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Report Summary
Submissions Received
The discussion document was sent to 182 public health units, training providers, relevant non-governmental organisations, government agencies, and designated Health Protection Officers (HPOs). The majority of submissions were received from individual designated officers. A small number of submissions were also received from the public health service, academics/training providers, and researcher providers.
Summary of content of submissions
Most submissions were supportive of the proposals to develop guidelines based on the TOPS model as detailed in the discussion document.
Many of the submissions focused on the advantages and concerns with the TOPS model and with the draft Guidelines developed by the HPO Focus Group. Other issues raised were associated with training courses and training facilities, funding, and the competencies required for designation as a HPO.
The submissions generally followed the questions provided in the discussion document. The main themes presented in submissions are listed below:
- A model for assessing ongoing competence is useful and the TOPS model is a good base from which to develop a model for assessing ongoing competence for HPOs in New Zealand.
- Generic health protection skills must be in place prior to developing competence in a specialist area.
- Training is important to the continued development and maintenance of competence; submitters identified a number of areas in which more training could be supplied. Regional or local courses will provide ongoing training for more HPOs. There should adequate funding to meet the training needs of HPOs.
- Any potential duplication of competence programmes should be minimised.
- Further development of the draft Guidelines is necessary to ensure that it reflects the role of HPOs and addresses a number of issues raised by submissions.
A number of submissions emphasised the need for any competence assessment programme to recognise the practical nature of the HPO role. Other concerns presented in submissions are that the draft Guidelines will contribute to retention and recruitment issues. Specific issues relating to the
Guidelines include:
- extending the length of the exemption periods to take into account other statutory leave (such as maternity leave)
- further developing sections covering part-time HPOs and the acquisition of points
- addressing what should happen if a HPO does not meet competency requirements.
Further development could be undertaken by a working group. A trial period should be used to introduce any competence programme. There were some suggestions to improve comprehension and for completeness of the document. Some suggestions for editing and formatting were also received.
The questionnaires provided comment on a number of courses. The comments were generally supportive of the courses that designated officers had attended. Some courses, such as the hazardous substances or biosecurity courses run from Burnham attracted some negative comment.
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