Education, leadership and public health careers

 Report

Scope 

A Report on Multi-disciplinary Approaches in Public Health (May 2005)

Competency International Limited

This report discusses multidisciplinary approaches to work in a range of professions,defined as a new way of working that involves the coalescing of disciplines/ professions in groups to address an issue or issues. There is little literature on multidisciplinary models in public health compared to other areas of health service delivery. An exception is the UK Faculty of Public Health, which has opened up its membership to nondoctors. Definitions are given, and theoretical and practical issues are identified, including benefits, barriers and wider implications of adopting multidisciplinary approaches. A bibliography of articles and websites is included for further reading.

Career Pathways in Public Health: Stage one project report (September 2005)

Competency International Limited

This report examines issues relating to career pathways relevant to the public health workforce. The lack of a career pathway was identified in the Phoenix workforce surveys as an issue for the current workforce that may contribute to recruitment and retention problems. An international literature review identifies definitions,and a range of approaches that different health professions and localities have taken to career pathways as relevant to workforce development and to education and training. New Zealand perspectives are outlined from the literature, from interviews and focus groups, and from other work completed for the PH WDP project. A range of possible initiatives are described, and ‘pathways forward’ are outlined.

Draft Generic Competencies for Public Health in Aotearoa-New Zealand
(February 2007)

Implementation Report
(February 2007)

Public Health Association of New Zealand

Implementation Report Appendix One - “Costs of Implementing the GPHC for Public Health
(February 2007)

These reports present the results of a project to develop generic public health competencies, and the consultation on the draft competencies. These competencies represent the minimum baseline knowledge and practice for all public health roles across the entire health sector, and include competency statements and performance requirements. The implementation report discusses the development and use of the competencies, and includes recommendations for their implementation.

Market Research for Mid Careers Project, A Summary Report of Key Findings

Counties Manukau DHB

The Counties Manukau DHB commissioned research (2008) to look at attracting Maaori, Pacific people and males to a health career at a "mid-career" stage, where "mid career" was defined as 25-45 year olds. The research is being used to guide next steps with respect to enabling this segment of the potential health workforce to begin training for a health career.  For a copy of the full report please email Jenna.Clarke@middlemore.co.nz.

Project to Undertake Research Relating to Core Public Health Competencies: Project report (March 2005)

Competency International Limited

This report includes a literature search on models and concepts of competence, approaches to its description, and good practice in competency-based assessment and training in the workplace. The report analyses 1270 relevant existing competency statements from 15 New Zealand and nine representative sample internationally sourced documents, organising them into common categories, identifying gaps, and proposing a set of competencies relevant for public health. The proposed competencies would be categorised as generic, advancing and technical. Recommendations are provided for the way forward, with competency development in the public health sector with risk analysis and implications.

Public Health Leadership Programme Review: Issues and Options for New Zealand (July 2004)

Allison Nichols-Dunsmuir

This report identifies the background issues and a range of options for the Public Health Directorate to consider in relation to leadership development of the public health sector, with a focus on specific leadership programmes. It also identifies current leadership-related activities. Recommendations are made encompassing both a specific leadership programme and other ways the Directorate can facilitate public health leadership. 

 Back to top

Emergency management workforce development 

 Report

Scope 

Review of the New Zealand Health sector's response to the outbreak of severe acute respiratory syndrome (SARS)* (2003)

BRC Marketing & Social Research with Allen & Clarke Ltd 

This report provides a review of the New Zealand health sector’s response to the threat of SARS, covering the responses of the Ministry of Health, DHBs, public health units and the wider health sector. It identifies areas of strength on which to build, weaknesses that can be addressed, and lessons learned that will see New Zealand’s health sector better prepared for the next global infectious disease outbreak. Workforce issues are incorporated in the analysis.

_________________

Review of the capacity of the national health system to respond to serious and unusual emergencies (Study Report Final)* (2005)

Booz Allen Hamilton

This report reviews the capacity of the health sector to deal with serious and unusual emergencies. It provides advice on options to address gaps in capacity, and makes recommendations based on a high level cost benefit analysis.The workforce study questions included:
- Are there shortfalls in the availability of specific health occupations relevant to the emergency response?
- Are there gaps in skills related to basic professional training,specialist training, or training through participation in emergency response exercises?
- What are the options to address identified gaps?

 Back to top

Health protection workforce

 Report

Scope 

Defining Competencies for Designation as a Health Protection Officer (October 2002)

Ministry of Health

This report provides recommended core competencies to be used when the Director-General of Health designates new health protection officers.  There are detailed lists of competencies to be attained.  It recognises that education and training need to be flexible to meet individual needs, take into account the changing roles of health protection officers, address staff shortages, and take advantage of postgraduate courses offered around the country.  It also notes the importance of Maori workforce development. While issues regarding competencies for environmental protection officers (EPOs) are noted, the recommended competenceis do not extend to EPOs.

