Quote from owney
the "shortage" (35% of licensed nurses are not at the bedside) has been addressed by your government as the "nurse reinvestment act." it sends millions to fat-cats of industry to "train" new nurses, (who will spend less than 5 years on the job before leaving), and recruitment of nurses with rediculous "bonus" schemes, instead of empowering nurses to control their work environment.
have you read the entire act?
to amend the public health service act with respect to health professions programs regarding the field of nursing.
signed: aug. 1, 2002
disagreeing with this point " it sends millions to fat-cats of industry to "train" new nurses, (who will spend less than 5 years on the job before leaving), and recruitment of nurses with rediculous "bonus" schemes, instead of empowering nurses to control their work environment."
from my previous posting about the nurse reinvestment act:
many rn's are unaware this law has nurse retention
as one of its major components.
what does the nurse reinvestment act mean to you? online journal of issues in nursing. vol. #8, no. #1, manuscript 5. available: www.nursingworld.org/ojin/topic14/tpc14_5.htm
(many of the following points from this article
title ii. nurse retention
title ii addresses the nursing shortage by emphasizing the role of the work place in retaining and enhancing the education and professional development of nurses.
title ii addresses nurse retention. this component of the nurse reinvestment act represents a significant departure from older versions of nurse training and nursing education laws described in title 8 of the public health service act. typical legislation relied on schools of nursing to address the cyclical nursing shortages, focusing on increasing the supply of nurses, preparing nurses for specified areas of practice, and encouraging work force diversity by the recruitment of minority students. the literature on the current nursing shortage identifies retention as a factor and proclaims that nurses change jobs and careers because of issues in the workplace (aiken et al., 2001). contemporary debate often cites the culture of the hospital workplace as a factor in the shortage. mandatory overtime became the mantra to focus attention on poor working conditions. newspapers reflected the charge that acute care hospitals are not good places for nurses or patients (fackelmann, 2001). on the positive side, the reawakened interest in the work place focused new attention on the value of magnet hospitals (mcclure, poulin, sovie, & wandelt, 1983). these institutions attracted and retained nurses because of the governance style of the organizations and their ability to engage nurses in decision making.
section 201, building career ladders and retaining quality nurses
section 831, nurse education, practice, and retention grants:
this section, composed of parts a, b, and c, addresses funding priorities in education, practice and retention. it applies practice and educational frameworks to retention with two categories: (a) nurse education, practice, and retention, and (b)building career ladders and retaining quality nurses.
section 831a, education priority areas:
this section provides funds to expand enrollment in baccalaureate nursing programs
, to develop internships and residency programs in nursing specialties, and to encourage new educational technologies.
section 831b. practice priority areas:
this section describes the availability of grants to demonstrate new nursing practice arrangements that improve access to primary health care for underserved and high-risk populations and to develop skill in providing managed care and quality improvement in organized health systems.
section 831b introduces new ideas as it gives the secretary authority to award demonstration grants or contracts; to establish/expand practice arrangements in non-institutional settings; to improve access to primary health care in medically underserved communities; to provide care for underserved and high-risk groups, such as the elderly, persons with hiv/aids, substance abusers, the homeless, and victims of domestic violence; to provide managed care, quality improvement, and other skills needed to practice in existing/emerging health care systems; and to develop cultural competencies among nurses
section 831c, retention priority areas:
in this section, priority is given to the development of career ladder programs and the design of systems that enhance the delivery of patient care by improving collaboration and communication within the health care team.
section 202, comprehensive geriatric education
this section establishes programs to educate and develop nurses and others to care for the nation's aging.
section 203, nurse faculty loan program
to address the shortage of faculty in schools of nursing, the federal government has created a loan forgiveness program for nurses who prepare to become faculty in the nation's nursing schools. section 846a describes the establishment of the nurse faculty loan program. this section encourages schools of nursing to partner with the federal government in establishing and administering a nurse faculty loan fund. graduates who teach full time in schools of nursing for four years can have eighty-five percent of their school loans canceled
section 204, reports by the general accounting office
the final component of p.l. 107-205 mandates that the comptroller general of the united states prepare a series of comprehensive reports to congress documenting how the educational and practice communities responded to this legislative initiative and describing the effectiveness of the nurse reinvestment act in addressing the nation's nursing shortage.
love this quote from the authors :
does not come forward and write grants to develop media campaigns, health insurers, managed care organizations, hospitals, and unions will shape nursing's image to suit their ends.
challenges the nursing community to envision and create practice environments that respond to contemporary and future demands, are more supportive of patients and their families, and create healthier places for nurses to practice their profession.
``(c) retention priority areas.--the secretary may award grants to
and enter into contracts with eligible entities to enhance the nursing
workforce by initiating and maintaining nurse retention programs
pursuant to paragraph (1) or (2).
``(1) grants for career ladder programs.--the secretary may
award grants to and enter into contracts with eligible entities
``(a) to promote career advancement for nursing
personnel in a variety of training settings, cross
training or specialty training among diverse population
groups, and the advancement of individuals including to
become professional nurses, advanced education nurses,
licensed practical nurses, certified nurse assistants,
and home health aides; and
``(b) to assist individuals in obtaining education
and training required to enter the nursing profession
and advance within such profession, such as by providing
career counseling and mentoring.
``(2) enhancing patient care delivery systems
``(a) grants.--the secretary may award grants to
eligible entities to improve the retention of nurses and
enhance patient care that is directly related to nursing
activities by enhancing collaboration and communication
among nurses and other health care professionals, and
by promoting nurse involvement in the organizational and
clinical decisionmaking processes of a health care
it's often human nature to take the easy way:
let nursing educators who have established programs in place, apply for grant monies and crank out more students.
instead of hospital and institution administrators:
perform analysis of what's driving nurses away, encourage staff nurse input
on work redesign and workplace issues, designing new programs then submitting grant requests.
monies there for the taking...nurses have to come together
that the funds be used for empowering nurses to control their work environment.
gee, that's what the nursing unions are doing now. for those who feel is union unnecessary, and that they can speakup for themsleves, the time is now to take advantage of taking the reigns and controlling our profession.
just don't talk the talk, act on the talk today!