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Trans Tasman Agreement for Nurses

Registered nurses participating in the NSBC survey tended to have a higher overall employment rate (87.5%) than participants in the National Sample Survey (81.7%). A higher percentage of foreign registered nurses worked full-time as registered nurses compared to the National Registered Nurses Sample Survey (NSNHS), while the part-time employment rate was higher among NHSRN participants. The most common work environment for nurses in both samples was the hospital. A higher percentage of internationally trained nurses worked in long-term care facilities than nurses in the national sample survey. Interestingly, fewer internationally trained nurses reported working in a community-based health care environment in the U.S. than NSSNS respondents, although much of nursing practice internationally tends to be in the community. A major challenge for all countries is to put in place workforce planning mechanisms that effectively meet the demand for care resources in terms of supply and demand. In this regard, the shortage of care in the United States reflects the growing interdependence of global labor markets and the need for national and international nursing policies. However, the challenge for workforce planning related to global nurse migration is to focus not only on the number of nurses entering the country, but also on the number of nurses leaving the country, the number of new nurses graduating, and the impact of internal migration, such as. B the movement of nurses from one State to another and from rural to urban areas.

It is also important to understand the training and licensing systems for migrant nurses to ensure an adequate mix of skills for nurses in a country (Kingma, 2006). Nurses and midwives registered abroad can consult the range of non-sponsored visa options available to them, including working holiday visas at the Ministry of the Interior (external website). However, WA Health encourages all foreign nurses and midwives to follow the steps above, even if they are not applying for a sponsored visa. Data from the National Council of State Boards of Nursing (NCSBN) also shows that India ranks second after the Philippines in terms of the number of nurses taking the entrance exam to the United States, although the numbers are much lower. From January to September 2009, 11,854 nurses trained in the Philippines took the NCLEX-RN exam®, compared to 1,086 nurses trained in India (NCSBN, 2009b). FSBC visaScreen data, 2005-2009, show that nurses trained in India and applying for a professional visa to practice in the United States most often identified their planned practice states such as Vermont, Florida, California, New York and Texas (CGFNS, 2010b). The document envisions a future with international models of nursing education, regulation and practice. Thus, the effects of international and regional trade agreements are described, as they serve as catalysts for these international models.

The paper argues that U.S. care reform must be understood and presented in an international and historical context that incorporates global trends and issues. In this context, the implications of migration and globalization for education, service delivery, and health policy in the United States are identified and discussed. Abitur`s programs appeared at a later date, are post-secondary in nature and for 4 years. Graduates are also considered first-level nurses in Mexico, and their training is considered comparable to that of registered nurses in the United States and Canada. The activities that registered nurses are licensed to engage in are set out in the legislation of each province or territory and are based on the definition of nursing in that jurisdiction. While each area of practice is specific to that particular province or territory, there are similarities. Most are involved in health promotion, disease prevention and nursing – many also focus on nursing education and coordination. In 1977, the U.S. Departments of Government, Labor, Health Education, and Welfare and the Department of Immigration ordered the creation of the CGFNS to assess the training and credentials of internationally trained nurses seeking employment in the United States.

WA Health is able to help with the sponsorship of temporary or permanent visas. Please note, however, that sponsorship is currently only negotiated with experienced nurses and midwives who apply for positions in areas of critical scarcity. The criteria for the state-designated migration programme and the list of qualified migration professionals from Western Australia can be found here (external website). One answer to the global shortage of nurses is to increase the number of nurses produced. Increasing the health workforce is on the global agenda (Vujicic et al., 2009). Similarly, the growing demand for nurses in the United States and the projected deficit in nursing care are forcing the United States to increase its number of nurses and nursing faculties (Buerhaus et al., 2009). Mexican officials have sought to improve nursing education by requiring the completion of a full primary and secondary education before entering a nursing program, making nurses trained in Mexico more competitive in the global market than when the majority of nurses were trained at the secondary level. The United States, in particular, is recruiting Mexican nurses to meet the health and communication needs of its large Hispanic patient population. The importance of the nursing export sector is reflected in the explosion in the growth of nursing schools in the Philippines and India, and in the large sums of money received through remittances.3 Many countries, such as India and China, see the current demand for nurses as a business opportunity. Khadria (2007) describes the process in India as “Business Process Outsourcing” (BPO). It includes comprehensive training, recruitment and referral programs for popular destinations such as the United States and the United Kingdom.

These growing markets are expected to facilitate care as a global product provided by migrant nurses. The migration of nurses in many parts of the world has been influenced by the development of regional and international trade and mutual recognition agreements. The U.S. Office Trade Representative (OTR) reports that the international mobility of business people providing services has become an important aspect of competitive markets for sellers and consumers. Trade agreements that provide for the transport of goods and services across national borders have facilitated the migration of nurses for decades. The agreement that has hit nursing in the U.S. the hardest is NAFTA. In an effort to expand descriptive data on internationally trained nurses in the United States, CGFNS International examined the challenges nurses face in their transition to American practice by interviewing members of the American Organization of Nurse Executives who employed internationally trained nurses. The results of the study showed that employers recognize the need to address the transition issues of internationally trained nurses. Commands, clinical assessment, and broader direction were the most common actions taken by nurse leaders working in hospitals employing internationally trained nurses.

Preception was the measure identified by nurse leaders as the most critical for a successful transition (Davis and Kritek, 2005). The clear link between high-quality nursing education and health outcomes shows that nursing education and professional development are essential elements in meeting nurses` challenges for future care. In addition, there is a clear link between high-quality nursing education and health outcomes. Given that a significant number of internationally trained nurses hold a high school diploma, targeted educational opportunities should be designed to encourage them to pursue master`s and doctoral programs in nursing in preparation for clinical and faculty leadership positions. This approach would increase the pool of graduate applicants and increase the number of faculties. In addition, it would prepare internationally trained nurses with a university degree to return to professorship and leadership positions in their home countries – an approach used in many professions to improve country-to-country knowledge and skills across professions. FSNBC data show that many internationally trained nurses have completed master`s programs but are only hired to fill nursing positions, suggesting underutilization or lack of consideration for other nursing or faculty roles (FSNTC, 2002). In 2008, the UK found that there was no longer a shortage of care and suspended the immigration of foreign nurses. At the same time, the government has introduced a points-based immigration assessment system that has changed the way people outside the European Union and the European Economic Area can work, train or study in the UK. The points-based system has five levels, ranging from highly skilled people contributing to growth and productivity to youth mobility and temporary workers (UKBA, 2009). Educational programs also vary in terms of the type, number, size, and degrees offered. For example, all nurses in the Philippines graduate from high school.

Denmark, Ireland, New Zealand and Spain also have individual nursing qualification programmes. On the other hand, nurses in the UK receive either a nursing degree or a diploma. In the United States, there are three educational pathways to becoming a registered nurse: a 2-year associate degree, a 3-year degree program, or a bachelor`s degree. .