NC Department of Health and Human Services’ Post

Does your #NHS Trust have clear pathways to direct people interested in becoming nurses, midwives, ODPs and AHPs? If so, are they easy to find and access? Through Just Rs work with Trusts looking to reach and attract qualified candidates from across the UK, we always receive a constant stream of enquiries from people looking to develop careers in the health service. Often from passionate young people and their parents… What is clear to me from my conversations with these individuals (and the Trusts they wish to some day join) is the distinct gap in support and resources available for those yet to access a position or begin their studies. Far too many people are reliant on ‘who they know’ for help in navigating access to NHS careers, regardless of national recruitment campaigns… In order to stand a chance of #futureproofing the #healthcare workforce it is critical that we begin to nurture and engage these groups. Some simple but effective methods, which could quite easily be implemented on a local Trust level include: ⭐️ The development of clear career pathways, with information on routes to access, available online through a providers website ⭐️ Simple online registration of interest process for interested candidates ⭐️ A single point of contact who is responsible for engaging and converting this group through to appointment ⭐️ Opportunities for voluntary work with clear pathways for progression into the organisation ⭐️ Regular, informative open days ⭐️ Monthly / quarterly careers email newsletters to provide updates on opportunities (ideally tailored to specific groups) ⭐️ Social media content aimed at stimulating and engaging this group At Just R we specialise in the engagement and management of future talent. If your Trust is in need of a strategy you are not alone but we can help! Reach out today through a direct message.

Not at all downplaying overt bullying related to a perceived need to "initiate" new nurses; it's definitely ongoing. But covert bullying is real: assigning certain nurses to certain patients or certain shifts--I've seen it a lot with travel nurses too. Duality Systems' Balance Scheduler helps decrease perceived manager/scheduler bias by letting the computer assign nurses to shifts. No back-end balancing and no inherent human error. Our algorithm uses organizational requirements and nurse preferences to create optimal schedules near-instantly. On a med/surg unit, Balance Scheduler showed a 30% decrease in perceived schedule bias and a 99.9% improvement in time to first schedule. Not to mention a 56% improvement in schedule satisfaction. #scheduling #nurseschedules #nurses #nurseshortages #nurseleaders #nurseentrepreneur #AIoptimized #BalanceScheduler #DualitySystems

Interesting to see what models work where and how. To add some nuance to this, another perspective of this reality is that attaching police presence to social and health care needs/interventions is more likely to act as a barrier to use for many communities and populations. In certain contexts, it has been associated imeitg an increase in risky behaviors and worsened outcomes for some populations (again, understandign there’s nuance to all of this. Article here: https://lnkd.in/gsJRSE7K. ) I need us to realize from the last few years that not all communities and people equate police presence with safety (or, at the very least, it’s complicated and not Black and White). There are a number of valid historical and present reasons why some communities will feel this way, and we owe it to ourselves to be honest about this reality. Alternatively, this is an excellent time to realize that there are some similar programs and concepts that don’t inherently require police presence that have achieved similar outcomes, such as : - community paramedicine programs (info here: https://lnkd.in/gpQJyrsq ) - Community-based crisis response teams - Street Health/Nursing/Medicine/Medic teams ( article here: https://lnkd.in/gB8fSAj2 ) - Library Public Health Nurse programs (Pima County Library)( https://lnkd.in/gyEqPN72) That could fill this need if we better invested in our public health and EMS systems and colleagues. We ALREADY have nurses and medics, EMTs, public health workers, Social Workers, and other professionals/clinicians/Community Members (including many that already have the skills and training to do much of this work) that are available to do work like this. We don’t have to recreate the wheel. However, in many areas (most?), we don’t adequately invest funds in meaningfully supporting and staffing these departments and efforts in the places that usually need them most.

There are some great points in this article. But my favorite is number 5. This is something we can do now. The rest are large, long term, system wide shifts that will take years and months to achieve. It’s simply not ideal to make impactful change immediately.  Training and Education is the best way reduce incidents with immediate effect. But you can not continue to use the same cookie cutter programs that offer over priced, out dated tactics. Its obvious they are not working. Training should be tailored to your organization and your policy and procedure.  I am hopeful the other things mentioned in the article will become common place but based on what I am seeing, healthcare organizations are overburdened and do not see the need for necessary change. We hope our work with our clients will showcase how the adoption of a great workplace violence program leads to increasing recruitment/retention, increase patient satisfaction scores, increase in safety and a decrease in sentinel event. When you invest in the people who provide care, your ROI is always exponentially greater. 

Interesting article on how violence against nurses is affecting recruitment and retention. I would be interested in knowing how many of you have had staff leave due to a violent encounter at work?

So many nurses have experienced some form of nurse bullying. It makes going to work uncomfortable, the work environment is often hostile and unfortunately, it has become a normal part of the profession. It does not have to be that way, there is no place for bullying in healthcare. How can we provide compassionate care to our patients when we lack compassion for each other? #nursebullying #workplacebullying https://lnkd.in/emJigstC

Don't let the anxiety of finding a new job overwhelm you. 🙅 Job searching can be overwhelming, but remember, you're not alone! We understand the anxiety that comes with the process. ✨ Here are some tips to help you cope when you start to feel doubtful and uneasy. Take a deep breath, believe in yourself, and let's navigate this journey together. YOU care, WE care. 💖 🤙 02 98104498 📧 office@taylorcare.com.au 🔎 www.taylorcare.com.au #jobsearch #jobseeker #jobseekertips #handlingstress #jobanxiety #taylorcarerecruitment #youcarewecare #ndis #psychoogist #socialworker #counsellor #nurse #nfp #jobsinaustralia

The new year will bring about new opportunities, as well as new challenges in the workforce. Changing jobs is one thing, but finding the right one is another. Ask yourself these questions: ❓What are the things that you value the most in your future career?  ❓What are the transferable skills that you can bring to the table?  ❓How does your current job and previous experiences factor into your chances of landing your dream job? The good news is - there's a better way to find a new job. As your partner, we will work day in, day out, to find your best match in the Healthcare sector. Visit our website to check the latest jobs or drop us a call. 📞 02 98104498 📧 office@taylorcare.com.au 🔎 www.taylorcare.com.au #NewJob #Jobseeker #SocialWorkJobs #PsychologyJobs #healthcarejobs #NDISjobs #TaylorcareRecruitment #JobSearch #psychologist #socialworker #counsellor #nurse #nfp #jobsinaustralia

This is one of many professions, and trades, that have reported, and/or reached out to us from #nunavut It's no secret that #nurses have long suffered #workplacebullying #harassment #mobbing, they are top of the list for highest number of cases. Add the complexity of this location and you are feeling terribly trapped. We ask that all companies in Nunavut do the right thing. Reach out for help, it is never too late to turn this around and become a #psychologically #safe place to #work. Repair your #reputation, retain hard working #employees, and commit to #zerotolerance. Be the first to set a new normal and #doitright, don't cut corners, dismiss, or ignore the need for specialized services. We are here to help. #nursing #doctors #psychologists #socialworkers #therapists #leaders #rcmp #trades #construction #canada

The American Psychiatric Nurses Association reports that over one-third of all nurses feel unsafe at work. Violent assaults on nurses by patients cause short-term and long-term disability, psychological stress, post-traumatic stress disorder, fear, and burnout. In this article, nurse leaders propose a five-pronged approach to protect nurses. https://lnkd.in/grK_MiPG #nurse #nurseleaders #workplacesafety #workplaceviolence