INTRODUCTION:

Nurse staffing is a constant challenge for health care facilities. Before the selection of the
employees, one has to make analysis of the particular job, which is required in the organization,
then comes the selection of personnel. Registered nurses have long acknowledged and continue
to emphasize that staffing issues are an ongoing concern, one that influences the safety of both
the patient and the nurse. There is a strong relationship between adequate nurse-to-patient ratios
and safe patient outcomes. Rising patient acuity and shortened hospital stays has contributed to
challenges. Finding an optimal nurse-to-patient ratio has been a national challenge. However,
rising patient acuity and shortened hospital stays have contributed to recent challenges.

DEFINITION OF NORMS:
Formal rule or standard laid down by legal, religious, or social authority against which
appropriateness (what is right or wrong) of an individual's behaviour is judged.
Norms are standards that guide, control, and regulate individuals and communities. For
planning nursing manpower we have to follow some norms. The nursing norms are
recommended by various committees, such as; the Nursing Man Power Committee, the Highpower Committee, Dr. Bajaj Committee, and the staff inspection committee, TNAI and INC. The
norms has been recommended taking into account the workload projected in the wards and the
other areas of the hospital.

FUNCTIONS OF NORMS IN STAFFING

1. Identifying the type and amount of service needed by agency client.
2. Determining the personnel categories that have the knowledge and skill to perform
needed service measures.
3. Predicting the number of personnel in each job category that will be needed to meet
anticipated service demands.
4. Obtaining, budgeted positions for the number in each job category needed to service for
the expected types and number of clients.

5. Recruiting personnel to fill available positions.

6. Selecting and appointing personnel from suitable applicants.
7. Combining personnel into desired configurations by unit and shift.
8. Orienting personnel to fulfill assigned responsibilities.
9. Assigning responsibilities for client services to available personnel.

HIGH POWER COMMITTEE ON NURSING AND NURSING

PROFESSION (1987-1989)
High power committee on nursing and nursing profession was set up by the Government
of India in July 1987, under the chairmanship of Dr. Jyothi former vice-chancellor of SNDT
Women University, Mrs. Rajkumari Sood, Nursing Advisor to Union Government as the
member-secretary and CPB Kurup, Principal, Government College of Nursing, Bangalore and
the then President. TNAI is also one among the prominent members of this committee. Later on
the committee was headed by Smt. Sarojini Varadappan, former Chairman of Central Social
Welfare Board.
The terms of reference of the Committee are:
To look into the existing working conditions of nurses with particular reference to the
status of the nursing care services both in the rural and urban areas.
To study and recommend the staffing norms necessary for providing adequate nursing
personnel to give the best possible care, both in the hospitals and community.
To look into the training of all categories and levels of nursing, midwifery personnel to
meet the nursing manpower needs at all levels o health services and education.
To study and clarify the role of nursing personnel in the health care delivery system
including their interaction with other members of the health team at every level of health
service management.

 To examine the need for organized nursing services at the national, state, district and
local levels with particular reference to the need for planning service with the overall
health care system of the country at the respective levels.
To look into all other aspects, the Committee will hold consultations with the State
Governments.

RECOMMENDATIONS OF HIGH POWER COMMITTEE ON

NURSING AND NURSING PROFESSION
Working conditions of nursing personnel
1. Employment

Uniformity in employment procedures to be made.

Recruitment rules are made for all categories of nursing posts. The qualifications and

experience required or these be made thought the country.

There should not be a bond for nursing students as some of the states do not give them
employment during the stipulated period. Keeping in view of the shortage of nurses in
hospitals and community health field states should create posts and appointment these
nurses in the appropriate positions.

2. Job description

Job

description of all categories of nursing personnel is prepared by the central

government to provide guidelines.

3. Working hours

The weekly working hours should be reduced to 4o hrs per week.

Straight shift should be implemented in all states.

Extra working hours to be compensated either by leave or by extra emoluments

depending on the state policy .

Nurses to be given weekly day off and all the gazetted holidays as per the government
rules.

