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* News / Why are Midwives in Germany Feeling Squeezed Out? by Idowu Olabode: Today at 04:46:08 PM
Ten years ago, Dr Christiane Schwarz - a lecturer and researcher - decided that she could no longer continue working as a midwife in Germany. “It was not so much about how we were treated but how the labouring women were treated, she says. “Having worked in the UK and New Zealand, I knew it is possible to care for women and babies with much more respect”.

Schwarz’s decision also had much to do with how midwives are treated in Germany: squeezed by flat wages, work pressure and a strict system of accountability that can send them to jail. The German Midwives Association estimates that of the 23,000 registered midwives in the country in 2015, only 13,430 attend to birth. “There was a time when all midwives attended to birth,” said Astrid Giesen, chairperson of the Bavarian Midwives Association. “After all, our profession is birth.”

Now, however, an exodus of midwives is under way. A tangle of factors is responsible, principal among them soaring insurance premiums,which have resulted in a substantial number of maternity unit closures. From 2010 to 2017, they have decreased from 807 to 675, according to the Federal Statistical Office of Germany. “On one night shift, I saw two midwives attending to six births at one of the largest Berlin hospitals,” said journalist Eva Schindele, who has been reporting on the crisis for the German press.

Then there’s the case of Anna Rockel-Loenhoff, a midwife and doctor well-known for advocating vaginal birth. In 2014, she was convicted of homicide, not negligent birth, for the death of a baby born by breech birth in a hotel room near her practice in 2008. She was sentenced to seven years in jail. Midwives are, of course, liable for medical negligence. This is why they pay for insurance. But the possibility that they might be jailed has snapped something in the community. “It is the straw that broke the camel’s back,” Giesen said. “Poor salaries, high premiums, now jail. It just doesn’t seem worth it.”

The repercussions from this affect women and newborns, too. In 2013, the last year for which comparative OECD data are available, Germany’s C-section rate was 30.9%, one of the highest in Europe. Only Switzerland, Poland, Portugal, Hungary and Italy had higher rates according to this data. The second European Perinatal Health Report, looking at comparative data from 2010, offers another significant statistic: at 15.9%, Germany has among the highest rates of emergency or non-elective Caesareans, second only to Malta and Romania. A higher rate of non-elective Cesareans as against elective Caesareans likely reflects decisions made under pressure during birthing. The World Health Organisation recommends a range of 10-15% for C-sections.

The damage is also qualitative in nature: the medicalisation of birth, and the lack of respectful care that troubled Schwarz so much that she quit. This kind of change is unfortunately not reflected in statistics. But it is starting to be acknowledged as a problem. In 2007, when Venezuela passed the Right of Women to a Life Free of Violence, it included excessive medical interventions and coercion at birth as a violation of human rights: the term used is “obstetric violence”.

Professor Lesley Page, president of the Royal College of Midwives in the UK, told me: “Midwives around the world, and Germany is no exception, often leave the profession because they are frustrated at not to be able to give it their best. This, as in Germany, is often because of the medicalisation of birth, the overuse of interventions including caesarean section, poor status and lack of respect in the health services, and difficulty in gaining insurance to practise autonomously.”

Today’s healthcare system necessarily involves co-reliance; it’s rare to find midwives and doctors working in isolation. Midwives, according to the Lancet series on Midwifery published in 2014, are better suited to low-risk births, the medical model to potentially risky ones. The series contended that midwifery holds knowledge of biological, cultural and social factors that aid labour, breast-feeding and the many changes the body goes through during and after pregnancy, and that women reported “greater satisfaction” with midwifery care. In 2011 and 2014, the United Nations Population Fund (UNFPA) brought out reports titled State of the World’s Midwifery emphasising that high-quality midwifery services are essential to improving maternal and newborn health across the world.

Some correctives are under way in Germany, albeit belatedly. In the past two years, the National Association of Health Insurance Funds has refunded two-thirds of the insurance fee to midwives, Schindele told me. But some of the damage might be irreparable. “I see now that midwives work just like doctors,” said Dr Brigitte Sanden, a gynaecologist and obstetrician in Munich. “They are on the clock, and are just as likely to induce labour or carry out an intervention. I myself learned about birth by watching the midwives. As a fresh graduate, you realise there are so many things the books don’t tell you. I worry about how much us doctors are losing out too.”

