Nursing In Australia

YEARBOOK
2010 EDITION
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 CONTENTS

Published by

CONTENTS 2010
2 PROFESSIONAL DEVELOPMENT
Executive Media Pty Ltd
Nursing and midwifery labour force
ABN 30 007 224 204
430 William Street 8 EDUCATION + TRAINING
Melbourne VIC 3000 Nursing schools in Australia
Phone: +61 3 9274 4200
Fax: +61 3 9329 5295 21 BEST PRACTICE
Email: media@executivemedia.com.au Winners of nursing and midwifery awards leaders in their field
Website: www.executivemedia.com.au 22 SHIFT WORK
Shift work: its challenges and management
25 CHILDREN’S HEALTH
Photo Images: Asthma in Australian children
CSIRO
Dynamic Graphics
28 TECHNOLOGY
Getty Images High-tech hospital improves patient care
PhotoDisc 29 INNOVATION
Personal patient data improves surgery success
30 RURAL AND REMOTE NURSING
Who is supporting undergraduate nursing and midwifery students to go bush?
33 BOOKS
ABC of Arterial and Venous Disease
Adult Chest Surgery
Clinical Procedures in Emergency Medicine
Mosby’s Dictionary of Medicine, Nursing and Health Professions
Oxford Desk Reference: Respiratory Medicine
A Clinical Guide to Pediatric Sleep Diagnosis and Management of Sleep
Problems
Oxford Handbook of Respiratory Medicine
Skin Lymphoma: The Illustrated Guide

9 21
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the publisher and editors to ensure that the advertisements and

25 28
other material herein comply with the Trade Practices Act 1974
(Cth). Readers should make their own inquiries in making any
decisions, and where necessary, seek professional advice.
© 2010 Executive Media Pty Ltd. All rights reserved.
Reproduction in whole or part, without written permission is
strictly prohibited.

NURSING IN AUSTRALIA
YEARBOOK 2010 1
PROFESSIONAL DEVELOPMENT

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2 NURSING IN AUSTRALIA
YEARBOOK 2010

Nursing and midwifery labour force
This is a summary of the ‘Nursing and midwifery labour force’ report. A copy of the full report can be found on
the Australian Institute of Health and Welfare website at www.aihw.gov.au.
INTRODUCTION
This report is an overview of the demographic and labour force
characteristics of nurses and midwives in Australia in 2007, based on
information collected in the 2007 Nursing and Midwifery Labour Force
Survey. Some data from the 2003, 2004 and 2005 collections are also
provided for comparison purposes and to provide an indication of trends in
the nursing labour force over the previous 4 years.
REGISTERED AND ENROLLED NURSES
In 2007 there were 317,618 nursing registrations and enrolments in
Australia. After taking account of the 11,783 apparent multiple registrations
and enrolments (that is, nurses who were registered in more than one
jurisdiction), the number of registered and enrolled nurses in Australia in
PROFESSIONAL DEVELOPMENT
2007 was estimated at 305,834. This is a rise of 11.9% from 2003. Over the
same period, the size of the nursing labour force (those employed in nursing,
on leave or looking for work) increased by 12.9%, while the number
employed in nursing increased by 11.3%. The number working as a clinical
nurse or clinical manager increased by 8.7% over the period. The proportion
of the nursing labour force looking for work in nursing remained roughly
stable at 1.7% in 2003 and 1.5% in 2007.
Registered nurses comprised 80.3% of all nurses in 2007, and their
numbers showed a slightly greater proportional increase between 2003 and
2007 (up by 12.3%) than those of enrolled nurses (up by 10.2%). The
proportion of all nurses who were registered nurses ranged from 75.5% in
Victoria to 86.3% in the Northern Territory.
In 2007, the estimated number of nurses employed in nursing was
NURSING IN AUSTRALIA
YEARBOOK 2010 3
PROFESSIONAL DEVELOPMENT

A career in Nursing or Midwifery means no two days are ever the same.
Working as a nurse or midwife in NSW is exciting, stimulating and diverse.
Better still, each day presents the opportunity to develop new skills,
take on further responsibilities and build your career.
For more information, see www.health.nsw.gov.au/nursing

NSWH_H09/72513

Need a Practitioner? It’s Only Natural for Nurses

Leaders of the Profession
Call the Australian Traditional
Medicine Society on
1800 456 855 for your
copy of the 162-page directory,
listing over 11000 complementary
medicine practitioners -
ABSOLUTELY FREE
Nurses and complementary medicine
Since naturopathic colleges started enrolling,
nurses have always been a prominent part of
the intake of students.
This was obvious to me when I was part of the
faculty at Nature Care College in Sydney.
Virtually every class, massage, herbal
medicine, naturopathy etc had its fair share of
nurses. This interested me because here was a
group of professionals, already highly skilled,
seeking to spend between 2 and 5 years in
further intense study.
Whilst sharing with them in class and
throughout the campus it soon became
obvious why they were there.
The skills they already had didn’t include the
rich philosophical basis that complementary
medicine has.
As well as that, all nurses/students had that
extra philanthropic and humanitarian belief
that made them not just a nurse but a nurse
wanting to understand more and thus give
more.
They are a godsend to our profession.
Bill Pearson
Director, Australian Traditional Medicine Society

4 NURSING IN AUSTRALIA
YEARBOOK 2010

263,331 or 86.1% of all registered and enrolled nurses. Much of the
remainder of this report focuses on this group.
EMPLOYED NURSES
Between 2003 and 2007, the number of registered and enrolled nurses
employed as nurses in Australia was estimated to have increased by 11.3%,
from 236,645 to 263,331. This was mainly a result of a 12.3% increase in
the number of employed registered nurses over the 5 year period. The
number of employed enrolled nurses also increased, but to a lesser extent
(7.2%).
AGE AND SEX
Nursing continued to be a female-dominated profession, with females
comprising 90.4% of employed nurses in 2007 (down from 91.4% in 2003).
The proportion of registered nurses who were male (9.6%) increased
between 2003 and 2007 (up from 8.6% in 2003), as did the proportion of
male enrolled nurses (8.8% in 2003 and 9.5% in 2007).
In 2003, the average age of employed nurses was 43.1 years (43.0
years for registered and 43.5 years for enrolled nurses). In 2007, the average
age was 43.7 years (43.8 years for registered and 43.4 years for enrolled
nurses). The proportion of nurses who were aged 50 years or older increased
from 28.2% to 33.0% between 2003 and 2007. Although average age did
not increase for enrolled nurses, the proportion aged over 50 years did
increase.
The peak age group for registered nurses remained the same for 2003
and 2007 (45–49 years), and changed from 40–44 years to 45–49 years for
enrolled nurses.
ABORIGINAL AND TORRES STRAIT ISLANDER NURSES
In 2007, there were 2,164 employed nurses who identified as Aboriginal or
Torres Strait Islander, representing 0.8% of employed nurses who provided
their Indigenous status.
Over one-third (38.9%) of indigenous nurses were employed in New
South Wales and Victoria, the two most populous states in Australia.
Indigenous nurses were, on average, 1.6 years younger than non-
indigenous nurses (42.1 years compared with 43.7 years), which may be
related to increased educational opportunities for indigenous Australians in
recent years (NATSIHC 2008). Indigenous nurses tended on average to work
more hours per week than their non-indigenous colleagues (35.3 hours
compared with 33.3 hours) which may in part relate to the higher hours
worked by remote area nurses generally.
In 2007, nurses employed in clinical roles accounted for 89.9% of
indigenous nurses. This proportion is slightly lower than for non-indigenous
(91.4%) nurses. The percentage of male indigenous nurses (11.5%) was
slightly higher than the non-indigenous proportion (9.6%).
COUNTRY OF FIRST NURSING QUALIFICATION
About one in six nurses (15.5%) in 2007 indicated that they obtained their
first qualification in a country outside of Australia. Western Australia had the
highest proportion of overseas-trained nurses (26.3%), while Tasmania had
the lowest (5.8%).
Just under one-fifth (17.6%) of registered nurses received their initial
training overseas, while a smaller proportion of enrolled nurses were trained
overseas (6.9%).
WORKING HOURS
There was a slight but gradual rise in average hours between 2003 and
2007, from 32.5 hours in 2003 to 33.3 hours in 2007. Between 2003 and
2007, the overall proportion of nurses working 50 hours or more rose, from
5.5% to 6.3%, while the proportion working part-time decreased, from
50.1% to 48.1%.
In 2007, registered nurses worked, on average, 33.6 hours per week in
total, compared with 31.9 hours worked by enrolled nurses. Enrolled nurses
were also more likely than registered nurses to work part-time (55.2%
compared with 46.5%) and less likely to work 50 hours or more (5.1%
compared with 6.6%).
AGE
The hours worked by nurses differed by registration and enrolment status, as
well as by age. In 2007, 85.0% of registered nurses aged less than 25 years
were working 35 hours or more (that is, full-time), a much higher proportion
than for any other age group. This group had the highest average weekly
PROFESSIONAL DEVELOPMENT
hours of 39.1 (compared with 33.6 hours for all registered nurses). Of
registered nurses in this age group, 15.0% were working less than 35 hours
per week (defined as part-time). In comparison, 55.0% of registered nurses
aged 35–44 years and 52.0% of those aged 55 years or over worked part-
time. Registered nurses aged 35–44 years and enrolled nurses aged less
than 25 years were the age groups most likely to work less than 20 hours
per week.
Weekly hours worked did not differ with age for enrolled nurses as
much as it did for registered nurses. Enrolled nurses across most age groups
were more likely to work part-time than registered nurses.
STATES AND TERRITORIES
Across the jurisdictions, there was some variation in average weekly hours
worked by nurses. In 2007, nurses in the Northern Territory worked the
highest weekly hours on average (39.3 hours), followed by New South Wales
(34.3 hours). Between 2003 and 2007, there was an increase in the hours
worked by nurses in all jurisdictions. The highest increases were for New
South Wales and Western Australia, where average hours increased by 1.2
hours per week. Enrolled nurses in Western Australia showed the greatest
increase in average hours of 1.6 hours over the period compared with 0.7
hours for enrolled nurses overall.
REMOTENESS AREAS
In 2007, nurses in Remote and Very remote areas worked longer hours than
other nurses, an average of 35.0 hours per week in Remote areas and 38.5
hours in Very remote areas compared with the national average of 33.3
hours.
Nurses in Remote areas experienced larger increases in average hours
between 2003 and 2007, rising by 1.1 hours, compared with the national
average increase of 0.8 hours. Enrolled nurses in Remote areas showed the
largest increase in average hours of 2.8 hours over the period (0.7 hours for
all enrolled nurses).
EMPLOYMENT SECTOR
The profile of nurses by employment sector changed little between 2003 and
2007, with around two-thirds of nurses employed in the public sector
(67.2% in 2003 and 66.0% in 2007). In 2007, nurses employed in the
public sector worked, on average, 2.3 hours per week more than nurses
employed in the private sector. There was a similar difference in hours
between sectors in the previous three years. The proportion of registered
nurses in the private sector dropped slightly between 2005 and 2007.
HOURS WORKED IN MAIN AND SECOND JOBS
NURSE ROLE
In 2007, 28,611 employed nurses (10.9%) reported having a second
nursing job. Overall, nurses worked, on average, 33.3 hours per week. For
nurses with only one job, the average was slightly lower, at 32.4 hours per
week. Nurses working an additional job worked fewer hours in their main
job (28.1 hours) but longer hours overall (40.1 hours) than nurses with only
one job.
SETTING AND SECTOR
In 2007, the most common nursing role for a main and a second job was as
a clinical nurse. A second job was more common in the private sector than in
the public sector. The most common settings for both a main and second job
were hospitals and residential aged care centres.
In 2007, nurses who were clinical nurse managers/administrators in
their main nursing job worked, on average, the highest number of hours per
week (38.2 hours compared with 32.0 hours for all nurses). Nurses working
in this role in their second job also worked more hours, on average, than
other nurses in their second job (14.4 hours compared with 13.5 hours for
all nurses).
The average hours worked by nurses employed in a non-clinical role
(non-clinicians) in their main job showed that those who were a lecturer,
teacher, educator and/or supervisor of new nurses worked slightly more
hours (34.3) than the other non-clinicians (32.3 for non-clinicians overall),
whereas non-clinicians in their second job worked similar hours across the
roles (ranging from 12.6 to 13.0 hours).
Nurses with a main job in the public sector worked an average of 32.9
hours per week in that job, while those with a main job in the private sector
worked fewer (30.2) hours. Those with a second job worked similar hours in
NURSING IN AUSTRALIA
YEARBOOK 2010 5
PROFESSIONAL DEVELOPMENT

both the public and private sector in that job (13.1 and 12.7 hours,
respectively).
Nurses working in psychiatric hospitals and mental health facilities in
their main job were more likely than other nurses to work a relatively high
number of hours, with over two thirds (68.2%) working full-time (35 hours
or more) compared with 48.0% overall. Nurses with a second nursing job in
a tertiary institution or a psychiatric hospital and mental health facility
reported working a slightly higher number of hours than nurses with a
second job in other work settings. Just over one-fifth (both 21.3%) of nurses
with second jobs in these settings worked 20 hours or more per week,
compared with 18.8% overall.
REGIONAL COMPARISONS
STATES AND TERRITORIES
The characteristics of nurses varied across jurisdictions in 2007. Nationally,
the average age of employed nurses was 43.7 years. The highest average
age was in South Australia (45.3 years) and the lowest in the Northern
Territory (42.6 years). The proportion of nurses who were male was highest
in New South Wales (11.3%) and lowest in the Australian Capital Territory
(7.5%), compared with a national average of 9.6%.
Between 2003 and 2007, the proportion of clinical nurses increased in
all jurisdictions, with a 3.7 percentage point increase for Australia overall.
The largest increase occurred in Western Australia (6.6 percentage points),

