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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.

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.

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]

This study aimed to explore the preprofessional identity of undergraduate nutrition and dietetic students to guide curriculum development to better support the expectations of students and promote career readiness in a changing profession. Qualitative focus group discussions in March, 2021. An Australian university. First-year students enrolled in the Bachelor of Nutrition (n = 50) or Bachelor of Dietetics (n = 58) at the University of the Sunshine Coast. Student sociodemographics, motivations for and influences on career choice and preprofessional identity, expectations of professional competency and practice, degree, and career expectations. Descriptive statistics were conducted, and focus group discussions were analyzed using the Framework Approach. Motivations and skills were consistent across both cohorts, centering on an interest in nutrition and respectful, professional conduct and communication. Expectations were similar across both degrees, with a focus on placement, real-world learning experiences, and staff support. Career expectations for both cohorts included business ownership. This research provided an understanding of students' preprofessional identity, which was similar for both nutrition and dietetics students. Motivations identified in this research can be used to inform activities across nutrition and dietetic programs that support career readiness. [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]

AbstractObjectiveMethodResultsConclusionsTo introduce New2Neuropsychology (N2N), an organization that seeks to increase recruitment of historically underrepresented minoritized (URM) students, and to examine preliminary data on N2N’s impact and effectiveness in increasing knowledge about neuropsychology for URM students.This paper reviews relevant literature on factors informing the development of N2N. We also present descriptive data on N2N’s impact to date, and results of pre- and post- surveys for presentations about neuropsychology delivered to 90 college students (mean age = 24.23, 64.4% juniors or seniors) between November 2021 – March 2023.N2N has reached >500 students in events across 27 schools and, with the American Academy of Clinical Neuropsychology, disseminated $84,000 in scholarships to URM students. N2N presentation attendees reported increased understanding of neuropsychology and the training pathway (ps < .001, Cohen’s ds = 0.94 − 1.73) and increased confidence in their ability to become neuropsychologists (p < .001, d = 0.41). There were no overall pre-post differences for interest in pursuing a career in neuropsychology (p > .05); however, a subset of students who reported low interest at baseline (n = 57) reported a statistically significant increase in their interest post-presentation (p < .01, d = 0.36).To date, N2N has progressed toward its goal, showing preliminary success increasing knowledge about neuropsychology for URM students. With continued development and support, N2N seeks to transform the pathway to neuropsychology for URM students, expanding accessibility of N2N resources across diverse groups and connecting URM students to neuropsychology research and clinical experiences. [ABSTRACT FROM AUTHOR]

Introduction Objective Design Findings Discussion Conclusion Growing the mental health peer workforce holds promise for rural communities, but we currently lack an understanding of the guidance available to support the development, implementation and sustainability of this workforce in rural settings.Study aims are to: (1) determine the extent and nature of the literature that provides guidance for growing the peer workforce in rural mental health services; and (2) identify and explore any guidance relevant to rural peer work services dedicated to First Nations communities, including those promoting social and emotional well‐being within this body of literature.A scoping review method was employed to identify relevant peer‐reviewed and grey literature published between 2013 and 2022 across PsychInfo, Medline, Embase and CINAHL, Scopus and Informit HealthInfoNet databases, as well as targeted organisation websites and Google Advanced Search.A total of 26 unique studies/projects were included from the US, UK, Canada and Australia with public mental health, non‐government/for purpose and private sector service settings represented in the literature. Grey literature, such as reports of evaluations and frameworks, formed the majority of included texts. While there is a lesser volume of rurally focused literature relative to the general peer work literature, this is a rich body of knowledge, which includes guidance concerning services dedicated to First Nations communities. Via synthesis critical considerations were identified for the development, implementation and sustainability of peer work in rural mental health services across six domains: ‘Working with community members and stakeholders’, ‘Organisational culture and governance’, Working with others and in teams, Professional expertise and experience, Being part of and working in the community and ‘Local mental health services capacity’.While there are considerations relevant across a range of settings, the domains of: ‘working with community members and stakeholders’, ‘being part of and working in the community’ and ‘local mental health services capacity’, capture additional, distinct and nuanced challenges and opportunities for growing the peer work in rural services.The literature offers insights valuable for service planning, policy development and the allocation of resources to support rural peer workforce growth. [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]

