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PubMed2004

Delivery of the clinical components of the Newcastle University medical course in a multidisciplinary academic unit in Tamworth.

The University Department of Rural Health (UDRH), northern New South Wales, Australia, was established in late 2001 by the University of Newcastle in Tamworth, New South Wales (NSW). The UDRH is part of the Commonwealth Department of Health and Ageing's Health Workforce Undergraduate Initiative and was the eighth UDRH to be established in Australia. The UDRH northern NSW delivers medical education as part of a multidisciplinary academic unit. At the end of 2003, six medical students graduated having completed all of their clinical training based in Tamworth. Over 60% of the local medical community were teachers in the program. These students studied with final year dietetic, occupational therapy and radiography students co-located in Tamworth during 2002 and 2003. In 2004, ten new graduates from the program have chosen to commence employment in the New England Area Health Service, including two medical students completing their internship in 2004. This represents the first time that the full clinical curriculum of an Australian medical school has been delivered entirely in a single rural setting. It demonstrates a new way of funding medical education which embraces local clinicians as 'faculty' and provides a way for regional centres to develop their own future medical workforce.

Journal Article↗
PubMed2000

A workforce survey of health promotion education and training needs in the state of Victoria.

OBJECTIVE: This study investigates the education and training needs of health professionals and factors affecting participation in education and training. METHODS: A survey of health promotion professionals, health professionals, GPs and CEOs of community health centres, conducted across different settings and locations. Information was obtained on: involvement in health promotion activities, most useful content and format of past training, current preferences for education and training and barriers and incentives to education and training. RESULTS: Health promotion professionals were involved in the widest variety of health promotion activities, including more evaluation, research and planning than GPs and other health professionals who were involved in more client-focussed activities. Professionals' preference for training content reflected the type of activities in which they were most frequently involved. Practical courses, of short duration, delivered by experienced peers or health promotion experts were preferred over university and TAFE courses. Professionals in rural and provincial locations require both greater access to information on training and conveniently located training. More organisational support, funding and time release would encourage the training of professionals in government departments, community health centres and public hospitals. CONCLUSIONS: To be most effective, training must be tailored to suit the specific needs of different professionals involved in health promotion and take into consideration how factors, such as financial incentives and time release, influence participation across different settings and locations. IMPLICATIONS: Further development of the health promotion workforce will require recognition of its professional diversity and a more responsive and organised approach to education and training programs.

Adult↗
PubMed2006

Establishment of and first 20 months of operating an outreach geriatric clinic in a regional centre.

INTRODUCTION: Providing geriatric assessments to older people residing in rural or remote areas is a challenge due to the complexities of distance and a declining medical workforce. This study aimed to develop a feasible model of service delivery in a rural area, delivering specialised falls and memory clinics similar to those available in the metropolitan area. At the end of the first 20 months we evaluated the service in terms of patient access and the satisfaction of the local health care providers. METHODS: A meeting was held with key stakeholders to identify existing service provision in the region, and to determine which services were needed. Clinic attendance and information on services provided by the clinic were collected. Questionnaires regarding clinic performance were sent to health-care providers in the region. RESULTS: The stakeholder meeting identified communication, collaboration and continuing education as the main services required of the clinic. The clinic model included a specialist geriatrician and an extended practice nurse specialising in aged care. Between May 2003 and Dec 2004, 115 people were assessed by the extended practice nurse. Interventions relating to falls and cognition were accessed by clients. Time from referral to seeing a specialist and failure to attend rates were comparable to rates seen in the metropolitan clinics. All heath-care providers who responded to the survey found the service useful. CONCLUSION: Our clinic model is a possible mechanism for delivering ambulatory aged care services to rural and remote regions. This model of care did not improve access or shorten waiting times for attendees. Future models of specialised rural care need to explore innovative workforce strategies to improve access.

Aged↗
PubMed2005

A profile of home care workers from the 2000 census: how it changes what we know.

