Daily Mail 03/09/18 Names of Selected Candidates To The Zambia Police Service

The Zambia Police will publish the second list of those selected into the Zambia Police Service in Daily Mail Newspaper today.


We will publish the list here as soon as we have a copy.


Please  do check back in the day

New Zealand Nurses aren’t getting their $2000 lump sum in their accounts

Nurses are upset they aren’t receiving the full lump sum payouts that were agreed at the district health boards’ pay deal that was struck this month.

The maximum gross payout agreed on was $2000, but people on the Facebook page “New Zealand, please hear our voice” are claiming to have been paid less than $1000.

But that’s because the payouts are subject to deductions for taxes, student loans and Kiwisaver, and they’re adjusted to reflect the hours a nurse worked.

As a part of the NZNO agreement with the district health boards, nurses were to get a lump sum payout.


As a part of the NZNO agreement with the district health boards, nurses were to get a lump sum payout.

New Zealand Nurses Organisation [NZNO] Industrial Advisor DHB, Lesley Harry, said: “I’m surprised to hear that people didn’t expect a lump sum to be taxed. Certainly our presentation to members was that it was the gross amount that the lump sum applies.”

Asked if nurses should have known their payments would be taxed, Harry said: “Well, I would have thought so.”

Many of those commenting on the payout were unhappy they wouldn't be receiving the full $2000.


Many of those commenting on the payout were unhappy they wouldn’t be receiving the full $2000.

Hamilton nurse Beka Mills said she’d been paid $1000 in a lump sum. She said nurses hadn’t realised how much a $2000 payout could be taxed.

Based on her hours worked, her gross payout should have been $1800, she said.

She hadn’t seen her full payslip yet, but thought the other $800 must have gone to tax, her student loan and Kiwisaver.

It appears that many nurses' lump sum payouts had been reduced significantly by taxes, student loan payments and Kiwisaver.


It appears that many nurses’ lump sum payouts had been reduced significantly by taxes, student loan payments and Kiwisaver.

“From what I’ve talked about with a lot of my colleagues is that nurses aren’t trained and don’t really work in numbers a lot, apart from in medication, and so I think that a lot of nurses sold themselves short because they didn’t actually sit down and do the calculations and say ‘what does this actually mean, what is actually going to be in my pocket from this deal’,” Mills said.

Asked if she thought nurses would be criticised for not having known lump sums would be taxed, Mills said: “Absolutely.

“I definitely did my calculations but still, from what’s going around, it caught a lot of people by surprise … I think that a lot of nurses are feeling quite deflated.”

One of many comments about the payout on the Facebook page "New Zealand, please hear our voice".


One of many comments about the payout on the Facebook page “New Zealand, please hear our voice”.

For many nurses, the payout had been a “big seller” in the pay deal or multi-employer collective agreement (MECA).

Harry said: “All aspects of the monetary offer, including the [lump] payment and increases to pay rates that we present are gross amounts. The tax regime varies depending on a person’s income.

“We’re not in a position to be able to calculate what the members will get after tax.”

NZNO had received “lots and lots” of queries about the lump sums and other issues relating to the agreement.

“At the moment, the lump sum is on the members’ mind as they wait for theirs … We have been in constant mode trying to respond to these queries.”

Ministry of Health internal and stakeholder communications advisor Blair Cunningham said the lump sum was to be paid “as soon as possible” once the pay deal had been ratified.

“Given the lump sum is paid out by District Health Boards, it will be up to each DHB to determine when these are made.

“The lump sum payments for both part-time and casual employees will be based on actual hours worked over the previous 12 months, up to the equivalent of 1 FTE.”

Harry said nurses, midwives and healthcare assistants in the DHB sector would all receive a lump payout.

“Some members will have their lump sum payments already and some members will need to wait until late September for their payment.”

Nurses, healthcare assistants and midwives and DHBs agreed on a MECA in early August following strike action, with more threatened.

 – Stuff

Ohio Bill 726 would give Registered Nurse Practitioners Independence From Doctors

A new Ohio General Assembly bill would allow advanced practice registered nurses to work independently of physicians, an idea the Ohio State Medical Association calls potentially dangerous to patients.

Rep. Theresa Gavarone, a Bowling Green Republican, said House Bill 726 addresses primary care physician shortages throughout the state. But the medical association disputes there are shortages.

Advanced practice registered nurses, called APRNs, diagnose and treat diseases and can prescribe medicine.

