RN

Registered Nurses (RN)

Significant Points

• Registered nurses constitute the largest health care occupation, with 2.4 million jobs.
• About 3 out of 5 jobs are in hospitals.
• The three major educational paths to registered nursing are a bachelor’s degree, an associate degree, and a diploma from an approved nursing program.
• Registered nurses are projected to create the second largest number of new jobs among all occupations; job opportunities in most specialties and employment settings are expected to be excellent, with some employers reporting difficulty in attracting and retaining enough RNs.

Nature of the Work

Registered nurses (RNs), regardless of specialty or work setting, perform basic duties that include treating patients, educating patients and the public about various medical conditions, and providing advice and emotional support to patients’ family members. RNs record patients’ medical histories and symptoms, help to perform diagnostic tests and analyze results, operate medical machinery, administer treatment and medications, and help with patient follow-up and rehabilitation.

RNs teach patients and their families how to manage their illness or injury, including post-treatment home care needs, diet and exercise programs, and self-administration of medication and physical therapy. Some RNs also are trained to provide grief counseling to family members of critically ill patients. RNs work to promote general health by educating the public on various warning signs and symptoms of disease and where to go for help. RNs also might run general health screening or immunization clinics, blood drives, and public seminars on various conditions.

RNs can specialize in one or more patient care specialties. The most common specialties can be divided into roughly four categories—by work setting or type of treatment; disease, ailment, or condition; organ or body system type; or population. RNs may combine specialties from more than one area—for example, pediatric oncology or cardiac emergency—depending on personal interest and employer needs.

Working Conditions

Most RNs work in well-lighted, comfortable health care facilities. Home health and public health nurses travel to patients’ homes, schools, community centers, and other sites. RNs may spend considerable time walking and standing. Patients in hospitals and nursing care facilities require 24-hour care; consequently, nurses in these institutions may work nights, weekends, and holidays. RNs also may be on call—available to work on short notice. Nurses who work in office settings are more likely to work regular business hours. About 23 percent of RNs worked part time in 2004, and 7 percent held more than one job.

Nursing has its hazards, especially in hospitals, nursing care facilities, and clinics, where nurses may care for individuals with infectious diseases. RNs must observe rigid, standardized guidelines to guard against disease and other dangers, such as those posed by radiation, accidental needle sticks, chemicals used to sterilize instruments, and anesthetics. In addition, they are vulnerable to back injury when moving patients, shocks from electrical equipment, and hazards posed by compressed gases. RNs who work with critically ill patients also may suffer emotional strain from observing patient suffering and from close personal contact with patients’ families.

Training, Other Qualifications, and Advancement

In all States and the District of Columbia, students must graduate from an approved nursing program and pass a national licensing examination, known as the NCLEX-RN, in order to obtain a nursing license. Nurses may be licensed in more than one State, either by examination or by the endorsement of a license issued by another State. Currently 18 States participate in the Nurse Licensure Compact Agreement, which allows nurses to practice in member States without recertifying. All States require periodic renewal of licenses, which may involve continuing education.

There are three major educational paths to registered nursing: A bachelor’s of science degree in nursing (BSN), an associate degree in nursing (ADN), and a diploma. BSN programs, offered by colleges and universities, take about 4 years to complete. In 2004, 674 nursing programs offered degrees at the bachelor’s level. ADN programs, offered by community and junior colleges, take about 2 to 3 years to complete. About 846 RN programs in 2004 granted associate degrees. Diploma programs, administered in hospitals, last about 3 years. Only 69 programs offered diplomas in 2004. Generally, licensed graduates of any of the three types of educational programs qualify for entry-level positions as staff nurses.

Many RNs with an ADN or diploma later enter bachelor’s programs to prepare for a broader scope of nursing practice. Often, they can find a staff nurse position and then take advantage of tuition reimbursement benefits to work toward a BSN by completing an RN-to-BSN program. In 2004, there were 600 RN-to-BSN programs in the United States. Accelerated master’s degree programs in nursing also are available. These programs combine 1 year of an accelerated BSN program with 2 years of graduate study. In 2004, there were 137 RN-to-MSN programs.

Employment

As the largest health care occupation, registered nurses held about 2.4 million jobs in 2004. About 3 out of 5 jobs were in hospitals, in inpatient and outpatient departments. Others worked in offices of physicians, nursing care facilities, home health care services, employment services, government agencies, and outpatient care centers. The remainder worked mostly in social assistance agencies and educational services, public and private. About 1 in 4 RNs worked part time.

