RESUMEN
BACKGROUND: Post graduate master's degree qualifications are increasingly required to advance allied health profession careers in education, clinical practice, leadership, and research. Successful awards are dependent on completion of a research dissertation project. Despite the high volume of experience gained and research undertaken at this level, the benefits and impact are not well understood. Our study aimed to evaluate the perceived impact and legacy of master's degree training and research on allied health profession practice and research activity. METHODS: A cross-sectional online survey design was used to collect data from allied health professionals working in the United Kingdom who had completed a postgraduate master's degree. Participants were recruited voluntarily using social media and clinical interest group advertisement. Data was collected between October and December 2022 and was analysed using descriptive statistics and narrative content analysis. Informed consent was gained, and the study was approved by the university research ethics committee. RESULTS: Eighty-four responses were received from nine allied health professions with paramedics and physiotherapists forming the majority (57%) of respondents. Primary motivation for completion of the master's degree was for clinical career progression (n = 44, 52.4%) and formation of the research dissertation question was predominantly sourced from individual ideas (n = 58, 69%). Formal research output was low with 27.4% (n = 23) of projects published in peer reviewed journal and a third of projects reporting no output or dissemination at all. Perceived impact was rated highest in individual learning outcomes, such as improving confidence and capability in clinical practice and research skills. Ongoing research engagement and activity was high with over two thirds (n = 57, 67.9%) involved in formal research projects. CONCLUSION: The focus of master's degree level research was largely self-generated with the highest perceived impact on individual outcomes rather than broader clinical service and organisation influence. Formal output from master's research was low, but ongoing research engagement and activity was high suggesting master's degree training is an under-recognised source for AHP research capacity building. Future research should investigate the potential benefits of better coordinated and prioritised research at master's degree level on professional and organisational impact.
Asunto(s)
Técnicos Medios en Salud , Educación de Postgrado , Estudios Transversales , Humanos , Reino Unido , Técnicos Medios en Salud/educación , Técnicos Medios en Salud/psicología , Masculino , Femenino , Encuestas y Cuestionarios , Empleos Relacionados con Salud/educación , AdultoRESUMEN
A través de la presente publicación, la materia de personal de la salud es tratada en cinco secciones, que permiten tener una visión nacional a través de indicadores claves en materia de recursos humanos, tales como de densidad, disponibilidad y dotación de recursos humanos; los de asignación presupuestaria; así como, las curvas de evolución de los indicadores de dotación; entre otros fines, para lo cual es de vital importancia esta información En su contexto, la información se orienta a la implementación de la política sectorial vinculada al personal de la salud, de modo tal que permita ser un elemento a tomar en cuenta para el desarrollo del trabajo decente; del mismo modo, la información permite la identificación de indicadores claves en materia de disponibilidad y dotación de recursos humanos en salud, con lo cual se puede planificar el redimensionamiento de las intervenciones del Estado a nivel sectorial en favor de la población; significando así, una apuesta clara y cierta para un cambio en la estructura de los procesos que materializan, de un lado, el acceso al derecho constitucional a la salud y, de otro lado, la garantía del Estado de brindar a través del personal de la salud una prestación de servicios de salud con calidad. Estos conceptos cobran especial relevancia en el contexto de una emergencia sanitaria. Durante el 2023, se declaró la emergencia sanitaria en diferentes regiones del país debido al incremento en más del 220%, respecto al año previo, del número de casos de dengue a nivel nacional y al incremento del 280% en el número de defunciones por la misma causa. Es así que, el incremento de la demanda de servicios de salud se presentó de forma dispersa y asincrónica en el territorio nacional, con el consecuente esfuerzo por implementar intervenciones oportunas, estratégicas integrales y focalizadas en las zonas con mayor riesgo o mayor número de casos; las cuales comprendieron, entre otras, el fortalecimiento de los servicios de salud de los tres niveles de atención, con especial énfasis en las actividades preventivo promocionales del primer nivel de atención, a través del desplazamiento del personal de la salud
Asunto(s)
Niveles de Atención de Salud , Empleos Relacionados con Salud , Personal de Salud , Servicios Contratados , Pandemias , Observatorio de Recursos Humanos en Salud , Necesidades y Demandas de Servicios de Salud , Perfil LaboralRESUMEN