PURPOSE: The goal of our study was to identify a representative sample of direct care aides to generate an accurate profile of the long-term-care workforce, with a special focus on home care workers. DESIGN AND METHODS: Data were taken from the 5% Public Use Microdata Sample (PUMS) of the 2000 Census. RESULTS: Variable coding in the 2000 Census data allowed for a more detailed identification of long-term-care workers than was available in previous studies. On the basis of this new sample, the estimated size of the home care workforce is much larger than that in previous estimates, and it is more heterogeneous. In addition, our analyses revealed more self-employed workers, higher salaries than previously reported, and greater ethnic diversity, with Hispanics or Latinos comprising a significant proportion of the home care workforce. IMPLICATIONS: Numerous state and federal programs are currently underway to increase the capacity of the long-term-care workforce. A more comprehensive understanding of the characteristics of the long-term-care workforce will facilitate more effective development of programs designed to enhance recruitment and retention of these workers to meet the increasing demands of future years.

Adult↗
PubMed1998

Rethinking human resources: an agenda for the millennium.

Health care reforms require fundamental changes to the ways in which the health workforce is planned, managed and developed within national health systems. While issues involved in such transition remain complex, their importance and the need to address them in a proactive manner are vital for reforms to achieve their key policy objectives. For a start, the analysis of human resources in the context of health sector appraisal studies will need to improve in depth, scope and quality by incorporating functional, institutional and policy dimensions.

Cost Control↗
PubMed2006

International medical graduates: the Australian perspective.

Australia, like many other developed countries, has faced medical workforce shortages. This situation has been attributed to the increasing demands from an aging population and a decline in the hours worked by medical practitioners. These shortages, which are usually in the areas of greatest medical need in Australia, have led to an increasing dependence on international medical graduates (IMGs). The Australian government is slowly moving towards self sufficiency by expanding education and training opportunities for Australian doctors. In the interim, Australia relies heavily on IMGs to supplement the medical workforce. Australia's population is concentrated in the coastal regions, and IMGs are often required to service the more sparsely populated rural and remote areas, which find it difficult to attract and retain local medical graduates. Health funding in Australia is provided jointly by the federal (central) government and six state and two territory governments. Funding from the federal government provides for university based medical education and general practice postgraduate training. State and territory governments fund postgraduate specialist training and provide funding for a public hospital system. Although a national accreditation process for IMGs exists, many IMGs are recruited directly to Australian hospitals and community practices without adequate assessment of their qualifications or language and clinical skills. The current two-tiered system, in which service demands can override quality and standards, can no longer be tolerated. There is an urgent need for a uniformly applied national standard for all IMGs entering Australia and for a strategy to implement it.

Australia↗
PubMed2004

Completing the circle: from PD to PDSA.

Problem-solving teams, involving front-line staff, are widely used to achieve continuous process improvement. Approaches such as "plan-do-study-act" (PDSA) cycles, are now a core element of many health-care improvement initiatives. This paper evaluates the use of PDSA improvement cycles within the UK National Health Service, using emergency care improvement activity as a source of research evidence. It was found that, despite an abundance of information on how to implement this type of change, many senior professionals still misinterpret how this should work. This has implications for how such methodologies are implemented. There is a long way to go in allowing greater employee involvement, moving much further away from the "management committee" style of change. Care has to be taken to ensure that empowered employees are working to consistent and appropriate objectives. It is important that senior personnel develop process understanding alongside the workforce, rather than simply providing distant support.

Emergency Service, Hospital↗
PubMed2002

The historical role and education of nurses for the care and management of sexually transmitted infections in the United Kingdom: 2 education and training.

The beginning of the 20th century saw the first attempts to educate nurses about sexually transmitted infections (STIs) in the United Kingdom. Throughout the century, numerous individuals and organisations campaigned for improved STI awareness education for nurses. Education initiatives gradually moved from the more generic nurse training programmes to the specialist courses for genitourinary medicine (GUM) nurses. Even so, it wasn't until the 1970s that these specialist courses were successfully implemented and sustained. Following a detailed review of nursing education and STIs over the past century, this paper speculates why programmes of STI education have never been sustained for the general nursing workforce. It then considers possible developments for future education agendas that will ultimately enable nurses to contribute more readily to the challenges that national sexual health and nursing strategies currently propose.

Curriculum↗
PubMed2000

Public health strategies for Mäori.

