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Background. By 2023, 1,080,000 cases of COVID-19 have been reported in Harris County. Systemic inequity and vaccine hesitancy have contributed to COVID-19 disparities. Community Health Workers provide health education and instrumental support to alleviate health disparities among vulnerable communities. We conducted an analysis of Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis in June 2022 among a broad coalition of Community Health Work stakeholders to better understand the local landscape in the context of the COVID-19 pandemic. Methods. We recruited 33 community health workers and industry stakeholders in Harris County, Texas, to participate in the SWOT analysis. Participants were asked to describe their opinions on the SWOT facing the Community Health Work landscape and then rank the outcomes of the analysis to prioritize action. Results. A total of 19 themes were identified. Weaknesses included lack of respect and resources for Community Health Workers and poor coordination and capacity among the workforce infrastructure. Limited funding and lack of appreciation for Community Health Workers were deemed important threats. Diversity and community connection were critical strengths, and strong education, training, and raising awareness for community health work were considered opportunities to overcome identified weaknesses and threats. Discussion. Increased funding, greater coordination, greater respect, and amplified training can improve capacity for Community Health Workers and, therefore, improve public health outcomes for respiratory illness and viral infections such as COVID-19. This analysis helps fill an important research gap on the topic Community Health Workers responding to public health crises with racially disparate outcomes. [ABSTRACT FROM AUTHOR]

Attention to inclusivity and equity in health research and clinical practice has grown in recent years; however, coordinated specialty care (CSC) for early psychosis lags in efforts to improve equity despite evidence of ongoing disparities and inequities in CSC care. This Open Forum argues that marginalization and disparities in early psychosis research and clinical care are interrelated, and the authors provide suggestions for paths forward. Commitment to equity and justice demands recentering the perspectives of those most affected by early psychosis services and investing in the integration of historically excluded perspectives across all aspects of practice, policy, and research. [ABSTRACT FROM AUTHOR]

In discussing what young people need in order to thrive in school and work environments, the existing education and workforce literature largely credits the types of social and cultural capital that are gained from middle-class upbringings, and rarely are working-class and low-income counterparts valued or considered conducive to achievement. In this research paper, we discuss how minoritized students from low-income homes described their first experiences in summer internships and their earliest memories related to work. Our student participants, 25 Bronx high school seniors, largely credited their guardians' and family members' work ethic (cultural capital) in working-class jobs as critical in their own motivational development. Our findings indicate that the experiences underrepresented youth have at home, through lessons and examples, lead to positive benefits and the development of certain forms of cultural capital, which can lead to academic success and occupational identity formation. [ABSTRACT FROM AUTHOR]

Objective: Pharmacist-led research is key to optimizing medicines use and improving pharmacy services, yet it is not yet widely embedded into careers. This study aims to identify predictors of confidence in meeting the research learning outcomes in the Royal Pharmaceutical Society (RPS) Post-Registration Foundation and Core Advanced curricula, to provide targeted recommendations for building research capability and capacity within the profession. Methods: The study was a cross-sectional electronic survey, distributed to eligible pharmacists in March 2023 (n = 253). The survey gathered demographic information, research experience, and self-reported confidence in meeting the research learning outcomes in the RPS Post-Registration Foundation and Core Advanced curricula. Pre-determined independent variables were analysed using two binomial logistic regression models (one per curriculum) to identify predictors of the dichotomous variable: confidence with meeting all research learning outcomes in that curriculum. Key findings: Participants were more likely to self-report as confident (versus not confident) with meeting all research learning outcomes in a curriculum if they had recent experience (within the previous 12 months) of research or research-related activities, held a postgraduate research qualification, had undertaken research training outside of a postgraduate qualification, discussed research in their appraisal, or worked in the hospital sector. Conversely, male gender, years practicing, and protected time for research did not predict confidence. Conclusion: A targeted approach, including improving access to research methods training, experience-based learning, mentorship, and linking research projects to key organizational objectives, could be the key to developing research capability and capacity across all sectors and career stages. [ABSTRACT FROM AUTHOR]

Government funded mentoring programs are one strategy to address the supply crisis of early childhood teachers (ECTs) in Australia. There is little or no published research on the long-term impacts of these programs. This paper presents the findings of an evaluation survey completed 18 months after the mentoring program finished, covering the perspectives of experienced ECTs (mentors) and beginning ECTs (mentees). The participants (N = 39) reported personal and professional growth over the period of the program. Subsequently, their enriched knowledge, skills and understanding of mentoring impacted their own, other individuals and wider practices within their workplaces. Enablers to participation were a supportive director and the scheduling of the program out of hours. The predominant challenge for ongoing enactment of learnings was time constraints due to daily demands of early childhood workplaces. Recommendations for sustainability of effective mentoring practices are proffered and warrant the attention of governments, employers and the sector. [ABSTRACT FROM AUTHOR]

Emerging research suggests that chronic conditions such as cardiovascular disease, diabetes, and asthma are often mediated by adverse social conditions that complicate their management. These conditions include circumstances such as lack of affordable housing, food insecurity, barriers to safe and reliable transportation, structural racism, and unequal access to healthcare or higher education. Although health systems cannot independently solve these problems, their infrastructure, funding resources, and well-trained workforce can be realigned to better address social needs created by them. For example, community pharmacies and the professionals they employ can be utilized and are well-positioned to deliver balanced, individualized clinical services, with a focus on the whole person. Because they have deep roots and presence in the community, especially in under-resourced neighborhoods, community pharmacies (independent and chain) represent local entities that community members recognize and trust. In this article, we provide case examples from California, United States, to illustrate and explore how community pharmacies can be leveraged to address patient social needs as part of their core responsibilities and overall strategy to improve healthcare quality. [ABSTRACT FROM AUTHOR]

The construction industry is a hazardous environment with a high prevalence of work-related musculoskeletal disorders, compromising workers' physical and emotional well-being. Construction practitioners can leverage sensor-based safety assessment systems to track and identify workers' awkward postures, preventing potential injuries. Educational sensor data practices with block programming can enable higher-order learning of the required computational skills for sensor data analytics. However, limited research exists on the factors influencing the acquisition of these skills in training graduating construction students. Through a sensor-based risk assessment intervention, this study explores how individual characteristics (demographics) influence students' learning. Assessments included perceived self-efficacy of data analytics skills, analytical performance scores, and user acceptance of the educational platform. The results suggest: (a) women show higher self-efficacy gains, while Hispanic/Latino students and those without construction or programming experience report lesser gains, (b) students reach similar performance levels, but those with construction experience excel in reflection reports, and (c) students without construction experience perceive higher utility and lower risks, while Hispanic/Latino students show greater future intent to use the pedagogical tool. The findings contribute to Aptitude-Treatment Interaction Theory by highlighting how individual differences can impact the efficacy of pedagogical interventions in acquiring technical skills in construction education. [ABSTRACT FROM AUTHOR]

