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Abstract
Providing health care to underserved communities in Indonesia has long been a major concern. Lack of health workers particularly in rural remote and very remote areas has hampered community access to good quality of health services, which in turn leads to a poor health status of the people.
Implementation of the decentralization policy in health has affected human resources for health. Employment of health workers in public facilities has been transferred to the responsibility of the local government, especially at the district level. To some districts with shortage of certain type of health professional, difficulties in recruiting health workers have been answered through opening of new health workforce education institutions, provision of scholarship, and provision of financial incentives in return to serve in the underserved areas for certain period. However, disparity in financial capacity and geographical condition among districts creates favorable and non favorable areas to health workers.
Another consequence of this decentralization policy is the break-down of health personnel information system as the local level thinks there is no more obligations in sending data to the upper level.
This paper aims to assess the impacts of decentralization policy in Indonesia and what opportunities can be taken by each government level to improve the health workforce situation particularly in underserved areas. (continue reading…)

by Mary Krugman, RN, PhD, FAAN
Nurses who change positions, either moving within an organization when switching specialties or entering a new facility, should also receive a preceptor for orientation. The need for preceptors increases when nursing students receive clinical education in the facility, such as a senior practicum or course before graduation. Academic hospitals have a particularly high need for preceptors since they serve nursing students from the undergraduate level to advanced practice. Finally, the turnover rate, which is estimated at 15% to 36%, continues to drive the need for a constant supply of preceptors.
Preceptor competencies include knowledge of — (continue reading…)

By: Maureen Habel, RN, MA
Coaching is not the same as mentoring or precepting. In precepting, the primary focus is to orientation employee to a new position and socialize the employee into the culture of the healthcare organization. The precepting relationship focuses on task accomplishment (about 75%) with a small psychosocial interpersonal component (about 25%).
Mentoring is typically an exclusive, long-term relationship for nurses who want to move forward in a nursing leadership roleor want to become a clinical expert after advanced education.3Mentoring is one of the most complex people-related skills because it rarely focuses on tasks (about 10%). Rather, it is an intensely psychosocial relationship (about 90%) in which the mentor helps the protégé learn more complex ways of thinking and problem solving.4 In most cases, the mentor is an experienced nurse leader, not the nurse’s immediate supervisor. (continue reading…)