4. Work load/ working facilities

Nursing norms for patient care and community care to be adopted as recommended by

the committee.
Hospitals to develop central sterile supply departments, central linen services, and central

drug supply system. Group D employees are responsible for housekeeping department.
Policies for breakage and losses to be developed and nurses not are made responsible for
breakage and losses.
5. Pay and allowances
Uniformity of pay scales of all categories of nursing personnel is not feasible. However
special allowance for nursing personnel, i.e.; uniform allowance, washing, mess
allowance etc should be uniform throughout the country.
6. Promotional opportunities
For promotion to the post of ward sister, post basic B.Sc. Nursing is made an essential
qualification. The principle of possessing higher qualification than the category to be
supervised, should apply for all levels and categories of nursing personnel in the rural and
urban areas. The committee recommends that along with education and experience, there
is a need to increase the number of posts in the supervisory cadre, and for making
provision of guidance and supervision during evening and night shifts in the hospital.

Each nurse must have 3 promotions during the service period.

Promotion is based on merit cum seniority.

Promotion to the senior most administrative teaching posts is made only by open
selection.

In cases of stagnation, selection grade and running scales to be given.

7. Career development

Provision of deputation for higher studies after 5 yrs of regular services be made by all
states. The policy of giving deputation to 5 -10 % of each category be worked out by each
state. Every nursing personnel must have an opportunity to attend at least one refresher
course every 2 years.
8. Accommodation
As far as possible, the nursing staff should be considered for priority allotment of
accommodation near to work place. Hospitals should not build nurse's hostel for trained
nurses. Apartment type of accommodation is built where married/unmarried nurses can
be allowed to live. Housing colonies for hospital s must be considered in long run.
9. Transport
During odd hours, calamities etc arrangements for transport must be made for safety and
security of nursing personnel.
10. Special incentives
Scheme of special incentives in terms of awards, special increment for meritorious work
for nurses working in each state/district/PHC to be worked out.
11. Occupational hazards
Medical facilities as provided by the central govt. by extended by the state govt to
nursing personnel till such times medical services are provided free to all the nursing
personnel. Risk allowance to be paid to nursing personnel working in the rural $ urban
area.
12. Other welfare services
Hospitals should provide welfare measures like crche facilities for children of working
staff, children education allowance, as granted to other employees, be paid to nursing
personnel.

Additional Facilities for Nurses Working In the Rural Areas

Family accommodation at sub centre is a must for safety and security of ANM's /LHV.

Women attendant, selected from the village must accompany the ANM for visits to other
villages.

The district public health nurse is provided with a vehicle for field supervision.

Fixed travel allowance with provision of enhancement from time to time.

Rural allowance as granted to other employees is paid to nursing personnel

NURSING EDUCATION
Nursing education to be fitted into national stream of education to bring about uniformity,
recognition and standards of nursing education. The committee recommends that;
1. There should be 2 levels of nursing personnel - professional nurse (degree level) and

auxiliary nurse (vocational nurse). Admission to professional nursing should be with 12

yrs of schooling with science. The duration of course should be 4 yrs at the university
level. admission to vocational /auxiliary nursing should be with 10 yrs of schooling .The
duration of course should be 2 yrs in health related vocational stream.
2. All school of nursing attached to medical college hospitals is upgraded to degree level in
a phased manner.
3. All ANM schools and school of nursing attached to district hospitals be affiliated with

senior secondary boards.

4. Post certificate B.Sc. Nursing degree to be continued to give opportunities to the existing
diploma nurses to continue higher education.
5. Master in nursing programme to be increased and strengthened.
6. Doctoral programme in nursing have to be started in selected universities.
7. Central assistance be provided for all levels of nursing education institutions in terms of

budget( capital and recurring)

8. Up gradation of degree level institutions be made in a phased manner as suggested in
report.
9. Each school should have separate budget till such time is phased to degree/vocational

programme. The principal of the school should be the drawing and the disbursing officer.

10. Nursing personnel should have a complete say in matters of selection of students.

Selection is based completely on merit. Aptitude test is introduced for selection of

candidates.
11. All schools to have adequate budget for libraries and teaching equipments.
12. All schools to have independent teaching block called as School Of Nursing with

adequate class room facilities, library room, common room etc as per the requirements of
INC.
13. Adequate accommodations are provided to students. A maximum of 3 students to share a

room. Rooms to be furnished with light, study table , chair etc. Adequate dining room,
toilets and bathrooms facilities to be provided in each hostel as per norms recommended.
14. Students should learn under supervision in the wards. Tutors/clinical instructors must go

to the ward with students. Students should not be used for the service of the hospital.
15. Community nursing experience should be as per INC requirements. Necessary transport
and accommodation at PHC be made available for safety, security and meaningful
learning of students.
16. INC requirements for staffing the schools and meeting the minimum requirements are
followed by all schools as these are statutory requirements.
17. Speciality courses at post-graduate level be developed at certain special centres of

excellence eg; AIIMS.