“ Nurses working in
psychiatric hospitals
and mental health
facilities in their main
job were more likely
than other nurses to
work a relatively high
number of hours

6 NURSING IN AUSTRALIA
YEARBOOK 2010

followed by New South Wales (4.8 percentage points). The smallest increase
was in South Australia (0.7 of a percentage point). Over this period, the
number of nurses per 100,000 population (the nursing rate) rose or was
steady in all jurisdictions except the Northern Territory, where it dropped
from 1,563 to 1,385 (-11.4%) nurses per 100,000 population. Queensland
had the highest increase in nursing rate of 13.0%, which was in addition to
a large proportional increase in the Queensland population over the period.
REMOTENESS AREAS
Of the Remoteness Areas, nurses in Outer regional areas were, on average,
the oldest (45.1 years), and those in Major cities were the youngest (43.1
years), compared with 43.7 years for Australia overall.
Between 2003 and 2007, the nursing rate rose in all regions except
Very remote areas. The largest growth occurred in Inner regional areas, from
1,242 to 1,331, and Outer regional areas, from 1,191 to 1,269 (up by 89
and 78 nurses per 100,000 population, respectively). These rises were due to
relatively larger increases in nursing numbers than population numbers
compared with other regions and nationally. The opposite situation was true
in Very remote areas, with both the number of nurses and the nursing rate
decreasing between 2003 and 2007.
Nationally, the growth in nurse numbers was 11.3%, and the
population growth was 5.9% over the period.
SOURCES OF NEW ENTRANTS AND RE-ENTRANTS TO
THE NURSE LABOUR FORCE
There are three sources of recruits to the nursing labour force. The main
source of nurses is via the training of new graduates. The time required for
students to complete training and enter the workforce is such that any acute
change in the demand for nurses cannot be met by this group. An alternative
short-term option is to recruit nurses from overseas. In addition, the pool of
nurses who have maintained their registration or enrolment, but who are
not employed in nursing are a potential source of re-entrants.
NURSE TRAINING
Basic training for nursing is provided through universities for registered
nurses and vocational education and training (VET) institutions for enrolled
nurses.
Enrolled nurses can upgrade their qualifications to become registered
nurses, and this has been encouraged over the past decade through more
varied training pathways, such as training packages that focus on
competencies that can be achieved either in a clinical setting or in the
classroom (ANMC 2002). This explains, in part, the slowing growth rate of
enrolled nurse numbers compared with registered nurse numbers.
University-level general nursing courses required for initial registration
as a nurse are usually 3 or 4 years long when studied full-time. The number
of commencements in these courses dropped between 2003 and 2004, then
showed an increase in 2005 followed by a gradual further increase through
to 2007 (7,926 commencements in 2003 and 11,093 in 2007). Initially,
completions remained relatively stable over the period, increasing slightly
between 2005 and 2007 (5,306 domestic completions in 2003 and 6,683 in
2007).
The basic training for an enrolled nurse is shorter than for registered
nurses. Enrolled nurse training varies across jurisdictions, although there is a
national set of competencies (ANMC 2002). Enrolled nurse courses are
generally Certificate IV or Diploma level training programs, and can take
between 1 and 2 years to complete, depending on the level of theory mixed
with clinical experience. In 2007, there were 13,636 students enrolled in VET
nursing courses, and 3,034 students completed their course in that year.
Numbers of VET nursing enrolments gradually increased between 2003 and
2007, though numbers of graduates remained relatively flat.
NURSE MIGRATION
Another source of new entrants to the nurse workforce is nurses from
overseas. At the same time, however, some nurses leave Australia.
In 2006–07, 8,566 nurses entered Australia and 4,661 left for periods
of 12 months or more (defined as ‘long term’). This is a net gain of 3,905
nurses. However, these movements are not all for employment reasons, and
so do not equate precisely to additions and losses from the nurse labour
force. Data on ‘reason for journey’ are available only for long-term visitor
arrivals and long-term resident departures, with 57.2% of nurses who were
long-term visitor arrivals and 52.4% of nurses who were long-term resident
departures giving ‘employment’ as their reason for moving in 2006–07,
PROFESSIONAL DEVELOPMENT
compared with 60.1% of long term resident departures and 52.8% of long-
term visitor arrivals in 2004–05.
NURSES NOT EMPLOYED IN NURSING
In 2007, an estimated 42,503 (13.9%) registered and enrolled nurses were
not employed as a nurse in Australia. Of these, nearly two-thirds (62.3%)
were not looking for work in nursing, with about half of these (47.7%)
employed elsewhere. A further 23.2% were on extended leave and 4.8%
were working as a nurse overseas. The remaining 9.7% stated that they
were looking for work in nursing.
Registered and enrolled nurses on extended leave, and not employed
and not looking for work in nursing were less likely to be male (3.7% and
5.6%, respectively) compared with other nurses (9.6% of employed nurses).
In comparison, nurses employed elsewhere and looking for work in nursing,
and those employed elsewhere and not looking for work in nursing were
more likely to be male (11.9% and 13.0%, respectively). Nurses on
extended leave and overseas were, on average, younger than other nurses
(38.1 years and 39.3 years, respectively), while those who were not
employed and not looking for work in nursing were older (48.0 years).
While almost all of the nurses working overseas were registered nurses
(94.1%), those looking for work in nursing were less likely to be registered
(62.9%). Of those working overseas, 59.3% had gained their initial
qualification in Australia, a lower proportion than for all employed nurses
(86.7%) and for other nurses not employed in nursing in Australia (88.7%
for those looking for work, 90.9% for those not looking for work).
Calmoseptine Ointment
Product Description
Calmoseptine Ointment was originally formulated for
neonates and then introduced into the wound care
market when found that it worked well for lots of skin
irritations. Calmoseptine Ointment is a skin protectant
with healing and external analgesic properties. It is
used primarily for the prevention and treatment of skin
irritations from incontinence, however it is
multi-purpose and effective for any skin problem
especially when moisture or drainage is a precipitating
factor. Calmoseptine Ointment is a one step easy to
use ointment that acts as a multi-purpose barrier from
offending effluents. Calmoseptine Ointment relieves
itching and discomfort and provides an environment
for healing while also allowing an adequate pouch seal
when applied correctly. There have been significant
improvements in problems with erosions, lesions and
irritation around stomas and anal areas.
Calmoseptine Ointment is available without
prescription and comes in a 3.5 gram sachet as well
as a 20 gram tube and a 75 gram tube.
Calmoseptine Ointment is available on the S.A.S
(Stoma Appliance Scheme).
NURSING IN AUSTRALIA
YEARBOOK 2010 7
EDUCATION + TRAINING

POSTGRADUATE COURSES
AT MONASH UNIVERSITY
The School of Nursing and Midwifery at
Monash University offers nurses and midwives
the opportunity to expand their knowledge
and advance their careers with an innovative
range of postgraduate programs taught in a
vibrant and friendly environment.
Graduates are highly regarded in the industry
and are employed in a range of clinical settings.
They also contribute to the development of
their profession through leadership roles in
advanced practice, education and policy
development.
Postgraduate offerings in 2010
Master of Nursing
The Master of Nursing course is offered at
both the Gippsland and Peninsula campus.
The course prepares nurses for advanced
general and specialist practice in a range
of clinical areas. It develops leadership skills
for roles such as planning, implementing and
evaluating healthcare, as well as developing
policy for a diverse and multicultural society.
Programs can be tailored to suit individual
career aspirations, particularly in the areas
of education, paediatrics, mental health,
critical care, emergency, medical surgical,
older persons nursing, and palliative care.
Master of Clinical Midwifery
(pre-registration)
The Master of Clinical Midwifery
(pre-registration) is offered to registered
nurses at the Clayton campus.
The 18-month program allows nurses to gain
a professional qualification as a midwife and a
Masters degree at the same time. The course
includes engagement with expert clinical
midwives, contemporary midwifery theory
and evidence. Students can select either a
coursework option or coursework with a minor
research project.
Master of Clinical Midwifery
(post-registration)
The Master of Clinical Midwifery
(post-registration) at Monash’s Peninsula
campus will appeal to qualified midwives
seeking to build on their midwifery skills and
advance their career. This flexible program
can be individually customised to suit the
personal, professional or community goals
of the student. It also provides a pathway
to higher research degrees.
Graduate Diploma of Midwifery
The Graduate Diploma of Midwifery is offered
part-time at Monash’s Gippsland campus.
This program allows division one nurses to
develop the skills, knowledge, attitudes and
competencies to practice as a midwife.
The course covers the theoretical
underpinnings of midwifery philosophy and
the full range of clinical skills required to
care for pregnant women as part of a team
of healthcare professionals.
Master of Nursing Practice
Introduced at the Clayton campus in 2009,
the Master of Nursing Practice is an exciting
initiative to provide a professional nursing
qualification for graduates with non-nursing
degrees.
For more information on all our programs visit:
www.med.monash.edu/nursing

Take the next step

in your career

The School of Nursing and Midwifery at Monash University is a
leading provider of postgraduate programs designed to give you
the skills and knowledge to take your career to the next level.
Our highly regarded programs have been developed in close
cooperation with industry partners and are delivered by academic
staff dedicated to preparing you for leadership roles in a range of
healthcare settings.
Monash’s teaching quality in health care is consistently
recognised by the Australian Government through the highest
amount of performance-based funding of any university in Australia.
Source: DEEWR Learning and Teaching Performance Fund
For more information on all our programs visit:
www.med.monash.edu/nursing
CRICOS Provider: Monash University 00008C

8 NURSING IN AUSTRALIA
YEARBOOK 2010
 EDUCATION + TRAINING

Nursing Schools
in Australia
The number of quality education and training options available make nursing an attractive career prospect for
suitable candidates. The following list of education and training providers covers the Degree courses available
within each state and territory however there are also a range of certificate and diploma courses which can be
used as pathways to degrees. For details about these courses, visit http://www.hotcourses.com.au.
(CONTINUES PAGE 11)

NURSING IN AUSTRALIA
YEARBOOK 2010 9
EDUCATION + TRAINING

Mum of Three Makes The Transition from Nurse to Doctor

As a wife and mother of three, Maria Mitrokli’s decision to
uproot the family from Clarinda, Victoria, and move to
Queensland to become a doctor was not made on a whim.
Already a registered nurse, Maria wanted more autonomy
and involvement in her professional career, which convinced her
to enrol in Bond University’s fast-tracked Bachelor of Medicine
Bachelor of Surgery (MBBS) program.
Maria proudly graduated as part of Bond University’s
inaugural graduating cohort of doctors on December 12, 2009.
Due to Bond’s three-semester-per-year timetable and intensive
clinical training periods Maria was able to fulfil her dream of being
a Doctor within 5 years of commencing her studies. She has
since relocated back to Melbourne with her family to commence
her internship with Southern Health, where she aims to fill a void
in Victoria’s health care system.
“General practice is a broad specialty with many career
prospects. Given exposure to all specialities during my clinical
rotations at Bond, I’ve enjoyed the diversity of clinical
presentations and related challenges unique to the primary care
setting. General practice facilitates the opportunity to focus on Bond’s MBBS course provides students with the theoretical
preventative care.
and clinical knowledge to be world-ready for a career in health.
“Ultimately I’d like to manage an inner Melbourne practice,
“I was drawn to Bond with the knowledge their Law,
and through my degree, I’ve made some pivotal contacts that
can bring that dream to fruition”. Business and IT programs were world-recognised, thus I was
She undertook clinical placements at the Gold Coast, Tweed convinced the MBBS degree would in turn become something
Heads, John Flynn, Pindara and Allamanda hospitals. She also special,’’ said Maria.
had exposure to general practices and government health clinics “The course focused on providing skills in leadership,
throughout the Gold Coast. communication, entrepreneurship, IT and research, giving me an
“The course was very demanding. Balancing motherhood edge when applying for my position at Southern Health. It
and academic life, as well as supporting my husband Jim enabled my family’s return to Melbourne for a better life.’’
manage his joinery business, was a tough task, but in the end For more information on the Bond MBBS Program, visit
worthwhile,’’ she said. www.bond.edu.au/mbbs

