Distribución de nutricionistas en el sistema de salud peruano: un panorama por niveles de atención

La prestación de servicios para la atención integral de la salud requiere la participación de diversos profesionales con competencias específicas para brindar la mejor atención posible a la población. La inclusión del nutricionista en los diferentes niveles del sistema de salud es crucial para garantizar una atención integral en las diversas etapas de la vida. Una distribución inequitativa de nutricionistas en los niveles de atención puede conducir a una fragmentación de la atención y la pérdida de oportunidades para abordar los problemas relacionados con la alimentación y nutrición. Por ello, se desarrolló un estudio con el objetivo de describir la distribución de nutricionistas en los establecimientos de salud según el nivel de atención, y evaluar el cumplimiento de las recomendaciones de recursos humanos establecidas por la norma técnica de las UPSS de Nutrición y Dietética. Se desarrolló un estudio descriptivo y transversal, mediante el análisis de fuentes secundarias. Se utilizaron los datos de recursos humanos por IPRESS de SUSALUD, del año 2022. Se consideró la Norma técnica de UPSS de Nutrición y Dietética para evaluar el cumplimiento de las recomendaciones de recursos humanos. Entre los principales resultados, se identificó que el 7.93% de los establecimientos de salud del primer nivel de atención tienen al menos un nutricionista. En el segundo nivel de atención, el 96.35% de los establecimientos de salud no cumplen con las recomendaciones de recursos humanos de la norma técnica, y ningún establecimiento del tercer nivel de atención cumplió esta recomendación. La distribución de nutricionistas en los diversos niveles de atención del sistema de salud peruano es desigual. Es necesario mejorar la planificación de recursos humanos en el sistema de salud peruano para garantizar una atención integral de la salud a la población.

The provision of services for comprehensive healthcare requires the involvement of various professionals with specific competencies to provide the best possible care to the population. The inclusion of nutritionists at different levels of the healthcare system is crucial to ensure comprehensive care at various stages of life. An unequal distribution of nutritionists across healthcare levels can lead to fragmented care and missed opportunities to address nutrition-related issues. Therefore, a study was conducted with the aim of describing the distribution of nutritionists in healthcare facilities according to the level of care and evaluating compliance with the human resources recommendations established by the technical standard of Nutrition and Dietetics UPSS. A descriptive and cross-sectional study was conducted using the analysis of secondary sources. Human resources data from SUSALUD for the year 2022 were used. The Technical Standard of UPSS of Nutrition and Dietetics was considered to assess compliance with human resources recommendations. Among the main findings, it was identified that 7.93% of first-level healthcare facilities have at least one nutritionist. In the second level of care, 96.35% of healthcare facilities do not comply with the human resources recommendations of the technical standard, and no third-level healthcare facility met this recommendation. The distribution of nutritionists across various levels of care in the Peruvian healthcare system is unequal. It is necessary to improve human resources planning in the Peruvian healthcare system to ensure comprehensive healthcare for the population..

Research Strategies and Key Problems Analysis over Substance Benchmark of Famous Classical Formulas / 中国实验方剂学杂志

With continuous introduction of relevant national policies on famous classical formulas, the research of famous classical formulas is popular all over the country. Different from other new drugs, in the research and development process of famous classical formulas, substance benchmark is earlier than the product, suggesting that the research and development of substance benchmark is of great significance. Based on previous work of the authors, content of substance benchmark of famous classical formulas was analyzed, which was included in the document <italic>The Management Regulation of Simplified Registration and Approval over Chinese Herbal Medicine Compound Preparations of Ancient Famous Classical Formulas</italic> released by the National Medical Products Administration in May 2018. In this paper, the significance of substance benchmark development was described, a five-stage of research strategy was proposed, covering the prescription textual research and historical evolution, the collection and quality evaluation of medicinal materials, the processing method and quality evaluation of decoction pieces, the preparation and quality research of substance benchmark, the drafting and formulating of quality standard over substance benchmark. At the same time, some suggestions were put forward to the feasibility of compound preparations development over famous classical formulas, the implementation difficulty of resource evaluation over Chinese medicinal materials, and the irrationality on the quality correlation of Chinese medicinal materials. All of these are expected to provide reference and enlightenment for the development and policy officially landed over ancient famous classical formulas.

