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Artículos de revistas sobre el tema "Nursing workforce"

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Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 13 de septiembre de 2024

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1

Jones, Dorothy, Margaret Lunney, Gail Keenan y Sue Moorhead. "Standardized Nursing Languages Essential for the Nursing Workforce". Annual Review of Nursing Research 28, n.º 1 (diciembre de 2010): 253–94. http://dx.doi.org/10.1891/0739-6686.28.253.

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The evolution of standardized nursing languages (SNLs) has been occurring for more than four decades. The importance of this work continues to be acknowledged as an effective strategy to delineate professional nursing practice. In today's health care environment, the demand to deliver cost-effective, safe, quality patient care is an essential mandate embedded in all health reform policies. Communicating the contributions of professional nursing practice to other nurses, health providers, and other members of the health care team requires the articulation of nursing's focus of concern and responses to these concerns to improve patient outcomes. The visibility of the electronic health record (EHR) in practice settings has accelerated the need for nursing to communicate its practice within the structure of the electronic format. The integration of SNLs into the patient record offers nurses an opportunity to describe the focus of their practice through the identification of nursing diagnosis, interventions and outcomes (IOM, 2010). Continued development, testing, and refinement of SNLs offers nursing an accurate and reliable way to use data elements across populations and settings to communicate nursing practice, enable nursing administrators and leaders in health care to delineate needed resources, cost out nursing care with greater precision, and design new models of care that reflect nursepatient ratios and patient acuity that are data driven (Pesut & Herman, 1998). The continued use of nursing languages and acceleration of nursing research using this data can provide the needed evidence to help link nursing knowledge to evidence-driven, cost-effective, quality outcomes that more accurately reflect nursing's impact on patient care as well as the health care system of which they are a part. The evaluation of research to support the development, use, and continued refinement of nursing language is critical to research and the transformation of patient care by nurses on a global level.

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2

Seccombe, Ian y James Buchan. "London’s nursing workforce". Nursing Standard 6, n.º 26 (18 de marzo de 1992): 20. http://dx.doi.org/10.7748/ns.6.26.20.s33.

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3

White, Kathleen M. "Nursing workforce legislation". Nursing Management (Springhouse) 37, n.º 1 (enero de 2006): 56. http://dx.doi.org/10.1097/00006247-200601000-00013.

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4

McGillis Hall, Linda y Ann McMahon. "Nursing workforce research". Journal of Research in Nursing 16, n.º 6 (noviembre de 2011): 485–86. http://dx.doi.org/10.1177/1744987111422428.

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5

Malloch, Kathy, Sally Davenport y Carol Hatler. "Nursing Workforce Management". JONA: The Journal of Nursing Administration 33, n.º 10 (octubre de 2003): 538–43. http://dx.doi.org/10.1097/00005110-200310000-00009.

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6

Hunt, Jennifer M. "Nursing Workforce Planning". Journal of Advanced Nursing 20, n.º 1 (julio de 1994): 203. http://dx.doi.org/10.1046/j.1365-2648.1994.20010202-5.x.

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7

Price, Bob. "Nursing workforce planing". Nurse Education Today 14, n.º 3 (junio de 1994): 252. http://dx.doi.org/10.1016/0260-6917(94)90104-x.

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8

Koenig, Heather, Rachel Bryan y Jodi Nudelman. "Nursing Home Workforce". Health Affairs 43, n.º 9 (1 de septiembre de 2024): 1341. http://dx.doi.org/10.1377/hlthaff.2024.00362.

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9

Graham, Elizabeth M. y Christine Duffield. "An ageing nursing workforce". Australian Health Review 34, n.º 1 (2010): 44. http://dx.doi.org/10.1071/ah09684.

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There are well documented workforce shortages in nursing. Many strategies have been suggested to resolve the issue, including increasing migration or training places, changing skill mix or nurses’ roles, redesigning nursing work, and greater use of unregulated or unlicensed workers. One of the contributing and growing factors is the ageing of the workforce, but methods of retaining older employees have been given very little attention. This paper examines the impact of ageing on individuals, the ageing nursing workforce and the implications for government policy given its current status. What is known about the topic?A generation of ‘baby boomer’ nurses are reaching retirement age. The nursing workforce is in crisis due to there being less entrants to the workforce as a result of lower birth rates, wider choices of career, and nurses leaving the profession for less stressful, more satisfying jobs. What does this paper add?This paper outlines the necessity for the employment of retention strategies for older nurses in the workforce. It dispels myths about the functional capabilities of ageing nurses. What are the implications for practitioners?Health managers should canvass ageing nurses to discover strategies that would encourage them to extend their working life. Only then could it become feasible to plan practical solutions to ease the global nursing shortage.

