Nurses working in primary and community care settings in England: Problems and challenges in identifying numbers

Centre for Research in Primary Care, University of Leeds, Leeds, UK.
Journal of Nursing Management (Impact Factor: 1.5). 12/2007; 15(8):847-52. DOI: 10.1111/j.1365-2934.2007.00746.x
Source: PubMed


Background One third of the primary care nursing workforce is aged 50 years and over. Workforce planning is essential if primary care is to ensure that there are appropriate numbers of nurses available to replace the loss of experienced nurses as they approach retirement.
Introduction As part of an ongoing study to explore the factors influencing retention of female nurses over the age of 50 years in the primary care nursing workforce, a questionnaire survey targeting all community nurses employed in five Primary Care Trusts was undertaken. Accurate statistics on the number and type of community nurse employed in the five Primary Care Trusts were sought to: (i) identify a denominator to accurately identify the response rates to questionnaires in the survey of Primary Care Trusts; and (ii) to compare the Primary Care Trust data with Department of Health statistics to investigate the accuracy of workforce data. A number of problems with locating accurate primary care nursing workforce statistics were identified.
Aim The purpose of this paper is to highlight the difficulties inherent in collating workforce data and the implications for future workforce planning, both locally and nationally. The impact on research is also highlighted.
Key issues
Conclusions Effective delivery of the NHS Plan requires a thorough understanding of the composition of the primary care nursing workforce and targets need to be based on accurate and reliable workforce statistics.

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    ABSTRACT: Health care needs in the population change through ageing and increasing multimorbidity. Primary health care might accommodate to this through the composition of practices in terms of the professionals working in them. The aim of this article is to describe the composition of primary care practices in 34 countries and to analyse its relationship to practice circumstances and the organization of the primary care system. The data were collected through a survey among samples of general practitioners (n=7183) in 34 countries. In some countries, primary care is mainly provided in single-handed practices. Other countries which have larger practices with multiple professional groups. There is no overall relationship between the professional groups in the practice and practice location. Practices that are located further from other primary care practices have more different professions. Practices with a more than average share of socially disadvantaged people and/or ethnic minorities have more different professions. In countries with a stronger pro-primary care workforce development and more comprehensive primary care delivery the number of different professions is higher. In conclusion, primary care practice composition varies strongly. The organizational scale of primary care is largely country dependent, but this is only partly explained by system characteristics. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.
    No preview · Article · Aug 2015 · Health Policy
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    • "for quality care . As a consequence , leading for quality care lacks evidence to assist organisational decision - making for mixed skill teams in the community . The assertion that quality mechanisms for confirming whether the right people are undertaking the right roles and responsibilities are not yet apparent ( Hurst 2006 , Brady et al . 2007 , Storey et al . 2007 ) is supported by our data ."
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    Full-text · Article · Apr 2012 · Journal of Nursing Management
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    ABSTRACT: This paper is a report of a study conducted to examine issues associated with the impact of age on the retention of female primary and community care nurses in the National Health Service in England. Little is known about why older nurses in the primary and community care workforce leave and what might encourage them to stay. A cross-sectional survey using a semi-structured postal questionnaire was carried out during 2005. Responses were received from 485 (61%) district nurses, health visitors, school nurses and practice nurses in five primary care trusts in England. Data were analysed to test for associations. Older nurses were more likely than younger ones to report that their role had lived up to expectations (P = 0.001). Issues important for older nurses were feeling valued and being consulted when change was implemented. Important factors encouraging nurses to stay were pension considerations, reduced working hours near retirement, and reduced workload. For those with degree-level qualifications, enhanced pay was a factor encouraging retention (P = 0.044). Nurses might leave in response to high administrative workloads, problems in combining work and family commitments (P < or = 0.001), and lack of workplace support (P = 0.029). Retirement and pensions advice was not widely available. Since two-thirds of nurses were generally happy in their role, it is important that the conditions necessary to maintain this level of satisfaction are continued throughout a nurse's working life. Nurses may all too easily consider leaving prematurely unless policy makers and managers ensure that their working environment reflects the issues nurses consider to be conducive to retention.
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