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This paper provides a literature review and an analysis of the studies related to workforce reconfiguration strategies as a part of workforce planning for various production environments. The survey demonstrates that these strategies play a crucial role in the resilience and flexibility of manufacturing systems since they help industrial companies to quickly adapt to frequent changes in demand both in terms of volume and product mix. Five strategies are considered: the use of utility, temporary, walking, cross-trained workers, and bucket brigades. They are analysed in the context of mixed and multi-model manual assembly lines, dedicated, cellular, flexible, and reconfigurable manufacturing systems. The review shows that most of the researches on these reconfiguration strategies focus on multi- or mixed-model assembly lines. At the same time, few studies consider workers team reconfiguration in flexible and reconfigurable manufacturing systems. Finally, this paper reveals several promising research directions in workforce reconfiguration planning, namely, the use of both machine and workforce reconfigurations, consideration of the ergonomic aspects, the combination of multiple workforce reconfiguration strategies, the study of workforce reconfiguration in human-robot collaborative systems, and the use of new technologies in human-machine industrial environments. [ABSTRACT FROM AUTHOR]

This paper studies whether and how a manufacturer can mitigate the effects of demand uncertainty during production ramp up by jointly managing inventory and capacity development, determined by the productivity of a heterogeneous workforce. One way the manufacturer can direct its capacity development is by recognising that workers become more productive as they gain experience when making scheduling decisions. We consider a situation in which demands for multiple products are periodically revealed and a manufacturer must decide what each individual does in the production process, how much inventory is accumulated, and how demands are met. To study the potential benefits, we formulate a Markov decision process model which we solve using a one-step lookahead approximation. Results of an extensive computational study show that, given the effectiveness associated with both directing capacity and holding inventory, manufacturers should consider the workforce's capacity to learn when making job assignments during production ramp up. Analysis of the results suggests that inventory and capacity building patterns depend on product value and the workforce's experience levels. Further analysis shows that slower learners and those with the potential to achieve higher productivity should specialise more. Faster learners, on the other hand, are best suited for cross training. [ABSTRACT FROM AUTHOR]

Psychiatric–mental health (PMH) advanced practice nurses have the education, certification, and licensure to address the need for providers who can deliver the full scope of mental health services and thereby increase access to mental health care. Although the PMH nurse practitioner (PMHNP) segment of this workforce is rapidly growing, it has scant visibility in workforce planning and the evolving national behavioral health workforce database. An understanding of PMHNP characteristics and practice roles seems to be lacking. Addressing this limitation demands clear messaging around this workforce's scope of practice and data indicating how PMHNP capabilities meet mental health treatment needs. [ABSTRACT FROM AUTHOR]

The study investigates the impact of workforce planning on organizational effectiveness in Osun State Civil Service. The research design used is a descriptive survey, while the approximate population size of the ministries is 11,243. This paper adopts a two-stage sampling technique for the collection of data. A total of 240 questionnaires were completely retrieved and utilized for the study. The hypothesis was tested with Pearson Product Moment Correlation and Regression Analysis. The findings show a highly significant linear correlation between workforce planning and organizational effectiveness at a 0.05 significance level. Also, workforce planning significantly impacts organizational effectiveness in Osun State Civil Service, Osogbo. It is concluded that workforce planning will enhance the effectiveness of the organization. The paper recommends that the Human Resource department develop and implement a comprehensive career development training program.

Over the last decade, utilization of clinical genetics services has grown rapidly, putting increasing pressure on the workforce available to deliver genetic healthcare. To highlight the policy challenges facing Canadian health systems, a needs-based workforce requirements model was developed to determine the number of Canadian patients in 2030 for whom an assessment of hereditary cancer risk would be indicated according to current standards and the numbers of genetic counsellors, clinical geneticists and other physicians with expertise in genetics needed to provide care under a diverse set of scenarios. Our model projects that by 2030, a total of 90 specialist physicians and 326 genetic counsellors (1.7-fold and 1.6-fold increases from 2020, respectively) will be required to provide Canadians with indicated hereditary cancer services if current growth trends and care models remain unchanged. However, if the expansion in eligibility for hereditary cancer assessment accelerates, the need for healthcare providers with expertise in genetics would increase dramatically unless alternative care models are widely adopted. Increasing capacity through service delivery innovation, as well as mainstreaming of cancer genetics care, will be critical to Canadian health systems’ ability to meet this challenge.

BackgroundIn prosperous nations like Ireland, home support workers (HSWs) play an increasingly vital role in providing person-centred care to ageing populations. However, challenges such as workforce shortages, role ambiguity, low pay, and limited career advancement, hinder workforce development and career building.MethodA scoping review using key terms for “HSWs” and “career pathways” was conducted following the Joanna Briggs Institute Methodology, examining electronic databases (Web of Science, PubMed, MEDLINE, EMBASE, CINAHL, PscyINFO, Social Care Online, Social Sciences Citation Index). Inclusion criteria were applied, and a thematic analysis followed and inductive-deductive approach.ResultsThe review encompassed 261 relevant articles from different countries. Four key themes were identified: (1) Data-driven decision-making on the future workforce, (2) Attracting and developing a competent and motivated home support workforce, (3) Enhancing working lives and retention at every stage of career pathways, and (4) Crafting career pathways to improve quality and impact.DiscussionLeadership, collaboration, and data-driven decision-making across policy, research and practice are pivotal for expanding and enhancing home support. Emphasising a shift towards preventative self-management models, supported by digitally skilled and regulated HSWs, could enhance independence and quality of care. Clear career structures, professional development, and inclusive organisational environments are essential to attract, retain, and empower a competent and motivated workforce, fostering quality and impact.ConclusionThis scoping review provides foundational evidence to establish career pathways for HSWs, identifying key areas for development such as data collection, care model transformation, career progression structures, and systems for safety and quality improvement.

