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DiversityNursing Blog

For Mothers at Risk, Someone to Lean On: N.Y.C. Nurses Aid Low-Income First-Time Mothers

Posted by Alycia Sullivan

Thu, Jan 10, 2013 @ 04:46 PM

mason

By 

The tattoo below Joanne Schmidt’s right ear says “Jesus” in Hebrew. On the back of her neck, under a short crop of dyed red hair, is a second tattoo that says “Bad Girl” in Chinese.

“That was from my earlier period,” she said.

On a drizzly December afternoon, Ms. Schmidt was in the Throgs Neck section of the Bronx to visit Elizabeth De la Rosa, who is 19 years old, single and was about as pregnant as a person can be. On this day, which happened to be the date her baby was due, Ms. De la Rosa was living in her mother’s apartment, a surprise to Ms. Schmidt, 37, who had been visiting her since early in the pregnancy — sometimes at a homeless shelter, sometimes at Ms. De la Rosa’s aunt’s. Ms. De la Rosa and her mother had a history of bitter arguments, which had landed the daughter in counseling at age 14.

“I must say,” Ms. Schmidt said mildly, “I’m glad that you and your mom are getting along.”

“We don’t fight when I’m at my aunt’s,” Ms. De la Rosa said.

“Did your mother ask you to move back?” Ms. Schmidt asked.

“My sister did.”

As the two talked, Ms. De la Rosa’s mother watched television in her bedroom. There were many things to discuss:

How was Ms. De la Rosa feeling? (Impatient.) Did she have headaches or blurry vision? (Headaches.) Did she tell her doctor? (Yes.) Was she still planning to get a job and find her own place? (First she wanted to get her high school equivalency diploma.) Did she need a referral? Did she have a day care plan? Was she considering any schooling beyond the G.E.D.? How long did she plan to breast-feed?

Discussion circled back to her relationship with her mother. Ms. Schmidt, who did not get along with her own mother, nodded sympathetically and recorded Ms. De la Rosa’s answers on printed sheets that she kept in a thick folder.

Afterward, in her government-owned Prius, Ms. Schmidt confided that she was worried. “What happens when this baby’s born and her mom tells her she’s doing something wrong? Elizabeth says she doesn’t want it to get physical, but that it can get physical. She’s very strong-willed. I’m going to ride it out.”

Her face showed her further concern: In a home with physical violence, little money or resources, with a nonsupportive father, what sort of life prospects would Ms. De la Rosa’s baby have?

“I know these girls because I come from the same background as they do,” Ms. Schmidt said, adding that of the young women she visited, Ms. De la Rosa had one of the more stable home situations. “There were a few times when I found myself on the streets,” Ms. Schmidt said — “no apartment, I was cut off of welfare, living from place to place. I lived out of my car for a while. With my son.

“So my story is very much these girls’ story. And it just takes one person, one person, to just say, ‘You are worth it. You’re not a terrible person for the mistakes and the things you’ve done in the past. You may have gone through whatever, but there’s a way out.’ ”

She did not need to say that for her clients, 15 at any time, she intended to be that one person.

Joanne Schmidt is a nurse for the New York City Department of Health and Mental Hygiene, in a program called the Nurse-Family Partnership, which matches specially trained nurses with low-income first-time mothers, starting during pregnancy; they meet at the mother’s home every week or two until the child’s second birthday. She is also a daughter of the soul singer Sam Moore, of Sam and Dave — a quick-eyed woman with freckles and a Rochester accent that adds a Midwestern flavor to mild oaths like “jeez Louise” or “shut the front door.”

Raised mostly by her maternal grandmother and aunt, she was not told until age 8 who her father was, or why she looked different from her German relatives.

After high school, she said, “that’s kind of when my life went — ” she made a screeching sound like a rocket veering out of control. “I didn’t realize I was following my mother.” For years she was by her description a “groupie” on the hip-hop scene; now she is a Christian, a PTA president, a mother to a 16-year-old and a partner with his father. And a nurse.

Her unit takes the hard cases: mothers in foster care, homeless shelters or Rikers Island.

babyThe program, which was started in upstate New York in the 1970s and has been adopted in 42 states, is one of the rare public initiatives that have shown consistent and rigorously tested benefits for the mothers and children, as well as significant savings for taxpayers.

In different studies on different demographic groups, women in the program have had fewer premature deliveries, smoked less during pregnancy, spent less time on public assistance, waited longer to have subsequent children, had fewer arrests and convictions, and maintained longer contact with their baby’s fathers. Their children have had fewer language delays and reported less abuse and neglect, slightly higher I.Q. scores, fewer arrests and convictions by age 19, and less depression and anxiety.

A 2011 study of New York City’s Nurse-Family Partnership program, which currently has 91 nurses serving 1,940 families, projected that by the time a child in the program turns 12, the city, state and federal governments will have saved a combined $27,895, with additional savings thereafter — more than twice the program’s cost per child. The study was conducted by the Pacific Institute for Research and Evaluation using data from the Nurse-Family Partnership’s research at three locations, then extrapolated to New York.

This fall, I attended a dozen home visits, all in the Bronx, with five nurses — three from the Visiting Nurse Service of New York, which contracts with the city to provide service in the Bronx, and two, including Ms. Schmidt, with the health department’s Targeted Citywide Initiative, which tackles the most at-risk cases. The nurses’ styles and backgrounds varied; the families’ needs and challenges even more so. Each mother participated voluntarily and at no cost.

The problems were many: violence on the street, abuse in the women’s past, illness, anger, obesity, insecure housing or financial circumstances. Most of the women had the poor luck to have been born in poverty. Like their middle-class counterparts, none came into the world knowing how to raise a baby.

At the Andrew Jackson Houses in the South Bronx, Rose Mendoza and her nurse, Susan Spadafora, were discussing Ms. Mendoza’s plans for the next week. She had a doctor’s appointment for her son, Mason, who is about 17 months old, and an appointment to get an assessment from her psychiatrist, so she could receive counseling for her longstanding temper problems. Previous attempts to get this assessment had failed, often ending with Ms. Mendoza in a tantrum.

“If she’s not there,” Ms. Mendoza said of the psychiatrist, “I’m going to be mean.”

“You don’t have to be mean,” Ms. Spadafora said. She commended Ms. Mendoza, 26, for her progress in controlling her temper since the baby’s birth.

“She’s always late,” Ms. Mendoza said. “And I get frustrated to have to wait.”

