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Academic Neuroradiology: 2023 Update on Turnaround Time, Financial Recruitment, and Retention Strategies.
AJNR Am J Neuroradiol
November 2024
Department of Radiology (T.K.), University of Wisconsin-Madison, Madison, Wisconsin.
The ASNR Neuroradiology Division Chief Working Group's 2023 survey, with responses from 62 division chiefs, provides insights into turnaround times, faculty recruitment, moonlighting opportunities, and academic funds. In emergency cases, 61% aim for a turnaround time of less than 45-60 minutes, with two-thirds meeting this expectation more than 75% of the time. For inpatient CT and MR imaging scans, 54% achieve a turnaround time of 4-8 hours, with three-quarters meeting this expectation at least 50% of the time.
View Article and Find Full Text PDFHow Healthcare Can Find Its Way Through the Workforce Crisis.
Front Health Serv Manage
July 2022
Tresha D. Moreland, FACHE, CHRO,is a consultantand founder of HR C-Suite based in Rapid City, South Dakota.
"Using a blindfold, I want you to find your way to the front door of the school building," our elementary schoolteacher instructed. This was to teach us what it would be like to live without vision. We lined up on one side of the schoolyard and took turns when the teacher called our name.
View Article and Find Full Text PDFIdentifying effective retention strategies for front-line nurses.
Nurs Manag (Harrow)
February 2022
College of Management and Technology, Walden University, Minneapolis, MN, US.
Background: Nurse retention is a significant issue worldwide, with many nurses planning to leave the profession. Therefore, it is crucial that healthcare organisations and senior leaders identify effective strategies for retaining their employees, who are their most valuable assets.
Aim: To explore strategies to reduce the voluntary turnover of front-line nurses from the perspective of senior healthcare leaders.
Perfusion Recruitment Strategies Using Choice-Based Conjoint Analysis.
J Extra Corpor Technol
September 2020
University of Nebraska Medical Center, Loveland, Ohio.
Perfusionists are leaving the workforce in higher rates as baby-boomers retire, yet the volume of cases involving perfusion continues to increase. This change has resulted in a high-demand market with organizations competing for the same candidates. The purpose of this study was to use a choice-based conjoint (CBC) analysis to determine what attributes of employment opportunities are most important to perfusionists so hiring organizations are better equipped to produce employment offers specific to each candidate.
View Article and Find Full Text PDFExploring incentives for RNs to return to practice: a partial solution to the nursing shortage.
J Prof Nurs
April 2007
Doisy College of Health Sciences, School of Nursing, St. Louis University, St. Louis, MO 63104, USA.
Although many have suggested strategies to resolve the nursing shortage, few have considered inactive RNs. This pilot study investigated reasons why nurses leave the practice, the type of work environment and resources necessary to entice RNs to return to practice, and the specific skills required to assist RNs in feeling confident and competent to return to practice. Herzberg's Two-Factor Theory was used to study motivation and hygiene factors enticing RNs to practice.
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