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    Bemanningsnorm i sykehjem

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    Postprint (737.8Kb)
    Date
    2015
    Author
    Gautun, Heidi
    Bratt, Christopher
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    Abstract
    En rekke undersøkelser har avdekket mangler og ulikheter i eldreomsorgen. Derfor diskuterer sentrale helsemyndigheter hvorvidt det skal innføres en bemanningsnorm som skal gjelde alle norske sykehjem. I denne artikkelen drøfter vi om det er mulig å tallfeste en norm for bemanning i sykehjem, slik det er tenkt med en bemanningsnorm. Vi bruker data fra en spørreundersøkelse i 2014 blant Norsk Sykepleieforbunds tillitsvalgte (N = 242) i sykehjem i 150 kommuner. Vi finner store variasjoner i antall sykepleiere og ansatte med annen helsefaglig bakgrunn som er satt opp i turnus i forhold til antall beboere, både mellom sykehjem og mellom samme type avdelinger. Samtidig er det store variasjoner i hva informantene oppfatter som nødvendig bemanning, også innen samme slags avdeling. Avvik fra nødvendig bemanning skyldes i stor grad sykefravær. Vi konkluderer med at dagens variasjon i planlagt bemanning og hva tillitsvalgte oppfatter som en forsvarlig bemanning sett i forhold til pasienters behov, ikke gir føringer for en bemanningsnorm som skal tallfeste bemanning i sykehjem. God bemanning sikres trolig heller gjennom at planer for bemanning på det enkelte sykehjem tar hensyn til normalt og forventet sykefravær.
     
    Several recent studies have shown deficiencies in elderly care. Consequently, Norwegian health authorities are considering the introduction of an explicit norm for the number of staff who should be at work in nursing homes. In this article, we investigate whether it is possible to quantify a norm for staffing in nursing homes. We use data from a survey in 2014 among representatives from the Norwegian Nurses Organisation (N = 242) in nursing homes in 150 municipalities. Data show substantial variations in the plans for staffing relative to the number of residents. These variations are not only present between nursing homes, but also between the same kinds of nursing home departments. Moreover, the representatives’ own views on acceptable staffing vary considerably, even within the same kind of department. At the same time, departments are often understaffed due to sick leave. We conclude that the variation in planned staffing and representatives’ views on optimal staffing cannot provide guidelines for a staffing norm meant to quantify staffing relative to the number of residents in nursing homes. Instead, appropriate staffing can by ensured by plans taking into consideration that sick leave is normal and expected.
     
    URI
    http://hdl.handle.net/10642/3166
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