Patiently, Ms. Spadafora, 52, who works for the Visiting Nurse Service of New York, walked her client through steps they had discussed for dealing with unresponsive clinic staff members without blowing up. Several times, the nurse has gone along on appointments to demonstrate ways to ask questions and elicit better treatment. Part of her work, she said, lies in modeling good habits.

“Susan’s changed a lot for me,” said Ms. Mendoza, who dyes her hair flaming red and has a gold stud by the corner of her mouth. “A lot. Like how to deal with things, how to think before you speak. Don’t just blurt it out.”

Most of Ms. Mendoza’s friends had children as teenagers, but she did not become pregnant until she was 24, with her long-term boyfriend, David. They both left high school in their senior years.

Hers was not an easy pregnancy. Ms. Mendoza weighed as much as 380 pounds and had diabetes and dangerously high blood pressure. Early tests showed that she was pregnant with triplets. One died in the womb, then a second. The third fetus and Ms. Mendoza were both in danger of not surviving.

On a late-November morning, Mason stared alertly at the action around him and babbled. He ambled from one part of the apartment to another.

Ms. Mendoza’s goal is to move out. Two people have been killed in the building since Ms. Spadafora started visiting, including one man who was shot in the daytime; Ms. Mendoza heard him screaming on the sidewalk at the pain, waiting for an ambulance that arrived too late.

During two visits I attended, Ms. Mendoza was adamant that she was going to get her G.E.D., study to become a pastry chef, apply for housing, get an apartment with David — “he’s a great father,” she said — and begin a new life with her new family. But she has been making such plans since pregnancy, Ms. Spadafora said.

“She seems to put roadblocks in front of herself,” the nurse said. “She’s registered for six or seven G.E.D. review courses. Always the obstacles seem real, but she can exaggerate them. Success can be as scary as failure. There’ll be more expectations if she gets a degree.”

Like other nurses I talked to, Ms. Spadafora finds herself trying to counteract certain practices of the babies’ grandmothers — like putting cereal in a baby bottle, which can lead to overfeeding. “Everybody wants a fat baby,” Debra Rivera-Oquendo, who works for the Visiting Nurse Service of New York, told me.

Though childhood obesity is not high on the national Nurse-Family Partnership agenda, it is a major concern in New York and especially in the Mendoza household, where obesity and diabetes are rampant. At 295 pounds, Ms. Mendoza was greatly slimmed down but still no waif. Her mother, who is also obese and diabetic, pushed back against the nurse.

“We’re trying to make tiny breakthroughs with the baby,” Ms. Spadafora said. “I’ll ask, ‘What things did your mother do that might have contributed to your obesity?’ She knows what her mother did wrong, and doesn’t want to do that with the baby. Rose is doing better with the baby than with herself.”

The visiting nurse program, though, is not for everyone. It makes demands on both nurses and clients, not least the demand for data, which means constant reporting and paperwork.

More than half of the mothers drop out before their child turns 2 — some because they successfully move into work or school, but others because they lose interest. In the original trials, 60 percent of mothers finished the program, but the rate fell to 42 percent as the program expanded — another impetus for more data-gathering.

For Joanne Schmidt, whose team has a far lower graduation rate because of the mothers’ challenges going in, each patient who drops out becomes an unsolved mystery.

“I wonder what happens to some of them,” she said. “I wonder if they went to school. I wonder if they’re out of jail. I try hard not to take it personal. They have their own life to live, and I made it through on my own with no help. A lot of these girls are tough. They know how to use their resources.

“It sounds cold, but I have to remember that this is my role. I can’t save the world. If someone drops, you wrestle with that for a second, then it’s, ‘all right, got to pick up the next client.’ That’s part of being a nurse, knowing you’re going to have clients that die on you. You have babies that die, you have clients that die. It’s sad to see, but it’s part of why you do what you do, and part of the reason everyone can’t be a nurse.”

The Monday after Ms. Schmidt’s visit to Ms. De la Rosa, the baby had still not arrived. The nurse was hoping the birth would fall on her own birthday, Dec. 12. She needed some good news. One of her patients, a 5-month-old boy born a month early, was in the hospital with respiratory syncytial virus, or RSV, an illness that can be fatal to premature infants. Another patient, who was born two months prematurely, was sick and not receiving treatment.

The two families were lined up back-to-back on her Monday morning schedule, along with a mother and her 3-month-old son who were living at Inwood House, transitional housing for homeless youths who are pregnant or have children. The mother, Nicola Brown, 19, said she had been physically and emotionally abused as a child, and verbally abused by the baby’s father.

Ms. Brown was the day’s first appointment, and she had good news: in part thanks to Ms. Schmidt, she had finished her training to become a home health aide. This after getting her G.E.D. in August.

Ms. Schmidt beamed at her. “Do you feel proud of yourself?” she said. “You should.”

Ms. Brown said she wanted to work for a while, then go to nursing school. She was seeing a mental health clinician because of lingering effects of her past abuse, she said.

 Ms. Schmidt was her second nurse in the program. She had not gotten along with the first, whom she described as loud and obnoxious. “Joanne has an upbeat personality, and it’s easy to trust her,” she said, adding that she did not easily trust people.

The meeting was the easiest part of Ms. Schmidt’s day. At the next appointment, in the Eastchester neighborhood, Natasha Pennant and her boyfriend, Aaron Pelzer, had a sick child, a new apartment, problems with Medicaid and stress from Ms. Pennant’s mother, who recently had shoulder surgery, and who relied on her daughter for help raising four foster children. Their daughter, Azalea, was born at 30 weeks, weighing one pound, 14 ounces.

“I feel everything is on me,” Ms. Pennant said. “With my mom and Azalea, and trying to find a steady job.” She was too busy with her mother to reapply for Medicaid, she said. Without the coverage, she did not have money to take her daughter to the pediatrician.

Ms. Schmidt asked how she was coping with the stress.

“Honestly, I’m going back to smoking,” Ms. Pennant said. Mr. Pelzer, who is trying to start a mobile app business, sat nervously by her side.

“When you smoke, where do you smoke?” Ms. Schmidt asked.

Ms. Pennant told a story about Ms. Schmidt’s visiting her in the hospital just after Azalea was born. For two days, Ms. Pennant was unable to go to her daughter in the neonatal intensive care unit because of a pounding headache, which the floor doctors were not treating. Ms. Schmidt pushed the nurses on the floor to have a doctor look into it. Finally, a doctor said that the pain was a side effect of spinal anesthesia and prescribed treatment. Ms. Pennant was able to see and hold her child.