Source :
* News / Nurse Banned for 9 Months for Informing Wrong Family their Loved one had Died by Idowu Olabode: Today at 04:28:33 PM
UK : A nurse who worked in west Cornwall has been banned for a range of offences – including informing the wrong family that their loved one had died.

Agency nurse Uyabongeka Thamzane Yengwa, who was working at the Benoni Nursing Home at St Just, was found guilty of misconduct and banned from working for at least nine months.

She did not attend and was not represented at the Nursing and Midwifery Council Fitness to Practise Committee Substantive Hearing, which was held in London from Monday, November 13, to Thursday, November 16.

The hearing, which concluded her fitness to practice was impaired, heard that she told the wrong family that their relative had collapsed and died. On another occasion she also did not respond quickly enough to a critical emergency and fell asleep on duty for five hours, covered in a blanket.

“We had no choice than to report her (Ms Yengwa) for the incidents,” said a spokeswoman for Benoni Nursing Home.

“She was an agency nurse and was only at the home for a few months; you do not know what kind of nurse you are going to get through an agency.

“We reported her straight away and it’s nice to know that something has been done about it.”

The home stressed that the actions of the agency nurse were the subject of the hearing, not the home itself. The latest Care Quality Commission report, published this August, judged that the home requires improvement but was rated ‘Good’ for care.

The panel decided to proceed in Ms Yengwa’s absence as they were satisfied they had done all they could to notify her and judged that she had voluntarily absented herself.

They also took into account the correspondence from Ms Yengwa’s representative at the Royal College of Nursing (RCN) to the Nursing and Midwifery Council dated August 24, 2017.

It said: “We are advised by Miss Yengwa that she has reached retiring age and is currently suffering with ill health, which she says is not improving as time passes and is made worse by the stress she feels from undergoing this investigation.

“Accordingly whilst this is not a decision she has taken lightly she has decided to withdraw from proceedings. Miss Yengwa asks that the panel are made aware that she intends no discourtesy in making her decision.”

During the hearing it was confirmed that on the day shift of July 8, 2016, she failed to deal appropriately with a resident who collapsed.

The panel proved she did not act urgently on hearing the emergency bell, was unaware of the resident’s non-resuscitation status and later informed the wrong resident’s family of the collapse and death.

It was also alleged, but not proved, that she called or attempted to call 111 rather than 999. Claims that she did not hand over any information to the paramedics and did not complete documentation were withdrawn by the NMC.

Her service ran from from January 24 to July 14, 2016 and she left the home following the last incident of July 8, 2016.

The panel heard how Ms Yengwa’s actions put patients at an unwarranted risk of harm, brought the profession into disrepute and breached one of the fundamental tenets of the profession.

“The behaviour as demonstrated by Ms Yengwa in not assisting colleagues, falling asleep on duty and failing to respond urgently to a critical situation fell far short of the standards expected of a registered nurse,” stated the hearing’s report.

The panel also took into account the fact that Ms Yengwa did not know or attempt to check who the resident’s family was before informing them of the collapse and subsequent death.

It noted that this indicates a "deplorable" lack of care and dignity towards the resident’s family and is not the kind of behaviour expected from a nurse.

Certain mitigating factors were taken into account by the panel. Two positive references, provided by Ms Yengwa’s previous employer, detailed that there have been no other complaints or concerns regarding Ms Yengwa’s fitness to practise.

The panel also noted that Ms Yengwa has had an “otherwise long and unblemished career” and there have been no other regulatory concerns against her.

However, they said there was evidence of Ms Yengwa’s attitudinal concerns over the period of time that these incidents occurred.

“Ms Yengwa’s failings have impacted her colleagues, a resident's family and vulnerable residents”, continued the report.

“Ms Yengwa has not shown any insight or expressed any remorse for her failings.

“The panel determined that a suspension order for a period of nine months was appropriate in this case to mark the seriousness of the misconduct found proved, and to provide Ms Yengwa the opportunity to remediate and reflect on how her actions and failings impacted on the care provided to Resident A, on her colleagues and the reputation of the nursing profession.

“The panel is mindful that Ms Yengwa has a stated intention to retire and not to seek to return to nursing.

“However, if Ms Yengwa decides to return to nursing practice, she will have to demonstrate at the review hearing that she has reflected on her conduct, has insight into her behaviour and remediated her practice.”