10 NURSING IN AUSTRALIA
YEARBOOK 2010
 EDUCATION + TRAINING

AUSTRALIAN CATHOLIC UNIVERSITY CHARLES DARWIN UNIVERSITY T: +61 3 5227 1100

Brisbane Faculty of Education, Health and Science F: +61 3 5227 2333
1100 Nudgee Road Casuarina Melbourne – Burwood
Banyo Queensland 4014 Ellengowan Drive 221 Burwood Highway
T: +61 7 3623 7100 Casuarina NT Burwood Victoria 3125
T: +61 8 8946 6666 T: +61 3 9244 6100
Canberra
F: +61 8 8927 0612 F: +61 3 9244 6333
223 Antill Street
E: courses@cdu.edu.au
Watson ACT 2602 Warrnambool
T: +61 2 6209 1100 Alice Springs PO Box 423
Grevillea Drive Princes Highway
North Sydney Alice Springs NT
40 Edward Street Warrnambool Victoria 3280
T: +61 8 8959 5311 T: +61 3 5563 3100
North Sydney NSW 2060 F: +61 8 8959 5343 F: +61 3 5563 3333
T: +61 2 9739 2368
Strathfield CHARLES STURT UNIVERSITY EDITH COWAN UNIVERSITY
25A Barker Road Albury-Wodonga
Strathfield NSW 2135 Joondalup
624 Olive Street
T: +61 2 9701 4000 270 Joondalup Drive
Albury NSW
Joondalup WA 6027
Ballarat T: +61 2 6051 6000
F: +61 2 6051 6629 Mount Lawley
1200 Mair Street
2 Bradford Street
Ballarat Victoria 3350 Bathurst
Panorama Avenue Mt Lawley WA 6050
T: +61 3 5336 5300
Bathurst NSW South West
Melbourne
T: +61 2 6338 4000 585 Robertson Drive
115 Victoria Parade
F: +61 2 6331 9634 Bunbury WA 6230
Fitzroy Victoria 3065
Canberra T: 134 328
T: +61 3 9953 3000
15 Blackall Street E: enquiries@ecu.edu.au
AVONDALE COLLEGE Barton ACT 2600
T: +61 2 6273 1572 FLINDERS UNIVERSITY
Faculty of Nursing and Health F: +61 2 6273 4067 Sturt Road
Sydney Campus Dubbo Bedford Park
185 Fox Valley Road Tony McGrane Place Adelaide SA
Wahroonga NSW 2076 Dubbo NSW 2830 T: +61 8 8201 3911
T: +61 2 9487 9630 T: +61 2 6885 7305 F: +61 8 8201 3757
F: +61 2 4980 2151 F: +61 2 6885 7301
E: enquiries@avondale.edu.au Orange GRIFFITH UNIVERSITY
Leeds Parade Gold Coast
BOND UNIVERSITY Orange NSW Room 2.15
Gold Coast T: +61 2 6365 7000 Clinical Services 2 Building
University Drive F: +61 2 6360 5590 Parklands Drive
Robina Qld 4230 Thurgoona Southport QLD 4215
T: +61 7 5595 1111 Ellis Street (off Sydney Road) T: +61 7 5552 8526
E: enrolment.enquiries@bond.edu.au Thurgoona NSW Logan
T: +61 2 6051 6000 Room 3.28
CENTRAL QUEENSLAND UNIVERSITY F: +61 2 6051 6629
Academic 1 Building
AUSTRALIA Wagga Wagga University Drive
Rockhampton Boorooma Street Meadowbrook QLD 4131
North Wagga NSW T: +61 7 3382 1277
School of Nursing and Health Studies T: +61 2 6933 2000
Building 18, CQ University Nathan
F: +61 2 6933 2639
Bruce Highway Room 2.06
Rockhampton QLD 4702 Health Sciences Building
CURTIN UNIVERSITY OF TECHNOLOGY
T: +61 7 4923 2735 170 Kessels Road
School of Nursing and Midwifery Nathan QLD 4111
F: +61 7 4923 2100
Building 405 Tel: +61 7 3735 7984
E: admissions@cqu.edu.au
Kent Street
Mackay Bentley WA 6102
Boundary Road JAMES COOK UNIVERSITY
T: +61 8 9266 9266
Planlands F: +61 8 9266 2255 Cairns
Mackay QLD 4741 14-88 McGregor Road
T: +61 7 4940 7577 DEAKIN UNIVERSITY Smithfield QLD
F: +61 7 4940 7407 Geelong – Waterfront Mount Isa
E: mackay-campus-enquiries@cqu.edu.au Gheringap Street 100 Joan Street
Bundaberg Geelong Victoria 3217 Mount Isa QLD
University Drive T: +61 3 5227 1100 Townsville (Main campus)
Bundaberg QLD 4670 F: +61 3 5227 2333 101 Angus Smith Drive
T: +61 7 4150 7000 Geelong – Waurn Ponds Douglas QLD
F: +61 7 4150 7090 Pigdons Rd T: 1800 888 975
E: bundaberg-enquiries@cqu.edu.au Geelong Victoria 3217 E: nursing@jcu.edu.au

NURSING IN AUSTRALIA
YEARBOOK 2010 11
EDUCATION + TRAINING

A course with a difference

At the cornerstone of Nursing studies at
The University of Notre Dame Australia is
a commitment to equipping students with
the skills and confidence to work in a Study Nursing
variety of health care settings upon
graduation. This is facilitated by intensive
in Broome
practicum experiences.

Bachelor of Nursing

The three year Bachelor of Nursing degree offers

a formal curriculum, which contains all of the
subjects mandated for nursing accreditation in
Western Australia, while placing strong emphasis
on clinical and hospital experience. Nursing
students undertake a comprehensive university
program. Graduates of this course will be capable
of providing high quality care in a compassionate,
respectful and just manner.

Diploma of Nursing
(Enrolled/Division 2 Nursing)

The 18 month diploma program provides the

education and training necessary to achieve
competency in the range of skills required for the
role of an Enrolled Nurse.
Upon successful completion of the Diploma
students could be awarded advanced standing in
the Bachelor of Nursing course.
Accommodation
On campus accommodation is available. Students
living in a house in the Student Village have their
own bedroom with an area to study, private
ensuite and access to a central kitchen and living
area.
For further information contact
the Broome Campus
Ph: (08) 9192 0601
Email: broome@nd.edu.au
› Extensive clinical placement opportunities
including remote, regional & metropolitan areas
› Certificate II Health Support Services
› Certificate III Health Services Assistant
› Bachelor of Nursing
› Major in Mental Health
› Major in Aboriginal Health
› Diploma of Nursing (Enrolled Nursing)
› Simulated hospital ward complete with
computerised manikins
› Affordable on-campus accommodation
› Small class sizes & a personal approach to
teaching
Commonwealth Supported Places are
available for some courses (conditions apply)
For more information, please contact the Broome Campus
(08) 9192 0601 // broome@nd.edu.au //
www.broome.nd.edu.au
To us you’re a person not a number

12 NURSING IN AUSTRALIA
YEARBOOK 2010
 EDUCATION + TRAINING

Bundoora F: +61 3 9904 4655

George Singer Building, Level 3 E: nursing.enquiries@med.monash.edu.au
Plenty Road
Bundoora Victoria 3086 MURDOCH UNIVERSITY
T: +61 3 9479 5950
E: nurrec@latrobe.edu.au School of Nursing and Midwifery
Education Drive
Mildura
Greenfields WA 6210
Benetook Avenue
Mildura Victoria 3502 T: +61 8 9582 5523
T: +61 3 9479 5950 E: nursing@murdoch.edu.au
E: nurrec@latrobe.edu.au
Shepparton QUEENSLAND UNIVERSITY OF
127 Welsford Street TECHNOLOGY
Shepparton Victoria 3632 School of Nursing and Midwifery
T: +61 3 5821 8316 Level 4, N Block
E: nursing.aw@latrobe.edu.au Victoria Park Road
Kelvin Grove
MONASH UNIVERSITY Brisbane QLD 4059
Clayton T: +61 7 3138 3824
Wellington Road F: +61 7 3138 3814
Clayton Victoria 3800 E: nursing.enquiries@qut.edu.au
T: +61 3 9905 4839
LA TROBE UNIVERSITY E: samantha.kent@med.monash.edu.au
RMIT UNIVERSITY
Albury-Wodonga Gippsland
Northways Road School of Nursing and Midwifery
University Drive
Wodonga Victoria 3690 Churchill Victoria 3842 Building 201
T: +61 2 6024 9370 T: +61 3 9902 6454 Level 4,
E: nursing.aw@latrobe.edu.au F: +61 3 9902 6527 Room 23
Bendigo E: nursing.enquiries@med.monash.edu.au (Siddons Building)
Edwards Road, Flora Hill Peninsula Plenty Road
Bendigo Victoria 3552 McMahons Road Bundoora Victoria 3086
T: +61 3 5444 7411 Frankston Victoria 3199 T: +61 3 9925 7376
E: g.bilardi@latrobe.edu.au T: +61 3 9904 4260 F: +61 3 9467 7503

ON-LINE Turrell Multimedia Pty Ltd

Provider of e-learning solutions to many Australian
COMPETENCIES Hospitals via our Competencies On-Line Acute and
Aged Care web sites. Here RN’s, EN’s  and carers
Acute and Aged Care can complete online competency tests either from
home or work in the areas of Medication
Core Mandatories Calculations, Basic Life Support, Advanced Life
Drug Calculations Fire /Emergency Procedures Support,  Use of AED’s, MET, Manual
Basic Life Support Nursing OH&S Handling, Infection Control, Fire Safety and OHS.
Manual Handling Use of AED’s New Aged care focused topics include Falls
Optional Add-ons Prevention, Infection Control, Dysphagia, Diabetes
Falls Prevention Challenging Behaviours including Blood Glucose Monitoring, Safety on
Home Visit Safety Infection Control Home Visits and Challenging Behaviour
Blood Glucose Monitoring Dysphagia incorporating Dementia. New topics for 2010 will
Diabetes ECG Interpretation include ECG Interpretation and Emergency Drugs.
Subscription based Australian website Staff are challenged by the large question banks
Fees based on staff numbers and content mix
and learn from their mistakes.
Automatic marking - over 1000 questions in total
All results easily accessible by administrators All tests are marked automatically by the web site
Core topics are different for Aged Care with every result and answer stored for later
Your own custom content can be added
troubleshooting. On-Line tutorials on  BLS and ALS
Free On-Line Demo Available - simply email us!
guidelines and other topics are also available as
Tu r r e l l M u l t i m e d i a additions to a standard subscription. Please email us
to arrange free trials and demo videos.
Email mturr@onwebfast.com
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Visit our website www.onwebfast.com

NURSING IN AUSTRALIA
YEARBOOK 2010 13
EDUCATION + TRAINING

UWS nurses: looking after the health

of all Australians
Nurses are the lifeblood of our health system and as
such one of the leading nursing educators in
Australia, the University of Western Sydney,
provides hundreds of educated nursing
professionals to Australia’s hospitals and health care
services every year.
According to the Head of the University’s School of
Nursing and Midwifery, Professor Rhonda Griffiths, it’s a
good time to become a nurse.
“The profession is going through a real resurgence,
with governments, educators and hospitals all working
to increase job satisfaction, workplace culture and
quality of work life for nurses,” says Professor Griffiths.
“At UWS, we are fast developing a reputation for our
excellent nursing course and research. We have the
largest undergraduate nursing program in Australia and
we also provide a range of postgraduate courses.”
“We are one of Australia’s leading nursing research
schools. Not only does our research work look at
important issues surrounding the development of the
nursing profession, our researchers are also regularly
rewarded prestigious funding grants to examine a wide
range of important health issues including cancer, aged
care, childhood obesity, mental health, heart disease,
and dementia.”
“What’s particularly testing is that much of our
research work is carried out in collaboration with our
health industry partners. By developing strategic
research alliances with other nursing and health industry
professionals, we are endeavouring to find answers to
significant health problems that face many Australians.
Much of our work seeks to find evidence-based
strategies that make a difference to people’s health
status and quality of life.”

Lead the way

UWS is a nationally recognised leader in nursing and midwifery
postgraduate education and research.

The School of Nursing and Midwifery at UWS offers professionally relevant

and contemporary postgraduate courses designed to enhance your career
pathway. Mid-year intakes, offered in an off-campus, part-time mode are
available for the following courses:
s-ASTEROF.URSING

s-ASTEROF.URSING#LINICAL,EADERSHIP

s-ASTEROF.URSING#HILD&AMILY(EALTHn+ARITANE

s-ASTEROF-ENTAL(EALTH.URSING.URSE0RACTITIONER
s'RADUATE$IPLOMAIN.URSING-ENTAL(EALTH

s-ASTEROF0RIMARY(EALTH#ARE

* Exit point available at Graduate Certificate level

** Exit point available at Graduate Diploma level

!PPLICATIONSNOWOPENTHROUGH5!#nWWWUACEDUAU
29/9/9 STR1293

Enquire now to study with leading academics in a friendly, well-resourced

environment.

