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religion-is-a-mental-illness · 2 months

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By: Aaron Sibarium

Published: Feb 29, 2024

The chief diversity, equity, and inclusion officer of Columbia University's medical school, Alade McKen, plagiarized extensively in his doctoral dissertation, lifting entire pages of material, without attribution, from sources that include Wikipedia, according to a complaint submitted to the university on Wednesday.

The allegations implicate approximately a fifth of McKen's 163-page dissertation, "'UBUNTU' I am because we are: A case study examining the experiences of an African-centered Rites of Passage program within a community-based organization," submitted to Iowa State University's School of Education in 2021. More than two of those pages are a near-verbatim facsimile of Wikipedia's entry on "Afrocentric education," which is not cited anywhere in the dissertation.

Other pages lift paragraphs from well-known African scholars, including the University of Rwanda's Chika Ezeanya-Esiobu, while making small tweaks to their prose, such as reordering certain clauses or changing a "were" to a "was."

Some of the scholars McKen allegedly plagiarized appear in the dissertation's bibliography but not in in-text citations. Others, like Ezeanya-Esiobu, an expert on "indigenous knowledge" who has worked with numerous international agencies, including the World Bank, aren't cited at all.

"The passages you shared can definitely be classified as plagiarism," Ezeanya-Esiobu told the Washington Free Beacon. McKen lifts pages worth of material from Ezeanya-Esiobu's 2019 chapter "A Faulty Foundation: Historical Origins of Formal Education Curriculum in Africa," published in the Frontiers in African Business Research book series.

Columbia's research integrity officer, Naomi Schrag, did not respond to a request for comment. Iowa State University did not respond to a request for comment.

McKen, who holds a certificate in diversity and inclusion from Cornell University, oversees all DEI programs for staff at Columbia University Irving Medical Center, which includes Columbia's flagship medical school, the Vagelos College of Physicians and Surgeons, and is the largest campus of NewYork-Presbyterian Hospital. The center's DEI initiatives include mandatory "antiracism" training for faculty and admissions officers, as well as an expedited hiring process for minority scholars.

McKen also works with the Columbia provost's office, according to a fall 2023 bulletin announcing his appointment. That office oversees tenure decisions for the entire university, including the medical school. Columbia did not respond to a request for comment about whether McKen has oversight of faculty and doctors.

Before arriving at the medical center, McKen was the assistant dean of recruitment, diversity, and inclusion for Columbia's graduate school of architecture. His current role was created in 2021 when the medical center hired Tonya Richards as its inaugural chief diversity officer. The new position came as the university was embarking on an ambitious plan to address "structural racism" in health care, guided by a 100-person task force drawn from Columbia's four medical schools: the Vagelos College of Physicians and Surgeons, as well as the schools of nursing, dentistry, and public health.

"It is very clear that promotion of diversity or even the presence of diversity is insufficient to counter deeply embedded anti-Black racism," read the task force's 2020 report. "Our self-reflection and actions at this time must be focused on the elimination of racism in all aspects of our work."

The complaint against McKen, which was filed anonymously, marks the third time in one month that a diversity administrator at an Ivy League school has been hit with charges of plagiarism. Other complaints have alleged that Harvard Extension School's Title IX coordinator, Shirley Greene, copied paragraphs and tables from other scholars without proper attribution and that Harvard University's chief diversity officer, Sherri Ann Charleston, took credit for an entire study done by her husband. The allegations against both officials followed the downfall of former Harvard president Claudine Gay, who resigned after nearly half her published work was implicated in a plagiarism scandal.

McKen's dissertation contains some of the most extreme examples of plagiarism thus far. The 50-page complaint, which was submitted to Iowa State University as well as Columbia, outlines nearly 60 cases in which McKen, who assumed his post at the medical center last year, borrows passages from Africanists, education scholars, and diversity consultants without attribution.

One of the plagiarized authors is Kwayera Archer-Cunningham, a "change agent" and "well-being coach" who offers courses on "decoloniality." McKen lifts over five paragraphs from Archer-Cunningham's 2007 journal article "Cultural Arts Education as Community Development: An Innovative Model of Healing and Transformation," in New Directions for Adult and Continuing Education.

As with Ezeanya-Esiobu, McKen makes scant changes to the plagiarized text. One passage simply switches the order of two items in a bulleted list while keeping their contents identical, and without citing Archer-Cunningham's paper in parentheses.

The passages appear to run afoul of Iowa State University's plagiarism policy, which state that "it is a violation for students to reproduce another person's paper, work or artistry, even with modifications."

McKen did not respond to a request for comment. Archer-Cunningham, who founded the Brooklyn-based arts academy on which McKen's dissertation research was based, did not respond to a request for comment.

McKen also lifts a jargon-filled passage from LaGarrett King, a scholar of black education at the University of Buffalo who urges the "dismantling" of "white epistemic logic." King is not cited anywhere in the dissertation and did not respond to a request for comment.

Another paragraph cribs from a 2002 paper by Michael Adeyemi and Augustus Adeyinka, "Some Key Issues In African Traditional Education," published in the McGill Journal of Education. McKen never cites the 2002 paper, though he does include a different article by Adeyemi and Adeyinka—both scholars at the University of Botswana—in his bibliography.

Adeyemi and Adeyinka did not respond to a request for comment.

The complaint alleges that McKen plagiarized over 30 authors total, not including Wikipedia. While the allegations only cover his dissertation, McKen has published multiple academic articles, according to his Google Scholar profile, with titles such as "Black Men in Engineering Graduate Education: Experiencing Racial Microaggressions Within the Advisor–Advisee Relationship" and "I Am Because We Are," which explores "how African cultural practices can direct learning toward liberation."

In September, McKen outlined his DEI priorities in a news bulletin for the medical center. "Everyone here," he said, "is committed to doing the work."

Since every single domain that underlies DEI - Feminist Theory, Gender Studies, Critical Race Theory, Queer Theory, Queer Studies, Postcolonial Theory, Intersectionality, Whiteness Studies - is academically fraudulent, it would be more surprising if every DEI commissar and apparatchik wasn't also a plagiarist and fraud.

#Aaron Sibarium #Alade McKen #plagiarism #academic fraud #academic corruption #higher education #DEI bureaucracy #diversity equity and inclusion #diversity #equity #inclusion #religion is a mental illness

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freifraufischer · 11 months

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It's been a few days since the "announcement" of the GIGA Pro Gymnastics thing and I'd like to share some research and my lengthy list of questions about this project.

Let's start by saying that there is a document floating around that is marked confidential and proprietary. It's not long, it's an info graphic and appears to be aimed at investors or recruitment. I'm not sharing it. It does inform my questions.

Who Are These People?