La información, se orienta a la implementación de la política sectorial vinculada al personal de la salud, de modo tal que permita ser un elemento a tomar en cuenta para el desarrollo del trabajo decente de este, redimensionando las intervenciones del Estado a nivel sectorial en favor de la población; significando así, una apuesta clara y cierta para un cambio en la estructura de los procesos que materializan la garantía del Estado de brindar a través del personal de la salud una prestación de servicios de salud con calidad. La obra trasciende el contexto del tránsito de la emergencia sanitaria a un escenario de pospandemia con motivo de la presencia del COVID-19; lo cual significó un reto de grandes proporciones para el Estado Peruano y, como tal, para el Sector Salud. El marcado incremento de la demanda de atención y accesos a los servicios de salud demandó que el Estado Peruano estableciera estrategias para la contención y mitigación del avance de la pandemia. En materia de personal de la salud, bajo los alcances del Decreto Legislativo N° 1057, se incorporaron de manera excepcional al sector salud más de 58 mil profesionales de la salud, destinados a fortalecer la oferta de servicios de salud de las instituciones prestadoras de servicios de salud de los tres niveles de atención. A través de la publicación, la materia de personal de la salud es tratada a través de cinco secciones, que permiten tener una visión nacional a través de los diferentes actores que participan en el sector salud; permitiendo con ella, la elaboración de indicadores de densidad, disponibilidad y dotación de recursos humanos; los de asignación presupuestaria; así como, las curvas de evolución de los indicadores de dotación; entre otros fines, para lo cual es de vital importancia esta información
Asunto(s)
Empleos Relacionados con Salud , Pandemias , Observatorio de Recursos Humanos en Salud , Necesidades y Demandas de Servicios de Salud , Perfil LaboralRESUMEN
BACKGROUND: Clinical academic allied health professionals can positively impact patient care, organisational performance, and local research culture. Despite a previous national drive to increase these roles, they remain low in number with no clear strategy for growth. Reported barriers to this growth cite organisational and economic factors with little recognition of the challenges posed to individuals. There is a lack of research to help allied health professionals understand the personal challenges of clinical academic training and practice. The aim of this study is to explore the character traits and behaviours of clinical academic allied health professionals to understand the individual attributes and strategies taken to pursue a career in this field. METHODS: A semi-structured interview study design was used to collect data from aspiring and established clinical academic allied health professionals. Participants were recruited voluntarily through social media advertisement (aspiring) and purposively through direct email invitation (established). Participants were asked about their experience of pursuing a clinical academic career. The interviews were conducted virtually using Zoom and were audio recorded. The data were transcribed verbatim prior to reflexive thematic analysis. Informed consent was gained prior to data collection and the study was approved by the university's research ethics committee. RESULTS: Twenty participants from six allied health professions were interviewed. We developed five themes: risk and reward, don't wait to be invited, shifting motivations, research is a team sport, and staying the course. Clinical academic allied health professionals demonstrated traits including inquisitiveness, intuition, motivation, and resilience. The source of their motivation was rooted in improving clinical services, conducting research, and personal achievement. CONCLUSION: Clinical academic allied health professionals describe personal traits of high inquisitiveness, opportunism, motivation, and determination in pursuing their career ambitions. The tolerance of rejection, failure, and risk was considered important and viewed as an essential source for learning and professional development. Future research should concentrate on ways to reduce the over-reliance on individual strength of character to succeed in this field and explore programmes to increase the preparedness and support for clinical academics from these professions.
Asunto(s)
Empleos Relacionados con Salud , Motivación , Humanos , Investigación Cualitativa , Técnicos Medios en Salud , Recolección de DatosRESUMEN
OBJECTIVE: This study aimed to assess the impact of a high-fidelity simulation interprofessional education (IPE) activity at a large, historically Black university (HBU) on perceptions of IPE. PARTICIPANTS: Student participants represented various allied health care professions; the majority were female and enrolled in the pharmacy professional program. Health administration, nutrition and dietetics, nursing, respiratory therapy, and clinical lab science programs were also represented. METHODS: Participants were randomly assigned to IPE teams of 6-7 individuals. The 1-day activity transpired at a high-fidelity simulation facility and included a pre-briefing, simulated scenario with high-fidelity mannequins, and a faculty-guided video-assisted debriefing session. The patient scenario was designed by subject area faculty experts and featured an adult patient on hemodialysis. Participants completed pre and post-activity questionnaires that included the Student Perceptions of Interprofessional Clinical Education-Revised (SPICE-R) instrument. RESULTS: Participants completed pre (n=107) and post-activity (n=81) questionnaires. There was a significant increase from the pre-event (M=3.90, SD 0.91) and post-event score (M=4.22, SD 0.84) for the SPICE-R item regarding understanding "the roles of other professionals within the interdisciplinary team"; t(186)= -2.471, p=0.01. The SPICE-R item score for "health professionals should collaborate in teams" also significantly increased from the pre-event (M=4.28, SD 0.80) to the post-event (M=4.53, SD 0.73); t(186)= -2.209, p=0.03. CONCLUSIONS: Participation in a 1-day high-fidelity simulation-based IPE activity at a HBU has the potential to positively change students' perceptions of IPE. Future studies should consider the impact of IPE on perceptions of diversity.
