Staffing Requirements Research Articles

Educational management in personnel training of hydrometeorological services: world experience

Introduction. The relevance of the presented study is determined by the fact that the acceleration of climate change on the planet has a significant impact on almost all spheres of economic and social life of mankind, which imposes new requirements both on the information provided by hydrometeorological services and on the personnel of managers and specialists providing it.Purpose setting. The purpose of the presented studies is to summarize the world experience in the development of promising requirements for the skills and competence of managers and specialists of national meteorological services in the interests of forming a system of requirements for staffing and training of managers and specialists of hydrometeorological services of the Roshydromet system.Methodology and methods of the study. The methodological base of the research consists of well-known scientific works devoted to the promising requirements for the skills and competencies of managers and specialists of the hydrometeorological service. Results. The novelty of the obtained results lies in the fact that, based on the generalization of world experience in the development of promising requirements for the skills and competence of managers and specialists of national hydrometeorological services, it was found that when forming personnel management strategies, on the one hand, requirements are put forward for a wide range of competencies of personnel who own both traditional technologies and innovative technologies for processing and interpreting information based on IT. On the other hand, hydrometeorological services impose increased demands on themselves, which is manifested in strategic aspirations to form a holistic motivation system for their employees, covering all levels of human needs, according to substantive theories of motivation – from economic competitiveness to opportunities for training, development and self-expression.Conclusion. The practical significance of the obtained results lies in the possibility of using world experience in developing promising requirements for the skills and competence of managers and specialists of national meteorological services when forming strategies for personnel management of hydrometeorological structures of the Roshydromet system.

Telemedicine and outcome in patient care: Review

Telemedicine is a term given to the use of electronic and telecommunication methods in patient’s healthcare. Presently it is being used for diagnostic, treatment and research purposes. Since the recent pandemic telemedicine has become more transformative and has enhanced patient’s access to different medical settings across the globe, this review will evaluate the role of telemedicine in improving patient outcomes. The management of chronic diseases in areas of the world where specialty medical services are not easily accessible has been evaluated along with the patient's involvement and use of modern and state-of-the-art technologies. The overall findings indicate that telemedicine has improved the patient's ability to actively participate in their health management, with more compliance toward the management of the medical problem and fewer OPD visits. On the other hand, it encourages fewer doctor and paramedical staff requirements for a particular population size and the limited role of physical examination of the patient.

Improving efficiency in the emergency department Monte Carlo simulation for determining the optimal number of staff

This paper examines the application of Monte Carlo simulation to determine optimal staffing levels at reception desks in the Emergency Department. The study utilizes data collected from a hospital in Bogotá, with all data anonymized to maintain the confidentiality of both the institution and its patients. By leveraging programming tools, the study randomizes the data and models various scenarios to assess the staffing requirements accurately. The primary goal is to enhance the efficiency and quality of service by aligning staffing levels with patient demand. The use of historical data, combined with the simulation of hypothetical scenarios, provides a robust basis for predicting future needs and making informed staffing decisions. The study's findings offer valuable insights into human resources management, enabling the Emergency Department to strategically allocate personnel, minimize wait times, and improve overall patient care. This approach demonstrates the potential for simulation-based models to optimize resource allocation in critical healthcare environments.

Development Strategy Management Model for Tennis Club in Guangzhou City, the People’s Republic of China

Background and Aim: More tennis players in Guangzhou offer a larger platform for the sport's growth. The Guangzhou Tennis Club has grown quickly in the last few years. However, as the tennis club has grown, several issues have emerged, including management, staffing, and club operations. Materials and Methods: This study used a questionnaire to look into 286 club members, 143 club coaches, and 53 club administrators from 50 tennis clubs in Guangzhou. The data is analyzed using the descriptive statistics method, and the resultant conclusion serves as a foundation for guidance for the Guangzhou Tennis Club's strategic management model. The instrument; (1) Survey data questionnaire for research purposes. (2) Evaluation form for focus groups. (3) Expert interview guide. (4) Questionnaire for expert assessment. Analyzing Data: (1) The average and percentage must be used in the questionnaire. (2) Content analysis will be used to analyze the data from focus groups and interviews. Results: (1) Able to fully mobilize resources to support development; good at forging cooperative relationships with pertinent institutions. (2) There are organizations to support the growth of the tennis club, and the staff management structure is well-defined. (3) There are standards and design requirements for both members and staff to meet to enter the club. Issues and challenges: (1) Absence of strategies to encourage tennis club growth in conjunction with pertinent institutional or national policies. (2) Professional staff is absent from tennis club management and instruction, and the clubs' development trajectory is unidirectional. (3) Absence of a system for tracking tennis club performance and lack of authority over the maximum number of members. And (4) abusing the tennis club welfare allowance, pressuring staff members. Conclusion: (1) Guangzhou Tennis Club should be taken into consideration when creating the phased development plan, and national and government policies should be used to promote development. The organizing section's management development strategy can be summed up as follows: using the organization's current resources to support the club's quick development. The leading development strategy should be summed up in the leadership section as follows: suitable systems should be developed to standardize each employee's daily work and have requirements for employees. The following succinctly describes the controlling development strategy in the control section: planning employee development and effectively ensuring employee welfare, as well as collaboratively advancing the growth of Guangzhou Tennis Club. (2) Fifteen experts have given the Guangzhou Tennis Club's development strategy management mode, which was created for this study, high marks. The Guangzhou Tennis Club's development strategic management mode received an average score of 4.65 from 15 participants, indicating that the experts are satisfied with the mode's practical application and overall impact.