Objectives Radiotherapy, surgery and chemotherapy play key roles in the curative treatment of cancer, alone and in combination. Quantifying their roles is essential for equipment provision and workforce planning. The estimate that 40% of cancer patients are cured by RT has been used extensively to inform and influence policy but is relatively old and warrants review. Methods Patient, tumour and treatment event data was obtained for the 5 year period from 2009 to 2013, allowing a further 5 years for survival outcomes to be known. We analysed patient-level data on utilisation of surgery, radiotherapy, and chemotherapy in cancer patients in England. Data were sourced from Public Health England, using National Cancer Registrations, the National Radiotherapy Dataset (RTDS) and the Systemic Anti-Cancer Therapy Dataset (SACT). All tumour sites (excluding C44) and ages were included. We analysed three cohorts: all patients [n = 1,029,569], patients who survived 5 years or more [n = 537,970] and patients who survived <5 years [n = 491,599]. Results Overall cancer-specific 5-year survival was 52%, and in those patients, surgery was the most common curative treatment, with 80% receiving surgery, alone or in combination; radiotherapy was delivered to 39% and chemotherapy to 29%; 45% received two and 13% all three modalities. Conclusions The high proportion receiving multimodality treatment emphasises the importance of integrated, resourced, multidisciplinary cancer care. Radiotherapy was delivered to almost 40% of patients who survived 5 years which underlines its importance in cancer management. Advances in knowledge The results are essential in planning cancer services. They also inform the public health narrative. [ABSTRACT FROM AUTHOR]

Introduction: Addressing the imbalance of the health workforce between metropolitan and rural areas requires a clear understanding of trends in choices of work location of health care staff. Objective: Here, we provide an automated and highly reproducible protocol to examine the location of health care workers over multiple years using medical graduates as a case study. Design: Data linkage cohort study. The study cohort examined was University of Wollongong Medical graduates from 2010 to 2021 who were registered to practice in Australia. The main outcome measure was graduate location of practice in Modified Monash regsions MM1 or MM2–7 across multiple postgraduate years. This protocol used R Markdown. Findings: An automated and reproducible protocol was used to analyse choices of work location for the University of Wollongong's medical graduates. Over 90% of graduates were registered with AHPRA. Around 25%–30% of graduates were found to work in MM2–7 regions across their careers, exceeding the national average. Discussion: The protocol presented allows for a fast and reproducible analysis of work location by region for health care workers. This will allow comparisons of outcomes between universities or health professions. [ABSTRACT FROM AUTHOR]

The development of manpower aimed at addressing the prevailing and future needs of a given society is a good reason for designing and structuring collaboration between universities and industries. Using a qualitative research design, this article explored the university-industry collaboration for manpower planning and the challenges of economic development in Nigeria. It looked at the concept of university education as a private and social investment that has a limitless rate of returns to both the individual recipient and the society. It also discussed the relationship between economic development and manpower development planning and highlighted that economic development which is a deliberate process of sustained quality improvement of the people requires proper planning, at the center of which is manpower development planning. Furthermore, the critical roles universities and industries in Nigeria have to play in producing the skills needed for industries and national development were also examined. These roles include producing high-level and middle level manpower in order to address socio-economic challenges, boosting the acquisition of skills to tackle the mismatch between skills of the available workforce and job vacancies, and championing ideas and innovations to facilitate access to new markets. The article suggested a number of strategic approaches to foster a stronger collaboration of universities with industry. These strategies include among others an establishment of a consultative process where the voice of relevant business managers is given adequate consideration in curriculum development in order to ensure that the academic programs of universities are tailored to the needs of the industries. Another strategy posited by the article is that universities can encourage the participation of industries in graduate programs which may include the supervision of graduate students who may undertake part of their research within these industries. It was therefore concluded that a strong university-industry collaboration is a critical option in the process of developing relevant manpower and combating the challenges of economic development. [ABSTRACT FROM AUTHOR]

Background: There is limited quantitative evidence on the migration patterns of training doctors in Ireland. The aim of this study is to estimate the number of trainee doctors leaving the Irish health system and the numbers returning. Methods: This study uses administrative data to track the migration patterns of Irish trained doctors at various career stages. Results: Eighty-four percent of interns who commenced intern training in 2015 subsequently commenced a basic specialist training (BST) or general practice (GP) training programme in subsequent years (2016–2021). Of those who completed BST training in 2017, 75% went on to higher specialist training (HST) in Ireland. In 2021, of the 2016 cohort of doctors awarded Certificates of Satisfactory Completion of Specialist Training (CSCST), 68% are employed in Ireland and 32% are abroad or unknown. Of the 2016 group that are abroad, the UK is the main country of practice. There are variations in the retention rate across disciplines; from the 2016 cohort, 52% of anaesthesiology CSCSTs were working in Ireland in 2021 compared to 88% of psychiatry CSCSTs. Conclusion: Previous research has highlighted Irish doctor's intentions to migrate and intentions to return to Ireland. This study documents for the first time the extent to which Irish doctors are leaving and returning to the Irish health system from 2015 to 2021. The paper also gives a picture of variations across medical disciplines and the location of emigration of qualified specialists. [ABSTRACT FROM AUTHOR]

