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PubMedDate not supplied

Society of Quality Assurance demographic and salary survey.

A demographic and salary survey of the Society of Quality Assurance (SQA) was completed in early 1995. This survey was undertaken by the SQA Board of Publications and is the second to be commissioned by the Society. The SQA survey addressed demographic information, employer information, job description, and salary data. A total fo 399 responses were received--60% from women and 40% from men. The median age of respondents was between 36 and 40 years. Most respondents had at least a bachelor's degree and major fields of training were in the areas of biology and chemistry; however, nearly half responding listed other fields of expertise. Approximately 99% of respondents had at least some Good Laboratory Practices (GLP) experience; however, most had little or no Good Clinical Practice (GCP) or current Good Manufacturing Practice (cGMP) experience. A majority of respondents listed pharmaceuticals, contract research, industry, or chemicals/pesticides/petroleum as best describing their facility. Forty-one percent of respondents were auditors or inspectors (approximately half of all respondents did not supervise others) and 34% were managers or directors. Quality assurance (QA) responsibilities included performing inspections/audits, QA program development, reporting to upper management, and hosting outside auditors. Other activities, such as computer validation, budget management, and archive maintenance, were less frequent. Overall, annual salaries were approximately $20,000 or less (3.6%); $20-30,000 (9.8%); $30-40,000 (20.8%); $40-50,000 (22.6%); $50-60,000 (17.3%); $60-70,000 (10.5%); $70-80,000 (6.9%); and $80,000 or more (8.5%). The median annual salary for the survey was $45-50,000 per year. Salaries increased with education and years of experience. For example, annual salaries ranged from $25-30,000 for 2-5 years of experience to $50-60,000 for > 20 years of experience. Median annual salaries were substantially higher for pharmaceutical and chemical/pesticide/petroleum companies ($50-60,000) compared to contract research laboratories ($35-40,000). Salaries for consultants were highly variable, ranging from under $15,000 per year to > $100,000 per year.

Adult↗
PubMed1997

How groups work.

Almost all work is done in groups. Although groups all have the twin characteristics of striving to accomplish a common task and serving the needs of members, the variety of groups is enormous. Seventeen types of groups found in work settings are discussed. Norms and roles are also discussed because these are the rules for membership and the job descriptions which groups create and enforce for their own use.

Community Networks↗
PubMedDate not supplied

Consulting for clinical engineers.

Part-time consulting provides professional stimulation, supplemental income, and improved professional status, and is very satisfying. Most consults have an end point, resulting in a sense of accomplishment that is sometimes difficult to achieve in the course of normal duties. I encourage everyone with an interest to try consulting.

Biomedical Engineering↗
PubMed1992

Choosing dentistry as a career--Part II--The meaning of motives.

This part of the study points out that concepts such as service to others, the need for regular working hours, financial security and independence have different meanings for different people. What is ultimately shown however, is that despite group and meaning differences, motives for a career choice in dentistry appear to operate on two levels. The first is on the level of the rational and the conscious and the second on the level of the irrational and the subconscious. Knowledge of this process has important implications for the selection and training of students.

Altruism↗
PubMedDate not supplied

Job design for nurse case managers. Intended and unintended effects on satisfaction and well-being.

As managed care expands, nursing case management is becoming increasingly widespread. Yet little is known about the characteristics of the case manager job and its effects on nurses' workplace well-being. This study investigated hypothesized differences between the characteristics of nurse case manager and staff nurse jobs, including both intended positive and unintended negative effects associated with changes incorporated in the nurse case manager job. Nurse case managers reported significantly higher levels of autonomy, job identity, feedback from agents, and collaboration with physicians than staff nurses; however, they also reported higher levels of required interaction, role conflict, overload, and ambiguity. These findings have important implications for nurse case manager and the organizations that employ them, in relation to job design, career/candidate selection, and orientation and ongoing development.

Adult↗
PubMed1998

["All that time we were working hand in hand ..." a comparative study on the effects of professionalization on German and American intensive care nurses].

The discussion about improving and reevaluating nursing education and nursing practice in Germany is often oriented at the US-american nurses' training. Here one finds a higher degree of professionalisation and university nursing programs. A German-US-American comparative study of 13 ICU nurses each analyzes what effects a higher degree of professionalism has on every day nursing practice. Using the data of structured interviews, dimensions of job perception and aspects of coping capabilities with stress in regard to patient care and relation with physicians of both nursing groups are compared. Results show that US-American nurses often refer to cognitive aspects of being in control of a situation and emphasize their professional part. When assessing their experiences they mainly describe actions they took emphasizing cooperation and help they gave each other. German nurses accentuate the emotional side, describing fear, anger, rage and helplessness. In their relations with physicians the US-American nurses are more likely to insist on their nursing competence, while German nurses tend to be annoyed, resignated, and try to withdraw from the situation. These differences are discussed in relation to the different nursing programs. The US-American education, stressing supervision and the ability to reflect upon one's action seems to have a positive influence on coping capabilities and enhance job satisfaction.