Organizational commitment, psychometric qualities and invariance of the Meyer and Allen Questionnaire for Portuguese Nurses / Commitment organizacional, qualidades psicométricas e invariância do questionário de Meyer e Allen em enfermeiros portugueses / Compromiso organizacional, cualidades psicométricas e invarianza del cuestionario de Meyer y Allen para enfermeros portugueses

ABSTRACT Objective: to evaluate the psychometric qualities of the Portuguese version of the Organizational Commitment Questionnaire for the nursing context, through confirmatory analysis and invariance, aiming to evaluate the reliability, internal consistency, construct validity and external validity of the instrument. Method: confirmatory factor analysis of the Portuguese version of the questionnaire was carried out with a sample of 850 nurses, in hospital context. The analysis was complemented using specification search. Goodness of fit was evaluated through different indices. Reliability, internal consistency and construct validity were estimated. The invariance of the model was evaluated in two subsamples of the same sample, in order to confirm the external validity of the factorial solution. Results: the refined model demonstrated good overall fit (χ2/df=6.37; CFI=0.91; GFI=0.92; RMSEA=0.08; MECVI=0.62). The factorial structure was stable (λ:Δχ2(14)=18.31; p=0;193; Intercepts: Δχ2(14)=22.29; p=0.073; Covariance: Δχ2(3)=6.01; p=0.111; Residuals: Δχ2(15)=22.44; p=0.097). Conclusion: the simplified model of the questionnaire demonstrated adequate goodness of fit, representing a stable factorial solution. The instrument was fit to monitor and evaluate the organizational commitment of Portuguese nurses.

RESUMO Objetivo: avaliar as qualidades psicométricas da versão portuguesa do Questionário de Comprometimento Organizacional, para o contexto da enfermagem, através de análise confirmatória e de invariância, visando a confiabilidade, consistência interna, validade de construto e a validade externa do instrumento. Método: procedeu-se à análise fatorial confirmatória da versão portuguesa do questionário, numa amostra de 850 enfermeiros, em contexto hospitalar. Complementou-se a análise com recurso à pesquisa de especificação. A qualidade de ajustamento foi avaliada através de diferentes índices. Estimou-se a confiabilidade, consistência interna e validade de construto. A invariância do modelo foi avaliada em duas subamostras, da amostra global, por forma a confirmar a validade externa da solução fatorial. Resultados: O modelo obtido após refinamento demonstrou bom ajustamento global (χ2/df=6,37; CFI=0,91; GFI=0,92; RMSEA=0,08; MECVI=0,62). A estrutura fatorial revelou-se estável (λ:Δχ2(14)=18,31; p=0,193; Interceptos: Δχ2(14)=22,29; p=0,073; Covariância: Δχ2(3)=6,01; p=0,111; Resíduos: Δχ2(15)=22,44; p=0,097). Conclusão: o modelo simplificado do questionário revelou boa qualidade de ajustamento, apresentando uma solução fatorial estável. O instrumento revelou-se ajustado para monitorizar e avaliar o comprometimento organizacional dos enfermeiros portugueses.

RESUMEN Objetivo: evaluar las propiedades psicométricas de la versión portuguesa del Cuestionario de Compromiso Organizacional para el contexto de enfermería a través del análisis de confirmación e invarianza, para evaluar la fiabilidad, la consistencia interna, la validez de constructo y la validez externa del instrumento. Método: se procedió a un análisis factorial confirmatorio de la versión en portugués del cuestionario, con una muestra de 850 enfermeros en el ámbito hospitalario y se complementó el análisis con un recurso a la investigación de especificación. La calidad del ajuste se evaluó a través de diferentes índices. Se estimó la confiabilidad, la consistencia interna y la validez de constructo. La invarianza del modelo fue evaluada en dos sub-muestras de la muestra global, para confirmar la validez externa de la solución factorial. Resultados: el modelo obtenido tras el refinamiento demostró un buen ajuste global (χ2/df=6,37; CFI=0,91; GFI=0,92; RMSEA=0,08; MECVI=0,62). La estructura factorial reveló estable (λ:Δχ2(14)=18,31; p=0,193; Interceptos: Δχ2(14)=22,29; p=0,073; Covariancia: Δχ2(3)=6,01; p=0,111, Residuos: Δχ2(15)=22,44; p=0,097). Conclusión: el modelo simplificado del cuestionario demostró una buena calidad de ajuste, presentando una solución factorial estable. El instrumento resultó estar ajustado para monitorear y evaluar el compromiso de la organización de los enfermeros portugueses.