APRNs must enter mandatory collaboration agreements with doctors under Ohio law, said Jesse McClain, president of the Ohio Association of Advanced Nurse Practitioners — which supports the bill.

McClain in a statement described the agreements as “little more than a fee APRNs pay to a physician in order to practice. Far from collaboration, this contract requires APRNs to provide a subset of their charts to physicians for review, while no actual collaboration regarding patient care occurs between the contracted physicians and APRNs.”

Over 20 U.S. states and the Veterans Administration allow APRNs to practice independently of doctors, Gavarone said. She would like Ohio to be another state that gives more independence to the nurses.

The medical association, on the other hand, argues that physicians undergo expensive, intensive training to understand the human body. APRNs provide a valuable service, but physicians need to lead medical teams because of their extensive knowledge, said Reggie Fields, a spokesman for the medical association.

A similar bill to HB 726 was introduced during the 2015-2016 Ohio legislative session.

Fields said the medical association worked with lawmakers to amend the bill, removing the provision that APRNs work independently in exchange for some changes to how the nurses practice – including removing a 15-hour externship requirement that had been necessary before they could have prescribing authority.

Fields said it’s disappointing that the bill is back.

“The elected leaders agreed that physicians should remain at the head of the medical team providing care for patients in the state of Ohio,” he said.

Gavarone and Fields both use data from the Association of American Medical Colleges to make a case that there are enough — or not enough — doctors in Ohio.

Fields pointed to last year’s study that showed Ohio has 93.9 primary care physicians per 100,000 people. The national average was 90.8 physicians. Ohio also has more younger physicians compared to other states: The state has the sixth lowest percentage of doctors over age 60 – at 27.5 percent. Nationally, the average is 30.3 percent.

Gavarone pointed to a Plain Dealer report showing that there has been a steadily increasing doctor shortage across the nation – with Cleveland Clinic, MetroHealth System and University Hospitals saying they needed primary and specialty care doctors. The state is aging, which means more demand for doctors.

Her district spans all of Wood County, population 130,000.

“You’d be surprised to know how far of a drive it is in certain parts of the county to see a primary care physician — much less a specialist,” she said.

Access to care is a priority to Gavarone, who also is sponsoring a bill that would allow psychologists to obtain a master’s degree in psychopharmacology, undergo training and supervision and be able to prescribe psychotropic medicine to patients. She said she’s concerned about mental health. Other places, such as Illinois and all branches of the U.S. military, permit it.

The medical association also opposes that bill, saying people with Ph.Ds in psychology – even with the extra training – don’t understand how drugs interact in the body with other drugs and medical conditions outside the scope of mental health.

Source: https://www.cleveland.com/open/index.ssf/2018/08/ohio_bill_would_give_advance_p.html

Nurses’ Role in Educating Patients to Reduce Health Risks of Prolonged Sedentary Time

Sitting for too many hours per day, or sitting for long periods without a break, is now known to increase a wide range of health risks, even if one engages in recommended amounts of physical activity. The health risks of prolonged sedentary time – and nurses’ role in reducing those risks – are discussed in an integrative literature review and update in the September issue of the American Journal of Nursing. The journal is published in the Lippincott portfolio by Wolters Kluwer.

But while the evidence on the adverse effects of prolonged sedentary time continues to grow, further studies are needed to determine “the most effective and practical interventions for reducing habitual sitting,” according to the article by Linda Eanes, EdD, MSN, of the School of Nursing at the University of Texas Rio Grande Valley, Edinburg. She writes, “Nurses have a pivotal role to play in increasing public awareness about the potential adverse effects of high-volume and prolonged uninterrupted sitting.”

Health Risks of Too Much Sitting – What’s the Evidence?

In recent years, studies have shown a direct relationship between prolonged sitting and the risk of several chronic health conditions. Increased health risks have been reported both for high-volume sitting, such as sitting for seven or more hours per day, and for prolonged uninterrupted sitting, such as sitting for 30 minutes or longer without a break. The health risks of prolonged sitting are independent of whether the person participates in recommended physical activity.

In her review, Dr. Eanes summarizes pivotal studies showing the association between high-volume and prolonged uninterrupted sitting and health risks including cardiovascular disease, diabetes, and all-cause mortality. In conjunction with obesity, sedentary time is also linked to an increased risk of certain cancers, including ovarian, endometrial, and colon cancer.