Given the increasing momentum globally towards sustainable transportation, the remanufacturing of used electric vehicle lithium-ion batteries (EV LIBs) emerges as a critical opportunity to promote the principles of the circular economy. Existing research highlights the significance of remanufacturing in resource conservation and waste reduction. Nevertheless, detailed insights into South Africa's (SA's) specific capabilities and strategic approaches in the context of used EV LIBs remain sparse. By utilizing in-depth interviews with fifteen key industry stakeholders and drawing on institutional theory, this qualitative study evaluates SA's infrastructure, technical expertise, and regulatory frameworks in the EV LIB remanufacturing sector to address this gap. The findings reveal proactive strategies, including technical expertise, sustainable infrastructure, and robust regulatory frameworks aligned with global standards. This study proposes strategic initiatives like the Interdisciplinary Innovation Hub and Mobile Remanufacturing Labs, which are analytically derived from stakeholder insights and aim to predict potential pathways for workforce development, especially in rural areas. Innovative training programs, including the Virtual Reality Consortium, Circular Economy Institutes, and the Real-world Challenges Program, will ensure a skilled workforce committed to sustainability and circular economy principles. The conclusions highlight SA's potential to become a leader in EV LIB remanufacturing by integrating circular economy principles, enhancing technical expertise, and fostering international collaboration. [ABSTRACT FROM AUTHOR]

Access to higher education in health and social care is vital for supporting local communities and the future workforce. Traditionally, efforts to widen participation in higher education targeted socioeconomically disadvantaged groups. However, it is now recognised that all students should have equal higher education and employment opportunities, regardless of their prior educational attainment or financial situation. This article examines University of Hull's inclusive model for access to higher education, which could be developed and incorporated by other institutions nationwide. The 'university certificate in health and social care programme' provides a part-time, year-long pathway for students without formal qualifications to progress to undergraduate studies. Students engage with various learning styles and receive comprehensive support, enabling them to make the most of their transferable skills and gain new knowledge. The programme has a high qualification rate and successfully progresses many students to undergraduate studies because of the programme's flexible nature and support provided. Graduates often remain in the local area, addressing workforce shortages and serving the community effectively. This article makes recommendations regarding how other institutions can best implement a similar programme, including: maintaining a strong leadership across the programmes; investing in supporting and widening participation for all learners; implementing effective marketing strategies to attract diverse applicants; prioritising student feedback for programme improvement; developing a sustainable local workforce in health and social care; and sharing and collaborating with other higher education institutions. [ABSTRACT FROM AUTHOR]

Unmet health-related social needs contribute to high morbidity and poor population health. Improving social conditions are likely to reduce health disparities and improve the health of the overall U.S. population. The primary objective of this article is to describe an innovative workforce model, called Regional Health Connectors (RHCs), and how they address health-related social needs in Colorado. This is a program evaluation that analyzed field notes and interview data from 2021-2022. We applied our findings to the framework developed by the National Academies of Sciences, Engineering, and Medicine's (NASEM's) report on strengthening social care integration into health care (2019). We found that RHCs address the following health-related social needs most commonly: food insecurity (n = 18 of 21 regions or 85% of all regions), housing (n = 17 or 81% of all regions), transportation (n = 11 or 52% of all regions), employment opportunities (n = 10 or 48% of all regions), and income/financial assistance (n = 11 or 52% of all regions). RHCs interacted across many sectors to address health-related social needs and provided multiple types of support to primary care practices at the organizational level. Examples of emerging impact of RHCs are described and mapped onto the NASEM framework. Findings from this program evaluation add to the growing landscape of knowledge and importance of detecting and addressing health-related social needs. We conclude that RHCs are a unique and emerging workforce that addresses multiple domains needed to integrate social care into health care. [ABSTRACT FROM AUTHOR]

The capacity of schools to address behavioral health concerns presents an emerging challenge, exacerbated by major shortages in the workforce. Schools across the U.S. are struggling to hire licensed behavioral health professionals, with additional barriers encountered when seeking to hire practitioners with experience in educational settings. In 2023, a school district in the suburbs of Columbus, Ohio, partnered with The Ohio State University to launch a "grow your own" policy pilot. The priorities focused on addressing workforce shortages and leveraging the experiences of current teachers/staff to support growing needs related to student mental health and well-being. More specifically, the district utilized COVID-19 relief funds to recruit, train, and transition 25 teachers/staff into school mental health positions by underwriting the costs of each professional's Master of Social Work (MSW) degree. Here, we (a) describe the district–university partnership and the processes guiding the implementation of the "grow your own" model, (b) distill preliminary findings about district needs regarding behavioral health, and (c) explore facilitators, barriers, and outcomes associated with learning among participants in the program. The findings from a district-wide staff survey indicated a high level of need for individual counseling, crisis intervention, and small group interventions. Additionally, qualitative interviews revealed that learning among the program's participants was facilitated by effective classroom strategies and specific learning experiences integral to the program's design. These facilitators supported key learning outcomes, including general social work knowledge, self-awareness, and therapeutic skills that are foundational for engaging with students, parents/families, teachers/staff, and the broader school community. This innovative policy pilot and training model demonstrate how universities and local educational agencies can partner to address workforce development challenges at the intersection of behavioral health and education. [ABSTRACT FROM AUTHOR]

The growing appreciation of the critical importance of domestic industry in national security resilience has led to the recent issue of the Defence Industry Development Strategy (DIDS). This article outlines the DIDS strategy and discusses the seven priority areas for industry development and several topical policy areas, notably naval shipbuilding and autonomous systems. Throughout this discussion the development of skilled workforce is an important challenge with no clear resolution in sight. [ABSTRACT FROM AUTHOR]

Purpose: American Community colleges are vital to the country's economic mobility and are leaders in developing and facilitating career, technical, and workforce education. This study explored employer perspectives on employees' common and specialized skills across industries in the United States. Design/methodology/approach: Employers were profiled for one year using a case study and content analysis method. They submitted performance records for at least three employees who graduated from community college career, technical, or workforce programs. Findings: Data revealed that overall, employees were successful at work, but employers focused on employability skills across disciplines (common skills); specialized skills employers focused on were associated with business operations and processes and seemed to be something other than industry-specific technical knowledge. Originality/value: This article and the research it refers to constitute original work that has not been reproduced or published. The value of this article is premised on new longitudinal data, which could be used to improve and progress institutional CTE and WD programs. [ABSTRACT FROM AUTHOR]