Evaluation of the Family Health Support Centers focusing on the integration to supported teams / Avaliabilidade dos Núcleos de Apoio à Saúde da Família com foco na integração às equipes apoiadas

ABSTRACT OBJECTIVE: To evaluate the Brazilian Family Health Support Centers focusing on the integration to supported teams. METHODS: This is an evaluation study in which we carried out a documentary analysis and modeling of the intervention focusing on the work integrated to the supported teams, which has allowed us to describe dimensions, objectives, and expected results. We defined the outcome indicators and their respective measures and sources of information. We used consensus techniques with key informants to validate the models and the matrix of indicators. RESULTS: The evaluation study was appropriate, and it allowed a better definition and knowledge about the intervention. CONCLUSIONS: There is coherence between the objectives of the Family Health Support Centers and their structure, although there are difficulties to operationalize them. We recommend a formative evaluation of the Family Health Support Centers focusing on the work integrated to the supported teams, seeking to strengthen them to achieve the expected results.

RESUMO OBJETIVO: Analisar a avaliabilidade dos Núcleos de Apoio à Saúde da Família com foco na integração às equipes apoiadas. MÉTODOS: Estudo de avaliabilidade em que foram realizadas análise documental e modelização da intervenção com foco no trabalho integrado às equipes apoiadas, o que permitiu descrever dimensões, objetivos e resultados esperados. Foram definidos indicadores de resultados e suas respectivas medidas e fontes de informação. Foram aplicadas técnicas de consenso com informantes-chave para validação dos modelos e da matriz de indicadores. RESULTADOS: O estudo de avaliabilidade mostrou-se apropriado, possibilitando melhor definição e conhecimento acerca da intervenção. CONCLUSÕES: Há coerência entre os objetivos dos Núcleos de Apoio à Saúde da Família e sua estruturação, ainda que existam dificuldades para operacionalizá-los. É recomendado proceder a uma avaliação formativa dos Núcleos de Apoio à Saúde da Família com foco no trabalho integrado às equipes apoiadas buscando fortalecê-los para o alcance dos resultados esperados.

Work of community health agents in the family health strategy: meta-synthesis / Trabalho dos agentes comunitários de saúde na estratégia saúde da família: metassíntese

ABSTRACT OBJECTIVE To systematize and analyze the evidence from qualitative studies that address the perception of Brazilian Community Health Agents about their work. METHODS This is a systematic review of the meta-synthesis type on the work of community health agents, carried out from the Virtual Health Library using the descriptors "Agente Comunitário de Saúde" and "Trabalho", in Portuguese. The strategy was constructed by crossing descriptors, using the Boolean operator "AND", and filtering Brazilian articles, published from 2004 to 2014, which resulted in 129 identified articles. We removed quantitative or quanti-qualitative research articles, essays, debates, literature reviews, reports of experiences, and research that did not include Brazilian Community Health Agents as subjects. Using these criteria, we selected and analyzed 33 studies that allowed us to identify common subjects and differences between them, to group the main conclusions, to classify subjects, and to interpret the content. RESULTS The analysis resulted in three thematic units: characteristics of the work of community health agents, problems related to the work of community health agents, and positive aspects of the work of community health agents. On the characteristics, we could see that the work of the community health agents is permeated by the political and social dimensions of the health work with predominant use of light technologies. The main input is the knowledge that this professional obtains with the contact with families, which is developed with home visits. On the problems in the work of community health agents, we could identify the lack of limits in their attributions, poor conditions, obstacles in the relationship with the community and teams, weak professional training, and bureaucracy. The positive aspects we identified were the recognition of the work by families, resolution, bonding, work with peers, and work close to home. CONCLUSIONS This review provided an overview of the difficulties and positive aspects that are present in the daily work of community health agents. Given this, we have raised two challenges. The first one refers to how public policy makers need to appropriation the research results and the second one refers to the need to invest in studies that are designed to generate solutions for the difficulties faced by community health agents in their work.