When the New Zealand Department of Public Health was established in 1900, Maöri health status was compromised to the extent that survival itself was threatened. The remarkable turnaround was unexpected and owes much to pioneer Maöri professionals, especially the first Maöri medical practitioner, Dr. Maui Pomare, who graduated in the United States in 1899. As "Medical Officer to the Maöris," and later as Minister of Health, he made major changes through a five-part strategy: recognizing Maöri community leaders as leaders in health, improving access to societal goods and services (especially housing and education), appealing to cultural practices that were linked to good health, wise use of political power, and developing a skilled Maori health workforce to complement community leadership. Although mental health disorders and lifestyle illnesses have largely replaced infectious diseases, malnutrition, and tuberculosis, Pomare's strategy has continuing relevance and warrants serious consideration as a model for health promotion.

Health Policy↗
PubMed2004

Relationship marketing and disadvantaged health care segments: using internal marketing to improve the vocational rehabilitation process.

The purpose of vocational rehabilitation (VR) is to provide disabled individuals with the training and support services needed to assimilate into the workforce. This study incorporates concepts developed in the relationship marketing and internal marketing literature to determine the factors that influence overall satisfaction of vocational training services. Results underscore the importance of social and structural bonds that develop among the multiple stakeholders involved in the VR process. Satisfaction is also influenced by the design and equipment used in the facilities and the efficiency of initiating VR services. A highly reliable instrument to measure VR participant satisfaction is presented.

Persons with Disabilities↗
PubMedDate not supplied

Economic and demographic trends signal an impending physician shortage.

It is widely believed that the United States is producing too many physicians. We have approached this issue by developing a new model for workforce planning based on assessments of the macrotrends that underlie the supply and use of physician services. These trends include economic expansion, population growth, physicians' work effort, and the provision of services by nonphysician clinicians. Contrary to earlier predictions, this model projects that the United States soon will have a shortage of physicians and that if the pace of medical education remains unchanged, the shortage will become more severe. A dialogue focused on that eventuality is imperative.

Demography↗
PubMed1997

Benchmarks: investing in civil rights and diversity.

HSL talks to leaders of four healthcare organizations in various states of developing programs for ensuring a workforce representative of the communities they serve. Programs range from internships for future leaders to creating diversity ambassadors among the workforce.

Attitude of Health Personnel↗
PubMedDate not supplied

The mentoring process: beneficial to manager, employee, and organization.

Managers seeking to develop, retain, and stabilize their workforces will find that this article has basic mentoring skill information that will support their effort. It describes benefits the manager and the organization can derive from the process as well as the more commonly expected benefits to the employee.

Humans↗
PubMed2000

A framework for addressing Māori knowledge in research, science and technology.

This paper seeks to identify and discuss some of the issues for Māori research and in doing so presents a framework for considering the range of research activities which attempt to provide or develop Māori knowledge. The paper goes on to discuss kaupapa Māori research in depth as the particular approach of the Research, Science and Technology sector that is most likely to consistently develop Māori knowledge. According to Treaty of Waitangi analysis, the special relationship between tangata whenua and the Crown acknowledges the right of a distinct position based on the Māori view of knowledge as a taonga. Secondly, there is the clear acknowledgment of the undermining of the Māori knowledge base since the signing of the Treaty and that supporting kaupapa Māori research can in part offer redress in terms of re-establishing lost knowledge. The framework provided here may be used to reorient the balance of the research purchase. First, the framework allows the identification of the location of specific projects and enables an 'audit-map' of research purchase/investment over time. Secondly, research purchasers need to operate systems of assessment and performance monitoring which can respond to the range of 'Māori' research. Third, the development of methods and methodologies for Māori-centred and kaupapa Māori approaches is an area of active investment and complements the effort to develop a skilled Māori research workforce.

Attitude to Health↗
PubMedDate not supplied

The practicality of employee empowerment: supporting a psychologically safe culture.

In times of workforce shortages and increasing pressures to compete, health care organizations need to advance and ameliorate their resources to ensure organizational success. Other industries have maximized empowerment initiatives as a strategy to retain and develop employees as primary stakeholders of its mission. While the notion of employee empowerment is by itself noble, for it to succeed, health care organizations must promote a culture of psychological safety to ensure a genuine commitment exists in its mission and strategies.

Admitting Department, Hospital↗