CALL 1300 366 897 VISIT www.uws.edu.au EMAIL postgraduatestudy@uws.edu.au

14 NURSING IN AUSTRALIA
YEARBOOK 2010
 EDUCATION + TRAINING

ROYAL COLLEGE OF NURSING AUSTRALIA 144 High Street F: +61 2 6201 5128
1 Napier Close Prahran Victoria 3181 E: nursingandmidwifery.admin@canberra.edu.au
Deakin West ACT 2600 T: +61 3 9214 6700
T: +61 2 6283 3400 F: +61 3 9529 5294 THE UNIVERSITY OF MELBOURNE
Melbourne School of Health Sciences
SOUTHERN CROSS UNIVERSITY THE COLLEGE OF NURSING Level 5, 234 Queensberry Street
Coffs Harbour 14 Railway Parade Carlton Victoria 3010
Hogbin Drive Burwood NSW 2134 T: +61 3 8344 9400
Coffs Harbour NSW 2450 T: +61 2 9745 7500 F: +61 3 9347 4375
Lismore F: +61 2 9745 7502 E: nursing-enquiries@unimelb.edu.au
Military Road E: sas@nursing.edu.au
Lismore NSW 2480 THE UNIVERSITY OF NEWCASTLE
THE UNIVERSITY OF ADELAIDE
Tweed Heads Callaghan
56 Caloola Drive Discipline of Nursing University Drive
Tweed Heads NSW 2485 Level 3, Eleanor Harrald Building Callaghan NSW 2308
T: +61 2 6626 9585 Royal Adelaide Hospital Campus T: +61 2 4921 5000
F: +61 2 6620 3022 Adelaide SA 5005 F: +61 2 4985 4200
E: healthscience@scu.edu.au T: +61 8 8303 3595 E: enquirycentre@newcastle.edu.au
F: +61 8 8303 3594
SWINBURNE UNIVERSITY OF E: nursing.sec@adelaide.edu.au THE UNIVERSITY OF NEW ENGLAND
TECHNOLOGY Armidale
Croydon THE UNIVERSITY OF BALLARAT Handel Street
12-50 Norton Road School of Nursing Madgwick NSW 2350
Croydon Victoria 3136 107 Lydiard Street T: +61 2 6773 3333
T: +61 3 9214 8000 Ballarat Victoria 3350 F: +61 2 6773 3100
F: +61 3 9725 8665 T: +61 3 5327 9660
Hawthorn F: +61 3 5327 9719 UNIVERSITY OF NOTRE DAME
John Street School of Nursing
Hawthorn Victoria 3122 THE UNIVERSITY OF CANBERRA 160 Oxford Street
T: +61 3 9214 8000 School of Nursing and Midwifery Darlinghurst NSW 2010
F: +61 3 9819 5454 University Drive T: +61 2 8204 4275
E: www.swinburne.edu.au/hed Bruce ACT 2617 F: +61 2 8204 4402
Prahran T: +61 2 6201 5129 E: sydney@nd.edu.au

UWA POSTGRADUATE DEGREES

FOR CURRENT AND FUTURE
HEALTH PROFESSIONALS

UWA’s School of Population Health has exciting

postgraduate opportunities to help you achieve your
higher ambitions as a Health Professional.
UWA’s School of Population Research degrees:
Health has postgraduate Master of Nursing Research The School offers a full range of graduate certificates,
opportunities to help Master of Public Health diplomas and Masters coursework or coursework plus
you achieve your higher research degrees in Public Health: Master of Public
PhD
ambitions as a Health Health; Master of Public Health Practice; Master of Public
BC+Y UNWF32 CRICOS Provider Code 00126G

Professional. &ORAFULLRANGEOFDEGREES
Health (Nursing); and Master of Clinical Epidemiology.
INCLUDINGUNDERGRADUATE
Coursework degrees:
HEALTHSCIENCEANDFORMORE The Master of Nursing Science (entry to practice), with
Master of Nursing Science
INFORMATIONJUSTVISIT 50 Commonwealth-supported places available. allows
(Entry to Practice)
WWWSPHUWAEDUAU you to change your career and become eligible to be a
Master of Public Health
Registered Nurse in 2 years.
Master of Public Health
(Nursing) The School’s high-calibre research training can lead to
Master of Clinical award of the following degrees: Master of Public Health;
Epidemiology Master of Nursing; Master of Medical Science; and PhD.

NURSING IN AUSTRALIA
YEARBOOK 2010 15
 Sydney
Nursing School
Now is a particularly exciting and challenging time for
Australian nurses and midwives with the world opening
up to different possibilities in health care. Sydney
Nursing School provides a unique education path that
helps prepare students to address these possibilities for
both now and the future.
Formerly known as the Faculty of Nursing and Midwifery,
Sydney Nursing School is going from strength to
strength with new academic staff appointments,
a comprehensive review and introduction of new
courses for 2010 and active and enthusiastic student
participation in all that we do.
There are many reasons why we attract students both
locally and internationally. We offer a comprehensive
range of nursing programs designed to prepare students
for leadership in clinical practice and research.
Students have the opportunity to study from pre-
registration level right through to the higher research
degrees. We also offer research, research training and
consultancy in midwifery. All our students are taught
by a strong group of academics and clinical experts,
many of whom are renowned both nationally and
internationally as practising nurses, midwives, teachers
and researchers.
Sydney Nursing School is committed to excellence in
postgraduate research education, providing first class
student resources within a collegial, stimulating and
supportive environment. Our students gain valuable
knowledge and specialist skills which are current,
16 NURSING IN AUSTRALIA
YEARBOOK 2010
relevant, marketable and responsive to the community’s
health care needs. Graduates from our new and revised
Masters and Graduate Certificate courses will be
recognised for their advanced knowledge and skills in
the areas of:
• Cancer and Haematology Nursing
• Clinical Nursing
• Clinical Trials Practice
• Emergency Nursing
• Intensive Care Nursing
• Mental Health Nursing
• Nurse Practitioner (subject to NMB approval)
The University of Sydney is a research intensive
university. Here at Sydney Nursing School we are also
committed to developing our research, which informs
our education processes and in turn leads to improved
patient experience. Our reputation in research is growing
significantly.
Our excellent relationships with other health faculties,
health industry, professional associations, government
and the community are also important. These links
contribute to inter-professional practice and policy
development, research collaborations and great learning
H31655
experiences for students and staff.
Whether you’re interested in study
or research collaborations we invite
you to join us.
HELP SHAPE
THE FUTURE OF
HEALTH CARE
With the world opening up to
different possibilities in health
care Sydney Nursing School
has introduced new and revised
programs designed to prepare nurses
and midwives for leadership in clinical
practice and research.

Our students gain valuable

For more information head to
knowledge and skills which are
current, relevant, marketable and
sydney.edu.au/ responsive to meet the health care
needs of our community.
nursing
From pre-registration programs to
research degrees we’re educating the
best nurses for now and the future.
EDUCATION + TRAINING

UNIVERSITY OF QUEENSLAND Springfield T: +61 3 6226 4699

Ipswich Sinnathamby Boulevard F: +61 3 6226 4880
School of Nursing and Midwifery Springfield Central QLD 4300 E: Emma.Stubbs@utas.edu.au
Room 311, Level 3, Building 12 T: +61 7 4631 2384 Launceston
11 Salisbury Road F: +61 7 4635 5550 Building M, Room 201
Ipswich QLD 4305 E: study@usq.edu.au Newnham Drive
T: +61 7 3381 1165 Newnham TAS 7248
F: +61 7 3381 1166 THE UNIVERSITY OF THE SUNSHINE T: +61 3 6324 3318
E: nursing-midwifery@uq.edu.au COAST F: +61 3 6324 3952
Herston Faculty of Science, Health and Education E: Leanne.Costello@utas.edu.au
Level 2, Edith Cavell Building Office HG.25
RBWH Herston QLD 4029 Building H UNIVERSITY OF TECHNOLOGY SYDNEY
T: +61 7 3346 4731 The University of the Sunshine Coast City
F: +61 7 3346 4851 Sippy Downs Drive Building 10, 235-253 Jones Street
E: nursing-midwifery@uq.edu.au Sippy Downs QLD Ultimo NSW 2007
T: +61 7 5456 5005 T: +61 2 9514 4911
THE UNIVERSITY OF SOUTH AUSTRALIA E: nursing@usc.edu.au
Kuring-gai
School of Nursing and Midwifery Level 5, Elton Road
THE UNIVERSITY OF SYDNEY
Corner North Terrace and Frome Road Lindfield NSW 2070
Centenary Building, Level 6, Room 54 Faculty of Nursing & Midwifery T: +61 2 9514 5021
Adelaide SA 5000 Sydney Nursing School
T: +61 8 8302 1832 88 Mallett Street THE UNIVERSITY OF WESTERN
F: +61 8 8302 2168 Camperdown NSW 2050 AUSTRALIA
E: nursing.enquiries@unisa.edu.au T: +61 2 9351 0693
Faculty of Medicine, Dentistry and Health
F: +61 2 9351 0508
Services
THE UNIVERSITY OF SOUTHERN E: info@nursing.usyd.edu.au
35 Stirling Highway
QUEENSLAND Crawley, Perth WA 6009
THE UNIVERSITY OF TASMANIA
Fraser Coast T: +61 8 9346 7323
161 Old Maryborough Road School of Nursing and Midwifery F: +61 8 9346 2369
Hervey Bay QLD 4655 Hobart E: enquiries-fmdhs@uwa.edu.au
Collins Street, Utas
Toowoomba
Clinical School, Room Basement Level THE UNIVERSITY OF WESTERN SYDNEY
West Street
Hobart TAS 7000
Toowoomba QLD 4350 School of Nursing and Midwifery
Campbelltown
Goldsmith Avenue
Campbelltown NSW 2560
Hawkesbury
Bourke Street
Richmond NSW 2753
Parramatta
Address: PO Box 2202, Warwick Western Australia 6024 Cnr Victoria Road and James Ruse Drive
ABN: 61 225 506 048
Phone: (08) 9302 3306 Fax: (08) 9302 3340
Parramatta NSW 2150
Email: Wasp.admin@three.com.au T: 1300 897 669
Web: www.wapathology.com.au F: +61 2 96787160

PATHOLOGY COURSE THE UNIVERSITY OF WOLLONGONG

BECOME A PHLEBOTOMIST/PATHOLOGY COLLECTOR. School of Nursing, Midwifery and
Or just gain the bleeding skills required for existing Indigenous Health
employment. Northfields Avenue
The WA School of Pathology is a nationally accredited training Wollongong NSW 2522
organisation based in Western Australia. T: +61 2 4221 3339
We hold our courses in the following states, F: +61 2 4221 3137
Western Australia, South Australia, Victoria, Queensland and E: snmih-enquiries@uow.edu.au
the Northern territory.
The Pathology courses are held over one weekend, during this VICTORIA UNIVERSITY
time you will be taught the art of taking blood and everything
School of Nursing and Midwifery
needed to work in a pathology environment.
McKechnie Street
The courses we offer fill quickly so it is important to fill out the
enrolment form or book online as soon as possible to avoid
St Albans Victoria 3021
disappointment. T: +61 3 9919 2299
We teach people of all backgrounds from nurses to nursing
F: +61 3 9919 2643
students, medical students to overseas doctors and people E: hes@vu.edu.au
with no medical background at all.
The WA School of Pathology has helped hundreds of people WA SCHOOL OF PATHOLOGY
gain employment working as pathology collectors, working for Unit 29/9 Vision Street
infertility clinics and even working on clinical trials with Warwick WA 6024
universities. T: +61 8 9302 3306
For more information please phone the office on the above F: +61 8 9302 3340
number or visit the web site. E: info@wapathology.com.au

18 NURSING IN AUSTRALIA
YEARBOOK 2010
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 Simplifying the provision of tax free benefits to
employees with the
Westpac Employee Benefits Card (EBC™)
DESCRIPTION
The provision of tax free benefits to employees is an
established and essential part of life in the PBI, charity and
hospital sectors.
The problem most employers experience in taking
advantage of these Government legislated tax free benefits
for employees is the complex administration involved with
other alternatives.
Now with the Westpac Employee Benefits Card (EBC) an
employer can provide tax free benefits to its employees
effortlessly.
SO HOW DOES THE WESTPAC EBC WORK?
Firstly, an employer establishes an EBC facility with Westpac.
There are no fees for this facility and an employer does not
need to change any of its other banking arrangements.
Secondly, an employer decides who will participate and
how much salary sacrifice for tax free benefits will be allowed
up to the tax free cap that applies. For example, for PBI and
charity employees’ $16,050 gross becomes $16,050 net (i.e.
zero tax).
Thirdly, participating employees apply for the Westpac
EBC. No credit checks or other qualification criteria apply. All
nominated employees will be eligible.
Fourthly, the agreed salary sacrifice funds for each
participating employee are deposited electronically to the
card each pay period. The Westpac EBC uses the flexibility
and universal acceptance of Visa or Mastercard to provide
employees with immediate access to their tax-free salary-
sacrificed funds to pay for day-to-day expenses.
The employee then uses the Westpac EBC to pay for
everyday expenses with purchases limited to the funds
available from the salary sacrifice deposits. As the benefits
are pre-funded by salary sacrifice, the Westpac EBC provides
greater control over expense benefit management and
removes the costly administration process normally
associated with employee expense claims and requests.
Finally, each year or on termination, an employer
reconciles amounts spent on the Card using on line electronic
information provided by Westpac. No other monitoring of
amounts spent, processing of payments, reconciliations or
record keeping is required.
This very simple solution will free your staff from having to
perform countless, time-consuming benefit administration
functions, giving them more time to focus on core functions.
FEATURES AND BENEFITS OF THE WESTPAC
EBC
The Westpac EBC solves the problem of costly administration
by removing the need to determine whether an expense is
Type 1 or Type 2. All expenditure is treated as Type 2 and
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The need for complex receipt processing of expense
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The features of the Westpac EBC at a glance include:
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The advantages that the Westpac EBC provides at a
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The Westpac EBC is supported by leading remuneration
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 BEST PRACTICE

Winners of nursing and midwifery awards:

leaders in their field

A
dedication to improving the care of vulnerable patients has won
Kath Riddell the 2009 Leadership in Nursing and Midwifery
Award presented by Deakin University and Health Super. Ms
Riddell’s award was announced at a gala award ceremony held at
the Hilton on the Park, Melbourne, as part of DeakinWeek activities.
Deakin University and Health Super partnered to present the annual
awards that recognise nurses who have contributed to the profession and
benefited the public by improving health service delivery, capacity and/or
policy.
The Head of Deakin’s School of Nursing, Professor Maxine Duke, said
that Ms Riddell was a deserving winner of the major $20,000 award.
“As practice development manager with Peter James Centre and
Wantirna Health, Ms Riddell’s work exemplifies the spirit of the awards,”
Professor Duke said.
“Ms Riddell identified a need to change the way care of vulnerable
patients was managed. The changes she implemented improved patient
outcomes and demonstrated her outstanding commitment to the nursing
profession, her contribution to advancing professional practice and her
ability to influence policy.” Winner of the $6000 finalist award for excellence in nursing and midwifery leadership in an
Ms Riddell led a project that found vulnerable patients, such as the urban health care environment, Martin Cutter, Eastern Health, with Professor Maxine Duke,
aged and those with psychiatric illnesses, were managed by the least Head, School of Nursing.
qualified staff, increasing their risks for harm.
Informed by the results of her research, Ms Riddell developed and
trained a permanent 24/7 nursing workforce dedicated to the care of
complex patients and to role model best practice standards of care.
“This initiative resulted in improved mental health nursing resources
and enhanced relationships between health professionals,” Professor Duke
said.
“One of the keys to the success of this initiative was it modelled a new
approach to care of the vulnerable that promoted a culture of enhanced
care, empathy and responsibility.”
During the awards ceremony, $6000 prizes were awarded to:
• Ms Tanya Farrell, Director of Maternity Services at the Royal
Women’s Hospital, and Mr Martin Cutter, Infection Control
Coordinator with Eastern Health, for excellence in nursing and
midwifery leadership in an urban health care environment
• Ms Paula Touzeau, Perioperative Education at South West
Healthcare Warrnambool, for excellence in nursing leadership in a
rural health care environment.
Winner of the $6000 finalist award for excellence in nursing and midwifery leadership in an
urban health care environment, Tanya Farrell, Royal Women’s Hospital, with Professor
Maxine Duke, Head, School of Nursing.