RESUMO OBJETIVO Sistematizar e analisar evidências levantadas por estudos de natureza qualitativa que abordam a percepção do ACS sobre seu trabalho. MÉTODOS Revisão sistemática, tipo metassíntese, sobre o trabalho dos agentes comunitários de saúde, realizada a partir da Biblioteca Virtual em Saúde utilizando os descritores "Agente Comunitário de Saúde" e "Trabalho". A estratégia foi construída cruzando descritores, usando o operador booleano "AND", e filtrando artigos brasileiros, publicados de 2004 a 2014, resultando em 129 artigos identificados. Foram excluídos artigos de pesquisas quantitativas ou quanti-qualitativas, ensaios, debates, revisões da literatura, relatos de experiências e pesquisas que não incluíram os ACS como sujeitos. Aplicando esses critérios, foram selecionados e analisados 33 estudos que possibilitaram: identificação de temas comuns e diferenças entre eles; agrupamento de principais conclusões; classificação de temas e interpretação de conteúdo. RESULTADOS A análise resultou em três unidades temáticas: Características do trabalho dos agentes comunitários de saúde; Problemas relacionados ao trabalho dos agentes comunitários de saúde; Aspectos positivos do trabalho dos agentes comunitários de saúde. Sobre as características, evidenciou-se que o trabalho dos agentes comunitários de saúde é permeado pelas dimensões política e social do trabalho em saúde com uso predominante de tecnologias leves, tendo como principal insumo o conhecimento que esse profissional obtém junto às famílias, sendo a visita domiciliar o palco para o desenvolvimento desse contato. Sobre os problemas no trabalho dos agentes comunitários de saúde, foram identificados: falta de limites em suas atribuições; condições precárias; obstáculos na relação com a comunidade e equipes; fragilidade na formação profissional e burocratização. Os aspectos positivos identificados foram: reconhecimento do trabalho pelas famílias e resolutividade, formação de vínculo, trabalho junto aos pares e perto da residência. CONCLUSÕES Essa revisão teceu um panorama sobre as dificuldades e aspectos positivos que se apresentam no cotidiano de trabalho dos agentes comunitários de saúde. Frente a isso, levantou dois desafios. O primeiro se refere à necessidade de apropriação dos resultados das pesquisas pelos formuladores de políticas públicas e, o segundo, à necessidade de investimento em estudos que se voltem para engendrar soluções para as dificuldades enfrentadas pelos agentes comunitários de saúde no seu trabalho.

UV-Vis and UPLC fingerprint analysis on various medicinal parts of Gentiana rhodantha and resource evaluation / 中草药

Objective: To develope a method for UV-Vis and UPLC fingerprint on various medicinal parts of Gentiana rhodantha. The chemical compounds variation in roots, steams, leaves, and flowers were studied by using fingerprint data combined with multivariate analysis. Methods: Using Shim-pack XR-ODS III liquid chromatographic column (150 mm × 2.0 mm, 2.2 μm) for gradient elution, mobile phase was water with 0.1% formic acid and acetonitrile, temperature was 40℃, detection wavelength was 242 nm, injection value was 0.3 μL, and flow rate was 1.00 mL/min. Electrospray ionization (ESI) source and MRM model, the interface voltage was set to 3.5 kV. Desolation line (DL) temperature was 250℃. Nebulizing gas and drying gas were nitrogen at a flow rate of 3.0 and 15.0 L/min, respectively. Collision gas was 0.15 mL/min. UV-Vis detection wavelength range at 200 - 500 nm, slit was 1.0 nm, step was 0.5 nm. Multivariate analysis methods including partial least squares discriminant analysis (PLS-DA), variable importance (VIP), and hierarchical cluster were used for this projection. Results: The investigation of UPLC and UV-Vis showed RSD was lower than 2.00% for precision, repeatability, and stability. The recoveries of loganin acid, mangiferin, and sweroside were 97.89% - 102.71% and RSD was 1.09% - 2.88%. Pretreatment by 11 smooth + first order was the best data processing method for PLS-DA model (R2cal = 0.9315, RMSEE = 0.302, R2val = 0.901, and RMSEP = 0.341). UV-Vis spectra of roots, steams, leaves, and flowers had the significant fingerprint characteristic. Similarity analysis showed the chemical compounds in the leaves and flowers were similar and those in the stems and roots were similar too. Similarity index of root medicinal material has a widely range. The quality of the roots was not stable. The contents of loganic acid and mangiferin were the highest in the leaves and flowers [(1.46 ± 0.42) and (51.59 ± 15.45) mg/g]. The content of sweroside was the hightest in the roots [(4.41 ± 3.24) mg/g]. The total content of compounds of the leaves was higher than other medicinal part, the three compounds, loganic acid, mangiferin, and sweroside were very used for the discrimination of different parts of G. rhodantha. Cluster anslysis showed there were geography characteristics of the constituents. Sample collected from high altitude was higher than samples collected from lower altitude. And they were classified in different groups. Conclusion: UPLC and UV-Vis fingerprint could describe the variation of chemical compounds in the roots, steams, leaves, and flowers. All the results could provide the evaluation method and basic theory of G. rhodantha resource.

