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PubMed2005

Staff shortages in the mental health workforce: the case of the disappearing approved social worker.

Approved social worker (ASW) numbers in England and Wales were compared on the basis of two national surveys conducted in 1992 and 2002. These data were supplemented by reports published by the Employers' Organisation in the intervening years. Although raw numbers suggested a modest absolute increase over this time, rates of ASW's per 100,000 population declined by over 50%. Possible explanations for this dramatic fall are explored. The authors conclude that specific and targeted action needs to be taken by the government and public sector employers to determine the numbers of mental health social workers needed in modernised community mental health services.

Humans↗
PubMed2005

The health workforce crisis in TB control: a report from high-burden countries.

BACKGROUND: Human resources (HR) constraints have been reported as one of the main barriers to achieving the 2005 global tuberculosis (TB) control targets in 18 of the 22 TB high-burden countries (HBCs); consequently we try to assess the current HR available for TB control in HBCs. METHODS: A standard questionnaire designed to collect information on staff numbers, skills, training activities and current staff shortages at different health service levels was sent to national TB control programme managers in all HBCs. RESULTS: Nineteen HBCs (86%) replied, and 17 (77%) followed the questionnaire format to provide data. Complete information on staff numbers at all service levels was available from nine countries and data on skill levels and training were complete in six countries. Data showed considerable variations in staff numbers, proportions of trained staff, length of courses and quality of training activities. Eleven HBCs had developed training materials, many used implementation guidelines for training and only three used participatory educational methods. Two countries reported shortages of staff at district health facility level, whereas 14 reported shortages at central level. There was no apparent association between reported staff numbers (and skills) and the country's TB burden or current case detection rates (CDR). CONCLUSION: There were few readily available data on HR for TB control in HBCs, particularly in the larger ones. The great variations in staff numbers and the poor association between information on workforce, proportion of trained staff, and length and quality of courses suggested a lack of valid information and/or poor data reliability. There is urgent need to support HBCs to develop a comprehensive HR strategy involving short-term and long-term HR development plans and strengthening their HR planning and management capabilities.

Journal Article↗
PubMed1995

PAs/NPs: forging effective partnerships in managed care systems.

Three issues have dominated national health policy discussions over the past three decades--how to control health expenditures, how to improve access to care, and how to ensure delivery of high-quality health services. Cost remains the principal societal concern today. An important new dimension in this debate, however, is a critical examination of the impact of the structure of the nation's health workforce on health expenditures. Within this examination, policy makers are giving specific attention to the supply of health professionals, the role of primary care, and the identification of the most appropriate professionals to deliver primary care. In particular, a renewed interest is being shown in the potential of physician assistants (PAs) and nurse practitioners (NPs) to address all three issues. This article will examine the factors that prompted this focus on health workforce issues and the implications of the use of PAs and NPs for the structure and management of the health workforce in the future.

Cost Control↗
PubMed2001

The state of the health care workforce.

The shortage of health care workers has emerged as one of the field's biggest long-term challenges. The number of nurses, technicians, pharmacists and even housekeeping staff is on the way down, and worker dissatisfaction is on the way up. The health care workforce is slowly vanishing, and those workers who remain are unhappy. In this special fold-out section, Hospitals & Health Networks looks at this complex problem by analyzing how serious it really is and how bad it's going to get, taking a look at workers' frustration, and offering tips and resources to start to fix it.

Data Collection↗
PubMed1997

Health Care Workforce Regulation reform.

All health care professionals are affected by the continual changes in health care delivery and education. Nurses, in particular, are concerned that current practice, regulation and licensure issues will change the very nature of nursing as a profession. This article discusses health care regulation issues and the recommendations of the Pew Commission's Taskforce on Health Care Workforce Regulation.

Certification↗
PubMed2005

Promoting a sustainable mental health nursing workforce: an evaluation of a transition mental health nursing programme.

The recruitment and retention of the mental health nursing workforce has been identified as a major issue both nationally and internationally. Transition to practice programmes has been identified as an important strategy in addressing these issues. There is, however, a paucity of literature addressing the potential or effectiveness of transition programmes in achieving these aims. This paper reports the findings of a survey administered to registered nurses at the commencement and completion of the Transition Programme into Mental Health Nursing, in Sydney, Australia. The findings suggest a high level of satisfaction with the programme. The results are directing the ongoing development of clinical placements, clinical supports, education programmes and recruitment and retention initiatives for nurses within the Central Sydney Area Mental Health Service.