_________________

Identifying Ongoing Competence Requirements for Designated Health Protection Officers (Final Report) (October 2003)

Allen Clarke

This report sets out the findings of a consultation exercise on the ongoing competence requirements for health protection officers (HPOs). It identifies a proposed option for establishing an ongoing competence scheme and, as part of this, identifies broad level areas in which HPOs are required to maintain competence. It makes both in-principle strategic and operational recommendations regarding the adoption of a formal ongoing competence programme for HPOs, including principles and draft programme provisions. A timetable for mplementation is outlined.

 Back to top

Maori public health workforce development

 Report

Scope 

E Ara Tauwhaiti Whakarae: National Maori Public Health Workforce Development Implementation Plan 2007

Evaluation Report on the Leadership in Maori Public Health Programme (July 2005)

Paewhenua Hou Partnership

This report documents an evaluation of the leadership in Maori public health programme (LIMPH), as delivered in 2002 in the Midland region, and in 2004 in the Auckland region, by Mauri Ora Associates. The evaluation focused on the effectiveness and applicability of this kaupapa Maori programme to contribute to the Maori public health workforce development strategic goals for Maori public health leadership development. Effectiveness was evaluated in terms of the individual participants’ leadership skills, knowledge and confidence development, and the development of their ability to build capacity in others, to create change, and to establish a support network with others. Programme applicability considered programme strengths and weaknesses, its potential in other areas, and its impact on improving Maori public health service delivery.

Maori Health Protection Scoping Paper (June 2004)

Chris Webber

This report is a response to the Ministry of Health question: ‘where to best invest effort to bring more Maori health protection officers (HPOs) into the workforce.’ It contends that the appropriate scope is a wider conversation about the relevance the role has for Maori and how it aligns to Maori aspirations now and in the future. The report includes a holistic conceptual framework and a vision for achieving desired environmental health outcomes, case studies, literature review,issues for Maori HPOs,experiences for Maori communities, perspectives from other indigenous workforce development, a bibliography, and ideas for development.

Maori Public Health Workforce Development Project: Report to Public Health Directorate, Ministry of Health (July 2004)

Auckland Regional Public Health Services

This report canvasses the major issues relating to Maori public health workforce development,citing a number of other reports and interview findings. It provides an overview and scope of a range of topics of relevance and consideration to Maori public health workforce development, and assists in informing the wider workforce development project. The focus is on public health practitioners with Mäori ethnicity, although some mention is made of the workforce development needs of non-Maori who work with Maori communities.

Mentoring as a Viable Element for Workforce Development in the Public Health Workforce: Final Report (July 2005)

Tuituia Consultancy Services

This exploratory report considers issues relating to mentoring, particularly the validity and applicability of mentoring in a Maori cultural context, for the Maori public health workforce. This is phrased as: ‘Can mentoring, whanau support (whanaungatanga) and further training provide a pathway for Maori currently in the health workforce to ensure their career aspirations can be met?’ Definitions are included, and comparisons are made with other approaches to providing support for workers. Mentoring related activities in a number of New Zealand sectors are described. The report provides a foundation for further work on tools/frameworks that could be developed to implement mentoring for the Maori public health workforce.

See also the Phoenix Research report: Maori Public Health Workforce Development Research: Survey of organisations and individuals (2004)

 Back to top

PH WDP project management

Report

Scope 

Alignment Review (January 2007)

Allison Nichols-Dunsmuir

This report summarises and compares the main points arising from a number of key New Zealand health and disability sector workforce development reports, as they apply to the PH WDP. The main analysis highlights gaps and opportunities for collaboration which were identified when the PH WDP was in draft form.

Future View Report (Draft May 2006)

Karen Holland 

This report signposts key public health workforce development initiatives that could bring the draft PH WDP 10 priority strategies identified in 2005 to fruition over a three- to five year timeframe in a logical and connected way. For each priority project, the key components and influencers are stated, the key interdependencies between each of the 10 projects are identified, and a ballpark budget is suggested.

PH WDP Research Review Report (January 2007)

Allison Nichols-Dunsmuir

This Research Review Report summarises each of the 37 reports considered as part of the development of the PH WDP. It makes the links between the evidence in the reports and the approaches outlined in the PH WDP explicit. Its purposes are to: document the evidence base used to develop the PH WDP; provide a reference tool for those interested in public health workforce development; assist those responsible for implementing the initiatives arising from the PH WDP. 

Report on Feedback from Consultation Meetings and Written Submissions on 'A Proposed Framework for Public Health Workforce Development in New Zealand' (March 2006)

Liz Stewart

This report describes the themes reflected in the written and verbal consultation processes carried out with the public health sector in late 2005, in response to the proposed approaches to public health workforce development. Those areas that are supported by the framework are identified, as well as areas that submitters believed needed greater emphasis.  Overall, the direction was supported.