Winner of the 2009 Leadership in Nursing and Midwifery Award of Winner of the $6000 finalist award for excellence in nursing and midwifery leadership in a
$20,000, Kath Riddell, Peter James Centre and Wantirna Health. rural health care environment, Paula Touzeau, Eastern Health, with Professor Maxine Duke,
Head, School of Nursing.

NURSING IN AUSTRALIA
YEARBOOK 2010 21
 SHIFT WORK

Shift work: its challenges and management

By Ruth R. Alward

Shift work has always been required in nursing homes and hospitals. What is changing is the number of
nursing personnel required to participate in shift work and whilst this article is based on research and findings
in the US, the outcomes and solutions are applicable to Australian nurses. While over one-fifth of the (total)
United States workforce is required to do some shift work, the percentage of nurses and health care workers
asked to work outside the period from 7:00am to 6:00pm is considerably higher. As the number of the nation’s
health care personnel increases, more people are required to work around-the-clock.

C
urrent estimates of the numbers of nursing personnel involved in
shift work in nursing homes are not available, but a 1995 survey
of registered nurses employed in nursing homes reported that over
40% were shift workers.[1] Approximately 32% of the RNs worked
permanent evening or night shifts, and an additional 9% worked rotating
shifts. Based on estimates from the last National Sample Survey of
Registered Nurses in March, 2002, there were 128,983 RNs working in
nursing homes or other extended-care facilities.[2] By calculating 41% of
128,983, we can estimate that 52,883 of these nurses are involved in shift
work. Of course, the number of licensed practical nurses and nursing
assistants engaged in nursing home shift work is much higer. With so many
nursing personnel assigned to shift work, we can anticipate a high incidence
of related problems and concerns for nurse managers and the shift workers
themselves. Increased accident rates and decreased productivity are often
associated with night work. As a result of the Three Mile Island and
Chernobyl nuclear power station incidents, as well as other well-publicised
nighttime accidents, the news media have focused increasingly on the
dangers of a chronically fatigued and sleep-deprived workforce in the health
care, transportation, and nuclear power industries. From the work of many
chronobiologists and other scientists researching the effects of shift work on
the workers and their output, we now know much more about the problems
of shift workers, as well as their solutions. Fortunately, nurses have been the
subjects of some of the research studies (although, unfortunately, many
limited their samples to European male workers).
In this short article we describe some of the most common problems
identified by nurses we interviewed in preparing our recent book[3] and in
the shift work literature. We also describe the challenges faced by nurse
administrators and managers who supervise shift workers, and most
importantly, outline strategies that will help nurse shift workers cope with
the stresses they face because of their work schedules.
PROBLEMS OF SHIFT WORKERS
If you were to interview a large group of nurse shift workers, as we did, you
would soon be faced with a long list of complaints. The biggest problems for

22 NURSING IN AUSTRALIA
YEARBOOK 2010
 SHIFT WORK

night shift workers are sleep and sleepiness – often described as not being
able to sleep when one is in bed and desiring sleep when at work. These
problems are triggered by disruptions of the biological clock, located in the
suprachiasmatic nucleus of the hypothalamus, which can interfere with
daytime sleep and performance of work.
The biological clock is a circadian pacemaker that regulates the daily
rhythms in most of the measurable physiological and psychological
functions. Since we are diurnal creatures, these circadian rhythms prepare us
for activity during the day and sleep at night. When we change our routine
to night work and day sleep, it usually takes well over a week to shift
circadian rhythms to accommodate a ten-hour delay in bedtime – for
example, from 10:00pm to 8:00am. Field studies show that a complete
adjustment rarely occurs, particularly if the day sleep pattern is interrupted
on days off.
Interpersonal conflicts and anxiety are also common problems of shift
workers on both evening and night shifts. These difficulties arise when the
workers’ schedules are not synchronised with the day-oriented, Monday-to-
Friday pattern of much of society, and most importantly, of spouses and
children. Feelings of isolation, loneliness, and professional isolation can also
result. Other nurses complain of a loss of physical and mental wellbeing.
When shift workers do not adapt to the stress of coping with shift work,
they may experience sleep disorders, gastrointestinal problems, depression,
and substance abuse.
Nurse managers must also know the symptoms of Shift Maladaptation
Syndrome[5] (see Table 2), so that help can be given to those who do not
cope well with shift work.
Ignoring shift work issues can exacerbate patient liability and personnel
management problems. These include a high number of patient falls and
medication errors; high absenteeism, turnover, and vacancy rates; low
recruitment rates; and other quality control and job satisfaction issues.
For nursing home managers a primary concern is whether the best
possible shift system is used in the facility. Unfortunately, that concern has
no simple solution, as experts do not always agree on a “best” system. In
general, there is agreement that a weekly shift rotation pattern is the most
harmful to the worker’s circadian system. Just as the biological clock begins
adjusting to one sleep-activity pattern, it is required to resynchronise to
another schedule.
TABLE 2: PARTIAL LIST OF THE CHARACTERISTICS OF SHIFT
MALADAPTATION SYNDROME
Sleep disturbances and chronic tiredness
Gastrointestinal complaints, ie, heartburn, constipation, diarrhea
Alcohol or drug abuse (usually related to self-treatment of insomnia)
Higher rates of accidents or near-misses

Depression, fatigue, mood disturbances, malaise or personality changes

CHALLENGE TO NURSE ADMINISTRATORS
AND MANAGERS Difficulties with interpersonal relationships
Although shift work is unnatural for human beings, it is not necessarily a Adapted from Moore-Ede and Richardson, 1985, and Scott and LaDoue. 1990, for The
high-risk activity. Except for the approximately 20% of shift workers who Nurse’s Shift Work Handbook
have great difficulty adapting to night or rotating shift work, most nurse
shift workers can minimise the risks to themselves and their patients by Performance studies of night shift nurses largely support voluntary
permanent shifts. Two important factors in recommending this system are
learning and implementing shift work coping strategies. Some of these
the nurse’s self-selection of work hours and the nurse’s subsequent level of
interventions, however, are beyond the direct control of nursing staff
commitment to that shift based on professional, social, domestic,
members. Nurse managers assign personnel to shift work and determine the
educational, or financial reasons for the selection.
types and hours of shifts, timing of in service education programs,
Most nurses who cannot adapt to permanent night work will request a
orientation programs, and other supportive services. In view of all this, nurse transfer or resign, but some will attempt to work nights in a severely sleep-
managers should be familiar with the contraindications to shift work, so that deprived condition. Thus, nurse managers have an obligation to monitor
prospective shift workers can be screened appropriately[4] (see Table 1). nurses’ performance to ensure that productivity, patient safety, and nursing
quality standards are maintained.
TABLE 1: MEDICAL CONTRAINDICATIONS FOR SHIFT WORK
Definite Relative SHIFT WORK ADAPTATION
Strategies
Epilepsy requiring medication within Mild asthma
The primary goal of a shift worker, particularly if rotating or permanent night
the last year
work is involved, is to adapt as quickly as possible to an acute shift in the
Coronary artery disease (especially Non-insulin-dependent diabetes sleep-activity cycle. Adjusting to night shift work requires a comprehensive
unstable angina or history of MI) mellitus set of strategies. Sleep, biological clock, and social/domestic requirements
must be viewed as an integrated whole, with the factors affecting each
Asthma requiring regular medication History of depression
other and how well the individual copes with shift work.
(especially steroids)
We should also point out that adaptation techniques are different for
Insulin-dependent diabetes mellitus History of seizures prior to past year nurses working a long rotation or permanent night shift than for those
(permanent night shift may be (not requiring medication) working only two or three nights before reverting to a day or evening
tolerated if regularity of regimen can be schedule. The goal of the latter worker is to remain in synchrony with the
maintained on work days and days off) predominant work schedule and to tolerate the briefly disrupted sleep-
Hypertension requiring multiple Mild irritable bowel syndrome, Crohn’s activity cycle as well as possible.
medications disease, frequent indigestion
RECOMMENDED SLEEP STRATEGIES
Polypharmacy (if there are circardian Insomnia To aid shift workers in their all-important adaptation, nurse
variations in medication effectiveness)
managers can recommend several strategies:
Recurrent peptic ulcer disease Cardiac risk factors (ie, hypertension or 1. Sleep at the same time each day and prevent any interruptions.
elevated serum cholesterol) 2. Sleep in a comfortable, dark, quiet room.
• Disconnect doorbells
Severe irritable bowel syndrome Use of medication with significant • Use an answering machine
time-of-day variations in effectiveness
• Buy a white noise machine
Psychiatric disorder requiring • Install heavy drapes
medication (such as chronic 3. Eat a light, carbohydrate-type snack before bedtime.
depression) • Don’t go to bed hungry
4. Drink warm milk before retiring.
History of shift maladaptation
syndrome
5. Avoid caffeine, alcohol, and nicotine before sleep.
6. Avoid naps if possible, or at least keep them short to avoid confusing
Adapted from Scott and LaDoue, 1990, for The Nurse’s Shift Work Handbook your biological clock.

NURSING IN AUSTRALIA
YEARBOOK 2010 23
 SHIFT WORK

7. Avoid long periods of wakefulness while in bed. CONCLUSION

8. Do not depend on sleep medications on a regular basis. Directors of nursing cannot afford to overlook the large proportion of
Strategies for different types of shift workers are as follows: personnel who work evening and night shifts. Unfortunately, educational
Permanent or long rotation shift worker and support services that encourage informed shift selection and
1. Go to bed as soon as possible after the shift ends.
adaptability are rare. In addition, night shift nurses often feel isolated and
2. Avoid sunlight on the drive home after work by wearing sunglasses (this
ignored by directors of nursing who fail to make rounds or hold regular staff
prevents the suppression of melatonin, a pineal gland hormone
meetings with them. A practical and personalised approach is necessary for
associated with sleepiness)
3. Eat three regular and balanced meals a day. coping with the multifaceted problems involved in managing shift work. The
4. Initiate or maintain regular physical fitness program (but do not exercise challenge we face is to disseminate widely to shift-working nurses and their
vigorously before going to bed). managers the background concepts, assessment tools, and coping strategies
5. On days off, maintain as much of the night-active/day-sleep pattern as necessary for successful adaptation.
possible (i.e., go to bed as late as possible and get up late the next day; Ruth R. Alward, EdD, RN, is President of Nurse Executive Associates, Inc.,
wear dark sunglasses and stay indoors before noon, eat and exercise as Washington, DC.
close to the working day as possible).
Rapid rotation shift worker REFERENCES
1. Take naps to prevent excessive sleep debt. [1.] Jones DC, Bonita AJ, Gowen SC, Williams, RL. Analysis of the environment for the
2. Maintain the diurnal orientation by exposure to daylight and a day- recruitment and retention of registered nurses in nursing homes. US Dept of Health and
active routine of meals and exercise. Human Services, Public Health Service, Health Resources and Services Administration,
Washington, DC, 1987.
3. On days off, take a two-hour nap after the last night shift and sleep as
long as possible the next night. [2.] Moses EB. The registered nurse population: Findings from the national sample survey of
Social and Domestic Strategies registered nurses, March 1992. US Dept of Health and Human Services, Public Health Service,
Health Resources and Services Administration, Division of Nursing, Washington, DC, 1994.
All shift workers can be asked to:
1. Make certain that family and friends understand the shift work schedule [3.] Alward RR, Monk TH. The Nurse’s Shift Work Handbook. American Nurses Publishing,
Washington, DC, 1993.
and sleeping schedule.
• Post a work schedule [4.] Scott AJ, LaDoue J. Shiftwork: Effects on sleep and health with recommendations for
• Hang “Quiet” signs when sleeping medical surveillance and screening. Occupational Medicine 1990; 5:273-299.
2. Buy headphones for radios, television, and stereo sets. [5.] Moore-Ede MC, Richardson GS. Medical implication of shiftwork. Annual Review of
3. Reserve time specifically for sleep, family interaction, social and Medicine 1985; 36:607-617
professional activities. source: Medquest Communications LLC, Gale Group and BNet Australia.

