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The 2001 American Hospital Association (AHA) Workforce Survey estimated that approximately 168,000 positions in hospitals were vacant. Research suggests that this shortage is likely to grow over the next 20 years. The focus of this issue is on the allied health workforce in the US. It examines the crisis in healthcare by looking at the role played by community colleges in training workers and includes the following articles: ‘Across the nation: unique delivery and inventive approaches’ (p. 10-14, 16-17) which provides information on a number of community colleges that are working with their communities to offer allied health programs; ‘A spark for cultural competence in nursing’ by Barbara Cordell (p. 18-21) which looks at the many avenues available to nursing students to develop their cultural competence; ‘Service learning: education through action’ by Frederick F. Andres, Janell B. Lang and Robin Lovejoy (p. 22-25) which looks at the partnership among the Toledo Hospital, Owens Community College (OCC) and other Northwest Ohio organisations to include service learning into the allied health curriculum; ‘Collaborative community: health education website’ by Setta McCabe (p. 26-28) which looks at the website created by four community colleges to provide comprehensive information on health education opportunities; ‘Allied health core curriculum: its time has come’ by M. LaCheeta McPherson (p. 30-35) which looks at the role of community colleges in meeting the health care needs of the nation; ‘Emerging innovation: allied health fields’ by Janell B. Lang (p. 36-39) which looks at the emerging fields in healthcare. Show less

Many Massachusetts workers will face a stark choice in the coming years: retire later or retire with less money. Our findings show that powerful trends are converging at once to alter the retirement landscape: an aging population that has not saved enough must adjust to new Social Security rules that delay full benefits from the current age of 65 to 67 years. In addition, about one-third of full-time Bay State workers lack any form of pension coverage - including 401(k) plans - at their current workplace, and personal savings rates are at their lowest since the Great Depression. These changes are occurring as many of the state's 1.87 million Baby Boomers are getting ready to retire over the next five years. The shift to an older population has huge implications for the Massachusetts labor market, as the number of younger workers declines over the next two decades. Older workers may offer a way to stem the impending labor shortages, but a number of challenges must be overcome in order to capitalize on this mutual interest.

Published abstract reprinted by permission of the copyright owner. Show less

'NACE journal' is published four times a year. It covers both sides of the college career services and human resources (HR)/staffing field. This issue includes the following feature articles: 'Trends & truths in college recruiting' by Julie Cunningham (p. 14-17) which shows that while several trends have changed how employers recruit, there are also some timeless facts in college recruiting; 'Energy industry fueled by two-year graduates' by Pattie Giordani (p. 18-21) which highlights how employers in the energy industry are turning to two-year college graduates to fill open positions and developing partnerships with local community and technical colleges to develop organisation specific programs; 'Looking ahead: got workers?' by Pattie Giordani (p. 22-26) which discusses the issue of future labour shortage, particularly a shortage of skilled workers, and what employers can do about it; 'Building a fee-for services model for career services' by Cynthia F. Jones (p. 27-32) which discusses the development of a fee-based model for providing university career services; 'NACE White Paper: can high tech coexist with high touch?: online application processes and career fairs' by Mary E. Scot (p. 33-39) which explores the increasing use of online application systems in the recruitment of college students by employers and the continued preference by students for personal contact during the recruitment process. Show less