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10

Morgan, Sandy y Patricia Tobin. "Managing the nursing workforce". Nursing Management (Springhouse) 35 (octubre de 2004): 4–5. http://dx.doi.org/10.1097/00006247-200410004-00001.

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11

Prescott, Patricia. "The Enigmatic Nursing Workforce". JONA: The Journal of Nursing Administration 30, n.º 2 (febrero de 2000): 59–65. http://dx.doi.org/10.1097/00005110-200002000-00003.

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12

Morgan, Sandy y Patricia Tobin. "Managing the nursing workforce". JONA: The Journal of Nursing Administration 34, Travel Suppl (octubre de 2004): 4–5. http://dx.doi.org/10.1097/00005110-200410001-00001.

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13

Olinger, Betty H. "Increasing Nursing Workforce Diversity". Nurse Educator 36, n.º 2 (marzo de 2011): 54–55. http://dx.doi.org/10.1097/nne.0b013e31820b4fab.

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14

Hill, Karen S. "Reflections on Nursing Workforce". JONA: The Journal of Nursing Administration 45, Supplement (octubre de 2015): S3—S4. http://dx.doi.org/10.1097/nna.0000000000000245.

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15

Day, Cindy. "Engaging the Nursing Workforce". Nursing Administration Quarterly 33, n.º 3 (julio de 2009): 239–44. http://dx.doi.org/10.1097/naq.0b013e3181accb31.

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16

Rocchio, Betty Jo, Jill D. Seys, Denise L. Williams, Barbara J. Vancil y Molly M. McNett. "The Postpandemic Nursing Workforce". Nursing Administration Quarterly 47, n.º 1 (9 de noviembre de 2022): 4–12. http://dx.doi.org/10.1097/naq.0000000000000555.

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17

Fulton, Janet S. "Rebuilding the Nursing Workforce". Clinical Nurse Specialist 37, n.º 1 (enero de 2023): 3–4. http://dx.doi.org/10.1097/nur.0000000000000725.

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18

Hoyt, Erica E., Desiree A. Díaz y Mindi Anderson. "Nurturing a Nursing Workforce". Nursing Administration Quarterly 48, n.º 2 (29 de marzo de 2024): 156–64. http://dx.doi.org/10.1097/naq.0000000000000625.

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Nurses' demands and challenges can sometimes lead to burnout, compassion fatigue, and a lack of focus on self-care. Implementing innovative strategies, such as role-play, may be instrumental in nurturing and rejuvenating the health care workforce. Role-play simulations offer a promising method to support essential skills and practices for health care workers. Using health care simulation is a widely accepted method to enhance critical thinking and decision-making among health care professionals. The International Nursing Association for Clinical Simulation and Learning (INACSL) Standards Committee in 2021 released the Healthcare Simulation Standards of Best Practice (HSSOBP), providing a structured framework to build and implement quality simulation-based education. These standards guide simulation scenarios' development, implementation, and evaluation, ensuring they align with educational objectives and promote experiential learning. This article describes role-play and how to develop and implement role-play scenarios built upon the HSSOBP.

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19

Moss, Colleen. "Neonatal Nursing Workforce Issues". Journal of Perinatal & Neonatal Nursing 38, n.º 2 (abril de 2024): 108–9. http://dx.doi.org/10.1097/jpn.0000000000000829.

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20

While, Alison. "District nursing workforce issues". British Journal of Community Nursing 29, n.º 8 (2 de agosto de 2024): 364–66. http://dx.doi.org/10.12968/bjcn.2024.0061.

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21

Deravin, Linda, Karen Francis y Judith Anderson. "Choosing a nursing career: Building an indigenous nursing workforce". Journal of Hospital Administration 6, n.º 5 (18 de septiembre de 2017): 27. http://dx.doi.org/10.5430/jha.v6n5p27.

