Workforce

APS framework for optimal management structures – 10 July 2015

Posted on July 14, 2015. Filed under: Workforce | Tags: , |

APS framework for optimal management structures – 10 July 2015

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Work And Wellbeing In The NHS: Why Staff Health Matters To Patient Care – Royal College of Physicians – 13 March 2015

Posted on March 16, 2015. Filed under: Occupational Hlth Safety, Workforce | Tags: |

Work And Wellbeing In The NHS: Why Staff Health Matters To Patient Care – Royal College of Physicians – 13 March 2015

Media release: Less than two thirds of trusts have a plan in place for NHS staff health and wellbeing – Royal College of Physicians – 13 March 2015

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In-depth review of the anaesthetics and intensive care medicine workforce (CfWI) [UK] – 26 February 2015

Posted on March 5, 2015. Filed under: Anaesthesiology, Intensive Care, Workforce | Tags: , |

In-depth review of the anaesthetics and intensive care medicine workforce (CfWI) [UK] – 26 February 2015

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In-depth review of the acute medical care workforce – Centre for Workforce Intelligence (CfWI) [UK] – 26 February 2015

Posted on March 5, 2015. Filed under: Acute Care, Medicine, Workforce | Tags: , |

In-depth review of the acute medical care workforce – Centre for Workforce Intelligence (CfWI) [UK] – 26 February 2015

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Staff engagement: Six building blocks for harnessing the creativity and enthusiasm of NHS staff – King’s Fund – 19 February 2015

Posted on February 25, 2015. Filed under: Workforce | Tags: , |

Staff engagement: Six building blocks for harnessing the creativity and enthusiasm of NHS staff – King’s Fund – 19 February 2015

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Key to care: report of the Burstow Commission on the future of the home care workforce – LGiU – Local Government Democracy Think Tank – 2 December 2015

Posted on January 22, 2015. Filed under: Aged Care / Geriatrics, Primary Hlth Care, Workforce |

Key to care: report of the Burstow Commission on the future of the home care workforce – LGiU – Local Government Democracy Think Tank – 2 December 2015

Full report

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Shifting Gears in Career: Identifying Drivers of Career Development for Aboriginal and Torres Strait Islander Workers in the Health Sector – Lowitja Institute – 2014Shifting Gears in Career: Identifying Drivers of Career Development for Aboriginal and Torres Strait Islander Workers in the Health Sector – Lowitja Institute – 2014

Posted on January 20, 2015. Filed under: Aboriginal TI Health, Workforce |

Shifting Gears in Career: Identifying Drivers of Career Development for Aboriginal and Torres Strait Islander Workers in the Health Sector – Lowitja Institute – 2014

T. Bretherton 2014
“This paper explores how the Australian health sector might improve opportunities for career development for Aboriginal and Torres Strait Islander workers. It considers the current evidence surrounding career development in the health sector, along with Aboriginal and Torres Strait Islander worker experiences, to develop a usable conceptual framework for change.”

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Securing the future workforce supply: Obstetrics and gynaecology stocktake – Centre for Workforce Intelligence [UK] – January 2015

Posted on January 20, 2015. Filed under: Obstetrics, Workforce | Tags: , |

Securing the future workforce supply: Obstetrics and gynaecology stocktake – Centre for Workforce Intelligence [UK] – January 2015

“The Centre for Workforce Intelligence (CfWI) was commissioned by the Department of Health (DH) and Health Education England (HEE) to conduct a stocktake review of the obstetrics and gynaecology (O&G) workforce in England. The review has a particular focus on fully trained obstetricians and gynaecologists with a certificate of completion of training (CCT holders), typically employed as consultants.

The CfWI has estimated the future level of workforce supply that would be needed to maintain current levels of O&G service on a per-patient basis. It has also considered the number of higher specialty training numbers required to ensure supply is broadly in balance with expected patient demand by the end of the projection period (2028). Additionally, the CfWI has also provided an estimate about the O&G workforce that would be required to deliver a robust consultant-led seven-day service.”

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Securing the future workforce supply: Speech and language therapy stocktake – Centre for Workforce Intelligence [UK] – December 2014

Posted on January 20, 2015. Filed under: Speech Pathology, Workforce | Tags: , |

Securing the future workforce supply: Speech and language therapy stocktake – Centre for Workforce Intelligence [UK] – December 2014

“This speech and language therapy (SLT) stocktake seeks to analyse, where possible, the whole SLT workforce, including the considerable proportion working outside the NHS. The review also considers inter-professional working between SLTs and other clinicians who jointly deliver care. The CfWI was specifically asked to:

identify the key drivers of demand and supply for the SLT workforce
review the available evidence on service delivery, workforce workload and capacity
estimate the level of training commissions that would be needed to ensure workforce supply is broadly in balance with expected demand in 2025.”

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Mapping the core public health workforce – Centre for Workforce Intelligence (CFWI) [UK] – October 2014

Posted on November 13, 2014. Filed under: Public Hlth & Hlth Promotion, Workforce | Tags: , |

Mapping the core public health workforce – Centre for Workforce Intelligence (CFWI) [UK] – October 2014

“The Mapping the core public health workforce report was commissioned by Public Health England (PHE), Health Education England (HEE) and the Department of Health (DH) to provide analysis and intelligence of which staff roles make up the core public health workforce in England.

During the course of this project, the CfWI has defined and provided numbers for 11 staff groups. These are based on staff who typically work between levels 5 and 9 on the Public Health Skills and Knowledge Framework (PHSKF).

Our research has concluded that the number of core public health workers in England is likely to range from around 36,000 to 41,000 people. The size of the range should be viewed as an indicator of the lack of reliable workforce data for several professions or staffing groups outlined in the report.”

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In-depth review of the psychiatrist workforce: Main report – Centre for workforce Intelligence (CFWI) [UK] – November 2014

Posted on November 13, 2014. Filed under: Medicine, Mental Health Psychi Psychol, Workforce | Tags: , |

In-depth review of the psychiatrist workforce: Main report – Centre for workforce Intelligence (CFWI) [UK] – November 2014

“The Centre for Workforce Intelligence (CfWI) was commissioned by the Department of Health (DH) and Health Education England (HEE) to conduct an in-depth review of the psychiatrist workforce in England, with a particular focus on fully trained psychiatrists with a certificate of completion of training (‘CCT holders’)
who typically are employed as consultants.

The review considered demand and supply for CCT holders in the six psychiatry specialties:

general adult psychiatry
psychiatry of old age
child and adolescent psychiatry
forensic psychiatry
psychiatry of learning disability, and
medical psychotherapy.

Please note that a technical report has been published alongside this main report. This provides additional information concerning the wider mental health workforce, psychiatry training, the psychiatrist workforce, and the data and assumptions the CfWI used in its modelling of the psychiatrist workforce.”

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Taking care of innovation: The HRM innovation process in healthcare organizations – Erasmus Universiteit Rotterdam – September 2014

Posted on September 25, 2014. Filed under: Workforce | Tags: |

Taking care of innovation: The HRM innovation process in healthcare organizations – Erasmus Universiteit Rotterdam – September 2014

iSBn: 978-90-5335-883-2

“In this dissertation, research on the innovation process of Human Resource Management (HRM) innovations in Dutch healthcare organizations is reported. Healthcare organizations are being confronted with several challenges that increase the need for innovations in the way work processes are being designed and employees are being managed (Human Resource Management). Therefore, it is important to enhance our understanding of such innovation processes in healthcare. Relatively many studies focus on product innovations in private sector organizations, but research on managerial innovations in healthcare organizations is underdeveloped. In order to understand how characteristics of the healthcare sector affect the HRM innovation process, a new approach is developed that allows researchers to take the context of organizations under study as a starting point to study organizational processes. This approach is called the contextualized process methodology. Using this approach, the focus of this dissertation is on several context specific elements in the HRM innovation process: the role and position of HR professionals, coopetition (simultaneous cooperation and collaboration), multiple institutional logics and institutional pressures. Therefore, this study contributes to the scientific knowledge base in this research area and provides a basis for practical recommendations.”

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Optimizing Scopes of Practice: new models of care for a new health care system – Canadian Academy of Health Sciences – 15 May 2014

Posted on August 26, 2014. Filed under: Educ for Hlth Professions, Workforce |

Optimizing Scopes of Practice: new models of care for a new health care system – Canadian Academy of Health Sciences – 15 May 2014

Conclusion from the report

“Increased flexibility around scopes of practice and models of care is required to meet the changing population health needs and the diversity represented in communities across Canada. To determine optimal scopes of practice, clearly defined roles and tasks are best delineated at the local practice level relative to community needs and resources. Enabling greater flexibility requires an approach that takes into consideration changes over the course of a health professional’s career, including skills development, certification processes, skills mix, and professional interests. For such changes to be adopted and scaled up over time, there needs to be both a systematic, evidence-based approach to furthering individual- and team-level accountability and a new balance between regulated individual practice and the accreditation of collaborative care arrangements. This is best afforded through the alignment of education, regulation, and funding models to optimize health professional scopes of practice. It is this collaborative practice model that must have the flexibility to best utilize the scopes of practice of team members within an accountable and regulated environment in the context of patient, community, and population health care needs.

In summary, the proposed recommendations provide a blueprint for action to align optimal scopes of practice with innovative models of care through educational, legal, regulatory, economic, and evaluative structures. Consideration and adoption of the recommendations will require time and cooperation from all stakeholders. The ultimate goal is for the transformation of scopes of practice and models of care to enable the future health care system to best meet the needs of Canadians.”

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Horizon 2035: Progress Update. Health and care workforce futures. Progress update – Centre for Workforce Intelligence (CfWI) – July 2014

Posted on July 23, 2014. Filed under: Workforce | Tags: , |

Horizon 2035: Progress Update. Health and care workforce futures. Progress update – Centre for Workforce Intelligence (CfWI) – July 2014

“This report looks at the three main areas of work so far. The first – defining the health and care system – considers the context of the workforce sectors; their size, structure and how they can be understood together.

The second – generating scenarios – identifies the crucial forces shaping the current and future workforce system in order to generate consistent future scenarios.

The final area of work – modelling demand and supply – quantifies the current demand and supply of the health, social care and public health workforce and then considers thequantitative implications of the scenarios.”

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Improving NHS Care by Engaging Staff and Devolving Decision-Making: Report of the Review of Staff Engagement and Empowerment in the NHS – The King’s Fund – 15 July 2014

Posted on July 22, 2014. Filed under: Health Mgmt Policy Planning, Health Policy, Workforce | Tags: |

Improving NHS Care by Engaging Staff and Devolving Decision-Making: Report of the Review of Staff Engagement and Empowerment in the NHS – The King’s Fund – 15 July 2014

Enable more NHS organisations to become mutuals and devolve decision-making, says independent review – The King’s Fund – 15 July 2014

“An independent review for the government has concluded that more NHS organisations should be encouraged to become public service mutuals.

The review, led by Chris Ham, Chief Executive of The King’s Fund, found compelling evidence that NHS organisations with high levels of staff engagement – where staff are strongly committed to their work and involved in decision-making – deliver better quality care. Organisations with high levels of staff engagement report:

lower mortality rates
better patient experience
lower rates of sickness absence and staff turnover.

Organisations with low levels of staff engagement are more likely to provide poor-quality care – the failures in care at Mid Staffordshire NHS Foundation Trust are one high-profile example of this.

