Potential contributions of the soil seed bank and seed rain for accelerating the restoration of riparian catchments in Australia
- Florentine, Singarayer, Milberg, Per, Westbrooke, Martin
- Authors: Florentine, Singarayer , Milberg, Per , Westbrooke, Martin
- Date: 2023
- Type: Text , Journal article
- Relation: Global Ecology and Conservation Vol. 47, no. (2023), p.
- Full Text:
- Reviewed:
- Description: The quality and quantity of soil seed bank composition can play a key role in secondary succession restoration efforts such as those involved in this study, which concerned the restoration of damaged native sites in riparian environments in Victoria, Australia. The objective of this study of the restoration work was to determine the role played by naturally existing soil seed bank in the success of natural restoration in these restored and unmanaged riparian areas. In this regard, we sampled the soil seed bank, seed rain, seedlings in the field and vegetation cover from three sub catchments defined by restoration attempts which had been conducted (i) < 3 years, (ii) 4–8 years, and (iii) > 9 years previous to sampling. In addition, (iv) in order to provide comparative data, adjacent sites (iv) chosen for future restoration and (v) with remnant vegetation, were also sampled. From samples, a total of 8858 seedlings were recorded from the seed bank and the vegetation survey showed 170 species, with exotic species being more numerous than native. The seed rain (a total of 1422 seeds) was dominated by exotic species at all sites. When comparing the vegetation distribution and the seed rain composition, it was clear that whilst the seed bank was more promising as a comparative recruitment source of native species, there were still too many sites dominated by exotic species to rely on this as a long-term restoration strategy. However, this study indicated that there were significant variations in restoration potential among the sites, suggesting that some careful prior site selection for investment of restoration efforts is an important issue. As a consequence, we have recommended that a detailed understanding of the soil seed bank and seed rain species composition prior to the restoration is essential, since a positive seed bank composition with a significant relative density of native species seeds, will provide an indication of native species’ resilience and their potential for recovery. We therefore believe that the findings of this study will provide valuable information to natural resource management agencies regarding the strategy for prioritisation of restoration sites, which will be more beneficial than randomly selecting sites for habitat restoration. In addition, with successful sector restoration, it is expected that the increasing usefulness of the seed bank will allow further restoration of adjacent areas with time. © 2023 The Authors
- Authors: Florentine, Singarayer , Milberg, Per , Westbrooke, Martin
- Date: 2023
- Type: Text , Journal article
- Relation: Global Ecology and Conservation Vol. 47, no. (2023), p.
- Full Text:
- Reviewed:
- Description: The quality and quantity of soil seed bank composition can play a key role in secondary succession restoration efforts such as those involved in this study, which concerned the restoration of damaged native sites in riparian environments in Victoria, Australia. The objective of this study of the restoration work was to determine the role played by naturally existing soil seed bank in the success of natural restoration in these restored and unmanaged riparian areas. In this regard, we sampled the soil seed bank, seed rain, seedlings in the field and vegetation cover from three sub catchments defined by restoration attempts which had been conducted (i) < 3 years, (ii) 4–8 years, and (iii) > 9 years previous to sampling. In addition, (iv) in order to provide comparative data, adjacent sites (iv) chosen for future restoration and (v) with remnant vegetation, were also sampled. From samples, a total of 8858 seedlings were recorded from the seed bank and the vegetation survey showed 170 species, with exotic species being more numerous than native. The seed rain (a total of 1422 seeds) was dominated by exotic species at all sites. When comparing the vegetation distribution and the seed rain composition, it was clear that whilst the seed bank was more promising as a comparative recruitment source of native species, there were still too many sites dominated by exotic species to rely on this as a long-term restoration