First of all: The officers listed are Aimee Boorman as Co-founder and Chief Events Officer. Maura Fox as Co-founder and Chief Executive Officer. LaPrise Williams as Co-founder and Chief Marketing Officer. This is what I can find based on publicly available information:

The gymnastics community knows who Aimee Boorman is so I'm not going to detail her. She became a FIG Brevet judge in the last two years but is very junior. She's a category 4 judge meaning that except at the smallest FIG meets she is limited to things like being a line judge or a timing judge, this is not a slight. Everyone has to start as a cat 4 but that does mean she doesn't have a lot of experience as a judge.

Maura Fox has a linkedin which informs what I know about her. She was an executive for Time Warner leaving in 2009. Her last job there was as group vice president for consumer devices, cross platform, and strategy. She then ran her own consulting form for 10 years which her linkedin says ended in 2019. She's honestly the person I want to know the most about to take this project seriously or not. She says she's been involved in launching professional circuits in cycling and men's tennis. I'd like to find out what those ventures were to be able to assess the likelihood that this venture will survive. She then worked for some kind of media products group that I can't really get my head around for two years before going to work for GIGA. Her linked in identifies GIGA as having been founded in 2021. So they've had 2 years to build this... which frankly matches with the fact that I had heard about them recruiting potential athletes last year.

LaPrise Williams is a pediatric nurse who was the Baylor Acro and Tumbling coach for from 2011-2014. She later told the press she intended to file a Title IX complaint against the university but I have no idea how that worked out. She opened a gym in St Vincent and the Grenadines which identifies itself as the first gym in the islands. She is the Technical Director for the St Vincent and the Grenadines Gymnastics Association. Here is their facebook page. Now I'm going to put some context on the SVGGA here and I don't want anyone to think I'm disparaging them or her. There are many small federations in the world and this is one of them. It is very clearly a legitimate National Governing Body (NGB). At the moment they have no FIG licensed gymnasts in any discipline and Williams is the only FIG brevet judge from the federation in any discipline--she is a category 4 judge for WAG. The facebook activity for the fed runs:

post on June 4th of 2023 which is a repost from Williams' gym's instagram page.

on September 25, 2022 they changed their profile and header pictures

on January 25, 2020 they posted pictures of a team going to Manhatten Classic.

on June 16, 2019 a repost from an article from the Trinidad and Tobago Newsday about the Caribbean Gymnastics Championships which is very likely not a FIG sanctioned event.

All of this is to say this is a small, relatively inactive federation with limited resources and staff and I'm not entirely sure if much weight should begiven to her involvement in it for this project.

Who are the Sponsors/Who is going to pay the Athletes?

This is upfront going to be a lot of "I have no idea." Their launch material doesn't say. The document I've seen doesn't say and the fact that the thing has supposedly existed for two years without a sponsor lined up to be named at public launch is a little worrying to me.

The document describes a two tiered structure for the athletes with start fees and prize money for all (the initial start fee is $1500 to be paid to all gymnasts with GIGA paying for things like travel, hotel, meals, etc). The prize purse for the first year event is described in the low 6 figure range with mention of an All Around winner. I've seen no mention of teams so it appears to me that they're planning on this being an individual competition circuit (more thoughts on that later). I have seen no reference to insurance of any sort and the only medical related thing in the document is onsite massage, PT, and recovery aids. My major concern continues to be that these people are recruiting adult aged post-college athletes and all I can think is there will be many knees destroyed. And this is the United States... so look forward to some Go Fund Me for medical treatment in the future... It's notable that the European club leagues are all in countries with nationalized health care. Their document talks about career longevity for gymnasts but I'm not at all convinced they're promising an infrastructure for that.

There is a second section of this document that talks about headliners and the things they can negotiated for as individuals. So some gymnasts will be paid appearance fees--which I should stress I think is perfectly normal.

Why is it hard to figure out if these people want to be a professional league or a media platform?

Because they want to be both. They want hold to meets and stream content to fans as well as sell access to the athletes for fans experiences. It looks like kind of standard VIP meet and greet kind of things from what little detail I've seen... you pay money to meet the athlete for say 30 minutes with a group of other fans. I've done this kind of thing for television actors. It's fun. But it's also by it's nature not something a lot of fans can afford.

They also want to build a library of content that is essentially athlete interviews presumably the access of which they can sell in whatever the subscription package of their multimedia platform is. It's all pretty vague so we'll have to figure out what it means when their products actually launch.

For now my main concern is why did they announce this in June without a date or location or a format for their first competition?

Lingering Questions...

I have so many... aside from the ones I've touched on above. They talk about how this hasn't been done before. It has. The most successful attempt at launching a pro-gymnastics competition circuit was in 1997-98 in the post Atlanta Olympics hype. They used a modified NCAA code and the meets were aired on CBS. I don't need them to talk about the previous two attempts (except maybe don't claim to be the first) but I really hope they are aware of them at the very least to find out why they didn't last. I fear that they either didn't do that research or they assume because it was 20+ years ago that their multimedia platform makes them so different that it doesn't apply.

What the heck is the meet structure here? They talk a LOT about the successes of NCAA gymnastics but at least the materials I've seen seem to suggest that they don't plan on having teams. Teams are a key part of building fan support in both NCAA and the European club leagues. I still don't think you can model a US league based on those European leagues mostly because they are build on a lot of routines from junior gymnasts and this project seems to be entirely about post-NCAA age careers. That's in addition to my medical insurance and liability insurance questions.

What is USAG's involvement in this? My fear is "they don't want USAG's involvement". See the launching of new professional sports leagues in a country often depend on how much support and buy-in they have from the NGB. One of the major differences between the currently running National Women's Soccer League and earlier defunct attempts is buy-in from USA Soccer. And I promise you that US Soccer is no more popular then USAG. I'm also informed by the fact that playing conditions for a lot of NWSL teams have been pretty bad (let's not touch the sexual harassment issues within teams). One team was playing on a home field that had holes in it and couldn't afford to pay for their players shoes. Gymnastics equipment is extremely expensive. Millions of dollars just for the competition apparatus. Are these people buying it? From who? Are they going to transport it around the country? Are they going to host it in a central location so they can store the equipment locally or rent it from a specific source? So many questions.

What code of points are they using? US developmental program--you know the one whose code of points you have to buy and isn't publicly accessible without paying for it? Some modified version of the above (like NCAA)? If they're riding the coat tales of NCAA I somehow doubt they're using the FIG code which will make it somewhat harder for non-US/Canadian athletes to be involved. What difficulty expectations will there be? How are they going to handle judges? How are they going to assure fans and athletes that judging will be fair given how much money they are saying is in the prize purses and that they're setting up a two tiered "everyone" and "headliners" compensation structure?

Conclusions:

I'm highly skeptical of all of this. I'm worried about what seems to have been a premature information free public launch. Their website and materials seem amateurish to me and I just can't get my head around the idea that they launch this publicly with no sponsors named.

I'm not at all convinced that these people know how or why European club leagues work, why previous attempts at this in the US have failed, what a lot of the appeal of NCAA gymnastics is, or that they have the experience necessary to do any of this.