How does too much sitting increase health risks? Immobility decreases stimulation of weight-bearing muscles, leading to decreased activity of an enzyme (lipoprotein lipase) that plays an essential role in lipid metabolism, including production of high-density lipoprotein cholesterol (the so-called “good” cholesterol) as well as uptake of glucose from the blood. In contrast, breaking up sedentary times with frequent bouts of standing or slow walking may reduce these metabolic risks–although the optimal levels of standing or walking remain unclear.

Nurses and other healthcare professionals now have a new priority: educating patients about the health risks of prolonged sedentary time and making suggestions to reduce and interrupt sitting times. Proposed interventions include using a standing desk or taking frequent walking or standing breaks, as well as the use of computer or smartphone reminders to take brief physical activity breaks during the day.

But questions remain about the most effective ways to address high-volume or uninterrupted sitting, including the “dose-response relationships” between sedentary behavior, taking breaks, and various health outcomes. In contrast to efforts to increase physical activity, merely providing people with information and education might be effective in promoting reduction of sedentary behavior. “Much more research is needed in the field of inactivity physiology,” according to the author.

While it’s still important to promote regular physical activity, nurses should pay more attention to evaluating total daily sitting time, and to understanding the individual, social, occupational, and community/environmental factors that contribute to it. “Nurses can also actively encourage all patients, regardless of demographics, to balance sedentary behavior and physical activity simply by taking more frequent standing or walking breaks,” Dr. Eanes writes. She believes that nurses are well positioned to contribute to research on the health risks associated with prolonged sitting – and the most effective interventions for reducing those risks.


Click here to read “CE: Too Much Sitting A Newly Recognized Health Risk”

DOI: 10.1097/01.NAJ.0000544948.27593.9b

About American Journal of Nursing

American Journal of Nursing is the most honored broad-based nursing journal in the world. Peer reviewed and evidence-based, it is considered the profession’s premier journal. AJN’s mission is to promote excellence in nursing and health care through the dissemination of evidence-based, peer-reviewed clinical information and original research, discussion of relevant and controversial professional issues, adherence to the standards of journalistic integrity and excellence, and promotion of nursing perspectives to the health care community and the public.

About Wolters Kluwer

Wolters Kluwer is a global leader in professional information, software solutions, and services for the health, tax & accounting, finance, risk & compliance, and legal sectors. We help our customers make critical decisions every day by providing expert solutions that combine deep domain knowledge with specialized technology and services.

Wolters Kluwer, headquartered in the Netherlands, reported 2017 annual revenues of €4.4 billion. The company serves customers in over 180 countries, maintains operations in over 40 countries, and employs approximately 19,000 people worldwide.

Wolters Kluwer Health is a leading global provider of trusted clinical technology and evidence-based solutions that engage clinicians, patients, researchers and students with advanced clinical decision support, learning and research and clinical intelligence. For more information about our solutions, visit http://healthclarity.wolterskluwer.com and follow us on LinkedIn and Twitter @WKHealth.

Succession Planning Promotes Bedside Nursing Expertise By Jennifer Thew RN

Nurse leaders worried about an exodus of seasoned bedside nurses should start preparing the next generation of RNs now to assume responsibilities.


Now is the time to encourage knowledge transfer between different generations of nurses.

When experienced nurses understand their value, they become enthusiastic about sharing their knowledge with others.

Bedside succession planning improves retention and NDNQI scores.

Succession planning is usually talked about in the context of leadership development. Nurse leaders are on the lookout for RNs with the potential to be the next great nurse manager, VP of nursing, or CNO.

Then they set about coaching, mentoring, and educating them so they’re prepared to step into those roles when the need arises.

Succession planning geared toward direct care nurses is much less common says, Suni Elgar, MPH, BSN, RN, OCN, associate director, clinical operations, blood and marrow transplant and immunotherapy at Seattle Cancer Care Alliance, but is equally as important.

“I feel like we as a nursing community talk a lot about leadership succession planning, which is extremely important, but I also feel that we need to really focus on how we’re going to do succession planning for our bedside nurses,” she says.

So, what does bedside succession planning look like? Similar to leadership succession planning, it enables nurses to build their skills and knowledge so they are ready to step into new clinical opportunities when they arise.

Here, Elgar talks about the benefits of bedside succession planning as well as ways to apply the practice.


Data from the decade-long RN Work Project study found that about 17.5% of newly licensed RNs leave their first jobs after one year, and 33.5% leave within two years.

While this new generation of nurses is eager to jump at new opportunities, baby boomer nurses are starting to retire.

