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Career choices for paediatrics: national surveys of graduates of 1974–2002 from UK medical schools
- Authors:
- TURNER G., et al
- Journal article citation:
- Child: Care, Health and Development, 33(3), May 2007, pp.340-346.
- Publisher:
- Wiley
Knowledge of UK doctors’ career intentions and pathways is essential for understanding future workforce requirements. The aim of this study was to report career choices for and career progression in paediatrics in the UK. Postal questionnaire surveys of qualifiers from all UK medical schools in nine qualification years since 1974. In total, 74% (24 621/33 412) and 73% (20 720/28 459) of doctors responded at 1 and 3 years after graduation. Choices for paediatrics 1 year after qualifying fell from 7.8% of 1974 graduates to 5.0% of 1983 graduates, increased to 7.2% of 1993 graduates, and since the level has remained fairly constant. Approximately twice the percentage of women graduates than men graduates indicated a long-term career choice for paediatrics. A total of 44% of those who chose paediatrics 1 year after graduation were working in it 10 years after qualifying. Experience of the subject as a student, and enthusiasm/commitment: what I really want to do, affected long-term career choices more for paediatrics than for other medical careers. The proportion of junior doctors wishing to become paediatricians has not changed much during the last 30 years. The planned increase in the number of medical school graduates is necessary to increase the number of UK-trained consultant paediatricians. Medical students who experience enthusiastic and stimulating training in paediatrics may be more likely to become paediatricians.
Registered managers: briefing one. Who are registered managers and what do they do?
- Author:
- SKILLS FOR CARE
- Publisher:
- Skills for Care
- Publication year:
- 2018
- Pagination:
- 5
- Place of publication:
- Leeds
Summarises findings from an online survey of over 800 registered managers in 2017 and 2018 and provides examples of some of the work done by managers and their employers. The briefing highlights the varied skill set required by a registered manager, that registered managers do not always getting the recognition they deserve, and the benefits of peer support to support managers in their role. It also identifies the support available for registered managers from Skills for Care. (Edited publisher abstract)
UNISON's homecare training survey report
- Author:
- UNISON
- Publisher:
- Unison
- Publication year:
- 2015
- Pagination:
- 7
- Place of publication:
- London
Findings from a survey of more than 1,000 care workers employed by councils and private firms across the UK, revealing that staff are increasingly being asked to perform intimate procedures that would previously have only been carried out by registered nurses. The report suggests that inadequate training can leave care users in significant discomfort and vulnerable to infections. And, worse still, insufficient training on how to administer medication could lead to fatal overdoses. Of the homecare workers surveyed who regularly carry out the following tasks: almost six in ten had received no training in how to attach or change a convene catheter; more than half had not been shown how to perform stoma care; more than four in ten had not received training in how to change a catheter bag; and more than a third hadn't been showed how to carry out peg feeding. Almost a quarter of staff administering medication had received no training, despite some of them distributing drugs such as liquid morphine and insulin. The report calls on the government to increase funding of the social care system, to ensure that: care workers are provided with the training levels they need; homecare worker rushed visits are stopped; and the current National Minimum Wage breaches are addressed. (Edited publisher abstract)
There for carers: the workforce development needs of carer support workers
- Author:
- SKILLS FOR CARE
- Publisher:
- Skills for Care
- Publication year:
- 2013
- Pagination:
- 21
- Place of publication:
- Leeds
Skills for Care undertook a survey to examine the role of Carer Support Workers (CSWs) and their learning and development needs. The aim was to build a picture of what CSWs do day-to-day, the skills, knowledge and qualifications that they have or think they need to have, also to explore their thoughts on their career path. An electronic survey sent on 19 July 2013 to 109 CSWs and those employing or managing them received 100 responses (61 from CSWs and 39 from managers/employers) by the time it closed on 23 August 2013. Telephone interviews were also conducted with 10 CSWs and 8 managers or employers. Three-quarters of respondents were female, and two thirds were aged 45-64. Respondents worked primarily in charities (43%) and voluntary organisations (38%); 17% worked in local authorities and the remaining 2% in the health service. Survey results reveal a complex, skilled role that involves giving emotional support, both in person and by phone, and enabling carers to support themselves (by helping them to organise support). Three-fifths of CSWs undertake Carer’s Assessments and two-fifths give benefits advice. The range of tasks is wide, and demands a high skill level across many areas. About 70% of CSWs deal with all carers and do not specialise in carers with one primary issue (e.g. mental health). Despite their lack of status and their under-used skills, CSWs appear to be a stable workforce, most having been in their job for over a year. Among recommendations are that those organisations employing or commissioning CSW roles need to develop or promote a clear definition and profile of the role and the skills required. The generic nature of most CSWs role needs to be supported by quality supervision and continual learning: Skills for Care should strengthen and make clear its offer to CSWs and their employers. Employers should pay close attention to improving the skills of CSWs in basic counselling skills and the skills and confidence of asking carers whether they wish to continue caring. Employers should also work to recognise and use the under-utilised skills and knowledge of their CSWs to better promote the service and the CSW role. (Edited publisher abstract)
A management and leadership health-check: a diagnosis of management and leadership development needs in the health and social care sector
- Author:
- CHARTERED MANAGEMENT INSTITUTE
- Publisher:
- Chartered Management Institute
- Publication year:
- 2013
- Pagination:
- 18
- Place of publication:
- London
This report draws on the findings of a cross sector survey from CMI and Penna of over 4,000 managers in the UK on management and leadership development and provides analysis of those responses from the health and social care sector. In total there were 309 respondents from the health and social care sector with the vast majority working in the NHS (221), compared to 88 in the private sector. The report looks at why good leadership and management is essential; the link between leadership and engagement, and the importance of line management; management leadership and development practice; and investing in management and leadership development. It concludes with ten tips for the health and social care sector. (Original abstract)
Money well spent?