Aim: Develop evidence‐based recommendations for managers to support primary healthcare nurses to thrive at work. Design: A mixed‐methods sequential explanatory design. Methods: National data were collected in 2020 via an e‐survey based on a meta‐analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open‐ended e‐survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses. Results: The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work–life balance. Conclusions: Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting. No Patient or Public Contribution: This study collected data from Registered Nurses only. What Is Already Known: A plethora of existing research focuses on resilience in nurses rather than thriving at work.Enabling employees to thrive at work contributes to improved well‐being and sustainable organizational performance. What This Paper Adds: Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work.The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time.Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work–life balance. [ABSTRACT FROM AUTHOR]

Background: Nurse practitioners (NPs) are critical in delivering primary health care, especially in underserved and rural areas. Transitioning from academic training to practical application poses challenges, highlighting the need for structured post-licensure training (PLT). Purpose: To address the knowledge gap regarding the impact of PLT programs on the clinical development, confidence, and care delivery of NPs using an innovative evaluative approach. Methodology: Using a mixed-methods approach, this study engaged 19 NP fellows in quantitative and qualitative evaluations. Assessments of clinical skills and feedback were collected using the REDCap platform, focusing on mentorship and the practical application of skills. Results: Quantitative analysis showed improvements in several domains: patient-centered care (median score increase from 8 to 10, p = .005), knowledge of evidence-based practice (median score from 8 to 9, p = .028), and health systems (median score from 8 to 9, p = .014). Qualitative feedback underscored the benefits of the program's structured support and practical learning experiences while revealing the need for improvements in mentor preparedness. Conclusions: The PLT program effectively advanced NP proficiency across various domains, particularly in patientcentered care and evidence-based practice. However, it also highlighted a crucial need for focused mentorship in developing leadership skills. The study's limited scope, dependence on self-reported measures, and specific statistical methods constrain the broader applicability of its findings. Future research should aim to validate these results across diverse settings and explore long-term outcomes. Implications: This study provides new perspectives on NP workforce development, emphasizing the importance of structured mentorship and training, especially in medically underserved communities. [ABSTRACT FROM AUTHOR]

Background: Armed conflict and war are public health disasters. Public health action has a crucial role in conflict-related emergencies and rehabilitation but also in war prevention and peace promotion. Translating this into public health training and competencies has just started to emerge, especially in Europe. Methods: We conducted a Scoping Review to map and identify the role of public health education and training of public health workforce relating to the prevention of war and promoting peace, as reflected in the scientific literature. We searched in PubMed, CINAHL, PsycINFO, Embase, Web of Science Core Collections as well as the reference list of included material in English, German and Polish. Focusing initially on the European region, we later expanded the search outside of Europe. Results: We included 7 publications from opinion pieces to an empirical assessment of curricula and training. The educational programs were predominantly short-term and extra-curricular in postgraduate courses addressing both public health professionals in conflict-affected countries as well as countries not directly affected by war. Publications focused on public health action in times of war, without specifying the context and type of war or armed conflict. Competencies taught focused on emergency response and multi-disciplinary collaboration during emergencies, frequently drawing on experience and examples from natural disaster and disease outbreak management. Conclusions: The scientific discourse on competences in public health education for times of war and for the promotion of peace, predominately focuses on immediate emergency response actions. The prevention of war and the promotion of peace are missing foci, that need to feature more prominently in public health training. Public Health Education and training should ensure that war prevention and peace promotion, as well as public health action in times of war, are included in their competencies for public health professionals. [ABSTRACT FROM AUTHOR]

The nursing associate (NA) role was introduced in 2017 with a pilot programme of trainees, and in 2019 became regulated by the Nursing and Midwifery Council (NMC). The role bridges the gap between the healthcare assistant (HCA) and registered nurse (RN), allowing RNs to focus on complex care. With over 9000 NAs on the NMC register and more in training, it is important to understand RN perceptions of the NA professional identity. The findings of a qualitative survey of RNs (n=23) identified the following themes: NMC standards and scope of practice; The 'cheap nurse'; Skills development and progression; A supportive bridging role. Although valued, the role was perceived as a threat, ambiguous and inconsistently implemented. The implications are that the role ambiguity and lack of standardisation need addressing and a clear understanding of these must be articulated for the professions and public alike. [ABSTRACT FROM AUTHOR]

Introduction: Previous studies have explored facilitators and barriers to research conducted by allied health professionals in general medical settings. Since the mental health system is acknowledged to be significantly under-funded and more poorly functioning than general medical services, it is unclear whether the published facilitators and barriers also apply to mental health settings. This study sought to explore the research-related knowledge, understanding and practices of allied mental health clinicians based in a large public mental health service. Methods: A mixed methods study recruited 59 occupational therapists and social workers working in a dedicated metropolitan public mental health service in Melbourne, Australia. Quantitative survey results are reported elsewhere. Semi-structured interviews were conducted with 16 survey responder volunteers. Thematic analysis was conducted on the qualitative survey and interview data. Results: Four main themes were identified: research must connect with clinical practice; fragments of knowledge; research in practice; and research is not part of my professional identity. The third theme, research in practice, comprised four subthemes: no time for research in clinical roles, missing communication, lack of ownership, and what I need to do research. Conclusions: This study found that research and research-related activities were not considered part of the mental health social workers and occupational therapists' professional identities. Dealing with this issue may be instrumental to the realization of these clinicians' professional peak-body associations' code of practice and to government mandated practice standards. We provided several strategies to encourage both clinicians and services to view research-related activities as an everyday part of clinical roles. This is especially important if we think of allied health evidence-based practice requiring a reasonable level of research-related skills and/or competencies to appraise, practice, evaluate and adapt their evidence-based practice. [ABSTRACT FROM AUTHOR]