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Introduction: This paper provides an overview of the impact of government policy in supporting the growth of an Indigenous nursing workforce in New South Wales and Australia.Methods: Publically available nursing workforce performance reports along with current literature were reviewed to provide a perspective on the current situation.Results and discussion: The National partnership agreement on closing the gap in Indigenous health outcomes indicated that to improve Indigenous health outcomes, significant investment is required with particular reference to increasing an Indigenous workforce. As nurses comprise the majority of the health workforce a number of strategies and initiatives have been put in place to support this agreement. Even though there has been commitment through government policy and funding initiatives it is questionable if this is having any real impact on growing an Indigenous nursing workforce.Conclusions: Recruitment strategies that will increase the number of Indigenous nurses within the health workforce requires a multilevel approach. Despite efforts to increase Indigenous nursing workforce numbers, there has been limited impact to any real successful gains since 2008. Building and growing an Indigenous nursing workforce that will support the “Closing the Gap” initiative will require significant continuing effort.

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22

Drennan, Vari M. "More care out of hospital? A qualitative exploration of the factors influencing the development of the district nursing workforce in England". Journal of Health Services Research & Policy 24, n.º 1 (12 de mayo de 2018): 11–18. http://dx.doi.org/10.1177/1355819618769082.

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Objectives Many countries seek to improve care for people with chronic conditions and increase delivery of care outside of hospitals, including in the home. Despite these policy objectives in the United Kingdom, the home visiting nursing service workforce, known as district nursing, is declining. This study aimed to investigate the factors influencing the development of district nursing workforces in a metropolitan area of England. Methods A qualitative study in a metropolitan area of three million residents in diverse socio-economic communities using semi-structured interviews with a purposive sample of senior nurses in provider and commissioning organizations. Thematic analysis was framed by theories of workforce development. Findings: All participants reported that the context for the district nursing service was one of major reorganizations in the face of wider National Health Service changes and financial pressures. The analysis identified five themes that can be seen to impact the ways in which the district nursing workforce was developed. These were: the challenge of recruitment and retention, a changing case-mix of patients and the requirement for different clinical skills, the growth of specialist home visiting nursing services and its impact on generalist nursing, the capacity of the district nursing service to meet growing demand, and the influence of the short-term service commissioning process on the need for long-term workforce development. Conclusion There is an apparent paradox between health policies which promote more care within and closer to home and the reported decline in district nursing services. Using the lens of workforce development theory, an explanatory framework was offered with factors such as the nature of the nursing labour market, human resource practices, career advancement opportunities as well as the contractual context and the economic environment.

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23

Welch, Susan, Kristi Acker, Wanda Burton, Michelle Cheshire, Andrea Sartain, Monika Wedgeworth y Teresa Welch. "Nursing Faculty Workforce Development Project". Nursing Administration Quarterly 47, n.º 4 (octubre de 2023): 296–305. http://dx.doi.org/10.1097/naq.0000000000000602.

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A proposed nursing faculty workforce development project by a college of nursing within a research-intensive institution will increase the number of nurse faculty from the current population of BSN-prepared nurses from underserved communities in a state to earn a master of science in nursing (MSN) degree with a nursing education specialty. This project will be accomplished through partnerships between a college of nursing and academic institutions with large nursing student populations from underserved communities. In addition, the project will incorporate the employment of MSN students at academic partner institutions within a clinical nurse faculty role. The proposed project will continue after an initial federally funded grant to continue the project and address the nurse faculty shortage from diverse populations and advance health equity and culturally congruent health care in the state. The project will also enhance partnership building with stakeholders, such as statewide academic institutions, to impact underserved communities.

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24

Chiarella, Mary y Jessica K. Roydhouse. "Hospital churn and casemix instability: implications for planning and educating the nursing workforce". Australian Health Review 35, n.º 1 (2011): 95. http://dx.doi.org/10.1071/ah09862.

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Health workforce planning is a priority for Australian governments at both state and federal levels. Nursing shortages are a significant problem and addressing these shortages is likely to be a component of any workforce plan. This paper looks at the case of hospital nursing and argues that casemix, workforce and management instability inhibit workforce planning for hospital nursing. These issues are related and any efforts to objectively plan the hospital nursing workforce must seek to address them in order to succeed. What is known about the topic? Multiple Australian jurisdictions are looking at the issue of health workforce planning. The nursing workforce is a major component of the health workforce and nursing shortages are a problem affecting many healthcare systems and hospitals, and present significant challenges to planning for the nursing workforce. What does this paper add? This paper explores the barriers to health workforce planning with regard to acute-care hospital nursing and identifies three inter-related instabilities that are obstacles to objective health workforce planning for this group of health professionals. In addition, the paper sets out strategies to address these instabilities, most specifically in relation to the role and preparation of acute-care nurses. What are the implications for practitioners? The paper provides insight into the factors that affect workforce planning and the relationships between them, and the implications of these factors for nurses’ skill and educational requirements.