Asunto(s)
Empleos Relacionados con Salud , Dietética , Enseñanza Mediante Simulación de Alta Fidelidad , Adulto , Femenino , Humanos , Masculino , Educación Interprofesional , UniversidadesRESUMEN
AIM: This study explored the lived experiences of racial bias for Black, Asian and Minority Ethnic students undertaking an undergraduate or post-graduate degree in nursing, midwifery and allied health courses in the United Kingdom. BACKGROUND: Previous research indicates that students from Black, Asian and Minority Ethnic groups have fewer opportunities to succeed at university and this has brought about a race awarding gap in their degree attainment. The reasons for this awarding gap are complex and multi-factorial and it is crucial that the lived experiences of racial bias are explored from the student perspective. DESIGN: A hermeneutic phenomenological approach was adopted to elicit individual and collective experiences in the practice environment, a mandatory component of the student's degree. METHODS: A focus group and individual semi-structured interviews were conducted to collect data from sixteen participants and analysed using thematic analysis RESULTS: Three encompassing themes were identified which included a sense of not belonging, trauma impact on mental health and understanding covert and overt racism. Participants reported incidences of racism and appeared to be traumatised by their experiences within practice and the university. They also reported poor mental health and well-being as shared experiences and a lack of confidence in the university and practice to mitigate racial issues. CONCLUSIONS: Meaningful action must be taken by universities and practice partners to advance racial inequality initiatives by having robust anti-racism action plans and processes. These should be co-created with students and staff to reduce the race awarding gap.
Asunto(s)
Pueblo Asiatico , Población Negra , Empleos en Salud , Grupos Minoritarios , Racismo , Estudiantes , Humanos , Hermenéutica , Grupos Minoritarios/estadística & datos numéricos , Investigación Cualitativa , Racismo/etnología , Racismo/estadística & datos numéricos , Estudiantes/estadística & datos numéricos , Población Negra/estadística & datos numéricos , Pueblo Asiatico/estadística & datos numéricos , Enfermería/estadística & datos numéricos , Empleos Relacionados con Salud/estadística & datos numéricos , Partería/estadística & datos numéricos , Empleos en Salud/estadística & datos numéricosRESUMEN
El perfil de competencias esenciales para el Químico (a) Farmacéutico (a), Psicólogo (a), Nutricionista y Cirujano (a) Dentista Peruano (a) que se incorporarán a trabajar al Sistema Nacional de Salud está conformado por un número mínimo de competencias esenciales que el Sistema Nacional de Salud demanda de los futuros profesionales, las cuales podrán ser complementadas con otras competencias que las escuelas o facultades de ciencias de la salud tengan a bien considerar en el marco de su autonomía universitaria. Cabe precisar, que las competencias esenciales para el profesional Obstetra, Biólogo, Tecnólogo Médico y Médico Veterinario están pendientes de aprobación, conforme a las funciones de la Autoridad Sanitaria. Finalmente, en el presente documento de competencias esenciales que orientan la formación de los profesionales de la salud. Segunda fase: Químico(a) Farmacéutico(a), Psicólogo (a), Nutricionista y Cirujano(a) Dentista Peruano (a), cada perfil está compuesto por los siguientes campos: 1. Descripción y rol del profesional 2. Perfil de competencias: a) Propósito. b) Competencias técnicas. c) Competencias conductuales
Asunto(s)
Farmacéuticos , Competencia Profesional , Psicología , Química , Empleos Relacionados con Salud , Personal de Salud , Odontólogos , Recursos Humanos , Nutricionistas , Observatorio de Recursos Humanos en Salud , Perfil LaboralRESUMEN
BACKGROUND: Allied health assistants (AHAs) are support staff who complete patient and non-patient related tasks under the delegation of an allied health professional. Delegating patient related tasks to AHAs can benefit patients and allied health professionals. However, it is unclear whether the AHA workforce is utilised optimally in the provision of patient care. The purpose of this study was to determine the proportion of time AHAs spend on patient related tasks during their working day and any differences across level of AHA experience, clinical setting, and profession delegating the task. METHODS: A time motion study was conducted using a self-report, task predominance work sampling method. AHAs were recruited from four publicly-funded health organisations in Victoria, Australia. AHAs worked with dietitians, occupational therapists, physiotherapists, podiatrists, social workers, speech pathologists, psychologists, and