While much is known about the public sector workforce, less is known about parental influences as a determinant of public sector work. This paper begins to answer this question by estimating a simple model of intergenerational transmission to test whether public sector work is passed down in families. Data from the National Longitudinal Survey of Youth and its intergenerational component indicate that children of public sector mothers are five percentage points (42%) more likely to work in the public sector than the children of private sector mothers. Heterogeneity analyses reveal the important role unions play in the transmission of public sector work. However, the main results do not vary by child race or gender. The results have implications for recruitment strategies in the public sector and highlight the role of parents as possible sources of public service motivation for children. [ABSTRACT FROM AUTHOR]

Manpower management is one of the core functional area of any business operations. In practice, right deployment of manpower at right positions in right time is very crucial. People usually join their corporate life in multiple times in a calendar year at various positions. They also move across various levels due to usual corporate HR interventions at different times in a year as well. So, optimization and successful prediction of work-force movement in the verticals by aligning its way to reduce surplus and shortage is key to survival in business. Right prediction of work-force position movements at right time is crucial to every organization success. This article focusses on insight of the optimization of human resources for key success of the organization. Results obtained from this study indicated the model validation when compared to actual data. The study took the data of a large steel making company in the state of Odisha and found this model useful for practice. The results indicated towards some suggestions for the company in employee hiring plans in future. Out of the available models available this 'Markov Chain' model application actually intends to show a positive direction towards decision making in managing and controlling the employee base. [ABSTRACT FROM AUTHOR]

The article focuses on changes in the editorial team of the Publisher with the departure of longstanding members. Topics include the transition in the editorial team; the importance of new voices in the field of training; and contributions from various authors on subjects such as canonization in theatre, neuroscience in acting, and challenges in documenting physical actor training.

This work addresses the practical anesthesiologist scheduling (AS) problem motivated by the needs of an academic anesthesiology department. The AS problem requires the department to plan and deploy providers to adequately meet clinical demand and institutional protocols of various clinical units over a planning horizon of up to several weeks. A data‐driven two‐step AS framework is developed by exploiting the historical demand data of anesthesia cases. The first step is a shift design which obtains the optimal shifts considering clinical demand under uncertainty using conditional value‐at‐risk constraints, and the second step is provider assignments that generate the schedule considering optimal and equitable workload distribution and provider availability using multiobjective mixed‐integer programming models. Moreover, the AS framework incorporates the provider specialties, and clinical and lifestyle preferences and aligns with the existing scheduling practices. An ɛ‐constraint solution method is applied for multiobjective optimization, and an iterative solution method is developed to improve solution quality for workload equity in clinical applications. Computational experiments are performed to evaluate the performance of three alternative forms of the workload equity objective function, and the results show that the minimization of the sum of the absolute deviations of provider workloads best balances solution runtime and quality. In the concerned academic anesthesiology department, two clinical problems, the budget and hiring planning and the monthly scheduling, are addressed via the application of the proposed AS framework. For budget and hiring, decision‐makers can make trade‐offs based on their preference using the nondominated frontiers obtained via the ɛ‐constraint method. For monthly scheduling, the iterative solution method can accommodate preassigned shifts capturing institutional requirements while improving workload equity. The workload variance has been substantially reduced from 2.92 to 1.39 after the implementation based on the historical schedule data. The provider schedule satisfaction is improved from 3.13/5 to 3.44/5, and at least 82% of scheduling burden on department leaders is relieved. The developed AS framework is generic and can be extended to the scheduling of other types of care providers, including nurses and residents. [ABSTRACT FROM AUTHOR]

Digital health technologies are a proposed solution to improve healthcare delivery and reduce pressures on the healthcare system, but these technologies are new to much of the health workforce. This perspective paper highlights lessons learned from the global experience of rapid digital transformation of health workforces, including fostering a culture of learning, ensuring accreditation and recognition, and adopting a transdisciplinary approach. Evidence-based actions are proposed to address recommendations to (i) ensure foundational workforce digital health capability and (2) build specialist digital health career pathways. Australia must take a national approach and strategically leverage strong collaborations across sectors including healthcare, education and government to ensure a consistent, regulated and sustainable digital workforce capability. [ABSTRACT FROM AUTHOR]

Simple Summary: People are more likely to develop cancer as they become older, and as people live longer, the number of older adults with cancer is steadily increasing. Managing cancer in older adults is challenging because they often have long-term conditions and wider needs that complicate treatment decisions and outcomes. However, the care of older adults with cancer is not formally taught during undergraduate medical education or postgraduate training in the United Kingdom. In this review, we provide an overview of the current education that medical students and training trainee doctors receive to prepare them for caring for older adults with cancer and highlight where challenges exist. We summarise the research conducted and strategies implemented internationally and use this knowledge to provide recommendations which may improve the education and training of doctors to meet the needs of older adults with cancer. Cancer is a disease associated with ageing. Managing cancer in older adults may prove challenging owing to pre-existing frailty, comorbidity, and wider holistic needs, as well as the unclear benefits and harms of standard treatment options. With the ongoing advances in oncology and the increasing complexity of treating older adults with cancer, the geriatric oncology field must be a priority for healthcare systems in education, research, and clinical practice. However, geriatric oncology is currently not formally taught in undergraduate education or postgraduate training programmes in the United Kingdom (UK). In this commentary, we outline the landscape of geriatric oncology undergraduate education and postgraduate training for UK doctors. We highlight current challenges and opportunities and provide practical recommendations for better preparing the medical workforce to meet the needs of the growing population of older adults with cancer. This includes key outcomes to be considered for inclusion within undergraduate and postgraduate curricula. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the challenges related to quantifying staffing requirements in a post-anaesthesia care unit (PACU) • To increase your understanding of the suitability of different types of data for quantifying PACU staffing requirements • To read about factors to consider when developing a model for quantifying PACU staffing requirements Nurse managers in charge of a post-anaesthesia care unit (PACU) face the task of optimising staffing levels and must be able to justify staffing needs to the wider operational team. The high variability in patient numbers and acuity that characterises the PACU, as well as the broader factors that affect patient flow to and from the PACU, make it challenging to quantify staffing requirements. Staffing models often fail to reflect accurately the needs of patients and therefore the needs of the unit and there is no recommended model for quantifying PACU staffing requirements. In this article, the author describes the challenges of quantifying PACU staffing requirements and the suitability of different types of data. The author also discusses factors to consider when developing model for quantifying PACU staffing requirements. [ABSTRACT FROM AUTHOR]

