With estimates of their numbers ranging from one million to almost four million people, allied health care personnel make up a large part of the health care work force. Yet, they are among the least studied elements of our health care system. This book describes the forces that drive the demand for and the supply of allied health practitioners--forces that include demographic change, health care financing policies, and career choices available to women. Exploring such areas as credentialing systems and the employment market, the study offers a broad range of recommendations for action in both the public and private sectors, so that enough trained people will be in the right place at the right time.
Table of Contents
|1 What Does Allied Health Mean?||15-43|
|2 Approaches to Measuring Demand and Supply||44-62|
|3 Forces and Trends in Personnel Demand and Supply||63-95|
|4 Demand and Supply in 10 Allied Health Fields||96-158|
|5 The Role of Educational Policy in Influencing Supply||159-205|
|6 The Health Care Employer's Perspective||206-234|
|7 Licensure and Other Mechanisms for Regulating Allied Health Personnel||235-258|
|8 Allied Health Personnel and Long-Term Care||259-280|
|A. Congressional Mandate||283-284|
|B. Participants in Workshops and Public Meetings||285-290|
|C. A Sample of Allied Health Job Titles and a Classification of Instructional Programs in Allied Health||291-295|
|D. Estimates of the Current Supply of Personnel in 10 Allied Health Fields||296-302|
|E. Projections of Demand and Supply in Occupations||303-318|
|F. Minnesota Sunrise Provisions||319-323|
|G. National Commission for Health Certifying Agencies' Criteria for Approval of Certifying Agencies||324-328|
|H. Source Material||329-330|
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