exercise physiologists. The primary outcome was quantity of time spent by AHAs on individual task-categories. Tasks were grouped into two main categories: patient or non-patient related activities. Data were collected from July 2020 to May 2021 using an activity capture proforma specifically designed for this study. Logistic mixed-models were used to investigate the extent to which level of experience, setting, and delegating profession were associated with time spent on patient related tasks. RESULTS: Data from 51 AHAs showed that AHAs spent more time on patient related tasks (293 min/day, 64%) than non-patient related tasks (167 min/day, 36%). Time spent in community settings had lower odds of being delegated to patient related tasks than time in the acute hospital setting (OR 0.44, 95%CI 0.28 to 0.69, P < 0.001). Time delegated by exercise physiologists and dietitians was more likely to involve patient related tasks than time delegated by physiotherapists (exercise physiology: OR 3.77, 95% 1.90 to 7.70, P < 0.001; dietetics: OR 2.60, 95%CI 1.40 to 1.90, P = 0.003). Time delegated by other professions (e.g. podiatry, psychology) had lower odds of involving patient related tasks than physiotherapy (OR 0.37, 95%CI 0.16 to 0.85, P = 0.02). CONCLUSION: AHAs may be underutilised in community settings, and by podiatrists and psychologists. These areas may be targeted to understand appropriateness of task delegation to optimise AHAs' role in providing patient care.
Asunto(s)
Empleos Relacionados con Salud , Técnicos Medios en Salud , Delegación Profesional , Humanos , Técnicos Medios en Salud/psicología , Dietética , Victoria , Recursos HumanosRESUMEN
La publicación consta de trece capítulos, que se describen a continuación: El Capítulo I proporciona información de los recursos humanos en el Sector Salud, donde se destaca la densidad de recursos humanos a nivel nacional, y la densidad de los profesionales médicos, enfermeros y obstetras por cada 10,000 habitantes; y por región. También se considera la disponibilidad de recursos humanos por cada una de las entidades del Sector. El Capítulo II presenta un panorama global de los recursos humanos en el Ministerio de Salud y los Gobiernos Regionales, segmentados por una serie de variables de interés según los departamentos; así tenemos la información de recursos humanos por género, por sedes asistenciales y administrativas, por la categoría del establecimiento, por niveles de atención, por áreas urbanas y rurales, por zonas de frontera, por establecimientos de salud en zonas alejadas, en zonas de frontera, en zonas del VRAEM según departamento, incluyendo por establecimientos de salud clasificados como estratégicos por el Ministerio de Salud. El Capítulo III detalla la información sobre recursos humanos por variables laborales y sociales, según departamento, resaltando su distribución por grupo ocupacional y género, por cargo de los profesionales de salud, por zonas urbanas y rurales, por quintiles de pobreza, por régimen y condición laboral, por establecimientos ubicados en zonas alejadas y de frontera, por establecimientos estratégicos, y en zonas del VRAEM. Los Capítulos IV y V proporcionan información respecto a la disponibilidad de médicos en el Ministerio de Salud y los Gobiernos Regionales, incluidos los médicos especialistas. Asimismo, enfatizan la información sobre el número de médicos por régimen y condición laboral, por sedes administrativas, sedes asistenciales, categoría del establecimiento, por niveles de atención, quintiles de pobreza, zonas urbanas y rurales, por zonas alejadas y de frontera, por establecimientos de salud estratégicos y los ubicados en el VRAEM. También se identifica la disponibilidad de médicos especialistas clasificados por género según especialidad, por especialidades básicas, por sedes asistenciales y sus respectivas categorías, por sedes administrativas, por niveles de atención, por quintil de pobreza, por régimen y condición laboral de cada una de las especialidades. Los Capítulos VI, VII y VIII presentan un panorama sobre la disponibilidad de enfermeros, obstetras y odontólogos en el Ministerio de Salud y los Gobiernos Regionales, clasificados según departamento, género, régimen y condición laboral, por sedes asistenciales y sus respectivas categorías, por sedes administrativas, por niveles de atención, quintiles de pobreza, distribución por zonas urbanas y rurales, por zonas de frontera, por establecimientos de salud en zonas alejadas y de frontera, por establecimientos de salud clasificados como estratégicos, y establecimientos ubicados en el VRAEM. Los Capítulos IX, X y XI detallan información sobre la disponibilidad de técnicos asistenciales en enfermería, técnicos asistenciales en general y profesionales de la salud respectivamente, del