Source :
* News / Over 500,000 Babies Missed Vaccinations During Nurses Strike in Kenya by Idowu Olabode: Today at 04:16:50 PM
More than 500,000 new-born babies missed out on crucial vaccines during the recent nurses’ strike that lasted for five months, putting their lives at risk the Kenya Red Cross Society (KRCS) has said.

Speaking during a press briefing at Travellers Beach Hotel in Mombasa, KRCS Secretary-General Abbas Gullet said the infants from across the country missed on BCG, OPV and yellow fever vaccines.

The Red Cross has now started giving the vaccines to the new-born babies in a programme dubbed 'Catch up campaign'.

Eleven counties from arid and semi-arid areas have been prioritised. These include Turkana, Moyale, Mandera, Wajir, Marsabit, Garissa, Tana River, Samburu, and West Pokot.


Thirty nurses have been hired to administer the jab pin every county.

"The programme has been trying to vaccinate close to half a million newly born babies in the last five months who missed the vaccine due to nurses’ strike,” Mr Gullet said.

He said several partners including Unicef and Amref have joined the vaccination initiative.

The campaign has been ongoing for a month.


"By next month we will have vaccinated all the babies and [help them] catch up with their normal vaccinations so that potential risks [they] would have gone through such as [getting] polio or measles is eradicated. These are crucial vaccines that are important to the health of a new-born baby. If they miss the jabs they risk being affected by polio [and] TB among other diseases," he said.

He said major towns such as Mombasa, Nairobi, Nakuru and Nyeri were not affected by lack of vaccines due to existence of private hospitals.

"We are targeting sparsely populated counties with very few health facilities. We are trying to catch up with those who missed the vaccines due to the challenges of the strike.

"The catch up campaign is an emergency campaign which we wouldn't have had to do it if nurses hadn't gone on strike," he said.

Mr Gullet urged the government to strengthen health systems to enable them withstand shocks.

"In the future, should there be industrial disagreements, solutions must be found quickly," he cautioned.

Source : The Nation Newspaper
* News / Ghana: Patients Stranded as Ankaful Psychiatric Hospital Nurses Begin Strike by Idowu Olabode: Today at 02:11:18 PM
Staff of the Ankaful Psychiatric Hospital, have locked out their patients in a protest demanding the removal of the hospital's director, Dr. Eugene Dordoryi, from office.

The nurses say three weeks after they petitioned the Health Ministry and the Ghana Health Service over developments at the facility, nothing has been done about their grievances.

Joy News’ Correspondent, Richard Kwadwo Nyarko who visited the mental health facility Thursday reported the staff as claiming that Dr. Eugene Dordoryi has repeatedly ignored their concerns.

They claim that he gives the hospital's vehicles to his family and friends for unofficial trips and use.

People who visited the facility only met empty wards while pieces of red cloth hung on the offices that remained locked with no one attending to the patients.
After notifying their authorities about their situation, the nurses said they also held several news conferences and made follow-ups with the relevant authorities but they are yet to receive any feedback.

The sit-down strike the nurses say, is one of the processes they planned to do after the expiration of the notice they served the Health Ministry, the reporter told Nhyira Addo on the Super Morning Show on Joy FM Thursday, November 23.

“The situation that is currently developing at the Ankaful Psychiatric Hospital represents one of the few cases that no one is caring about the situation of mental health care,” he reported.

The Ankaful Psychiatric Hospital, built in 1965 in the Central Region, has a capacity of 500 beds but currently has 150 in-patients.

The reduction in the number of in-patients is due to dwindling number of nurses and doctors there coupled with inadequate funding which is a key constraint to the delivery of quality healthcare to the public.

Source :My Joy online
* News / Re: At Last College Of Nursing And Midwifery Sciences, Sokoto Commences HND Nursing by gr8ofnnetwork: Today at 10:35:14 AM
Thanks for the update. I think there is a mixup in the write up as regard the duration of study.
ND-HND--- 4years
RN-HND.... 1 year.
Thanks for the anticipated clarification
* News / Nursing Dept. concerned capping could drastically reduce mentor availability by Idowu Olabode: Today at 10:29:05 AM
The Department of Nursing at the University of Malta is concerned with the capping of mentors as per an MUMN agreement, and worried that it might drastically reduce mentor availability. The MUMN however, does not believe this will be the case.