While staff engagement levels have increased across the NHS in recent years, the review found significant variations between organisations. It calls on all NHS organisations to make staff engagement a key priority in order to improve care at a time of unprecedented financial and service pressures.

The review found emerging evidence that, by giving employees a stronger stake in their organisation, public service mutuals deliver higher levels of staff engagement. This was reinforced by testimony from leaders and staff working for mutual organisations that they feel a strong sense of ownership and empowerment, leading to better organisational performance.”

… continues on the site

 

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Safe staffing for nursing in adult inpatient wards in acute hospitals – NICE Guidance SG1 – July 2014

Posted on July 22, 2014. Filed under: Nursing, Workforce | Tags: |

Safe staffing for nursing in adult inpatient wards in acute hospitals – NICE Guidance SG1 – July 2014

NICE unveils safe staffing plans for nursing care in wards – 15 July 2014

Safe staffing for nursing in adult inpatient wards in acute hospitals overview – Pathways

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The Principles of Workforce Integration – Skills for Care – 17 July 2014

Posted on July 22, 2014. Filed under: Workforce | Tags: , , , |

The Principles of Workforce Integration – Skills for Care – 17 July 2014

CfWI contributes to newly launched principles of workforce integration – CfWI Centre for Workforce Intelligence – 17 July 2014

“Skills for Care have launched new ‘Principles of Workforce Integration’ at the Local Government Association conference, designed to help care professionals to work together to meet people’s care and support needs.

Underpinning the six core principles is the idea that people who have care and support needs want care provided in straightforward ways that makes sense to them, reflecting their lives, needs and wishes.

The principles have been developed to support practitioners, managers and organisations to think about what integration means for their organisation and how effective workforce development can drive its implementation.”

… continues on the site

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Radiation Oncology National Linear Accelerator and Workforce Plan – NZ Ministry of Health – 20 June 2014

Posted on June 25, 2014. Filed under: Oncology, Radiology, Workforce |

Radiation Oncology National Linear Accelerator and Workforce Plan – NZ Ministry of Health – 20 June 2014

“This Radiation Oncology National Linear Accelerator and Workforce Plan (‘the Plan’) is intended to inform a nationally coordinated approach to radiation oncology service and capacity development, within the context of the National Cancer Programme.

The Plan focuses in particular on projected demand growth for radiation therapy, its implications for linear accelerator (‘linac’) and workforce capacity, and associated cost impacts. It also considers issues arising from this capacity modelling, including:

variation in access to radiation therapy
radiation therapy intervention rates
development of national benchmarking and standards to support performance and quality improvement
evaluation and uptake of new techniques and models of care
fostering national collaboration.

It builds on initial capacity planning of radiation therapy services published in 2012 by the regional cancer networks, and provides national guidance and a tool (the ‘National Linear Accelerator and Workforce Capacity Model’) to support further development of local and regional service and capacity planning by DHBs. In addition, the Plan will inform national decision-making by the Ministry and other central agencies on radiation oncology services over the next 5–10 years.

The aims of national planning for radiation oncology services are to support:”

… continues on the site

 

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Tackling health inequalities – the case for investment in the wider public health workforce – Royal Society for Public Health – June 2014

Posted on June 25, 2014. Filed under: Public Hlth & Hlth Promotion, Workforce |

Tackling health inequalities – the case for investment in the wider public health workforce – Royal Society for Public Health – June 2014

“A new report (Tackling health inequalities: the case for investment in the wider public health workforce) published today by RSPH is calling for greater investment and better understanding of the impact of the “wider public health workforce” – people who are not professionally qualified public health practitioners, but have the ability or opportunity to positively impact public health in their community.

The report argues that this “wider workforce” could be instrumental in reducing the burden of health inequalities – the financial cost of which was last estimated at close to £60bn.

Examining five key aspects of the wider public health workforce, including: health trainers, health champions, “Making Every Contact Count”, non-health professionals and healthy settings, the report has found significant evidence that this workforce is having an impact, although further research and increased investment is required. ”

… continues on the site

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Clinical education: the role and contribution of universities – a scoping study 2014 – University of Sydney – 30 May 2014

Posted on June 19, 2014. Filed under: Educ for Hlth Professions, Workforce |

Clinical education: the role and contribution of universities – a scoping study 2014 – University of Sydney – 30 May 2014

full text: Buchanan, J., Jenkins, S and Scott, L. (2014) Student Clinical Education in Australia: A University of Sydney Scoping Study, The University of Sydney, Sydney

Extract from the executive summary

“Clinical placements have become a matter of growing interest and challenge for those concerned with the development of future health professionals and with sustaining a high quality health system. While there is much material on ‘the clinical placement problem’ in general there is comparatively little information on the detail of what clinical placements are actually like. There is scarcely any analysis of the similarities and differences across the entire range of health disciplines. This report begins the process of generating new knowledge on this matter. It makes no pretensions to being in any way definitive. On the contrary it is a scoping study based on a summary of, and initial reflections concerning, the management of clinical placements at The University of Sydney (hereafter ‘the University’). The report’s insights are not just of relevance to this institution however, as the experiences reported within are likely to be similar to those of other universities educating future health professionals. This report explores the context, structures, operations and characteristics of placements in the health and clinical sciences offered by the University. The disciplines covered include (in alphabetical order): dentistry, exercise physiology, medicine, nursing and midwifery, nutrition and dietetics, occupational therapy, pharmacy, physiotherapy, psychology, radiation science, rehabilitation counselling, social work, and speech pathology.”

 

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Health workforce is a critical policy area – so what will be the impact of axing Health Workforce Australia? – Croakey – 15 June 2014

Posted on June 16, 2014. Filed under: Workforce |

Health workforce is a critical policy area – so what will be the impact of axing Health Workforce Australia? – Croakey – 15 June 2014

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Standards for Employers of Social Workers in England – revised – LGA – 20 May 2014

Posted on May 22, 2014. Filed under: Social Work, Workforce | Tags: , |

Standards for Employers of Social Workers in England – revised – LGA – 20 May 2014

Notification of publication from the Centre for Workforce Intelligence

“The Standards for Employers of Social Workers in England have been re-developed to give social work employers and those working in social work access to a pool of professional resources and information that incorporates the essentials of what supports good social work practice.

They aim to benefit every social worker employed by a local authority, health or voluntary sector organisation by clearly identifying the development opportunities, resources and accountability arrangements that employers should have in place to ensure they are providing the right level of support to social workers for their everyday work and continuing professional development.

The Standards, published on May 20, bring together an updated set of core values that are shared across local authorities, health and social care partners, ensuring that social workers can expect the same levels of support across all social worker roles in all organisations. They are aimed at enabling social workers to do their jobs more effectively and supporting them in today’s changing landscape of social services.

There are eight individual employer standards that cover all levels of employees from managers to student social workers. These fall into three over-arching areas of focus that social workers should expect:”

… continues on the site

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Creating a mentally healthy workplace: Return on investment analysis – pwc, Beyond Blue – 20 March 2014

Posted on May 21, 2014. Filed under: Mental Health Psychi Psychol, Workforce | Tags: , |

Creating a mentally healthy workplace: Return on investment analysis – pwc, Beyond Blue – 20 March 2014

“This report outlines the technical background to the return on investment (ROI) analysis for creating a mentally healthy workplace. The aim of this analysis is to estimate the ROI for employers investing in a mentally healthy workplace.”

 

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Health professional mobility in a changing Europe. New dynamics, mobile individuals and diverse responses – European Observatory on Health Systems and Policies – May 2014

Posted on May 9, 2014. Filed under: Health Professions, Workforce |

Health professional mobility in a changing Europe. New dynamics, mobile individuals and diverse responses – European Observatory on Health Systems and Policies – May 2014

Details

ISBN 978 92 890 5025 8

“Health professional mobility in Europe has become a fast-moving target for policy-makers. It is evolving rapidly in direction and magnitude as a consequence of fundamental change caused by European Union (EU) enlargement and the financial and economic crisis.

Health professional mobility changes the numbers of health professionals in countries and the skill-mix of the workforce, with consequences for health-system performance. Countries must factor in mobility if they are forecasting and planning their workforce requirements. To this end they need clarity on mobility trends and the mobile workforce, and effective interventions for retaining domestic and integrating foreign-trained health workers. Health professional mobility remains an unfinished agenda in Europe, at a time when the repercussions of the financial crisis continue to have an impact on the European health workforce and its patterns of mobility.

This book sheds new light on health professional mobility in this changing Europe. It is the second volume of the PROMeTHEUS project, following the previously published country case study volume. The 14 thematic chapters in this book are grouped in three parts:

the changing dynamics of health professional mobility
the mobile individual
policy responses in a changing Europe.

The book goes well beyond situation analysis as it presents practical tools such as a yardstick for registry methodology, a typology of mobile individuals, qualitative tools for studying the motivation of the workforce and a set of concrete policy responses at EU, national and organizational level including bilateral agreements, codes and workplace responses.”

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Leadership – easier said than done – CIPD – May 2014

Posted on May 9, 2014. Filed under: Workforce | Tags: |

Leadership – easier said than done – CIPD – May 2014

“Our previous research has suggested that organisations’ efforts to improve leadership might be misplaced, if efforts are focusing only on training the capability of individual leaders. This new report explores the capacity of individuals at all levels of an organisation to buy into and lead on the organisational agenda, highlighting how misaligned organisational structures and processes can get in the way of leadership.”

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Meeting the Challenge – Employee Engagement and the future of the NHS – ipa – April 2014

Posted on May 9, 2014. Filed under: Workforce | Tags: |

Meeting the Challenge – Employee Engagement and the future of the NHS – ipa – April 2014

“Employee engagement is vital to high quality care in the NHS. Evidence shows it is linked to both patient satisfaction and quality of care. Here, Joe Dromey, Head of Policy and Research at the IPA highlights the findings of a major new piece of research on engagement in the NHS. He argues that by better engaging with employees, the NHS will be more able to face the significant challenges of the next few years.”

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Horizon 2035: International responses to big picture challenges: a review of changing global models of care and the workforce of the future – Centre for Workforce Intelligence CFWI – May 2014

Posted on May 8, 2014. Filed under: Health Mgmt Policy Planning, Workforce | Tags: , , |

Horizon 2035: International responses to big picture challenges: a review of changing global models of care and the workforce of the future – Centre for Workforce Intelligence CFWI – May 2014

“The question we are addressing in this paper is: are there examples of models of care in other countries that are similar to the big picture challenges facing the health and care workforce in England, and therefore should be considered in plausible scenarios for Horizon 2035?

The report aims to provide short, digestible analysis of international examples which are clearly related to developments in health and care policy in England. It identifies various developments concerning six countries: Australia, Germany, Japan, Netherlands, Sweden and the USA – and relates these developments to the Big Picture Challenges identified by the CfWI Horizon Scanning team last year (http://www.cfwi.org.uk/our-work/horizon-scanning-big-picture-challenges) with suggestions on what the workforce implications of these are.”

 

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Study: Experimental measures of output and productivity in the Canadian hospital sector, 2002 to 2010 – Statistics Canada – 23 April 2014

Posted on May 5, 2014. Filed under: Health Economics, Workforce | Tags: , |

Study: Experimental measures of output and productivity in the Canadian hospital sector, 2002 to 2010 – Statistics Canada – 23 April 2014

“Using new experimental measures of economic output for hospitals, the research paper “Experimental Measures of Output and Productivity in the Canadian Hospital Sector” provides estimates of labour productivity in Canada’s hospital sector.