Objective: The study aimed to explore the perspective of healthcare workers on the resources they need to provide quality rehabilitation for people recovering from coronavirus disease 2019 (COVID-19) infection. Methods: A descriptive qualitative approach using reflexive thematic analysis was employed. Focus groups and interviews were performed with nine healthcare workers (one intensive care unit physiotherapist, one respiratory therapist and seven occupational therapists) with experience treating patients recovering from COVID-19 infection within hospital and in the community. Verbatim transcripts were coded and analysed for themes. Results: Healthcare workers perceive an urgent need for resources about recovery from COVID-19 infection to support quality care. They particularly want detailed guidance about potential trajectories of recovery, and what should be expected over time for people with long COVID. Many observed that this group of patients had higher oxygen requirement and experienced slower recovery than others with serious respiratory conditions. Supports for quality care do exist but were not perceived as sufficient by participants. They want any new resources developed to be accessible, quick to access and targeted to specific healthcare worker roles and services settings. Participants identified several barriers to accessing practice supports, including the time poor nature of health care and financial costs to both patients and healthcare workers. Conclusion: Healthcare workers perceive an urgent need for the development of resources to support quality rehabilitation for people recovering from COVID-19 infection, to support best outcomes for this group of patients. Any resources developed must consider identified barriers to their access and use to maximise their impact. What is known about the topic? Workforce development needs related to the management of people recovering from coronavirus disease 2019 (COVID-19) are relatively unknown, due to the novelty of the virus and sustained pressure on the healthcare system due to the pandemic. What does this paper add? The paper identifies resource gaps and potential improvements from the clinician perspective. It also emphasises the urgent need for tailored, multidisciplinary resources and workforce capacity building. What are the implications for practitioners? Access to accessible updated resources and continuing professional development is critical for allied health clinicians in the evolving field of COVID-19 rehabilitation. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To learn how clinical research projects can lead to improved patient outcomes and enhanced staff morale • To understand the importance of engaging clinical managers in research projects • To find out how clinical managers can contribute to the development of a research culture. There is growing evidence that clinical research activity is linked to better patient outcomes and that staff involvement in research is linked to enhanced morale and retention. Clinical managers have a pivotal role in supporting staff to engage with research, but they are not always given the means to do so and are not always aware of the benefits. In 2021 a research internship scheme was set up as a collaboration between two London NHS trusts and a university, enabling nurses and midwives to undergo training and undertake a range of research activities. Some participants experienced challenges in fitting internship activities around clinical duties despite the fact that the scheme was planned to give them protected time. This article describes the scheme, reports the findings of its evaluation at one of the two trusts, and discusses its implications for clinical managers in terms of how they can be supported to contribute to the development of a research culture. [ABSTRACT FROM AUTHOR]

The Workforce Innovation and Opportunity Act of 2014 (WIOA) authorizes youth-focused workforce development programs such as YouthBuild, Job Corps, and Youth Activities programs, to increase economic self-sufficiency among youth and young adults (YYA). These programs vary in their funding and service delivery structure but all serve YYA with significant barriers to education and employment. The devolution of policy implementation requires research that examines the nuanced ways in which services are implemented and experienced at the community level. Our research studied the implementation contexts of five local youth workforce programs in a metropolitan area of one southern state. Participants included a total of 12 youth-serving staff, and 7 YYA. Data were analyzed using qualitative content analysis. Across providers and YYA categories related to local policy implementation included: (1) recruitment, (2) facilitators of success, (3) barriers to success, with an intersection between YYA's complex backgrounds and experiences, developmental needs, and structural inequities, and (4) opportunities to enhance supports. Overall, our findings indicate that these youth workforce programs might be promoting healthy development, whether or not the design or implementation of such an approach is explicitly mentioned. Further, implementation struggles around funding, staff, and ability to recruit hard-to-reach YYA and to provide intensive support for YYA were noted. Recommendations for policy and practice that support YYA well-being are presented, as well as implications for future research related to local youth workforce program recruitment and service delivery practices. Highlights: Local youth workforce programs provide important connections, services, and skill building activities for youth enduring marginalization. Programs used similar recruitment techniques and noted comparable facilitators and barriers to success. YYA face challenges of lacking transportation and inability to meet basic needs alongside lacking confidence, hope, and social support. Despite facing structural and personal challenges, many YYA participants are driven by a desire to succeed. Additional funding and different outcome measures might help ensure access to resources that enable YYA to meet their basic needs and thrive. [ABSTRACT FROM AUTHOR]

Following calls to 'bewilder' (Snaza 2013) the pioneers of early education, this article positions Montessori pedagogy as a 'desire path' that acts as resistance to normative policy-driven pathways in early childhood education and care. Desire paths are alternative tracks made aside from officially established walking routes. In this paper I think with the metaphor of pathways and desire paths positioning an educator's choice to practice Montessori pedagogy as an approach which wanders outside of mainstream qualifications and education. To do this, I take fragments of a professional life story that chart the agentic nature of choosing Montessori pedagogy as a way to problematise how walking that desire line challenges, and defies normative pathways. I also propose a re-reading of Montessori's pedagogy, not as pioneering but as nomadic, and suggest that social desire paths enable Montessori education to be viewed as multiple, situated, alternative tracks to prescribed pathways. [ABSTRACT FROM AUTHOR]

Healthcare in the 21st century is experiencing tumultuous times of turbulent and tortuous change, characterised by an aging population, an increasing chronic disease burden, and inadequate workforce capacity to meet this burgeoning demand. The development of digital capabilities for health service managers of today and tomorrow requires an approach that transcends traditional adult learning education and training trajectories. A five-step process for developing an andragogical approach to health service management competency development in the digital context is proposed. This process includes qualifying the capabilities required of health service managers in the digital age and expediating digital transformation within the Australian healthcare environment, informed by empirical research; linking teaching approaches for digital health using the five tenets of adult learning; and coalescing the competencies needed to contextualise knowledge and skills development requirements for the 5th Industrial Revolution. Importantly, formal and informal education and training for health service managers should focus on competency transferability, which requires trainers and educators to understand the transforming context and challenges facing health service managers in the healthcare industry. It is incumbent on the digital health community to build capacity and enable workforce development to inculcate sustainable influence for lasting change in the healthcare system. [ABSTRACT FROM AUTHOR]

Objective: The aim of the study was to identify continuing professional development (CPD) needs of allied health professionals (AHP) in regional and rural Victoria. Design: This study was an online cross‐sectional design conducted between December 2022 and February 2023. Settings and Participants: AHPs employed at a large multi‐site regional public health service providing acute, subacute, community and outpatient care in Victoria, Australia. Main Outcome Measure(s): The online questionnaire included four sections investigating satisfaction of CPD, prioritised topics for CPD, preference for CPD sourcing and perceived capabilities in delivering education. To investigate prioritised topics of CPD, a tool was adapted from the Hennessy Hicks Training Needs Analysis questionnaire to align with allied health (AH) career pathways. For organisational alignment, a second questionnaire was sent to AH managers. Results: The response rate was 17% (53/316 AHPs) from members of 10 AH professions. The median years of clinical experience for participants was between 2 and 5 years. Participants with 6–10 years of clinical experience reported the lowest level of satisfaction. Research and education were identified as areas of highest training need. Self‐perceived competence in education delivery was proportionately lower in areas of assessment, developing digital learning and constructive alignment. Conclusion: CPD needs for AHPs in a regional and rural health service were shown to vary by career stage and weighted towards developing research and education delivery capabilities. Findings from this study may support public health sector and policy investment in CPD opportunities to support horizontal career progression opportunities, a balance of internal and externally sourced professional development and strategic investment in education delivery capabilities. [ABSTRACT FROM AUTHOR]