Cleaning time and motion: an observational study on the time required to clean shared medical equipment in hospitals effectively

Despite the important role that cleaning plays in reducing the risk of healthcare-associated infections, no research has been undertaken to quantify the time required for effective cleaning and disinfection of different pieces of shared medical equipment commonly used in hospitals. This short report presents the results from a study that aimed to quantify the time required to clean common pieces of shared medical equipment effectively. An observational time and motion study was conducted in a nursing simulation laboratory to determine the time required for effective cleaning and disinfection of 12 pieces of shared medical equipment commonly used in hospital. After training, the participants cleaned and disinfected equipment, with the time taken to clean recorded. Cleaning was deemed to be effective if ≥80% of ultraviolet fluorescent dots were removed during the cleaning process. The time to clean equipment effectively ranged from 50s [blood glucose testing kit; 95% confidence interval (CI) 0:40-1:00 (min:s)] to 3min 53s [medication trolley; 95% CI 3:36-4:11 (min:s)]. The intravenous stand was cleaned most effectively, with 100% of dots removed (N= 100 dots). In contrast, the bladder scanner was the most difficult to clean, with 12 attempts required to meet the 80% threshold for effective cleaning. This study will inform staffing and training requirements to plan the cleaning and disinfection of shared medical equipment effectively. The findings can also be used for business cases, and in future cost-effectiveness evaluations of cleaning interventions that include shared medical equipment.

Hospital Nurse Staffing Legislation: Mixed Approaches In Some States, While Others Have No Requirements.

Legislative agendas aimed at regulating nurse staffing in US hospitals have intensified after acute workforce disruptions triggered by COVID-19. Emerging evidence consistently demonstrates the benefits of higher nurse staffing levels, although uncertainty remains regarding whether and which legislative approaches can achieve this outcome. The purpose of this study was to provide a comprehensive updated review of hospital nurse staffing requirements across all fifty states. As of January 2024, seven states had laws pertaining to staffing ratios for at least one hospital unit, including California and Oregon, which had ratios pertaining to multiple units. Eight states required nurse staffing committees, of which six specified a percentage of committee members who must be registered nurses. Eleven states required nurse staffing plans. Five states had pending legislation, and one state, Idaho, had passed legislation banning minimum nurse staffing requirements. The variety of state regulations provides an opportunity for comparative evaluations of efficacy and feasibility to inform new legislation on the horizon.

Social workers’ educational level and attitudes toward child participation in cases regarding children’s contact with birth parents – the case of Norway

ABSTRACT Previous international research indicates that social workers may lack the competence to comfortably involve children in child protection processes. Implementation of stricter competence requirements for child welfare staff has been discussed to address shortcomings in child welfare practice. In Norway, this implementation is scheduled for 2031, and subject to ongoing discussion. Through multivariate robust linear regression analysis of data collected in five Norwegian urban settlements (n = 135), this study explored the association between social workers educational level and attitudes toward child participation in cases concerning contact between children in out-of-home care and their birth parents. The results indicate a significant difference in attitudes toward children’s involvement in cases concerning contact with birth parents when comparing social workers with master’s degrees to those with bachelor’s degrees, whereas social workers with master’s degrees exhibit more positive attitudes. Social workers are generally found to have positive attitudes toward participation; however, the findings indicate concerns regarding participation in cases related to contact, particularly due to potential loyalty conflicts that might cause stress to the child.

Staffing and Workload in Primary Care Facilities of Selected Geographically Isolated and Disadvantaged Communities in the Philippines.

