees. These attitudes are negatively affected by patient age greater than 40, a history of not previously attending a trainee and an urban practice location. These results have implications for the training of future general practitioners. How they can be best addressed merits further discussion.

Adult↗

Mean clinical challenge rate and level of recognition of depression remain unchanged after two years of vocational training.

OBJECTIVES: Our aim was to evaluate whether trainees encounter more difficult clinical situations (clinical challenge rate) and more patients with signs of depression in the last year of their training (T(1)) than in the first year (T(0)), and whether depression is recognized by trainees more frequently at T(1) than at T(0). METHODS: An evaluation was undertaken of videotapes made by a random sample of 48 vocational trainees in general practice. Experienced staff members (GPs) assessed the clinical challenge rate of consultations at the two time points with the reliable and valid Amsterdam Clinical Challenge Scale (ACCS). They also rated the presence of signs of depression in the consultations (yes/no) and whether these were recognized by the trainee (yes/no). RESULTS: Baseline and follow-up measurements (T(0) and (T(1))) were available for 45 trainees, from the original cohort of 48 at T(0), and for 527 consultations. Both at T(0) and at T(1), the mean ACCS score was 2.3 (T(0) SD = 0.95; n = 269) (T(1) SD = 0.92; n = 258). For each trainee, the mean difference in ACCS score between T(0) and T(1) was 0.01 [95% confidence interval (CI) -0.15 to 0.17]. According to staff-assessments, 66 patients had signs of depression (34 at T(0) and 32 at T(1)). Trainees recognized depression in 12 consultations (12/34 = 35%) at T(0) and in 11 consultations (11/32 = 34%) at T(1) (relative risk 1.0; 95% CI 0.4-2.9). CONCLUSION: A focus on the challenge level of consultations, an individualized, integrated approach and the introduction of a new final consultation skills examination may be the way forward.

Clinical Competence↗

Effect of staff turnover on staffing: A closer look at registered nurses, licensed vocational nurses, and certified nursing assistants.

PURPOSE: We examined the effects of facility and market-level characteristics on staffing levels and turnover rates for direct care staff, and we examined the effect of staff turnover on staffing levels. DESIGN AND METHODS: We analyzed cross-sectional data from 1,014 Texas nursing homes. Data were from the 2002 Texas Nursing Facility Medicaid Cost Report and the Area Resource File for 2003. After examining factors associated with staff turnover, we tested the significance and impact of staff turnover on staffing levels for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nursing assistants (CNAs). RESULTS: All three staff types showed strong dependency on resources, such as reimbursement rates and facility payor mix. The ratio of contracted to employed nursing staff as well as RN turnover increased LVN turnover rates. CNA turnover was reduced by higher administrative expenditures and higher CNA wages. Turnover rates significantly reduced staffing levels for RNs and CNAs. LVN staffing levels were not affected by LVN turnover but were influenced by market factors such as availability of LVNs in the county and women in the labor force. IMPLICATIONS: Staffing levels are not always associated with staff turnover. We conclude that staff turnover is a predictor of RN and CNA staffing levels but that LVN staffing levels are associated with market factors rather than turnover. Therefore, it is important to focus on management initiatives that help reduce CNA and RN turnover and ultimately result in higher nurse staffing levels in nursing homes.

Cross-Sectional Studies↗

A licensed practical nurse/licensed vocational nurse's (LPN/LVN) guide to the changing healthcare system.

The purpose of this article is to help licensed practical nurses/licensed vocational nurses (LPN/LVN) become aware of their role in the changing healthcare system. There is no better time than the present to begin thinking of how to survive in the current atmosphere of change and uncertainty. The challenge for the LPN/LVN is to define a framework for practice in the new system. A clear vision is needed for tomorrow, a personal vision that each individual must define and work toward.

Adaptation, Psychological↗

Using licensed vocational nurses to provide telephone patient instructions in a health maintenance organization.

A pilot project was initiated at Kaiser Permanente Medical Offices in Fairfield, California, to determine whether licensed vocational nurses, working with registered nurses, can effectively and safely provide selected patient instructions by telephone to adult medical patients. We describe the environment, funding, implementation process, consultants' major findings, and results of the project's impact on staff and operations.

Adult↗

A trial of modern rehabilitation for chronic low-back pain and disability. Vocational outcome and effect of pain modulation.

Of 66 nonoperated low-back pain patients who entered a 4-week program of modern active rehabilitation after 13 months' sick leave, only 15 (23%) had returned to work at 18 months' follow-up. Effective pain modulation with pool traction did not influence the vocational status or pain level at the time of follow-up. The prevalence of blue-collar workers among the clients were doubled compared with the general population, and a high proportion were unskilled (71%). It is concluded that the resources of health services should be used in the subacute stage to produce an earlier and more precise organic and psychosocial diagnosis and to state the preference of an active attitude supported by general physical training.