Employees in the outdoor recreation sector account for 3.2% of the U.S. workforce, contributing to over $1.1T in national economic output. As awareness of the sector’s economic strength has grown, interest in promoting outdoor recreation careers has expanded. Research on outdoor recreation careers has not kept pace with workforce development initiatives, however, and existing data and research reports provide only aggregate figures that neither reflect the new employment landscape nor track how careers are navigated by the people who occupy them. This article reports on an interview study of 15 established outdoor recreation professionals in executive or management positions to gain insights into career trajectories in outdoor recreation. Their narrative responses were assessed using the Psychology of Working Theory, a career counseling framework organized around the concept of decent work. Findings are presented along with points for outdoor recreation career advocates to consider in future research and workforce development initiatives. [ABSTRACT FROM AUTHOR]

The study explores the critical role of digitalization in enhancing the competitive advantage of Albanian manufacturing firms amidst a rapidly changing business environment (Guo et al., 2023). It examines various data sources to understand how digital transformation influences firm performance and strategies in Albania. The findings reveal that digitalization significantly boosts profitability, market share, and innovation in these firms, enabling a faster response to market shifts and customer needs. Key drivers for digital adoption in the Albanian manufacturing sector include market trends, competitive pressures, and technological advancements. However, challenges such as financial constraints, skill gaps in the workforce, and data security issues are also prevalent (Kalaj et al., 2022). The research concludes that digitalization is a strategic necessity for Albanian manufacturing firms aiming to establish themselves as industry leaders. By effectively leveraging digital technologies and overcoming related hurdles, these firms can excel in the global market. This condensed summary presents the essence of the original text, focusing on the main findings and conclusions of the research on digitalization in the Albanian manufacturing industry. [ABSTRACT FROM AUTHOR]

Today, we revisit our initial stance of eliminating standardized test scores from the college admissions process to improve equity and student diversity. With refreshed data about test-optional admissions, we address the import of institutional responsiveness to redress persistent equity gaps that impact our state's workforce diversity and hiring challenges. Leveraging data to inform advocacy is representative of the skillset cultivated in the CANDEL program for evidence-based decision-making. Moreover, the pre-pandemic position over standardized testing exemplifies how CANDEL encouraged us to explore novel approaches to address persistent and troublesome equity issues. With leadership roles in the community college and the University of California systems and a particular emphasis on workforce development, we reflect on the CANDEL ethos of scholar-practitioner leadership in our practice areas to promote equitable educational and career outcomes. [ABSTRACT FROM AUTHOR]

In this article, I share ways in which my professional journey, from admissions and enrollment to diversity, equity, and inclusion, intersect with my evolution as a scholar-practitioner through CANDEL, the doctorate in educational leadership program at the University of California Davis. I further share how I have leveraged my experience in the EdD program as a scholar-practitioner to challenge systems of higher education through storytelling and counter narratives as a means to reroute narratives that institutions create around the experiences of marginalized communities, including the African diaspora. [ABSTRACT FROM AUTHOR]

Healthcare in the 21st century is experiencing tumultuous times of turbulent and tortuous change, characterised by an aging population, an increasing chronic disease burden, and inadequate workforce capacity to meet this burgeoning demand. The development of digital capabilities for health service managers of today and tomorrow requires an approach that transcends traditional adult learning education and training trajectories. A five-step process for developing an andragogical approach to health service management competency development in the digital context is proposed. This process includes qualifying the capabilities required of health service managers in the digital age and expediating digital transformation within the Australian healthcare environment, informed by empirical research; linking teaching approaches for digital health using the five tenets of adult learning; and coalescing the competencies needed to contextualise knowledge and skills development requirements for the 5th Industrial Revolution. Importantly, formal and informal education and training for health service managers should focus on competency transferability, which requires trainers and educators to understand the transforming context and challenges facing health service managers in the healthcare industry. It is incumbent on the digital health community to build capacity and enable workforce development to inculcate sustainable influence for lasting change in the healthcare system. [ABSTRACT FROM AUTHOR]

Recent advancements in artificial intelligence (AI) and machine learning (ML) have driven research and development across multiple industries to meet national economic and technological demands. Consequently, companies are investing in AI, ML, and data analytics workforce development efforts to digitalize operations and enhance global competitiveness. As such, evidence‐based educational research around ML is essential to provide a foundation for the future workforce as they face complex AI challenges. This study explored students' conceptual ML understanding through a scientific argumentation framework, where we examined how they used evidence and reasoning to support claims about their ML models. This framework lets us gain insight into students' conceptualizations and helped scaffold student learning via a cognitive apprenticeship model. Thirty students in a mechanical engineering classroom at Purdue University experimented with neural network ML models within a computational notebook to create visual claims (ML models) with textual explanations of their evidence and reasoning. Accordingly, we qualitatively analyzed their learning artifacts to examine their underfit, fit, and overfit models and explanations. It was found that some students tended toward technical explanations while others used visual explanations. Students with technically dominant explanations had higher proficiency in generating correctly fit models but lacked explanatory evidence. Conversely, students with visually dominant explanations provided evidence but lacked technical reasoning and were less accurate in identifying fit models. We discuss implications for both groups of students and offer future research directions to examine how positive pedagogical elements of learning design can optimize ML educational material and AI workforce development. [ABSTRACT FROM AUTHOR]

Increases in the numbers of older adults with mental health and substance use concerns compel us to identify best practices in training to address these issues. Senior Centers are an ideal location for behavioral health education programs as they are the go-to place for many older adults. This paper describes an online certificate program in Behavioral Health and Aging offered by the Center for Aging and Disability Education and Research at Boston University School of Social Work in collaboration with the National Council on Aging to increase senior center staff knowledge and skills. A total of 228 senior center staff in Illinois, Florida, and Wisconsin completed the online certificate program. There were statistically significant changes in key competencies for all courses based on pre-post assessment. We held key informant interviews to assess the impact of training and participants stated that their knowledge, skills, and behaviors were influenced by the program. [ABSTRACT FROM AUTHOR]

Trainees may be interested in careers in aging but unfamiliar with career options, leading to a shortage in the geriatric workforce. In response to needs identified at a national geropsychology training conference, a multisite faculty group developed a six-session webinar series about careers in geropsychology, detailing career options in six unique settings. Each webinar session featured a moderated discussion with a panel of four professionals currently employed in the career of interest. The webinar was advertised to clinical and counseling psychology trainees with a potential interest in age-related careers, with evaluation of the series primarily including trainees from graduate programs, clinical internships, and postdoctoral fellowships. Participants rated their attitudes and beliefs about each career option at pre- and post-discussion. On average, each webinar session was attended by 48 individuals (SD = 12, range = 33–60). At baseline, attendees reported significantly more interest in careers in clinical practice compared to other careers, and interest in university settings increased from pre- to post-discussion. Across all six sessions, participants reported increased understanding of training experiences that would be helpful in pursuing that specific career. Findings point to the feasibility and utility of webinars for enhancing interest and confidence in pursuing careers in aging. [ABSTRACT FROM AUTHOR]