“It was all because of Joanne,” she said.

Now Ms. Schmidt urged the couple to take Azalea to the pediatrician or the emergency room ASAP. “They cannot refuse to see you based on your inability to pay.” Because Azalea had been premature, Ms. Schmidt feared RSV, and was especially worried about delaying treatment. “I just went through this with someone, and the outcome is not going well,” she said.

The last visit of the day was the hardest: At Montefiore Medical Center’s Wakefield campus, a weary Stephanie Velez-Rivera, 23, lay with her son, Elisha, on her chest, trying to ease his weak cough. After eight days in the hospital and a week of illness before, he had lost half a pound and wasn’t eating or sleeping. The night before, he had rolled off his mother while she slept and onto the floor; in the morning, she said, the medical staff had interrogated her as if she had dropped her baby.

Now she worried that when her husband learned of the baby’s fall, he would be upset with her. During Ms. Schmidt’s last visit, Ms. Velez-Rivera’s husband had rejected a suggestion of couples counseling.

Ms. Schmidt did not criticize the husband. “His personality isn’t able to handle some of the things you can,” she said.

“He gets stressed out,” Ms. Velez-Rivera said.

Ms. Velez-Rivera, who has sickle-cell anemia, said that she had been raised in an abusive home, “physically, emotionally, verbally,” and that she was determined to make a better home for Elisha; the boy’s needs, she said, came before hers or her husband’s.

Ms. Schmidt had no easy answers. The child was very sick, the marriage was fraught, the mother was pushed beyond exhaustion — and still it was not too early to discuss birth control, so Ms. Velez-Rivera would not become pregnant again right away. The nurse promised to bring information at their next visit, and to check back in a few days.

Ms. Schmidt’s birthday came and went without Ms. De la Rosa delivering her baby. Instead of celebrating, the nurse went to a holiday party for the mothers and babies in the program. She asked her clients not to mention her birthday, saying the party was for them, not her.

By week’s end everything was still up in the air. Ms. De la Rosa’s doctor said he would wait until Dec. 18 before inducing labor. Ms. Velez-Rivera was fighting to keep Elisha in the hospital, saying he was still not eating well enough to be safely discharged.

Ms. Schmidt put away her work cellphone for the weekend, then picked up a message anyway.

“All my girls have a lot going on,” she said. “That’s their everyday life. I know that they’ll be O.K., and that the decisions they make will become the road they have to take.”

She took a deep breath. “I have to hang up my cape at some point,” she said. “You let it go, then you pick it back up.”

Topics: low income, support, NYC, first-time mother, baby, nurse

Nurses' perseverance to be rewarded New Year's Day

Posted by Alycia Sullivan

Thu, Jan 10, 2013 @ 04:37 PM

By COURTNEY PERKES 

racoonTwo Orange County nurses seeded their dreams of a Rose Parade float to honor their profession with donations as small as a dollar.

Pat Spongberg, 79, of Mission Viejo and Judy Dahle, 68, of Costa Mesa spent five years working to raise money for a nature-themed float designed to embody the healing traits of nurses.

The women are among five operating-room nurses who in 2007 formed a nonprofit, Bare Root Inc., that will present a one-time entry at Tuesday's parade in Pasadena.

"In our mind, that's how roses start – from a bare root," Spongberg said.

Click here to watch the nurses decorate their Rose Parade float.

Dahle added, "We were starting from a seed. We had some moments where we'd go, 'What are we doing?' We're finally in the blossoming stage."

The float, titled "A Healing Place," will carry 6,000 roses as well as 10 nurses and nursing students.

"The Rose Parade is seen by millions around the world," Dahle said. "It is an opportunity to showcase nursing internationally. The people that watch it, probably every one, have been touched by a nurse in one way or another."

GRASS-ROOTS START

The idea came about at an operating-room nursing conference where they learned that their colleague, Sally Bixby, would serve as president of the Tournament of Roses for the 2013 parade.

"I'm totally honored by it," said Bixby, who spent 38 years as a nurse. "I can't believe they did it. When they called me originally a few years ago to tell me they were going to take this on, it gave me chills."

In the beginning, fundraising went slowly. The board members started by seeking donations at nursing conferences.

"We'd literally have a little box out at the table, and people threw in $1 or $5 or maybe a 20," said Dahle, who is a consultant after years of working at Hoag Hospital.

The economy plunged into recession, and when pitching their project, 2013 sounded very far away to prospective donors.

Still, the group persisted, spending its own money to travel to conferences across the country.

Members created a website, where supporters could buy a rose to honor a nurse or make a credit card donation. Several hospitals gave the largest gifts of $30,000 each.

"I think we all feel a sense of pride of accomplishment," said Spongberg, who retired from Mission Hospital.

PAYING TRIBUTE

Hundreds of nurses have volunteered to decorate the float, which showcases animals that symbolize the traits of a good nurse. Three nightingales on a branch pay tribute to Florence Nightingale, the founder of modern nursing. Owls stand for wisdom. (Nightingale also had a pet owl.) The raccoon represents intelligence and the nurses who work all night. The mother deer symbolizes caring.

The lanterns are replicas of the kind Nightingale used to visit her patients at night.

"That was our one touch of sentimental nursing," Dahle said.

Words along the bottom include: compassionate, gentle, leader, conscientious and confident.

The 55-foot-long float cost $215,000. In all, the nurses raised $400,000. After accounting for other administrative and technical expenses, the nonprofit will donate the remaining funds for nursing scholarships and then dissolve.

"We don't have the fundraising background to go through it again," Dahle said. "People don't realize the business behind it."

Nurse Cherie Fox, 41, was scheduled to work in the cardiac intensive care unit at Mission Hospital on New Year's Day, but her plans changed after she was selected to ride on the float.

"I think it's amazing that they have taken it on to truly highlight the nursing profession," said Fox, who lives in Huntington Beach. "Most nurses go into nursing because they have a desire to give back and make connections with families and patients. Nurses learn to work in whatever they're put into. We all try to do it with grace and dignity."

Some nurses will travel from other states to attend the parade. Dahle last watched in person 40 years ago. Spongberg will attend the parade for the first time ever with her husband.