Adaptation, Psychological↗
PubMed1998

Job analysis, appraisal and performance assessments of a surgeon--a multifaceted approach.

The role of a surgeon is a complex one. A variety of skills and abilities in a different array of performance tasks is required before he can be competent in his job. As such, there is no simple rule of thumb that can be used to assess a surgeon's performance. As performance assessment and appraisal become increasingly important both for manpower decisions and personal development, it is important that we recognise the different roles a surgeon plays. Only then are we able to subdivide a surgeon's job demands into small manageable portions for analysis. This paper examines the multi-faceted aspects of a surgeon's job, and how each facet should be individually assessed and appraised.

Attitude of Health Personnel↗
PubMed1998

[International comparisons of health care resources. Expenditure shared the GNP is inadequate. Complementary real measures are necessary].

Since the health care expenditure share of the GNP (gross national product) is a measure difficult to interpret, its use can yield erroneous results in comparing health care sector development in different countries. A complementary measure of health care resources is the size and structure of the health care labour force. Information from Sweden, Denmark, the United Kingdom and the USA shows that development in expenditure share of the GNP in no way reflects development in labour resources in the respective countries. Ranking of national costs differs depending on the measures used, which is partly to be explained by differences in relative prices in terms of various investment factors--e.g., salaries of qualified personnel. The generally slow wages trend in the Swedish health care sector is a contributory factor explaining why the marked increase in the labour force during the 1970s and 1980s is incompletely reflected in the health care expenditure share of the GNP. Studies of personnel resources at the hospital level in the above-mentioned countries have shown marked national differences to exist in terms of working hours, service contracts and job descriptions, which further explains the differences manifest at an aggregate level.

Costs and Cost Analysis↗
PubMedDate not supplied

Obstacles and opportunities for the multidisciplinary wound care team. A report for the clinical symposium on wound management.

On the last day of the 12th Annual Clinical Symposium on Wound Management, a panel of clinicians from various disciplines, and with diverse experience in wound management, discussed the challenges and rewards of being part of a multidisciplinary team caring for patients with wounds. Panelists included Sharon Baranoski, MSN, RN, CETN; C. Andrew Salzberg, MD; Marlys J. Staley, MS, PT; and David R. Thomas, MD, FACP. Elizabeth A. Ayello, PhD, RN, CS, CETN, was the moderator. An excerpt from this session is published here.

Humans↗
PubMedDate not supplied

Tissue viability: the facts and the law.

Accountability remains an integral part of nursing, irrespective of occupational status or setting. The leaflet reminds nurses involved in direct care, as well as those in advisory, educational or promotional roles, of the need to consider and fulfil professional obligations towards a vulnerable and expectant public. The need to select resources that will support, not replace, skilled nursing is crucial. As nurses expand their practice they may face greater risk of litigation, but the boundaries should be clarified through job descriptions, employer approved policy statements and UKCC standards. Being asked to account for actions or omissions of care may be perceived as daunting. However, complaints may help drive quality improvement as well as staff development. A sense of perspective is needed to prevent defensive practice, allowing the potential of autonomous and accountable professionals being realised in the delivery of tissue viability services.

Humans↗
PubMedDate not supplied

Human interest at heart.

Explore the source record for details and available documents.

Community Health Nursing↗
PubMedDate not supplied

Patient classification used as a tool for assessment of staff/patient ratios.

Within the bounds of health care reforms nephrology nurses have a joint responsibility to make costs transparent and to decrease them. Care for chronically ill patients must constantly be delivered and there should be no limitations and changes in nursing and medical care. With the establishment of a clear job description and a performance profile for nephrology nurses a reorganisation of staffing is possible. The employment of non-qualified staff for indirect and parts of general patient care is possible as long as the work is done under the supervision and responsibility of a registered qualified nephrology nurse. With patient classification it is clear how much and which kind of care has to be provided and who should carry the costs. Furthermore documentation of actually needed care is possible. The further qualification of nurses with a post basic course for nephrology enables us to work with non-qualified staff and contributes to a high qualified standard of care. With regard to material used for dialysis costs should be transparent and nurses should be aware of them. The amount of unnecessarily used materials should be reduced and working process reviewed and economically organised. There are some aspects to be considered, e.g. the use of sterilised material for work which could be done with non-sterilised material which is much cheaper. We should have in mind that reimbursement rate combines costs for material and staff and if we could reduce the costs for used material there is more money left to pay the nurses. Last but not least all dialysis is providers should work closer together and should avoid confrontation. Confrontation means counterproductive and this is expensive. Only a concerted action of everybody involved in renal care may contribute to ensure the current standard of renal replacement therapy. The awareness of nurses should be developed that they contribute to safe their own place of employment.

Hemodialysis Units, Hospital↗