Over the last fifteen years or so in France, the deployment of peer professionals in mental health seems to have accelerated. The benefits of peer support have been widely demonstrated. It is based on the experiential knowledge acquired by certain patients who have recovered during their course of treatment, which can be passed on by positive identification, stimulating hope and motivation. These unique skills are then complemented by more theoretical knowledge sanctioned by a diploma that legitimises the future professionals and gives them access to undisputed recognition to work alongside pre-existing systems. However, it is not always easy to integrate them into health and social teams.

Behavior analysts are not recognized or regulated as a distinct profession in Europe. For the most part, European behavior analysts adhered to the standards set by the U.S.-based Behavior Analyst Certification Board (BACB). However, the BACB certification has not been recognized officially in any European jurisdiction. The recent decision by the BACB to discontinue eligibility of non-U.S. residents to apply for the BCBA exam by the end of 2022 has brought the issue of professional regulation outside of the United States into sharp focus. This article offers a snapshot in time of professional recognition of behavior analysts in 21 European countries. It stems from the Erasmus+ funded EuroBA project and its Professional Advisory Group (PAG). The EuroBA project aims to develop common standards and competences for behavior analysts to facilitate national regulation and mutual recognition across Europe.

OBJECTIVE: Health research is an accessory activity for most health professionals in the national health service of Spain. One way to recognize your worth is through professional careers. The objective of this paper has been to compare how research activity is valued in the professional careers of the health services of the different regions of Spain.
METHODS: Review of agreements, resolutions and decrees that define the professional careers of each community collected from the corporate websites of health services and health ministries. SITE: Health Research and Innovation Commission of the Extremadura Health Service.
METHODS: Members of said commission.
METHODS: The following was considered for comparison: if the research activity is valued in isolation from other concepts, if it is considered to advance in different levels, if it is a requirement for any of them, and the percentage of score assigned to the block to which it belongs.
RESULTS: Almost all the regions consider research as merit at all career levels. The score of the research block is between 4 and 50% of overall. They are only considered independently, of others activities, in the Canary Islands, Castilla-La Mancha, Castilla-León, Cataluña, Madrid and Murcia. They are required to climb a certain level in the Canary Islands and Castilla-León.
CONCLUSIONS: There is a high variability in the recognition of research activity between regions. The careers that best value research would be those of the Canary Islands and Castilla-León, which consider it an independent activity and it becomes a requirement. The regions that have a more negative approach are those that can be promoted to the highest level, without making any contribution to research.

The COVID-19 pandemic tested the health system of Western Australia (WA) and the relatively new overarching legislative framework that guided the state-wide public health response to the pandemic. This study aimed to evaluate the experiences and roles of environmental health officers (EHOs) in WA during the management of COVID-19 and to identify any policy changes that are needed to facilitate the rapid deployment of EHOs during a future public health crisis. An online survey with 78 respondents was administered and analysis was both qualitative and quantitative. It was found that participants believed there was inadequate resourcing, workforce shortages, increased workloads, and a lack of recognition and integration of the profession within the COVID-19 response. Notably, more than 65% of the respondents believed they could have been better utilised during the pandemic. This research has demonstrated that the COVID-19 pandemic in WA had clear gaps in its processes for managing responses and resilience to pandemics. Policy recommendations outlining a more efficient and integrated delivery of environmental health services throughout the state during emergencies are discussed.

Genetic Counselling is essential for providing personalised information and support to patients with Rare Diseases (RD). Unlike most other developed countries, Spain does not recognize geneticists or genetic counsellors as healthcare professionals Thus, patients with RD face not only challenges associated with their own disease but also deal with lack of knowledge, uncertainty, and other psychosocial issues arising as a consequence of diagnostic delay. In this review, we highlight the importance of genetic counsellors in the field of RD as well as evaluate the current situation in which rare disease patients receive genetic services in Spain. We describe the main units and strategies at the national level assisting patients with RD and we conclude with a series of future perspectives and unmet needs that Spain should overcome to improve the management of patients with RD.

BACKGROUND: Identifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.
OBJECTIVE: To investigate three job characteristics - decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.
METHODS: Latent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in \'mixed-roles\' n = 123.
RESULTS: We found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.
CONCLUSIONS: Our main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.
CONCLUSIONS: Given that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.