Labour productivity is a measure of economic output per unit of labour input. The labour input is measured by the total hours worked of doctors, nurses and administrative staff. However, up until now, little was known about the sector’s productivity because of the way economic output was measured.

In the past, the volume of output was measured by the volume of inputs, such as labour costs for doctors, nurses and administrative staff, as well as capital input. This did not allow for a measure of productivity performance for the sector.

This study produced an experimental direct output measure by using the number of inpatient and outpatient cases by type for the Canadian hospital sector to estimate a measure of the sector’s productivity.

The output measure is based on the notion that the output in hospitals represents the treatment of a disease or condition. As treatments of different diseases and conditions involve different types of services, weights based on unit costs of treatments for each type of inpatient and outpatient case are applied to establish the direct output measure.

The study estimates that labour productivity in the hospital sector increased 2.6% per year on average over the 2002-to-2010 period. This represents annual growth of 4.3% for output and 1.7% for hours worked in the sector.

The labour productivity growth in hospitals was greater than the annual growth of 0.7% for the business sector over the same period.”

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Public health consultant and specialist staff survey 2013 – Centre for Workforce Intelligence [UK] – 2 May 2014

Posted on May 5, 2014. Filed under: Public Hlth & Hlth Promotion, Workforce |

Public health consultant and specialist staff survey 2013 – Centre for Workforce Intelligence [UK] – 2 May 2014

“This survey provides a snapshot of current career intentions and issues affecting recruitment and retention within the public health specialist workforce since the changes to the public health system introduced on 1 April 2013 which resulted in responsibility for public health transferring from the NHS to local authorities.

The survey was conducted online in November and December 2013 with just over half of the target population participating.It revealed the following key findings:

Job satisfaction – public health consultants and specialists rated their job satisfaction as 6 out of 10 on average. Many appreciated the variety of their work and the potential to make an impact, with 52 per cent giving a job satisfaction rating of 7 out of 10 or higher.

Career intentions – just over half of respondents expected to remain in their current post for the next one to two years, and just over 20 per cent over the next three to five years.

Changing roles and responsibilities – over 70 per cent of respondents anticipated changes to their roles and responsibilities over the next one to two years, with changes to organisational boundaries, policy and procedures most commonly cited as expected changes.

Career support – over half of respondents rated the support provided by their employer as 6 out of 10 or higher, suggesting that overall career support was moderately good while a sizeable minority rated the level of support from their employer as 3 out of 10 or lower.

Education and training – the most popular suggestions to encourage new applicants to the profession were clearly defined career pathways, a clear vision for public health, and favourable terms and conditions.

Career recommendation – encouragingly, 48 per cent said they would recommend a career in public health, compared to only 22 per cent of respondents who would not.”

Media release

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Workforce planning guidance 2014/15 – NHS Health Education England – 16 April 2014

Posted on April 22, 2014. Filed under: Educ for Hlth Professions, Workforce | Tags: , |

Workforce planning guidance 2014/15 – NHS Health Education England – 16 April 2014

Extract from the Foreword:

“The £5bn Health Education England (HEE) invests annually on behalf of taxpayers funds the training and development of the health care workforce in England. The NHS employs 1.4m staff in over 300 different professions across more than 1,000 different organisations who meet the needs of 1m patients every 36 hours.

This is a complex business with labour markets cutting across health, social and independent sectors and operating at all levels from local to international. The National Health Service needs a workforce plan that delivers locally and for the sum of the parts. HEE is the single accountable national body which leads and co-ordinates investment in the development of the health and public health workforce. Local Education and Training Boards (LETBs) are the regional presence of HEE, charged with ensuring that local commissioners and employers, informed by the needs of patients, are at the forefront of the planning and forecasting process.

Our guidance this year is structured as follows:
.Section 2 establishes the importance of planning the workforce based on current and future patient need, and outlines the high level process for developing plans this year;
.Section 3 describes in more detail the roles of HEE and our partners in the workforce planning process;
.Section 4 sets out the timetable for delivery of components of the planning process;
.Appendix A elaborates on the context and on systemic improvements that are in train to improve the planning process.”

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The CfWI unveils first six technical papers defining the robust workforce planning framework – Centre for Workforce Intelligence [UK] – 17 April 2014

Posted on April 22, 2014. Filed under: Workforce |

The CfWI unveils first six technical papers defining the robust workforce planning framework – Centre for Workforce Intelligence [UK] – 17 April 2014

“The CfWI Research & Development (R&D) team has today published six techical papers, commissioned by the Department of Health, which have been published in a bid to ensure the quality and consistency of outputs and to establish an R&D capability in the CfWI.

The papers are the first in a series of research-format and peer-reviewed papers on areas of technical interest in workforce modelling and analysis. Six of these technical papers have now been published and made available on the CfWI website in the publications section and a new R&D-dedicated area.

A list of the six technical papers published today and a brief overview of the content is detailed below:

Robust workforce planning (RWP): an introduction – introduces the CfWI’s RWP framework and explains the key steps in the process.
RWP: examples and best practice – describes key learning points in applying the above framework across a number of projects.
RWP: medical model technical description – describes how the RWP model was used by the government in 2011 to quantify whether the current levels of medical and dental student intakes were in line with predicted future workforce requirements and make recommendations for future intakes.
Literature review guidelines – guidance to support CfWI analysts delivering research and workforce intelligence in the field of health and social care. It is a brief synthesis on how to conduct a literature review.
Horizon scanning: analysis of forces and factors – addresses improvements to the horizon scanning stage of the CfWI RWP framework around the use of systems thinking to understand the system under investigation
Developing robust system dynamics-based workforce models: a best practice guide – describes a process for the development of system-dynamics-based workforce models and brings together best practices for each stage of the model development process from the literature and from practical experience of developing system dynamics models.

More information on each of the technical papers can be found at http://www.cfwi.org.uk/our-work/research-development/cfwi-technical-paper-series.

Further technical papers will be published at a later stage; these technical papers will include an update to the RWP framework and policy analysis.”

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Running on Empty – NHS staff stretched to the limit – Unison – 14 April 2014

Posted on April 15, 2014. Filed under: Nursing, Workforce | Tags: |

Running on Empty – NHS staff stretched to the limit – Unison – 14 April 2014

News release: NHS nurses reaching danger point – Unison – 14 April 2014

“A new survey of almost 3,000 nurses from across the UK reveals a health service under severe strain, with 65% of staff saying that they did not have enough time with patients and 55% reporting that as a result care was left undone. This is despite the fact that 50% worked through their breaks or beyond their shift.

The survey – undertaken on Tuesday 4 March – shows a typical ‘day in the life’ of the NHS. The majority (60%) felt that the number of staff working on the day resulted in a lower standard of care and more shocking still were statistics showing that 45% of nurses were caring for 8 or more patients.”

… continues on the site

 

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Unlocking skills in hospitals: better jobs, more care – Grattan Institute – 13 April 2014

Posted on April 14, 2014. Filed under: Medicine, Nursing, Occupational Therapy, Physiotherapy, Workforce | Tags: |

Unlocking skills in hospitals: better jobs, more care – Grattan Institute – 13 April 2014

Stephen Duckett and Peter Breadon

“Enabling less highly-trained hospital workers to play a bigger role could improve jobs for doctors and nurses, save public hospitals nearly $430 million a year and fund treatment for more than 85,000 extra people.

Doctors, nurses and allied health professionals such as physiotherapists and occupational therapists are all squandering their valuable skills on work that other people could do.

It doesn’t take 15 years of training to provide light sedation for a stable patient having a simple procedure, or a three-year degree to help someone bathe or eat – but that is the situation in Australian hospitals today. This mismatch of skills and jobs is putting heavy pressure on hospitals when there are already long waiting lists for many treatments and demand is growing fast.

The report suggests three ways – among many – that hospitals can get a better match between workers and their work. Nursing assistants could free up nurses’ time by providing basic care to patients. Specialist nurses could free up doctors’ time by doing common, low-risk procedures now done by doctors. More assistants could be employed to support physiotherapists and occupational therapists.”

… continues on the site

 

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COAG Standing Council on Health – 11 April 2014

Posted on April 14, 2014. Filed under: Health Informatics, Infectious Diseases, Research, Workforce |

COAG Standing Council on Health – 11 April 2014

Items discussed included:

Australian Health Management Plan for Pandemic Influenza

20th International AIDS Conference – Melbourne from 20 to 25 July 2014

Privately Practicing Midwives

Organ Donation targets

Integrated care

Multi-jurisdiction clinical trials

Medical Intern Training

Childhood Immunisation and Family Assistance Payments

Hospital Capacity Recording in Contemporary Healthcare

A National Framework for Communicable Disease Control

eHealth Implementation

National Blood Supply

Review of the National Registration and Accreditation Scheme (NRAS) for Health Practitioners

National Health Practitioner Ombudsman and Privacy Commissioner

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First major survey of pharmacists and pharmacy technicians reveals picture of pharmacy today – 3 April 2014

Posted on April 9, 2014. Filed under: Educ for Hlth Professions, Pharmacy, Workforce |

First major survey of pharmacists and pharmacy technicians reveals picture of pharmacy today – 3 April 2014

“The General Pharmaceutical Council (GPhC) has published the findings of its first major survey about the day-to-day roles and responsibilities of pharmacists and pharmacy technicians.

The findings will be used by the GPhC to inform its ongoing work to improve the way pharmacy professionals and services are regulated. This includes developing new approaches to assuring the continuing fitness to practise of registrants and the quality of education and training.

The full results of the Registrant Survey 2013 are also being made publicly available to help others, including those working in public health policy and workforce planning, to develop a greater understanding of pharmacy practice today.

Over twenty nine thousand registered pharmacy professionals responded to the survey; 15,553 pharmacists and 13,515 pharmacy technicians. This is the first survey of its kind of pharmacy technicians and it provides important insights into areas including employment, responsibilities and appraisals.

Roles and responsibilities:

Ninety per cent of pharmacist and 91% of pharmacy technicians reported being in patient-facing roles:

• When asked about their main responsibilities, pharmacists most frequently mentioned providing advice and information to patients and carers (70%), supplying medicines and medical devices (63%) and providing advice and information to health professionals (35%)

• Pharmacy technicians most frequently mentioned supplying medicines and medical devices (71%), providing advice and information to patients and carers (55%) and routine tasks to manage pharmacy environment (49%).

Appraisals:

The majority of pharmacists (60%) and pharmacy technicians (72%) reported having an appraisal in the last 12 months. The survey found high levels of appraisal in hospitals (80% of pharmacists and 81% of pharmacy technicians) and large multiple pharmacies (69% of pharmacists and 75% of pharmacy technicians) in particular. There were much lower levels of appraisal in community pharmacies with four or fewer stores (17% of pharmacists and 45% of pharmacy technicians).

• 70% of pharmacists and 90% of pharmacy technicians said their appraisal was carried out by another professional

• When appraisals in community pharmacies with four or fewer stores occurred these were more likely to be carried out by another professional (80%) than appraisals in large multiple settings (52%).

The information gathered by the survey gives a useful insight into appraisals as the GPhC begins work to develop the framework for continuing professional development. The GPhC also plans to carry out further work with employers, professional bodies and others to gain a more detailed understanding of how pharmacy professionals are assessed in the workplace.”