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25

Messmer, Patricia R. y Marian C. Turkel. "Magnetism and the Nursing Workforce". Annual Review of Nursing Research 28, n.º 1 (diciembre de 2010): 233–52. http://dx.doi.org/10.1891/0739-6686.28.233.

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The focus of this chapter is to highlight practice exemplars and research findings related to the five components of the new Magnet Model®. A brief overview of the historical development and professional evolution of the American Nurses Credentialing Center (ANCC) Magnet Recognition Program® is presented followed by a brief overview of the original fourteen forces of magnetism. Content related to empirical practice-based research framed under the components of transformational leadership; structural empowerment; exemplary professional practice; new knowledge, innovation, and improvement; and empirical outcomes is presented and discussed. The authors provide key findings from scholarly publications and describe how the findings contribute to the creation of work environments based on the tenets of magnetism. The chapter concludes with a brief over of the ANCC Pathway to Excellence Program®.

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26

Sherman, Rose O. "A Very Different Nursing Workforce". Nurse Leader 20, n.º 2 (abril de 2022): 109–10. http://dx.doi.org/10.1016/j.mnl.2021.12.019.

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27

While, Alison. "Valuing the district nursing workforce". British Journal of Community Nursing 27, n.º 1 (2 de enero de 2022): 5. http://dx.doi.org/10.12968/bjcn.2022.27.1.5.

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28

Villarruel, Antonia, Deborah Washington, William T. Lecher y Nefertari A. Carver. "A More Diverse Nursing Workforce". AJN, American Journal of Nursing 115, n.º 5 (mayo de 2015): 57–62. http://dx.doi.org/10.1097/01.naj.0000465034.43341.b1.

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29

&NA;. "Embracing a diverse nursing workforce". Nursing Made Incredibly Easy! 11, n.º 1 (2013): 4. http://dx.doi.org/10.1097/01.nme.0000423377.91140.37.

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30

Knowles, Judie. "Establishing a sustainable nursing workforce". Nursing Management 17, n.º 4 (23 de junio de 2010): 34–36. http://dx.doi.org/10.7748/nm2010.07.17.4.34.c7848.

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31

NAPNAP. "Position statement on nursing workforce". Journal of Pediatric Health Care 16, n.º 3 (mayo de 2002): 36A. http://dx.doi.org/10.1067/mph.2002.123135.

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32

Holland, Cecil. "Investing in our nursing workforce". Nursing Management (Springhouse) 46, n.º 9 (septiembre de 2015): 8–10. http://dx.doi.org/10.1097/01.numa.0000470775.02484.c0.

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33

NAPNAP. "Position statement on nursing workforce". Journal of Pediatric Health Care 16, n.º 3 (mayo de 2002): 36. http://dx.doi.org/10.1016/s0891-5245(02)55459-6.

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34

Aiken, Linda H. "Transformation of the nursing workforce". Nursing Outlook 43, n.º 5 (septiembre de 1995): 201–9. http://dx.doi.org/10.1016/s0029-6554(05)80005-3.

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35

Cai, Yi, Zongfu Mao, Kirsten Corazzini, Marcia A. Petrini y Bei Wu. "Nursing Workforce in Hubei China". Holistic Nursing Practice 29, n.º 6 (2015): 370–76. http://dx.doi.org/10.1097/hnp.0000000000000112.

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36

Williams, Ged F., Wendy Chaboyer y Elizabeth Patterson. "Australia's Nursing Workforce in Perspective". JONA: The Journal of Nursing Administration 30, n.º 6 (junio de 2000): 304–8. http://dx.doi.org/10.1097/00005110-200006000-00008.

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37

Katz, Paul R., Jurgis Karuza, Larry Lawhorne y John F. Schnelle. "The Nursing Home Physician Workforce". Journal of the American Medical Directors Association 7, n.º 6 (julio de 2006): 394–98. http://dx.doi.org/10.1016/j.jamda.2006.05.003.

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38

Rafferty, Anne Marie y Sean P. Clarke. "Nursing workforce: A special issue". International Journal of Nursing Studies 46, n.º 7 (julio de 2009): 875–78. http://dx.doi.org/10.1016/j.ijnurstu.2009.04.012.

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39

Kowalski, Karren. "Nursing Workforce of the Future". Perioperative Nursing Clinics 2, n.º 4 (diciembre de 2007): 265–72. http://dx.doi.org/10.1016/j.cpen.2007.08.002.

