Yes / Whilst there is increasing demand on radiology services in the UK, pressures are restricting the expansion of the multi-professional workforce. A pilot academy for radiography reporting was established to augment the traditional university and clinical education in a simulated environment using focussed teaching and real image worklists in a dedicated environment away from departments. Methods: Located at a facility to replicate the clinical reporting environment, the emphasis of the nine-month pilot was to provide extensive ‘hands-on’ training to eight trainees. Evaluation of the academy was undertaken through focus groups, telephone interviews, and online surveys to consider the experiences of the trainees and their managers and mentors. Results: There was overwhelming support for the academy from trainees, mentors, and managers. Key benefits included relieving pressures on department and mentors; providing an intense, structured, and safe environment to learn; and, perhaps most importantly, an extensive and cohesive peer-support network. Issues identified included conflict within departments due to differences in reporting style and the need for greater collaboration between the university, academy, and departments. Conclusion: The use of simulation in education is widely researched, however, there are a number of key factors that need to be considered when implementing it into practise. Peer-support and reflection is seen as essential for its success. Extensive dedicated time to focus on reporting alongside peers can support the development of these skills away from the clinical environment and as such can reduce pressure on service delivery and positively influence learner outcomes. / The pilot academy received funding from the NHS Vanguard scheme (Working Together NHS Vanguard) for purchase of equipment and the salaries of the clinical educator (pro-rata). The university fees and backfill payments were funded by Health Education England.

Hand therapy (HT) is a specialty area of occupational therapy (OT) practice that focuses on rehabilitation for individuals with hand and upper extremity related conditions with aim to return to performance of daily activities required for life. As with other health professionals, occupational therapy practitioners (OTPs) have a duty to the public to ensure that services rendered are safe and use evidence-based best practices to improve patient health-outcomes. In HT clinics, OTPs face numerous challenges implementing evidence-based practice (EBP) including a lack of time, skills, and misperceptions of EBP (Scurlock-Evans et al., 2014), as well as reimbursement and funding models which incentivize high productivity over time to evaluate the evidence and integrate into clinical practice. The cost of OTPs not implementing EBP into their clinical decisions negatively impacts health outcomes of the patients under their care. The Hand Therapy with Evidence Based Practice (HT-EBP) program aims to enhance patient care through enhancing private HT clinics adoption of up-to-date research evidence into clinical practice. The HT-EBP program is designed for use in community-based private HT clinics that typically have less than 10 OTPs employed. A commitment of two OTPs, preferably one seasoned and one entry level, coming together in a mentor-mentee relationship is needed to implement the program. This program requires the participating clinics and OTPs to actively engage in the development of clinical care plans through review of research evidence on selected clinical diagnoses. Resulting from the HT-EBP program, the HT clinic will be able to provide evidence-based quality care while the OTP participants will develop professionally in the field of HT, gaining firm knowledge in clinical topics and building clinical confidence at the same time. This program will be further enhanced through 1) access to high quality research databases from clinic affiliated universities, 2) professional organization’s focus on continuing education courses that develop research knowledge and analytic skills for OTPs, and 3) collaborating with clinic managers to facilitate more time for clinicians to engage in acquiring and creating knowledge in chosen clinical topics of interests. The HP-EBP will first be piloted at the author’s private HT clinic prior to recruiting other private HT clinics to adopt the program. The HT-EBP program will aim to address the challenges that OTPs face when implementing EBP by working with universities, professional organizations. With time, it is anticipated that a significant volume of evidence-based clinical care plans would be compiled and shared among OTPs in HT, thus enhancing care for patients with hand conditions. Successful implementation of the HT-EBP program may have the potential to serve as a template for other healthcare specialties to deploy EBP.

<p>  </p> <p>Mentorship has served as an effective strategy in helping African American college students persist at predominantly White institutions of higher education (Sinanan, 2016). African American students have reported finding these campus environments to be unwelcoming, even racist. These environmental challenges along with the challenges of unfamiliar academic terrain merge to form frequently formidable barriers to their satisfaction and success. The presence of African American mentors has helped African American students overcome the wide range of challenges they face on such campuses. This qualitative study analyzed the perceptions of African American mentors and mentees about the impact of mentorship on the college persistence of the mentees. The target mentorship community was situated at a private school in the Midwest. Semi-structured interviews were used to solicit the experiential knowledge of participants about their lived experiences. The data was codified and thematically analyzed. Six themes emerged from participant responses including (1) targeted mentorship and modeling, (2) belonging, (3) connections (4) advocacy, (5) racism and anti-Blackness, and (6) persistence. These themes fortify the existing research affirming mentorship as an invaluable tool in helping African American undergraduates persist through degree completion. The assertions and recommendations at the conclusion of the study are purposed to assist scholar-activists, university staff, and students with improving the conditions in which African American students’ study and push toward persistence.</p>