"I am very excited. This is the culmination of all we've worked for," Spongberg said. "To see the finished product going down Colorado Boulevard is going to be awesome."


Topics: Rose Parade, Orange County, Bare Root Inc., float, "A Healing Place", nurses

Frontier Nursing University Receives $1,350,000 in Scholarships for Disadvantaged Students

Posted by Alycia Sullivan

Thu, Jan 10, 2013 @ 02:11 PM

By Brittney Edwards

Frontier Nursing University has been awarded a grant from the Health Resources and Services Administration’s Scholarship for Disadvantaged Students (SDS) program. This four-year grant totals $1,350,000 and will provide scholarships to 90 students over the grant period.

The purpose of the SDS Program is to increase diversity in the health professions and nursing workforce by providing grants to eligible health professions and nursing schools for use in awarding scholarships to financially needy students from disadvantaged backgrounds. Many of these students are from underrepresented racial and ethnic backgrounds and will help diversify the health workforce. Because 100% of FNU graduates are trained in primary care, the FNU student body is a precise fit with the goals of the SDS program. Not only does Frontier recruit, educate and graduate advanced practice nurses and midwives to work in primary care, but our university targets students from educationally disadvantaged backgrounds and minority groups. With over 60% of FNU students fitting the educationally disadvantaged category and 20% qualifying as economically disadvantaged, FNU has a pool of students who can benefit greatly from this assistance.

“We are thrilled to be able to offer these scholarships to our students who might have had their graduate education goals postponed or unfulfilled because of financial constraints,” said Dr. Susan Stone, FNU President and Dean. “Our mission is to educate nurse-midwives and nurse practitioners to serve women and families with a focus on rural and underserved areas, so the SDS grant is a perfect fit with our institutional goals.”

FNU will award 90 scholarships, valued at $15,000 each, over the four-year grant period. FNU tuition for the entire program, if attending full-time, ranges from $24,000 to $31,000. This low tuition will allow FNU to award nearly full scholarships for tuition with some funding for fees, books and reasonable living expenses. This funding will make the difference to students experiencing financial difficulties and allow them to complete their graduate education.

About Frontier Nursing University:

FNU provides advanced educational preparation for nurses who seek to become nurse-midwives, family nurse practitioners, or women’s health care nurse practitioners by providing a community-based distance graduate program leading to a Doctor of Nursing Practice (DNP), Master of Science in Nursing (MSN) or a post-master’s certificate. For more information about Frontier Nursing University, visit www.frontier.edu.

Topics: scholarship, Frontier Nursing University, disadvantaged, diversity, nursing, health, students

Obama Signs New Military Sexual Violence Provisions Into Law

Posted by Alycia Sullivan

Thu, Jan 10, 2013 @ 02:02 PM

SWANlogoAfter much anticipation across the nation, President Obama signed the 2013 National Defense Authorization Act (NDAA) into law. In the end, it included 19 amendments to significantly reform Department of Defense sexual assault and sexual harassment policies. This landmark bill has the largest number of sexual violence provisions ever signed into law, and represents the culmination of more than 18 months worth of relentless advocacy work by the Service Women’s Action Network (SWAN). We want to thank the many veterans and service members who shared their voices to demand policy change this year, including Ayana Harrell, Nicole McCoy, Cindy McNally, Ruth Moore, Laura Sellinger and so many others.

The NDAA is an enormous bill that specifies the budget and expenditures of the Department of Defense (DOD). It also contains sections that deal with military issues ranging from the total number of troops to retiree benefits, and everything in between. It is one of the primary vehicles used by Congress to provide oversight and mandate change within the military. Every year, SWAN partners with key members of Congress to provide bipartisan legislative recommendations to both the House and Senate to improve the welfare of service women and women veterans.

This year, SWAN was able to help introduce into the bill a record number of provisions based on our policy agenda, chief among them to improve the way the military handles sexual assault and sexual harassment in the ranks. Other provisions were also included that improve health care for service women and military families. Specifically, the law now provides for:

  • Prohibiting the military from recruiting anyone convicted of a sex offense
  • Mandatory separation of convicted sex offenders
  • Insurance coverage for abortions in cases of rape or incest for service women and military family members
  • Retention of restricted report documentation for 50 years if so desired by the victim
  • The creation of “Special Victims Units” to improve investigation, prosecution and victim support in connection with child abuse, domestic violence and sexual assault cases
  • Allowing victims to return to active duty after separation to help prosecute sex offenders
  • The creation of an independent review panel comprised of civilian and military members that will closely examine the way that the DOD investigates, prosecutes, and adjudicates sexual assaults
  • Required sexual assault prevention training in pre-command and command courses for officers
  • Improved data collection and reporting by the military on sexual assault and sexual harassment cases
  • Annual command climate assessment surveys to track individual attitudes toward sexual assault and sexual harassment
  • A review of unrestricted sexual assault reports and the nature of any subsequent separations of victims who made those reports
  • Notification to service members of the options available for the correction of military records due to any retaliatory personnel action after making a report of sexual assault or sexual harassment
  • Requirement for DOD to establish a policy for comprehensive sexual harassment prevention and response
  • Language that will allow better oversight and tracking of DOD’s implementation of sexual assault provisions from prior Defense Authorizations in order to ensure they are being enforced properly

Legislating reform of DOD policies can be a difficult, complicated and sometimes painfully slow process, and is only one of several tools SWAN uses to make institutional change happen. Ensuring those policies are properly implemented by the services and fairly practiced in individual units “where the rubber meets the road” is a continuous process for us. Calls from active duty troops and veterans on our Helpline continue to inform and guide our work. We are grateful to be able to provide help to service members and veterans in need. We are also thankful for our incredible coalition of military, veterans and civil rights organizations, the members of Congress who have partnered with us, and each one of you who have supported us this year. In order to eradicate sexual assault and sexual harassment we must continue to work together to transform military culture. The passage of the 2013 NDAA is another critical step in moving the military one step closer to change.

As we move forward with this year’s policy and legislative agenda, and prepare for our second annual Summit on Military Sexual Violence, SWAN will continue to hold our civilian and military leadership accountable for the welfare of our nation’s service members and veterans. We will continue to fight for changes in the execution of military justice for victims of sexual assault, service members’ access to civil courts, and comprehensive reform of VA policy regarding “Military Sexual Trauma” compensation claims. With your support, we look forward to continued success as we begin work on the 2014 NDAA.

