RN Salaries Hold Steady; LPNs Gain.

Male nurses continue to earn more than female counterparts.

Estimating Nursing Wage Bill in Canada and Breaking Down the Growth Rate: 2000 to 2010.

Even though the nursing professional category (registered nurses [RNs] and licensed practical nurses) made up about one-third of the Canadian health professionals, no study exists about their wage bill, the composition and growth rate of this wage bill. This paper attempts to fill this gap by estimating the nursing wage bill in the Canadian provinces and breaking down the growth rate for the 2000-2010 period, using the 2001 Census and the 2011 National Household Survey. Total wage bill for the nursing professional category in Canada was estimated at $20.1 billion ($17.3 billion for RNs), which suggests that it is as substantial as net physician remuneration. The average annual growth rate of this wage bill was 6.6% for RNs. This increase was mainly driven by real (inflation-adjusted) wage per hour, which was 3.0%, suggesting the existence of a "health premium" of 1.7 percentage points during the study period.

Assistant practitioners: essential support in a climate of austerity.

In Britain the last decade has witnessed the growth of the assistant practitioner (AP), a higher-level support worker role situated at band 4 of the NHS career framework, just below registered nurse. Various factors are given for the role's development but little analysis is provided as to the economic reasons for its implementation. With reference to the period since the economic crisis of 2007-08, this article proposes that the AP's implementation and function is influenced by the needs of the economy. With the UK Coalition Government refusing to increase public expenditure as it is thought detrimental to economic growth, emphasising instead the need to reduce public debt, an expansion of registered nurses is unlikely despite growing service user demand. As a result, the AP has become an important economic development in an attempt to maintain standards of nursing care in the present economic climate.

Nurses' working time use - how value adding it is?

AIM: To investigate registered nurses' (RN) and licensed practical nurses' (LPN) working time use in adult inpatient units. BACKGROUND: There is only scarce information about value-adding patient care. Nursing care can be divided into three major categories: value-adding care (direct care, indirect care, patient documentation), necessary activities (indirect work, unit-related work) and non-value-adding work (personal time, miscellaneous work). METHOD: A cross-sectional quantitative work sampling study. Total of 11,029 nursing activities were collected from two Finnish tertiary hospitals using registered nurses' (n = 66) and licensed practical nurses' (n = 12) self-reporting. RESULTS: Nearly three-quarters of nurses' work was value-adding care (71%). The working time division was almost identical for necessary activities and non-value-adding work. Registered nurses spent more time carrying out unit-related work, while licensed practical nurses' spent more time on direct care. Nurses' working time use was divided nearly identically in somatic units but there were differences when compared with psychiatric units. CONCLUSION AND IMPLICATIONS FOR NURSING MANAGEMENT: Nurses' work seemed to concentrate on value-adding care. The results of working time use studies can be used when developing nursing work for more value-adding care for the patients.