Earlier this month, the MUMN announced that during a meeting held at the Permanent Secretary’s office (Education), it was agreed that the Nurses & Midwives will now be entitled to receive a structured Mentorship Allowance when formally mentoring students from the University of Malta and Northumbria University.

Roberta Sammut, Head of the Department of Nursing, said the MUMN stated that an agreement had been reached for each mentor not to take on more than four students per calendar year.

“Over the past 10 years, there was no capping of the number of students each mentor could take over a period of one year. This capping consequently creates concern as it will drastically reduce mentor availability.  For the system to function effectively and accommodate both educational institutions there should be no capping beyond the limit of two students per mentor at any one particular point in time,” she said.

The Department said it believes that the €250 per student allowance, as agreed by MUMN and government, is “sufficient and is in line with that awarded to other professionals. In line with our proposed views, remuneration should be calculated based on the number of students being mentored.”

Asked whether it had been consulted on the mentors agreement, the department said it had been, initially, “but the final statement issued by MUMN indicates that the recommendations forwarded by the Department have not been taken on board.  The recommendation made by the Department of Nursing in relation to the capping (outlined above) and the system for managing mentors have not been considered.”

“Since its introduction, the mentoring programme was always managed by the Department of Nursing at the UM including recruitment and training of nurses to act as mentors. The Department of Nursing believes that it should continue to manage such mentoring process to ensure that students benefit from a high quality delivery, given that such practical work constitutes 50% of the academic programme.”

The department insisted that it “cannot be divested from the right to oversee aspects which may affect the quality of its programme of studies.”

The department said it has been training mentors since 2004. This programme is offered on a yearly basis and around 40 mentors have been trained every year over the past 11 years. “It is our intent to continue to train our mentors and to retain the right to select mentors in line with the university’s quality assurance mechanisms.”

Asked whether there is a mentor shortage, the Nursing Department said that whilst over the years they have professionally developed many mentors, the department of nursing at the University also loses several mentors as some go out on parental leave; some request to stop temporarily when they move to a new clinical setting or are engaged in bachelors or masters programmes; and many get promoted to either deputy or charge nurse positions, or specialist positions.

“We wish for the mentors to be the staff nurses although we have some charge nurses who remain excellent mentors even though they manage busy wards.  This means that active recruitment of new mentors is an ongoing process to ensure that we do not encounter shortages. In fact there are shortages of mentors in specific clinical areas. The reasons for these localized shortages are multifactorial and include the particular clinical environment as well as motivational issues.”

The department said it was not yet in a position to say whether the new programme at MCAST has resulted in a dip in the number of available mentors.

When asked why the MUMN opted to cap the number of students to four per year, a representative for the nurses’ union said that this guarantees certain professionalism. “We wanted every nurse to have only one student at any one time, so that one can receive proper mentorship.”

Told that the concern is that this system might not see enough mentors for the students, the representative did not believe this would be the case. “If something happens there could be cases where there would be two students per mentor, but where possible one for better individual attention.”

“We will give it a try and if we see something not working, we will meet again and review the situation,” he said.

Specifically asked why they opted to limit the total number of students per mentor per year to four, the representative said that they did not want to risk the possibility of any mentors taking on many students per year just for the money (given the new allowance), not providing the best possible mentorship. “This way we can ensure that the students are receiving the best possible mentorship.”

Recently, a new nursing course was launched in Malta, where MCAST announced that from last October it began offering a new degree course in nursing studies entitled 'Northumbria University Bachelor of Science (Honours) in Nursing Studies.' Former Vitals Global Healthcare CEO Armin Ernst had previously said that "Vitals will fund the enterprise for three years to a tune of €2 million"

The MUMN representative said: “Northumbria University will use a system whereby they allocate a student to a nurse during their shift, that way once they graduate they would have already experienced the shift work of a nurse. Such shift work can occur at Mater Dei Hospital, Mount Carmel Hospital etc. Today students work from Monday to Friday, not knowing what weekend or night work is, and this results in these students – once they graduate – not wanting to work nights and seeing weekend work from a negative aspect as they are not used to the system. It is important to give them a taste as to what it would be like when they become a nurse, as it seems there is one world for when one is a student, and another for when one becomes a nurse.” He stressed the importance of student nurses experiencing the actual life of a nurse, and avoid the shock factor.