- Author:
- BROWN Keith
- Journal article citation:
- Community Care, 29.3.07, 2007, pp.32-33.
- Publisher:
- Reed Business Information
Last year, Learn to Care, and organisation that supports workforce development across the social care sector, published a survey of its member's use of the Department of Health's workforce development grants. This article considers the results and their implications in light of recent debates of whether the current workforce development funding system is working. It is concluded that the survey results find evidence to suggest that the current system is working and fostering development and partnership.
Better learning, better performance: evidence from the 2004 learning at work survey
- Authors:
- FELSTEAD Alan, et al
- Publisher:
- National Institute for Adult Continuing Education
- Publication year:
- 2004
- Pagination:
- 50p.
- Place of publication:
- Leicester
Learning at work has become a major feature of international and national policy debates. However, there is a preoccupation with measuring and tracking the supply of qualified individuals and their subsequent participation in training events. Far less attention is paid to the learning that arises naturally out of the demands and challenges of everyday work experience. In response, a series of questions were added to the NIACE Adult Participation in Learning Survey 2004. These were designed to reveal previously under-researched (and under-surveyed) sources of learning associated with everyday work activities. Learning by doing, the workplace as classroom, workers organising and checking their own work, and, crucially, advice, understanding, coaching and counselling from line managers emerge as keys to the development of effective and productive staff.
Examining the relationships between individual, team and organizational learning in an Australian hospital
- Author:
- CHAN Christopher
- Journal article citation:
- Learning in Health and Social Care, 2(4), December 2003, pp.223-235.
- Publisher:
- Blackwell
The concept of organisational learning has continued to capture the interests of scholars and practitioners. There is widespread acceptance that learning could occur at the individual, team and organisational levels. Understanding of learning orientations at these three levels has the capacity to advance the current knowledge and practice of organisational learning. Thus, the three linkages addressed in this current study: individual learning and organisational learning; team learning and organisational learning; and individual learning and team learning. These linkages were examined in a field study of an Australian hospital, where 189 respondents participated in an organisation wide survey. Results found that individual learning was not significantly related to organisational learning. However, individual learning was a significant predictor of team learning. Team learning was significantly related to organizational learning. The implications of the research findings are discussed.
National survey of training needs for evidence-based practices
- Authors:
- TAYLOR Pam, WARNER James
- Journal article citation:
- Psychiatric Bulletin, 24(7), July 2000, pp.272-273.
- Publisher:
- Royal College of Psychiatrists
This research aimed to identify how many teaching centres have incorporated a regular journal club that takes the format of evidence-based/critical analysis style presentations into their academic programme. In addition it sought information about how successful local tutors perceived these to do and/or what problems they had encountered in establishing them.
Testing the market - the recruitment of qualified and experienced residential child care staff
- Authors:
- KARBAN Kate, MILLS Sue
- Journal article citation:
- Journal of Practice and Staff Development, 4(4), August 1995, pp.21-33.
- Publisher:
- PEPAR Publications
At a time of continuing debate concerning the future of residential child care services, many agencies have experienced some difficulty in recruiting suitably qualified and experienced staff to senior worker and manager posts. Describes a brief survey undertaken to establish which factors might attract such staff to positions within one local authority. The results of the survey highlighted the importance of agency commitment and a clear framework for supervision. In addition, some more general issues are raised concerning the professional training of residential child care staff.