Outpatient palliative care (PC) has strong evidence demonstrating impact across serious illnesses, resulting in growing demand for skilled outpatient PC clinicians. However, there is limited literature examining the existing state and quality of outpatient PC education during postgraduate training. Characterize the current state of outpatient training in United States (US) Hospice and Palliative Medicine (HPM) physician fellowships and elicit perceptions regarding quality of outpatient PC education. A cross-sectional survey of US adult HPM fellowship program directors (PDs) or their designee conducted between March and July, 2023. Of 161 programs, 85 participated (53% response rate) with representation across all US regions. HPM fellows spend a median of 4.8 weeks in outpatient PC compared to 24 weeks inpatient PC and 10.5 weeks in hospice settings. Over half (51%) of fellows saw outpatients from primarily one disease type with limited exposure to patients with other serious illnesses. Across programs, fellows' clinic structure, interdisciplinary team composition, and didactic experiences varied. On a 5-point rating scale, PDs reported significantly lower quality outpatient versus inpatient training (mean rating: 3.58 vs. 4.62, P <0.001) and perceived fellows as less prepared for independent outpatient practice upon graduation (mean: 4.06 vs. 4.73, P <0.001). Our survey of US HPM fellowships identified multiple gaps between outpatient and inpatient PC education and training during fellowship and raises concern about the adequacy of outpatient PC training. To prepare the HPM workforce to meet the diverse needs of seriously ill populations and ensure adequate access, outpatient PC training requires reform. [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]

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]

The use of facilitators to engage visitors in conversations at collections-based institutions has the potential to greatly impact and deepen visitor experience. The job requires the development of complex skills across specific strands of study. In this article, we share details on the strands of study in the training of youth floor facilitators from diverse backgrounds for work in a collections-based museum. This training program has been developed over several years. In this article, we review lessons learned, discuss issues we continue to grapple with, and recommend opportunities for further research for practitioners and researchers. [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]

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]

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]

BACKGROUND The change from clinical nurse specialist to nurse practitioner model with emphasis on the biomedical prescriber role significantly affected graduate education/practice. AIM/METHOD This article reports solutions, lessons learned, and insights from faculty in a four-year Workforce Development Project supported by an academic-practice partnership. Lessons learned that are shared as administrative and clinical practice insights include use of experiential learning platform and interaction process recordings, confirmation of the state of nurse psychotherapy blocks to clinical placements, movement toward a salutogenic psychosocial nursing process, changing student evaluation language of preceptors, and implementation of an Advanced Practice Nursing model for clinical supervision. RESULTS The educational hypothesis that in-person experiential learning in a workshop format with live simulations is critical to the professional development of psychiatric mental health advanced practice nursing is supported. Resistance to the cultural change operationalized through the curriculum is described. Five student reflections exemplify progress made as a result of this program. CONCLUSION This program with its enduring educational frame was an opportunity to regain a historical momentum as nurse leaders in mental health care. There is significant interest and commitment to learning the nursepsychotherapist and consultation-liaison roles. [ABSTRACT FROM AUTHOR]

BACKGROUND The change from a clinical nurse specialist to nurse practitioner model has significantly affected graduate education and practice because of emphasis on the dominant biomedical prescriber role, marginalizing the nurse-psychotherapy and consultation-liaison roles fundamental to quality psychiatric advanced practice nursing practice. AIM/METHOD We report on a four-year Workforce Development Project supported by an academic-practice partnership to restore formation and skill building of the marginalized roles. Part One focuses on program design, the curriculum for nine specialty courses, and the teaching and learning community approach that promotes engagement, faculty commitment, and preceptor recruitment and retention; the creative faculty staffing model is described. RESULTS The educational frame described includes highlights of teaching/learning strategies drawn from the history of professional formation curriculum rooted in salutogenesis and belonging science, existentialism, solution-focused therapy, modeling and role modeling theory, and Peplau’s Interpersonal Relations. CONCLUSION There is significant interest and commitment to learning the nurse-psychotherapist and consultationliaison roles. [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]

