Recruitment and retention of midwifery academics across South ...

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4. Discussion3.6.4 Summary 314.1 Context 324.2 Recruitment 324.3 Retention 354.4 Resource strategies to support increased student numbers 375. Conclusions 386. Recommendations 40References 42AppendicesAppendix I Letter of invitation 45Appendix II Participant information sheet – Discipline leads 47Appendix III Interview schedule 49Appendix IV Consent for disciplined leads 51Appendix V Letter of invitation – focus group 52Appendix VI Participant information sheet – Academic Staff 53Appendix VII Consent form – focus group 55Appendix VIII Interview schedule – focus group 56Appendix IX Analysis of five national advertised posts 574
Executive SummaryRecruitment and retention of midwifery academics across South WestEnglandIntroduction and overviewGiven the radical changes being implemented across the United Kingdom (UK)National Health Service (NHS), the need for a skilled education workforce toprepare the new generation practitioners has never been so important. However,against the background of a national shortage of practising midwives, and theintroduction of an improved career pathway to entice experienced practitioners toretain their patient contact at the highest level (NHS 2004), it is becomingincreasingly difficult to recruit practitioners into a career in education (Butterworth2004, NHS 2006). In an attempt to illuminate the midwifery situation in moredepth, this study follows from an initial scoping exercise undertaken April – June2008, to identify academic staff capacity to meet the future needs of the NHSworkforce across SW England (Rosser & Albarran 2008a). Given the currentand perceived future midwifery staff shortages (RCM 2008), the present studyhas been commissioned by the South West Strategic Health Authority (SW SHA)to explore the recruitment and retention of midwifery academic staff. In addition,it seeks to identify how higher education institutions (HEIs) across south westEngland intend to manage a predicted increase in the number of studentmidwives by 2013. The main research question driving the study is as follows:What are the factors affecting recruitment and retention amongmidwifery academics in SW England?Additional sub questions were explored:• What are the current processes and challenges to the recruitment ofmidwifery practitioners into a career in education?• What are the qualifications/skills required of practitioners seeking a careerin midwifery education?• What are the perceived challenges to the retention of midwiferyacademics?• What are the strategies for managing the delivery of education to anincreased number of midwifery students?MethodThis study was carried out between July and September 2008, together with asimilar project targeted at diagnostic radiography academics, reported elsewhere(Rosser & Albarran 2008b). We used a mixed methods approach to datacollection. We gathered a range of data including a self-administeredquestionnaire of biographical data relating to academic staff in three HEIsdelivering the pre-qualifying programme preparing student midwives for theirprofession. This was collected by post/e-mail from the midwifery education leadsin each of the three institutions. We conducted semi-structured face-to-5
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The tapes will be then be transcrib
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Appendix VIIIInterview schedule for
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