Staffing shortages and health inequities are persistent barriers in the Philippines toward achieving universal health care. To ensure an adequate and responsive health workforce, there is a need to evaluate the Human Resources for Health (HRH) status across health facilities, particularly those in underserved communities. Hence, this study aims to determine the staffing requirements and workload pressure among primary care facilities in selected geographically isolated and disadvantaged areas (GIDAs) in the Philippines. The study utilized the workload indicators of staffing need (WISN) methodology from the World Health Organization to determine the staffing and workload situation among three health worker cadres (physicians, nurses, and midwives) in the study sites. Particularly, six primary care facilities (four rural health units and two community hospitals) located in Surigao del Norte were involved in the study. WISN-related data (health service statistics, available working time, and health professionals' workload components) were collected through records review, focus group discussions, and key informant interviews. The WISN software was used to analyze the staffing levels and workload pressure in the selected facilities. A total of 40 health workers, including physicians (n = 5, 13%), nurses (n = 21, 52%), and midwives (n = 14, 35%) participated in the study. The findings noted varying levels of staffing and workload pressures among the three cadres in selected primary care facilities, which were influenced by several factors. Particularly, health facilities with additional human resources obtained from deployment programs indicated adequate staffing and low to normal workload pressures. However, further analysis revealed potential HRH maldistribution and reliance on the temporary nature of the staff augmentation program in delivering primary care services, which need to be addressed to optimize health workforce planning. Service workload may also have been impacted by the temporary closure of health facilities due to disasters. Among the few cadres that reported staffing shortage and high workload pressure, these were due to higher service demands, increased task delegation, and inadequate service coordination. Hence, context-specific challenges and situational factors in GIDAs need to be considered when determining the staffing and workload requirements. There is a need to improve the capacities of health facilities and local government units (LGUs) to engage in evidence-based HRH planning through the WISN methodology. Doing so could improve staffing and workload distribution among health care facilities in the country. Moreover, interorganizational collaboration (DOH, LGUs, and health facilities) should be strengthened to improve delineation and prevent duplication/omission of health services, rationalize HRH distribution and augmentation, and streamline the priority health services based on the local contextual factors.

Evaluating diabetes care in primary healthcare centers in Abuja, Nigeria: a cross-sectional formative assessment

IntroductionNoncommunicable diseases (NCDs) are associated with high and rising burden of morbidity and mortality in sub-Saharan Africa, including Nigeria. Diabetes mellitus (DM) is among the leading causes of NCD-related deaths worldwide and is a foremost public health problem in Nigeria. As part of National policy, Nigeria has committed to implement the World Health Organization (WHO) Package of Essential Non-communicable Disease interventions for primary care. Implementing the intervention requires the availability of essential elements, including guidelines, trained staff, health management information systems (HMIS), equipment, and medications, in primary healthcare centers (PHCs). This study assessed the availability of the DM component of the WHO package, and the readiness of the health workers in these PHCs to implement a DM screening, evaluation, and management program to inform future adoption and implementation.MethodsThis cross-sectional formative assessment adapted the WHO Service Availability and Readiness Assessment (SARA) tool to survey 30 PHCs selected by multistage sampling for readiness to deliver DM diagnosis and care in Abuja, Nigeria, between August and October 2021. The SARA tool was adapted to focus on DM services and the availability and readiness indicator scores were calculated based on the proportion of PHCs with available DM care services, minimum staff requirement, diagnostic tests, equipment, medications, and national guidelines/protocols for DM care within the defined SARA domain.ResultsAll 30 PHCs reported the availability of at least two full-time staff (median [interquartile range] = 5 [4–9]), which were mostly community health extension workers (median [interquartile range]) = 3 [1–4]. At least one staff member was recently trained in DM care in 11 PHCs (36%). The study also reported high availability of paper-based HMIS (100%), and DM screening services using a glucometer (87%), but low availability of DM job aids (27%), treatment (23%), and national guidelines/protocols (0%).ConclusionThis formative assessment of PHCs’ readiness to implement a DM screening, evaluation, and management program in Abuja demonstrated readiness to integrate DM care into PHCs regarding equipment, paper-based HMIS, and nonphysician health workers' availability. However, strategies are needed to promote DM health workforce training, provide DM management guidelines, and supply essential DM medications.

