Which countries can odps work in

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Looking forward to reviewing your CVs. Generally these courses last for up to two years, and are a mixture of practical work experience and taught hours. ODP jobs in Canada are similar to those in the rest of the world. The exact job description may vary, depending on how the hospital in question organises its preoperative care, but candidates will be expected to be capable of performing a range of duties. For example ODP s must be able to prepare a patient for surgery.

This generally involves working closely with an anaesthetist both before and during the operation. At my hospital and others they are deployed in this way, or variations of it.

In addition they work in such areas as intensive care, special-care baby units, and A and E. As such, they are an extremely flexible and valuable workforce. Why, then, wasn't I surprised that by the Australian's account ODPs in London don't appear to be multi-skilled, or at least to be used in this way?

Because the same is true of many other hospitals around the country, and to find the reason for this is also to go a long way towards finding the explanation for the third world state of our theatres, as noted by the Australian nurse. Staffing operating theatres has been a long-standing problem in Britain, which is why there have been two government investigations and resulting reports on what should be done: Lewin in and Bevan in Both recognised that the nursing profession was not able to provide staff to theatres in sufficient numbers to prevent a constant staffing crisis.

Building on an existing body of army-trained technicians, Lewin introduced the grade called operating department assistant, and 20 years later Bevan recommended that the extremely poor pay of ODAs be improved as a matter of urgency, and that all theatre room functions should be open to a member of either staff group, nurse or ODA. This includes theatre management.

Bevan also said that nurse training, which is ward based, had little relevance to theatre work. This was highly controversial, since all but a minority of theatre nurses are employed on the basis of their nursing qualification alone and do not have, and are not required to obtain, formal theatre qualifications. In the past, nurses assisted with anaesthetics, but today it would not be legally defensible for an anaesthetist to give an anaesthetic without trained formally qualified assistance.

That doesn't mean it doesn't happen. Given the virtual anarchy that exists in our theatres, almost anything can, but generally speaking this has been accepted, precluding the majority of theatre nurses - untrained in anaesthetics - from working in a multi-skilled way.

The result has been an undeclared 30 years' war in theatres, in which few holds have been barred. Even a National Association of Theatre Nurses editorial admitted, at the time of the Bevan report, that nationally theatres were in a state of virtual anarchy, with key decisions about staff deployment made by "the strongest personality" in any given department. Translated, that means that government and the Department of Health have consistently abdicated responsibility and left ODPs to try to find a role in theatres in the face of implacable and destructive nursing opposition.

This is as true today as it was in when highlighted by Bevan. A chronic staffing crisis caused by governmental failure over many years to stop deferring to nursing concerns regarding the nurses' position in theatres and to train ODPs in adequate numbers, something that could easily have been done as there is no lack of people interested in the work. As it is, I have seen, in my own own hospital, the modest number of training places for operating department practitioners cut back at nursing insistence.

A huge increase in the use of agency staff, often ODPs, because of the staffing crisis. The government seems unconcerned about this, since it shifts large amounts of taxpayers' money into the pockets of shareholders, one of the prime aims of NHS "reform".