Ministerio de Salud y los Gobiernos Regionales; clasificados por departamento, género, régimen y condición laboral, por sedes asistenciales y sus respectivas categorías, por sedes administrativas, por niveles de atención, quintiles de pobreza, distribución por zonas urbanas y rurales, por zonas de frontera, por establecimientos en zonas alejadas y de frontera, por establecimientos de salud clasificados como estratégicos, y establecimientos ubicados en el VRAEM. El Capítulo XII, proporciona información sobre los profesionales que realizan el Residentado Médico en el Sector Salud, destacando la información del número de plazas, postulantes, ingresantes, y las modalidades de ingreso. El Capítulo XIII, presenta información de los profesionales de la salud que realizan el SERUMS, destacando la información de las plazas adjudicadas remuneradas para médicos, enfermeros, obstetras y odontólogos, ofertadas por cada institución del Sector Salud.
Asunto(s)
Médicos , Empleos Relacionados con Salud , Personal de Salud , Odontólogos , Técnicos Medios en Salud , Recursos Humanos , Observatorio de Recursos Humanos en Salud , Instituciones de Salud , Necesidades y Demandas de Servicios de Salud , Grupos Profesionales , EnfermerosRESUMEN
Al igual que en ediciones anteriores, la presente publicación recoge y sistematiza la información en materia del recurso humano de las instituciones del Sector Salud y en mayor detalle del Ministerio de Salud y los Gobiernos Regionales, a través del Registro Nacional de Personal de Salud INFORHUS, incluyéndose información relevante del Servicio Nacional Urbano Marginal de Salud SERUMS y del Sistema Nacional de Residentado Médico SINAREME. En esta oportunidad, se ha sistematizado la información correspondiente a la Política Integral de Compensaciones y Entregas Económicas del Personal de Salud al Servicio del Estado Decreto Legislativo N° 1153 para lo cual, se ha utilizado como fuente de información la base de datos del Aplicativo Informático del Registro Centralizado de Planillas del Recursos Humano al Servicio del Sector Publico - AIRHSP , del Ministerio de Economía y Finanzas
Asunto(s)
Empleos Relacionados con Salud , Personal de Salud , Impactos de la Polución en la Salud , Recursos Humanos , Pandemias , Observatorio de Recursos Humanos en Salud , COVID-19 , Necesidades y Demandas de Servicios de Salud , Perfil Laboral , Grupos ProfesionalesRESUMEN
BACKGROUND: Despite the myriad benefits of research to patients, professionals, and organisations, fewer than 0.1% of the Allied Health Professions workforce are employed in clinical academic roles. Identified barriers include a lack of role modelling, management support, funding, and availability of clinical academic roles. Research capacity building is critical to improving Allied Health Professional research capability. The aim of this evaluation was to explore the current research capacity and culture of Allied Health Professionals to inform future tailored research capacity building strategies at a local level. METHODS: A mixed methods evaluation of research capacity and culture was conducted within the Allied Health Professions department of a large National Health Service Foundation Trust using an online research capacity and culture questionnaire, followed by focus groups. Staff were recruited using a purposive method with the questionnaire and subsequent focus groups completed between July and September 2020. Data from the questionnaire was analysed using simple descriptive statistics and after inductive coding, focus group data was analysed thematically. RESULTS: 93 out of 278 staff completed the questionnaire and 60 staff members attended seven focus groups. The research capacity and culture survey reported the department's key strength as promoting clinical practice based on evidence (median=8, range=6-9). A key reported weakness of the department was insufficient resources to support staff research training (med=4, 3-6). Respondents considered themselves most skilled in finding relevant literature (med=6, 5-8) and least skilled at securing research funding (med=1, 1-2). Greater than half of the respondents (n=50) reported not currently being involved with research. Five themes were identified from the focus groups: empowerment; building research infrastructure; fostering research skills; access for all; and positive research culture. CONCLUSIONS: Allied Health Professionals recognise the benefits of research at teams and departmental level, but marginally at an individual level. Local research capacity building strategies should aim to address the role, responsibilities and barriers to Allied Health Profession research development at an individual level. To ensure all staff can engage, research infrastructure and empowerment are essential.