Job Outlook

Job opportunities for RNs in all specialties are expected to be excellent. Employment of registered nurses is expected to grow much faster than average for all occupations through 2014, and, because the occupation is very large, many new jobs will result. In fact, registered nurses are projected to create the second largest number of new jobs among all occupations. Thousands of job openings also will result from the need to replace experienced nurses who leave the occupation, especially as the median age of the registered nurse population continues to rise.

Much faster-than-average growth will be driven by technological advances in patient care, which permit a greater number of medical problems to be treated, and by an increasing emphasis on preventive care. In addition, the number of older people, who are much more likely than younger people to need nursing care, is projected to grow rapidly.

Earnings

Median annual earnings of registered nurses were $52,330 in May 2004. The middle 50 percent earned between $43,370 and $63,360. The lowest 10 percent earned less than $37,300, and the highest 10 percent earned more than $74,760. Median annual earnings in the industries employing the largest numbers of registered nurses in May 2004 were as follows:
Employment services U$63,170
General medical and surgical hospitals U$53,450
Home health care services U$48,990
Offices of physicians U$48,250
Nursing care facilities U$48,220


Many employers offer flexible work schedules, child care, educational benefits, and bonuses.
http://www.bls.gov/oco/ocos083.htm

Yayasan AMRI membutuhkan Perawat Untuk Saudi Arabia

Yayasan Amri Membutuhkan Segera 250
Perawat Untuk Direkrut dan Ditempatkan
di Rumah Sakit Saudi Arabia.

Apabila anda seorang Perawat Lulusan D3 (minimal lulusan tahun 2004) atau S1 (minimal lulusan 2006), bisa berbahasa Inggris, perempuan, anda akan mendapat gaji bersih/bulan di RS Saudi Arabia mulai dari $800 sampai dengan $1300. Cuti 45 hari /tahun diberi ticket pesawat pulang pergi.

Pendaftaran gratis dibuka setiap hari kerja dari jam 9:00 – 15:00

di alamat :
Yayasan Amri – Balai Latihan Kerja Perawat
Jl. Ganceng (Belakang PT Amri Margatama, jl. Raya Keranggan No. 6.)
Jatisampurna, Bekasi 17433
Telp.: (021) 8449635, (021) 70991737 , (021) 7098 3795, (021) 7098 3796
Fax: (021)8449629
Email: info@yayasan-amri.com atau amri_nurse@cbn.net.id
Website: www.yayasan-amri.com

Yayasan Amri telah memberangkatkan lebih dari 625 perawat ke Saudi Arabia sejak angkatan I, dari tahun 2002 sampai sekarang.

Indonesia'n Nurses Students Demonstrated to Increase Health Budget in Indonesia During Nurses Days

Indonesia'n Nurses Students Demonstrated to Increase Health Budget in Indonesia

During Nurses Day's 12 May 2007

During nurses days 12 May 2007, more than hundred nurses students in Jakarta make spontaneous demonstrated in HI round street Jakarta. They are demanded Indonesian government to increase health budget and reduce highly cost of health services in Indonesia in recent years.

The students was coordinated by Indonesian Nurses Students Association (Kesatuan Mahasiswa Keperawatan Indonesia). In the peace demonstrated, they make some poster to make suggestion to Indonesian President SBY to concern about health and nursing program include to reduce cost of health services, concern to placement nurses job in indonesia and overseas.

See the news in here

And picture in here

The Economic Benefit of Adressing Nursing Shortage

The Economic
Benefits of
Addressing the
Nursing Shortage on DC US

As state governments, colleges and universities, and others work to address the national nursing work force shortage and associated costs, it is critical to quantify the cost-benefits of reducing the shortage in Southern Regional Education Board (SREB) states and communities. The shortage of registered nurses is widespread in the 16 SREB states and the District of Columbia. It cuts across many urban, rural or socioeconomic areas. And its impact is enormous. No other professional group is in higher demand than nursing, and no other single group offers the economic benefits of the nursing profession. Alleviating the nursing work force shortage makes sound economic sense.