Adult↗
PubMed2006

Family physicians in the child health care workforce: opportunities for collaboration in improving the health of children.

Pediatric workforce studies suggest that there may be a sufficient number of pediatricians for the current and projected US child population. These analyses do not fully consider the role of family medicine in the care of children. Family physicians provide 16% to 26% of visits for children, providing a medical home for one third of the child population, but face shrinking panels of children. Family medicine's role in children's health care is more stable in rural communities, for adolescents, and for underserved populations. For these populations, in particular, family medicine's role remains important. The erosion of the proportion of visits to family medicine is likely caused by the rapid rise in the number of pediatricians relative to a declining birth rate. Between 1981 and 2004, the general pediatrician population grew at 7 times the rate of the US population, and the family physician workforce grew at nearly 5 times the rate. The number of clinicians caring for children meets or exceeds most estimates of sufficiency; however, the workforce distribution is skewed, leaving certain populations and settings underserved. More than 5 million children and adolescents live in counties with no pediatrician. Unmet need, addressing health in the context of families and communities, and tackling "millennial morbidities" represent common ground for both specialties that could lead to specific, collaborative training, research, intervention, and advocacy.

Child↗
PubMedDate not supplied

The Barcelona International Symposium (21-23 April 2005). Synthesis reports.

The Symposium was held in Barcelona, Spain, with the Institut d'Estudis de la Salut acting as host. It gathered 51 participants working in 34 institutions based in 18 countries. The main objective of the Symposium was to create an opportunity for assessing the past trends and forecasting the future developments of health workforce within the various national health systems. The Symposium was composed of 5 sessions devoted to presentations of the papers freely contributed by the participants and 5 discussion sessions devoted to the following themes : (i) Supply of and demand for health workforce, (ii) Future trends and forecasting methods ; (iii) Strategies for managing and planning health workforce ; (iv) Health workforce in underserved areas; (v) International migration of health workers. Each discussion session was conducted by a discussion leader whose the synthesis report is displayed here below.

Adult↗
PubMed1995

The changing workforce: the role of health psychology.

Because the federal government is the largest payer of all health costs, unbridled increases in the health workforce have profound fiscal implications. Recent efforts to control health spending through modifications of health delivery systems are related to the consequences of the unlimited production of health professionals. However, the federal government has established processes to review physician workforce changes, and these mechanisms have become important in accessing federal training monies. Psychologists have no concerted workforce policy and receive little federal training money. Moreover, other health professionals have attained statutory authority to perform and provide the same services as psychologists. This diffusion of professional functions impedes the ability to assess the status of the workforce and the development of psychology as a health profession.

Delivery of Health Care↗
PubMed2003

A conceptual framework for intelligence-based public health nutrition workforce development.

OBJECTIVE: This paper describes a conceptual framework and associated intelligence requirements for problem-based workforce development for public health nutrition. METHODS: A conceptual framework for public health nutrition workforce development was constructed based on a review of the literature and consideration of the intelligence needs to inform workforce development planning. RESULTS: A cyclical conceptual framework including five intelligence-linked components including public health nutrition problems and priorities, solutions and best buys, work needed, capacity to do the work and workforce development needs. This framework applied to the Australian situation illustrates its applications in workforce development research and planning. Although the existing availability of workforce development intelligence in each of these components varies, the framework does provide a systematic approach for workforce development research and planning directly related to public health nutrition problem resolution. CONCLUSIONS: This framework highlights deficiencies in the existing public health nutrition workforce development intelligence and the need for further research to inform workforce development strategy planning.

Australia↗
PubMed2003

Illuminating the MPH health educator workforce: results and implications of an employer survey.

The public health workforce has been studied, but not health educators specifically. The development of a Master of Public Health (MPH) in community health education inspired research to illuminate the San Francisco MPH health educator labor market. A time-series survey of an employer panel was conducted between 1995 and 1999 regarding the number of MPH health educators on staff, hiring projections, and importance of selected competencies. In the San Francisco Bay Area, there were 4 MPH health educators per 100,000 persons in 1999. The majority worked in local health departments and community-based organizations. Although hiring was largely replacement in the late 1990s, employers anticipated an increase in hiring from 2000 to 2004. Employers reported that educational preparation was adequate, although preparation in specific competencies, such as bilingual competence, was lacking. These results suggest a favorable labor market for MPH health educators in the San Francisco Bay Area.

Education, Graduate↗