The U.S. shortage of qualified nursing teachers and researchers is affecting national health care outcomes. Methods such as fast-tracking Baccalaureate nurses into graduate programs and embedding leadership development early into nursing curricula have been proposed to address faculty and research shortages. Early interest in nursing research careers increases likelihood of enrollment in graduate education. One way undergraduate nursing students may develop an interest in research careers is through a mentored apprenticeship with research-active faculty. In this thesis, the author uses an autoethnography methodology to examine the benefits that a mentored research apprenticeship model brought to her undergraduate experience. Her experience incorporated a variety of roles in an adolescent intervention program with Dr. Anne Norris (PI) at the University of Central Florida College of Nursing. Several themes about the experience were defined in the results. Early research exposure that socializes a student to the nursing research world may provide a means for addressing the nursing faculty shortage. This socialization can generate interest in a research career and promote undergraduate students with the essential tools and insights needed to pursue this career pathway. However, findings from this study suggest a student-mentor relationship early in the undergraduate education experience is essential.

Historically and currently, the federal and provincial or territorial governments of Canada have neglected to ensure that Aboriginal children in foster care receive genuine, Aboriginal-centered cultural support. This research project aims to address the lack of available cultural programming for Aboriginal girls in foster care. Through interviews and a review of current literature, knowledge about cultural programming is examined and components of a successful mentorship model for Aboriginal girls in foster care are identified. Five semi-structured interviews were carried out and analyzed through grounded theory, complemented with autobiographical reflections. The study concludes that there is an evident need for cultural continuity programming for Aboriginal girls in foster care on southern Vancouver Island, British Columbia, and that a mentorship framework is the best applicable model. / Graduate / 0452 / 0631 / 0326 / kr@uvic.ca

Onboarding is the process where new employees get to know the organization, their colleagues and what rules and conditions that characterize their new workplace. The goal of onboarding is to get employees to perform, obtain work satisfaction and to feel a commitment and a loyalty to the business.This study aims to get increased understanding of the process by studying experiences from employees at an IT consulting company. The questions that are being answered are about how new employes experience their onboarding process and how managers describes the employees' onboarding process.A qualitative method has been used and empirical data has been collected through semistructured interviews with 12 employees, seven employees and five managers within the selected IT consulting company. The result shows that the onboarding process is formal and structured but that the employees' expresses a need for further improvement. Measures that appear as suggestions for improvement of the studied company’s onboarding process includes development towards mentorship, together with clear formal follow-ups with newly employed. These measures can contribute to an improved experience from start and further work to increase the employees willingness to remain within the organization. / Onboarding är den process där nyanställda medarbetare lär känna organisationen, arbetsgruppen samt vilka regler och villkor som präglar arbetet på deras nya arbetsplats. Målet med onboarding är att få medarbetarna att prestera, känna tillfredsställelse i sitt arbete samt att känna ett engagemang och en lojalitet till verksamheten. Denna studie syftar till att skapa en ökad förståelse för processen genom att studera upplevelser från anställda på ett IT-konsultbolag. De frågeställningar som söks svar på är hur nyanställda medarbetare upplever den onboardingprocess de genomgått, samt på vilket sätt chefer beskriver medarbetarnas onboardingprocess. En kvalitativ metod har använts och empiri har samlats in genom semistrukturerade intervjuer med 12 anställda, varav sju medarbetare och fem chefer inom valt IT-konsultbolag. Resultatet visar på att den studerade verksamheten arbetar formellt och strukturerat med arbetsplatsintroduktion, men att medarbetarnas upplevelser ger uttryck för visst behov av vidare arbete för förbättring. Åtgärder som framkommer som förbättringsförslag av det studerade företagets onboarding innefattar exempelvis ett utökat arbete med nuvarande fadderuppdrag alternativt vidareutveckling av ett mentorskap, tillsammans med tydliga formella uppföljningar med nyanställda medarbetare. Dessa åtgärder kan bidra till en förbättrad upplevelse från start och ett vidare arbete för att få medarbetare att vilja stanna längre inom organisationen.

Previous studies show that integration projects help teenager refugees to enter Swedish society more quickly. My study looks into one of these projects called Näktergalen. The project is a collaboration between the County Administrative Board, Region Halland, Halmstad Municipality and Halmstad University. Students from the University of Halmstad are paired with teenager refugees to develop their language skills and increase respect and tolerance for each other's differences such as social and cultural backgrounds. What my study investigate is how the participants in the Näktergalen project develop their knowledge and experiences with support from the mentorship and whether the project Näktergalen contributed to a faster integration for the participants. The method used to implement the study has consisted of qualitative interviews. The interviews have been semi-structured to allow the participants talk about their views on the projects important aspects. The theory used for the study is from the Russian educator Leg Vygotsky. Vygotsky's theory is based on the fact that mankind is a biological, social, cultural and historical being. Vygotsky believes that we humans can only develop and learn new things in interaction with other people. With reference to previous research and the study's results it can be establish that projects such as the Näktergalen simplify and accelerate the integration of refugee teenagers. Likewise, the teenage refugees who were interviewed agree that integration takes place in interaction with people who do not come from the same culture. The result shows that projects like Näktergalen gives refugees a way into a social network and open up for new knowledge and experiences.