* This article is from Service Women’s Action Network

Topics: sexual violence, SWAN, Department of Defense, military, law

Nursing education enrollment keeps rising in 2012

Posted by Alycia Sullivan

Thu, Jan 03, 2013 @ 01:41 PM

Nurse.com News

The American Association of Colleges of Nursing has released preliminary survey data showing that enrollment in all types of professional nursing programs increased from 2011 to 2012, including a 3.5% increase in entry-level BSN programs. 

The AACN’s annual survey findings are based on data reported from 664 of the 856 nursing schools in the U.S. with baccalaureate and/or graduate programs (a 77.6% response rate). In a separate survey, the AACN found a strong hiring preference for new nurses prepared at the baccalaureate level, and a comparatively high job-placement rate for new BSN graduates.

"AACN is pleased to see across-the-board increases in nursing school enrollments this year given our commitment to encouraging all nurses to advance their education as a catalyst for improving patient care," AACN President Jane Kirschling, RN, PhD, FAAN, said in a news release.

Baccalaureate nursing education

The AACN said its annual survey is the most reliable source for actual — as opposed to projected — data on enrollment and graduations reported by the nation’s baccalaureate- and graduate-degree programs in nursing. This year’s 3.5% enrollment increase for entry-level baccalaureate programs is based on data supplied by the same 539 schools reporting in both 2011 and 2012 (see www.aacn.nche.edu/Media-Relations/EnrollChanges.pdf for year-by-year enrollment changes in baccalaureate nursing education from 1994 to 2012).

Among the most noteworthy findings, the number of students enrolled in RN-to-BSN programs increased by 22.2% from 2011 to 2012 (471 schools reporting). This year marks the 10th year of enrollment increases in these programs, signaling a growing interest among nurses and employers for baccalaureate-prepared nurses, the AACN noted. 

Stakeholders inside and outside the nursing profession — including the Institute of Medicine, Tri-Council for Nursing, National Advisory Council for Nursing Education and Practice, Carnegie Foundation for the Advancement of Teaching and many others — are calling for higher levels of academic progression in nursing.

Graduate nursing programs

Preliminary data from the AACN’s 2012 survey show that enrollment in master’s and doctoral degree nursing programs increased significantly this year. Nursing schools with master’s programs reported an 8.2% jump in enrollment, with 432 institutions reporting data. In doctoral nursing programs, the greatest growth was seen in DNP programs, where enrollment increased by 19.6% (166 schools reporting) from 2011 to 2012. 

During this same time period, enrollment in research-focused doctoral programs (PhD, DNS) edged up by 1.3% (96 schools reporting), even though 195 qualified applicants were turned away from these programs, based on preliminary findings.

"Momentum is clearly building for advancing nursing education at all levels," Kirschling said. "Given the calls for more baccalaureate- and graduate-prepared nurses, federal and private funding for nursing education should be targeted directly to the schools and programs that prepare students at these levels.

"Further, achieving the Institute of Medicine’s recommendations related to education [calling for 80% of nurses to have BSNs by 2020] will require strong academic-practice partnerships and a solid commitment among our practice colleagues to encouraging and rewarding registered nurses committed to moving ahead with their education."

Turned away

Although interest in nursing careers remains strong, many individuals seeking to enter the profession cannot be accommodated in nursing programs, despite meeting all program entrance requirements. Preliminary AACN data show that 52,212 qualified applications were turned away from 566 entry-level baccalaureate nursing programs in 2012. The AACN expects this number to increase when final data on qualified applications turned away in the fall of 2012 are available next March. 

The primary barriers to accepting all qualified students at nursing colleges and universities continue to be a shortage of clinical placement sites, faculty and funding, according to the AACN (see www.aacn.nche.edu/Media-Relations/TurnedAway.pdf for information about the number of qualified applicants turned away from entry-level baccalaureate nursing programs over the past 10 years).

Hiring preferences

In addition to its annual survey, the AACN has collected data on the employment of new graduates from entry-level baccalaureate and master’s programs to assess how these RNs fare in securing their first jobs in nursing. 

Conducted for the third consecutive year, survey findings show baccalaureate nursing graduates remain more than twice as likely to have jobs at the time of graduation as those entering the workforce in other fields. While the employment rate at graduation increased slightly, from 56% in 2011 to 57% in 2012 for BSN students, the employment rate at four to six months after graduation was identical over the two-year period (88%). By comparison, the National Association of Colleges and Employers conducted a national survey of 50,000 new college graduates across disciplines and found that only 25.5% of new graduates in 2011 had a job offer at the time of graduation.

The AACN also collected data on entry-level MSN programs, which remain a popular pathway into nursing for those transitioning into nursing with degrees in other fields. Graduates from these programs were most likely to have secured jobs at graduation (73% for MSNs vs. 57% for BSNs) and at four to six months after graduation (92% for MSNs vs. 88% for BSNs). These data further illustrate a renewed employer preference for hiring the best educated entry-level nurse possible. 

Once again this year, the AACN queried nursing schools about whether hospitals and other employers express a preference for hiring new nurses with a bachelor’s degree. A significant body of research shows that nurses with baccalaureate level preparation are linked to better patient outcomes, including lower mortality and failure-to-rescue rates, according to the news release. With the Institute of Medicine calling for 80% of the nursing workforce to hold at least a bachelor’s degree by 2020, moving to prepare nurses at this level has become a national priority. 

In terms of this year’s survey, schools of nursing were asked whether employers in their area were requiring or strongly preferring new hires with baccalaureate degrees, with the findings showing that 39.1% of employers require the BSN for new hires while 77.4% strongly prefer BSN-prepared nurses.

Resources

To download the complete research brief on the "Employment of New Nurse Graduates and Employer Preferences for Baccalaureate-Prepared Nurses," visit www.aacn.nche.edu/leading_initiatives_news/news/2012/employment12.

The AACN works on several fronts to enhance the number of baccalaureate-prepared nurses in the workforce, including:

• Working collaboratively with leaders from associate degree programs and the community college arena to encourage academic progression in nursing (see www.aacn.nche.edu/news/articles/2012/academic-progression).

• Partnering with the National Organization for Associate Degree Nurses to disseminate a new brochure titled "Taking the Next Step in Your Nursing Education" (see www.aacn.nche.edu/students/your-nursing-career/Academic-Progression-Brochure.pdf).