… continues on the site

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Raising Concerns at Work: Whistleblowing Guidance for Workers and Employers in Health and Social Care – April 2014

Posted on April 8, 2014. Filed under: Workforce | Tags: |

Raising Concerns at Work: Whistleblowing Guidance for Workers and Employers in Health and Social Care – April 2014

“The Whistleblowing Helpline’s new publication, “Raising Concerns at Work: Whistleblowing Guidance for Workers and Employers in Health and Social Care” is now available to download. Key sections in the Guidance include:

The importance of whistleblowing as an early warning system of problems, which research shows is often ignored
An outline of the legislation – the Public Interest Disclosure Act 1998
A flowchart of the whistleblowing process (on page 14)
Top tips for workers who wish to raise concerns, and sources of advice and support for them
Top tips for operational managers to respond positively when staff raise concerns
At corporate level, the Guidance sets national standards for whistleblowing policies for employers, together with a summary of their responsibilities
Case studies of good practice, Frequently Asked Questions, and further information and links.

You can download the entire document here or request a hard copy of the document through our Contact Us page.

The Guidance has special sections aimed at workers and managers, and you can download those here:

Top Tips for Workers
Top Tips for Managers
Employer Guidance
Frequently Asked Questions
Flowchart of Whistleblowing Process”

News release

“Raising concerns about poor practice, as part of people’s day-to day work, should be the norm. That’s the message in new guidance that’s been launched this week, providing support for health and social care staff and managers over whistleblowing.

There are a number of key recommendations, to help make whistleblowing an important part of improving the quality of service user support and patient safety. From an employer’s viewpoint, whistleblowing can be an opportunity to stop poor practice at an early stage, before it becomes normalised. For the worker, the freedom to raise concerns without fear means that they can go ahead and ‘do the right thing’.”

… continues on the site

 

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The implementation of the Working Time Directive, and its impact on the NHS and health professionals: report of the Independent Working Time Regulations Taskforce to the Dept of Health – March 2014

Posted on April 8, 2014. Filed under: Educ for Hlth Professions, Medicine, Workforce | Tags: , |

The implementation of the Working Time Directive, and its impact on the NHS and health professionals: report of the Independent Working Time Regulations Taskforce to the Dept of Health – March 2014

“The taskforce was asked by the Secretary of State to review the impact and implementation of the European Working Time Directive, and two questions were uppermost in our mind.

1. What impact had the UK working time regulations (WTR) and court judgments associated with the WTD had on the training of doctors in the UK, and by extension on the delivery of high quality patient care?
2. If significant problems were identified, could solutions be recommended that would allow different specialties in medicine the flexibility to provide streamlined and appropriate treatment for patients, and in a manner which was practical for the NHS? ”

… continues on the site

Media release: Taskforce report on the impact of the European Working Time Directive – Royal College of Surgeons – 3 April 2014

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Making a whistleblowing policy work – National Audit Office – March 2014

Posted on March 21, 2014. Filed under: Workforce | Tags: , |

Making a whistleblowing policy work – National Audit Office – March 2014

“The National Audit Office has today published its second report on whistleblowing. The NAO’s first report reviewed whistleblowing policies from 39 bodies, including its own, against good practice.”

ISBN: 9781904219101

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Evaluation of the information technology professionals in health care (“workforce”) program – summative report – March 2014

Posted on March 19, 2014. Filed under: Educ for Hlth Professions, Health Informatics, Workforce |

Evaluation of the information technology professionals in health care (“workforce”) program – summative report – March 2014

Presented to: Office of the National Coordinator for Health IT, Department of Health and Human Services, by University of Chicago

Extract from the executive summary:

“To help address the increasing and evolving demands of the current health care and policy environments, the Office of the National Coordinator for Health Information Technology (ONC) developed the Information Technology (IT) Professionals in Health Care Program (referred to as the “Workforce Program”). The Workforce Program was authorized under Section 3016 of the Public Health Service Act (PHSA), as added by Title XIII in Division A of the American Recovery and Reinvestment Act (ARRA) of 2009. The program’s primary goal is to rapidly and sustainably train a new workforce of health IT professionals to help providers implement and optimize electronic health records (EHRs) to improve health care quality, safety, and cost-efficiency.”

 

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Emergency admissions to hospital – House of Commons [UK] Committee of Public Accounts – 24 February 2014

Posted on March 5, 2014. Filed under: Emergency Medicine, Workforce |

Emergency admissions to hospital – House of Commons [UK] Committee of Public Accounts – 24 February 2014

No clear strategy for tackling lack of specialist A&E consultants – Parliament Commons Select Committee – 4 March 2014

“The Rt Hon Margaret Hodge MP, Chair of the Committee of Public Accounts, today said:

“Any attempt to improve emergency admissions services in the NHS is being completely stymied by the chronic shortage of specialist A&E consultants.

Nearly one fifth of consultant posts in emergency departments were either vacant or filled by locums in 2012.

There are also major problems in training enough doctors in emergency medicine. In 2012, only 18.5% of first year of higher training posts were filled.

What we found amazing is that neither the Department nor NHS England has a clear strategy to tackle the shortage of A&E consultants.

With many hospitals struggling to fill vacant posts for A&E consultants, there is too much reliance on temporary staff to fill gaps. This is expensive and just does not offer the same quality of service.”

… continues on the site

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Capacity development in health systems and policy research: a survey of the Canadian context – Health Research Policy and Systems 7 February 2014

Posted on February 18, 2014. Filed under: Health Policy, Health Systems Improvement, Research, Workforce |

Capacity development in health systems and policy research: a survey of the Canadian context – Health Research Policy and Systems 7 February 2014

Health Research Policy and Systems 2014, 12:9 doi:10.1186/1478-4505-12-9

“Background
Over the past decade, substantial global investment has been made to support health systems and policy research (HSPR), with considerable resources allocated to training. In Canada, signs point to a larger and more highly skilled HSPR workforce, but little is known about whether growth in HSPR human resource capacity is aligned with investments in other research infrastructure, or what happens to HSPR graduates following training.

Methods
We collected data from the Canadian Institutes of Health Research, Canada’s national health research funding agency, and the Canadian Association for Health Services and Policy Research on recent graduates in the HSPR workforce. We also surveyed 45 Canadian HSPR training programs to determine what information they collect on the career experiences of graduates.

Results
No university programs are currently engaged in systematic follow-up. Collaborative training programs funded by the national health research funding agency report performing short-term mandated tracking activities, but whether and how data are used is unclear. No programs collected information about whether graduates were using skills obtained in training, though information collected by the national funding agency suggests a minority (<30%) of doctoral-level trainees moving on to academic careers.

Conclusions
Significant investments have been made to increase HSPR capacity in Canada and around the world but no systematic attempts to evaluate the impact of these investments have been made. As a research community, we have the expertise and responsibility to evaluate our health research human resources and should strive to build a stronger knowledge base to inform future investment in HSPR research capacity.”

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The delivery of 21st century services – The implications for the evolution of the healthcare science workforce – NHS Health Education England – 7 February 2014

Posted on February 11, 2014. Filed under: Pathology, Workforce |

The delivery of 21st century services – The implications for the evolution of the healthcare science workforce – NHS Health Education England – 7 February 2014

“The way services are delivered is changing driven by new technology, the drive to relocate service into primary care and the community and broader range of providers. This will all have major implications for how the healthcare science workforce evolves over the next 20 years and how it will look by 2030. Scientists need to be proactive in driving change and the changes described in this report will bring exciting opportunities to enrich their careers and working lives.

The need to constantly improve the quality of patient care within the context of a challenging economic environment is the central theme of this report. It explores the implications for the scientific workforce from the perspective of a patient centred workforce.”

 

 

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Management of HIV infected healthcare workers performing exposure prone procedures – updated guidance – Public Health England – 30 January 2014

Posted on February 3, 2014. Filed under: Infectious Diseases, Workforce |

Management of HIV infected healthcare workers performing exposure prone procedures – updated guidance – Public Health England – 30 January 2014

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Medical workforce 2012 – Australian Institute of Health and Welfare – 24 January 2014

Posted on January 24, 2014. Filed under: Medicine, Workforce | Tags: |

Medical workforce 2012 – Australian Institute of Health and Welfare – 24 January 2014

“The supply of employed medical practitioners in Australia increased from 323.2 to 355.6 full-time equivalent practitioners per 100,000 population between 2008 and 2012, which reflected a 16.4% rise in employed practitioner numbers. Women made up 37.9% of practitioners in 2012 compared with 34.9% in 2008.”

ISSN 1446 9820; ISBN 978-1-74249-536-1; Cat. no. HWL 54; 93pp.

Media release: Australia’s medical workforce continues to grow

 

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NHS Safe Staffing: Not just a number – Policy Analysis Centre – 21 January 2014

Posted on January 22, 2014. Filed under: Health Informatics, Workforce | Tags: , |

NHS Safe Staffing: Not just a number – Policy Analysis Centre – 21 January 2014

Tony Hockley & Sean Boyle

“Our analysis highlights the risks to patient care when hospital ward staffing falls short of the roster. Despite developments in electronic rostering hospitals have resisted using automated systems to track their staff. Recent unannounced hospital inspections have found serious staff shortfalls against rosters. This worrying feature of NHS care sometimes reveals itself in payroll overspends that find their way into the public domain. Staffing accounts for the bulk of NHS costs, so that minor failures have significant financial implications. In this report we highlight the potential benefits of implementing robust systems to track the deployment of hospital staff in real time, to patients, to the workforce, and to hospital management.”

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Psychological wellbeing and work: improving service provision and outcomes [UK] – Department for Work & Pensions, Department of Health – 20 January 2014

Posted on January 21, 2014. Filed under: Mental Health Psychi Psychol, Workforce |

Psychological wellbeing and work: improving service provision and outcomes [UK] – Department for Work & Pensions, Department of Health – 20 January 2014

Psychological Wellbeing and Work: Improving Service Provision and Outcomes / Christian van Stolk, Joanna Hofman, Marco Hafner,Barbara Janta, RAND Europe

“Detail

This report by RAND Europe explores proposals to improve employment and health outcomes for people with common mental health problems. It was commissioned by the Department for Work and Pensions and the Department of Health through the Cabinet Office’s Contestable Policy Fund.

The report makes a number of recommendations. These include:

using evidence-based models to provide services that combine employment and mental health support
increasing integration between existing treatment and employment services to improve outcomes in both areas
applying evidence-based models in new ways or a using combination of approaches
providing timely access to coordinated treatment and employment support for a greater number of people with common mental health problems

The government is currently considering propsals in the report to improve support for people with common mental health problems and improve integration between employment and health services. These include:

developing the link between psychological therapies and employment support
enhancing support for those out of work to build resilience
providing access to a range of work and wellbeing assessments online, by telephone and face to face”

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Staff Care: how to engage staff in the NHS and why it matters – Point of Care Foundation – January 2014

Posted on January 16, 2014. Filed under: Workforce | Tags: |

Staff Care: how to engage staff in the NHS and why it matters – Point of Care Foundation – January 2014

Extract from the foreword

“The Point of Care Foundation exists to improve the experiences of patients, so it follows that improving the experiences of healthcare staff is a top priority. Research tells us that it’s the experiences of healthcare staff that shape patients’ experiences of care, for good or ill, not the other way round.”