Resource Requirements in a Burn Mass Casualty Event

Burn mass casualty event occurrences are rare but will place significant burdens on any burn unit or healthcare system. Effective disaster preparedness plays a significant role in mitigating the aftermath of a burn mass casualty. The aim of this study was to assess the resource requirements during the initial two weeks of a burn mass casualty event. Eight patients in a burn mass casualty event were simulated using the Emergo Train System®. These simulated patients were matched with real historical patients treated in our burn centre, and their resource requirements were analysed. An average of eight staff is required to care for a patient per day along with almost 75 h of operating time (excluding anaesthesia and turnover time). A substantial quantity of consumables was used in the first two weeks. This study has demonstrated the substantial material consumption and staff requirements in the first two weeks of management in a burn mass casualty event. Such findings will offer valuable insight for disaster preparedness planning and resource management strategies.

How compatible are the governing documents of Swedish authorities? A comparison between the Swedish National Agency for Education’s and the National Board of Health and Welfare’s competence requirements for elderly care staff – with a focus on norms and v

How compatible are the governing documents of Swedish authorities? A comparison between the Swedish National Agency for Education’s and the National Board of Health and Welfare’s competence requirements for elderly care staff – with a focus on norms and v

On some Aspects of the Work of the Faculty of Higher Education

The article is devoted to the issue of attracting teachers to carry out professional activities in higher educational institutions. Reform and optimization of higher education affects nature and conditions of employment of teachers of Russian universities. There is a decrease in the status and prestige of teaching. Legislative changes do not always contribute to increasing the prestige of the profession, as well as the desire of practitioners to transfer their experience to the younger generation in educational organizations. An important role in this is played by the requirements for persons applying for the positions of faculty of higher education. If you look at other problematic aspects of the legal regulation of the labor of education workers, taking into account the optimization of the labor process by the employer, then the status of a teacher of higher education does not become one of the goals of a future career for young professionals. It seems that a more thoughtful approach is needed to establish the requirements for the teaching staff of the university. To achieve the main task of vocational training, an effective system of replacing teaching positions should be established, taking into account the realities of our time.

Trajectories of nursing hours over the course of hospitalization and estimated additional nurse staffing requirements to reduce the length of stay.

The aims of this study are to examine the trajectories of nursing hours per patient day (NHPPD) over the course of hospitalization according to the patient's length of stay (LOS) and to estimate changes in the total nursing hours during hospitalization, average NHPPD, and the number of nurses additionally required when the LOS was reduced by 1 day. This retrospective longitudinal study analyzed patient data collected from a tertiary university hospital located in Seoul, South Korea. The study sample included 11,316 inpatients who were discharged between September 1 and October 31, 2022. NHPPD over the course of each patient's hospitalization was estimated using the total score of the Korean Patient Classification System-1 (KPCS-1), which nurses evaluated and recorded every day from admission to discharge. The NHPPD trajectories were examined using linear mixed models to analyze repeated KPCS-1 measurements and control for the effects of patient characteristics. The changes in the average NHPPD when LOS was reduced by 1 day were estimated using maximum and minimum estimations. The impact of a 1-day reduction in LOS on staffing requirements was calculated as the number of nurses additionally required to work each shift and to be hired. The average LOS was 5.6 days, and the short (1-6 days) and medium (7-14 days) LOS groups accounted for 78.9% and 14.3% of patients, respectively. The NHPPD trajectories showed a "rise-peak-decline" pattern. Patients in the short LOS group received the most NHPPD on day 1 (day of admission) or day 2, whereas the NHPPD for patients in the medium LOS group peaked on days 3-6. After peaking, the NHPPD tended to decrease toward the end of hospitalization, with the least NHPPD on the day of discharge, followed by the day before discharge. When LOS was reduced by 1 day, the average NHPPD was estimated to increase by 7.7-50.0% in the maximum estimation, and 0.9-12.5% in the minimum estimation. In response to a 1-day reduction, 1.10-7.44 nurses were additionally required to care for 100 patients each shift and 5.28-35.70 additional nurses needed to be hired in the maximum estimation. In the minimum estimation, these values were 0.13-1.85 additional nurses per shift and 0.65-8.90 additional nurses to be hired, respectively. Since NHPPD exhibited a "rise-peak-decline" trajectory, reducing the LOS by 1 day was estimated to increase the average NHPPD and lead to additional staffing requirements. The additional nurse requirement for a 1-day reduction was not constant; instead, it increased with each day subtracted from an already shorter LOS. Sufficient nurse staffing is necessary to provide increased NHPPD as a result of shortened LOS. Changes in the LOS should be considered when determining nurse staffing requirements.

