Nurse Corps' impact on increasing registered nurse staffing in critical shortage areas and facilities, 2017 to 2022.

Background: The registered nurse (RN) workforce experienced critical pre-pandemic and pandemic shortages of labor in some areas in the United States. People living in these health professional shortage areas (HPSAs) may have less access to health services. The Bureau of Health Workforce within the Health Resources and Services Administration administers Nurse Corps scholarship and loan repayment programs to increase healthcare access by increasing the supply and distribution of RNs, nurse practitioners, and nurse faculty to HPSAs.

Identifying optimal survey-based algorithms to distinguish diabetes type among adults with diabetes.

Objectives: Surveys for U.S. diabetes surveillance do not reliably distinguish between type 1 and type 2 diabetes, potentially obscuring trends in type 1 among adults.

Toward standardization (part 1): assessment of state and national nursing workforce data sources.

Despite concerns expressed over the past 25 years, little progress has been made in improving the accuracy, availability, and timeliness of national data on the U.S. nursing workforce.

Should I stay or should I go? Career change and labor force separation among registered nurses in the U.S.

Efforts to retain nurses within the profession are critical for resolving the global nursing shortage, but very little research explores the phenomenon of nursing workforce attrition in the U.S. This study is the first to simultaneously investigate the timing of attrition through survival analysis, the exit path taken (career change vs.

Validating HRSA's nurse supply and demand models: a state-level perspective.

In addition to federal initiatives, solutions to the nursing shortage must also be devised at the state level. Understanding the timing and severity of the nursing shortage in a particular state is paramount to devising appropriate solutions In 2005, the Health Resources and Services Administration released new versions of the Nurse Supply Model and Nurse Demand Model designed to project the supply of RNs and demand for RNs, LPNs, and nurse aides in the United States through the year 2020. The process used by two state-level analysts to project nurse supply and demand in North Carolina using the HRSA models is described.

Educational mobility of RNs in North Carolina: who will teach tomorrow's nurses? A report on the first study to longitudinally examine educational mobility among nurses.

Objective: Affected by the current nursing shortage, schools of nursing cite a lack of qualified nursing faculty as a primary barrier to program expansion. We sought to identify patterns in how nurses' entry-level degrees and other individual characteristics correlated with the timing and achievement of subsequent advanced nursing education.

Methods: Using longitudinal analysis of data gathered as part of North Carolina's licensing renewal process, we studied the educational mobility of newly graduated RNs with a variety of entry degrees in this state.

Evidence and root causes of an inadequate pipeline for nursing faculty.

The North Carolina Center for Nursing (NCCN) examined the projected supply of nursing faculty in the state of North Carolina. Coupled with a longitudinal educational mobility study of the state's registered nurses, the forecast shows that the growing faculty shortage is real and that its root cause is a growing shortfall in the pipeline of RNs prepared educationally to pursue graduate education and assume faculty roles.

Which pasture is really greener? A research note on salary studies.

National and regional studies of nurse salaries often draw conclusions based solely on the dollar values reported. This brief research note shows the importance of including information about the cost of living into any comparative analysis of geographic differences in salaries.