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40

O’Hara, Charlie y Michaela Reid. "Characterizing the Telehealth Nursing Workforce". Journal of Nursing Regulation 15, n.º 1 (abril de 2024): 80–87. http://dx.doi.org/10.1016/s2155-8256(24)00031-0.

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41

Blouin, Ann Scott. "Innovations in Nursing Workforce Management". JONA: The Journal of Nursing Administration 53, n.º 11 (noviembre de 2023): 601–6. http://dx.doi.org/10.1097/nna.0000000000001352.

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Addressing the current and future nursing workforce shortage is the most pressing topic on healthcare leaders' agenda. The pandemic worsened a looming problem, driven both by supply and demand. Classic strategies deployed in past shortages are useful but are not sufficient to guide scarce resource management in the future. Emerging innovative technology solutions, carefully selected and evaluated, can supplement and enhance past strategies.

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42

Cheshire, Michelle H., Norma Graciela Cuellar, Jennifer M. Figueroa-Delgado y Patricia Rojas. "A Nursing Workforce Initiative: Increasing the Latino/Hispanic BSN Workforce". Hispanic Health Care International 18, n.º 2 (17 de febrero de 2020): 117–20. http://dx.doi.org/10.1177/1540415320904929.

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Of the 3 million nurses in the United States, only 5.4% of registered nurses are Latinos. This is a grave concern since the U.S. Census’ projected increase of Latinos in the United States is expected to be 28% by 2060. In 2010, the Institute of Medicine report recommended a diverse workforce in health care to improve health outcomes. However, the increase in the Latino nursing workforce continues to be low compared to with the population of Latinos in the country. The National Association of Hispanic Nurses and the University of Alabama partnered to increase the number of baccalaureate-prepared registered nurses in the workforce. BAMA-Latino Project (BAMA-L) is a Health Resources and Services Administration–funded program to increase the diversity of registered nurses in the nursing workforce. The purpose of this article is to present the development and implementation of BAMA-L.

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43

Livesay, Karen, Ruby Walter, Sascha Petersen y Lin Zhao. "Are women nursing academics represented in university leadership positions?" Journal of University Teaching and Learning Practice 19, n.º 1 (8 de marzo de 2022): 107–21. http://dx.doi.org/10.53761/1.19.1.07.

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The nursing workforce constitutes the largest professional health workforce in Australia. Nursing is traditionally a female dominated profession. This study reviewed Australian universities that provide entry to practice nursing education. The study identified the distribution of females and males in leadership in nursing education, the positioning of the discipline in the university, and where nurses occupy leadership roles above the nursing discipline (faculty/college). Of the 37 universities that offered entry to practice nursing, more females were evident. However, more men were evident in academia than the proportion of men in nursing outside of the academic setting. Leadership nomenclature varied within each nursing discipline group reviewed. This study demonstrated that the number of nursing academics has decreased since the late 1990’s. The nursing workforce is still a significant contributor to the academic workforce and yet numbers of nurse academics working in roles senior to their discipline were few. This paper discusses how the nursing workforce as predominantly female, has implications to both females and males, and may impact opportunities for leadership and promotion to senior roles.

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44

Williams, Ged, Jeffrey Souter y Claire Smith. "The Queensland Emergency Nursing Workforce Tool: A prototype for informing and standardising nursing workforce projections". Australasian Emergency Nursing Journal 13, n.º 3 (agosto de 2010): 89–96. http://dx.doi.org/10.1016/j.aenj.2010.05.003.

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45

Green, Alexia, Aileen Kishi y M. Christina R. Esperat. "State Policy and Research Initiatives Focused on Improving Nursing Workforce An Integrative Literature Review". Annual Review of Nursing Research 28, n.º 1 (diciembre de 2010): 63–112. http://dx.doi.org/10.1891/0739-6686.28.63.

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The purpose of this chapter is to examine to and synthesize nursing workforce research and policy initiatives at the state level. An integrative literature review was systematically conducted using Ganong's Stages of an Integrative Research Review (1987). Searches were limited to English-language publications in the years from 2000 to 2010 which focused on workforce issues in the United States. A total of 155 published articles were included in this review. Overall, the literature indicated that significant research is examining nursing workforce issues and that states are actively engaged in policy initiatives to address nursing workforce issues, particularly those related to a shortage of nurses and faculty. The findings also indicated a major disconnect between nursing workforce research and patient outcomes research. Recommendations include connecting research and policy links between nursing workforce research and patient outcomes research and creating clear correlations to system-level determinants of quality. Additional implications for further research are provided which include the important role of nurse researchers in connecting nursing care and nurse staffing to processes and outcome measures, which demonstrate the financial impact upon health care.

