Nurse turnover is a critical issue facing workforce planners across the globe, particularly in light of protracted and continuing workforce shortages. An ageing population coupled with the rise in complex and chronic diseases, have contributed to increased demands placed on the health system and importantly, nurses who themselves are ageing. Costs associated with nurse turnover are attracting more attention, however existing measurements of turnover show inconsistent findings which can be attributed to differences in study design, metrics used to calculate turnover and variations in definitions for turnover. This paper will report the rates and costs of nurse turnover across three States in Australia.

DevOps is a set of principles and practices to improve collaboration between development and IT Operations. Against the backdrop of the growing adoption of DevOps in a variety of software development domains, this paper describes empirical research into factors influencing its implementation. It presents findings of an in-depth exploratory case study that explored DevOps implementation in a New Zealand product development organisation. The study involved interviewing six experienced software engineers who continuously monitored and reflected on the gradual implementation of DevOps principles and practices. For this case study the use of DevOps practices led to significant benefits, including increase in deployment frequency from about 30 releases a month to an average of 120 releases per month, as well as improved natural communication and collaboration between IT development and operations personnel. We found that the support of a number of technological enablers, such as implementing an automation pipeline and cross functional organisational structures, were critical to delivering the expected benefits of DevOps. CCS CONCEPTS• Software creation and its engineering → Software creation and management KEYWORDS DevOps enablers and practices, DevOps benefits and challenges

Given the increasing globalization of labor markets, it is likely that the historically high levels of inflow of internationally recruited nurses to the United Kingdom will continue over the next few years; however the "peak" number reached in 2002/2003 may not be repeated, particularly as large-scale active international recruitment has now been ended, for the short term at least. New English language tests and other revised requirements for international applicants being introduced by the Nurses and Midwives Council from September 2005 may restrict successful applications from some countries and will also probably add to the "bottleneck" of international nurse applicants. Demographic-driven demand for health care, combined with a potential reduction in supply of U.K. nurses as many more reach potential retirement age means that international recruitment is likely to remain on the policy agenda in the longer term, even with further growth in the number of home-based nurses being trained.

This article highlights key trends and issues for the global nursing workforce; it then identifies policy interventions appropriate to the new economic realities in many OECD countries.