Ireland began actively recruiting nurses internationally in 2000. Between 2000 and 2010, 35% of new recruits into the health system were non-EU migrant nurses. Ireland is more heavily reliant upon international nurse recruitment than the UK, New Zealand or Australia. This paper draws on in-depth interviews (N=21) conducted in 2007 with non-EU migrant nurses working in Ireland, a quantitative su...

The changing demands on the health sectors in lowand middle-income countries especially sub-Saharan African countries continue to challenge efforts to address critical shortages of the health workforce. Addressing these challenges have led to the evolution of “non-physician clinicians” (NPCs), that assume some physician roles and thus mitigate the continuing shortage of doctors in these countri...

To standardize the key building blocks of disaster health competency models (content, structure, and process), we recommend a reinterpretation of the research, development, test, and evaluation construct (RDT&E) as a novel organizing framework for creating and presenting disaster health competency models. This approach seeks to foster national alignment of disaster health competencies. For scop...

Imbalance in the health workforce is a major concern in both developed and developing countries. It is a complex issue that encompasses a wide range of possible situations. This paper aims to contribute not only to a better understanding of the issues related to imbalance through a critical review of its definition and nature, but also to the development of an analytical framework. The framewor...

This study of personnel in local health departments (LHDs) focused on two predominantly rural states: Idaho and Wyoming. Although in the same region of the country, the structure of local public health is different in each state. Idaho's regionalized LHDs are relatively autonomous, whereas Wyoming's are county based, with many public health functions retained at the state level. The majority of...

Less than 10 years ago, conventional wisdom taught that there was an oversupply of specialists in a managed care environment and that the majority of needs in cardiovascular prevention and care could be provided by generalists. Healthcare planners called for a reduction in specialty training,1–4 and a number of cardiovascular training programs went through a period of downsizing. The demand for...

‘There is no overwhelming evidence of a significant expansion in this type of employment in the 1980s. The only employment forms for which the evidence of expansion is unambiguous are self-employment and part-time employment. The latter is in any case primarily both permanent and direct employment. Temporary and contract work, homeworking and black economy work are the employment forms where ex...

An attempt has been made to assess for the period 1969-1975 the demand for consultant pathologists and the adequacy of the trainee cadre to fulfil this demand. In addition new data have been acquired on the way in which pathologists apportion their time between specialties and the availability of specialist opinion and other derived information. The demand for consultants in all specialties, wi...

DISCLOSURES: NIL ABSTRACT Aims: To compare the anaesthesia and surgical manpower in four tertiary hospitals in Nigeria and assess the anaesthesia work load in those institutions; to determine the per capita anaesthetist manpower in Nigeria (anaesthesia providers per 100,000 population) and compare with what obtains in other regions of the world. Materials and Methods: This is a multicentre stud...