Matrix-Assisted Laser Desorption/Ionization Time-of-Flight Mass Spectrometry: An Innovative Tool for Rapid Identification of Hylurgus ligniperda, an Invasive Pest

Hylurgus ligniperda is an imported quarantine plant pest in China. Its identification is usually based on morphological characteristics; therefore, species identification needs high professional requirements of staff and professionals with high experience accumulated through long-term training. Matrix-assisted laser desorption/ionization time-of-flight mass spectrometry (MALDI-TOF MS) is a rapid identification technology, which is based on protein profiles of species. It has been widely used for the identification of pathogenic microorganisms. Many studies have reported the identification of mosquitoes, ticks, and other arthropods. The application of MALDI-TOF MS in the identification of H. ligniperda can improve the identification efficiency of H. ligniperda, preventing and control its harm and further spread. To construct a spectra database for H. ligniperda, we analyzed the effect of different factors, such as different body parts, developmental stages, populations, and preservation conditions, on its protein spectrum. We collected protein spectrum profiles from 19 specimens of H. ligniperda and its related species, obtaining 211 protein spectra to construct a reference database and validate identification. The protein spectrum from the chest specimens of H. ligniperda showed many peaks, high intensity, and a stable signal, indicating a successful data establishment. The difference in protein spectra between different regions of the same species was less, but did not affect the identification results. Clear differences were observed in the protein spectrum across many developmental stages. The database established by the adult specimens protein spectrum can accurately identify Dendroctonus valens, Tomicus piniperda, and H. ligniperda. MALDI-TOF MS technology can be used for the rapid identification of H. ligniperda. This method is rapid and direct, and the identification results are robust. It does not require specialized entomological expertise and can be used for customs interception and field investigations.

Nursing home finances associated with real estate investment trust and private equity investments.

In 2021, real estate investment trusts (REITs) and private equity (PE) held investments in 1915 (16%) and 1569 (13%) US nursing homes (NHs), respectively. We created a database of REIT and PE investments in NHs, merged it with Medicare Cost Report data (2011-2019), and used a difference-in-differences approach within an event-study framework to compare NH spending and financial performance before and after REIT or PE investment to NHs that did not receive REIT or PE investment. REIT investments were associated with higher total wages (3%), total nursing wages (3%; both logged, per resident day [PRD]), and current ratio (81%). PE investments were associated with lower net patient service revenue (7%), total expenses (7%), and total wages (8%; all logged, PRD). The impact of REIT and PE investments in NHs may vary in different market conditions, as may occur in the current environment of low, falling NH profits, potentially higher minimum staffing requirements, and rising interest rates. Therefore, it is important for stakeholders to understand the impact of these large, growing investments on the financial performance of NHs.

The development and implementation of the district nursing Welsh Levels of Care Tool.

District nurses provide a vital service to individuals and their families and carers in the community. With increasing complexity of care and changes in the needs of the UK population, developing evidence-based workforce and workload tools which are fit for purpose is essential. This article describes the development, piloting and implementation of the District Nursing Welsh Levels of Care (DN WLoC), acuity and dependency tool which has been designed to be used alongside nurses professional judgment, to evidence the acuity and dependency of patients, and to help inform decisions of nurse staffing requirements in district nursing services. The initial pilot successfully achieved its objective and demonstrated that the draft DN WLoC tool is applicable in practice by district nurses across Wales, with limited but positive findings in the reliability and validity of the WLoC tool when applied in clinical practice.

Workforce strategies during the first wave of the COVID-19 pandemic: a retrospective online survey at intensive care units in Germany

BackgroundAs the COVID-19 pandemic swept across the globe at the beginning of 2020, healthcare systems were forced to rapidly adapt and expand to meet the sudden surge in demand for intensive care services. This study is the first systematic analysis of the strategies employed by German hospitals to recruit personnel and expand bed capacities during the first wave of the pandemic, and to evaluate the effectiveness of those recruitment measures.Methods152 German hospitals with intensive care capacities were selected and invited to participate in an online-based retrospective survey. Factors like the geographic distribution, individual COVID burden and level of care were considered for inclusion in the sample. The data were analyzed descriptively.ResultsA total of 41 hospitals participated in the survey. The additional demand for intensive care beds was met primarily by activating intensive care beds that were previously considered as non-operational in existing intensive care units (81% of respondents) and by upgrading recovery rooms (73%). The physician staffing requirements were met at approximately 75%, while the nursing staffing requirements were only met by about 45%. Staffing needs were met through reallocations/transfers (85%), staff recruitment from parental leave or retirement (49%), increased hours worked by internal staff (49%), new staff hiring (44%) and increased use of temporary staff (32%). Staff reallocations/transfers to critical care within a hospital were rated as the most effective measure. In this context, specialized personnel mostly from anesthesiology departments were appointed to intensive care medicine.ConclusionsDespite multiple recruitment efforts, the pandemic has exacerbated the nursing staff shortage. The reallocation of existing staff within hospitals was a key element in covering the staffing needs. However, additional measures and efforts are required in order to ensure that critically ill patients can be cared for without compromise. The results of this study may have important implications for healthcare providers and policymakers, offering an evidence-based foundation for responding to future public health emergencies with agility, efficiency, and success.