Sheer numbers tell the story. Business Week reported in a 2006 cover story that the primary engine fueling the U.S. economy is health care — not information technology, energy or other industries, including real estate. The demand for health care and skilled health care workers is expected to sky- rocket as the U.S. population ages. As the article points out, health care is highly personnel-intensive, and registered nurses are the largest personnel group in the industry. Therefore, state and community leaders who seek a larger, more viable economic base simply cannot afford to ignore the labor shortage in this predominant sector.

Growing communities need more registered nurses to serve their population, and registered nurses are among the most desirable and beneficial workers in a community. Currently, considerable efforts are made by many community and government leaders to recruit new industries to a specific locale, yet many of those industrial employees are relatively unskilled, minimum-wage earners. Their “return” in economic and tax benefits to the community and state ranks far below those of a high-demand, highly skilled nursing work force.

Research shows that the lesser economic benefit of these lower-wage workers trickles down only to the surrounding community.

In contrast, addressing the nursing shortage benefits the entire region since the shortage is so wide-spread and nurses earn higher wages. Registered nurses are highly educated and technically skilled professionals, many with annual salaries above $50,000. As higher-paid employees, registered nurses pay more local and state taxes, contributing to a larger degree to the economic well-being of their state.

With higher wages, they are also more likely to buy more food and clothing, professional services, gasoline and other goods, and engage in more travel and entertainment, thus contributing to the economic vitality of a great number of other businesses. The higher salaries paid to nurses trickle down to benefit many others inside and outside of their surrounding communities.
1

In sum, more registered nurses mean more revenue. Included in this report is a table highlighting the projected shortage of registered nurses in each SREB state and the District of Columbia. It shows the entry salary for those positions, the resulting state taxes that would be generated and the economic benefits if those positions were filled. If the shortage of registered nurses in the SREB region was resolved, the projected trickle-down economic benefit to local communities throughout the region would top $5 billion annually. Governments that collect state taxes would gain from $1 million to $12 million — or more — in new tax revenues.

For the past 40 years, through the SREB Council on Collegiate Education for Nursing, SREB has played an important leadership role in addressing the issues and needs facing nursing education. During this time, creating a larger nursing work force to care for state residents has grown into an urgent need. In particular, the Council calls attention to the serious nursing faculty shortage. The Council has monitored student enrollment and the characteristics of faculty in colleges and universities since 2001 and has repeatedly warned that the nursing shortage cannot be addressed without also addressing the nursing faculty shortage. Without additional faculty, a greater number of nursing students cannot be educated, and applicants will continue to be turned away. In fact, a 2006 Council survey found that 26,101 qualified applicants were denied admission to associate’s and bachelor’s degree nursing programs in SREB states and the District of Columbia that year, mainly due to lack of nursing faculty and facilities to teach them.

Since the late 1990s, the Council has called specifically for the nurse educator shortage to become a higher priority in each state. For the economic viability of our communities as well as the health of our people, it is essential — and increasingly critical — for SREB states and the District of Columbia to put reducing the shortage of the registered nurses and nurse educators at the top of the public agenda.

International Nurses Migration

International Nurse Migration

Issue being addressed: International nurse migration as a solution to nursing shortages

Background of Issue:

International recruitment and nurse migration--- moving from one country to another in search of employment are increasingly being seen as solutions to nursing shortages. Historically, nurse migration has been mostly opportunistic or based on individual motivation and contacts (Buchan, 2001). During the past decade, however, active large scale planned international recruitment has occurred with developed countries recruiting nurses from both other developed countries and developing countries (Huston, 2006). In addition, developing countries are recruiting from each other, even within the same geographic region (International Council of Nurses [ICN], 2002). As a result, foreign- educated health professionals represent more than a quarter of the medical and nursing workforces of Australia, Canada, the United Kingdom, and the United States (Oulton, 2004).

This nurse migration has occurred primarily as a result of push/pull factors. Push factors are those things that push or drive a nurse to want to leave their country to go to another. Push factors identified by Awases, Gbary, & Chatora (2003) include economic factors (unsatisfactory remuneration), institutional factors (lack of proper work facilities and equipment), professional factors (lack of career development options) and political factors (socio-political instability).

Pull factors are those things that draw the nurse toward a different country. Pull factors encouraging nurse migration include opportunities for professional development, aspirations for a better quality of life, personal safety, improved pay and learning opportunities (Kingma, 2001; Buchan, 2001).