Objectives: This study investigates burnout and subjective well-being among the Maternal and Child Health (MCH) workforce, considering recent events such as the Dobbs decision, the maternal mortality crisis, and the COVID-19 pandemic. Methods: An anonymous web-based, cross-sectional survey was conducted among 313 MCH professionals in the United States. Data were collected using validated measures, including the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) and the Oxford Happiness Questionnaire (OHQ) short scale. Sociodemographic characteristics and factors associated with burnout and subjective well-being were examined using univariate statistics and multivariable models. Results: Analysis revealed moderate levels of burnout among MCH professionals, particularly in emotional exhaustion. However, subjective well-being levels were relatively high. After controlling for covariates, significant associations were found between subjective well-being and burnout dimensions, as well as sociodemographic factors such as sex and race. Conclusions: The study's findings indicate that higher subjective well-being is significantly associated with lower burnout, emotional exhaustion, and higher personal accomplishment. Variations in burnout and well-being are also influenced by sociodemographic factors such as age, sex, race, and occupation. Tailored interventions addressing the specific needs of MCH professionals are essential for building a resilient workforce. Organizational reforms and legislative measures are crucial for fostering supportive workplace environments and ensuring access to care and services amidst workforce challenges. [ABSTRACT FROM AUTHOR]

This exploratory mixed methods study investigates the school psychology workforce shortage phenomenon and underlying contributing factors. The development of an Education Specialist school psychology program in the middle of the COVID‐19 pandemic prompted the authors to explore variables impacting awareness of the school psychology profession. State policies were reviewed to identify how many states have adopted the nationally recommended 1:500 ratio for school psychologists. Additionally, undergraduate and postbaccalaureate student knowledge of the work of school‐based mental health professionals, specifically school psychologists, was surveyed. Finally, the authors explore the need for new action frameworks to achieve this awareness and to promote workforce policy development. Based on findings, three key points for practitioners are the need to promote the adoption of policies that align with the 1:500 recommended ratio for school psychologists, increase awareness of the profession with preservice and in‐service educators, and create coordinated training pathways and career opportunities for individuals to become school psychologists. Practitioner points: Few states have adopted policies that align with the 1:500 recommended ratio for school psychologists.Preservice and in‐service educators are often unaware of the professional differences across school‐based mental health providers.There is a need for coordinated training pathways for individuals to become school psychologists. [ABSTRACT FROM AUTHOR]

Many factors affect how individuals and populations age, including race, ethnicity, and diversity, which can contribute to increased disease risk, less access to quality healthcare, and increased morbidity and mortality. Systemic racism—a set of institutional policies and practices within a society or organization that perpetuate racial inequalities and discrimination—contributes to health inequities of vulnerable populations, particularly older adults. The National Association for Geriatrics Education (NAGE) recognizes the need to address and eliminate racial disparities in healthcare access and outcomes for older adults who are marginalized due to the intersection of race and age. In this paper, we discuss an anti-racist framework that can be used to identify where an organization is on a continuum to becoming anti-racist and to address organizational change. Examples of NAGE member Geriatric Workforce Enhancement Programs (GWEPs) and Geriatrics Academic Career Awards (GACAs) activities to become anti-racist are provided to illustrate the framework and to guide other workforce development programs and healthcare institutions as they embark on the continuum to become anti-racist and improve the care and health of vulnerable older adults. [ABSTRACT FROM AUTHOR]

Recent implementation science frameworks highlight the role of training and technical assistance (TTA) in building workforce capacity to implement evidence-based practices (EBPs). However, evaluation of TTA is limited. We describe three case examples that highlight TTA by three regional centers in the national Mental Health Technology Transfer Center (MHTTC) network. Each MHTTC formed Learning Communities (LCs) to facilitate connections among behavioral health professionals with the goals of sharing implementation strategies, discussing best-practices, and developing problem solving techniques. Data on outcomes were collected through a combination of self-report surveys and qualitative interviews. LC participants reported strong connectedness, gains in knowledge and skills, improvements in implementation capacity, and intentions to advocate for organizational and systems-level change. Furthermore, across the case examples, we identified LC characteristics that are associated with participant perceptions of outcomes, including tailoring LC content to workforce needs, providing culturally relevant information, engaging leaders, forming connections among participants and trainers, and challenging participants' current workplace practices. These findings are interpreted through the lens of the Interactive Systems Framework, which focuses on how TTA, such as LCs, can facilitate connections between the theoretical and empirical foundations of interventions and the practices of implementing interventions in real-world settings to advance workforce capacity. [ABSTRACT FROM AUTHOR]

Online learning has the potential to improve best practice in substance use treatment by facilitating access to high-quality resources. A user-centered design (UCD) approach can identify the needs, motivating factors, and working contexts of learners. Aim: The aim of this study was to identify ways of improving online learning for people working in substance use treatment services in England. Methods: Semi-structured interviews were conducted with 31 substance use professionals in England and 14 other professionals working in the field. Participants were asked about their training needs, working contexts, and current use of online resources. Data were analyzed according to the principles of UCD via Iterative Categorisation. Results: Participants reported "unmet needs" for training in therapeutic relationships and advanced therapeutic techniques. They enjoyed training that demonstrably improved the quality of life for people who use drugs and that provided career and personal development opportunities. Participants completed many mandatory online courses that were short and unpopular. Access to training was limited by time and financial constraints, with online training partially addressing these barriers. Conclusion: If online learning is to be optimized, the needs of substance use professionals must be accommodated; however, online learning that meets the needs of substance use professionals does not always match the best evidence. [ABSTRACT FROM AUTHOR]