#giga pro gym #gymnastics

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doctoru-au · 6 months

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Navigating the Job Market for General Practitioners in Australia

Navigating the Aussie job market as a General Practitioner can sometimes feel like you're bushwhacking through the outback! But don’t stress, mate - you're not alone in this. We've walked along those very same dusty tracks and know exactly how confusing it all can get.

Plus, with around 67% of GPs settled in our big smoke cities, competition is fierce. This blog is your trusty map to understanding the land down under's GP landscape; from helping you make sense of registration requirements to giving a squiz at future prospects.

Ready for some fair dinkum insights? Grab your gear and let's set off on your career adventure in Oz.

Key Takeaways

The job market in Australia is growing for General Practitioners (GPs).

Cities have most of the GP jobs, but more jobs are opening up in rural areas too.

To work as a GP, you need to speak English well and be registered in Australia.

There are many career paths available for GPs.

Joining the RACGP gives chances for learning, advocacy and research opportunities.

You can find job openings online on sites like GP Recruit or Alecto's guide.

Job Market Overview for GPs and RMOs

The job market for General Practitioners (GPs) and Resident Medical Officers (RMOs) in Australia is robust, exhibiting significant growth potential. A wide array of employment opportunities awaits GPs across diverse industries and regions, both within bustling capital cities and rural areas.

Prospective GPs must be aware of their expected incomes, work hours, and the pathways available to thrive in this sector.

Employment Outlook

Jobs for General Practitioners (GPs) in Australia are growing. The job market is getting bigger. This is good news for us, doctors looking to work here. The quarterly job market reports show this growth.

In these reports, we can see trends in the workforce. We can compare this with other OECD member nations as well. About 30,066 GPs like us are already working full-time jobs here in the Land Down Under by 2022!

Earnings and Working Hours

In Australia, most General Practitioners (GPs) and Resident Medical Officers (RMOs) work full-time hours. Around 72% of GPs and 76% of RMOs fall into this group. Their working week can range from 32 to 40 hours.

GP earnings depend on several things. One is the percentage of billings they bring in. Whether they work full or part time plays a part too. It may also matter if they are male or female.

A GP who works less than half the week makes about $164,000 each year on average. This is for those doing six sessions per week or less. Even as a part-timer, you can earn a good salary in this job market.

Main Industries

There are two big places where GPs and RMOs work. These are health care and the social assistance industry. Both play huge roles in Australia's job market.

The health care field always needs more people. A lot of doctors and nurses can find good jobs here. The National Medical Workforce Strategy 2021-2031 shows there is a need for balance between different kinds of specialists around Australia.

On the other hand, social aid also needs doctors too. The Labour Market Update tells us that this area has been strong with growth. This means you have a good chance to find job if you look here!

The Australian Medical Association says we need to pay attention to how many general practitioners we have working right now. They want us to make sure we're not ignoring this workforce because it’s very important.

We've heard from Randstad that things look really good for our economy up until 2024 at least! So that's great news if you're looking for work in these main industries or elsewhere within medicine.

Regions

In Australia, most General Practitioners live in big cities. About 67% of our GPs are found in these places. But, there is a need for more doctors in the outlying areas too. The RACGP Rural group has over 20,000 members with about half working in rural and remote spots.

Right now, more jobs are opening up outside of cities. Job openings for rural GPs went up by 10% last year. This was more than the increase seen in city areas which only grew by 3%.

Looking ahead, our big cities could do with more than 11,000 full-time doctors while demand grows elsewhere. Many GP trainees are already choosing to work away from the hustle and bustle - almost six out of ten to be exact.

Employment Pathways

We have a lot of career paths in our field. Queensland Health, for example, gives us many choices. We can move up and try new things as we learn and grow.

Most of us work full-time hours. But some also find part-time roles more fitting to their needs or personal situation. This means you can pick what suits you best.

In the end, it is all about the kind of doctor you want to be. Some may choose general practice trainingbut this choice has become less popular over time. Around 400 fewer people apply for it each year now.

But that doesn't mean you shouldn't follow this path if it feels right to you!

Getting Registered as a GP in Australia

To commence your journey as a GP in Australia, it's paramount to understand the registration process, which includes recognising specific requirements for international doctors and demonstrating your English language skills.

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Requirements for International GPs

Not all doctors from overseas can work as GPs in Australia right away. They must have special skills in general practice or family medicine that the RACGP accepts. If they have these, they also need to pass exams from a training program like the RACGP Fellowship.

Next, we have visa options for trained GPs from other countries. Our skilled migration program might be a good pick if your skills match our needs. Some overseas-trained doctors with good qualifications have used this path successfully.

There are more chances of finding work in rural and regional areas such as Victoria too!

English Language Skills

Knowing English well is very important for doctors in Australia. This is not just to talk with patients. It also helps you work better with other healthcare professionals. In part, language assessment checks if your English skills are strong enough.

Each state and territory in Australia has a health practitioner board. They all judge doctors' proficiency in English in similar ways for registration as a GP.

Having good English skills matters most when it comes to patient care. A doctor who can't speak English well may find it hard to treat patients the right way. But there are ways to beat these kinds of issues and make sure everyone gets the care they need.

Above all, having good command of English opens more doors for GPs here in Australia. If you know the language well, more people can get access to health services.

Registration Process

To become a GP in Australia, you must first register with the Medical Board of Australia. This is very important. You can't work without being on this board.

Are you a doctor from another country? Great news! We have paths set out for you to get work and sign up here in Australia. It's part of our skilled migration program which offers visa options.

For those who have studied medicine in Australia, there are steps too! After finishing medical school, complete an internship. Then, secure general registration.

Want more training after all that? Go ahead! Specialize in general practice but note it does need extra qualifications. So gear up for some additional study time!

Remember always: As GPs we are the face and backbone of Australian healthcare system serving everyone around us as primary healthcare providers.

The Role of the RACGP and How to Become a Member

The Royal Australian College of General Practitioners (RACGP) plays a pivotal role in shaping the landscape for general practice in Australia; we'll explore its structure, organisation and the manifold benefits of becoming a member.

You'll also gain insights into how to achieve fellowship status with the RACGP and be introduced to the potential research and advocacy opportunities available.

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Structure and Organization of the RACGP

The RACGP is Australia's biggest group for general practice. More than 35,000 members are part of it. This large number makes the RACGP the top training place in our country. It gives teaching and learning all through a doctor's career.

This body works in a way that puts its members first. It offers services that help meet their needs. These services include resources for learning, chances to talk and work with others, and support for jobs.

The group ensures that key people know about the unique parts of being a general practitioner (GP). They talk to government workers, health pros, and other important groups about this topic.

To be part of this big group, you need to keep up with the high standards they set out.

Benefits of RACGP Membership

Joining the RACGP gives you lots of perks. You can learn more since we give access to education and resources. We also stand up for general doctors' rights. This is what we call advocacy.