The literature suggests that different countries have experienced different impacts as a result of the push-pull of international nurse migration. Positive impacts include the economic benefits associated with the generation of remittance income (Huston, 2006). It is estimated that globally, remittances contribute more than 70 billion dollars to world economies (Oulton, 2004). More commonly, however, donor countries report “brain drain”- the loss of skilled personnel and the loss of investment in education (Kline, 2003) that is experienced when scarce human resources migrate elsewhere. International migration threatens global health because the “loss of human resources through migration of professional health staff to developed countries usually results in a loss of capacity of health systems in developing countries to deliver health care equitably” (ICN, 2004). Migration of health workers also undermines the ability of countries to meet global, regional and national commitments and even their own development (ICN, 2004). For these reasons, the Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) discourages the targeted recruitment of health workers from countries which are experiencing shortages. Aiken, Buchan, Sochalski, Nichols, & Powell (2004) concur, arguing that developing countries need to do all they can to create a sustainable professional nurse workforce that meets their own needs.

Kingma (2001) suggests that the negative effects of international migration on “supplier” countries are beginning to be recognized, but that they have not been effectively addressed. Certainly, there must be some sort of a balance between the right of individual nurses to choose to migrate (autonomy), particularly when push factors are overwhelming, and the more utilitarian concern for a donor nations’ health as a result of losing scarce nursing resources (Huston, 2006). The Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) argues that such a balance is possible only when there is “mutuality of benefit-” the extent to which the donor country is compromised is minimized as a result of the importer country providing assistance in the form of money, technology, training upon return to the home country; or facilitation of the return of recruits to their home country.

International migration also poses potential negative consequences for the individual migrating nurse. Due to the lack of regulatory oversight of agencies and practices of global nurse migration contracting, nurses who have migrated are at increased risk for employment under false pretences and may be misled as to the conditions of work, possible remuneration and benefits (Huston, 2006). Thus, they are placed at risk for unethical, if not illegal employment practices in their host country.

Haddad (2002) also voices her concern that nurses from donor countries may not be given the respect they deserve in the workplace due to negative bias and prejudice by their peers, who regard them as outsiders. Workplaces must actively seek to create a culture through education and training which accepts and even welcomes nurses from other countries.

Finally, Huston (2006) suggests that “one must at least consider whether recruiting nurses from other countries to solve acute staffing shortages is simply a poorly thought out, quick fix to a much greater problem and in doing so, not only are donor nations harmed, the issues that led to the shortage in the first place are never addressed. Clearly, large scale recruitment of nurses from other countries would be less necessary if both importer and exporter nations made a more concerted effort to improve the working conditions, salaries, empowerment, and recognition of the native nurses they already employ.”

Policy or position developed, recommended, adopted:

Sigma Theta Tau International (STTI) recognizes international nurse migration as a serious issue impacting nurses worldwide. Since nurses and the nursing profession are a vital and integral partner in every health care system (Dickenson-Hazard, 2004), global health is dependent upon all nations having the human resources necessary to provide nursing care. STTI, with its vast leadership and knowledge resources, is committed to the exploration of this issue and to the identification of solutions that do not promote one nation’s health at the expense of another.

STTI’s commitment to this issue is demonstrated in many ways, including, but not limited to:

1. Encouraging leadership development that focuses on effectively informing and influencing decision-makers (if they are not in decision-making roles); and contributing to the development of public and workplace policy development in their home country and world region.
2. Providing opportunities and forums for nurses and others around the world to be informed, share knowledge, and to openly discuss health care, nursing and social concerns such as international nurse migration.
3. Disseminating strategies, findings, and best practices on international nurse migration to a variety of publics through its publications, meetings, electronic communication forums, etc.
4. Developing policies, position statements, briefs, guidelines, by-laws or white papers on international migration and ethical recruitment for distribution to members and external stakeholders.
5. Supporting research initiatives and other scholarly activities that assess the magnitude and effects of international nurse migration, the cost of the loss of human resources, distribution and migration patterns, and innovative approaches for addressing the distribution and migration of nurses.
6. Supporting leadership and research initiatives directed at working with donor countries to address the push and pull factors driving the loss of irreplaceable human nursing resources (i.e- institutional factors such as lack of proper work facilities and equipment and professional factors such as lack of career development options, a desire for more autonomous practice).
7. Collaborating with health professionals, stakeholders, and policy makers to call for the development of national and regional (world regions) strategies to deal with international nurse migration issues.
8. Encouraging society leaders to further participate in policy development, implementation, monitoring and evaluation related to international nurse migration and ethical recruitment, including practice differences and supportive transitioning programs.
9. Supporting the work of colleagues (nurses, other health providers, and policymakers) in responding to the myriad of issues related to global nursing shortages.
10. Encouraging international fellowships or exchange programs.
11. Endorsing the Guiding Principles established by the Commonwealth Code of Practice for the International Recruitment of Health Workers (2003)
12. Endorsing the following two position statements by the International Council of Nurses (ICN):
1. Nurse retention, transfer, and migration. (1999). Retrieved 2/10/04 from http://www.icn.ch/psretention.htm
2. Ethical nurse recruitment.(2001). Retrieved 5/16/04 from http://www.icn.ch/psrecruit01.htm