4. Share domestic responsibilities with household members.

5. Schedule all appointments and activities outside the fixed sleeping
period.

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24 NURSING IN AUSTRALIA
YEARBOOK 2010
 CHILDREN'S HEALTH

Asthma in Australian Children

This is a summary of the ‘Asthma in Australian Children’ report. A copy of the full report can be found on the
Australian Institute of Health and Welfare website at www.aihw.gov.au.

INTRODUCTION
Asthma is a chronic inflammatory condition of the airways, affecting an estimated 300 million people worldwide (GINA 2004). The common features of
asthma are recurrent episodes of wheezing, breathlessness and chest tightness, associated with widespread narrowing of the airways (NAEPP 1997).
However, these features are difficult to identify in young children. Parents report that their infant or child has wheezing, noisy breathing and, sometimes, fast
breathing (Mellis 2009). A range of entities, such as viral bronchiolitis, bronchitis, or upper respiratory tract infections, may all manifest in similar ways or with
overlapping clinical features. Children with wheezing may be labelled with the diagnosis ‘asthma’, ‘wheezing illness’ or one of these other illnesses mentioned
above. Sometimes the diagnosis of asthma is made in retrospect, when it is clear that the disease is more than transient episodes of wheezing. ‘Asthma’ is not
a precisely defined entity in preschool-age children. In this report we have tended to use the term ‘asthma’ and ‘wheezing illness’ interchangeably when
referring to younger children. In citing data from other reports, we have adhered to the terms used in those reports.

NURSING IN AUSTRALIA
YEARBOOK 2010 25
CHILDREN'S HEALTH
PREVALENCE OF ASTHMA IN AUSTRALIAN CHILDREN
The International Study of Asthma and Allergies in Childhood (ISAAC) has
consistently identified Australia, along with the UK, New Zealand and the
Republic of Ireland, as having a relatively high prevalence of asthma in
children, by international standards (Lai et al. 2009; Pearce et al. 2007). The
National Health Survey (NHS) 2004–05 provides the most recent nationwide
data on the prevalence of asthma in Australia. This survey found that asthma
is the most common long-term medical condition in children, with
prevalence being higher among boys than girls (ABS 2006). It is estimated
that 20.8% of children aged 0 to 15 years have ever been diagnosed with
asthma, while 11.3% of children within the same age group have a current
diagnosis (ACAM 2008). Comparison of results from the 2004–05 NHS with
those reported in a similar survey in 2001 shows that the prevalence of
childhood asthma appears to have reached a plateau since peaking during
the 1980s and early 1990s. The reasons for this remain uncertain.
RISK FACTORS FOR ASTHMA AND ITS CONSEQUENCES
IN CHILDREN
There are many pathways leading to the development of asthma and
wheezing illness. Interactions among a range of genetic and environmental
risk factors are thought to play an important role. Researchers in this field
are attempting to understand the nature of the gene–environment
interaction that leads to disease in children, so that they can develop
interventions aimed at reducing the prevalence and incidence of asthma.
Cohort studies have been conducted to examine putative risk factors for
childhood asthma, persistence of the illness and poorer outcomes, such as
more frequent use of health-care services. Interventions directed at these
risk factors could potentially lead to a reduction in the burden of disease
attributed to childhood asthma. There is evidence that inherited attributes,
prenatal and postnatal events, and early childhood exposures may all
contribute to the development of asthma and related disorders in children.
Not all children with asthma or wheezing in early childhood have
persisting disease. In many children the wheezing is relatively transient.
Children with more troublesome asthma in early childhood are more likely to
have persistent disease (Jenkins M A et al. 1994; Oswald 1994; Reed 2006;
Sears 1994). Other reported risk factors for persistent asthma include early
onset of the disease, having a family history of asthma, being allergic,
having airway hyperresponsiveness (twitchiness of the airways), increased
frequency of respiratory infections and lack of contact with older children
(Lewis et al. 1995; Martinez 2002a; Reed 2006; Sears et al. 2003; To et al.
2007). The use of health-care services for asthma may be influenced by
access, education, socioeconomic status, country of birth and length of time
in Australia.
THE ISSUES
The prevalence of asthma in Australian children is amongst the highest in
the world. Improved understanding of the way asthma and related wheezing
illnesses progress through early childhood may have important implications
for practice and for policy.
This report presents findings about asthma and wheezing illness in
infants (first year of life) and in kindergarten children (fifth year of life) who
were followed over two years in the national Longitudinal Study of
Australian Children. The report also links the children’s data to the use of
health services through the records of the Medical Benefits Schedule (MBS)
and the Pharmaceutical Benefits Scheme (PBS).
STUDY AIMS
This study investigates the incidence, prevalence, risk factors, management
and consequences of parent-reported wheeze or asthma among infants and
kindergarten-age children in Australia. It aims to answer the following
questions:
1. What risk factors are associated with the development of wheeze
and asthma among infants in the first three years of life?
2. What risk factors are associated with the development of asthma
among children between the fifth and seventh years of life?
3. What risk factors are associated with the persistence of wheeze
between the fifth and seventh years of life?
4. What health services and medications are used in relation to
childhood asthma?
5. What are the consequences or outcomes of childhood asthma or
wheeze?
26 NURSING IN AUSTRALIA
YEARBOOK 2010
METHODS
Methods used to evaluate risk factors in infants and kindergarten-aged
children, as well as the health services and medications used, included the
use of two-year follow-up data from the LSAC cohorts associated with each
age group.
SUMMARY OF FINDINGS
• The development of wheeze or asthma in early life is associated
with factors that have been linked, directly or indirectly, to reduced
airway function. These include exposure to tobacco smoke, being
male, child care attendance, presence of older siblings, maternal
age, gestational age and admission to NICU.
• Longer duration of breastfeeding within the first 12 months of life
is associated with a reduced risk of wheeze or asthma during
infancy.
• Parent-reported food or other allergies in early childhood and
remoteness of residence are independent risk factors for the
development of asthma between the ages of 4–5 years and 6–7
years.
• Children with wheeze at kindergarten age are more likely to have
persistence of this symptom over the next two years, if they have
more severe symptoms and/or if they have had eczema.
• More kindergarten-aged children than infants are taking preventer
medications.
• Nearly 20% of children aged 6–7 years with frequent asthma
symptoms were reported not to be taking medications for asthma
and over half were not taking preventer medications.
• Having wheeze or asthma at age 4–5 years doubled the risk of
hospitalisation or frequent general practice visits for any cause and
of reporting fair to poor health status over the next 2 years. At a
population level, it accounts for over 20% of each of these
outcomes in children aged 6–7 years.
INFANTS
• Asthma or wheeze during the first three years of life was more
common among those who: were boys, had older siblings, attended
child care, were born at an early gestational age, and were
admitted to Neonatal Intensive Care Unit after birth.
• Asthma or wheeze during this period was also more common in
infants whose mothers: had asthma, were relatively young, or
smoked during pregnancy.
• Infants who were breastfed had a lower risk of having asthma or
“
wheeze during this time.
Not all children with
asthma or wheezing in
early childhood have
persisting disease. In
many children the
wheezing is relatively
transient.
 CHILDREN'S HEALTH

KINDERGARTEN CHILDREN
• Asthma in kindergarten-aged children was more common among
those who: were living in remote or very remote areas and had
food or other allergies.
• Among kindergarten-age children with wheeze, those who use
medications for asthma and those who had more than 3 episodes
of wheezing which lasted for a week or more in the preceding year,
were more likely than others to still experience wheeze 2 years
later.
• Children who had wheeze or asthma in their fifth year, were more
likely than other children to be hospitalised, to attend an
emergency department, and to visit a general practitioner (GP) over
the next two years, and were also more likely to be overweight or
obese two years later.
• Parents of children with wheeze or asthma were more likely to
report that their child had poorer health or disturbed sleeping
patterns.
data from the kindergarten cohort will help to identify the risk factors
associated with asthma that persists into late childhood.
CONCLUSION
LSAC provides valuable insights into the incidence, natural history, and
outcomes of asthma in children. The concurrent follow-up of the two cohorts
starting at different ages, will, over time, allow valuable information to be
acquired over the full span of childhood. This initial analysis has
demonstrated the important differences between wheezing illness in infancy
and wheezing illness in kindergarten-aged children, both in the nature of
the disease and in the risk factors for the disease. It has also highlighted the
importance of wheezing illness, a very common disorder, as a contributor to
a range of important adverse health outcomes in the kindergarten-age
cohort. Further study of this cohort will expand our knowledge about
asthma and related problems in children.

FURTHER STUDY
The analysis of baseline and 2 year follow-up data presented in this report
has provided insight into many aspects of asthma and the development of
asthma in infants and young children. Data collection for ‘Growing up in
Australia: the LSAC’ will continue until 2010 and possibly beyond this time.
It will be important to analyse future waves of LSAC data to investigate the
rates of remission and persistence for infants who were reported as having
developed wheeze or asthma at the 2 year follow-up. This will enable us to
differentiate the risk factors associated with transient wheeze from those
that indicate a predisposition to chronic asthma. In addition, future waves of

NURSING IN AUSTRALIA
YEARBOOK 2010 27
 TECHNOLOGY

High-tech hospital improves patient care

The new Norwest Private Hospital in Bella Vista, 45 minutes from the Sydney CBD, is one of Australia’s most
technologically advanced hospitals, and will serve as a comprehensive medical centre for the nearby residents.

Artist’s impression of Norwest exterior

T
he hospital services a wide range of health needs, with key This system is particularly important for minute, detailed surgery, such as
specialties such as; a private emergency department open 24/7; cochlear surgery, that has long been witnessed solely by the surgeon. Not
cardiac services including surgery; ear, nose and throat surgery; only does the new technology give the surgeon a magnified view of the
endoscopy; gastroenterology; gynaecology; an intensive care unit; patient, but the rest of the operative staff can also watch what is happening
maxillofacial and laparascopic surgery; a mother/baby clinic; plastic, for better understanding, cooperation, and communication between surgeon
reconstructive and cosmetic surgery; oncology; and obstetrics. and assistant.
Norwest Private Hospital is one of the only hospitals in Australia with This ultimately enables faster response rates for the unexpected, and
completely integrated facility offering MRI scans, mammograms and thus greater patient safety during surgery.
ultrasounds under one roof, without government funding. The multi-million dollar MRI scan facility is equally impressive, with
All specialties are complemented by high-tech support services on-site, faster scanning times, increased accuracy, and higher resolution images
including radiology, pharmacy and pathology, along with some specialised which will assist in detecting neurological, musculoskeletal, cardiovascular
retail outlets. and oncological problems.
There are 171 beds at Norwest Private Hospital, with spacious single Similarly, the cardiac catheterisation laboratory is now able to produce
rooms complete with ensuites, natural light to all patient rooms, and the very high-quality images to assist in the detection of blockages in the
highest quality climate control systems. arteries, and the new technology reduces patient exposure to radiation.
The 10 operating theatres are equipped with state-of-the-art technology The integrated health-care system at Norwest means patients can be
to bring significant benefits to the surgeon and clinical staff, as well as to transferred to a private recovery room within seconds, whilst the state-of-
patients. the-art technology reduces patient anesthetic time and risk of infection, and
The Stryker i-Suite Cardiovascular Operating Room places Norwest at results in faster recovery and shorter hospital stays.
the forefront of surgical facilities, and involves a digital communication At a total campus cost of $140 million, the Norwest Private Hospital will
system that allows greater access to patient monitoring information for respond to community demand for state-of-the-art technology and single
members of the operating team during a procedure. occupancy hospital rooms, which the ageing Hills Private Hospital could not
The technology used in the i-Suite Cardiovascular Operating Room is facilitate.
testimony to the push for a ‘paperless’
environment in hospitals, in which digital
systems provide increased information to all
members of an operating team.
The benefits of such technology include the
replacement of large, obstructive equipment at
the operating table, with portable monitors and
other equipment suspended from the ceiling for
easy manoeuvering.
The advanced visualisation system of the
Stryker Cardiovascular i-Suite system also allows
surgeons to access patient information and
check vital statistics digitally during a
procedure; data that was previously more
difficult to access. High-definition cameras also
dramatically enhance the images used to
perform surgery from monitors.
The Stryker i-Suite Cardiovascular Operating Room

28 NURSING IN AUSTRALIA
YEARBOOK 2010
 INNOVATION

Personal patient data improves

surgery success
Australian surgeons are leading the world in using a new statistical model that predicts an individual patient’s
chances of success for a common type of vascular surgery and guides patient care.