Purpose: Little is known about the long-term efficacy of virtual leadership training for physicians. This study compares two highly similar groups of Obstetricians-Gynecologists' (OB-GYN) 6-month post-program changes in competency and skills after experiencing equity-centered leadership training in a virtual or in-person format. Participants and Methods: Using a retrospective pre- and post-test method, we collected 6-month post-program data on 14 competencies for knowledge gains and skills use, comparing the virtual cohort (2021, n = 22) to the in-person cohort (2022, n = 33) in 55 total participants. Qualitative data from open-ended feedback questions informed on skills relevancy and professional impact since program participation. Results: Data indicate strong, statistically significant knowledge and skills retention in both cohorts, with 63% of the virtual and 85% of the in-person participants responding. Data indicate participants report the course having a positive impact on their healthcare provision and nearly all report they made changes to their communication and leadership approaches in the 6-months after the program. 59% of the virtual and 55% of the in-person cohorts report new leadership opportunities since their participation and that the course helped prepare them for those roles. Qualitative data support the need for the training, specific elements of the training these physicians found particularly helpful, and that the learning was "sticky", in that it stayed with them in the months post-program. There was a clear stated preference for in-person experiences. Conclusion: Either virtual or in-person leadership training can result in long-term (6-month) significant retention and application of knowledge and skills in physicians. While limited in size, this study suggests that in-person experiences seem to foster more effective bonds and also greater willingness to participate in post-program follow-up. Physicians find equity-centered leadership training to impact their subsequent communication and leadership practices and they report career benefits even in 6-month follow-up. Plain Language Summary: While physicians serve in many leadership roles in healthcare, leadership training is generally not part of their medical training. The American College of Obstetricians and Gynecologists (ACOG) Robert C. Cefalo Leadership Institute has provided an annual leadership training for obstetrician and gynecologist leaders since 2006. Our previous research has repeatedly shown the program is effective, with participants experiencing significant and impressive gains in leadership learning and skills development. The COVID-19 pandemic led to the 2021 program being held virtually with a return to an in-person format possible with the 2022 program. As such, the opportunity arose to compare the 6-month post-program learning and impact of these two formats, virtual versus in-person training, in two highly similar groups experiencing nearly identical program content. Both virtual and in-person participants rated their six-month post-program skill level/ability and skills use/implementation as significantly higher than pre-program and both groups noted the learning helped them be better physicians, communicators, and leaders. Additionally, many experienced new leadership opportunities in the 6-months post-program and most of those agreed that the program prepared them to take on those new roles. This study shows that our approach to physician leadership development is highly effective and that the learning demonstrated "stickiness" in that it persisted over time. While both virtual and in-person programs were highly effective, overwhelmingly the participants prefer in-person training to virtual training. [ABSTRACT FROM AUTHOR]

The Clinician Scholars Program (CSP) was designed to expand the HIV care workforce by improving the clinical capacity of clinicians in underserved areas. This evaluation assessed program participants' long-term practice changes and system changes. The year-long program combined mentoring, training, and on-site clinical observation. Qualitative interviews (N = 46) were conducted with Scholars at least 2 years following CSP, supplemented by a 2023 survey. Multiple coders analyzed transcripts using open coding. Thematic analysis explored practice changes and efforts to move patients along the HIV care continuum. Findings indicate positive long-term impacts of CSP regarding the HIV care continuum and care system engagement. Over 90% of Scholars remained working in HIV care, with 75% maintaining or increasing patient loads and 72% making changes to their clinical practice. This training model appears to enhance care along the HIV care continuum and may be adaptable to other contexts that address complex chronic conditions. [ABSTRACT FROM AUTHOR]

The mental and behavioral health workforce shortage has hindered access to care in the United States, resulting in long waitlists for persons who need behavioral health care. Global models for task sharing, combined with U.S.-led studies of nonspecialists delivering interventions for depression and anxiety, support the development of this workforce in a stepped care system. This Open Forum highlights an innovative effort in Washington State to initiate a bachelor's-level behavioral health support specialist curriculum leading to credentialing to expand the mental health workforce and improve access to care for people with depression and anxiety. [ABSTRACT FROM AUTHOR]

External developments and intra-professional needs, challenges, and opportunities recommend a workforce research and development agenda. In particular: (a) new models for schools necessitate customized, evidence-based curricula and school/community programs; (b) the effectiveness of every curriculum and program depends on workforce readiness, commitments, competency, adaptability, and retention; (c) the workforce thus is a social determinant for pediatric experiences and outcomes; (d) performance-based accountability requirements for evidence-based and data-informed programs and practices expose workforce-related gaps and illuminate needs for better designs; (e) because one size does not fit all, justifiable variability is a core problem for the profession's members to address; and (f) strategic differentiation among teacher education programs in tandem with specialized school offerings necessitates better quality assurance mechanisms coordinated by state and national professional associations. Improved workforce specialization in service of better outcomes thus necessitates pivotal choices. Place-based, collaborative planning for collective action is a practical necessity. [ABSTRACT FROM AUTHOR]

Workforce initiatives are timely as physical education confronts multiple challenges, some of which can be reframed as opportunities. The operational research and development approach provided herewith builds on a companion analysis focused on agenda-setting. A systems framework identifies relationships among specialized components such as teacher education, doctoral programs, and school curricula/programs and highlights needs for coordinated, collective action among two or more workforce components. Operating under the banner of justifiable variability with accountability, pivotal choices must be made system wide and necessitate collective action strategies. Immediate priorities include collaborative leadership structures and quality controls provided by stronger professional associations. [ABSTRACT FROM AUTHOR]

At Te Kunenga ki Pūrehuroa (Massey University), Aotearoa New Zealand, we have declared our stance as a Te Tiriti o Waitangi-led institution. This necessitates the embodiment and enactment of the principles and provisions of Te Tiriti o Waitangi and the embedding of Indigenous Māori knowledge, values and belief systems in curriculum design and implementation. This article outlines the beginning of our journey toward indigenizing our postgraduate public health curriculum at Te Kunenga ki Pūrehuroa. We describe the redevelopment of the Master of Public Health curriculum that embeds mātauranga Māori (Māori knowledge), te reo Māori (Māori language), tikanga Māori (Māori values and belief systems), and Māori pedagogy (culturally sustaining teaching and learning practices). Here, we focus on how curriculum redevelopment and pedagogy have enabled the utility of Māori knowledge and processes to be reflected at every level of the program and give life and relevancy to Te Tiriti o Waitangi. Te Tiriti o Waitangi guides our teaching practice and ensures that students can safely develop their confidence in Māori ways of knowing, being, and doing to effectively partner with Māori as Tangata Whenua. Our program aims to produce agentic graduates who are champions and advocates for Māori aspirations in health. [ABSTRACT FROM AUTHOR]

In today’s rapidly evolving technological landscape, industries are increasingly dependent on advanced technologies such as artificial intelligence (AI), automation, and data analytics, which have reshaped job roles and created new professions requiring specialized skills. Despite these advancements, there is a significant skills gap within the workforce, which threatens both individual careers and organizational success. This article explores the critical role of professional training in bridging this gap, emphasizing the importance of technical training, soft skills development, continuous learning programs, and cross-disciplinary learning. Technical training in areas such as coding, data science, and cybersecurity ensures that employees remain relevant and competitive in the job market. Meanwhile, soft skills like critical thinking and communication are essential for adapting to the complexities of modern work environments. Continuous learning programs, supported by online platforms and micro-credentials, foster a culture of lifelong learning. The article also highlights the specific training needs in the South-West Oltenia region, where most companies recognize the value of training to support business expansion and maintain workforce readiness in the face of technological change. To remain competitive, organizations must invest in comprehensive professional training programs that prepare employees for both current and future challenges in a technology-driven world. [ABSTRACT FROM AUTHOR]