strategy. However, this study indicated that there were significant variations in restoration potential among the sites, suggesting that some careful prior site selection for investment of restoration efforts is an important issue. As a consequence, we have recommended that a detailed understanding of the soil seed bank and seed rain species composition prior to the restoration is essential, since a positive seed bank composition with a significant relative density of native species seeds, will provide an indication of native species’ resilience and their potential for recovery. We therefore believe that the findings of this study will provide valuable information to natural resource management agencies regarding the strategy for prioritisation of restoration sites, which will be more beneficial than randomly selecting sites for habitat restoration. In addition, with successful sector restoration, it is expected that the increasing usefulness of the seed bank will allow further restoration of adjacent areas with time. © 2023 The Authors
The pharmacy community apgar questionnaire : a modified Delphi technique to develop a rural pharmacist recruitment and retention tool
- Terry, Daniel, Peck, Blake, Hills, Danny, Bishop, Jaclyn, Kirschbaum, Mark, Obamiro, Kehinde, Phan, Hoang, Baker, Ed, Schmitz, David
- Authors: Terry, Daniel , Peck, Blake , Hills, Danny , Bishop, Jaclyn , Kirschbaum, Mark , Obamiro, Kehinde , Phan, Hoang , Baker, Ed , Schmitz, David
- Date: 2022
- Type: Text , Journal article
- Relation: Rural and remote health Vol. 22, no. 4 (2022), p. 7347
- Full Text:
- Reviewed:
- Description: INTRODUCTION: An adequate healthcare workforce remains essential for the health of rural communities. Strategies to address rural health workforce challenges have often centred on the medical and nursing workforce; however, addressing the rural pharmacist workforce also remains critical as they are often the first point of contact for health advice. Initiatives have increased pharmacist supply; however, key issues such as poor attraction, recruitment, and retention to rural areas remain. The aim of this study was to support the recruitment and retention of pharmacists in rural areas of Australia through the development of the Pharmacy Community Apgar Questionnaire (PharmCAQ). METHODS: A modified Delphi technique was employed to develop the PharmCAQ. A panel of experts were purposively selected. Eight representatives were from organisations with rural experience relevant to the study including the Society of Hospital Pharmacists of Australia, the Pharmaceutical Society of Australia, the Pharmacy Guild of Australia, the Pharmacy Board of Australia, and a representative of a government health agency, who also leads a hospital pharmacy. Three additional participants included local and international academics with health policy and rural health workforce expertise. All participants participated in three separate focus groups of 45-60 minutes duration, where the review and refinement of factors that drive recruitment and retention of pharmacist were discussed. Face and content validity was achieved through the representatives, while internal consistency was achieved when the tool was piloted among 10 rural pharmacists in rural Victoria. RESULTS: Fifty key factors that impact the recruitment and retention of pharmacists were identified, developed and succinctly described. All factors were grouped into five classifications: (1) geographic, (2) economic and resources, (3) practice and scope of practice, (4) practice environment and (5) community practice support. After final consensus, the factors and their definitions formed the final questionnaire. Lastly, the reliability of PharmCAQ was determined, with a Cronbach's alpha coefficient of 0.852. CONCLUSION: While the development and use of the Apgar questionnaire for the recruitment and retention of health professionals is not a novel idea, seeking to specifically focus on pharmacists is unique. However, 10 factors were similar to factors associated with rural recruitment and retention of both physicians and nurses; they encompassed geographic, community support, and economic and resource factors. Regardless of similarities or differences between health professions in terms of recruitment and retention, as a mechanism for addressing the worsening health professional shortage currently experienced in rural areas, the PharmCAQ was developed to support the recruitment and retention of the pharmacist workforce in rural areas.