Asunto(s)
Empleos Relacionados con Salud , Medicina Estatal , Técnicos Medios en Salud , Creación de Capacidad , Grupos Focales , HumanosRESUMEN
OBJECTIVES: Entry-level dental hygiene programs give associate (AD) and bachelor degrees (BD). The objectives were to compare how AD versus BD students differ in career-related role models and information sources, career motivations, and satisfaction and to explore the relationships between career motivations and satisfaction. METHODS: Two hundred seventy-one students in AD and 269 students in BD programs responded to a survey. RESULTS: AD students were older than BD students (26.71/23.6; p < 0.001). Both groups were most likely to name a nurse/dental hygienist (37.6%/37.3%) as role models in their families, were likely to have shadowed a dental hygienist (77.6%/75.0%), and had talked to a health professional (27.7%/23.7%) prior to program application. BD students decided earlier to become dental hygienists (17.20/19.97 years; p < 0.001) and were less likely to have been dental assistants before than AD students (28.3%/36.9%; p = 0.034). Both groups agreed strongly that they wanted to become dental hygienists to help patients (5-point scale with 5 = agree strongly: 4.88/4.86), make a difference in the life of patients (4.88/4.86) and because it is a flexible career (4.83/4.80). Open-ended responses showed that 62.4% of AD students compared to 35.3% of BD students choose their career because of lifestyle considerations (p < 0.001), while 47.2% of BD students versus 38.0% of AD students wanted to work in the healthcare field (p < 0.001). Both groups had high job satisfaction (3-point scale: 2.94/2.97). For AD students, job satisfaction correlated with wanting to help patients (r = 0.49; p < 0.01) and with making a difference in the life of patients (r = 0.52; p < 0.001). For BD students, wanting to work in a team (r = 0.34; p < 0.001) and having a dentist in the family (r = 0.32; p < 0.001) correlated with job satisfaction. CONCLUSIONS: Dental hygiene students in AD versus BD programs differ in the factors that are associated with job satisfaction. Dental hygiene educators can utilize these findings when recruiting future students. The findings related to motivational determinants of job satisfaction can guide educational efforts.
Asunto(s)
Higienistas Dentales , Motivación , Empleos Relacionados con Salud , Selección de Profesión , Higienistas Dentales/educación , Humanos , Satisfacción en el Trabajo , Higiene Bucal , Satisfacción Personal , Estudiantes/psicología , Encuestas y CuestionariosRESUMEN
En la publicación, se incorpora información de los diferentes niveles de atención de los establecimientos de salud y sedes administrativas, quintiles de pobreza, zonas alejadas y frontera, zonas de friaje, heladas, en emergencia, del VRAEM, etc. Se describen también las importantes intervenciones realizadas por el Ministerio de Salud para la dotación de recursos humanos en el marco de la pandemia, como la contratación de Ex-Serumistas y del Residentado Médico, entre otras. Asimismo, consta de seis capítulos, que a continuación se detallan de manera concisa. El Capítulo I proporciona información de los recursos humanos contratados en el marco del Decreto Legislativo N° 1057 CAS COVID, destacándose la información descriptiva de los profesionales médicos, enfermeros, obstetras, etc., según departamentos, por grupo ocupacional y categoría de establecimiento. El segundo, un panorama global de los recursos humanos contratados en el marco del Decreto Legislativo N° 1057 CAS COVID en el Ministerio de Salud y los Gobiernos Regionales, segmentados por una serie de variables de interés según los departamentos. El tercero, detalla la información de disponibilidad de médicos CAS COVID, en los establecimientos de salud del Ministerio de Salud y de los Gobiernos Regionales 2020 según departamento; destacándose la evolución por meses, por género y especialidad. El cuarto, la información de disponibilidad de enfermeros CAS COVID, en los establecimientos de salud del Ministerio de Salud y de los Gobiernos Regionales 2020-2021 según departamento; destacándose la evolución por meses, por género y especialidad. El quinto, un panorama sobre la disponibilidad de recursos humanos en salud CAS COVID por Pliego y Unidad Ejecutora de contrato, en el Ministerio de Salud y gobiernos regionales. Asimismo, la clasificación por tipo de brigadas de intervención contratados por el MINSA (Brigada Cubanos, Brigada Ena LLamosas, Ex Residentes, Ex Serumistas, Hospitales Modulares y Vacunación) en los establecimientos de salud de destino, según departamentos. El sexto, proporciona información sobre el análisis por antecedente de régimen o condición laboral del personal CAS COVID, como Servicios de Terceros, CAS Regular, Régimen 276, Ex Serumistas, Residentado médico, que migraron a un contrato CAS COVID, destacándose la información por género, grupos de edad, ámbito geográfico, por zonas alejadas y frontera, de pobreza, tipo de establecimiento y por zonas del VRAEM.