Questions have been sent to the Health Ministry, asking who will be paying the allowance for mentors mentoring students undertaking the Northumbria course at MCAST.

Source : Malta Independent Newspaper
* News / Tamil Nadu: Govt Nurses Demand Regularisation of Services by Idowu Olabode: Today at 10:08:43 AM
-The nurses demanded removal of the practice of appointment of nurses on contract basis.

Government nurses demanding regularisation of services held talks with officials at the Director of Medical and Rural Health Services (DMS) on Wednesday. Around 500 government nurses working under the Director of Medical and Rural Health Services (DMS) staged a protest recently at the premises, demanding permanent appointment by the medical recruitment board. Over 11,000 nurses have completed two years of service.

Director of Public Health Department, Dr Kolandaisamy and Director of Medical Services Dr Inba Sekhar discussed the woes of government nurses along with representatives of Nurses’ Joint Action Committee and Doctors’ Association for Social Equality. Though some demands have been met, the officials asked for a time period of two weeks to put forward the regularisation issue to state government and senior officials of the department.

The nurses demanded removal of the practice of appointment of nurses on  contract basis. “After the completion of the term for two years, we should be given permanent appointment after which we can get the regular pay of Rs 38,000. Outsourcing of nurses on contract basis should not be done and the medical recruitment board should take charge of recruitment of nurses,” said state secretary of nurses association C. Leelavathy.

The nurses also demanded an increment in salary and eight hour shift basis work schedule. They are currently receiving a monthly salary of Rs 7,700 and work for 12 hours a day. The Nurses’ Joint Action Committee extended its support to implement universal minimum wages for nurses in all hospitals in the state.

Director of Medical Services Dr Inba Sekhar said that the demands of the nurses have been recorded and will be represented to state government along with the DME on Thursday.

Source :
* Articles / How to Survive First Year of Nursing Practice : Advice from 10 Newbies by Lee N by Idowu Olabode: Today at 09:47:23 AM
Being a newly graduated nurse and starting your first job is a tough road - there are new technologies to learn, life and death situations to deal with, emotional family members to help and Doctor demands to fulfill.

We asked newbie nurses from across the country to share the most valuable lesson they've learned over the past year at their first nursing jobs. Take a look what they said:

1. You Won't Know Everything - And, That's OK.

“One of my co-workers told me, ‘You don’t have to know everything. You just have to know your resources and who to call.’ It will stay with me forever, and it is so true in nursing,” said Maria Becker, who works in the Cardiac Intensive Care Unit at Mayo Clinic in Rochester, Minn. She graduated in 2013 from Creighton University, Omaha, Neb.

2. You Will Be On Your Own. A Lot. 

“The most surprising thing to me in my first year as a registered nurse was when I learned that I had so much autonomy,” said Emily Buckley, working in neonatal ICU in Colorado Springs, Colo. She also was a 2013 graduate of Creighton. “Although certain procedures need to take place and certain medications need to be given, every nurse has a different style of tackling the same problem.”

3. Take Your Time And Slow Down.

“I have learned that as a nurse that one must give themselves grace,” said Jacqueline Scott. She graduated May 2016 with a BSN from Duke University. She works in pediatric surgery at University of North Carolina Children’s Hospital.  “One cannot simply be in two places at once or do it all. I give myself grace, knowing that it is a day-to-day, shift-by-shift learning curve.”

4. A Little Gratitude Goes A Long Way.

“I have a new respect for life and am very thankful for mine and my health as I have seen many who are suffering more than I can imagine,” said Amy Jones, who graduated March of 2016 as a registered nurse. She now works as a clinical nurse at Unity Point Clinic in Geneseo, Ill.

5. Always Do What’s Best For Your Patient.

In the clinic, Jones can see 20 plus patients in an 8-hour period. “I learned I dislike giving kids shots. But I tell myself it is for the best.”

6. You’ll Change - In All Aspects Of Life. 

“I discovered the things that make me tick. I learned how I am rejuvenated, what I find important in friendship, and how to stand up for my values and beliefs,” Becker said.

7. Self-Care Is Not An Option. It’s A Necessity.

“I would encourage each and every new nurse to take care of themselves by eating healthy, getting plenty of sleep and exercise,” Buckley said. “This is an extremely emotional job, and if I didn’t learn how to take care of myself early on, I would not be near the nurse I am today.”