- Authors: Terry, Daniel , Peck, Blake , Hills, Danny , Bishop, Jaclyn , Kirschbaum, Mark , Obamiro, Kehinde , Phan, Hoang , Baker, Ed , Schmitz, David
- Date: 2022
- Type: Text , Journal article
- Relation: Rural and remote health Vol. 22, no. 4 (2022), p. 7347
- Full Text:
- Reviewed:
- Description: INTRODUCTION: An adequate healthcare workforce remains essential for the health of rural communities. Strategies to address rural health workforce challenges have often centred on the medical and nursing workforce; however, addressing the rural pharmacist workforce also remains critical as they are often the first point of contact for health advice. Initiatives have increased pharmacist supply; however, key issues such as poor attraction, recruitment, and retention to rural areas remain. The aim of this study was to support the recruitment and retention of pharmacists in rural areas of Australia through the development of the Pharmacy Community Apgar Questionnaire (PharmCAQ). METHODS: A modified Delphi technique was employed to develop the PharmCAQ. A panel of experts were purposively selected. Eight representatives were from organisations with rural experience relevant to the study including the Society of Hospital Pharmacists of Australia, the Pharmaceutical Society of Australia, the Pharmacy Guild of Australia, the Pharmacy Board of Australia, and a representative of a government health agency, who also leads a hospital pharmacy. Three additional participants included local and international academics with health policy and rural health workforce expertise. All participants participated in three separate focus groups of 45-60 minutes duration, where the review and refinement of factors that drive recruitment and retention of pharmacist were discussed. Face and content validity was achieved through the representatives, while internal consistency was achieved when the tool was piloted among 10 rural pharmacists in rural Victoria. RESULTS: Fifty key factors that impact the recruitment and retention of pharmacists were identified, developed and succinctly described. All factors were grouped into five classifications: (1) geographic, (2) economic and resources, (3) practice and scope of practice, (4) practice environment and (5) community practice support. After final consensus, the factors and their definitions formed the final questionnaire. Lastly, the reliability of PharmCAQ was determined, with a Cronbach's alpha coefficient of 0.852. CONCLUSION: While the development and use of the Apgar questionnaire for the recruitment and retention of health professionals is not a novel idea, seeking to specifically focus on pharmacists is unique. However, 10 factors were similar to factors associated with rural recruitment and retention of both physicians and nurses; they encompassed geographic, community support, and economic and resource factors. Regardless of similarities or differences between health professions in terms of recruitment and retention, as a mechanism for addressing the worsening health professional shortage currently experienced in rural areas, the PharmCAQ was developed to support the recruitment and retention of the pharmacist workforce in rural areas.
Lived experiences and insights into the advantages important to rural recruitment and retention of general practitioners
- Terry, Daniel, Nguyen, Hoang, Schmitz, David, Baker, Ed
- Authors: Terry, Daniel , Nguyen, Hoang , Schmitz, David , Baker, Ed
- Date: 2018
- Type: Text , Journal article
- Relation: Rural and remote health Vol. 18, no. 3 (2018), p. 1-16
- Full Text:
- Reviewed:
- Description: INTRODUCTION: Despite existing studies in this field, community factors behind recruiting and retaining rural general practitioners (GPs) are not fully understood. To address this issue, the Community Apgar Questionnaire (CAQ) was developed to extend the understanding of communities' assets and capabilities that impact GP recruitment and retention. However, more in-depth insights are vital to develop a comprehensive approach. METHODS: This mixed methods study was administered using face-to-face structured interviews with a total of 40 health service representatives. All interviews lasted 35-40 minutes and were audio-taped. Qualitative data were generated from the extended responses to the structured questions of the CAQ and later transcribed. Thematic analysis was conducted in relation to explanations, elaborations, and relevant strategic approaches to improving workforce retention. RESULTS: The qualitative findings illuminated the most important advantages of recruiting and retaining GPs were linked to medical support, hospital and community support, and economic factors, while the challenges were related to geographic factors. The underlying reasons for and nature of those advantages and challenges reinforce that health professionals' decisions to stay or leave are complex and multifactorial. CONCLUSION: The originality of the study rests on the administration of the CAQ accompanied by the opportunity for participants to provide extended responses, which gives critical insights into the complexities of rural recruitment and retention. As such, the results confirm the need for a flexible multifaceted response to improving rural GP workforce and informs decision-making in terms of addressing workforce issues within the scope of available resources and capacity.