Therapeutic healthcare professional staffing requirements in intensive care units

Therapeutic healthcare professionals in the multiprofessional intensive care unit (ICU) team are important for early mobilization, dysphagia therapy, and psychosocial care of critically ill patients. Despite the high relevance of therapeutic healthcare professions for care in ICUs, there are no recommendations on the specific staffing of therapists in ICUs. Considering the main areas of activity of the individual professional groups and based on productivity time, arequirements analysis for staffing ICUs of different care levels with physiotherapists, occupational therapists, speech therapists, and psychologists was performed. For every 10beds in the highest care level (LoC3), 1.28full-time equivalent (FTE) physiotherapists, 0.91FTE occupational therapists and speech therapists, and 0.80FTE psychologists should be employed. In order to implement multiprofessional patient treatment and support for relatives in the ICU, it is essential to employ aproportionate number of therapeutic healthcare professionals.

Study protocol for the development, trial, and evaluation of a strategy for the implementation of qualification-oriented work organization in nursing homes

BackgroundStaffing ratios in nursing homes vary among the federal states of Germany, but there are no rational grounds for these variations. In a previous study, a new instrument for the standardized calculation of staffing requirements in nursing homes was developed (Algorithm1.0). The development was based on a new empirical data collection method that derives actual and target values for the time and number of care interventions provided. Algorithm1.0 found an increased requirement of 36% of staff in German nursing homes. Based on these results, the German legislature has commissioned a model program to trial and evaluate a complex intervention comprising increased staffing combined with strategies for organizational development.MethodsThe mixed-methods study consists of (i) developing a concept for restructuring the work organization, (ii) the application of this concept combined with increased staffing in 10 nursing homes (complex intervention), and the further development of the concept using a participatory and iterative formal evaluation process. The intervention consists of (a) quantitative measures of increased staffing based on a calculation using Algorithm1.0 and (b) qualitative measures regarding organizational development. The intervention will be conducted over one year. The effects of the intervention on job satisfaction and quality of care will be evaluated in (iii) a comprehensive prospective, controlled summative evaluation. The results will be compared with ten matched nursing homes as a control group. Finally, (iv) prototypical concepts for qualification-oriented work organization, a strategy for the national rollout, and the further development of Algorithm1.0 into Algorithm 2.0 will be derived.DiscussionIn Germany, there is an ongoing dynamic legislation process regarding further developing the long-term care sector. The study, which is the subject of the study protocol presented here, generates an evidence-based strategy for the staffing requirements for nursing homes.Ethics and dissemination.This study was approved by the Ethics Committee of the German Association of Nursing Science (Deutsche Gesellschaft für Pflegewissenschaft) on 02.08.2023 (amended on 20.09.2023). Research findings are disseminated through presentations at national and international conferences and publications in peer-reviewed scientific journals.Trial registration number: German Clinical Trails Register DRKS00031773 (Date of registration 09.11.2023).

Combining Machine Learning and Queueing Theory for Data-Driven Incarceration-Diversion Program Management

Incarceration-diversion programs have proven effective in reducing recidivism. Accurate prediction of the number of individuals with different characteristics in the program and their program outcomes based on given eligibility criteria is crucial for successful implementation, because this prediction serves as the foundation for determining the appropriate program size and the consequent staffing requirements. However, this task poses challenges due to the complexities arising from varied outcomes and lengths-of-stay for the diverse individuals in incarceration-diversion programs. In collaboration with an Illinois government agency, we develop a framework to address these issues. Our framework combines ML and queueing model simulation, providing accurate predictions for the program census and interpretable insights into program dynamics and the impact of different decisions in counterfactual scenarios. Additionally, we deploy a user-friendly web app beta-version that allows program managers to visualize census data by counties and race groups. We showcase two decision support use cases: Changing program admission criteria and launching similar programs in new counties.