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Empleos Relacionados con Salud , Personal de Salud , Impactos de la Polución en la Salud , Servicios Contratados , Recursos Humanos , Pandemias , Observatorio de Recursos Humanos en Salud , COVID-19 , Necesidades y Demandas de Servicios de Salud , Perfil Laboral , Grupos ProfesionalesRESUMEN
AIMS AND OBJECTIVES: This study aimed to understand the routes by which nurses, midwives and allied health professionals (NMAHPs) pursue and sustain a research career and the enablers and barriers to career progression. BACKGROUND: Robust evidence is central to practice and professional decision making of NMAHPs, with generation and translation of research arguably best led by those clinically active. Whilst countries like the UK and USA have fellowship schemes to support research career development, anecdotal reports suggest barriers exist in translating these opportunities into sustainable clinical academic careers. DESIGN: Online survey. METHODS: An online questionnaire addressing career choices, facilitators/barriers and support was emailed to 1074 past applicants (doctoral and post-doctoral) to National Institute of Health Research fellowship schemes (awarded and rejected) in England between March and May 2017; 231 responded (25.6%). Study reporting adheres to STROBE checklist. RESULTS: Overall, 134 doctoral and 96 post-doctoral applicants participated; two-thirds were from allied health professions. Most were early in their research career. Interest in research was most frequently sparked by interaction with people in research positions. Nearly half had their first research experience during their BSc project; though less often for nurses/midwives/health visitors (37.5%) than other NMAHPs (51.6%). The award of a fellowship resulted in higher likelihood of being research-active (doctoral level). Nearly three quarters pursuing a clinical academic career indicated 'clearer career paths' and 'greater integration across clinical and academic departments' were desirable. Most common barriers related to research roles, availability of positions and funding. CONCLUSIONS: Fellowship schemes are important to NMAHPs' research careers, but there are serious challenges to establishing and sustaining a career. RELEVANCE TO CLINICAL PRACTICE: Lack of a clear model of career progression, at national and local level, and barriers to creating joint posts impacts on capacity of clinical academics to strengthen integration of research with practice.
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Empleos Relacionados con Salud , Partería , Técnicos Medios en Salud , Selección de Profesión , Estudios Transversales , Femenino , Humanos , EmbarazoRESUMEN
Objective The primary aims of this study were to explore: (1) manifestations of socio-environmental models of allied health support provision in the disability sector; and (2) narrative experiences of individual allied health professionals in the disability sector. Methods A narrative qualitative study using interviews from a purposive sample of two allied health professionals working in the disability sector explored manifestations of socio-environmental models of allied health support provision and their experiences from case examples. The key informants had more than 10 years of experience in the disability support services setting. Results Seven key themes exploring manifestations of socio-environmental models of allied health professional practice in the disability sector emerged: (1) dignity of risk; (2) models of care; (3) considerations when working in the supported person's environment; (4) goal-oriented work; (5) informed choice and informed consent; (6) reactive and flexible plans; and (7) training and education role. Conclusions Socio-environmental models of allied health support provision in the disability sector focus on empowering people with disability to achieve their goals. This may require displacement of cultural norms within the allied health professions. What is known about the topic? Socio-environmental models of allied health support provision in the disability sector focus on empowering people with disability to achieve their goals. What does this paper add? Displacement of cultural norms within the allied health professions may be needed to promote positive risk taking. Challenges for allied health professionals remain in navigating conflicting goals between clients and family members, empowering informed choice and consent, and working in uncontrolled environments. What are the implications for practitioners? Adopting training and education roles for clients, family members and carers when implementing National Disability and Insurance Scheme plans may represent one of the many pragmatic and flexible approaches to achieve people's goals.