Taichung is the center of the Taiwanese precision optical industry. Optics companies are modernized and automated, with most running 24 h production lines. With machines running around the clock, production lines must be assigned engineers to handle unexpected situations. The optical lens industry depends on precision technology. For fully automated production lines, each production process requires an engineer to be on call to troubleshoot production problems in real-time. However, shifts are currently scheduled manually, and the staff of each unit are responsible for scheduling the various production processes for each month. Administrative staff for each engineering department must take half a day to one day to complete the shift for a month, with results that usually do not ensure the best average workload, often leading engineers to question its fairness. Considering the manpower requirements for the actual production line shift and the fairness of balancing shifts, the scope of this study is the shift scheduling of engineering staff in the assembly line to perform different duties during a fixed cycle. The research aims to provide a solution for Glorytek to increase the efficiency of engineering shift scheduling and optimize the allocation of engineering staff. We will compare the duty allocation and efficiency of the current manual shift scheduling system with a new automated one. The results show that the efficiency of shift scheduling arrangements increased by more than 96%, and the maximum number of days of staff attendance (5 days) is less than that for manual assignment (6 days) while still satisfying the shift limits stipulated by the company. Two factors remain when implementing the proposed system. First, due to technical concerns, the internal process of the scheduling arrangement would be shifted from administrative staff to the IT department. Another concern is the inevitable investment in off-the-shelf optimization software. [ABSTRACT FROM AUTHOR]

It is unfortunate that unavailability of manpower database, lack of forecasting are part of the factors affecting manpower planners in local government in Nigeria. Hence, manpower planning as a function of management is highly indispensable in the attainment of local government development goals. The study assesses manpower planning in Nigeria local government system, using Ewekoro Local Government, Ogun State. This discourse is exploratory in nature as it largely relied on secondary data generated from journals, articles, books, internet, etc as well as direct interview with the local government staffs which serves as primary source of information. Findings from the direct interview revealed that inadequate manpower inventory, improper utilization of the 1% of federal allocations for staff training, lack of forecasting especially when it comes to replacement policy and succession planning have impede human resources planner in Ewekoro local government. It was concluded that Ewekoro local government should have strategic manpower planning and human resources system because it serves as the bedrock for effective and efficient performances of the council. Recommendations based on the study is that there should be effective organizational communication of human resources policy, adequate workers motivation, engendering performance and diligence of career local council staffs, creation of enabling working environment through adequate provision of administrative offices for local government staffs. [ABSTRACT FROM AUTHOR]

Objective: To describe longitudinal trends in the admission and completion of domestic Tasmanian rural origin students in health courses at the University of Tasmania (UTAS). Methods: A retrospective audit of records for all domestic Tasmanian students admitted to, or who completed a health course offered by UTAS between 2011 and 2020 was conducted. Data extracted from student records included gender, age, Indigenous background, rural origin (based on residential address outside of Launceston or Hobart at the time of application), health discipline, year of admission and/or completion. Data were analysed in STATA. Results: Between 2011 and 2020, 7516 domestic Tasmanian students were admitted to health courses at UTAS, of which 22.6% were rural origin (vs. a rural population of 36.7%). Students admitted were mostly female (77.0%) and studying nursing (51.1%). Rural origin students were more likely to study at the regional campus in Launceston than in Hobart, the capital city (OR, 3.79 [3.4–4.3, p < 0.00]). Over this same period, 5086 students completed a health course. There was little difference in completion rates among regional vs. rural origin students (OR, 1.04 [1.0–1.1, p < 0.00]); however, completion rates decreased with increasing remoteness. Indigenous and male students were less likely to complete than non‐Indigenous (OR, 0.73 [0.7–0.8, p < 0.05]) and female students (OR, 0.97 [1.0–1.0, p < 0.05]) respectively. Conclusions: Tasmanian rural origin students are admitted to a range of health courses at UTAS and many complete. However, additional measures are needed to attract a greater number of local rural origin students to study health courses and to support them through to course completion. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses articles in the issue on topics including parenting plan evaluations, workforce challenges, child custody evaluation, family forensic evaluation and ensuring assessment quality within the field.

In recent years, businesses have continually struggled to diversify their talent pools in an organic manner. This paper offers a new perspective on fostering organic diversity. Using data on club membership from one four-year liberal arts institution, different indices were created to rank each club in the sample according to the proximity of the demographic distribution of the club membership to that of the overall student population. This method identifies clubs whose activities have universal appeal and thus produce diversity organically. These findings have important implications for businesses seeking to improve workforce cohesion and meet their DEI recruitment objectives. [ABSTRACT FROM AUTHOR]