Mark Brommeyer,1,2 Maxine Whittaker,1 Zhanming Liang1 1James Cook University, Townsville, QLD, Australia; 2Flinders University, Adelaide, SA, AustraliaCorrespondence: Mark Brommeyer, College of Business, Government and Law, Flinders University, GPO Box 2100, Adelaide, SA, 5001, Australia, Email mark.brommeyer@flinders.edu.auIntroduction: Healthcare is experiencing a global period of profound transformation, and digital health shows the promise of dispensing innovative and contemporary service models. However, changes are required to improve the capabilities of health managers in driving successful digital transformation.Objective: This paper aims to explore the organizational barriers that health service managers have encountered when realizing the benefits of a digitally transforming environment. This is part of a larger research study exploring digital competencies for health service managers, with the findings from focus group discussions providing a baseline from which to address the organizational improvements and changes in system capabilities required to assist in realizing the benefits of digital health transformation.Methods: The study is qualitative in nature. It employs focus group discussions to gain an in-depth understanding of the experiences and views of health service managers and identify the benefits and barriers that managers have experienced in introducing digital health in their workplace.Results: Barriers encountered in realizing digital health benefits in the workplace were evidenced across five major themes: (1) change resistance and usage, (2) trust and uniformity, (3) resourcing and procurement, (4) digital literacy, and (5) siloed systems.Discussion: Findings from this study demonstrate that in driving the realization of digital health transformation benefits, health service managers need organizational and system-wide efforts to support managing in the digital health context. The key identified barriers experienced by health service managers include facing human and technical challenges with system adoption and the governance of data-driven decision-making in the digital context.Conclusion: The importance of digital transformation in healthcare is evident and will increasingly become a necessity for organizational survival and success. This study adds important insights into the organizational barriers that health service managers have encountered when realizing the benefits resulting from digital transformation. Addressing these barriers requires macro-, meso- and micro-level system investments. These benefits are enhanced by enabling factors critical for digital health adoption that have been described in key categories involving health system related: (1) policy and system, (2) organizational structure and processes, and human resource management, and (3) people factors. The importance of ensuring the organizational factors driving the realization of benefits in a digitally transforming environment is also addressed and capitalized upon for health service managers.Keywords: healthcare management, health service manager, digital transformation, digital health benefits, workforce development, digital health barriers

Abstract 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.

Claudia SP Fernandez,1 Georgina Adatsi,1 Caroline N Hays,1 Cheryl C Noble,2 Michelle Abel-Shoup,1 AnnaMarie Connolly3,4 1Department of Maternal and Child Health, UNC Gillings School of Global Public Health, University of North Carolina at Chapel Hill, Chapel Hill, NC, USA; 2Evaluation Consultant, CNoble Consulting, Scotts Valley, CA, USA; 3American College of Obstetricians and Gynecologists, Washington, DC, USA; 4Department of Obstetrics and Gynecology (Emeritus), UNC School of Medicine, University of North Carolina at Chapel Hill, Chapel Hill, NC, USACorrespondence: Claudia SP Fernandez, 426 Rosenau Hall, Maternal and Child Health Department, Gillings School of Global Public Health, 134 Dauer Drive, University of North Carolina at Chapel Hill, Chapel Hill, NC, 27599, USA, Tel +1 919-451-6231, Fax +1-919-966-0458, Email Claudia_Fernandez@unc.eduPurpose: 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.Keywords: workforce development, physician leadership, learning retention, virtual vs in-person, equity-centered leadership

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]

A health workforce capable of implementing genomic medicine requires effective genomics education. Genomics education interventions developed for health professions over the last two decades, and their impact, are variably described in the literature. To inform an evaluation framework for genomics education, we undertook an exploratory scoping review of published needs assessments for, and/or evaluations of, genomics education interventions for health professionals from 2000 to 2023. We retrieved and screened 4,659 records across the two searches with 363 being selected for full-text review and consideration by an interdisciplinary working group. 104 articles were selected for inclusion in the review—60 needs assessments, 52 genomics education evaluations, and eight describing both. Included articles spanned all years and described education interventions in over 30 countries. Target audiences included medical specialists, nurses/midwives, and/or allied health professionals. Evaluation questions, outcomes, and measures were extracted, categorized, and tabulated to iteratively compare measures across stages of genomics education evaluation: planning (pre-implementation), development and delivery (implementation), and impact (immediate, intermediate, or long-term outcomes). They are presented here along with descriptions of study designs. We document the wide variability in evaluation approaches and terminology used to define measures and note that few articles considered downstream (long-term) outcomes of genomics education interventions. Alongside the evaluation framework for genomics education, results from this scoping review form part of a toolkit to help educators to undertake rigorous genomics evaluation that is fit for purpose and can contribute to the growing evidence base of the contribution of genomics education in implementation strategies for genomic medicine. A scoping review of needs assessments for, and/or evaluations of, genomics education interventions for health professionals showed variability in evaluation approaches and terminology and identified few articles considering long-term outcomes of interventions. The reviewed evaluation questions, outcomes, and measures form part of a toolkit to help educators undertake rigorous evaluation. [ABSTRACT FROM AUTHOR]