… continues

Empowered and engaged NHS staff will provide better care – Guardian – 15 January 2014

“A study shows a mismatch between the positive outlook of NHS managers and staff who feel overworked and disempowered”

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Think integration, think workforce: three steps to workforce integration – Centre for Workforce Intelligence – December 2013

Posted on January 16, 2014. Filed under: Workforce | Tags: , , |

Think integration, think workforce: three steps to workforce integration – Centre for Workforce Intelligence – December 2013

“Integration offers important potential benefits including:

better outcomes for people who use services
more efficient use of existing resources
improved access to health, social care and support services.

The paper identifies three steps for workforce leaders to promote integration from a workforce perspective:

Be clear about the local integration agenda, including the various routes to integration
Address the integrated workforce management challenge to ensure the right people with the right skills and behaviour are in place to deliver integrated services around individuals’ needs.
Implement successful workforce change by addressing a range of operational and strategic questions by taking an inclusive approach.”

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Do Workplace Wellness Programs Save Employers Money? – RAND – January 2014

Posted on January 13, 2014. Filed under: Public Hlth & Hlth Promotion, Workforce | Tags: |

Do Workplace Wellness Programs Save Employers Money? – RAND – January 2014

“Examines the return on investment (ROI) that companies realize from workplace wellness programs, focusing on the ROI provided by disease management programs versus lifestyle management programs.”

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Releasing time to care final report – Healthcare Improvement Scotland – 20 December 2013

Posted on January 10, 2014. Filed under: Educ for Hlth Professions, Workforce | Tags: |

Releasing time to care final report – Healthcare Improvement Scotland – 20 December 2013

“Our report marks the conclusion of the formal national support for the Releasing Time to Care programme at the end of October 2013. It highlights the programme’s achievements along with the critical success factors and challenges faced. The latest data on spread of the programme across NHSScotland is presented together with a summary of the sustainability plans in place to make sure that RTC is embedded in the quality improvement infrastructures in NHS boards.”

 

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Life after death: six steps to improve support in bereavement – [UK] National Council for Palliative Care / National Bereavement Alliance – 9 January 2014

Posted on January 10, 2014. Filed under: Palliative Care, Workforce |

Life after death: six steps to improve support in bereavement – [UK] National Council for Palliative Care / National Bereavement Alliance – 9 January 2014

“Bereaved people in Britain are being failed by a lack of support in the workplace, according to a new report by Dying Matters together with our lead charity, the National Council for Palliative Care, and the National Bereavement Alliance

The report, ‘Life after death: six steps to improve support in bereavement’, reveals that a third of people who were bereaved in the last five years while in a job do not feel their employers treated them with compassion.

Despite an uncertain jobs market, the ComRes research also found that more than half of the 4,000 people polled would consider leaving their job if their employer did not provide proper support if someone close to them died.

The research found considerable public backing for bereavement support in the workplace, with more than four in five people agreeing that all employers should have a compassionate employment policy, including paid bereavement leave, flexible working and a range of other support.”

… continues on the site

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Think integration, think workforce: three steps to workforce integration – Centre for Workforce Intelligence – 19 December 2013

Posted on December 20, 2013. Filed under: Workforce | Tags: |

Think integration, think workforce: three steps to workforce integration – Centre for Workforce Intelligence – 19 December 2013

Media release

“Aimed at workforce leaders and senior workforce specialists, the paper identifies a range of workforce implications arising from integrating health and social care and identifies clear steps to support workforce integration.

Think integration, think workforce is based on a review of literature on the subject as well as interviews with sector leaders and workforce specialists, including a recent round table seminar which discussed the early findings.

The paper identifies three steps for workforce leaders to promote integration from a workforce perspective:

Be clear about the local integration agenda, including the various routes to integration.
Address the integrated workforce management challenge to ensure the right people with the right skills and behaviour are in place to deliver integrated services around individuals’ needs.
Implement successful workforce change by addressing a range of operational and strategic questions by taking an inclusive approach.”

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Emergency Medicine: Background to HEE proposals to address workforce shortages – NHS Health Education England – December 2013

Posted on December 19, 2013. Filed under: Emergency Medicine, Workforce | Tags: |

Emergency Medicine: Background to HEE proposals to address workforce shortages – NHS Health Education England – December 2013

“The Health Education England Board has today agreed joint proposals from HEE and The College of Emergency Medicine (CEM) to address workforce shortages in emergency medicine.

The proposals and recommendations are for improvements in the future workforce of emergency departments to ensure that patients receive consistent, high quality, safe and effective care.”

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Investing in people for health and healthcare: workforce plan for England. Proposed Education and Training Commissions for 2014/15

Posted on December 19, 2013. Filed under: Educ for Hlth Professions, Workforce | Tags: |

Investing in people for health and healthcare: workforce plan for England. Proposed Education and Training Commissions for 2014/15 – December 2013

“This, our first ever Workforce Plan for England, sets out clearly the investments we intend to make in education and training programmes to begin in September 2014. It is built upon the needs of frontline employers, who as members of our Local Education Training Boards (LETBs) have shaped the thirteen local plans that form the basis of our plan for England.”

 

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Developing an early warning system for hospital staffing levels – The Health Foundation – December 2013

Posted on December 19, 2013. Filed under: Patient Safety, Workforce | Tags: |

Developing an early warning system for hospital staffing levels – The Health Foundation – December 2013

“The transparent reporting of ward-by-ward staffing levels has been highlighted as a key action in the government’s response to the Francis Inquiry. Here we look at a tool being developed by Imperial College Healthcare NHS Trust which will alert multidisciplinary teams to staffing level risks on patient safety.”

… continues on the site

Minimum nurse staffing levels are only part of the picture – The Health Foundation – December 2013

“Perhaps one of the mostly hotly debated issues before and since the publication of the Francis Inquiry report has been the question of whether there should be nationally set minimum nurse staffing levels.

While the case for the connection between inadequate staffing levels and avoidable harm has been largely made (for instance by the Health Committee, Dr Foster and the Keogh Review), I find interesting that there has been opposition to setting a minimum level from a number of different perspectives.

The policy community have largely argued that, by specifying a minimum, there is a risk that it becomes a ‘ceiling’ rather than a ‘floor’, with the possible unintended consequences of nurse numbers being cut in some places on the assumption that this would be safe.

From a more evidence-based perspective, people have argued that the complexity of care in today’s hospitals means that a single figure would be misleading and, again, could result in inappropriate staffing in the most complex areas of care.

The improvement community have rightly argued that, given many of the current inefficiencies in how we provide care, setting a minimum would risk complacency in seeking opportunities to release time to care through workflow redesign.

That so many different perspectives have challenged the concept of a national minimum staffing level serves to illustrate the complexity of the issue.”

… continues on the site

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Health Human Resources – Office of the Auditor General of Ontario Value for Money Audit – 10 December 2013

Posted on December 13, 2013. Filed under: Medicine, Workforce |

Health Human Resources – Office of the Auditor General of Ontario Value for Money Audit – 10 December 2013

Ontario funded and trained medical specialist graduates leaving province to practise elsewhere, Audit General says – News Release

“Many Ontario-funded and -trained medical specialist graduates leave the province for employment opportunities, at the same time as there are often lengthy waiting lists for the very surgical services they’ve been trained to perform, Auditor General Bonnie Lysyk says in her 2013 Annual Report.

“It costs the province $780,000 on average to train a medical specialist, including up to five years of postgraduate residency training. But about a third of Ontario-funded graduates with surgical specialties—neurosurgeons and cardiac, orthopaedic, paediatric and general surgeons—don’t stay and practise here,” Lysyk said today following release of the Report. In the meantime, waits for some orthopaedic surgeries, for example, are as long as 326 days (forefoot) and 263 days (cervical disc) following a specialist’s assessment. The Ministry of Health and Long-Term Care (Ministry) and the Ministry of Training, Colleges and Universities developed the HealthForceOntario Strategy in 2005/06 to address concerns over shortages of physicians and nurses, and long wait times. The Strategy was created to ensure that Ontario maintains the right number, mix and distribution of qualified health-care providers. Total expenditures for the Strategy in 2012/13 were $738.5 million, and the Ministry has spent $3.5 billion on it over the last six years.

Overall, however, Ontario has not met its goal of having the right number, mix and distribution of health-care professionals to meet its health-care needs, despite the fact there in 2012 there were 18% more physicians than in 2005, and 10% more nurses than in 2006.”

… continues

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Health Information Workforce Report – Health Workforce Australia – October 2013

Posted on December 13, 2013. Filed under: Health Informatics, Workforce | Tags: , |

Health Information Workforce Report – Health Workforce Australia – October 2013

“Executive summary

Health Workforce Australia (HWA) received requests from the National e-health Transition Authority (NeHTA) and the Australian Health Informatics Education Council (AHIEC) to undertake a study of the health information workforce.

Following release of a discussion paper which proposed a methodology for conducting the study, a detailed workforce analysis was carried out. The stated objectives of the study were to:

• Define the health information workforce including its composition.
• Provide an analysis of the workforce.

Human Capital Alliance (HCA) were engaged to carry out the initial study. Following this, HWA built upon HCA’s work and conducted its own stakeholder consultations on the future strategic direction of the health information workforce.”

… continues

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Nursing and midwifery workforce 2012 – AIHW – 29 Nov 2013

Posted on December 6, 2013. Filed under: Nursing, Workforce | Tags: |

Nursing and midwifery workforce 2012 – AIHW – 29 Nov 2013

“This report outlines the workforce characteristics of nurses and midwives in 2012. Between 2008 and 2012, the number of nurses and midwives employed in nursing or midwifery increased by 7.5%, from 269,909 to 290,144. During this period, nursing and midwifery supply increased by 0.5%, from 1,117.8 to 1,123.6 full-time equivalent nurses and midwives per 100,000 population. In 2012, the proportion of employed nurses and midwives aged 50 or older was 39.1%, an increase from 35.1% in 2008.”

ISSN 1446 9820; ISBN 978-1-74249-517-0; Cat. no. HWL 52; 70pp

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The telework kit: making telework a success. A guide for leaders, managers and employees – Australian Dept of Communications – 2013

Posted on November 18, 2013. Filed under: Telehealth, Workforce |

The telework kit: making telework a success. A guide for leaders, managers and employees – Australian Dept of Communications – 2013

 

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A Universal Truth: No Health Without a Workforce. Third Global Forum on Human Resources for Health Report – WHO – November 2013

Posted on November 18, 2013. Filed under: Workforce | Tags: |

A Universal Truth: No Health Without a Workforce. Third Global Forum on Human Resources for Health Report – WHO – November 2013

“This report was commissioned by the Global Health Workforce Alliance Secretariat and the World Health Organization to consolidate the latest information available on human resources for health and inform the global community on how to attain, sustain and accelerate progress on universal health coverage. It will be launched at the Third Global Forum on Human Resources for Health.

An updated version of report, incorporating further explanations on methodology and data sources which were suggested at the Third Global Forum on Human Resources for Health in Recife, will be available in the next few days.”

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Transforming and scaling up health professionals’ education and training – WHO Guidelines 2013

Posted on November 18, 2013. Filed under: Educ for Hlth Professions, Workforce | Tags: |

Transforming and scaling up health professionals’ education and training – WHO Guidelines 2013

ISBN 978 92 4 150650 2

Extract from the Executive Summary

“These guidelines set out a vision of such a transformation of education for the health professions, and offer recommendations on how best to achieve the goal of producing graduates responsive to the health needs of the populations they serve. Specifically, the guidelines aim to: provide sound policy and technical guidance in the area of pre-service education, particularly to countries experiencing shortages of doctors, nurses, midwives and other health professionals; and guide countries on how to integrate continuing professional development (CPD) as part of medical, nursing, midwifery and other health professionals’ education scale-up in order to ensure excellence of care, responsive health service delivery and sustainable health systems. Country ownership in determining priorities and setting policy is required in each of the five identified guideline domains:

1) Education and training institutions,
2) Accreditation, regulation,
3) Financing and sustainability,
4) Monitoring and evaluating, and
5) Governance and planning.