• Advancing the Robert Wood Johnson Foundation’s "Academic Progression in Nursing" initiative as part of the Tri-Council for Nursing, which is focused on implementing state and regional strategies to create a more highly educated nursing workforce (see www.aacn.nche.edu/news/articles/2012/rwjf).

• Joining with the Robert Wood Johnson Foundation to enhance diversity in the nursing workforce through the "New Careers in Nursing" program, which provides financial support and guidance to students from under-represented groups enrolled in accelerated nursing programs (http://www.newcareersinnursing.org). 

Topics: 2012, enrollment, rise, education, nurse, college

When the Doctor Is Not Needed

Posted by Alycia Sullivan

Thu, Jan 03, 2013 @ 01:36 PM

As seen in The New York Times    

There is already a shortage of doctors in many parts of the United States. The expansion of health care coverage to millions of uninsured Americans under the Affordable Care Act will make that shortage even worse. Expanding medical schools and residency programs could help in the long run.

But a sensible solution to this crisis — particularly to address the short supply of primary care doctors — is to rely much more on nurse practitioners, physician assistants, pharmacists, community members and even the patients themselves to do many of the routine tasks traditionally reserved for doctors.

There is plenty of evidence that well-trained health workers can provide routine service that is every bit as good or even better than what patients would receive from a doctor. And because they are paid less than the doctors, they can save the patient and the health care system money.

Here are some initiatives that use non-doctors to provide medical care, with very promising results:

PHARMACISTS A report by the chief pharmacist of the United States Public Health Service a year ago argued persuasively that pharmacists are “remarkably underutilized” given their education, training and closeness to the community. The chief exceptions are pharmacists who work in federal agencies like the Department of Veterans Affairs, the Department of Defense and the Indian Health Service, where they deliver a lot of health care with minimal supervision. After an initial diagnosis is made by a doctor, federal pharmacists manage the care of patients when medications are the primary treatment, as is very often the case.

They can start, stop or adjust medications, order and interpret laboratory tests, and coordinate follow-up care. But various state and federal laws make it hard for pharmacists in private practice to perform such services without a doctor’s supervision, even though patients often like dealing with a pharmacist, especially for routine matters.

NURSE PRACTITIONERS In 2012, 18 states and the District of Columbia allowed nurse practitioners, who typically have master’s degrees and more advanced training than registered nurses, to diagnose illnesses and treat patients, and to prescribe medications without a doctor’s involvement.

Substantial evidence shows that nurse practitioners are as capable of providing primary care as doctors and are generally more sensitive to what a patient wants and needs.

In a report in October 2010, the Institute of Medicine, a unit of the National Academy of Sciences, called for the removal of legal barriers that hinder nurse practitioners from providing medical care for which they have been trained. It also urged that more nurses be given higher levels of training, and that better data be collected on the number of nurse practitioners and other advance practice nurses in the country and the roles they are performing. Tens of thousands will probably be needed, if not more.

Mary Mundinger, dean emeritus of Columbia University School of Nursing, believes highly trained nurses are actually better at primary care than doctors are, and they have experience working in the community, in nursing homes, patients’ homes and schools, and are better at disease prevention and helping patients follow medical regimens.

RETAIL CLINICS Hundreds of clinics, mostly staffed by nurse practitioners, have been opened in drugstores and big retail stores around the country, putting basic care within easy reach of tens of millions of people. The CVS drugstore chain has opened 640 retail clinics, and Walgreens has more than 350. The clinics treat common conditions like ear infections, administer vaccines and perform simple laboratory tests.

A study by the RAND Corporation of CVS retail clinics in Minnesota found that in many cases they delivered better and much cheaper care than doctor’s offices, urgent care centers and emergency rooms.

TRUSTED COMMUNITY AIDES One novel approach trains local community members who have experience caring for others to deliver routine services for patients at home. Two pediatric Medicaid centers in Houston and Harrisonburg, Va., have tested this concept to see if it can reduce the cost of home care and avoid unnecessary admissions to a clinic or hospital.

The aides are trained to consult with patients over the phone by asking questions devised by experts. A supervising nurse makes the final decisions on the care a patient requires. The community aide may visit the patient, provide care in the home and send photos or videos back to the supervising nurse by cellphone.

The aides are typically paid about $25,000 a year, according to an article in Health Affairs by the pilot study’s leaders. The study concluded that the program would have averted 62 percent of the visits to a Houston clinic and 74 percent of the emergency room visits in Harrisonburg.

The aides cost $17 per call or visit, compared with Medicaid payment rates of $200 for a clinic visit in Houston and $175 for an emergency room in Harrisonburg.

SELF-CARE AT HOME A program run by the Vanderbilt University Medical Center and its affiliates lets patients with hypertension, diabetes and congestive heart failure decide whether they want a care coordinator to visit them at home or prefer to measure their own blood pressure, pulse or glucose levels and enter the results online, where the data can be immediately reviewed by their primary care doctor. The patient could consult by phone or e-mail with a nurse about his insulin dosage, but there would be no need for a costly visit to a doctor.

Taking this idea a step further, a hospital in Sweden, prodded by a kidney dialysis patient who thought he could do his own hemodialysis better than the nursing staff, allowed him to do so and then teach other patients, according to the Institute for Healthcare Improvement, a nonprofit organization in Cambridge, Mass. Now most dialysis at that hospital is administered by the patients themselves. Costs have been cut in half, and complications and infections have been greatly reduced.

HEALTH REFORM LAW The Affordable Care Act contains many provisions that should help relieve the shortage of primary care providers, both doctors and other health care professionals.

It provides money to increase the number of medical residents, nurse practitioners and physician assistants trained in primary care, yielding more than 1,700 new primary care providers by 2015. It offers big bonuses for up to five hospitals to train advanced practice nurses and has demonstration projects to promote primary care coordination of complex illnesses, incorporating pharmacists and social workers in some cases. And it offers financial incentives for doctors to practice primary care — like family medicine, internal medicine and pediatrics — as opposed to specialties.

These are all moves in the right direction, but they will need to be followed by even bigger steps and protected from budget cuts in efforts to reduce the deficit.

Topics: nurse practitioners, affordable care act, doctors shortage, retail clinics, health care reform, health care, community, pharmacists

Patient Caring Touch System Empowers Military Nurses

Posted by Alycia Sullivan

Thu, Jan 03, 2013 @ 01:31 PM

Several years ago, Lt. General Patricia Horoho, the U.S. Army’s first female and first nurse surgeon general, saw what she perceived as a loss of nursing staff, at all levels, throughout the combined military forces. She started asking nurses, “Why are you leaving?” Though Horoho expected answers like “Because I have been on three tours in Afghanistan,” the actual answers came as a surprise: “Because I don’t have enough voice in my practice.”