Many law students are required to take first-year writing courses. With the increased emphasis in legal education on practical skills training (Sullivan et al. 2007), legal writing scholars have begun exploring how these writing courses equip students with practical skills (Felsenburg and Graham 2010; Cauthen 2010). However, these scholars have not explored how summer internships serve as opportunities for students to practice the skills they gained in the classroom. Following the lead of writing studies scholars who examine the transition from classroom and workplace writing (Russell and Fisher 2009; Devitt 2004, Wardle 2004; Winsor 1990), this study explores how the genres students learned in legal writing classroom prepared them for internship writing. This study reports results from interviews of eight students who completed 15 internships during the 2014 and 2015 summers. The main findings indicate that students who performed well in the legal writing course eventually served in litigation-based internships. These students perceived a high rate of transfer from classroom to workplace writing. By contrast, students who struggled learning the legal writing classroom genres eventually accepted non-litigation internships where their writing tasks bore little resemblance to those of the classroom. Tellingly, both groups of students were not trained or mentored on how to write during internships because they were expected to be strong writers already. Therefore, these findings suggest that legal writing scholars need to better prepare students who are not pursuing litigation careers or who accept non-litigation internships. This support is vital because students' future internship and career options were deeply connected to their performance in the legal writing course.

New graduate nurses (NGNs) at bedside are faced with numerous challenges, which prompt them to leave jobs in their first year. The transition from being a student to competent nurse requires a NGN to have the necessary skills and experience. Subsequently, hospitals continue to face shortages of staff because of high turnover and low retention levels. Nonetheless, evidence from reviewed literature has indicated that the use of residency programs can increase NGNs' stay at bedside, improve retention, reduce costs of operations, and return employees' turnover. The purpose of this quality improvement project was to identify the likelihood of NGNs remaining at bedside after participating in a 52 week NGN residency program in the critical care units at Palmetto Health hospital. When a hospital recruits and retains NGNs at the bedside, the quality of life among patients is improved. Benner's theory of novice to expert was utilized to understand professional growth of nurses. Data were collected from the human resource department of the 18 nurses who initially participated in the residency program to compare retention rates before and after its implementation. The project initiative was based on a quantitative non-experimental comparison design. Based on the evidence from the human resource department, there was a 14% improvement in nurse retention 3 months after the implementation of the NGN residency program. A statewide adoption of NGN residency programs was recommended to help improve retention and enhance NGNs' professional improvement and quality of care. The implementation of NGN residency program also demonstrated implications for social change through increasing retention, building nurse competency, and enhancing quality of care delivered.

This bachelor thesis is intended to point out differences within the supervisors’ role and contribute in making the role more attractive. At present the information about how the supervisors’ perspective varies on the supervisors’ role and the introduction to it depending on work experience and education is unknown. Further it was investigated why the supervisors’ role is seen as an entrance to the building industry and how to develop the role to encourage the supervisors to stay longer within it. In the collection of data we have been interviewing supervisors and studying literature. In total we have interviewed 14 supervisors in the region of Jönköping and the result of the literature study has subsequently been used to substantiate the outcome of the interviews. The selection of interviewees was partly based on the supervisors’ work experience and educational level but consideration regarding sex and age was also taken. The result showed that the supervisors experience their role as a diverse, social and coordinating role and the main work involves staking, preparation for upcoming activities, answering questions and solving problems that occur. Furthermore it appeared that the supervisors’ role varies in work tasks as well as what is considered positive, negative and difficult. Moreover varies the role in the vision of the leadership and the experience of response from co-workers. Although it also appeared that the variations may not always depend on work experience and education level but also on the supervisors’ personality. The supervisors, who have experience from being craftsmen, were considered to have several advantages, for example concerning practical understanding, detecting inaccuracies and delays and that they more easily get accepted by the co-workers. The result indicated that the supervisors are experiencing their first months in the role differently depending on work experience and educational level. Most of them also believe that there are opportunities for improvement concerning the introduction period. The supervisors who have experience from being craftsmen felt prepared for the role to a greater extent than those supervisors who have an engineering degree. It were primarily those with an engineering degree who feel the need of a mentor but the majority of the supervisors reckons that if mentorship is to be used the mentor should be working at the same place as the supervisor. In addition, it was shown that the supervisors enjoy their role but the supervisors who have an engineering degree see the role as more attractive than those with a background as craftsmen. Possible enhancements mentioned were improved wage development, increasingly greater responsibility, better economic planning and more variation in the types of projects and tasks. The conclusions drawn were that the supervisors’ role varies in the aspect of the role itself and of the experience from the introduction period as well as that there are certain requests for mentorship and that there are opportunities to introduce changes which may make sure that the supervisors remain longer in their role.