BHS 499 (Computer & Information Systems) Module 4 SLP

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This paper presents the analysis of action plans which were undertaken by few health care organizations as far as recruitment and retention of nurse anesthesia faculties are concerned; and as an offshoot to the current nursing and Certified Registered Nurse Anesthetist (CRNA) faculty shortage.


ectations which are aggravated by tremendous role-related stress; new faculty members, the desire to be successful in all facets of academe; there is lack of competitiveness in salaries related to the clinical sector; too few nursing faculty members are prepared for doctoral programs; there is high faculty workload, lack of qualified applicants and less faculty are willing teach clinical courses as well as to conduct research.
Therefore, in relation to the above-mentioned nursing issues on the difficulty to recruit and retain nursing educators, the AANA Education Committee made some actions or interventions and integrated it in the strategic plans. The organization made some leadership changes which included some elements of faculty, administrative, financial, political as well as perception concerns. The team also conducted a web-based survey on CRNA faculty recruitment and retention in January 2006 in order to evaluate professional needs of nursing faculties, basis for a
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