This feedback was the impetus for the Patient Caring Touch System (PCTS), which was developed after much research and consulting with successful civilian counterparts, and then implemented in all branches of the armed services.

“The focus of PCTS is to provide all nurses in the system a voice in their professional practice instead of having it dictated by leadership policy and procedures,” remarked Col. Patrick Ahearne, deputy commander for health services and nursing at Fort Carson, in Colorado Springs, Colo. “Instead, they help develop those policies through the unit practice councils (UPC), a cornerstone of the PCTS.”

“In the field, we have 96 percent survival rate for our wounded warriors--our trauma care is bar none,” said Mary Shannon Baker, RN, PCTS ambassador at Madigan Army Medical Center, near Tacoma, Wash. “Nurses were coming back from deployment and had little means to implement the skills and techniques they had learned and seen to be effective in the field.”

Moving to a shared governance system was a huge leap for a hierarchical military culture.

“PCTS is a fundamental shift in the ways the Army does nursing,” she added. “PCTS really gives every member of the team an equal say at the table. As a private, you can come to the UPC and we listen just as intensely as we would to a higher ranked person. If you have an evidence-based practice you want to put in place, we can do that now. We are smarter as a whole; every member can contribute to a better outcome.”

“The UPC is really the core of PCTS,” added Ahearne. “As soon as the nurses see positive results, when they bring an idea to the leadership and it is implemented, it is almost magic. As a nurse executive, it is comforting to me to have the larger brain trust of nursing out there thinking about what we can do to improve every day.”

As an example, the first thing Fort Carson Evans Army Hospital staff brought to the UPC was the issue that pushing discharged patients--many of whom were still recovering from surgery--in wheelchairs over the tiled floor to the hospital exit was uncomfortable for the patients. Every space between tiles created a bump. Action was taken to quickly carpet a path to the exit.

In addition to the unit practice councils, other elements of the PCTS system include:

Peer feedback: Nurses at every level participate in peer feedback to improve their practice and incorporate professional development.

“Before PCTS no one ever sat me down and asked where I saw myself in the organization in five years,” remarked Baker.

Core values: At Madigan, each unit has a core values representative and every month there is a core values event.

“We talk about the fact that we don’t just have a job, we have a mission,” added Baker. “The nurses have come up with some fun ways to bring the core values into everyday conversation. For instance, they made stickers of each value and put it on every can of soda in the unit, so if you buy a can of soda you have an ethic on the front of it. It keeps nurses thinking about things that are important to us.”

Optimized performance: To achieve optimized performance, the Armed Forces are now collecting data at all levels on issues such as patient falls and infection rates as well as nurse satisfaction, work load and absenteeism. The data is shared with nurses so they can engage in improving outcomes.

“We just had a nurse do a project connecting nursing-initiated orders with evidence-based practice,” stated Ahearne. “Now every nursing-initiated order has evidence behind it. We don’t need physicians’ orders for these things because the evidence shows that it is a best practice.”

Skill building: While there were always an abundance of educational opportunities, many opportunities were missed because the old system counted on an already-stretched-thin nurse leader to disseminate the information. With PCTS, a unit level nurse takes on the responsibility to look ahead and find out which opportunities would most benefit the unit.

Another significant part of PCTS is that nurses work in care teams: a lead RN who is paired with either another RN or an LPN.

“This team approach has been such a positive thing. Two sets of eyes are always better than one and now, if you have a crisis, you don’t have to find someone else to cover your patients. And when you need lunch, you are already prepared for that at the beginning of the day,” reflected Baker.

“If you have healthy, engaged, and happy nurses, it is just a by-product that you get better patient outcomes and satisfaction rates,” she explained. “PCTS is about the nurses and the nurses are about the patients. It is a cycle. We didn’t have to make a patient outcomes program, we just had to create a program to empower nurses.”


Copyright © 2012. AMN Healthcare, Inc. All Rights Reserved.

Topics: PCTS, empower, voice, nursing, military

Nursing Student Brings the Joy of Music to Pediatric Patients

Posted by Alycia Sullivan

Thu, Jan 03, 2013 @ 01:28 PM


When Mary Jo Holuba enters a child’s hospital room, it’s not uncommon for the child’s eyes to widen. After all, most nurses are dressed in scrubs, not princess dresses.

Not Holuba. She’s different. She’s a nursing student in the pediatric nurse practitioner program at Johns Hopkins University, but she’s also a classically trained soprano whose soaring voice can transport her listeners far beyond the sterile confines of a hospital or clinic.

In between classes and studying, Holuba dons the fanciful gowns of fairytale characters and performs for pediatric patients and their families. Sometimes she gives them a full-on presentation, complete with storytelling and grand gestures and songs. And sometimes, she sits next to a child, holds her hand, and quietly croons her to sleep. She takes her cues from the children.

Either way, she is grateful for the chance to use her gift to help sick children feel better. Even just for the length of a song.

“It’s a great thing to see my dream of fusing my passions--nursing and music--happen,” said Holuba, 23.

As a little girl in New Jersey, Holuba spent many hours visiting a young relative in the hospital, which gave her some natural comfort with the hospital environment. Later, as a teenager, she participated in high school and community theater, honing her performing skills. Remembering her own family’s experience, Holuba called up the local children’s hospital and asked if she could come entertain the children.

She had a calling.

When she was a sophomore in high school, her father was diagnosed with multiple myeloma. Over the years, he received treatment at Memorial Sloan-Kettering Cancer Center in New York, including three different stem cell transplants. As she observed his nurses at work, the idea of a possible career in nursing was first planted.

Holuba eventually went on to major in psychology at Columbia University, graduating in three years. Then she enrolled in the accelerated BSN program at Johns Hopkins. She even recorded a CD of beloved Christmas songs, at her father’s encouraging.

“He really loved it,” Holuba said. “He took full credit for it being his idea…We played it for him that last Christmas, and it was really great to see his smile while it was on.” She was privileged to spend some time with her father before he died in January 2012.

After returning to school, she finished her BSN during the summer and began her current master’s degree program.