You get a chance to meet and work with other doctors. We help each other grow in our field through collaboration and networking. Have fun learning because continuous medical studying is something we offer too.

Enjoy discounts from great brands through RACGP Plus, it's like a reward for being part of us! Want to go on conferences? With us, save up to $250 off the fees! If you want to help future GPs grow, be an RACGP examiner!

We believe in research for better health care plans; that's why promote it in primary care practices! Be part of our community today for these benefits plus the comfort of support and companionship from fellow GPs all around Australia.

Becoming a Fellow of the RACGP

Becoming a Fellow of the RACGP is a big step. It proves that we are expert GPs. You have to get through tough tests and training to become a Fellow. This qualification shows our skills in general practice, which Australian authorities approve.

We also need to complete all exams in three years or less and finish all training within one year before applying for Fellowship. The RACGP supports us during this journey with learning activities and resources.

And don't forget about the CPD Program! It helps us keep learning even after we become Fellows.

Research and Advocacy Opportunities

Joining the RACGP brings you to the front line of healthcare change. The group works hard to make sure your voice is heard. It fights for better standards and laws in general practice.

This advocacy gives you a say in shaping policy, education, and risk control efforts.

We also boost research within primary care. Our goal is to back up what we do with real facts. As members, you can take part in this key work during your training time. Helping out with these studies helps us all by adding more proof for our practices.

Being a member opens doors to many programs and new things we are trying out too! These chances help guide those who want more than just being a GP day-in-day-out. With us, there's always an exciting chance waiting around the corner.

Finding GP Jobs in Australia: A Comprehensive Guide

In Australia, there are many ways to find GP jobs. One good place to start is GP Recruit or GP Recruitment Australia. These resources have a lot of information on job openings for GPs in every state and territory.

Another great tool is The Ultimate Guide. This guide provides all the details you need about working as a General Practitioner in Australia. Not only does it list job opportunities, but it also gives you tips on how to apply and succeed in your new role.

For international doctors wanting to work here, there's help too! Alecto has a step-by-step guide just for you! They know how hard it can be to move countries and they want to make this transition easy.

With their help, getting your RACGP Fellowship and finding a rewarding GP job will be less stressful!

If you’re looking for positions like Practice Managers, don’t worry! There are permanent jobs available across all states and territories too!

So no matter where you come from or what level of experience you have - we've got options covered!

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Working Arrangements

Most doctors in Australia work full time. About 72% of General Practitioners put in the hours from Monday to Friday. But there are other ways to work too. Some jobs let you decide your hours and days.

We call these flexible working arrangements.

For managers and employers, it's good to offer different ways of working. Programs like the Australian General Practice Training (AGPT) Program help with this task. They give full-time training for doctors at their job sites who want to become GPs.

It lets overseas trained doctors learn on the job, which helps them fit into their new places of work smoothly.

Popular Locations for GPs

The places where GPs work can vary a lot in Australia. Many doctors live and work in big cities. About 67% of Aussie GPs are found in capital cities. This is a bit more than the rate for all jobs, which is 62%.

But many parts of Australia need more doctors. The DPA or Distribution Priority Area helps show these spots. It tells us where there aren't enough GP services.

A new way to sort the DPAs aids foreign medical workers get jobs here too! They can help fill gaps where we have doctor shortage. So if you're thinking of moving to our country, this might benefit you!

Working with a Recruitment Agency

Using a recruitment agency can be very helpful. It can make your job search easier. A good medical staffing agency knows where the jobs are. They have information about local markets.

Agencies like Recruitment On Demand offer career advice too. They guide you to find the best job for you in Australia. They know what employers want and they will help you meet those needs.

These agencies save your time as well. You don't need to do all the work by yourself anymore! Trust them with your medical job placement and focus on other important things in life.

Forecast for Future GP Jobs in Australia

We see a bright future for GP jobs in Australia. There will be more work, especially in regional and rural areas. This is because the National Medical Workforce Strategy sees that doctors are not spread out well in Australia.

They plan to fix this by 2031.

The growth of our health workforce matches the growth of our wealth as a nation. We know this because a national jobs and skills roadmap says it will happen. It tells us about all parts of job life, including healthcare careers.

A big part of these careers are GP jobs in major cities and smaller places too! In fact, three quarters of health workers live in big cities while one quarter live elsewhere in Australia.

Tips for Navigating the Job Market Successfully

Knowing your way around the job market is key. It's not just about looking for jobs, but understanding where the demand is. In Australia, general practitioners are in high demand. This fact may shape your job search and plans.

But the road may not be easy every step of the way; it can get tough out there!

We need to make use of every tool we have in our box to stand out from the rest. A big part of finding success is building strong professional ties with others in our field. Networking can open doors that we never thought possible! Yes, this means stepping outside our comfort zones sometimes.

Another crucial thing to remember is not giving up too soon - persistence pays off when it comes to finding a good fit for us within this competitive market. We've learned throughout our careers as doctors how important resilience is—it plays a huge role here too! Each one of us has unique skills and experiences from our time at medical school or as fresh graduates that we should highlight during interviews or on resumes.

Navigating this career path successfully requires thoughtful planning and strategy without any doubt—but fear shouldn't stop us from moving forward towards becoming successful general practitioners in Australia!

Conclusion

FAQs

1. What should I know about the job market for general practitioners in Australia?

The job market for general practitioners in Australia is very active with opportunities across rural, urban and remote areas.

2. Is it hard to find a job as a general practitioner in Australia?

No, there are many jobs available for qualified general practitioners throughout Australia.

3. Where can I search for General Practitioner jobs in Australia?

You can find General Practitioner jobs on numerous online platforms such as health recruitment websites or local government's career pages.

4. How much do general practitioners earn in Australia?

The earnings of a general practitioner vary widely based on location and experience but typically range from $120,000 to $250,000 AUD per year.

5. Do I need special qualifications to work as a General Practitioner in Australia?

Yes, overseas doctors must have their qualifications assessed by the Australian Medical Council and complete further training before they can practice medicine in Australia.

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ryvnchvn · 8 months

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technicaldr · 11 months

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5 Key Steps To Consolidate Technology In Healthcare

Healthcare centers are still struggling to hire and retain staff. An estimated 1.5 million healthcare jobs were lost at the onset of the pandemic, and managers are trying to get staffing numbers back to levels seen in 2019.

Numerous recruiting challenges compound the issue, but the problem doesn’t end by simply hiring more nurses and physicians. Reportedly 85% of healthcare facilities are also dealing with allied healthcare shortages, which include therapists, laboratory and imaging technologists, and others. Meanwhile, levels of burnout have only gone up. More than three in five physicians (63%) reported feeling burned out in the winter of 2021, an all-time high. The lack of staffing and subsequent burnout is causing several pain points at the front desk. Long wait times, problems at check-in and confusion with payments can all have a negative impact on the healthcare experience for patients and staff.