18. Institutes like National Institute of Health and Family welfare, RAK College of Nursing
and several others may develop courses on nursing administration for senior nursing
leading to doctorate level.
19. Provision for higher training abroad and exchange programme is made.

CONTINUING EDUCATION AND STAFF DEVELOPMENT

Definite policies of deputing 5-10% of staff for higher studies are made by each state.
Provision for training reserve is made in each institution.
Deputation for higher study is made compulsory after 5 yrs.
Each nursing personnel must attend 1 or 2 refresher course every year.
Necessary budgetary provision be made.
A National Institute for Nursing Education Research and Training needs to be established
like NCERT, for development of educational technology, preparation of textbooks,
media, / manuals for nursing.

NURSING SERVICES: HOSPITALS/INSTITUTIONS (URBAN AREAS)

Definite nursing policies regarding nursing practice are available in each institution. These
policies include:
a) Qualification/recruitment rules
b) Job description/job specifications
c) Organizational chart of the institutions
d) Nursing care standards for different categories of patients.
1. Staffing of the hospitals should be as per norms recommended.
2. District hospitals /non teaching hospitals may appoint professional teaching nurses in the
ratio of 1; 3 as soon as nurses start qualifying from these institutions.
3.

Students not to be counted for staffing in the hospitals

4. Adequate supplies and equipments, drugs etc be made available for practice of nursing.
The committee strongly recommends that minimum standards of basic equipment needed
for each patient be studied , norms laid down and provided to enable nurses to perform
some of the basic nursing functions . Also there should be a separate budget head for
nursing equipment and supplies in each hospitals/ PHC. The NS and PHN should be a
member of the purchase and condemnation committee.
5. Nurses to be relieved from non -nursing duties.
6. Duty station for nurses is provided in each ward.
7. Necessary facilities like central sterile supplies, linen, drugs are considered for all major
hospitals to improve patient care. Also nurses should not be made to pay for breakage and
losses. All hospitals should have some systems for regular assessment of losses.
8. Provision of part time jobs for married nurses to be considered. (min 16-20hrs/week)
9. Re-entry by married nurses at the age of 35 or above may also be considered and such
nurse be given induction courses for updating their knowledge and skills before
employment.
10. Nurses in senior positions like ward sisters, Asst. nursing superintendents, Deputy NS;
N.S must have courses in management and administration before promotions.

11. Nurses working in speciality areas must have courses in specialities. Promotion
opportunities for clinical specialities like administrative posts are considered for
improving quality nursing services.
The committee recommends that Gazetted ranks be allowed for nurses working as ward sister
and above (minimum class II gazetted). Similarly the post of Health Supervisor (female) is
allowed gazetted rank and district public health nurse be given the status equal to district
medical/ health officers.

COMMUNITY NURSING SERVICES

Appointment of ANM/LHV to be recommended.
- 1 ANM for 2500 population (2 per sub centre)
- 1 ANM for 1500 population for hilly areas
- 1 Health supervisor for 7500 population (for supervision of 3 ANM's)
- 1 Public health nurse for 1 PHC (30000 population to supervise 4 Health Supervisors)
- 1 Public Health Nursing Officer for 100000 population (community health centre)
- 2 District public health nursing for each district.

ANM/LHV promoted to supervisory posts must undergo courses in administration and

management.

Specific standing orders are made available for each ANM/LHV to function effectively
in the field.

Adequate provision of supplies, drugs etc are made.

Recording system be simplified.

Posts of public health nurses and above are given gazetted status

NORMS RECOMMENDED FOR NURSING SERVICE AND EDUCATION

IN HOSPITAL SETTING.
1. Nursing Superintendent -1: 200 beds (hospitals with 200 or more beds).
2. Deputy Nursing Superintendent. - 1: 300 beds ( wherever beds are over 200)
3. Assistant Nursing Superintendent - 1: 100
4. Ward sister/ward supervisor - 1:25 beds 30% leave reserve
5. Staff nurse for wards -1:3 ( or 1:9 for each shift ) 30% leave reserve
6. For nurses OPD and emergency etc - 1: 100 patients ( 1 bed : 5 out patients) 30% leave reserve
7. For ICU -1:1(or 1:3 for each shift) 30% leave reserve
For specialized departments such as operation theatre, labour room etc- 1: 25 30% leave reserve.