In Baltimore, Holuba had discovered Dr. Bob’s Place, a palliative-care home for terminally ill infants and children. Ever since that discovery, she has committed herself to weekly visits. Even when she’s trying to juggle all the demands of her program, she always finds time to visit the children.

“I make the time for this as if it were a job,” she said. “It’s really important to me, and I know how much it means to the families. I’ve been that family member where the hours can’t pass quickly enough.”

She loves seeing the children respond to her costume and to the music. She always takes requests from the young patients. She’s equally enthusiastic about slightly off-key group renditions of “Heads, Shoulders, Knees and Toes” and “Twinkle, Twinkle Little Star” as she is about the big Broadway-style numbers that she performs. And when children ask her to sing songs that she doesn’t know, she just encourages the children to teach them to her.

“It’s always fun to make music with them.”

She sees them as children who love music and singing and dancing, not just “sick kids.” “I think that’s a nice change for them,” she said.

With all of her experience, Holuba believes strongly in the value of good end-of-life care and palliative care. Many people don’t want to talk about death or dying, but she realizes it is part of the life process. She hopes to continue exploring her devotion to helping people at such a vulnerable time in their lives.

Her future will certainly include music, too. This spring, Holuba plans to begin visiting the pediatric patients at Johns Hopkins, in addition to Dr. Bob’s. She’ll also continue her course work, with her dream of becoming a pediatric nurse practitioner still in mind. She’s considering a future working with children with cancer in an outpatient setting.

“It’s really just about sharing the music and sharing the time,” she said.


Copyright © 2012. AMN Healthcare, Inc. All Rights Reserved.

Topics: nursing student, music, pediatric, nursing, children, hospital

Owatonna Hospital nurses trained to handle sexual assault cases

Posted by Alycia Sullivan

Fri, Dec 21, 2012 @ 03:16 PM

By AL STRAIN

Giving a checkOWATONNA — A new program is now in place at Owatonna Hospital to help people who have been victims of sexual assault.

The hospital has instituted the Sexual Assault Nurse Examiner program after identifying a need for a sexual assault program to serve Owatonna and surrounding areas.

“There wasn’t a program like this nearby,” said Jody Kaiser, RN, assistant manager for the Emergency Department at Owatonna Hospital, in a news release. “For assault victims, whether physical or emotional, there just wasn’t the option for a trained nurse examiner.”

Four nurses in Owatonna went through a five-day, 40-hour training course through the Sexual Assault Response Service.

“While we don’t see the number of patients the metro area does, it’s important to have a program in place locally,” said Kimberly Glasgow, RN, a trained nurse examiner, in the release. “This program offers patients comfort after a traumatic situation.”

According to Lori Pfeifer, the sexual assault program coordinator for the Crisis Resource Center of Steele County, one in six people will be the victim of a sexual assault at some point.

“That’s Owatonna. That’s Blooming Prairie. That’s everywhere in our vicinity, and that’s men, women, old people, young people and everybody,” Pfeifer said. “(The program) is going to help with gathering evidence for prosecution. It’s going to help with follow-through for victims.”

Pfeifer said the program is very beneficial for the community, and thought it could make a difference for victims to see a medical professional who is trained to handle a sexual assault situation, which may not have always happened in the past.

“Any time someone is in the unfortunate position of being sexually assaulted, they need to be able to go into an ER that’s full of understanding and empathy, and that’s exactly what the nurses are trained to do,” Pfeifer said.

The nurses trained in performing exams with Obstetrics and Gynecology staff and nurse practitioners at Mayo Clinic Health System — Owatonna. The program also received funding from the Owatonna Hospital Auxiliary, which donated $2,500. Thrivent Financial in Owatonna also contributed $500.

The program will receive a digital camera and memory card to document evidence, along with toiletries, underwear, sweat pants and hooded sweatshirts that will be given to victims.

“They don’t have to leave the hospital in a hospital gown,” Pfeifer said. “To be able to give them back something of warmth ... you want to give people their dignity and their privacy back.”

The program is available to anyone over the age of 12. Younger victims are referred to Children’s Hospital and Clinics of Minnesota in St. Paul.

Topics: Owatonna Hospital, sexual assault, Mayo Clinic, training

School board approves raises for psychologists, nurse assistants

Posted by Alycia Sullivan

Fri, Dec 21, 2012 @ 03:14 PM

By: Jessica Opoien

School psychologists and nurse assistants in Oshkosh will receive the school district’s first-ever market-driven salary increases.

The school board approved a resolution, which grants three currently-employed school psychologists $20,000 raises each and boosts the hourly pay for nurse assistants by $1.50 or $2.50, depending onexperience, at its Wednesday meeting. The raises for school psychologists range from 37 percent to 43 percent more per employee.

The district has struggled to fill substantial vacancies throughout the last year-and-a-half. Five out of seven psychologists and five out of nine licensed practical nurses have left the district in that time, with three psychologists leaving since August. Postings for LPNs have yielded one applicant per vacancy, and there is virtually no candidate pool for psychologists.

There are 15 districts across Wisconsin with open psychologist positions, according to postings on the Wisconsin Educator Career Access Network. However, districts are in direct competition with medical facilities and private firms that employ psychologists, and no applicants have responded to Oshkosh’s four vacancies for psychologists.

The district is obligated to employ school psychologists for special education assessment and placement, said Superintendent Stan Mack during the meeting.

“As we well know just dealing with the issues in the last week, supporting students in crises demonstrates the need for psychologists well beyond the need of special ed assessment and special ed placement,” Mack said.

Six districts surrounding Oshkosh pay their psychologists an average salary of $67,000, according to a survey conducted by the Oshkosh district. Psychologists in Oshkosh earn an average salary of $47,000.

School nurse assistants face a similar situation. In Oshkosh, they earn between $14.98 and $15.85 per hour, while the regional average pay is between $16.33 and $20.77 per hour, depending on experience.

Mack said responsibilities for school nurses have increased as students’ medical conditions have grown more complex, adding that the current compensation rate is inadequate to recruit and retain LPNs in the district.

The raises follow a series of other compensation-related resolutions aimed at curbing turnover and attracting new employees to Oshkosh schools. The board over the past three years raised salaries for its top administrators 24 percent in direct response to difficulty retaining employees. Last month, the board voted to spend up to $350,000 next school year on raises for teachers who earned graduate credits during pay freezes.

Topics: increase, raise, school psychologists, nurse assistants, salary

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