D
eveloped by CSIRO and the Royal Australasian College of
Surgeons, the model – called the endovascular aneurysm repair
risk assessment model (ERA) – is for the surgical treatment of
aneurysm, a life-threatening weakness of an artery wall. CSIRO
statistician, Mary Barnes, said only eight factors are required to predict an
individual’s surgical outcome.
“We put the eight variables into a simple spreadsheet that surgeons
can find on our project website and use it to enter data and predict
outcomes for an individual patient,” Mrs Barnes said.
“Variables like patient age and gender, aneurysm diameter and level of
creatinine in the blood are examples of factors that determine how well a
patient might respond to surgery.
“The ERA model processes the data and alerts the surgeon to any likely
post-operative complications for that particular patient, so they can decide,
for example, whether to undertake the surgery or use different treatments.
“It’s essentially personalised medicine.”
The ERA model was developed initially using Australian data from 961
patients, collected from the Royal Australasian College of Surgeons’ audit of
aneurysm surgery to assess the short- to mid-term consequences of the
surgery – then a relatively new procedure.
The model was recently validated with data from St George’s Vascular
Unit in London.
Project leader, Associate Professor Rob Fitridge of the Queen Elizabeth
A stent, which may be inserted surgically into the
aorta to correct a life-threatening weakness in the
aorta wall, called an aneurysm. Image courtesy of
Royal Australasian College of Surgeons.
Hospital in Adelaide, said aneurysm surgery is very common – almost 1800
patients a year in Australia are treated, usually by implanting a stent.
“It’s important to understand the risk factors to get a good outcome
well before a patient gets anywhere near an operating theatre,” Dr Fitridge
said.
“For aneurysm patients, the model is helping improve the quality of
their medical treatment with just a bit of extra information.”
The project, now managed through the University of Adelaide, recently
attracted a five-year National Health & Medical Research Council grant to
further improve and evaluate the model.
Mrs Barnes said the model has gained international interest and
Australian vascular surgeons undertaking this kind of surgery will be invited
to trial it.
“While some surgeons were initially sceptical that a simple data tool
could help their work, we’ve had more than 250 downloads of the
spreadsheet in about two years and the feedback has been very positive,”
Mrs Barnes said.
She said that there was the potential to make similar models for other
types of surgery or treatments as long as there is enough good data to
analyse.
Mrs Barnes presented a paper on the model: ‘Personalised medicine:
endovascular aneurysm repair risk assessment model using preoperative
variables’, the December 2009 International Biometric Society Australasian
Region Conference in Taupo, New Zealand.

Predicted Outcome Rates 95% Confidence

Early Death 7% 3% 14%
Aneurysm Related Death 15% 7% 29%
Ideally leading
Mid-term Re-intercentions 14% 9% 22%
to 0%
Initial Endoleak Type 11 5% 3% 10%
Mid-term Endoleak 11 9% 6% 15%
3 year Survival 38% 27% 50%
5 year Survival 23% Ideally 100% 16% 33%

Technical Success 84% 73% 91%

Ideally 100%
Initial Clinical Success 86% 82% 89%
Initial Endoleak Type 11 13% 8% 20%
Mid-term Endoleak Type 11 16% 13% 21%
Initial Graft Complications 35% 27% 44%
Mid-term Graft Complications 17% Ideally leading 12% 24%
Initial Re-interventions 37% to 0% 30% 45%
Migrations 9% 4% 20%
Convert To Open Repair 6% 2% 13%
Ruptures 6% 3% 10%
With the ERA model, surgeons can use patient data to predict how well they’ll respond to The ERA model gives surgeons feedback on an individual aneurysm patient’s chance of
surgery. Image courtesy of Royal Australasian College of Surgeons. success. Image courtesy of Royal Australasian College of Surgeons.

NURSING IN AUSTRALIA
YEARBOOK 2010 29
RURAL AND REMOTE NURSING

Who is supporting undergraduate Nursing

and Midwifery Students to go bush?
The Council of Remote Area Nurses of Australia welcomes the support shown for medical students to study
remote and rural health. But why do nursing and midwifery students continue to be left out?

“
It is unbelievable to think that nurses provide over 80% of all
health services in remote Australia but are continually overlooked
when it comes to supporting the workforce,” said Mr Rod Wyber-
Hughes, CEO of CRANAplus.
“We must find ways to encourage and support the next generation of
Remote Area Nurses (RANs) and midwives. Schemes like the John Flynn
scholarship work for medical students, and similar schemes could be just as
effective for nursing and midwifery students wanting to learn about remote
health,” said Mr Christopher Cliffe, President of CRANAplus.
The reality is that travelling to a remote placement is expensive and the
cost of living there is often higher. Without financial support to address
these problems many student nurses considering a remote placement prior
to working in remote locations give up. We have lost them before we have
got them.
CRANAplus has lobbied long and hard for a well-funded scholarship
program to support the RAN workforce. “Put simply, it is the RANs who
provide the overwhelming majority of health care to remote Australians, if
we do not invest in the future RANs, then there will be few or no health
services in remote Australia in the near future,” said Mr Wyber-Hughes.
CRANAplus calls on all major political parties to acknowledge the need
to invest in the future RAN workforce and make a commitment to resource
scholarship access equal across all health disciplines.
ABOUT CRANAplus
CRANAplus was founded in 1983 when 130 Remote Area Nurses
from across Australia came together in Alice Springs to put Remote
Health Issues on the national agenda. General concern about the poor
health status of people who live in remote areas and the inequities,
quality and accessibility in services available to these Australians was
and remains the catalyst for action.
In 2008, CRANAplus members voted to extend membership to all
remote health professionals and their supporters, reflecting the
collaborative nature of remote area nursing which works closely with
other professions to meet the challenges of remote health.
CRANAplus aims to promote the development and delivery of
safe, high quality health care to remote areas of Australia and her
external Territories (CRANAplus Constitution).
CRANAplus believes that people living in Australia’s ‘remote’
areas are entitled to access quality Primary Health Care; including
emergency, clinical care, health promotion, and public health services.
CRANAplus believes that collaboration within and between
health care professional groups, services and other sectors which
impact on health is fundamental to effective quality care and quality
health outcomes for remote populations.

30 NURSING IN AUSTRALIA
YEARBOOK 2010
 York . Torres Strait-Northern Peninsula
t h -We s t Q u e e ns land . Mt Isa region . Cape
Sou
W e s t Q u e e ns la n d . Mackay region . Sunshine Coast-Wide Bay . and more
Central

“Almost immediately, the people were so friendly

and welcoming, and looking back over the past
two years, the transition was actually almost
trouble-free. There are so many opportunities to
develop and advance my skills in management
roles, an achievement that gives me challenges
as well as rewards.” Acting Nurse Unit Manager “It’s one of the best moves I’ve ever made. My work
Katrina enjoys living and working in Charleville. is more varied and I have great autonomy, but I still
have the fantastic support of a close-knit team. I’ve
seen nurses from agencies come out for a stint then

Far and away the stay on and live here.” Former Brisbane nurse
Steve made the move to rural Queensland.

nursing and midwifery rewards

are with Queensland Health
Fast track your career in regional and rural Queensland
The Queensland Government’s major investment in public healthcare infrastructure offers unprecedented career
opportunities for skilled nurse and midwives. Queensland Health invites nurse and midwives to express their
interest in a range of exciting career opportunities in some of the state’s fastest growing and idyllic regional and
rural locations.

Make the nursing and midwifery move that ticks all the right boxes:*
One of Australia’s best nursing and midwifery remuneration packages
Generous professional development support and allowances
Flexible workplaces
A dream Queensland lifestyle
Extra financial incentives for working in rural and remote locations.
* Subject to terms and conditions of employment.
Q080758/JL3016

For more information and to register your interest visit us at:

www.health.qld.gov.au/nursing
Growing nursing opportunities in
regional and remote Queensland

W
hile Queensland Health
offers significant financial
incentives to attract nurses
and midwives to the state’s regional,
rural and remote areas, it is ultimately
the career and lifestyle benefits of such
postings that health professionals value
most.
Fed up with traffic jams and the fast
paced lifestyle of Brisbane, clinical nurse
consultant Steven Dyer and his two
young sons have left the daily grind and
happily relocated in the central
Queensland town of Barcaldine.
“It’s one of the best moves I’ve ever
made,” Steven said. “My work is more
varied, I have great autonomy, plus I
have the fantastic support of a close-knit
team.”
Steven’s tale is just on of the many
success stories of healthcare
professionals who have ‘gone bush’ in
Queensland. Queensland’s growing
population, expanding regional centres
and the appeal of a ‘tree change’ are
pushing the demand for healthcare
professionals in regional and rural areas
in the sunshine state.
Nurse unit manager Andrea Wallace
moved to Mt Isa from the United
Kingdom in 2002 intending to only stay
for one year. However, after meeting
and marrying an Australian man, the
friendly community feel, and her fast an additional $25,000 per year, on top seven days a week.
tracked career progression from a level 1 “We do everything out here because
of the annual salary. The package
registered nurse to a nurse unit manager
includes an annual cash bonus of the isolation,” she said. “You’re the
in seven years, Andrea intends to stay for
equivalent to almost $18,000 over three ambulance, the pharmacist, run the
at least another 20 years.
years, free or subsidised accommodation general clinic and respond to
“I believe that I would not have had
worth up to $16,000 per year, two emergencies.”
all the opportunities and exposure that I
weeks extra paid study leave and travel, “It’s a big work load but you are
have had if I was in a large metropolitan
plus a salary packaging option to lower never bored. You certainly learn to grow
hospital,” Andrea said. “Queensland
the amount of tax payable. in the profession. You learn how to
Health is very supportive and
Helen Wilson couldn’t ask for a problem solve and how to advance your
accommodating of my family life, annual
better life than 150 kilometres south of skills a lot more quickly,” Helen said.
leave and professional development
opportunities.” Mt Isa in remote Dajarra. Helen is one You can find out more information
For nurses who are keen on working of a small percentage of nurses based in about regional and rural nursing and
in these areas, Queensland Health offers a remote area, making her responsible midwifery careers and lifestyles online at
a remote incentives package worth up to for the community’s care 24 hours a day, www.health.qld.gov.au/nursing.