The front desk is the first glimpse patients have into your practice, so making the process as easy and painless as possible is crucial. The most effective way to do that is by taking the steps to consolidate business and administrative tasks under one platform for a smooth user experience. The goal should be to make the patient’s life simple and your staff more effective.

The Importance Of Consolidating Technology In Healthcare

Amazon became one of the most successful companies in the world by offering nearly everything in one platform. Users can watch a movie, order groceries and pick out a new pair of shoes without ever leaving the website. At the end of the day, consumers receive one bill for a range of services.

Amazon’s approach has revolutionized e-commerce and can serve as a model for streamlining healthcare operations. A similar solution in the healthcare world consolidates front desk and billing operations, interfacing seamlessly with an existing practice management system.

But is consolidation right for your practice? Healthcare leaders know change isn’t easy and, after years of upheaval, may be wary of disruptions to the status quo. When facing an important business decision, it is important to understand the potential value being offered.

Does consolidation add value?

The key advantage of consolidation over siloed systems is efficiency. Doing more with less is essential to an industry where nearly half of all workers are planning to leave in the next two years.

Technology that integrates into your patient system and can consolidate front office and billing duties enhances staff productivity by eliminating the need to learn and use multiple systems. With one login, staff can access patient payments, registration forms, appointment calendars and text follow-ups. These efficiencies translate to more time each day for staff to focus on patient care and other value-added activities.

The efficiencies of a consolidated system also extend to security and compliance. Data breaches are rampant in the healthcare industry. More than 590 organizations reported healthcare data breaches to the HHS Office for Civil Rights in 2022, impacting more than 48.6 million individuals. By consolidating front office duties onto one platform, practices can keep confidential patient information better secured.

As you think about whether technology consolidation is right for your practice, it’s important to reflect on the best ways to ensure a successful transition. Getting things wrong could make things worse by causing:

• Confusion

• Distraction

• New inefficiencies

• Poor staff morale and motivation

• Reduced patient satisfaction

• Wasted investment

For companies looking to consolidate their technology, understanding the first steps can help manage risks and ensure a more successful outcome.

Five Steps Toward Consolidation

Adopting new technology is a major change for your practice and should spur meaningful conversations among leaders, staff and your technology vendor. These conversations are essential and will help you identify your needs and determine the best way to move forward.

The steps to take as you work through this process include:

Step 1: Listen to your staff.

Your staff knows their workflows and pain points well. They are a vital source of ideas for making their job more efficient.

A proactive manager gathers input from staff early and often. When it comes to consolidation, find out how much time staff spends toggling between systems to get the information they need. Could they be doing something more valuable if they had more time? If the answer is yes, it may be time for a change.

Step 2: Understand what patients want.

The best ways to approach understanding your patients’ experience expectations include actively sending feedback surveys post-care, monitoring your reviews on-site and on third-party pages like Google and Yelp, and having a conversation. Be transparent and open to hearing feedback from patients while they are at the office.

Step 3: Choose the technology that works best for your business.

Choosing the right technology starts with a reliable vendor. It’s the vendor’s job to help select solutions that meet the needs of your patients and practice, support you throughout the transition and stand by for any questions and problems after implementation. By working with your team to create a list of necessary questions and identifying non-negotiable aspects, you can aim to expedite the search process.

Step 4: Address resistance in your organization.

Many healthcare practices resist change, missing opportunities to grow and improve. Resistance to change is a psychological state that can be worked through. Change management strategies that can ease the process include:

• Educating staff about the benefits of the change to overcome negative emotions and fear

• Engaging influencers in your staff to help convince others

• Involving employees in the decision-making process

Step 5: Create a transition plan.

Planning helps avoid pitfalls you might encounter as you adopt new technology. Work to make a detailed transition plan to minimize stress and downtime. Your plan should include:

• Transition team members and each person’s role

• Implementation approach—all at once or incremental

• Hardware and software needs

• Education and training

• New workflows

• Transfer of data

• How to manage downtime or reduced productivity

• Who to contact for support

With proper planning, your practice can successfully begin the process of consolidating technology and reap the benefits of greater efficiency.

Technical Doctor's insight:

Contact Details : [email protected] or 877-910-0004

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atlanticcanada · 1 year

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For N.S. welfare recipients, budget freeze by Tories in inflationary times hurts

Sandra Page wonders how the Nova Scotia government expects her to remain healthy after its recent budget froze welfare payments despite more than a year of high inflation.

"I sometimes go to ask for help out on the street -- panhandling -- which I shouldn't have to do," she said during a recent interview when asked how she manages to pay her monthly costs.

The 59-year-old Halifax resident said a hand injury prevents her from working and that she relies on monthly income assistance of $950 -- along with a special payment of about $220 to cover medical and dietary needs for a thyroid condition. But after rent is paid, there's not enough to buy the healthy food her condition requires, she said.

The Progressive Conservative government has emphasized fixing health care as its prime focus, and its March budget for the 2023-24 fiscal year kept welfare rates at 2021 levels. But cases like Page's are raising criticisms that the government is too harsh on the province's poorest citizens.

Lori Turnbull, director of the school of public administration at Dalhousie University, said she understands that the focus of Premier Tim Houston is on recruiting doctors and nurses, but is "baffled" his government isn't seeing how leaving welfare rates unchanged may send more people to seek medical care.

"It seems an obvious thing for the government to do (increase the income assistance rates). Why it's not a priority, I don't know. I just don't get it," she said in a recent interview.

In his annual budget analysis, Vince Calderhead -- a human rights lawyer with Pink Larkin -- says the decision against increasing the income assistance rates during high inflation is one of the harshest moves he's seen in 11 years of tracking the issue.

He said that since welfare rates last went up in May 2021 -- under the prior Liberal government -- overall inflation in Nova Scotia increased by about 11 per cent, a figure the Atlantic Provinces Economic Council confirms.

"The failure to increase rates at all means the provincial cabinet has effectively chosen to significantly increase food insecurity," Calderhead wrote in an email.

He's calculated how much further people like Page are falling below the poverty line of $27,631 -- a figure based on the ability to pay for a basic mix of goods and services like food, footwear, transport and shelter. She and other single adults with disabilities have incomes about half that amount, and Calderhead's calculations estimate that with 3.7 per cent inflation in 2023-24, their monthly income would fall another $37.50 per month in purchasing power.

For Page, inflation and a freeze in her welfare payments have forced her to buy cheaper food. "I buy canned food now sometimes. But canned meat is not as good as hamburger."

Less fresh food effects her health and sends her to the doctor's office more often, she said. "I can't even afford a can of fruit."

The Maytree Foundation, a Toronto-based anti-poverty group, estimated that in 2021 there were on average almost 28,000 cases, including families and single adults, and almost 42,800 beneficiaries, receiving Nova Scotia's employment support and income assistance programs.

The foundation has said that New Brunswick and Nova Scotia had the lowest social assistance rates in the country in 2021.