The recommendations cover a wide range from development of community-engaged relevant curricula through to equipping health professionals with the skills to be high quality competent clinical teachers and academic faculty, all of which contribute to preparing high quality competent health graduates to practice in areas of need. Hence, a greater alignment between educational institutions and the health care system will be the necessary ingredient to bring about transformative change and leadership in preparing future graduates who have an affinity to work in rural and remote areas where the challenging issues of health equity and equality remain.”

Website for Transforming and scaling up health professionals’ education and training: WHO Education Guidelines 2013

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The Recife Political Declaration on Human Resources for Health: renewed commitments towards universal health coverage – WHO – 13 November 2013

Posted on November 18, 2013. Filed under: Health Policy, Workforce | Tags: , |

The Recife Political Declaration on Human Resources for Health: renewed commitments towards universal health coverage – WHO – 13 November 2013

Full text of the Recife Declaration

“Renewed commitments towards universal health coverage

The largest ever forum focussing on health workers and global health has concluded with a series of renewed commitments that will ensure more countries move with greater speed towards the goal of universal health coverage.

The commitments, both at the global and national level, harness political leadership on human resources for health – an area of public health often left sidelined on international development agendas – to the extent that real and lasting impact will be felt both by those on the frontline of delivering health care, as well as those on the receiving end.”

… continues on the site

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The technology horizon: Preliminary review on technologies impacting the future health and social care workforce – Centre for Workforce Intelligence [UK] – October 2013

Posted on November 13, 2013. Filed under: Health Informatics, Workforce | Tags: , |

The technology horizon: Preliminary review on technologies impacting the future health and social care workforce – Centre for Workforce Intelligence [UK] – October 2013

“This paper considers five types of technology:

therapeutic technology – technologies used in the treatment of disease and injury, including pharmacological, surgical and psychological therapies
diagnostic technology – technologies for identifying diseases and other conditions
enabling technology – technologies that mitigate the impact of disease or disability
preventive technology – technologies that reduce the risk or severity of illness and injury
organisational technology – technologies supporting alternative health and social care delivery configurations and organisational design.

This report has been prepared in conjunction with the University of Manchester, a partner of the CfWI horizon scanning programme. It is based on simple interpretation and extrapolation of trends, and does not intend to predict the future.”

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2013 National Physician Survey (NPS) [Canada] – 21 October 2013

Posted on October 25, 2013. Filed under: Medicine, Workforce |

2013 National Physician Survey (NPS) [Canada] – 21 October 2013

The NPS is carried out by the College of Family Physicians of Canada (CFPC), the Canadian Medical Association (CMA) and the Royal College of Physicians and Surgeons of Canada (Royal College).

 

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Factors Affecting Physician Professional Satisfaction and Their Implications for Patient Care, Health Systems, and Health Policy – RAND (Sponsored by the American Medical Association) – 9 October 2013

Posted on October 22, 2013. Filed under: Medicine, Workforce | Tags: |

Factors Affecting Physician Professional Satisfaction and Their Implications for Patient Care, Health Systems, and Health Policy – RAND (Sponsored by the American Medical Association) – 9 October 2013

“Purpose

This project, sponsored by the American Medical Association (AMA), aimed to characterize factors that influence physician professional satisfaction. In the context of recent health reform legislation and other delivery system changes, we sought to identify high-priority determinants of professional satisfaction that can be targeted within a variety of practice types, especially as smaller and independent practices are purchased by or become affiliated with hospitals and larger delivery systems. Based on project findings and input from other sources, including its membership and experts in physician practice design, the AMA plans to develop possible pathways for American physicians to practice in models that are more effective, efficient, sustainable, and conducive to professional satisfaction.”

Press release: Quality of Patient Care Drives Physician Satisfaction; Doctors Have Concerns About Electronic Health Records

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Revalidation: The early experiences and views of responsible officers from London – The King’s Fund – 15 October 2013

Posted on October 16, 2013. Filed under: Allied Health, Medicine, Nursing, Workforce | Tags: , , |

Revalidation: The early experiences and views of responsible officers from London – The King’s Fund – 15 October 2013

“This paper summarises the results of a small research study designed to capture the experiences of and reflections on revalidation of responsible officers (ROs) in London. Fifty-three responsible officers took part in an online survey and twenty of these ROs took part in in-depth interviews.

The results provide a snapshot of what the implementation of revalidation has meant for the new ROs six months in. The paper also draws some conclusions on what is currently aiding successful implementation, which can be drawn on by ROs, doctors, boards and senior leaders across the country to prepare for the second year of revalidation.”

… continues on the site

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Factors Affecting Physician Professional Satisfaction – RAND – 2013

Posted on October 14, 2013. Filed under: Medicine, Workforce | Tags: |

Factors Affecting Physician Professional Satisfaction – RAND – 2013

“This fact sheet describes the results of research into the factors influencing physician professional satisfaction and their implications for health care.”

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Regulated Nurses, 2012 – report from the Canadian Institute for Health Information – 8 October 2013

Posted on October 11, 2013. Filed under: Nursing, Workforce | Tags: , |

Regulated Nurses, 2012 – report from the Canadian Institute for Health Information – 8 October 2013

“Regulated Nurses, 2012 highlights current trends in nursing practice across a variety of demographic, education, mobility and employment characteristics. This series highlights data from the three groups of regulated nursing professionals in Canada: registered nurses (RNs, including nurse practitioners or NPs), licensed practical nurses (LPNs) and registered psychiatric nurses (RPNs).”

Problematic trends for registered nurse workforce, report reveals – Canadian Nurses Association – 8 October 2013

 

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Access all areas: new solutions for GP shortages in rural Australia – Grattan Institute – 29 September 2013

Posted on October 1, 2013. Filed under: General Practice, Pharmacy, Rural Remote Health, Workforce | Tags: |

Access all areas: new solutions for GP shortages in rural Australia – Grattan Institute – 29 September 2013

by Stephen Duckett and Peter Breadon

“This report outlines a plan for the parts of rural Australia with the lowest access to GP services. We don’t aim to bring these areas up to the national average, just to end the most extreme shortages. To achieve this, we have to make the most of scarce resources, while keeping GPs at the centre of the system.

The first step is to make much better use of pharmacists’ skills. Pharmacists are highly trained, have deep expertise in medicines, and are located in communities throughout Australia. But their role is far more limited in Australia than in many other countries.

With the agreement of GPs and patients, pharmacists should be able to provide repeat prescriptions to people with simple, stable conditions. They should also be able to provide vaccinations and to work with GPs to help patients manage chronic conditions.

We also need to increase access to other services, including diagnosis, which currently only GPs can provide. Australia should introduce physician assistants, health workers who practise medicine under the supervision of a doctor. There is good evidence that physician assistants could expand the care available in under-served areas, without compromising quality or safety, and at an affordable cost.

The proposals in this report only apply to the seven rural areas with the worst shortages of GP services. They can be in place within five years. In 2011-12, they would have resolved the worst shortages for just $30 million. The costs would mostly have been offset by fewer, or less costly, hospitalisations as a result of better population health.”

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Supporting staff wellbeing with digital tools – NHS Employers – 23 September 2013

Posted on September 25, 2013. Filed under: Workforce | Tags: , |

Supporting staff wellbeing with digital tools – NHS Employers – 23 September 2013

“NHS Employers has published guidance to help the NHS realise the prominence of wellbeing and how digital tools can play a part in organisational support for staff.”

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Agency of the Future: Telework More Than a Trend – A Workplace Transformation – govloop – 16 September 2013

Posted on September 23, 2013. Filed under: Workforce | Tags: |

Agency of the Future: Telework More Than a Trend – A Workplace Transformation – govloop – 16 September 2013

“Our latest guide, “Agency of the Future: Telework More Than a Trend – A Workplace Transformation,” features case studies and best practices from the Government Accountability Office and insights from HP’s Chief Technologist for Thin Client, Tom Flynn.

Do you remember The Jetsons? The show centers on a family living in the futuristic world of 2062. The world featured flying cars, robotic maids and machines that could do the impossible, cooking dinner in an instant, pressing the laundry and walking the dog with the push of a button.

However, even in this futuristic world, George still got dressed every morning and left his house of gadgetry to trudge to the office. The writers behind the 1926 cartoon couldn’t fathom a future where an office could be in the home. To them, the office was a destination outside the house – and, to some extent, that belief is still true.

According to the 2012 Status of Telework in the Federal Government report, roughly 35% of the federal workforce is eligible to telework, but only 11% take advantage. The main reason for the low percentage is that employees feel culturally pressured to work in the office by supervisors who are not comfortable managing remote professionals.

However, that cultural bias against telework is shifting as technology makes it easier to stay connected to colleagues and work-related information. Instant messaging, Voice over IP and mobile phones, plus the ability to access email and the web anytime, anywhere, is allowing employees to stay plugged in to the office. They are no longer out of sight out of mind, because technology allows them to remain present.”

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CfWI Horizon Scanning team launches ‘Horizon 2035’ initiative to identify 20-year views of future workforce – 19 September 2013

Posted on September 20, 2013. Filed under: Workforce | Tags: , |

CfWI Horizon Scanning team launches ‘Horizon 2035’ initiative to identify 20-year views of future workforce – 19 September 2013

“The Centre for Workforce Intelligence (CfWI) Horizon Scanning team has today launched the project, ‘Horizon 2035: Health and Care Workforce Futures’, to consider different 20-year views of the health, public health and social care workforce.

Horizon 2035: Health and Care Workforce Futures will be an initiative that engages various sector experts and considers different workforce futures over the next two decades. This work aims to inform England’s health and care system to ensure actions are taken to meet the workforce planning challenges facing them.

The work, commissioned by the Department of Health, is open to any interested health and care professionals who wish to be involved. Key research questions that Horizon 2035: Health and Care Workforce Futures aims to address include the following:”

… continues on the site

Horizon 2035: Health and Care Workforce Futures

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Want to be healthier, save the planet and boost the economy? Then work less – cutting working week would improve well-being and boost economy, say experts – The Independent – 18 September 2013

Posted on September 20, 2013. Filed under: Health Status, Workforce | Tags: , |

Want to be healthier, save the planet and boost the economy? Then work less – cutting working week would improve well-being and boost economy, say experts – The Independent – 18 September 2013

“It may be the excuse long-suffering commuters have been waiting for, as new research suggests that working fewer hours each week can be good for your health, protect the environment and even boost the economy.

A group of economists believes the working week should be reduced from an average of 40 hours to just 30 and cite Germany, Belgium and the Netherlands, among others, as examples of countries that have shorter working weeks but no less productivity among workers.”