BackgroundThe Kingdom of Saudi Arabia (KSA), as part of its 2030 National Transformation Program, set a goal of transforming the healthcare sector to increase access to, and improve the quality and efficiency of, health services. To assist with the workforce planning component, we projected the needed number of physicians and nurses into 2030. We developed a new needs-based methodology since previous global benchmarks of health worker concentration may not apply to the KSA.MethodsWe constructed an epidemiologic "needs-based" model that takes into account the health needs of the KSA population, cost-effective treatment service delivery models, and worker productivity. This model relied heavily on up-to-date epidemiologic and workforce surveys in the KSA. We used demographic population projections to estimate the number of nurses and physicians needed to provide this core set of services into 2030. We also assessed several alternative scenarios and policy decisions related to scaling, task-shifting, and enhanced public health campaigns.ResultsWhen projected to 2030, the baseline needs-based estimate is approximately 75,000 workers (5788 physicians and 69,399 nurses). This workforce equates to 2.05 physicians and nurses per 1000 population. Alternative models based on different scenarios and policy decisions indicate that the actual needs for physicians and nurses may range from 1.64 to 3.05 per 1000 population in 2030.ConclusionsBased on our projections, the KSA will not face a needs-based health worker shortage in 2030. However, alternative model projections raise important policy and planning issues regarding various strategies the KSA may pursue in improving quality and efficiency of the existing workforce. More broadly, where country-level data are available, our needs-based strategy can serve as a useful step-by-step workforce planning tool to complement more economic demand-based workforce projections.

Abstract Background Many health systems embrace the normative principle that the supply of health services ought to be based on the need for healthcare. However, a theoretically grounded framework to operationalize needs-based supply of healthcare remains elusive. The aim of this paper is to critically assess current methodologies that quantify needs-based supply of physicians and identify potential gaps in approaches for physician planning. To this end, we propose a set of criteria for consideration when estimating needs-based supply. Methods We conducted searches in three electronic bibliographic databases until March 2020 supplemented by targeted manual searches on national and international websites to identify studies in high-resource settings that quantify needs-based supply of physicians. Studies that exclusively focused on forecasting methods of physician supply, on inpatient care or on healthcare professionals other than physicians were excluded. Additionally, records that were not available in English or German were excluded to avoid translation errors. The results were synthesized using a framework of study characteristics in addition to the proposed criteria for estimating needs-based physician supply. Results 18 quantitative studies estimating population need for physicians were assessed against our criteria. No study met all criteria. Only six studies sought to examine the conceptual dependency between need, utilization and supply. Apart from extrapolations, simulation models were applied most frequently to estimate needs-based supply. 12 studies referred to the translation of need for services with respect to a physician’s productivity, while the rest adapted existing population-provider-ratios. Prospective models for estimating future care needs were largely based on demographic predictions rather than estimated trends in morbidity and new forms of care delivery. Conclusions The methodological review shows distinct heterogeneity in the conceptual frameworks, validity of data basis and modeling approaches of current studies in high-resource settings on needs-based supply of physicians. To support future estimates of needs-based supply, this review provides a workable framework for policymakers in charge of health workforce capacity planning.

Objective:The study was planned with the aim of investigating the opinions and experiences of forensic medicine specialists working under the roof of universities, Forensic Medicine Institute and Ministry of Health in our country on working conditions and professional practices.Methods:This study, which was planned as a questionnaire, was applied to 100 forensic medicine specialists who gave online consent between 15-25 January 2021, coinciding with the Coronavirus disease-2019 pandemic period.Results:The fact that the Ministry of Health group was 53% and the proportion of forensic medicine specialists in the relatively young age group (50 years and younger) was 86% among the groups participating in the survey, made us think that this group may reflect the problems and working conditions more. It has been observed that the Forensic Medicine Institute group workes in better conditions compared to other groups (Ministry of Health and University) in terms of economic and working environment.Conclusion:The results of the study revealed that there is an unplanned workforce in the field of forensic medicine in our country, there are working conditions and economic injustice between institutions and it needs to be corrected urgently. It has been clearly seen that there is uncertainty in the field in terms of being the responsible physician and physician in charge of the Child Monitoring Centers, and that this group of physicians, who have special knowledge and experience in the field of trauma, should be encouraged to this special area related to child abuse.

A recent editorial in this Journal argued that increasing surgical complexity coupled with more limited training calls for separating obstetrics from gynaecology. The speciality suffers manpower challenges and high attrition rates. There is an apparent gulf in approach between researchers focussing on the views of UK graduates or trainees and workforce planners who address the problem through overseas recruitment. Whilst available literature provides scant, if any, indication as to how to address current challenges, it is important that advocates for women’s health assess and mitigate potential drawbacks when exploring the way forward.

Background: Nursing deficits are growing, and healthcare providers in developed countries must address the challenges of ethically building a sustainable workforce without a continued excessive reliance on overseas recruitment. To secure this, a focus on long-term retention of international recruits is paramount. Objective: To explore the migration motivations and experiences of initial integration for internationally recruited nurses within the healthcare system (England). Design: A mixed methods survey. Setting(s) and participants: 655 internationally recruited nurses who had recently commenced work in England completed the survey. Methods: qualitative and quantitative data was gathered to explore internationally recruited nurses’ demographics and professional backgrounds, migration motivations, application processes, arrival and settlement and initial experiences of integration into the workforce alongside their support and future aspirations. Results: The quantitative results revealed a population of international nurses that were highly educated and vastly experienced, with career development and desires to improve quality of life being the primary motivations for migration. Participants indicated a perception of being well supported during initial application and arrival stage, however, did experience some degree of challenge during workplace integration involving fluctuating levels of support and appointments into positions that did not match their years of experience and previous qualifications. This data was reinforced further detailed by the qualitative feedback that illuminated the difficulties nurses can face during initial arrival and integration and the apparent impact on mental well-being. Conclusion: This paper, contextualised with an international literature base verifying the experiences of internationally recruited nurses, argues that it is the consistent responsibility of employers in developed countries to protect the experiences of international recruits. This can be done by investing in solutions as a key retention strategy.