8. A Bad Shift Does NOT Make You A Bad Nurse.

“There are days where you feel so accomplished and proud of your work,” Buckley said. “Other days, you feel as though you’ve failed your patient and their family. It’s important to remind yourself your reasons for wanting to be a nurse in the first place, and realize that some days will be better than others.”

9. There Is No Such Thing As A “Stupid” Question.

“Teamwork is huge,” Jones said. “I ask lots of questions as I don’t want to make a mistake and have so much to learn. Nursing school does not prepare you for what nursing entails. Every patient, every situation is different, even if they have the same illness.”

10. Take The Time To Listen To Your Patient.

“Always listen to the patient. If they say they don’t feel right, then they don’t feel right, and you better get prepared as something may be about ready to change,” Jones said.

Jones started her nursing schooling later in life after watching both of her parents die and watching over a very ill son. 

“This all sparked an interest for me in the medical field. I feel this has made me a better nurse when it comes to bedside manner,” she said. “I guess I felt I haven’t done all I want to do before I die. I want to make a difference. I can’t save everyone like I like to, but I am going to do my best to do what I can for them.”

Source :
* Postgraduates / Obafemi Awolowo University,Ile-ife 2017/2018 Postgraduate Admission Form on Sale by katty: November 22, 2017, 10:12:44 PM
Applications are invited from suitably qualified candidates for admission into Full-time and Part-time Postgraduate Programmes for Harmattan Semester, 2017/2018 academic session.
Postgraduate Diploma (PGD); Professional Masters (MBA, MPA, MIR, MM Psych, LL.M. etc); Masters with Research Thesis (M.Sc., M.A, M.Phil.) and Doctor of Philosophy (Ph.D.)

(a) Postgraduate Diploma Programmes
(i) Full-Time – 2 Semesters
(b) Master Degree Programmes
 Full-Time Master Degree by Course work and Long Essay/Project - 3 Semesters
 Full-Time Master Degree by Coursework and Research Thesis - 4 Semesters
(c) Ph.D. Programmes
(i) Full-Time Minimum Duration – 6 Semesters
(ii) Part-Time Minimum Duration – 8 semesters (for Staff only)
(a) Postgraduate Diploma Programmes
 An Applicant for admission to Postgraduate Diploma of the University shall be:
(i) a graduate of the Obafemi Awolowo University with at least 3rd Class Degree.
(ii) a graduate of any other approved University with a minimum of 2nd Class (Lower Division)
(b) Master Degree Programmes:
An Applicant shall normally possess not lower than Second Class (Lower Division)
Honours Degree of the Obafemi Awolowo University or any other approved University.
(c) Master of Philosophy Degree Programmes:
An Applicant shall possess first class or very strong second class (Upper Division) with CGPA of 4.0 and above.
(d) Doctor of Philosophy Degree Programmes
 An applicant for admission to the Ph.D. Degree programme shall be:
A graduate of the Obafemi Awolowo University or any other approved University who possesses a Master Degree with research thesis and a weighted coursework average which shall normally be not less than 60% (B+).
In addition to the admission requirements as published, ALL Candidates should please note that in accordance with the University regulations, they must satisfy the O’ Level requirements for matriculation into first degree programmes of the Obafemi Awolowo University, i.e. Five Credit passes at not more than two sittings including English Language and mathematics (where required).
All Applicants are required to prepare for a screening examination exercise