INDIAN NURSING COUNCIL (INC)

The Indian Nursing Council is an Autonomous Body under the Government of India and was
constituted by the Central Government under the Indian Nursing Council Act, 1947 of
parliament. It was established in 1949 for the purpose of providing uniform standards in nursing

education and reciprocity in nursing registration throughout the country. Nurses registered in one
state were not registered in another state before this time. The condition of mutual recognition by
the state nurses registration councils, called reciprocity was possibly only if uniform standards of
nursing education were maintained.

FUNCTIONS OF INDIAN NURSING COUNCIL.

To establish and monitor a uniform standard of nursing education for nurses midwife,

Auxiliary Nurse-Midwives and health visitors by doing inspection of the institutions.

To recognize the qualifications under section 10(2)(4) of the Indian Nursing Council Act,

1947 for the purpose of registration and employment in India and abroad.
To give approval for registration of Indian and Foreign Nurses possessing foreign

qualification under section 11(2) (a) of the Indian Nursing Council Act, 1947.
To prescribe the syllabus & regulations for nursing programs.
Power to withdraw the recognition of qualification under section 14 of the Act in case the
institution fails to maintain its standards under Section 14 (1)(b) that an institution
recognized by a State Council for the training of nurses, midwives, auxiliary nurse

midwives or health visitors does not satisfy the requirements of the Council.
To advise the State Nursing Councils, Examining Boards, State Governments and Central
Government in various important items regarding Nursing Education in the Country.

THE EXISTING NORM BY INC WITH REGARD TO NURSING STAFF

FOR WARDS AND SPECIAL UNITS:

STAFF
NURSE

Medical ward

1:3

SISTER(EAC
H SHIFT)

1:25

DEPARTMENTAL
SISTER/ ASSISTANT
NURSING
SUPERINTENDENT
1 for 3-4 weeks

Surgical ward

1:3

1:25

1 for 3-4 weeks

Orthopedic ward

1:3

1:25

1 for 3-4 weeks

Pediatric ward

1:3

1:25

1 for 3-4 weeks

1:3
1:3

1:25
1:25

1 for 3-4 weeks

1 for 3-4 weeks

1:1(24 hours)
1:1(24 hours)
1:1(24 hours)

1
1

1:1(24 hours)

1:1(24 hours)

3 for 24
hours per
table

2-3 staff nurses

depending on
the number of
beds

Gynecology ward
Maternity ward
including
newborns
ICU
CCU
Nephrology

Neurology & and

neurosurgery
Special wardseye, ENT etc.
Operation theatre

Casuality and
emergency
unit

1
1 department sister/assistant
nursing superintendent for 3-4
units clubbed together

1 department sister/asst
nursing superintendent for 4-5
operating rooms
1 department sister/assistant
nursing superintendent

STAFFING PATTERN ACCORDING TO THE INDIAN NURSING

COUNCIL (relaxed till 2012)
COLLEGIATE PROGRAMME-A
Qualifications and experience of teachers of college of nursing1. Professor-cum-Principal

Masters Degree in Nursing

Total 10 years of experience with minimum of 5 years of teaching experience

2. Professor-cum- Vice Principal

Masters Degree in Nursing

Total 10 years of experience with minimum of 5 years in teaching

3. Reader/Associate Professor

Masters Degree in Nursing

Total 7 years of experience with minimum of 3 years in teaching

4. Lecturer

Masters Degree in Nursing with 3 years of experience.

