Recruitment and retention of midwifery academics across South ...

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ReferencesBall L, Curtis P. & Kirkham M. (2002) Why do midwives leave? Women’sInformed Childbearing and Health Research Group, University of Sheffield,Sheffield, UKBharj K (2006) Patient-led reform: from rhetoric to reality. The practising midwife.9 (5): 14-16Boyer E.L. (1990) Scholarship Reconsidered: Priorities of the Professoriate. ASpecial Report. The Carnegie Foundation for the Advancement of Teaching.Princeton University Press, New Jersey.Butterworth A. (2004) Developing and sustaining a world class workforce ofeducators and researchers in health and social care. Phase 2 Strategic Reportfor StLaR HR Plan Project. 20.07.2004, modified 24.09.2004Butterworth A., Jackson C., Brown E., Hessey E., Ferguson J. & Orme M. (2005)Clinical academic careers for educators and researchers in nursing. Journal ofResearch in Nursing, 10(1) 85-97.Council of Deans and Heads of UK Faculties of Nursing and Health [COD] (2006)Academic Staff Survey 2005, Council of Deans, London.Curtis P, Ball L. & Kirkham M. (2006a) Working together? Indices of divisionwithin the midwifery workforce. British Journal of Midwifery. 14(3) 138-141.Curtis P. Ball L & Kirkham M. (2006b) Ceasing to Practice midwifery; workinglife and employment choices. British Journal of Midwifery. 14(6), 336-338.Department of Education and Skills (2003)January, The Stationery Office, London.The Future of Higher Education.Department of Health (2008) High Quality Care for All. NHS Next Stage ReviewFinal Report. June, Department of Health, London.Department of Health (2003) Agenda for Change – Proposed Agreement. 5 thMarch, Department of Health Publications, LondonDepartment of Health (2000) The NHS Plan: a plan for investment, a plan forreform. CM4818-1. The Stationery Office, London.Fisher M.T. (2005) Exploring how nurse lecturers maintain clinical credibility.Nurse Education in Practice. 5, 21-29.42
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Page 1: Centre for Learning and Workforce R
Page 4 and 5: AcknowledgementsThis study was fund
Page 6 and 7: 4. Discussion3.6.4 Summary 314.1 Co
Page 8 and 9: face/telephone interviews with each
Page 10 and 11: Management style• Participants in
Page 12 and 13: Recruitment and Retention of Midwif
Page 14 and 15: 1. the tension in their responsibil
Page 16 and 17: previous scoping exercise (Phase I)
Page 18 and 19: into categories and themes by one r
Page 20 and 21: Others were inspired by good role m
Page 22 and 23: ..there is no sort of succession pl
Page 24 and 25: This notion was not universally sha
Page 26 and 27: its very sad sometimes that the cal
Page 28 and 29: there’s a professional academia w
Page 30 and 31: to happen but it has the potential
Page 32 and 33: that’s when you get locked in the
Page 34 and 35: How to increase the student numbers
Page 36 and 37: identified that CPD was a means by
Page 38 and 39: having opportunities such as these,
Page 40 and 41: midwifery. This would no longer be
Page 42 and 43: Strategies to support the potential
Page 46 and 47: Sinclair M (2008) From research ass
Page 48 and 49: convenient for us to arrange this w
Page 50 and 51: Do I have to take part?Your decisio
Page 52 and 53: ) Please predict age band by grade
Page 54 and 55: Appendix VLetter of invitation focu
Page 56 and 57: The tapes will be then be transcrib
Page 58 and 59: Appendix VIIIInterview schedule for

Recruitment and retention of midwifery academics across South ...

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