In 2016 and 2017, SCCA’s outpatient blood and marrow transplant clinic, which has 65 nurses, had five nurses retire. During that same time, four nurses left the clinic to either stay home with family or for other employment opportunities.

“Nurses transition to new roles throughout their careers, but there are ways we can do better [at keeping] them in their careers and keeping that wealth of knowledge,” Elgar says. “With succession planning the idea is you’re retaining your nurses longer, so you’re keeping that value of experienced nurses.”

Knowledge Transfer

Losing decades of knowledge and experience as seasoned nurses leave the workforce is a legitimate concern for nurse leaders.

Succession planning tackles this issue head on by making the transfer of knowledge from expert nurses to more novice nurses a priority.

It recognizes that, while retirement is inevitable, if an organization constantly prepares its next generation of nurses to step in where needed, it’s effects can be mitigated.

“It’s really focused on [asking], ‘Who are those amazingly well seasoned nurses with a wealth of knowledge, and how can they impart that to the next generation of nurses?'” Elgar says. “And, helping those nurses understand why it’s so important to pass on that information.”

When experienced nurses understand their value, they become enthusiastic about sharing their knowledge with others.

“When we have students from our local universities come here, [the experienced nurses] are really excited to see them. They enjoy the process of learning from them as well as helping them further their education,” she says. “They’re engaged in being mentors for our new nurses coming to the clinic.”

An example of preparing for smooth transitions happened recently in the BMT clinic.

Elgar knew one of her seasoned nurses was going to be retiring and another one of her staff members would be filling his position. She was able to have both nurses work side-by-side for a few months until he retired.

“The nurse that replaced him has been here for five or six years, but for her to be able to spend real quality time with him before he left, was so important,” Elgar says. “They have certainly had interactions and discussed patients before, but to spend that dedicated time together before he left was huge.”

Hire one nurse ahead

Elgar was able to give her staff that time to share knowledge because of the organization’s commitment to hire “one nurse ahead.”

“By creating an internal float pool, when a nurse retires, or they leave and move somewhere else, we are able to quickly fill with one of our nurses who’s already trained, who’s already skilled, who can take on the work and make sure that patient safety is first and foremost,” she explains.

Educate in place

In addition to peer-to-peer knowledge transfer, successful succession planning also includes an organizational commitment to continued education for nurses of all experience levels.

“We make sure that all of our nurses have dedicated time for education,” Elgar says. “For our group, we have four 8-hour education days per year and all of the nurses go to those. Then we have additional funds and time where they can pursue education outside of our institution.”

There is also a course for nurses who are mentors and preceptors.

Additionally, the organization started a nurse residency program in 2012. About twenty nurse residents have gone through the program and the organization has retained all but one of those nurses.

Staff engagement

Elgar says succession planning contributes to the BMT clinic’s above-average NDNQI scores,

“We ranked in the 75th– 90th percentile in most professional practice environment subscales, consistently outperforming the NDNQI mean on all nine subscales,” she says.

Here’s how the BMT clinic compares in some areas to other academic medical centers:

  • Staffing and resource adequacy: 3.11 to 2.76
  • RN-to-RN interaction: 5.60 to 5.15
  • Professional development opportunity: 4.69 to 4.36
  • Professional development access: 5.11 to 4.40

“If we have nurses that are well ingrained and who are engaged in the work that they do, we know that they are going to be better performers than those who are not. If we have that ability to have someone mentor the next group of nurses, we’ve just created such a better experience for our patients and our staff,” Elgar says.

Jennifer Thew, RN, is the senior nursing editor at HealthLeaders

Original Source: https://www.healthleadersmedia.com/nursing/succession-planning-promotes-bedside-nursing-expertise

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Zambia Police Recruitment Names 2018 Completed Names of Successful Candidates

Zambia Police force has finally released the long awaited list of those selected to be trained as officers in the 2018 recruitment exercise. Thelist was published today September 1st, 2018 in Daily Mail Newspaper. Below is the comprehensive list of all selected applicants and other information you need to know.

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Congratulations to all those selected and those forget to share this post.







Zambia Police Recruitment 2018: Full List of Successful Applicants

Here is the full list of names selected and published in today’s paper September Ist, 2018 for the 2018 Police recruitment exercise.

For Completed and Clearer list check Zambia 2018 Police Recruitment Complete and Clearer List

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Don’t forget to share with others. Congratulations!