Adult↗

Social, educational and vocational status of 48 young adult females with gonadal dysgenesis.

OBJECTIVE: The purpose of this study was to evaluate the educational, vocational and social function of young adults with gonadal dysgenesis. DESIGN: Forty-eight female patients with gonadal dysgenesis (17, 45XO; 26, 45XO/46XX or other mosaics; and five pure gonadal dysgenesis) followed by our multidisciplinary team from childhood, were re-evaluated in adult age. RESULTS: Mean age +/- SD at diagnosis was 11.4 +/- 5.0 years and mean age at the time of survey was 29.6 +/- 6.3 years. The mean final height for the patients was 145.5 +/- 8.3 cm (range 134-170 cm). Mean verbal IQ (WISC-R) for the 39 subjects tested was 101.4 +/- 20.7 and mean performance IQ was 86.8 +/- 17.7. No difference in verbal IQ levels was found between the various karyotype groups. Twenty-five had an academic education. All were employed except for one housewife; 37 work in white collar professions. A significant correlation was found between verbal IQ and education (P = 0.005) and between verbal IQ and profession (P = 0.005). Twenty-three served in the army. Fourteen are married: three have an adopted child and two a child born after in vitro fertilization (IVF); others are waiting for IVF or adoption. Five patients had some form of psychiatric problem that required psychiatric or psychological treatment in the past (two had transitory anorexia nervosa and three behavioural problems). Sixty-three per cent reported having wide and satisfactory social relations but limited to female friends. CONCLUSION: Positive adjustment in the professional area and fair adjustment in the social area were not related to physical stigmata or to any other independent variable tested, but rather to intellectual ability and a high degree of achievement motivation.

Adult↗

A course on collaboration between social workers and general practitioners during their vocational training.

The educational programme reported was an experiment in the vocational training scheme of the department of General Practice, Erasmus University, Rotterdam, Holland, and is now part of the course. The programme focused on the training in team function (co-operation) given to trainee GPs and social workers. It became clear that both groups during their professional training develop markedly different attitudes and views about patient (client) care. These differences form a fundamental handicap in any discussion about teamwork. During the programme the students were made aware of this divergence of viewpoint and were taught how to handle these resulting handicaps and, if possible, to eliminate them.

Education, Medical↗

Effects of the vocational training of general practice consultation skills and medical performance.

The effects of the vocational training of general practitioners in the Netherlands on the consultation skills and medical performance of junior doctors were studied. Results obtained at a training institute providing systematic training in these skills (Nijmegen) were compared with those at an institute taking a problem-based learning approach (Groningen). Trainees (n = 63) audiotaped consultations and recorded their medical performance at the start and at completion of training. The skills were evaluated with the aid of validated criteria and medical 'protocols'. Data on 631 pre-training and 624 post-training consultations were compared. Changes in consultation skills and medical performance occurred at both institutes and proved more marked at the institute providing systematic training. Improved medical performance was found to be associated with improved consultation skills. Enhanced clinical knowledge was found to be related to improved medical performance and consultation skills. The most profound changes were found in junior doctors who had started at a lower level of consultation skills and medical performance.

Clinical Competence↗

Evaluation of long term thyroid replacement treatment. Swansea Vocational Training Scheme.

A group study was designed to test the need for the continued prescribing of thyroid replacement treatment. Seven doctors who were attending the vocational training scheme at Swansea studied a total of 75 patients. A withdrawal test for 21 days was used to assess the need for continued prescribing of thyroid medication. Sixty per cent (45) of the group studied had had either the wrong diagnosis or an incorrect maintenance dosage, 28% (21) did not need thyroid treatment after the withdrawal test, and 32% (24) had been prescribed an incorrect maintenance dosage of thyroxine as judged by the results of the initial estimation of thyroxine concentration. The medical and economic consequences of an appreciable rate of misdiagnosis and treatment are apparent.

Adult↗

Are the recommendations being met in the general practice year of vocational training? Trainees' views in the West Midlands region.

Vocational trainees in the West Midlands who were in their general practice year were sent a postal questionnaire to find out whether there were important differences between the criteria for training of the 1986 West Midland postgraduate education committee (based on national recommendations) and the perceptions of the trainees of their current trainers and practices. The response rate was 86.2% (75 out of 87). Sixty four per cent (48) of trainees reported that they received on average less than the recommended minimum of three hours of teaching time a week. They felt that experience was inadequate in paediatric surveillance (62.7%) and preventive medical care (37.3%). Most trainers gave topic teaching (90.7%), and few used role play (5%). Most of the trainees (52%) had not signed a contract, a third did not get help with recommended allowances, and 37% thought that their progress had not been reviewed. Several trainees commented on the excellence of their training practices, and most of the practices appeared to be keeping to the spirit of the recommendations. There are, however, discrepancies between what some trainees feel they receive and what is recommended.