ABC OF ARTERIAL AND VENOUS
DISEASE
2nd Rev. Edition
$67.95
Richard Donnelly and Nick J.M. London
Wiley/Blackwell, 2009, soft cover, 280 x 222 mm, 120pp.
ISBN [10] 1405178892 [13] 9781405178891
T his new edition is a practical
guide to the most commonly
presenting disorders, and provides a
structured approach to clinical
assessment, investigations and
management. The last few years have
seen major changes in the use of
non-invasive or minimally-invasive
techniques, e.g wider use of CT and
MR angiography, and increasing use
of percutaneous interventions for
carotid, lower limb and reno-vascular
disease
The Second Edition explains the
underlying technology and the
applications of new minimally-
invasive methods, especially CT and
MRI, and provides an updated,
evidence-based guide to the modern
day management of patients with
common, life-threatening diseases
involving different parts of the
circulation.
This authoritative, full-colour,
illustrated ABC is an ideal reference
for the primary care, non-specialist
practitioner to base effective
management and prevention
programmes.
Contents:
1. Methods of arterial and venous
assessment
2. Acute limb ischaemia
3. Chronic lower limb ischaemia
4. Cerebrovascular disease
5. Carotid artery disease
6. Diabetes and vascular disease
7. Renal artery stenosis
8. Abdominal aortic aneurysms
9. Secondary prevention of peripheral
vascular disease
10. Vasculitis
11. Varicose veins
12. Venous thrombembolic disease
13. Lymphoedema
14. Ulcerated lower limb
15. Venous ulceration
16. Antiplatelet therapy in arterial
disease
17. Anticoagulation in venous
thrombosis
ADULT CHEST SURGERY
$460.00
David J Sugarbaker, Raphael Bueno, Mark J Krasna,
Steven Mentzer and Lambros Zellos
McGraw Hill, 2009, hard cover, 275 x 177 mm, 1264pp.
ISBN [10] 0071434143 [13] 9780071434140
A single volume, containing the
sum of current clinical
knowledge in chest surgery, primarily
drawn from the perspectives of
internationally known innovators in
thoracic surgery.
Completely up-to-date with the
latest non-invasive techniques, Adult
Chest Surgery features logical
organisation based on anatomy, and
each section has an overview chapter,
which summarises the relevant
anatomy, pathophysiology, and
diagnostic and procedural options.
Throughout the book, operations
and diagnostic procedures are
highlighted in succinct, illustrated
technique chapters, making the book
ideal for practising cardiothoracic,
thoracic, and general surgeons, as
well as for residents, fellows, and
allied healthcare providers.
Features
• Authors from one of the largest
thoracic surgery practices and
training programs in North
America
• Covers the entire range of
thoracic surgical techniques and
management, along with crucial
preoperative evaluation, staging,
and postoperative strategies
• 600 illustrations commissioned
especially for this book
• A timely focus on the trend
toward minimally invasive,
endoscopic, and robotic
techniques
• Non-surgical management
chapters emphasise how to
successfully manage specific
clinical situations
BOOKS
• Insightful overviews of topics
related to particular surgical
procedures are presented,
including survival rates,
indications, patient
characteristics, and technical and
oncological principles
• Emphasises the basic tenets of
thoracic surgery and chest
disease, making it ideal for board
review and recertification
Contents
Part 1: Care and Management of the
Thoracic Surgery Patient
Part 2: Esophageal and Proximal
Stomach Malignancy
Part 3: Esophageal Motility Disorders
Part 4: Esophageal Reflux Disorders
Part 5: Benign Congenital and
Traumatic Esophageal Disorders
Part 6: Benign Disorders of the Upper
Airways
Part 7: Cancer of the Upper Airways
Part 8: Lung Cancer
Part 9: Benign Tumors and Conditions
of the Lung
Part 10: Chronic Obstructive
Pulmonary Disease
Part 11: Lung Infections and
Interstitial Lung Disease
Part 12: Lung Transplantation
Part 13: Diffuse Pleural Malignancies
and Effusions
Part 14: Benign Pleural Conditions
Part 15: Chest Wall and Sternal
Tumors
Part 16: Benign Disorders of the
Chest Wall
Part 17: Diaphragmatic Diseases,
Benign or Malignant
Part 18: Mediastinal Diseases, Benign
Or Malignant
Part 19: Robotics
NURSING IN AUSTRALIA
YEARBOOK 2010 33
 BOOKS
CLINICAL PROCEDURES IN
EMERGENCY MEDICINE
5th Rev. Edition
$305.00
James R. Roberts and Jerris R. Hedges
Elsevier, 2009, hard cover, 276 x 216 mm, 1416pp.
ISBN [10] 1416036237 [13] 9781416036234
T he most well-known and trusted
procedures manual in emergency
medicine. Completely updated with
the latest equipment, devices, drug
therapies, and techniques, this 5th
edition enables you to make optimal
use of today’s best options. A new
full-colour format makes the book
easier to consult than ever before,
and online access at
expertconsult.com lets you rapidly
reference the complete contents from
any computer. Online and in print,
you’ll see exactly how and when to
perform every type of emergency
procedure, so you can choose and
implement the best possible approach
for every patient!
Key Features
Provides over 1,700 detailed
illustrations, 1,350 in full colour,
allowing you to visualise procedures
clearly so you can perform them
correctly.
Explains not only how to perform
each procedure but also why, when,
and what other procedures you
should consider.
New to this Edition
Covers the latest equipment, devices,
drug therapies, and techniques,
including new devices for
cricothyrotomy, monitoring CPR
effectiveness, intraosseous infusion,
autotransfusion and transfusion
therapy, and wound closure.
Incorporates coverage of
ultrasound-guided procedures
throughout the book to assist you in
the use of these increasingly
pervasive new techniques.
Presents a new chapter on
Chemical and Physical Restraints to
34 NURSING IN AUSTRALIA
YEARBOOK 2010
facilitate management of violent or
aggressive patients.
Features a brand new full-colour
design together with all-new
algorithms, illustrations, and tables for
expedited reference and streamlined
clinical decision-making.
Reflects the most recent clinical
evidence and guidelines for
dependable decision-making
guidance.
Includes online access via Expert
Consult, allowing you to rapidly
reference the book’s complete
contents from any computer. A perfect
source for quick answers in your
challenging, fast-paced field!
Offers updated coverage of
tracheal intubation and infectious
exposure management, so you can
make spilt-second decisions on these
difficult procedures.
MOSBY’S DICTIONARY OF MEDICINE,
NURSING AND HEALTH PROFESSIONS
2nd ANZ Edition - Australian Publication + Online Companion
$89.00
Peter Harris, Sue Nagy and Nicholas J. Vardaxis
Elsevier, 2009, hard cover, 2208pp.
ISBN [10] 0729539091 [13] 9780729539098
M osby’s Dictionary of Medicine,
Nursing & Health Professions
has been acclaimed by students and
•
particular local relevance
A total of 73 new and updated
tables to provide key reference
educators for its clarity, information to supplement
comprehensiveness and currency. definitions
Now in its second edition, a thorough
• Revised to update and refine
revision of this definitive reference for
existing material and incorporate
the ANZ region enhances the classic
many new terms, tables and
Mosby dictionary features and sees in
illustrations to ensure currency
its over 2,000 pages:
and relevance
• Precise and clear entries, plus
• All appendices have been
encyclopaedic entries of
updated to include the latest
significant terms; generous
information
illustrations and apt use of tables
• New terms include Swine
• A detailed colour atlas of
influenza, Hendra disease, Nipah
anatomy enhances the
virus, Avian influenza, Multi-drug
comprehension of anatomical
resistant TB and Vancomycin
terms
resistant enterococcus plus many,
• Local spelling conventions and many more.
phonetic pronunciation guides
• Fully revised etymologies
• Online resources include a
regional spellchecker, a printable
colour atlas, all images from the
text, and 18 valuable appendices,
9 of which appear in the main
text.
Key Features
• Encyclopaedic definitions
• Comprehensive entries for
numerous fully updated drugs
• Over 2,400 high quality full-
colour illustrations and
photographs to enhance and
clarify definitions of terms
• Regionalised spellchecker
New to this Edition
• Over 300 new drug entries
• Over 500 new images, including
uniquely Australian sourced
images for illustrating terms of

OXFORD DESK REFERENCE:
RESPIRATORY MEDICINE
$190.00
Nick Maskell and Ann Millar
Oxford University Press, 2009, hard cover, 246 x 171 mm, 496pp.
ISBN [10] 0199239126 [13] 9780199239122
I n the era of evidence-based
medicine, clinicians draw upon a
vast resource of research-based
evidence to guide their practice.
However, finding this information is
not always easy, particularly when it
is most needed. In the case of
respiratory medicine which covers
more than 40 individual conditions,
the research-based evidence may be
limited and/or disproportionate to the
incidence of the condition. Guidelines
are available but difficult and time
consuming to find.
This book is designed to
overcome this problem. Many of the
key recommendations to be found in
current evidence-based guidelines are
presented in a uniform and accessible
format. The same format has been
used for expert opinion on best
practice where the evidence base is
limited. The design of this book makes
locating the information needed both
quick and simple, and the succinct yet
easy-to-read nature of the text means
that key points can be reviewed and
assimilated rapidly. The text is
enhanced by a number of summary
boxes and tables for quick reference
to the key points covered in the
narrative. A large number of these
sections also have radiological images
illustrating the relevant abnormalities.
Written by experts in their field, this
book presents a succinct overview
based on both best practice and
available research evidence.
Features
• The definitive reference on the
latest evidence-based practice in
respiratory medicine
• Designed to present expert
opinion in a uniform, easily-
BOOKS
A CLINICAL GUIDE TO PEDIATRIC
SLEEP DIAGNOSIS & MANAGEMENT
OF SLEEP PROBLEMS
2nd Rev. Edition – $107.80
Jodi A. Mindell and Judith Owens
Lippincott, 2009, soft cover, 254 x 178 mm, 352pp.
ISBN [10] 1605473898 [13] 9781605473895
•
accessible format
Reflects current best practice W ritten for busy primary care
practitioners, this book is a
practical clinical guide to common
with an international contributor
team pediatric sleep disorders and their
treatment. Information is organised
• Summary tables and key points
by specific disorder and by the most
highlight the most salient
frequent presenting complaints.
information
Symptom-based algorithms will
Contents enable practitioners to evaluate sleep
1: The healthy lung complaints in a stepwise manner.
2: Respiratory physiology Other features include symptom
checklists for specific disorders and
3: Clinical presentations chapters on sleep problems in special
4: Asthma populations. Appendices provide
5: Chronic obstructive pulmonary practical tools for screening for sleep
disease problems, evaluating sleep studies,
and counselling families.
6: Oxygen
This edition includes updated
7: Diffuse parenchymal lung disease
ICSD-2 and ICD-10 diagnostic criteria
8: Infection and new and revised American
9: The immunocompromised host Academy of Sleep Medicine
10: Bronchiectasis Standards of Practice guidelines.
Other highlights include new chapters
11: Cystic fibrosis on sleep hygiene and sleep enuresis,
12: Pulmonary vascular updated and expanded chapters on
problems/issues all sleep disorders, and up-to-date
13: Lung Cancer information on sleep medications and
14: Pleural Disease sleep in special populations.
A companion website will offer
15: Sleep
parent handouts for each age group
16: Occupation and environment and each sleep disorder, as well as
17: Lung transplantation/ITU screening questionnaires.
18: Orphan lung diseases Contents
INTRODUCTION TO PEDIATRIC SLEEP
PEDIATRIC SLEEP DISORDERS
SLEEP AND MEDICATIONS
SLEEP IN SPECIAL POPULATIONS
NURSING IN AUSTRALIA
YEARBOOK 2010 35
 BOOKS
OXFORD HANDBOOK OF
RESPIRATORY MEDICINE
2nd Rev. Edition
$94.95
Steven Chapman, Grace Robinson, John Stradling and Sophie West
Oxford University Press, 2009, soft cover, 180 x 100 mm, 876pp.
ISBN [10]0199545162 [13] 9780199545162
T he Oxford Handbook of
Respiratory Medicine provides a
fast, reliable look-up reference on all
chest diseases. The second edition of
this comprehensive Handbook has
been revised throughout, with
additional material on avian flu,
pulmonary complications of sickle cell
disease, acute and chronic oxygen
therapy and updated references to
the latest British Thoracic Society
guidelines.
The Handbook’s opening
chapters aid diagnosis by addressing
the main respiratory symptoms
encountered by clinicians. Subsequent
chapters discuss each respiratory
disease in more depth, with practical
tips for the out-patient clinic or ward
setting. The Handbook also includes a
unique section on practical skills and
procedures, providing essential
technical and reference information.
Useful pages on lung and bronchial
anatomy, CT anatomy and scans, lung
function and blood-gas nomograms,
and a list of useful websites are
included for easy reference.
Like all the Oxford Handbooks,
the Oxford Handbook of Respiratory
Medicine 2/e combines authority,
relevance and reliability. It is the
must-have guide for all clinicians
dealing with respiratory medicine.
• Provides comprehensive coverage
of all respiratory diseases in a
concise, pocket-book format
• Complex topics are clearly
explained in an easily-accessible
way
• Features unique sections on
practical procedures to assist the
novice reader
36 NURSING IN AUSTRALIA
YEARBOOK 2010
• Includes a symptoms section to
aid in differential diagnosis and
clinical management
• Packed with practical tips for the
out-patient clinic or ward setting
• Fully updated with the latest
developments in the field
• Includes the latest British
Thoracic Society guidelines on
Oxygen Therapy
• Features additional sections on
avian flu and pulmonary
complications of sickle cell
disease
• Incorporates a new section on CT
scans of diffuse lung conditions
SKIN LYMPHOMA: THE ILLUSTRATED
GUIDE
3rd Rev. Edition
$255.00
Lorenzo Cerroni, Kevin Gatter and Kerl Helmut
Wiley/Blackwell, 2009, hard cover, 284 x 227 mm, 288pp.
ISBN [10] 1405185546 [13] 9781405185547
S kin lymphomas are relatively rare
and can be easily misdiagnosed
as psoriasis or dermatitis. These
12. Cutaneous diffuse large B-cell
lymphoma, leg-type
13. Other cutaneous B-cell
lymphomas can be fatal. lymphomas
Consequently, those in training in
14. Intravascular large cell lymphoma
dermatology and pathology need to
15. Cutaneous lymphomas in
have a good understanding of the
immunosuppressed individuals
clinical presentations and the
pathological correlates of this 16. Blastic plasmacytoid dendritic cell
challenging disease. neoplasm
The just released Third edition 17. Cutaneous lymphoblastic
provides: lymphomas
• A full-colour illustrated text and 18. Cutaneous manifestations of B-
atlas that combines pathology cell chronic lymphocytic leukaemia
with clinical features and 19. Cutaneous manifestations of
treatment
myelogenous leukaemia
• Updated nomenclature according 20. Cutaneous manifestations of
to WHO/EORTC and WHO other leukaemias
classifications
21. Cutaneous manifestations of
• Images to expand the diagnostic Hodgkin lymphoma
potential
22. Pseudolymphomas of the skin
Contents
23. The cutaneous “atypical lymphoid
1. Introduction proliferation”
2. Mycosis fungoides & variants
3. Sézary syndrome
4. Primary cutaneous CD30+
lymphoproliferative disorders
5. Subcutaneous panniculitis-like T-
cell lymphoma
6. Aggressive cutaneous cytotoxic
lymphomas
7. Cutaneous Adult T-cell
leukaemia/lymphoma (ATLL)
8. Cutaneous small-medium
pleomorphic T-cell lymphoma
9. Other cutaneous T-cell lymphomas
10. Cutaneous follicle centre
lymphoma
11. Cutaneous marginal zone
lymphoma & variants
 2

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 Interested in saving on tax?

If you’re looking for tax-free benefits, a Westpac Employee Benefits Card (EBC™) gives you two ways
to tuck away some savings. As an employee of a Public Benevolent Institution (PBI), like the aged
care industry, public hospitals and charity organisations, the Government allows you to take part of
your income as tax-free benefits. You can choose from two types of EBC™ cards that have been
specifically designed for your industry. There’s a card for Everyday Purchases and a card for Meal
Entertainment that allow you to make the most of your hard-earned dollars. You’ve done the work, now
enjoy the benefits. Want to find out more? Visit our website: www.employeebenefitscard.com.au

Tax Free Benefits, Easy Administration. Simply contact PBI

to apply for your Westpac Employee Benefits Card.

PBI Benefit Solutions Pty Ltd

Public Benevolent
Institution Solutions PBI
Suite 406, 152 Bunnerong Road, Eastgardens, NSW 2036, (02) 9314 0288
Level 9, ‘Seabank Building’, 12-14 Marine Parade, Southport, Qld 4215, (07) 5519 1904
Email: pbi@remuneration.com.au Web: www.employeebenefitscard.com.au