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46

Oldman, Crystal. "A depleted workforce". Journal of Health Visiting 10, n.º 8 (2 de agosto de 2022): 348–50. http://dx.doi.org/10.12968/johv.2022.10.8.348.

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The decline of the nursing and health visiting workforce in the community appears to be in conflict with the aims and objectives of the NHS Long Term Plan, says Crystal Oldman. Where is the workforce plan to address the problem?

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47

Holaday, Louisa y Jasmine Travers. "REBUILDING THE NURSING HOME WORKFORCE: A TIME FOR CHANGE". Innovation in Aging 6, Supplement_1 (1 de noviembre de 2022): 303. http://dx.doi.org/10.1093/geroni/igac059.1198.

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Abstract The COVID-19 pandemic magnified several long-standing problems in nursing homes, including issues within the nursing home workforce. Issues include staffing shortages, high turnover, low pay, inadequate training, poor treatment and limited access to resources. Research suggests that workforce issues of these kinds have the potential to significantly threaten and further increase disparities in the quality of care for nursing home residents. Thus, solutions are needed that ensures the nursing home workforce receives adequate investment so that these critical personnel are able to more effectively do the work that they do. In this presentation, workforce issues salient within the nursing home setting will be elaborated and potential solutions to mitigating these issues will be discussed.

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48

Cleary, Brenda L. "North Carolina Center for Nursing and the Nursing Workforce". North Carolina Medical Journal 65, n.º 2 (marzo de 2004): 112–14. http://dx.doi.org/10.18043/ncm.65.2.112.

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49

Debisette, Annette Tyree, Irene Sandvold, Barbara Easterling y Angela Martinelli. "An Integrative Review of Nursing Workforce Studies". Annual Review of Nursing Research 28, n.º 1 (diciembre de 2010): 317–38. http://dx.doi.org/10.1891/0739-6686.28.317.

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The purpose of this chapter is to present an analysis of selected published nursing workforce studies published between the years of 2005 and 2010. Thirteen nursing workforce studies were reviewed and analyzed using a modification of the method suggested by Ganong (1987). Nursing workforce studies were selected based on the following criteria: (1) the date of publication was between the years of 2005 and 2010; (2) the primary focus was on nurses working in practice; or, as students or faculty in nursing educational programs. When reviewed, the 13 studies (1) lacked uniform measures among databases; (2) lacked longitudinal studies that followed the respondent over time from the beginning of their career to retirement; (3) had response rates that contributed to small sample sizes or sampling frame that did not take into consideration all characteristics of interest; (4) lacked attention to an interdisciplinary mix of providers; and (5) implied the need for future study on intergenerational characteristics due to shifting demographics in the profession and nursing workforce.

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50

Piercy, Hilary, Gill Bell, Charlie Hughes, Simone Naylor y Christine Bowman. "A workforce in jeopardy: identifying the challenges of ensuring a sustainable advanced HIV nursing workforce". Journal of Research in Nursing 23, n.º 8 (5 de julio de 2018): 646–56. http://dx.doi.org/10.1177/1744987118780913.

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Background HIV services in England face substantial challenges arising from financial pressures and changes to commissioning. A sustainable HIV specialist nursing workforce will be vital to enable them to respond to those challenges. Aims This paper examines the current workforce situation in HIV services across the country. Methods This mixed-method study involved semi-structured interviews with 19 key stakeholders and with 44 nurses/physicians from 21 purposively selected HIV services across England. Data were interpreted using a framework analysis approach. Results ‘Building a career in HIV nursing’ identified problems associated with retention and recruitment. Changes in commissioning are disrupting common career routes from sexual health to HIV nursing, and a perceived lack of a clear career pathway was seen as a barrier to recruitment. ‘Developing a specialist workforce’ explored the professional development of the current workforce, which was hampered by poor access to funding or study time for advanced study and the absence of an HIV-specific advanced nursing qualification. Conclusions The HIV nursing workforce, which provides an increasing proportion of HIV care, is facing serious recruitment and retention challenges. A strategic approach to workforce development and training is essential to overcome systemic barriers and secure the next generation of skilled practitioners.

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