Candidates can conveniently complete the application forms and pay by taking the following steps:
(a) Step 1: Log on to our admission website
Step 2: Create an online account, e-mail will be sent with additional details including a system-generated password.
Step 3: With the e-mail and password combination, applicants should sign in and accurately fill the pages of the application form.
Step 4: Application processing fee can be paid using either ATM/Nigerian Debit Cards or the OAU Postgraduate Online application Scratch Cards (Details will be sent via e-mail).
Step 5: Applicants should forward the following relevant documents in support of their applications.
(i) Photocopy of University Degree Certificate
(ii) Photocopy of NYSC Discharge Certificate
(iii) Photocopy of O’Level Result
(iv) The original transcript obtained from the Applicant’s University plus duly completed downloaded Obafemi Awolowo University Postgraduate
College Transcript Label; (i)-(iv) must be properly addressed to:
Admission Officer,
Postgraduate College,
Obafemi Awolowo University,
(v) Kindly note that another set of relevant documents in support of their applications as specified in (i)-(iv) should also be forwarded to the Head of Department of their choice.
Additional Information
1. ATM Cards for all banks on the InterSwitch network are supported.
2. Application processing fee for all regular programmes costs N15,000.00 (Fifteen thousand Naira only) while all Professional programmes costs N20,000.00 (Twenty thousand Naira Only).
3. The progress of completed application forms can be monitored online and notification will be sent to applicants once decisions are made on the applications.
4. Applicants will be notified of the status of their applications by e-mail.
(a) For additional information, visit the Postgraduate College Website at
(b) Sponsors such as employment agencies, Ministries, Corporations, Parastatals and Foreign Missions should advise their candidates to apply personally for application forms and multiple applications will lead to cancellation of all applications forwarded.
(c) Any candidate currently registered on a Postgraduate programme in this University and who applies for admission into another postgraduate programme without such a disclosure on the application form and who fails to duly withdraw from such a current programme with the approval of Senate, will automatically forfeit his studentship under the existing University Regulation.
(d) Applications without Transcripts will not be considered.
Duly completed Application forms must be submitted online on or before 31st December,2017.
* Any applicant whose original transcript does not reach us before the admission exercise begins “will not be admitted”.
* Successful candidates will receive their letters of admissions through their e-mail addresses supplied.
Dotun Awoyemi
* News / Communique: International Association of Psychiatric Nurses of Nigeria Workshop by katty: November 22, 2017, 10:06:48 PM
A four day workshop/training was just concluded at Federal Neuro-Psychiatric Hospital, Barnawa, Kaduna organized by International Association of Psychiatric Nurses of Nigeria. The communique issued at the end of the workshop/training has been made available.
Below is the full text of the communique:
Communique Presented at the End of the International Association of Psychiatric Nurses of Nigeria’s Training/Workshop
The International Association of Psychiatric Nurses of Nigeria (IAPNN) is an international, charitable, non-profitable organisation spread all over the globe in members in diaspora.
The International Association of Psychiatric Nurses Of Nigeria (IAPNN) in collaboration with Nursing and Midwifery Council of Nigeria (N&MCN) held a workshop and training on the theme: Prevention and Management of Violence and Aggression in Mental Health from the 13th – 16th of November, 2017 in Federal Neuro-Psychiatric Hospital, Barnawa Kaduna with participants from all the state of the federation.
We appreciate the Government of Kaduna State and the management of Federal Neuro-Psychiatric Hospital, Barnawa, Kaduna for their warm reception and for providing a conducive enabling environment for the hosting of this workshop.
Also, we thank the IAPNN officials for sparing time to ensure that the Psychiatric Nurses in Nigeria are brought to par with counterparts at other parts of the world through the invaluable training provided at this workshop especially the practical sessions.
At the end of the deliberation, the following recommendations have been put forward:
* Federal Government and African leaders should ensure that poverty is alleviated in order to avoid unnecessary anger and aggression. For as the saying goes “a hungry man is an angry man”
* Mental health experts should be involved in the planning and establishment of mental health facilities.
* Unique uniform outfit i.e scrubs for mental health nurses should be designed to fit psychiatric setting to foster efficiency in the line of care and promote speedy provision of services.
* We call upon the Federal Government and National Assembly to expedite actions in ensuring that the Mental Health Bill is passed and signed into law in Nigeria to ensure the efficiency and effectiveness of mental health services.
* IAPNN should partner with Federal and State Government as well as Non-Governmental Organizations (NGOs) for better provision of mental health services.
* Families, religious groups and political leaders should de-escalate aggressiveness and violence by avoiding hate speeches, and abhor allegiance to groups.
* Peace and optimal functioning should be encouraged to avoid aggressive and violent environment.
* Members of the mental health team should always avert anger and disagreements so that expressions must be within acceptable range without violence.
* Hospital management and leaders should implement violence prevention programmes and ensure its commitment to avoid crisis in work place.
* Dissemination of mental health information to the grassroots and the decentralizations of mental health seminars/workshops in order to avoid/prevent stigmatizations.
* Mental health nurses should be involved in the management of internally displaced persons (IDPs) and inmates and adequate facilities should be made available because they are already traumatized and need proper nursing care.
* The training/workshop should be stepped down in all units at different levels to enhance professionalism.
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