… continues on the site

Report the article is based on

Time on Our Side – New Economics Foundation nef – 18 September 2013

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Professionalizing the Nation’s Cybersecurity Workforce?: Criteria for Decision-Making – National Academies Press – 2013

Posted on September 19, 2013. Filed under: Health Informatics, Workforce | Tags: |

Professionalizing the Nation’s Cybersecurity Workforce?: Criteria for Decision-Making – National Academies Press – 2013

Authors:  Committee on Professionalizing the Nation’s Cybersecurity Workforce: Criteria for Future Decision-Making; Computer Science and Telecommunications Board; Division on Engineering and Physical Sciences; National Research Council

“Description
Professionalizing the Nation’s Cybersecurity Workforce? Criteria for Decision-Making considers approaches to increasing the professionalization of the nation’s cybersecurity workforce. This report examines workforce requirements for cybersecurity and the segments and job functions in which professionalization is most needed; the role of assessment tools, certification, licensing, and other means for assessing and enhancing professionalization; and emerging approaches, such as performance-based measures. It also examines requirements for the federal (military and civilian) workforce, the private sector, and state and local government. The report focuses on three essential elements: (1) understanding the context for cybersecurity workforce development, (2) considering the relative advantages, disadvantages, and approaches to professionalizing the nation’s cybersecurity workforce, and (3) setting forth criteria that can be used to identify which, if any, specialty areas may require professionalization and set forth criteria for evaluating different approaches and tools for professionalization. Professionalizing the Nation’s Cybersecurity Workforce? Criteria for Decision-Making characterizes the current landscape for cybersecurity workforce development and sets forth criteria that the federal agencies participating in the National Initiative for Cybersecurity Education—as well as organizations that employ cybersecurity workers—could use to identify which specialty areas may require professionalization and to evaluate different approaches and tools for professionalization.”

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What Does it Take to Ready a Healthcare Workforce for Transformation to a Patient Centered Team-based Care Model? – HealthIT Buzz – 13 September 2013

Posted on September 16, 2013. Filed under: Educ for Hlth Professions, Workforce | Tags: |

What Does it Take to Ready a Healthcare Workforce for Transformation to a Patient Centered Team-based Care Model? – HealthIT Buzz – 13 September 2013

“That’s what we were wondering when we began the development of learning resources to support patient-centered care enabled through health IT way back in the fall of 2012.

Led by the belief that the hard work of transformation to a patient centered team-based care modelwould require new education and training, the project team at Cuyahoga Community College began to map out exactly what that looked like. The end result was an education program that involved:

A robust competency framework designed for specific health care roles and responsibilities
Learning resources mapped to those competencies
e-learning modules
Learning resources mapped to those competencies
Beginning with the end-in-mind, we convened a meeting of early adopters and innovators and asked the question:

“If you were working with a practice that was moving forward towards the implementation of a patient-centered medical home, what additional knowledge, skills and abilities would be required of your workforce?” ”

…. continues on the site

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Employee Outlook: Focus on culture change and patient care in the NHS – CIPD (Chartered Institute of Personnel and Development) – 9 September 2013

Posted on September 12, 2013. Filed under: Health Mgmt Policy Planning, Workforce | Tags: |

Employee Outlook: Focus on culture change and patient care in the NHS – CIPD (Chartered Institute of Personnel and Development) – 9 September 2013

“The CIPD, in partnership with the Healthcare People Management Association (HPMA), commissioned YouGov to conduct a survey of employees working in the healthcare sector in the UK to find out their attitudes to working in the sector, the values in NHS organisations, trust within the health service, and culture change to improve patient care in the NHS. We received 1,021 responses to the online survey.

Attitudes to working in the sector

The survey explored the reasons why employees are attracted to working in the healthcare sector, the level of pride they feel in working for the NHS, levels of employee engagement, motivation and work-life balance, job satisfaction and relationships with colleagues, and opportunities for development.

Values within the NHS

The survey also looked at health sector workers’ awareness of their organisation’s values, and the strength of these values. Employees also gave their views on whether the decisions made by senior leaders, other staff and themselves are in line with their organisation’s values.

Trust in the health service

We examined the issue of trust in the health service, asking employees whether they are treated fairly by their employer and whether their employer has good intentions and high integrity. The survey also asked employees for their views on the behaviours of leaders, line managers and colleagues.

Culture change

We asked respondents whether there has been a culture change initiative in their organisation to improve patient care, and their views on the effectiveness of any initiative. We examined employee views on whether the way they are recognised and rewarded supports efforts to deliver high-quality patient care. The survey looked at obstacles to improving patient care, changes that would improve it, and concern over potential future patient care crisis.”

… continues on the site

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Allied health workforce 2012 – AIHW – 10 September 2013

Posted on September 10, 2013. Filed under: Allied Health, Workforce | Tags: |

Allied health workforce 2012 – AIHW – 10 September 2013

“This report outlines the workforce characteristics of 11 allied health practitioners for 2011 and 2012. In 2012, more than 4 in 5 registered practitioners were actively employed in their profession (from 76.2% for psychologists to 92.3% for podiatrists). For most professions there were more women than men employed. The average working week for employed practitioners ranged from 31.8 hours for Chinese medicine practitioners to 40.5 hours for Aboriginal and Torres Strait Islander health practitioners.”

ISSN 1446-9820; ISBN 978-1-74249-489-0; Cat. no. HWL 51; 231pp

Allied health workforce mostly women – AIHW – 10 September 2013

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Ensuring a sustainable supply of pharmacy graduates: Proposals for consultation (first stage) – Higher Education Funding Council for England – September 2013

Posted on September 6, 2013. Filed under: Educ for Hlth Professions, Pharmacy, Workforce |

Ensuring a sustainable supply of pharmacy graduates: Proposals for consultation (first stage) – Higher Education Funding Council for England – September 2013

Proposal

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A strategic review of the future pharmacist workforce: informing pharmacy student intake – Centre for Workforce Intelligence [UK] – September 2013

Posted on September 6, 2013. Filed under: Pharmacy, Workforce | Tags: , |

A strategic review of the future pharmacist workforce: informing pharmacy student intake – Centre for Workforce Intelligence [UK] – September 2013

“The Centre for Workforce Intelligence (CfWI) has published a review of the future supply and demand for the pharmacist workforce in England looking ahead to 2040.

The work, which was commissioned by the Department of Health, was set in the context of the ongoing rise in pharmacist student numbers (more than doubling from 1999 to 2009) and the Modernising Pharmacy Careers (MPC) Professional Board recommendation that the four-year pharmacy masters degree and pre-registration training year should be integrated into a single five-year course. It considers the risks of an oversupply of MPharm graduates compared with the demand for qualified pharmacists and supply of pre-registration placements.

Key findings include that it is likely that there will be a surplus supply of pharmacists in the future unless action is agreed in the short-term. In order to tackle this potential oversupply, the CfWI has issued a series of recommendations including:”

… continues on the site

More

Press release

 

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Centre for Workforce Intelligence – Robust workforce planning for the English medical workforce – 24 July 2013

Posted on August 30, 2013. Filed under: Medicine, Workforce | Tags: , |

Centre for Workforce Intelligence – Robust workforce planning for the English medical workforce – 24 July 2013

conference presentation

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Promoting the engagement of interpreters in Victorian health services – Foundation House – The Victorian Foundation for Survivors of Torture – June 2013

Posted on August 26, 2013. Filed under: Social Work, Workforce | Tags: |

Promoting the engagement of interpreters in Victorian health services – Foundation House – The Victorian Foundation for Survivors of Torture – June 2013

Extract

“The evidence also indicates that there is an insufficient supply of credentialled interpreters who have skills in working in complex health environments. There is a compelling case for a broad national workforce and industry review.”

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A background report on nurse staffing in children’s and young people’s health care – Royal College of Nursing – 20 June 2013

Posted on July 11, 2013. Filed under: Child Health / Paediatrics, Nursing, Workforce | Tags: |

A background report on nurse staffing in children’s and young people’s health care – Royal College of Nursing – 20 June 2013

“This background report was commissioned by the RCN to contribute to the updating of the RCN publication: Defining staffing levels for children and young people’s services: RCN guidance for clinical professionals and service managers, first published in 2003 and updated in 2012/2013 (publication code 002 172). The report provides a review of available literature relating to staffing child health services from across the UK and evidence from discussion with senior children’s nurses working across a range of general and specialist services in England. Analysis of this evidence has highlighted gaps in the literature and led to a number of recommendations to be included in future guidance.”

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Defining staffing levels for children’s and young people’s services – Royal College of Nursing – 24 June 2013

Posted on July 11, 2013. Filed under: Child Health / Paediatrics, Nursing, Workforce | Tags: |

Defining staffing levels for children’s and young people’s services – Royal College of Nursing – 24 June 2013

“The standards contained in this document apply to all areas in which babies, children and young people receive care, as well as across all types of services and provision commissioned by the NHS including the acute and community, as well as third sector and independent sector providers. The standards are the minimum essential requirements for all providers of services for babies, children and young people.”

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Health workforce information review – Department of Health, England – 31 May 2013

Posted on June 18, 2013. Filed under: Health Informatics, Workforce |

Health workforce information review – Department of Health, England – 31 May 2013

“The Health and Social Care Act 2012 introduced new arrangements for commissioning healthcare services, including a new system through which education and training is planned, commissioned, funded and delivered. The process of securing, analysing and managing information, both about the current health workforce and about future workforce needs, will be fundamental to this.

This report sets out findings and recommendations from a review of the arrangements for handling health workforce data and intelligence. A supporting document provides links to best practice and toolkits on information governance.

Health Education England will take forward the implementation of the recommended actions, publishing further details during 2013 to 2014.”

Includes:
Workforce Information Architecture in the Reformed NHS Landscape:Recommendations for handling health workforce information.
Workforce Information Architecture: Sources of Information on Information Governance for All Providers of NHS-funded Services
Workforce Information Architecture: The Workforce Minimum Data Set Explained

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Nursing and midwifery reports published – Centre for Workforce Intelligence [UK] – June 2013

Posted on June 18, 2013. Filed under: Nursing, Workforce | Tags: , , |

Nursing and midwifery reports published – Centre for Workforce Intelligence [UK] – June 2013

“We have today published a series of reports and summaries on the future shape of the nursing and midwifery workforces up to 2016, and horizon scanning reports looking ahead 20 years.

The projections shown in these reports represent unconstrained demand based on ‘what if’ assumptions in the model. They provide a range of possible scenarios which need to be considered alongside Health Education England local education and training board (LETB) investment plans and other emerging evidence to refine the assumptions and produce a clearer picture of likely future supply and demand.

The publications are the culmination of a project commissioned by the Department of Health in 2012 to support the development of policy on the nursing and midwifery contribution to healthcare. They provide guidance to the health education system through Health Education England (HEE) and LETBs as they develop their workforce and education commissioning plans.”

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Workplace Wellness Programs Study – Final Report – RAND – 2013

Posted on June 6, 2013. Filed under: Workforce | Tags: , , |

Workplace Wellness Programs Study – Final Report – RAND – 2013

“The report investigates the characteristics of workplace wellness programs, their prevalence, their impact on employee health and medical cost, facilitators of their success, and the role of incentives in such programs. The authors employ four data collection and analysis streams: a review of the scientific and trade literature, a national survey of employers, a longitudinal analysis of medical claims and wellness program data from a sample of employers, and five case studies of existing wellness programs in a diverse set of employers to gauge the effectiveness of wellness programs and employees’ and employers’ experiences.”

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Health workforce information review – Department of Health, England – 31 May 2013

Posted on June 6, 2013. Filed under: Workforce |

Health workforce information review – Department of Health, England – 31 May 2013

“The Health and Social Care Act 2012 introduced new arrangements for commissioning healthcare services, including a new system through which education and training is planned, commissioned, funded and delivered. The process of securing, analysing and managing information, both about the current health workforce and about future workforce needs, will be fundamental to this.