Both the Guiding Principles established by the Commonwealth Code of Practice for the International Recruitment of Health Workers and the ICN position statements support the right of nurses to migrate, and confirm the potential beneficial outcomes of multicultural practice and learning opportunities supported by migration, but acknowledge potential adverse impacts on the quality of health care in donor countries. All three statements also suggest that importer countries have an obligation to ensure that appropriate resources have been dedicated to the recruitment and retention of their own nurses before recruiting nurses from other countries, since nurse migration is often a symptom of more deep-seated problems in a country’s nursing labor markets relating to long-term relative under-investment in the profession and its career structure and failed policies (Buchan, 2001; Aiken et al, 2004; Huston, 2006; Clarke, 2001).

In addition, the documents denounce unethical recruitment practices that exploit or mislead nurses into accepting employment and working conditions that are incompatible with their qualifications, skills and experience. As a result, the ICN and its member national nurses’ associations call for a regulated recruitment process, based on ethical principles, that guide informed decision-making and reinforce sound employment policies on the part of governments, employers and nurses. In addition, the position statements encourage the monitoring and oversight of international flows of nurses to highlight the pressure points as well as importer countries that are being aggressive and unethical in their recruitment activities (Huston, 2006).

The Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) also acknowledges the right of health workers to migrate to countries that wish to admit and employ them. Yet it seeks to encourage the establishment of a framework of responsibilities between governments – and the agencies accountable to them – and migrant nurses. This framework would balance the responsibilities of health workers to the countries in which they were trained – whether of a legal kind, such as fulfilling contractual obligations, or of a moral kind, such as providing service to the country which had provided their training opportunities – and the right of health professionals to seek employment in other countries.

Source From :
http://www.nursingsociety.org/about/policy_migration.doc

Profil Median Gaji Perawat di AS (negara lain di posting berikutnya)

Profil Median Gaji Perawat Di Amerika Serikat

(Negara lain di posting berikutnya)

Sebenarnya saya agak malas untuk mengungkapkan secara gamblang gaji (salary) sebuah profesi, lebih karena unsur privacy dan menyadari adanya keseimbangan antara gaji dan liabilitas (biaya yang kita keluarkan).

Namun paling tidak agar adanya informasi, dan memberikan sedikit gambaran untuk perawat Indonesia dan mahasiswa keperawatan, untuk semakin berminat mencoba berkarir sebagai perawat di luar negeri. Dan terlebih informasinya pun dengan mudah kita bisa dapatkan di internet (open source).

Hal ini lebih dikarenakan masih tingginya angka pengangguran perawat di Indonesia, serta masih minimnya informasi tentang berapa sebenarnya gaji (salary) perawat Indonesia di luar negeri. Paling tidak akan memberi harapan untuk mahasiswa keperawatan lebih apresiatif terhadap program penempatan perawat di luar negeri.

Memang banyak faktor yang mempengaruhi minat perawat Indonesia untuk berkarir dan bekerja di luar negeri, namun kompetitifnya peluang kerja perawat di Indonesia dan kisaran gaji yang jauh berbeda (antara di Indonesia dgn di LN) menjadi faktor utamanya.