Construção do software "Sistema de indicadores de gestão do capital humano de enfermagem em cenário hospitalar": estudo metodológico / Construction of software "System of indicators management of nursing human capital in a hospital": methodological study

Situação Problema: há uma tendência na gestão de pessoas, no qual a ênfase está no "Capital Humano". Nesse modelo as pessoas são consideradas como capital, pois agrega valor as organizações. Observa-se que a ausência de um sistema informatizado de indicadores de gestão do capital humano de enfermagem parece não oferecer subsídios suficientes aos gerentes para fundamentar sua prática, bem como condutas e tomadas de decisão. A informação sobre recursos humanos em saúde no Brasil ainda é incipiente, existindo uma lacuna no conhecimento produzido sobre o tema, o que justifica e torna relevante a realização deste estudo. Para desenvolver o presente estudo foram traçados os seguintes objetivos: Objetivo geral: Construir um sistema de indicadores de gestão do capital humano de enfermagem para o Hospital Universitário Antônio Pedro (HUAP). Objetivos específicos: Identificar na literatura científica a utilização de indicadores de gestão do capital humano de enfermagem; evidenciar junto aos enfermeiros que desempenham funções de gerência no Hospital Universitário Antônio Pedro, aspectos relacionados à utilização de indicadores de gestão de capital humano de enfermagem. Método: Estudo metodológico com abordagem quanti-qualitativa, desenvolvido em três fases: 1ª Fase Revisão integrativa da literatura cientifica em bases virtuais de dados, realizada em setembro de 2012, atualizada em maio de 2013, no recorte temporal: 1998-2013; 2ª Fase entrevista com enfermeiros gerentes do HUAP, a fim de evidenciar aspectos relacionados à utilização de indicadores de gestão do capital humano de enfermagem; 3ª Fase construção do sistema de indicadores de gestão do capital humano de enfermagem para o HUAP. Resultados: 1ª Fase A revisão da literatura identificou 11 categorias que foram divididas em 02 grupos: Indicadores de gestão do capital humano de enfermagem; Possíveis indicadores de gestão do capital humano de enfermagem. Permitiram elucidar o tema e subsidiaram a construção do instrumento de coleta de dados da segunda etapa. 2ª Fase A abordagem aos enfermeiros gerentes possibilitou a identificação do perfil destes profissionais, evidenciar a utilização de indicadores de gestão do capital humano de enfermagem no hospital e analisar por meio de escala Likert a concordância quanto à relevância dos indicadores identificados na revisão integrativa da literatura. E, ainda, identificar possíveis novos indicadores propostos pelos gerentes. Na 3ª Fase da pesquisa, 05 indicadores base foram eleitos, estudados e desenvolvidos, derivando em um total de 26 indicadores, que foram operacionalizados através da construção tecnológica do software "Sistema de Indicadores de Gestão do Capital Humano de Enfermagem do HUAP". Conclusão: O sistema de indicadores de gestão desenvolvido neste estudo possibilita uma visão ampla e sistemática do capital humano de enfermagem do hospital. Constitui importante fonte de dados, permitindo o monitoramento e comparação com parâmetros internos e externos, favorecendo a tomada de decisão gerencial e a identificação de áreas que necessitem de intervenção

Problem situation: there is a tendency in personal management, in which the emphasis is on "Human Capital". In this model people are considered as capital, because adds value to organizations. It is observed that the absence of a computerized system of indicators of human capital management of nursing does not seem to provide sufficient subsidies to managers to support their practice, as well as behaviors and decision making. Information on human resources for health in Brazil is still incipient, there is a gap in knowledge produced on the subject, which justifies and makes this study relevant. To develop the present study the following objectives were outlined: General Objective: Building a system of indicators of human capital management of nursing for the Antonio Pedro University Hospital (HUAP, in Portuguese). Specific Objectives: Identify the use of indicators of human capital management of nursing in the scientific literature; to evidence together with nurses who perform management functions in the Antonio Pedro University Hospital, aspects related to the use of indicators of human capital management of nursing. Method: Methodological study with quantitative and qualitative approach, developed in three phases: Phase 1 Integrative review of the scientific literature on virtual databases, held in September 2012, updated in May 2013, of publications dated in the period from 1998 to 2013; Phase 2 interview with the nurse managers of the HUAP in order to highlight issues related to the use of indicators of human capital management of nursing; Phase 3 construction of the system of indicators of human capital management of nursing for HUAP. Results: Phase 1 The literature review identified 11 categories that were divided into 02 groups: Indicators of human capital management of nursing; Possible indicators of human capital management of nursing. Helped to clarify the issue and supported the construction of the instrument to collect data from the second step. The phase 2 the approach to nurse managers allowed the identification of the profile of these professionals and to evidence the use of indicators of human capital management of nursing in the hospital and analyze through Likert scale the agreement on the relevance of the indicators identified in the literature review. And still identify possible new indicators proposed by managers. In Phase 3 of the research, were elected 05 base indicators, studied and developed, deriving others 26 indicators, which were operationalized through technological construction of the software: "System of Indicators for Human Capital Management in Nursing at HUAP". Conclusion: The system of management indicators developed in this study provides a comprehensive and systematic vision of the human capital nursing of the hospital. Is an important source of data, enabling monitoring and comparison with internal and external parameters, favoring the managerial decision-making and identification of areas requiring intervention

