Are the current processes used to screen nurse applicants with criminal records ethical?. Ashton, J. 2013.
abstract   bibtex   
There is currently much concern globally about the quality of nursing care and, by association, the moral calibre of nurses. The quality of the entrants to the profession is, therefore, continuously under scrutiny. The processes involved in considering applicants for nurse education programmes are complex, and it is timely to stimulate discussion about the appropriateness of the criteria used to support or prohibit entry to the profession. In the United Kingdom, there are wide variations between universities regarding how decisions are made about who we accept with a Disclosure and Barring Service (DBS) history. The Nursing and Midwifery Council (NMC) in the United Kingdom issued guidelines on their requirements for nurses to be of 'good character'. In these, they state that 'nurses must be honest and trustworthy. . .good character is based on conduct, behaviour and attitude. It also takes account of any convictions, cautions and pending charges that are likely to be incompatible with professional registration'. We are likely to agree that good character comprises virtues such as trustworthiness and honesty and probably also compassion, perseverance and courage. We are likely to agree also that the development of professional virtues may take time and be facilitated by experiences during professional education. Therefore, how should we respond to applicants to nurse education programmes who have demonstrated dishonesty, aggression or deception? Can we guarantee to the public that the NMC requirement has been met and that the graduate can 'serve the interests of society, justify public trust and confidence and uphold and enhance the good standing and reputation of the profession'? (PsycINFO Database Record (c) 2013 APA, all rights reserved)
@misc{ashton_are_2013,
	type = {Professional {Psychological} \& {Health} {Personnel} {Issues} [3400]},
	title = {Are the current processes used to screen nurse applicants with criminal records ethical?},
	abstract = {There is currently much concern globally about the quality of nursing care and, by association, the moral calibre of nurses. The quality of the entrants to the profession is, therefore, continuously under scrutiny. The processes involved in considering applicants for nurse education programmes are complex, and it is timely to stimulate discussion about the appropriateness of the criteria used to support or prohibit entry to the profession. In the United Kingdom, there are wide variations between universities regarding how decisions are made about who we accept with a Disclosure and Barring Service (DBS) history. The Nursing and Midwifery Council (NMC) in the United Kingdom issued guidelines on their requirements for nurses to be of 'good character'. In these, they state that 'nurses must be honest and trustworthy. . .good character is based on conduct, behaviour and attitude. It also takes account of any convictions, cautions and pending charges that are likely to be incompatible with professional registration'. We are likely to agree that good character comprises virtues such as trustworthiness and honesty and probably also compassion, perseverance and courage. We are likely to agree also that the development of professional virtues may take time and be facilitated by experiences during professional education. Therefore, how should we respond to applicants to nurse education programmes who have demonstrated dishonesty, aggression or deception? Can we guarantee to the public that the NMC requirement has been met and that the graduate can 'serve the interests of society, justify public trust and confidence and uphold and enhance the good standing and reputation of the profession'? (PsycINFO Database Record (c) 2013 APA, all rights reserved)},
	author = {Ashton, Joan},
	year = {2013},
	keywords = {*Nursing, *Professional Ethics, Criminal Behavior, Legislative Processes, Morality, Personality},
}

Downloads: 0