Background: The need to transform the United Kingdom's (UK) delivery of health and care services to better meet population needs and expectations is well-established, as is the critical importance of research and innovation to drive those transformations. Allied health professionals (AHPs) represent a significant proportion of the healthcare workforce. Developing and expanding their skills and capabilities is fundamental to delivering new ways of working. However, career opportunities combining research and practice remain limited. This study explored the perceived utility and value of a doctorate to post-doctoral AHPs and how they experience bringing their research-related capabilities into practice environments. Methods: With a broadly interpretivist design, a qualitatively oriented cross-sectional survey, with closed and open questions, was developed to enable frequency reporting while focusing on the significance and meaning participants attributed to the topic. Participants were recruited via professional networks and communities of practice. Descriptive statistics were used to analyse closed question responses, while combined framework and thematic analysis was applied to open question responses. Results: Responses were received from 71 post-doctoral AHPs located across all four UK nations. Findings are discussed under four primary themes of utilisation of the doctorate; value of the doctorate; impact on career, and impact on self and support. Reference is also made at appropriate points to descriptive statistics summarising closed question responses. Conclusion: The findings clearly articulate variability of experiences amongst post-doctoral AHPs. Some were able to influence team and organisational research cultures, support the development of others and drive service improvement. The challenges, barriers and obstacles encountered by others reflect those that have been acknowledged for many years. Acknowledging them is important, but the conversation must move forward and generate positive action to ensure greater consistency in harnessing the benefits and value-added these practitioners bring. If system-wide transformation is the aim, it is inefficient to leave navigating challenges to individual creativity and tenacity or forward-thinking leaders and organisations. There is an urgent need for system-wide responses to more effectively, consistently and equitably enable career pathways combining research and practice for what is a substantial proportion of the UK healthcare workforce. [ABSTRACT FROM AUTHOR]

Background: Project ECHO® networks at Children's Health Queensland Hospital and Health Service (CHQHHS) are communities of practice designed to mitigate services and systems fragmentation by building collaborative partnerships addressing priority child and youth health needs. Aboriginal and Torres Strait Islander people experience the negative impacts of fragmentation in addition to historical challenges of absent or culturally inappropriate health services. Access to culturally safe and responsive services can be improved by engaging Aboriginal and Torres Strait Islander Health Workers and similar roles in an online community of practice, supporting the integration of cultural and clinical knowledge and self-determination of Aboriginal and Torres Strait Islander consumers in decisions affecting their health. Analysing professional support networks and knowledge sharing patterns helps identify enablers and barriers to partnerships. Using social network research, the multilevel network inclusive of ECHO network members and their colleagues was studied to identify interdisciplinary and cross-sector advice exchange patterns, explore the position of cultural brokers and identify common relational tendencies. Methods: Social network theories and methods informed the collection of network data and analysis of advice-seeking relationships among ECHO network members and their nominees. Registered members from two ECHO networks were invited to complete the Qualtrics survey. Networks analysed comprised 398 professionals from mainstream health, Aboriginal and Torres Strait Islander Community Controlled Health Organisation, education, disability and child safety service settings. Results: Brokers were well represented, both those who hold knowledge brokerage positions as well as cultural brokers who incorporate clinical and cultural knowledge enabling holistic care for Aboriginal and Torres Strait Islander patients (38 individuals, 17% of network). Professionals who occupy brokerage positions outside the ECHO network tend to be more connected with co-members within the network. Conclusions: This study is the first application of contemporary social network theories and methods to investigate an ECHO network. The findings highlight the connectivity afforded by brokers, enabling the coordination and collaboration necessary for effective care integration. Inclusion of cultural brokers in an ECHO network provides sustained peer group support while also cultivating relationships that facilitate the integration of cultural and clinical knowledge. [ABSTRACT FROM AUTHOR]

Economic development at the local level presents an intrinsic tension produced by competitive and cooperative dynamics. While empirical studies have identified drivers for collaboration at the local level, less is known about the scope of activities promoted by state-level agencies and the institutional mechanisms that state and local actors create to cooperate. This study exploits a unique data set created by the State of Iowa reporting the economic development agreements from 2007 to 2018. The findings illustrate how workforce development activities are the most prevalent activity while fiscal incentives are the least recurrent practice. In terms of institutional mechanisms, service contracts are used most frequently. Additionally, a state agency and nonprofit organization dyad is the most common collaboration, which highlights the role of state governments in shaping local economic development strategies. This exploration of mechanisms, activities, motivations, and duration contributes by improving theories of formal collaboration and intersectoral governance. [ABSTRACT FROM AUTHOR]

State mental health systems are retraining their workforces to deliver services supported by research. Knowledge about evidence-based therapies (EBTs) for child and adolescent disorders is robust, but the feasibility of their statewide scaling has not been examined. The authors reviewed implementation feasibility for 12 commonly used EBTs, defining feasibility for statewide scaling as an EBT having at least one study documenting acceptability, facilitators and barriers, or fidelity; at least one study with a racially and ethnically diverse sample; an entity for training, certification, or licensing; and fiscal data reflecting the costs of implementation. The authors reviewed materials for 12 EBTs being scaled in New York State and conducted a literature review with search terms relevant to their implementation. Costs and certification information were supplemented by discussions with treatment developers and implementers. All 12 EBTs had been examined for implementation feasibility, but only three had been examined for statewide scaling. Eleven had been studied in populations reflecting racial-ethnic diversity, but few had sufficient power for subgroup analyses to demonstrate effectiveness with these samples. All had certifying or licensing entities. The per-clinician costs of implementation ranged from $500 to $3,500, with overall ongoing costs ranging from $100 to $6,000. A fiscal analysis of three EBTs revealed hidden costs ranging from $5,000 to $24,000 per clinician, potentially limiting sustainability. The evidence necessary for embedding EBTs in state systems has notable gaps that may hinder sustainability. Research-funding agencies should prioritize studies that focus on the practical aspects of scaling to assist states as they retrain their workforces. [ABSTRACT FROM AUTHOR]

This study critically examines the effect of outsourcing on workforce development in Nigeria using a content analysis approach. The research is framed within systems theory, which views Nigeria's workforce development as a complex system influenced by various interconnected components, including outsourcing, economic conditions, education and training, government policies, labor market dynamics, and organizational strategies. The empirical review explores the effects of outsourcing on organizational performance, employee commitment, and competitive advantage in Nigeria. Key findings indicate that outsourcing can lead to cost savings, improved efficiency, and access to specialized expertise, contributing positively to organizational performance. However, significant negative impacts are also identified, including underpayment, job insecurity, violation of workers' rights, diminished employee commitment, and adverse effects on the local economy. Despite the potential benefits of outsourcing, such as cost reduction and technological advancements, the study underscores the need to balance these benefits against the negative impacts on workers. Recommendations include enforcing labor laws to ensure fair compensation, providing equal treatment for core and contract staff, empowering outsourced workers through unionization, enhancing anti-discrimination protections, fostering emotional attachment and commitment among workers, and promoting local job creation to mitigate the adverse effects of outsourcing on the local economy. [ABSTRACT FROM AUTHOR]