Mohy Tabbara, a policy adviser at Maytree, said in an interview Monday that while New Brunswick made small income assistance increases in its recent budget, "Nova Scotia is falling behind the rest of the country."

Tabbara noted there were a number of one-time supports introduced last year by the Nova Scotia government, such as a payment of $150 per household to help recover from post-tropical storm Fiona. "But these were one-time payments and people lost them this year."

The government also points to certain targeted programs, such as an investment of $8 million to increase the monthly Nova Scotia child benefits, and $100 million to provide home-heating rebates.

When asked about the welfare payment freeze, Community Services Minister Karla MacFarlane mentioned the government's targeted programs, and repeated its message that health care is the number 1 priority.

"I think this government has been very clear we were presenting a budget that was based on health care, and we have made significant investments in health care," she said Friday.

Turnbull said she wonders about this communications strategy, adding that there's little evidence that letting the poorest citizens fall victim to inflation solidifies the party's base.

"They've got a communications line about being focused on health care," she said. "Yes, yes, we heard that. But you're also the government, and that means keeping multiple balls in the air at one time."

This report by The Canadian Press was first published April 24, 2023.

from CTV News - Atlantic https://atlantic.ctvnews.ca/for-n-s-welfare-recipients-budget-freeze-by-tories-in-inflationary-times-hurts-1.6369874

#new brunswick #prince edward island #nova scotia #news #politics #canada #CTVAtlantic

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nothingunrealistic · 1 year

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The Oneonta Star

Thursday, October 7, 2021 / High 63 / Weather: Page 20

ONEONTA, NEW YORK

75¢

Governor Sweeney Moves Downtown Improvement Funds to Prince Project

ALBANY —This week the office of the Governor announced that the state would forgo funding to support small business to rebuild the downtown neighborhood in Oneonta in favor of putting financial and public support towards Michael Prince’s latest philanthropic project. Michael Prince, founder and CEO of the hedge fund Michael Prince Capital, is recruiting a team of local and nationwide experts to create sustainable affordable housing developments near downtown. The governor’s sudden change in decision making has already led to uproar on social media, residents outraged Sweeney broke his commitment. Senator Tharp, the outspoken Sweeney opponent, has yet to comment.

In attempts to rebuild from the dire impact the coronavirus pandemic has left on Oneonta, specifically, Governor Bob Sweeney previously negotiated with local small businesses and establishments to provide funding necessary to revitalize the downtown region. Funding would have been dedicated to uplifting historical organizations and longtime businesses within the town that suffered severe setbacks, from layoffs to extended closures, due to the ongoing pandemic. Oneonta residents have criticized Sweeney’s decision making since the early months of the pandemic, accusing him of focusing his attention to cities where he rated most favorable before the shutdown in March 2020. Though opinions changed with this funding negotiation as citizens saw it as the first sign of Sweeney making good on his commitment to serve all of New York State as governor, especially in the wake of the global pandemic. Even Senator Tharp, typically critical of Governor Sweeney, publicly endorsed the funding proposal and commended the governor for taking the extraordinary steps to support upstate cities along with the metropolitan New York City.

Official Portrait of Governor Sweeney of New York

Staffing Crisis Continues In Local Hospitals

By Nick Cruz

At all local hospital, administrators are trying to fill 219 vacant jobs, 85% of which are for positions providing direct care to patients. Administrators say the labor shortage could soon become even more challenging to handle due to a looming mandate that forces all New York health care employees who are unvaccinated for COVID-19 to get the shots or do not show- […]. In an open letter to The [Oneonta Star, the] head of the Oneonta Nurses said that the New York State’s COVID vaccine mandate will surely compound the crisis.

The situation is much the same at other hospitals throughout the upstate region. The deadline for compliance with the state’s vaccination mandate is eminent, and many health care workers remain opposed to getting vaccinated. Things are getting worse by the day and everything is slowing down because of the staffing problems. The local hospitals say they can’t accept patients

Town Gears Up for Rival Soccer Match

[See Page] 21

#billions #6x09 #bob sweeney #mike prince #clay tharp #pretty sure the second paragraph of the second article should say “imminent” rather than “eminent.” alas

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shumailach-blog · 1 year

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Newcomers Say Manitoba's Nominee Program Penalizes Them For Studying, Working Elsewhere

Qualification for permanent residency becoming too strict via program's point grid, newcomers say.

Some newcomers who recently moved to Manitoba believe they are being unfairly penalized by the provincial nominee program.

A crowd of about 400 people gathered for a rally at the Punjab Cultural Centre in Winnipeg on Monday afternoon, protesting what they say is punishment that Manitoba's provincial nominee program is handing down to people who have studied or worked elsewhere before coming to Manitoba.

More than 130,000 people have come to Manitoba through the nominee program, but people like Ashish Kumar say the standards are rising and becoming too strict.

Kumar moved from India to Toronto in July 2018 for academics. He also worked in southern Ontario before moving to Manitoba in March 2021.

He works full-time as a mixer at a bakery, and makes extra money as a part-time Uber driver.

But with Kumar's temporary work permit set to expire in December, he worries his dreams of becoming a realtor and a restaurant owner in Winnipeg may not come to fruition.

"I'm getting late in my career. I want to be realtor. I want to open my business," Kumar said.

Manitoba offers up to $4M for programs to help newcomers

Recruitment trip to the Philippines 'great news,' says Manitoba nursing college CEO

He says he had accrued 809 points through the nominee program's points grid — which has a maximum potential for 1,000 points — but 100 points were deducted because he studied in another province and another 100 points were deducted for working in another province before coming to Manitoba.

Now sitting with 609 points, Kumar doesn't qualify for permanent residency in Canada through the nominee program's latest draws.

"I don't want to leave this country because this country give me a lot, and I want to stay in this country because … it's good for my future," he said.

Kumar is losing hope, but he's not the only one.

Prince Bhatia has also been in Manitoba since March 2021, arriving after a stint studying and working in British Columbia. He said he moved east to Manitoba because it's a developing province full of opportunity.

Labour shortage boosting low wages by itself, Manitoba premier says in defence of minimum wage

His work permit isn't set to expire until March 2024, but with the qualifications for permanent residency rising, he's already worried he might have to move back home to India.

More Points Needed For The Dream

The uncertainty of his situation is impacting his mental health, and affecting his sleep.

"Last night also, I was only able to sleep for two hours. I wake up two in the morning and after that when everything sticks in the mind, it's very difficult for me to sleep," Bhatia said. "To be honest, I'm taking stress pills also."

The two jobs he's working — issuing parking tickets and as a security guard — aren't career ambitions for Bhatia.

He wants to start his own business, but said he's shocked as more and more points are needed to stay in Canada — and realize his dream.

Like Kumar, Bhatia was dinged 200 points on his nominee program score.

"I don't know what the issue is. It's their problem, they have to deal with it," he said of the provincial nominee program.