- Authors: Terry, Daniel , Nguyen, Hoang , Schmitz, David , Baker, Ed
- Date: 2018
- Type: Text , Journal article
- Relation: Rural and remote health Vol. 18, no. 3 (2018), p. 1-16
- Full Text:
- Reviewed:
- Description: INTRODUCTION: Despite existing studies in this field, community factors behind recruiting and retaining rural general practitioners (GPs) are not fully understood. To address this issue, the Community Apgar Questionnaire (CAQ) was developed to extend the understanding of communities' assets and capabilities that impact GP recruitment and retention. However, more in-depth insights are vital to develop a comprehensive approach. METHODS: This mixed methods study was administered using face-to-face structured interviews with a total of 40 health service representatives. All interviews lasted 35-40 minutes and were audio-taped. Qualitative data were generated from the extended responses to the structured questions of the CAQ and later transcribed. Thematic analysis was conducted in relation to explanations, elaborations, and relevant strategic approaches to improving workforce retention. RESULTS: The qualitative findings illuminated the most important advantages of recruiting and retaining GPs were linked to medical support, hospital and community support, and economic factors, while the challenges were related to geographic factors. The underlying reasons for and nature of those advantages and challenges reinforce that health professionals' decisions to stay or leave are complex and multifactorial. CONCLUSION: The originality of the study rests on the administration of the CAQ accompanied by the opportunity for participants to provide extended responses, which gives critical insights into the complexities of rural recruitment and retention. As such, the results confirm the need for a flexible multifaceted response to improving rural GP workforce and informs decision-making in terms of addressing workforce issues within the scope of available resources and capacity.
Selection criteria, skill sets and competencies : What is their role in the appointment of vice-chancellors in Australian universities?
- O'Meara, Bernard, Petzall, Stanley
- Authors: O'Meara, Bernard , Petzall, Stanley
- Date: 2009
- Type: Text , Journal article
- Relation: International Journal of Educational Management Vol. 23, no. 3 (2009), p. 252-265
- Full Text:
- Reviewed:
- Description: Purpose - The research presented here attempts to identify and analyse the reported selection criteria used in the appointment of Australian vice-chancellors (VCs) and to contrast this with the selection criteria actually used. Design/methodology/approach - Contemporary research into the nature, role and purpose of section criteria in appointment processes has chiefly been conducted in the private sector and across various hierarchical levels. The research is based on a PhD entitled "The recruitment and selection of vice-chancellors for Australian universities". The research for the thesis had ethics approval and involved interviews with former and incumbent chancellors, VCs, consultants, representatives of the Australian Vice-Chancellors Committee and selection panel members. Central to this research was the selection criteria and the skill bases selection criteria attempted to measure. A questionnaire was also sent to those listed above. Findings - The findings show that a matching of organisational antecedents with candidate attributes does occur. The research also highlights the key selection criteria used to appoint VCs. It also demonstrates how these key criteria are universally applied but in different orders depending upon the various foci of universities. Non-stated, but important, criteria and competencies are also discussed. Originality/value - No other research exists outlining the skill sets and competencies required by Australian VCs. It is hoped that this research will form the basis for further research and discovery into this field that we know so little about. © Emerald Group Publishing Limited.
- Authors: O'Meara, Bernard , Petzall, Stanley
- Date: 2009
- Type: Text , Journal article
- Relation: International Journal of Educational Management Vol. 23, no. 3 (2009), p. 252-265
- Full Text:
- Reviewed:
- Description: Purpose - The research presented here attempts to identify and analyse the reported selection criteria used in the appointment of Australian vice-chancellors (VCs) and to contrast this with the selection criteria actually used. Design/methodology/approach - Contemporary research into the nature, role and purpose of section criteria in appointment processes has chiefly been conducted in the private sector and across various hierarchical levels. The research is based on a PhD entitled "The recruitment and selection of vice-chancellors for Australian universities". The research for the thesis had ethics approval and involved interviews with former and incumbent chancellors, VCs, consultants, representatives of the Australian Vice-Chancellors Committee and selection panel members. Central to this research was the selection criteria and the skill bases selection criteria attempted to measure. A questionnaire was also sent to those listed above. Findings - The findings show that a matching of organisational antecedents with candidate attributes does occur. The research also highlights the key selection criteria used to appoint VCs. It also demonstrates how these key criteria are universally applied but in different orders depending upon the various foci of universities. Non-stated, but important, criteria and competencies are also discussed. Originality/value - No other research exists outlining the skill sets and competencies required by Australian VCs. It is hoped that this research will form the basis for further research and discovery into this field that we know so little about. © Emerald Group Publishing Limited.
- «
- ‹
- 1
- ›
- »