This report sets out findings and recommendations from a review of the arrangements for handling health workforce data and intelligence. A supporting document provides links to best practice and toolkits on information governance.

Health Education England will take forward the implementation of the recommended actions, publishing further details during 2013 to 2014.”

includes:
Workforce Information Architecture in the Reformed NHS Landscape. Recommendations for handling health workforce information.
Workforce Information Architecture: Sources of Information on Information Governance for All Providers of NHS-funded Services
Workforce Information Architecture: The Workforce Minimum Data Set Explained

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Delivering high quality, effective, compassionate care: Developing the right people with the right skills and the right values. A mandate from the government to Health Education England – 28 May 2013

Posted on June 6, 2013. Filed under: Educ for Hlth Professions, Workforce | Tags: |

Delivering high quality, effective, compassionate care: Developing the right people with the right skills and the right values. A mandate from the government to Health Education England – 28 May 2013

“This mandate provides details of the strategic objectives in the areas of:

workforce planning
health education
training and development

It aligns with the mandate for NHS England and the government’s response to the Francis report.

The Secretary of State for Health has a statutory duty to ensure that an effective education and training system is in place for the NHS and public health system. Health Education England has been established to support that duty. Health Education England, with the networks of employers working through Local Education and Training Boards, will ensure a nationally coherent system is in place to develop the right people with the right skills and the right values.”

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Mason Review of Australian Government Health Workforce Programs

Posted on May 27, 2013. Filed under: Workforce |

Mason Review of Australian Government Health Workforce Programs

 

Independent Review of Health Workforce Programs Released – 24 May 2013

“Minister for Health Tanya Plibersek today released the final report of the independent review into Australian Government’s health workforce programs.

The Mason Review of Australian Government Health Workforce Programs makes 87 recommendations covering Commonwealth programs that target the medical, dental, allied health, nursing and midwifery and Aboriginal and Torres Strait Islander health workforces.”

… continues

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Does NHS staff wellbeing affect patient experience of care? – Policy+ – King’s College London – May 2013

Posted on May 14, 2013. Filed under: Workforce | Tags: |

Does NHS staff wellbeing affect patient experience of care? – Policy+ – King’s College London – May 2013

“It may be reasonable to presume that patients receive better care from staff who feel happier in their work. However little is known about the strength or possible impact of associations between staff wellbeing and patient outcomes including their experiences of the care provided. Previous research has tended to focus on single aspects or one staff group [1,2], or have looked at associations at the whole hospital level (for example using the national staff and patient surveys, and hospital level outcomes [3,4]. Researchers in the NNRU have completed a study within the English NHS exploring the links between patients’ experiences of health care and staff experiences at work such as staff motivation and wellbeing at work [5,6]. Staff and patient views were captured at the team/unit level – where possible matching staff to the individual patients they cared for to test associations between staff and patient experience [7].”

… continues on the site

 

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Growing apprenticeships in social care – Centre for Workforce Intelligence [UK] – May 2013

Posted on May 14, 2013. Filed under: Workforce | Tags: , |

Growing apprenticeships in social care – Centre for Workforce Intelligence [UK] – May 2013

“The Centre for Workforce Intelligence (CfWI) and partners have today published a report on growing apprenticeships in adult social care.

Produced by the CfWI in partnership with the National Care Forum (NCF) and the Institute of Vocational Learning and Workforce Research at Buckinghamshire New University (IVLWR), the paper brings together workforce intelligence to provide an accessible commentary on growing the apprenticeships workforce.

Apprentices are central to the Government’s social care workforce ambitions to increase the number of apprentices starting in social care to 100,000 by 2017. This new paper helps employers to plan and develop their apprenticeship workforce.

The paper also outlines the key factors influencing demand and supply of adult social care apprenticeships. These include:

changes in funding allocations
renewed national policy and strategy
increased demand for adult social care
new concerns over the quality of apprentices’ education and experience
negative perceptions of social care from members of the general public”

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Healthy Lives, Healthy People: A Public Workforce Strategy – Department of Health [England] – 3 May 2013

Posted on May 7, 2013. Filed under: Health Policy, Public Hlth & Hlth Promotion, Workforce |

Healthy Lives, Healthy People: A Public Workforce Strategy – Department of Health [England] – 3 May 2013

“The government’s response to the consultation on developing a public health workforce strategy in the new public health system.

The strategy sets out actions for various partners in the new public health system to support and develop the public health workforce. It will help embed public health capacity within the wider workforce to support delivery of the public health outcomes framework.

The commitments will be delivered by a range of organisations including Public Health England, the Department of Health, Health Education England and local authorities. The strategy will be reviewed in 2015.”

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Planning the social care workforce: skilled, capable, confident and fit for the future – Centre for Workforce Intelligence CfWI – 2 May 2013

Posted on May 7, 2013. Filed under: Workforce | Tags: , , , |

Planning the social care workforce: skilled, capable, confident and fit for the future – Centre for Workforce Intelligence CfWI – 2 May 2013

“The new briefing paper by the CfWI and Skills for Care titled Planning the social care workforce: skilled, capable, confident and fit for the future helps the adult social care sector in England plan future workforces to cope with increasing demand.

Methodologies explored in the paper include:

the CfWI’s workforce planning framework horizon scanning capabilities, based on a rigorous research process
use of the the National Minimum Data Set for Social Care (NMDS-SC) online system
the introduction of new qualifications.”

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A Framework for Integrating Internationally Educated Nurses into the Health Care Workforce – Nursing Health Services Research Unit [Ontario] – March 2013

Posted on April 24, 2013. Filed under: Nursing, Workforce | Tags: |

A Framework for Integrating Internationally Educated Nurses into the Health Care Workforce – Nursing Health Services Research Unit [Ontario] – March 2013

Extract from the executive summary

“A Framework for Integrating Internationally Educated Nurses into the Health Care Workforce was an initiative designed to answer the call for proposals by the Ontario Ministry of Citizenship and Immigration (MCI) Category 3: Changing Systems: Bridging Projects for Institutional Change Initiatives – Fair and Effective Processes. The Nursing Health Services Research Unit at McMaster University worked in partnership with the Ontario Hospital Association to enhance the effective integration of internationally educated nurses (IENs) into the health care workforce through the creation, implementation and evaluation of a web-based leading practice guide targeting employers.”

… continues

Andrea Baumann, Jennifer Blythe, Dina Idriss-Wheeler, Maggie Fung, Andreanna Grabham

 

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Modernising healthcare science and quality patient care – making the connection – NHS Employers – 11 April 2013

Posted on April 16, 2013. Filed under: Pathology, Workforce | Tags: , , |

Modernising healthcare science and quality patient care – making the connection – NHS Employers – 11 April 2013

“Modernising healthcare science and quality patient care – making the connection explores the contribution of healthcare science and the opportunities Modernising Scientific Careers (MSC) provides to delivering patient-led services that enhance the quality and outcomes of care.

The Francis report emphasised the need for an NHS culture where the patient is always the priority. Healthcare science can play a major role in improvements in efficiency and effectiveness and delivering high quality services – helping to meet the twin challenge of securing financial savings at the same time as improving quality of care.

Key aims of the briefing

reflect on the progress of MSC to date and how it fits within the new NHS architecture
make the connection between modernising healthcare science and the delivery of quality patient care.
suggest how NHS trust boards might want to engage with healthcare science
demonstrate how in practice healthcare science services are being delivered differently, with positive impacts on patient care and service delivery.”

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Improving workforce planning for the psychological therapies workforce – Centre for Workforce Intelligence [UK] – April 2013

Posted on April 10, 2013. Filed under: Mental Health Psychi Psychol, Workforce | Tags: , |

Improving workforce planning for the psychological therapies workforce – Centre for Workforce Intelligence [UK] – April 2013

“The Department of Health (DH) commissioned the CfWI to undertake a review of the workforce delivering adult psychological therapies to the NHS in England, with a specific focus on non-IAPT (Improving Access to Psychological Therapies) services.

The aims of the psychological therapies workforce review are to:

Gain a clearer understanding of the difficulties in planning for the psychological therapies workforce.
Gather information on current and potential sources of information on the psychological therapies workforce.”

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Education outcomes framework for healthcare workforce – Department of Health England – 28 March 2013

Posted on April 3, 2013. Filed under: Educ for Hlth Professions, Workforce |

Education outcomes framework for healthcare workforce – Department of Health England – 28 March 2013

“This document describes the Education Outcome Framework, its domains, their definition and expected outcomes. These outcomes will be delivered through partnership working by a range of stakeholders across the health and education system with Health Education England and the Local Education and Training Boards playing leading roles.”

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Code of Conduct and National Minimum Training Standards launched – Centre for Workforce Intelligence – 26 March 2013

Posted on April 3, 2013. Filed under: Educ for Hlth Professions, Workforce | Tags: , , , |

Code of Conduct and National Minimum Training Standards launched – Centre for Workforce Intelligence – 26 March 2013

“On 26 March 2013 the CfWI’s partner organisations Skills for Health and Skills for Care launched guidelines for healthcare support workers who report to nurses or midwives and adult social care workers in England.

The Code describes the standards of conduct, behaviour and attitudes that the public should expect of healthcare support workers. It is based on the principles of protecting the public by promoting best practice.

The National Minimum Training Standards define the minimum knowledge health and care workers must have, irrespective of individual job role. They focus on 10 key knowledge areas and set out what should be covered during a period of induction in the first weeks of employment:

the roles of the healthcare support worker and adult social care worker
your personal development
effective communication
equality, diversity and inclusion
duty of care
safeguarding
person-centred care and support
health and safety
handling information
infection prevention and control.

Care and Support Minister, Norman Lamb, said:

People who use these services expect the staff looking after them to provide safe and compassionate care and this is yet another step towards the better standards everyone expects.

To find out more and to download the associated documents visit the Skills for Care website.”

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Dementia: scoping the role of the dementia nurse specialist in acute care – Royal College of Nursing – 25 March 2013

Posted on March 26, 2013. Filed under: Aged Care / Geriatrics, Health Economics, Nursing, Workforce | Tags: , |

Dementia: scoping the role of the dementia nurse specialist in acute care – Royal College of Nursing – 25 March 2013

Media release: More specialist dementia nurses needed, says RCN

“The Royal College of Nursing and the University of Southampton have published a new report that calls for greater support, funding and training for specialist dementia nurses.

The report Scoping the Role of Dementia Nurse Specialists in Acute Care highlights the significant contribution dementia nurse specialists could make in hospital settings.

Research has found that if dementia specialist nurses were properly funded and trained, they could reduce hospital stays for older people by one day on average, saving almost £11,000,000 a year.

The report recommends that there should be at least one whole-time dementia specialist nurse for every 300 hospital admissions for people with dementia.”

… continues

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GP in-depth review: Preliminary findings – Centre for Workforce Intelligence [UK] – March 2013

Posted on March 19, 2013. Filed under: General Practice, Workforce | Tags: , |

GP in-depth review: Preliminary findings – Centre for Workforce Intelligence [UK] – March 2013

The Centre for Workforce Intelligence (CfWI) has published preliminary findings from its in-depth review of the GP workforce in England.

The review’s remit is to provide the evidence base for planning the future GP workforce, looking ahead to 2030.

The report

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