The government, however, says there hasn't been a policy change. Rather, the minimum point score keeps rising because of a growing number of qualified candidates, according to a provincial spokesperson.

The province said more than 17,000 expressions of interest have been submitted, though only around 6,000 nominees can be accepted annually.

Premier Heather Stefanson made expanding the provincial nominee program one of her early priorities in office. She became premier in Nov. 2021.

Minimums Rising

Simran Sharma helped organize Monday's rally after connecting with others who are waiting for permanent residency.

The 25-year-old came to Manitoba from India almost five years ago, and spent two-and-a-half years in B.C. She too had 200 total points deducted, due to having studied and worked outside the province.

"I was left with no hope," Sharma said. "I was so stressed out. I was having no hope that I could live here."

Like Bhatia, she noticed qualification for residency through the provincial nominee program's points grid has risen in recent years, and sometimes exceeds 750 when it used to hover around the 600 range.

"We are expecting that still we'll get a chance. But we are not. We are left with no hope. We tried every possible outcome ... trying to reach immigration minister of Manitoba," Sharma said. "We were trying to reach all the MLAs, MPs that how could they help us?"

NDP MLA Diljeet Brar attended Monday's rally.

He says the provincial nominee program needs an overhaul to avoid Manitoba seeing an exodus of skilled workers leaving.

"They decided to move to Manitoba. They decided to pay taxes and they are still willing to make Manitoba home, but there is something that's not favourable to their journey," Brar said.

20 Manitobans appointed to newly created Immigration Advisory Council

Manitoba launches new advisory council on immigration in effort to strengthen and diversify economy

In February 2022, the Manitoba Immigration Advisory Council was formed to explore ways to improve the province's current immigration policies and programs, including reviewing the entire nominee program points system. A report on the advisory's council's findings is expected to be released soon, the spokesperson said.

Source; https://www.cbc.ca/news/canada/manitoba/newcomers-manitoba-nominee-program-penalizes-1.6739000

#Canada #immigration #news #newcomers #provinces #policies

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sarkari-naukri-blog · 2 years

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Bihar DST Office Attendant Online Form 2022

Short Information : Department of Science & Technology, Govt of Bihar has Recently Invited for Uttar Pradesh Auxiliary Nursing and Midwifery Recruitment 2021. Any candidate who is interested to fill this form, they should check eligibility, age limit and Read the Full Notification Before Apply Online. Those Candidates Are Interested in the following recruitment can apply online from the link…

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careerplus7 · 2 years

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Human Resources File Clerk/Assistant - Arlington, VA 22205

#HR #jobopenings #jobs #career #hiring #Jobposting #LinkedIn #Jobvacancy #Jobalert #Openings #Jobsearch

Overview:

Human Resourcess File Clerk/Assistant

The primary function of this position is filing and will assist with clerical duties as needed.

Come join a hospital dedicated to you and your career!

VHC Health is a 453-bed nationally recognized Hospital and teaching facility that has been delivering high quality care to the Washington, DC metropolitan area for over 75 years. VHC is a proud member of the Mayo Clinic Care Network (a national network of independent healthcare organizations), a designated Level II Trauma Center and a recognized Magnet Hospital by the American Nurses Credentialing Center. We are proud to announce that the Leapfrog Group has awarded the hospital with an 'A' grade in Hospital Safety for the 19th year in a row, achieved an Outstanding Patient Experience Award™ for the 10th year in a row and VHC has ranked Number 2 in “Best Hospitals” in the Washington, DC metropolitan area by U.S. News and World Report's 2021-2022 rankings. At VHC we are always striving to provide continued excellence and growth for our employees as well as top notch care for our patients.

Qualifications:

High School Diploma or Equivalent preferred.

One year of Customer Service experience and Microsoft Office Suire required.

One year of Office experience preferred.

Must be able to communicate effectively with a wide variety of people. Must be able to maintain composure and handle stress in a busy office atmosphere. Must be able to represent the hospital and the Human Resources Department to all employees and visitors in a professional and friendly manner at all times.

Responsibilities:

Answers telephone promptly and refers caller to other department personnel when appropriate or provides employment or other personnel information as indicated.

Greets job applicants and refer them to Recruitment as appropriate.

Opens and distributes mail to appropriate staff members.

Ensures that supplies and forms are at adequate levels.

All office equipment is maintained.

Does copying as requested.

Filing is completed accurately on a daily basis and employee records are up-to-date.

Assists staff with any special projects that arise during the year.

Schedules meetings for other team members as requested

Reviews any paperwork returned to Human Resources to ensure proper completion.

Completes verbal and written verification of employment for staff within 24 hour period.

Assists with verification through third party vendor when needed.

Verify, locate and contact employees with respect to subpoenas.

Audits new hire paperwork for all hospital staff. Verifies completion of new hire process for ID badge eligibility.

Prepares and verifies ID for employees, contractors and students.

Completes all identification cards ensuring accuracy. Notifies Security for card access when required.

Responsible for processing of all Employee Star nominations.

Checks and reads e-mail messages throughout the shift. Is responsible for all information contained in these messages.

Sends termination email notification to all appropriate personnel as needed.

Benefits:

Paid Major Holidays

Generous Paid Time Off / Vacation

Sick Time

Health Insurance

Dental Insurance

Undergraduate Student Loan Repayment

Flexible Spending Accounts (FSA)

Health Savings Account (HSA)

Health Fitness & Education Class Discounts

Employee Wellness Benefits

Hospital Discount for Employees and Family

VHC Retirement Program

Tuition Reimbursement

Free onsite parking

Commuter Benefits

Career Coaching

Family Leave

401(k) + Match

and much more!

Apply Now: https://bit.ly/jumprecruiter

#career #hiring #HR #Jobalert #jobopenings #Jobposting #jobs #Jobsearch #Jobvacancy #LinkedIn #Openings

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latestsarkarijobs · 2 years

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OSSC Recruitment 2022 - 40 जूनियर सहायक भर्ती 2022

OSSC Recruitment 2022 – 40 जूनियर सहायक भर्ती 2022

उड़ीसा कर्मचारी चयन आयोग OSSC Recruitment 2021 OSSC Recruitment: उड़ीसा कर्मचारी चयन आयोग ने 140 जूनियर सहायक (Junior Assistant) पदों के लिए रोजगार समाचार (Employment News) प्रकाशित किया है सभी उम्मीदवारों से निवेदन है की Odisha Staff Selection Commission के लिए आवेदन करने से पहले रोजगार संबंधी सभी आवश्यक जानकारियाँ पढ़ लें उसके बाद ही आवेदन करें। Apply For 140 Junior Assistant Recruitment In OSSC…

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#ossc recruitment 2021 #ossc recruitment 2021 22 #ossc recruitment 2021 ari #ossc recruitment 2021 group c #ossc recruitment 2021 lab technician #ossc recruitment 2021 notification #ossc recruitment 2021 nursing officer #ossc recruitment 2021 odisha #ossc recruitment 2021 ri and amin #ossc recruitment 2021 syllabus #ossc recruitment 2022 #ossc recruitment 2022 notification