Background: In Belgium, the Planning Commission for Medical Supply is responsible for monitoring human resources for health (HRH) and ultimately proposing workforce quotas. It is supported by the Planning Unit for the Supply of the Health Professions. This Unit quantifies and forecasts the workforce in the healthcare professions on the basis of a stock and flow model, based on trends observed in the past. In 2019, the Planning Unit asked the KCE (Belgian Health Care Knowledge Centre) to develop additional forecasting scenarios for the midwifery workforce, to complement the standard historical trend approach. The aim of this paper is to present the development of such forecasting scenarios. Methods: The Robust Workforce Planning Framework, developed by the Centre for Workforce Intelligence in the UK was used to develop alternative midwifery workforce scenarios. The framework consists of four steps (Horizon scanning, Scenario generation, Workforce modelling, and Policy analysis), the first two of which were undertaken by KCE, using two online surveys and five workshops with stakeholders. Results: Three alternative scenarios are proposed. The first scenario (close to the current situation) envisages pregnancy and maternity care centred on gynaecologists working either in a hospital or in private practice. The second scenario describes an organisation of midwife-led care in hospitals. In the third scenario, care is primarily organised by primary care practitioners (midwives and general practitioners) in outpatient settings. Conclusions: The Robust Workforce Planning Framework provides an opportunity to adjust the modelling of the health workforce and inform decision-makers about the impact of their future decisions on the health workforce. [ABSTRACT FROM AUTHOR]

Background: Establishing a workforce capable of meeting population needs is contingent on evaluation that can inform sound policy and planning. Health workforce evaluation has traditionally relied on health labour market analysis and workload estimations. To date, competency analysis has not been included in national health workforce evaluation, despite that fact that the findings may go far in guiding decisions around workforce composition, optimisation and education and training. This case study sought to assess the feasibility and perceived added value of integrating competency analysis into national rehabilitation workforce evaluation, and to determine how competency analysis can shape rehabilitation workforce planning. The findings of the case study can be used to explore the integration of competency analysis in the evaluation of other health-related occupational groups. Methods: Participant observation was complemented by key informant interviews with experts engaged in the national rehabilitation workforce evaluation in Poland. These experts represented stakeholders in policy, education, research, clinical practice and professional associations. Results: The results indicated that competency analysis can be feasibly integrated into national rehabilitation workforce evaluation, particularly when implementation is supported through the use of online platforms. However, the collection of additional data using other tools, such as a survey of the behaviours and tasks of a wider sample of rehabilitation workers, could strengthen data reliability. Experts perceived findings of the competency analysis to be valuable for expanding the understanding of rehabilitation, shedding light on task allocation and deployment of the existing rehabilitation workforce, and advocating for the rehabilitation workforce to be strengthened, especially in relation to those occupations which may not be recognised or valued as rehabilitation workers. Although it was not possible to fully explore the impact of competency analysis data on rehabilitation workforce planning and development in this study, experts suggested that its availability would likely foster greater cooperation among occupations, which has been missing at the policy and planning level to date. It further demonstrates what competency data should be collected and reported, and provides richer information to guide decisions. Conclusions: Competency analysis complements traditional labour market analysis and workload estimates, adding depth to the understanding of how members of the workforce perform and perceive themselves, and how deficiencies in the workforce impact on the provision of care to specific population groups. [ABSTRACT FROM AUTHOR]

Over the last decade, utilization of clinical genetics services has grown rapidly, putting increasing pressure on the workforce available to deliver genetic healthcare. To highlight the policy challenges facing Canadian health systems, a needs-based workforce requirements model was developed to determine the number of Canadian patients in 2030 for whom an assessment of hereditary cancer risk would be indicated according to current standards and the numbers of genetic counsellors, clinical geneticists and other physicians with expertise in genetics needed to provide care under a diverse set of scenarios. Our model projects that by 2030, a total of 90 specialist physicians and 326 genetic counsellors (1.7-fold and 1.6-fold increases from 2020, respectively) will be required to provide Canadians with indicated hereditary cancer services if current growth trends and care models remain unchanged. However, if the expansion in eligibility for hereditary cancer assessment accelerates, the need for healthcare providers with expertise in genetics would increase dramatically unless alternative care models are widely adopted. Increasing capacity through service delivery innovation, as well as mainstreaming of cancer genetics care, will be critical to Canadian health systems' ability to meet this challenge. [ABSTRACT FROM AUTHOR]

Aims and objectives: To report on the development, implementation and evaluation of the first year of the National Institute for Health Research 70@70 Senior Nurse Research Leader Programme. Background: Internationally, there is a lack of nursing and midwifery research and policy contribution to healthcare sectors. To address this, funding was obtained for a Senior Nurse and Midwife Research Leader Programme in England. The programme aimed to increase nursing and midwifery research capacity and capability and support the development of future research leaders. Design: The programme had three phases: development, implementation and evaluation. The cohort study's evaluation phase consisted of a survey and qualitative written feedback. Methods: An online survey was sent to cohort members (n = 66). Quantitative survey data was analysed in Survey Monkey. Written feedback asked cohort members to summarise their activities and any challenges. Data were thematically analysed. The "Strengthening the Reporting of Observational Studies in Epidemiology" reporting checklist was used. Results: Thirty‐nine (59%) cohort members responded to the survey. Responders valued being part of a network (46%), having protected time (22%) and having workplace autonomy (13%). Challenges reported included difficulties accessing online resources (32%), lack of collaborative opportunities (17%) and organisational barriers (10%). Fifty‐six (85%) cohort members submitted the written report. The main themes were "relationship and profile building", "developing capability and capacity", "developing the workforce", "patient and public involvement and engagement" and "quality improvement." Conclusions: The 70@70 programme has increased the research profile of the nursing and midwifery professions at a local and national level. International healthcare systems can learn from this, by considering optimal ways to provide nurses and midwives with the tools, resources and confidence to actively contribute to research policy and practice. Relevance to Clinical Practice: The initiatives undertaken through year 1 of the programme have created a platform through which research can be incorporated into clinical practice, education and teaching. [ABSTRACT FROM AUTHOR]