5. Tutor/Clinical Instructor

M.Sc.(N) or B.Sc. (N) with 1 year experience or Basic B.Sc. (N) with post basic diploma
in clinical specialty

FOR B.SC AND M.SC NURSING:

Annual intake of 60 students for B.Sc (N) and 25 for M.Sc (N) programme
B.Sc. (N)

M.Sc. (N)

Professor cum principal

Professor cum vice principal

Reader/Associate professor

Lecturer

Tutor/clinical instructor

19

Total

24

One in each speciality and all the M.Sc (N) qualified teaching faculty will participate in both
programmes
Teacher-student ratio = 1:10

GNM AND B.SC. (N) WITH 60 ANNUAL INTAKE IN EACH

PROGRAMME
Professor cum principal

Professor cum vice principal

Reader/Associate professor

Lecturer

Tutor/clinical instructor

35

Total

42

Basic B.Sc (N)

ADMISSION CAPACITY
Annual intake

40-60

61-100

Professor cum principal

Professor cum vice
principal
Reader/Associate
professor
Lecturer
Tutor/clinical instructor
Total

1
1

1
1

2
19
24

33
40

Teacher student ratio= 1:10 (All nursing faculty including Principal and Vice principal)
Two M.Sc (N) qualified teaching faculty to start college of nursing for proposed less than or
equal to 60 students and 4 M.Sc (N) qualified teaching faculty for proposed 61 to 100 students
and by fourth year they should have 5 and 7 M.Sc (N) qualified teaching faculty respectively,
preferably with one in each specialty.
Part time teachers and external teachers
1
2

Microbiology
Bio-chemistry

3
4
5
6
7
8
9
10
11

Sociology
Bio-physic
Psychology
Nutrition
English
Computer
Hindi/Any other language
Any other- clinical discipliners
Physical education

The above teachers should have post graduate qualification with teaching experience in
respective area

SCHOOL OF NURSING-B
Qualification of teaching staff1.

Professor cum principal

2.

Professor cum vice principal

3.

Tutor/clinical instructor

M.Sc. (N) with 3 years of teaching experience or

B.Sc.(N) basic or post basic with 5 years of teaching
experience
M.Sc. (N) or B.Sc. (N) (Basic)/Post basic with 3
years of teaching experience
M.Sc. (N) or B.Sc. (N) (Basic) / Post basic or
diploma in nursing education and Administration
with two years of professional experience

For School of nursing with 60 students i.e. an annual intake of 20 students:

Teaching Faculty
Principal
Vice-principal
Tutor
Additional tutor for interns
Total

No. Required
1
1
4
1
7

Teacher student ratio should be 1:10 for student sanctioned strength.

CONCLUSION:
Staffing is the process of determining and providing the acceptable number and mix of nursing
personnel to produce a desired level of care to meet the patients demand. The purpose of all

staffing activities is to provide each nursing unit with an appropriate and acceptable number of
workers in each category to perform the nursing tasks required. Too few or an improper mixture
of nursing personnel will adversely affect the quality and quantity of work performed.

JOURNAL ABSTRACT:
Modern organizations struggle with staffing challenges stemming from increased knowledge
work, labor shortages, competition for applicants, and workforce diversity. Yet, despite such
critical needs for effective staffing practice, staffing research continues to be neglected or
misunderstood by many organizational decision makers. Solving these challenges requires
staffing scholars to expand their focus from individual-level recruitment and selection research to
multilevel research demonstrating the business unit/organizational-level impact of staffing. This
review provides a selective and critical analysis of staffing best practices covering literature from
roughly 2000 to the present. Several research-practice gaps are also identified.

BIBLIOGRAPHY:
1) BT Basavanthappa. Community health nursing. 1st edition. New Delhi: Jaypee brothers;
2003
2) BT Basavanthappa. Nursing administration. Ist edn. New Delhi: Jaypee brothers; 2000.
3) Joginder Vati, " Principles and Practice of Nursing Management and Administration"
4) Function of nursing management- Nursing management- open access articles on nursing
management http://currentnursing.com/nursing_management/staffing_nursing_units.html
5) High power committee on nursing in India
http://nursingplanet.com/nr/blog6.php/2009/11/21/high_power_committee_nursing_india
6) Staff Inspection Unit
http://finmin.nic.in/the_ministry/dept_expenditure/staff_inspection_unit/index.html
7) Indian Nursing Council http://www.indiannursingcouncil.org/pdf/Resolution-circular-12-032007.pdf
8) Staffing in nursing management http://www.scribd.com/doc/16245136/Staffing-in-NursingManagement

9) Staffing in the 21st Century: New Challenges and Strategic Opportunities

http://jom.sagepub.com/content/32/6/868.abstrac