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tezlivenews · 2 years

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नर्सिंग ऑफिसर रिक्रूटमेंट कॉमन एलिजिबिलिटी टेस्ट के एडमिट कार्ड हुए जारी, ऐसे करें डाउनलोड

NORCET 2021 Admit Card: ऑल इंडिया इंस्टिट्यूट ऑफ़ मेडिकल साइंसेज (AIIMS), नई दिल्ली ने नर्सिंग ऑफिसर रिक्रूटमेंट कॉमन एलिजिबिलिटी टेस्ट (NORCET 2021) के एडमिट कार्ड जारी कर दिए हैं. जिन उम्मीदवारों ने इस टेस्ट के लिए ऑनलाइन आवेदन किया था, वह एम्स की वेबसाइट पर जाकर अपना एडमिट कार्ड डाउनलोड कर सकते हैं. एम्स के हालिया नोटिस के मुताबिक यह टेस्ट 20 नवंबर 2021 को विभिन्न केंद्रों पर आयोजित किया…

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# AIIMS NORCET 2021 Admit Card # AIIMS NORCET 2021 Update # aiimsexams.ac.in # Nursing Officer Recruitment Common Eligibility Test # नर्सिंग ऑफिसर रिक्रूटमेंट कॉमन एलिजिबिलिटी टेस्ट 2021 #aiims #AIIMS NORCET 2021 #AIIMS NORCET 2021 Date #Education News #NORCET 2021 #NORCET 2021 Admit Card #Nursing Jobs 2021 #Nursing Officer Eligibility Test 2021 #sarkari naukari 2021 #नर्सिंग ऑफिसर एलिजिबिलिटी टेस्ट 2021 #नर्सिंग जॉब्स 2021 #सरकारी नौकरी 2021

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tamilan-employment · 2 years

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AIIMS மருத்துவ கல்லூரியில் நர்ஸ் & ஸ்டோர் கீப்பர் பணிகள் -aiims recruitment 2021-22

பாட்னாவிலுள்ள AIIMS மருத்தவ கல்லூரியில் கீழ்வரும் (aiims recruitment) பணிகளுக்கு தகுதியானவர்களிடமிருந்து விண்ணப்பங்கள் வரவேற்கப்படுகின்றன. இது குறித்த விபரங்கள் வருமாறு. aiims recruitment 1. பணியின் பெயர் : Store Keeper காலியிடங்கள் : 10 சம்பளவிகிதம் : ரூ. 35,400 – 1,12,400 வயதுவரம்பு : 18 முதல் 30 – வயதிற்குள்ளிருக்க வேண்டும். கல்வித்தகுதி : Economics / Commerce / Statistics பாடத்தில்…

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#aiims bilaspur recruitment #aiims bsc nursing 2021 application form #aiims bsc nursing application form 2021 #aiims nursing application form 2021 #aiims nursing form 2021 #aiims nursing officer #aiims recruitment #aiims recruitment 2021 #aiims recruitment 2022 #aiims vacancy #aiims vacancy 2021 #aiims vacancy 2022

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atlanticcanada · 1 year

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N.S. government includes record-high health-care spending in 2023-24 budget

Nova Scotia Premier Tim Houston's Progressive Conservative government remains firm in its promise to fix the health-care system by spending more taxpayer money on health than any previous governments.

The PCs will spend $6.5 billion on health care this year -- an increase of more than $1.2 billion over last year's budget.

The numbers were released Thursday, during a budget briefing, when Finance Minister Allan MacMaster tabled what the Nova Scotia Tories are calling the "More Healthcare. Faster" budget.

“Budget 2023-24 is built with all Nova Scotians in mind," said MacMaster in a press release. "It reflects where we are today and where we are headed.”

This is the PC’s second budget since coming to power, and their mission all along has been to fix the province's health-care system.

The PCs campaigned on an election promise that they would fix the health-care system, which helped them win a majority government in 2021.

The budget predicts revenues to the tune of $14.2 billion, but planned for $14.4 billion in expenses, creating a deficit of $278 million.

The province says it plans to increase the deficit annually during its first four years in office before reducing the deficit in the 2026-27 budget.

MacMaster says Nova Scotia's economy proved more resilient and has rebounded stronger than anticipated during the pandemic.

"This has meant increased revenues for the provincial government, giving us the capacity to make the significant investments we are making to fix health care," said MacMaster.

The PCs have broken the budget down into three key spending areas: "Action for Healthcare," "Healthy Economy,' and "Healthy Communities."

Health-care spending highlights include:

$110 million for the second year of retention incentives for nurses who commit to staying in the publicly-funded system and sign a two-year return of service agreement

$46.6 million more to perform more surgeries and continue to address the backlog, including increasing hours for operating rooms

$22.2 million for new health-care workforce strategy initiatives under "Action for Healthcare," the government’s plan to improve the health-care system

$66.3 million in ongoing funding for increased wages for continuing care assistants

$34 million for patient movement initiatives to help improve access to care

Health-care department expenses are up $1.4 billion, or 11.5 per cent over last year's budget.

When it comes to capital projects the budget has allocated $1.6 billion in spending -- the largest single-year spending on capital projects in the province's history.

The bulk of capital spending includes $498.5 million, which will go toward building and fixing roads, highways and bridges.

The province will spend an additional $60 million on secondary highways, and $15 million on gravel roads.

There's been a lot of debate around affordability, housing and inflation during the spring sitting at Province House already and in previous sessions of the government.

The opposition Liberals and NDP have been pressing the Houston government to do more, to assist everyday Nova Scotians who they say are struggling to deal with inflation and the rising costs of living.

The PCs said they will spend $21.6 million to create new rental support supplements while spending $2.5 million for initiatives to accelerate housing developments in the Halifax Regional Municipality.

As for education, the province has committed to spending $40 million to pay early childhood educators more and to help grow the workforce.

Growing enrollment in schools means more teachers are needed to meet the population growth, so an additional $47.1 million will go toward recruiting and hiring more teachers.

The province will spend $240.8 million to build and renovate schools, to create more learning space for the growing student population.

As for the environment, the PCs will put $41.4 million into Nova Scotia's Climate Change Plan for Growth, which includes:

more energy efficiency and clean energy projects with a focus on energy poverty and equity

further efforts to reduce our greenhouse gas emissions and move from coal to renewable energy and green hydrogen

community-based climate change projects

The province says Hurricane Fiona cost Nova Scotia $117.4 million, with costs absorbed across several departments.

It will also spend $1.5 million this year to introduce the Nova Scotia Loyal program, another campaign promise made by the PCs to create an incentive program that would award Nova Scotians for their support in buying local.

from CTV News - Atlantic https://ift.tt/aRmoYZX

#new brunswick #prince edward island #nova scotia #news #politics #canada #CTVAtlantic

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