Suppose that a municipality hires a police officer, teacher, corrections officer, or other official with an extensive record of past misconduct--someone the municipality should have known better than to hire. When such an employee causes a violation of constitutional rights, the injured party often brings a civil rights suit under 42 U.S.C. § 1983, arguing that the municipality failed to screen the wrongdoer prior to hiring. Yet little is known about how such lawsuits play out on the ground. In the first empirical study of municipal liability for bad hiring, this Article demonstrates that municipalities enjoy de facto immunity for failing to screen employees with poor records. Only one federal appellate court in the past twenty-five years has upheld § 1983 liability against a municipality for its deficient hiring practices. Analysis of hundreds of district court dockets tells the same story: among all § 1983 cases initiated in 2019, just three courts nationwide ruled in favor of a plaintiff when presented with a bad hiring claim on a motion, and no plaintiff won a final judgment against a municipality for bad hiring. The reasons for plaintiffs' lack of success include both the demanding doctrinal standards applicable to municipal liability claims and the surprisingly poor quality of lawyering in these municipal liability cases. Because liability for bad hiring is so rare, municipalities have little incentive to screen employees carefully. These lackluster screening practices result in dubious hiring decisions and enable the serial job-hopping of municipal employees who are fired or resign under threat of termination for misconduct. The result is that the public is endangered by powerful officials who likely should not have been hired in the first place. But all is not lost for civil rights advocates: this Article concludes with a suite of interventions both within and beyond litigation that can combat the problem of bad hiring. [ABSTRACT FROM AUTHOR]

Background: There is a worldwide shortage of health workers against WHO recommended staffing levels to achieve Universal Health Coverage. To improve the performance of the existing health workforce a set of integrated human resources (HR) strategies are needed to address the root causes of these shortages. The PERFORM2Scale project uses an action research approach to support district level management teams to develop appropriate workplans to address service delivery and workforce-related problems using a set of integrated human resources strategies. This paper provides evidence of the feasibility of supporting managers at district level to design appropriate integrated workplans to address these problems. Methods: The study used content analysis of documents including problem trees and 43 workplans developed by 28 district health management teams (DHMT) across three countries between 2018 and 2021 to identify how appropriate basic planning principles and the use of integrated human resource and health systems strategies were used in the design of the workplans developed. Four categories of HR strategies were used for the analysis (availability, direction, competencies, rewards and sanctions) and the relationship between HR and wider health systems strategies was also examined. Results: About half (49%) of the DHMTs selected service-delivery problems while others selected workforce performance (46%) or general management (5%) problems, yet all workplans addressed health workforce-related causes through integrated workplans. Most DHMTs used a combination of strategies for improving direction and competencies. The use of strategies to improve availability and the use of rewards and sanctions was more common amongst DHMTs in Ghana; this may be related to availability of decision-space in these areas. Other planning considerations such as link between problem and strategy, inclusion of gender and use of indicators were evident in the design of the workplans. Conclusions: The study has demonstrated that, with appropriate support using an action research approach, DHMTs are able to design workplans which include integrated HR strategies. This process will help districts to address workforce and other service delivery problems as well as improving 'health workforce literacy' of DHMT members which will benefit the country more broadly if and when any of the team members is promoted. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your understanding of triage processes and of the primary aim of emergency triage • To explore how the principles of lean management can be applied in a healthcare setting • To read about a project successfully conducted to reduce triage time in an emergency department Emergency triage is a short-duration, high-volume process so small reductions in the time taken to triage one patient can have large repercussions on the total amount of triage time. At the emergency department of a large inner-city hospital, an efficiency and quality improvement project was undertaken to reduce the time taken to safely triage patients and optimise the use of triage nurses' time. The project involved removing processes that did not contribute to the primary aim of triage, supporting individual triage nurses to improve their performance where needed, and optimising the triage process. A 44% reduction in mean triage episode time was seen, equating to 18,000 minutes of triage nurses' time saved every month. This near doubling of triage capacity was associated with an improvement in triage accuracy. The article describes the project, which used lean management principles and statistical process control methods, and discusses its implications for emergency triage. [ABSTRACT FROM AUTHOR]

Objective. Present the methodology for preparing the plan for the implementation of the National Policy on Human Resources in Health (PNRHS) of the Ministry of Public Health and Social Welfare (MSPBS) of Paraguay and the results of its application. Materials and methods. The PNRHS covers six strategies and 25 lines of action whose execution must be monitored and evaluated. The methodology, in seven phases and four instruments, implied a principle of co-construction that involves, through the National Strategic Directorate of Human Resources in Health (DNERHS) of the MSPBS, the actors related to HRH. An analysis of the facilitating and hindering factors that could be enhanced or mitigated was carried out. Results. For each strategy, indicators, activities, goals and means of verification were defined and the lines of action were ordered to program the execution. A National Committee for the implementation and monitoring of the PNRHS was created, whose functions include integration into thematic intersectoral roundtables and validation processes. Conclusion. The main challenges lie in the ability to reduce obstacles and in the continuity of the actions, which requires the permanence of political support in each institution represented in the Committee and a strong capacity for convocation and coordination on the part of the MSPB. [ABSTRACT FROM AUTHOR]