Implementation of genomic medicine into healthcare requires a workforce educated through effective educational approaches. However, ascertaining the impact of genomics education activities or resources is limited by a lack of evaluation and inconsistent descriptions in the literature. We aim to support those developing genomics education to consider how best to capture evaluation data that demonstrate program outcomes and effectiveness within scope. Here, we present an evaluation framework that is adaptable to multiple settings for use by genomics educators with or without education or evaluation backgrounds. The framework was developed as part of a broader program supporting genomic research translation coordinated by the Australian Genomics consortium. We detail our mixed-methods approach involving an expert workshop, literature review and iterative expert input to reach consensus and synthesis of a new evaluation framework for genomics education. The resulting theory-informed and evidence-based framework encompasses evaluation across all stages of education program development, implementation and reporting, and acknowledges the critical role of stakeholders and the effects of external influences. We developed an evaluation framework for genomics education adaptable to multiple settings. Mixed methods were used (literature reviews and expert input). The theory-informed and evidence-based framework encompasses evaluation across all stages of program development, implementation and reporting, and acknowledges the critical role of stakeholders and the effects of external influences. [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]

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]

The newest generation of psychologists in the United States will serve the most diverse public in recorded history. Although some health service psychology training programs have systematically integrated antiracist initiatives into their training curriculums and supervision, many have not. There is an urgent call to increase antiracist training in health psychology as the field navigates the dismantling of oppressive systems. This article details how an American Psychological Association (APA)-accredited pediatric psychology internship training program has intentionally addressed pipeline problems related to the recruitment and retention of diverse trainees over 10 years. It outlines the steps taken to create a diversity mission and vision statement, cultivate a training culture that elevates contributions of individuals from traditionally underrepresented groups, emphasize antiracism in recruitment materials, and develop an experiential, intersectional, and antiracist cultural humility curriculum for predoctoral interns. Quantitative ratings and qualitative feedback from trainees about the experiential curriculum and outcomes related to recent recruitment and retention are described. This article clearly demonstrates how an investment of multiple antiracist training resources within a training program across several years can result in the recruitment and retention of diverse trainees, a more inclusive and protective training culture, and the advancement of antiracism within the field of health service psychology. Public Significance Statement: Predoctoral internship training program leadership report wanting strategies to improve the recruitment and retention of diverse trainees, innovative approaches to cultivating more inclusive training cultures, and the advancement of antiracist action within the field of health service psychology. This article outlines multiple antiracist and cultural humility training initiatives within a predoctoral internship training program across several years, associated trainee-related outcomes, and recommendations for implementation. [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]

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]

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]

Purpose Ensuring pharmacy technicians are adequately trained and prepared to enter the workforce is an important first step in addressing technician staff shortages. How pharmacy technician learners perceive their experiences after completion of a training program remains unknown. This study evaluated participant outcomes and self-efficacy ratings for common technician competencies after completion of a pharmacy technician training program. Methods Between December 2021 and March 2023, we distributed a survey to participants who successfully completed the program approximately 3 months after their estimated completion date. The survey assessed 6 domains: enrollment and academic progression, utilization of educational resources, self-perceived proficiency on core competencies of a pharmacy technician, employment information, program recommendations, and student demographics. Results Thirty-six participants completed the survey, corresponding to a 60% response rate. Participants were attracted to the pharmacy technician program due to its affiliation with a college of pharmacy, online format, and affordability. Half of respondents were actively employed as pharmacy technicians, and the self-reported certification exam passage rate slightly exceeded national averages (78% vs 70% to 71%). Participants' self-efficacy ratings for pharmacy technician competencies were high (mean rating of 4.12 out of 5). Overwhelmingly, 97% of participants agreed that the program prepared them well for becoming a pharmacy technician. Conclusion A pharmacy technician training program housed within a college of pharmacy presents one potential solution in addressing pharmacy technician workforce shortages. Participants positively viewed their training experience, with high self-efficacy ratings for pharmacy technician competencies. Moreover, national certification exam results were slightly better than national averages. [ABSTRACT FROM AUTHOR]