 Back to top

Wider public health (e.g. primary health care)

Report

Scope 

Primary Care Clinicians Supporting Health Promotion Project: Report on stage one consultation (November 2004)

Doone Winnard

This report presents the results of the consultation phase of a project designed to develop champions for a public health and health promotion perspective among clinicians and senior management in PHOs in the three DHBs in the Auckland region, by organising a series of workshops to promote team learning. The report identified support for the aims of the project, but found that the need to clarify shared working definitions, expectations of PHOs in relation to their roles in public health and health promotion, and its funding was required prior to any training. It includes an analysis of the issues for PHOs and DHBs, and presents recommendations for progressing common understandings and commitment to action using a strengths-based approach.

Strategies to strengthen the health promotion workforce in the PHO environment (June 2006)

Doone Winnard

This report outlines the perspectives of those attending the National Networking Hui for Health Promotion in PHOs held in June 2006. Eight questions were considered, relating to leadership and status of health promotion, community development, reducing inequalities, health promotion competence and training, and cultural competence. Overall,health promoters in the PHO workforce see the need for a consistent, supported career pathway, along with opportunities to enhance
reflective, inequalities-focused leadership in their work at the interface of primary care and public health.

Workforce development for health promotion and population health in primary care: Equipping people to ask the 'right' questions to achieve the population health goals of the Primary Health Care Strategy (March 2006)

Doone Winnard

This report highlights key issues related to how health promotion capacity in PHOs can best work with and support the primary care workforce to achieve the goals of the Primary Health Care Strategy and makes recommendations for action, some of which are needed urgently, to enhance this capacity.

Workforce development to support a population health approach in primary health organisations (PHOs): Final report (December 2003)

Liane Penney, Julie Macdonald, Dr Paul Duignan

This report provides an overview of workforce development issues arising from the implementation of the Primary Health Care Strategy which are related to strengthening a population and health promotion focus in PHOs. It includes a detailed stakeholder plan outlining a recommended process for working with the diverse range of stakeholders. Actions required to address inequalities are identified. The report also identifies key elements that should underpin a PHO’s focus on population health and health promotion, and relevant activities that might be adopted by PHOs. It outlines a process called collaborative ongoing formative evaluation (COFE), recommending it be used to progress the necessary organisational workforce development in PHOs.

 Back to top

Pacific health workforce development

Report

Scope 

Pacific public health workforce needs assessment: Final stage - strategy development (December 2006)

NZIER

This report provides final recommendations to the Public Health Directorate of the Ministry of Health for a Pacific public health workforce needs assessment. The purpose of this study was to identify practical strategies to improve representation of Pacific people in the public health workforce, as well as to assist small providers, strengthen career pathways, and improve professional support of the Pacific public health workforce.

Pacific public health workforce needs assessment: Stage one - desk research (August 2006)

NZIER

This report presents the findings of the first stage of a ‘needs assessment’ study of the Pacific public health workforce. The desk research aims to profile the Pacific public health workforce, identify the key workforce development issues facing the Pacific public health workforce, and potential strategies to address those issues which can then be tested through fono and interviews. The overall study will inform the actions and initiatives implemented to strengthen the Pacific public health workforce, and where appropriate the non-Pacific public health workforce, to improve Pacific public health gain.

See also the Phoenix Research report: Pacific Public Health Workforce Development Research: Survey of organisations and individuals (2004)

 Back to top

Public health workforce issues and contextual information

Report

Scope

Essential Public Health Functions: Carpe diem time for New Zealand? (July 2004)

Helen McCracken

This ‘think piece’ is a vehicle for informing and progressing discussion on the relevance and usefulness of essential public health functions (EPHFs) in the New Zealand context. EPHFs are defined as conditions that permit better public health practice and strengthen the institutional capacity needed to deliver on public health goals (ie. addressing the determinants of health, protecting a population’s health, and treating disease). Five EPHF frameworks are reviewed, including considering their development and how they have been applied in practice. An analysis of how EPHFs may be used to achieve positive public health outcomes is presented, and further reading is included.

Public Health Workforce
Development: Background
Literature Review (July 2004)

Health and Safety Developments, Auckland

This report identifies the context for and issues related to public health workforce development in New Zealand and selected other countries. It summarises approaches taken to public health workforce development, including defining public health work in terms of core functions and essential services, the competencies of the workforce and public health organisations.

Public Health Workforce
Development Research: Survey of organisations
and individuals (2004)

Phoenix Research Ltd

The main report provides the overall findings of three linked surveys of the public health workforce. There are also separate volumes which analyse specific workforces: community health workers, DHB public health unit employees, public health nurses, injury prevention workers and those employees of the Cancer Society who hold public health roles. There are also separate volumes analysing findings for those respondents who identified themselves as
Mäori or Pacific people. Topics include: the profile of public health organisations and their employees; perceptions of public health workforce issues and their importance; experience, recruitment, satisfaction and retention of employees, and initiatives being used to address these; qualifications and training, training needs and barriers; and responsiveness to Mäori and Pacific workforces.

Stocktake – Workforce Development in Public Health Directorate Contracts (2004)

Diane Ryan

This report summarises the content of a range of contracts between the Ministry of Health’s Public Health Directorate and providers (including a workforce development component) during the period 2003/04.

Back to top