Nursing knowledge and innovations are disseminated primarily through peer-reviewed publications in scholarly journals. At the present time, there are approximately 250 journals in the profession of nursing, representing all specialties and an international, global focus. Of this group, 25 have been honored by induction into the Nursing Journal Hall of Fame, which was established by the International Academy of Nursing Editors in 2018. This article introduces the Hall of Fame and the journals that have been inducted to date. Hall of Fame journals have a sustained publication history of 50 years or more and represent excellence in nursing through the articles published and journal editorial leadership. Studying the history of this group of journals reveals trends within different specialties as well as the profession of nursing overall. For many of the journals, there were particular editors who were visionary and transformative. Knowing their stories is important for the historical record of nursing publication. Celebrating nursing journal history through the Hall of Fame and understanding the unique leadership role of nursing editors, past and present, is an important and fitting tribute to nursing knowledge during the Year of the Nurse and Nurse Midwife in 2020.

Professional identities research in medical education has made significant contributions to the field. However, what comprises professional identities is rarely interrogated. This research tackles this relatively understudied component of professional identities research by understanding emergency medicine physicians\' perspectives on the important elements that comprise their professional identities. Q-methodology was used to identify different clusters of viewpoints on professional identities; by extension, the core components that comprise emergency medicine physicians\' professional identities are disclosed. Thirty-three emergency medicine physicians were recruited, through purposive sampling, from five hospitals across Taiwan. R software was used to analyse the Q-sorts, determine loadings on each viewpoint and formulate the viewpoint array. Analysis of interview data enhanced our understanding of these viewpoints. In total, twenty-five emergency medicine physicians loaded onto four distinct viewpoints, reflecting dominant perspectives of emergency medicine physicians\' understanding of their professional identities. These distinct viewpoints demonstrated what emergency medicine physicians deemed significant in how they understood themselves. The viewpoints comprised: skills acquisition, capabilities and practical wisdom; coping ability and resilience; professional recognition and self-esteem; and wellbeing and quality of life. All viewpoints stressed the importance of trust between colleagues. These findings demonstrate the multitude of ways in which seemingly unified professional identities diverge across groups of individuals. An enhanced understanding of speciality work culture is gained. By understanding facets of professional identities, the development of future educational interventions and departmental initiatives, which might support key components of professional identities, can be explored.

Consensus paper of the German Society of Cardiovascular Engineering, the German Society for Thoracic and Cardiovascular Surgery, the German Society of Cardiology, the German Society of Pediatric Cardiology, the German Society of Anesthesiology and Intensive Care Medicine, the German Interdisciplinary Association of Intensive Care Medicine and Emergency Medicine and the German Society of Medical Intensive Care and Emergency Medicine.

Employer led apprenticeship trailblazer groups develop the occupational standard and end point assessment associated with a particular job or occupation. All degree apprenticeship programmes within England must align to these and for allied health professions, this is a new concept. Exploring stakeholder motivations for being part of the trailblazer groups is essential to inform subsequent curriculum design and implementation for this new model of education.
Eighteen semi-structured interviews were undertaken across the three radiography related (diagnostic, therapeutic and sonography) trailblazer groups using a pragmatic constructivist approach.
Strong themes emerged around professional recognition, and conflicts between being \'educated\' or \'trained\', and between vocational and academic components of radiography training. Even within these pioneer groups there was a lack of understanding around degree apprenticeship programmes and their potential impact upon the workforce. Whilst the benefits on recruitment and retention of staff through widening participation were acknowledged, there were concerns around apprentice pay and mentorship. Evidence of professional protectionism was uncovered, balanced by professional pride and a strong desire for team working within and between institutions.
The study highlighted an urgent need for further research and awareness raising for employers and practitioners, prior to implementation of radiography-related degree apprenticeships.
This is the first evaluation of stakeholder motivations related to the development of degree apprenticeships within the allied health professions. The results and recommendations for practise will inform the imminent implementation of degree apprenticeships for the three radiography related professions, facilitating a smooth transition to apprenticeships for clinical and education departments.