System of indicators for human capital management in nursing: a methodological study

This is a Dissertation Research Project from the Social Care Master's Program at the Fluminense Federal University (UFF). General aim: To develop a system of indicators for human capital management in nursing at Antonio Pedro University Hospital. Specific aims: To highlight the theoretical fundamentals related to systems of indicators for human capital management within the hospital environment. Based on the experience of nurse managers, this study aims to identify the main features concerning the use of a system of indicators for human capital management in nursing. Method: This is a methodological study using quantitative and qualitative approaches that will be developed in the following three stages: (1st) an integrative review of the scientific literature; (2nd) interviews with the nurse managers of the aforementioned hospital; (3rd) the development of a system of indicators for human capital management in nursing...

Formación educativa y desarrollo profesional. El caso de egresadas(os) de especialidades de posgrado en enfermería / Educational formation and professional development. For graduates of Unique Nursing Specialization Plan

Objetivo. Analizar, a partir de la percepción de los egresados del Plan Único de Especialización en Enfermería (PUEE), en que medida los estudios realizados han contribuido a su desarrollo profesional. Metodología: Se diseñó un instrumento tipo escala de Likert para evaluar la percepción del desarrollo profesional alcanzado, éste se sometió a validación de contenido, quedó integrado por 24 reactivos correspondientes a cuatro dimensiones: Responsabilidad, Autonomía, Trabajo en equipo y Posicionamiento. Se consideraron además características generales de los egresados y de las instituciones donde se labora; la muestra la constituyeron 417 especialistas de un universo de 1067 egresados del PUEE entre 1997-2007; para el tratamiento de la información se utilizó estadística descriptiva e inferencial. Resultados: Respecto a la inserción laboral la mayoría de los egresados trabaja en Instituciones públicas de 3er nivel de atención, de acuerdo a su percepción tienen remuneraciones acordes al puesto y realizan actividades relacionadas en forma directa con el cuidado; se observó relación entre haber obtenido el grado de especialista y tener la plaza correspondiente o una categoría de mayor responsabilidad; los egresados de las especialidades con mejor posicionamiento son los de Enfermería Perinatal, Cardiovascular e Infantil. Discusión: La inserción laboral de los egresados del PUEE es acorde a las expectativas del Plan de Estudios. De acuerdo a la percepción de los egresados la formación académica recibida les brinda habilidades para actuar con responsabilidad, autonomía y trabajo en equipo, sin embargo no les ha permitido en igual medida obtener reconocimiento institucional, de colegas o mejorar su posición laboral.

Objective: considering the perception of graduates from the Unique Nursing Specialization Plan (unsp), analyze the contribution extent of this program to their professional development. Methodology: a Likert-scale instrument was designed to assess the perceived professional development. The content validated questionnaire included 24 items related to four dimensions: Responsibility, Autonomy, Teamwork, and Working-Positioning. General characteristics and working-place details were also gathered. A sample of 417/1067 graduates from the 1997-2007 generations was formed and descriptive and inferential statistics were used for the analysis. Results: most graduates work in 3rd level attention public institutions and, according to their perception, have position-proportional earnings and perform activities directly related to care. An association between having obtained a specialization degree and holding a corresponding working-position or higher responsibility activity was observed. The best placed specializations turned out to be newly born, cardiovascular, and children nursing. Discussion: labor-insertion of unsp's graduates corresponds to the program expectations, and according to their perception, this academic formation gives them responsibility, autonomy and teamwork skills, but they feel they can receive more institutional and colleagues acknowledgement and thus manage better working-positions.