[Are Two-Year Vocational Retraining Programs Really Better than One-Year Programs? Findings of a Propensity Score Matched Analysis]. / Sind Vollqualifizierungen wirklich besser als Teilqualifizierungen? Ergebnisse einer Propensity Score gematchten Analyse.

AIM OF THE STUDY: To analyze if one- and 2-year vocational retraining programs achieve similar effects on employment. METHODS: Analyses were performed with longitudinal administrative data. We included persons aged 18-59 years, who started their retraining between January and June 2005. One- and 2-year program participants were matched by propensity scores. RESULTS: The matched groups were balanced regarding all baseline scores (one-year program: n=514; 2-year program: n=514). 4 and 5 years after start of the vocational retraining program, annual income, the duration of welfare benefits and the risk of a disability pension were comparable in both groups. However, the accumulative income between 2005 and 2009 was 9 294 Euro higher (95% CI: 3 656-14 932 Euro) in one-year retraining participants. Moreover, participants of one-year programs received less welfare benefits. CONCLUSION: The development of a vocational rehabilitation strategy needs to consider the accumulative advantage of one-year programs.

Perceived facilitators and barriers to baccalaureate degree completion among registered nurses with an associate's degree.

BACKGROUND: A strong movement is underway in the United States to increase the percentage of baccalaureate-prepared registered nurses (RNs). However, the percentage of associate's-prepared RNs who go on to pursue baccalaureate education remains low. The authors sought to determine facilitators and barriers that associate's-prepared RNs experience in progressing toward baccalaureate nursing education. METHOD: A convenience sample (n = 81) of associate's-prepared RNs was used to collect data on perceived facilitators and barriers to progression toward baccalaureate nursing education. RESULTS: Facilitators included a desire for personal growth, professional and career enhancement, programmatic and articulation friendliness, and encouragement by others. Barriers included family and job constraints, financial concerns, and lack of differential treatment between associate's-prepared RNs and baccalaureate-prepared RNs. CONCLUSION: Although at first glance the identification of four facilitators and three barriers may appear to indicate an advance toward progression to baccalaureate education, the magnitude of the barriers may outweigh that of the facilitators. Therefore, the magnitude of both facilitators and barriers is worthy of future study.

Recruitment and retention of scholarship recipient nursing students and staff.

Few problems are more relevant in health care today than nurse recruitment and retention. The purpose of this study was to identify job satisfaction factors for nurse and nursing student education scholarship recipients, as well as examine the relationship of these factors to the intent to complete contractual agreements. Findings revealed that job satisfaction and a positive image of nursing were influential factors in intent to complete contractual agreements. Results may prove valuable information to recruit nursing students and increase job satisfaction.

State funding for higher education and RN replacement rates by state: a case for nursing by the numbers in state legislatures.

Amid an enduring nursing shortage and state budget shortfalls, discerning how the percentage of state funding to higher education and other registered nurse (RN) workforce variables may be related to the RN replacement rates (RNRR) in states has important policy implications. Regionally, the age of RNs was inversely related to RNRR. State funding in 2000 significantly predicted the 2004 RNRR, with the percentage of LPNs in 2004 adding to the model. The stability of the model using 2000 and 2004 funding data suggests that state funding creates a climate for RNRR.

ADN to BSN: lessons from human capital theory.

Currently, approximately 16% of associate degree nursing (ADN) graduates acquire baccalaureate or higher degrees. Human capital analysis demonstrated negative to minimal average returns on investment (ROI) in BSN education. Increasing the ROI may influence ADNs to pursue baccalaureate education and can be an effective strategy for meeting the projected need for BSN-prepared nurses.

Overcoming the undersupply--supporting midwives' return to practice.

UNLABELLED: The current critical shortage of midwives is a worldwide phenomenon that has created the need for educational programs that prepare midwives, who have previously left midwifery practice, for return to the contemporary clinical workforce. This paper focuses on the support requirements of midwives involved in a refresher program as determined by a research project conducted at The Northern Hospital in Melbourne during 2001. The project was a small-scale case study involving eight program participants. Questionnaires and semi-structured interviews were used to generate data. Analysis of the data revealed that the concept of support must be considered from personal and professional perspectives, if successful outcomes are to be achieved. INTRODUCTION: The response of the Federal Government to the dire shortage of midwives currently working in public healthcare facilities has been to allocate funding to the states and territories for education and re-skilling programs, with the aim of enticing midwives back to clinical practice (Walsh 2001). In Victoria, refresher programs have been developed to meet the needs of midwives whose level of expertise has diminished due to lack of clinical experience, but who have fulfilled the necessary requirements.

A nursing update course. Service and education collaborate.

This article describes the planning, development, implementation and evaluation of a nursing update course. It identifies collaboration between a hospital and college as the key element in the program's success. Evaluation showed the program was effective in recruiting and educating students; it helped alleviate a local nursing shortage and brought nursing practice and education together, and 87% of the course participants either returned to practice or entered formal education programs to continue their professional development.

Feeling refreshed: helping RNs return to the work force.

In light of the nursing shortage, many hospitals are turning to refresher courses to meet staffing needs. To be successful, the course must be designed to meet the needs of both the participant and the hospital. Although the exact structure of the course will vary by institution, this article details steps taken at one hospital to help registered nurses return to nursing.