With the anticipated health challenges brought by demographic and technological changes, ensuring capacity in underlying workforce in place is essential for addressing patients' needs. Therefore, a timely identification of important drivers facilitating capacity building is important for strategic decisions and workforce planning. In 2020, internationally renowned pharmaceutical scientists (N = 92), largely from the academia and pharmaceutical industry, with mostly pharmacy and pharmaceutical sciences educational background were approached (through a questionnaire) for their considerations on influencing drivers to facilitate meeting current capacity in pharmaceutical sciences research. From a global view, based on the results of the questionnaire, the top drivers were better alignment with patient needs as well as strengthening education – both through continuous learning and deeper specialisation. The study also showed that capacity building is more than simply increasing the influx of graduates. Pharmaceutical sciences are being influenced by other disciplines, and we can expect more diversity in scientific background and training. Capacity building of pharmaceutical scientists should allow flexibility for rapid change driven by the clinic and need for specialised science and it should be underpinned by lifelong learning. [ABSTRACT FROM AUTHOR]

The UK and Ireland are facing significant challenges in the recruitment and retention of midwifery staff. Deficiencies in staffing, training and leadership have been cited as contributory factors to substandard care in both regional and global independent maternity safety reports. Locally, workforce planning is critical to maintaining 'one to one' care for all women in labor and to meet the peaks of daily birthing suite activity. Analyze the variation in work intensity, defined by the mean number and range of births per midwifery working hours. Retrospective observational study of birthing suite activity between 2017 and 2020. 30,550 singleton births were reported during the study period; however, 6529 elective Cesarean sections were excluded as these were performed during normal working hours by a separate operating theatre team. The times of 24,021 singleton births were organized into five proposed midwifery working rosters lasting eight or 12 h; A (00.00–07.59), B (08.00–15.59), C (16.00–23.59), D (20.00–0.759) and E (0.800–19.59). The number of births was comparable between the eight-hour and 12-hour work periods with a mean of five to six babies born per roster (range zero to 15). Work periods D and E lasting 12-hours both recorded a mean of eight births (range zero to 18). Hourly births ranged from a minimum of zero to a maximum of five births per hour (greater than seven times the mean), a number that was achieved 14 times during the study period. The mean number of births is consistent between normal working hours and unsociable 'on-call' periods, however there is an extreme range of activity within each midwifery roster. Prompt escalation plans remain essential for maternity services to manage unexpected increases in demand and complexity. Shortfalls in staffing and inadequate workforce planning have been frequently cited in recent maternity safety reports as barriers to sustainable and safe maternity care. Our study shows that the mean number of births in a large tertiary center are consistent across day and night rosters. However, there are large fluctuations in activity during which births can exceed the number of available midwives. Our study reflects the sentiments of the Ockenden review and APPG report on safe maternity staffing. Investment in services and the workforce to aid recruitment and reduce attrition is essential to establish robust escalation plans, including the deployment of additional staff in the event of extreme service pressures. [ABSTRACT FROM AUTHOR]

The absence of Black1 men2 in the Information Technology (IT)3 sector is a pressing issue both in academia and society. Diversity enriches learning, with diverse backgrounds offering varied experiences. An ethnically varied IT field can significantly influence the recruitment and retention of minority undergraduates by offering mentors and role models. This research, rooted in the Individual Differences Theory of Gender and IT, uses qualitative methods and interviews to delve into the experiences of Black men. While many studies touch upon gender and racial disparities, few specifically address Black men's experiences. This paper bridges this gap, spotlighting the underrepresentation of Black men in IT, and identifies key factors for future research based on a study begun in 2011, further enriching existing literature and theories. [ABSTRACT FROM AUTHOR]

Abstract Background Many high-income countries are heavily dependent on internationally trained doctors to staff their healthcare workforce. Over one-third of doctors practising in the UK received their primary medical qualification abroad. Simultaneously, an average of around 2.1% of doctors leave the UK medical workforce annually to go overseas. The aim of this study was to identify the drivers and barriers of international migration of doctors to and from the UK. Methods A scoping review was conducted. We searched EMBASE, MEDLINE, CINAHL, ERIC and BEI in January 2020 (updated October 2021). Grey literature and citation searching were also carried out. Empirical studies reporting on the drivers and barriers to the international migration of doctors to and from the UK published in the English language from 2009 to present were included. The drivers and barriers were coded in NVivo 12 building on an existing framework. Results 40 studies were included. 62% were quantitative, 18% were qualitative, 15% were mixed-methods and 5% were literature reviews. Migration into and out of the UK is determined by a variety of macro- (global and national factors), meso- (profession led factors) and micro-level (personal factors). Interestingly, many of the key drivers of migration to the UK were also factors driving migration from the UK, including: poor working conditions, employment opportunities, better training and development opportunities, better quality of life, desire for a life change and financial reasons. The barriers included stricter immigration policies, the registration process and short-term job contracts. Conclusions Our research contributes to the literature by providing a comprehensive up-to-date review of the drivers and barriers of migration to and from the UK. The decision for a doctor to migrate is multi-layered and is a complex balance between push/pull at macro-/meso-/micro-levels. To sustain the UK’s supply of overseas doctors, it is vital that migration policies take account of the drivers of migration particularly working conditions and active recruitment while addressing any potential barriers. Immigration policies to address the impact of Brexit and the COVID-19 pandemic on the migration of doctors to and from the UK will be particularly important in the immediate future. Trial registration PROSPERO CRD42020165748.