Adult↗

What do Wessex general practitioners think about the structure of hospital vocational training?

OBJECTIVES: To assess the views of general practitioners about the structure and content of hospital vocational training and its relation to the training year. DESIGN: Postal questionnaire. SETTING: Wessex, England. SUBJECTS: General practitioner trainees undertaking practice training year (n = 144), course organisers (n = 22), and a random sample of two thirds of trainers (n = 135). RESULTS: Questionnaires were returned from 86% (260): 84% of trainees (121), 92% of trainers (124), and 68% of course organisers (15). Most respondents in all groups (84.3%, 95% confidence interval 79.7% to 88.8%) wanted more jobs lasting two and three months to allow a greater range of hospital specialties to be experienced and some of the training year to be carried out before hospital jobs (66.3%, 60.4% to 72.1%). Most hospital specialties were rated at least 6 out of 10 as "useful" for general practice training. A substantial minority of training posts did not have regular weekly teaching (166/541; 30.7%, 26.8% to 34.6%) and had no half day (224/541; 41.4%, 37.3% to 45.6%), and over half gave no study leave (293/541; 54.2%, 50.0% to 58.4%). CONCLUSIONS: The structure of hospital training should be reviewed as it does not reflect the views of most trainees, course organisers, or trainers. Individual posts need closer supervision to ensure the availability of basic training requirements. More trainees should be allowed to spend a short time in the general practice before hospital rotations and to choose a greater range of shorter jobs.

Attitude of Health Personnel↗

The application of psychodynamic principles to the learning objectives in a general practice vocational training scheme in the setting of a small group.

This paper is the result of 12 years' work and describes the application of psychodynamic principles to the structuring and conducting of a course for general practitioners in the Ipswich Vocational Training Scheme. The overall aims are to release the potential of each trainee for life-long self-motivated study and for emotional sensitivity through self-awareness. We have attempted to integrate the emotional and factual learning of the trainee by applying the procedures found valuable in psychoanalytic therapy to the learning process, thus enabling him to go through some of the integrative experience present in therapy. This will help him to use the doctor/patient relationship more creatively. A secondary aim is to provide him with the necessary skills to enable him to become a better partner, trainer and educationist. The course to which this was applied started 12 years ago with a unique feature. It was constructed so as to have 8 members who worked together throughout the 3 years of their training; the first 2 years being spent in rotating hospital posts and the last in general practice. Throughout the 3 years the 8 members came together with two staff for weekly sessions in a small group setting. Since the beginning of the scheme we have had six cohorts of 8 members, with 2 'drop-outs' and 'drop-ins', making a total of 50 doctors.

Curriculum↗

Spiritual assessment of patients with cancer: the moral authority, vocational, aesthetic, social, and transcendent model.

PURPOSE/OBJECTIVES: To explore the nature of spiritual care in patients with cancer and discuss the Moral Authority, Vocational, Aesthetic, Social, and Transcendent (Mor-VAST) Model, a new theoretical model for assessment. DATA SOURCES: Published articles, online references. DATA SYNTHESIS: Discussions regarding spirituality often do not occur for a variety of reasons but may affect physical and spiritual health of an individual. CONCLUSIONS: Assessment of spirituality should be an integral part of cancer care. The Mor-VAST model can assist clinicians in discussing spirituality. IMPLICATIONS FOR NURSING: Nurses should be aware of resources for referral to chaplaincy, but they can be a part of the process of spiritual support. Educational opportunities are available for nurses who wish to address their own spirituality so they can address spirituality comfortably and confidently with their patients.

Chaplaincy Service, Hospital↗

From vocation to profession: the quest for professionalization of nursing.

This article examines some of the complex factors in the transition of nursing from vocation to profession. These factors include university education, knowledge, gender, and workplace environment. It argues that the conventional definitions and characteristics of the professions and knowledge are tainted with gender bias. The uniqueness of nursing knowledge lies in the combination of scientific and holistic knowledge required for patient care, which is different from other healthcare professions. It suggests an alternative means of recognizing the clinical expertise of frontline nurses so that their contribution to patient care can be acknowledged. Together with the extended and expanded role of specialist nurses and nurse managers, nurses can impose their presence and consolidate their power base in the quest for professionalization.

Education, Nursing↗

Reflections on teaching dental ethics to vocational dental practitioners in London in 2002.

In autumn 2002, the five London general dental practice vocational training schemes were the subject of focus group analysis after a session on dental ethics. The participants discussed a number of ethical dilemmas based on copies of original records and correspondence with names deleted. During the final part of the session, participants' perceptions and opinions on the teaching of ethics' were explored. This provided interesting insights into their knowledge of and attitudes toward ethics and the professional/business interface.

Education, Dental↗