Untuk melihat median (nilai tengah) gaji perawat di luar negeri kita bisa lihat di

www.Payscale.com


search : nursing dan search negaranya

Sebagai contoh Profil median gaji perawat di Amerika Serikat, RN (Registered Nurses) atau LPN (Licensed Practical Nurses) kita bisa lihat di

http://www.allied-physicians.com/salary-surveys/nursing/

www.payscale.com

http://www.allnursingschools.com/faqs/salaries.php

Kenapa kita mesti mengacu ke AS, lebih karena gaji perawat di AS adalah yang tertinggi dengan median gaji di tiap Negara bagian sebesar (tiap Negara bagian berbeda) sebagai berikut :

RN Median Hourly Rate by State (2006)*

· California: $31.88

· Florida: $23.26

· Georgia: $23.83

· Illinois: $25.00

· Pennsylvania: $25.00

· Tennessee: $22.25

· Texas: $25.00

http://www.allnursingschools.com/faqs/salaries.php

Gaji ini katakanlah kita bekerja perminggu 40 jam kerja efektif, maka gaji perminggunya (rata-rata U$ 22/jam = U$ 880/minggu) diluar over time dll. Kesemuanya bergantung pada jenjang pendidikan (jenjang karir RN/LPN), tahun pengalaman bekerja, Negara bagian atau kota bekerja (kaitannya dengan living cost dan pajak), tipe perawat yang dipilih dan spesialisasi area keperawatan. Katakanlah dengan kurs U$ dengan rupiah berkisar Rp.9.000 = U$ 1, maka take home pay per minggu adalah Rp. 7.920.000/minggu (sama dengan gaji setingkat level manajer di Indonesia per bulan)

www.payscale.com

Median Gaji RN antar Negara Bagian (dalam U$/tahun)

Median Gaji RN berdasarkan pengalaman kerja (U$/tahun)

Median Gaji RN berdasarkan tempat kerja (U$/tahun)

Bagaimana Dengan Negara Lain ?

(Posting Berikutnya) …..

Di Philipina : 165.000 perawatnya (85%) bekerja di luar negeri dan 4.000 dokter nya menjadi Perawat ??? VS Di Indonesia Ngak Bakalan

INGGRIS butuh 10.000, Jepang butuh 20.000, negara-negara Timur Tengah juga butuh ribuan, bahkan Amerika bisa mencapai angka ratusan ribu. Total dunia membutuhkan 2 juta per tahun untuk kebutuhan yang satu ini. Wah, butuh apa nih? Ternyata, butuh tenaga perawat!

Sementara itu, jumlah perawat yang menganggur di Indonesia ternyata cukup mencengangkan. Data tahun 2005 menunjukkan mencapai 100 ribu orang. Mungkin ini tidak terlalu mengherankan, mengingat lulusan pendidikan perawat di Indonesia mencapai sekitar 35.000 per tahun (D3 dan S1), yang boleh jadi tidak langsung terserap dalam lapangan kerja di dalam negeri. Alasan kekurangan tenaga perawat di beberapa negara maju itu sendiri, kabarnya karena perhatian anak-anak mudanya lebih banyak tersedot pada bidang-bidang high technology.

Pikiran Rakyat

Sebaliknya di negara tetangga kita yakni philipina, saat ini banyak RS yang mengalami keluhan kekurangan tenaga perawat, dikarenakan hampir 85% (165.000) perawatnya-lebih banyak bekerja di luar negeri. Dan dalam sepuluh tahun terakhir lebih dari 100.000 perawat Philipina meninggalkan negaranya untuk bekerja di luar negeri, sejak tahun 1994. Dimana sekitar 57% bekerja di Arab Saudi (Yayasan Amri Butuh Perawat Indonesia ke Saudi ), 14 % bekerja di Amerika Serikat, 12 % di Inggris, dan sisanya tersebar di UEA, Libya, Irlandia, Singapura, Australia, Kuwait, Brunei, Jepang, dll.

http://www.abs-cbnnews.com/storypage.aspx?StoryId=36531

Philipines hospitals suffer as workers leave

Yang lebih kontroversi lagi adalah adanya 4.000 dokter philipina yang mengikuti pendidikan keperawatan untuk dapat masuk ke Amerika Serikat menjadi perawat, baru disana mereka akan mengikuti test dokter/atau tetap menjadi perawat (Ngak bakalan terjadi di Indonesia).

PRC data [show] that about 4,000 doctors-turned-nurses have already left the country," said Dr Kenneth Ronquillo, head of the DOH's health and human resources development division. About 4,000 more doctors are currently studying nursing, most likely in preparation for jobs abroad, he said. "Should they pass the board examination for nurses, they are likely to leave the country as well."

Baca juga di website PPNI

So what happen with us ?????