This article explores the century-long history of psychiatric nursing through the dual lens of behavioral health and social justice, emphasizing the pivotal role of psychiatric nurses in mental health. Focused on the contributions of nurse members and leaders from the American Orthopsychiatric Association (later known as the Global Alliance for Behavioral Health and Social Justice), the article will provide a comprehensive timeline that showcases the evolution of the field. It will discuss diverse aspects of psychiatric nursing, including role development, work with children and families, minority populations, integrated care, mental illness prevention, mental health promotion, community mental health, and global mental health nursing. Moreover, the article will identify and examine barriers that have historically hindered, and continue to impact, the practice of psychiatric nursing and the delivery of quality mental health care universally. The influence of culture and stigma on mental health and the profession will be discussed, shedding light on how these factors have shaped psychiatric nursing. The article will delve into the future direction of the field, emphasizing the growing importance of global mental health, integrated care, workforce development, and the continued need for interdisciplinary collaboration. Through this exploration, the article aims to offer insights into the significant progress and enduring challenges faced by psychiatric nursing, ultimately underscoring its indispensable role in advancing mental health and social justice. Public Policy Relevance Statement: From a public policy perspective, this article underscores the urgency of addressing workforce shortages, fostering international collaborations, promoting evidence-based and culturally sensitive practices and advocating for equitable access to mental health services worldwide. Importantly, it calls for multisectoral partnerships and policy initiatives aimed at dismantling systemic biases, advocating for marginalized communities, and ensuring that mental health care is comprehensive, inclusive, and adaptable to the diverse needs of global populations. [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]

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]

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]

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]

AbstractProblem, research strategy, and findingsTakeaways for practiceWe explored the contributions of local public libraries to community resilience in the face of economic hardships, extreme weather events, and the COVID-19 pandemic using a survey of 415 library directors distributed through state library listservs in 13 Midwestern states, community-level census and presidential elections data, and library-specific data from the Institute of Museum and Library Services annual Public Libraries Survey. We found that public libraries provide invaluable resilience-boosting community services. They help patrons find jobs and access social services, often with one-on-one support. They act as daytime shelters during extreme heat and cold events, which is particularly important for unhoused and underhoused individuals. During the COVID-19 pandemic, they innovated to provide delocalized services and information access, such as installing WiFi hotspots. The provision of these essential resilience-boosting services is largely independent from library resources and community contexts and appear grounded in librarians’ ethos. Our research was limited to Midwestern public libraries and thus results are not generalizable to other regions, private, academic, and specialized libraries. We did not explore the possible relationships between local political majorities that could affect local government funding and priorities and local libraries’ funding sources, levels, and services.Beyond collections and information access, public libraries provide many services relevant to community and economic development and to disaster response. In addition, local public libraries act as resilience hubs in the face of economic stressors and extreme weather events, as well as during the COVID-19 pandemic, and are ready, flexible, adaptable, and willing to support patrons in times of need. Planners seeking to enhance community resilience can work with their local public libraries to build disaster preparedness and response capacity. [ABSTRACT FROM AUTHOR]

This study provides a detailed picture of how the on‐going challenge of teacher shortages in England and Wales is driving the deployment of teaching assistants (TAs) to cover classes in place of teachers. Analyses of data from a survey of nearly 6000 TAs in mainstream and special schools found that TAs cover classes for up to 4 h a week, with one in four covering classes because schools do not have enough teachers and/or are unable to get external supply teachers. The conditions under which TAs cover classes are challenging and a cause of stress and anxiety. Unlike teachers, TAs cover classes without a lesson plan or support from another TA. The majority of TAs said that covering classes inevitably involves them having to teach pupils – despite national guidance stipulating that cover by TAs should not involve ‘active teaching’. Three in four TAs report that their own role is not covered when they cover for teachers. Being deployed to cover classes disrupts and diverts TAs from carrying out their regular duties of delivering curriculum interventions and providing classroom support. Consequently, TAs feel that undertaking cover negatively impacts the quality of learning and provision for pupils with additional needs, as well as their workload, wellbeing, sense of effectiveness and job satisfaction. The conclusion that TAs actively teach lessons to whole classes has potentially significant real‐world consequences and implications for policy and practice. This paper calls for an urgent policy response to what is, in essence, a troubling symptom of the current teacher recruitment and retention crisis. [ABSTRACT FROM AUTHOR]