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Empleos Relacionados con Salud , Personas con Discapacidad , Seguro , Técnicos Medios en Salud , Australia , HumanosRESUMEN
INTRODUCTION: Inequitable distribution of health workforce limits access to healthcare services and contributes to adverse health outcomes. WHO recommends tracking health professionals from their points of entry into university and over their careers for the purpose of workforce development and planning. Previous research has focused on medical students and graduates' choice of practice location. Few studies have targeted nursing and allied health graduates' practice intentions and destinations. The Nursing and Allied Health Graduate Outcomes Tracking (NAHGOT) study is investigating factors affecting Australian nursing and allied health students and graduates' choice of graduate practice location over the course of their studies and up to 10 years after graduation by linking multiple data sources, including routinely collected university administrative and professional placement data, surveys of students and graduates, and professional registration data. METHODS: By using a prospective cohort study design, each year a new cohort of about 2000 students at each participating university (Deakin University, Monash University and the University of Newcastle) is tracked throughout their courses and for 10 years after graduation. Disciplines include medical radiation practice, nursing and midwifery, occupational therapy, optometry, paramedicine, pharmacy, physiotherapy, podiatry and psychology. University enrolment data are collected at admission and professional placement data are collected annually. Students' practice destination intentions are collected via questions added into the national Student Experience Survey (SES). Data pertaining to graduates' practice destination, intentions and factors influencing choice of practice location are collected in the first and third years after graduation via questions added to the Australian Graduate Outcomes Survey (GOS). Additionally, participants may volunteer to receive a NAHGOT survey in the second and fourth-to-tenth years after graduation. Principal place of practice data are accessed via the Australian Health Practitioner Regulation Agency (Ahpra) annually. Linked data are aggregated and analysed to test hypotheses comparing associations between multiple variables and graduate practice location. RESULTS: This study seeks to add to the limited empirical evidence about factors that lead to rural practice in the nursing and allied health professions. This prospective large-scale, comprehensive study tracks participants from eight different health professions across three universities through their pre-registration education and into their postgraduate careers, an approach not previously reported in Australia. To achieve this, the NAHGOT study links data drawn from university enrolment and professional placement data, the SES, the GOS, online NAHGOT graduate surveys, and Ahpra data. The prospective cohort study design enables the use of both comparative analysis and hypothesis testing. The flexible and inclusive study design is intended to enable other universities, as well as those allied health professions not regulated by Ahpra, to join the study over time. CONCLUSION: The study demonstrates how the systematic, institutional tracking and research approach advocated by the WHO can be applied to the nursing and allied health workforce in Australia. It is expected that this large-scale, longitudinal, multifactorial, multicentre study will help inform future nursing and allied health university admission, graduate pathways and health workforce planning. Furthermore, the project could be expanded to explore health workforce attrition and thereby influence health workforce planning overall.
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Empleos Relacionados con Salud , Servicios de Salud Rural , Australia , Selección de Profesión , Fuerza Laboral en Salud , Humanos , Estudios Multicéntricos como Asunto , Estudios ProspectivosRESUMEN
OBJECTIVE: To evaluate the development and implementation of the Allied Health Rural Generalist Program, a two-level online post-graduate education program, which includes Level 1, an entry-level non-award pathway program, and Level 2, a Graduate Diploma in Rural Generalist Practice. DESIGN: A convergent mixed methodology evaluation in two overlapping stages: a process evaluation on quality and reach, together with a mixed method case study evaluation on benefits, of the program. SETTING: Rural and remote Australia across ten sites and seven allied health professions: dietetics; occupational therapy; pharmacy; physiotherapy; podiatry; radiography; speech pathology. PARTICIPANTS: Process evaluation included 91 participants enrolled in all or part of the Rural Generalist Program. Case study evaluation included 50 managers, supervisors and Rural Generalist Program participants from the ten study sites. INTERVENTIONS: The Allied Health Rural Generalist Program. MAIN OUTCOME MEASURES: Process evaluation data were derived from enrolment data and education evaluation online surveys. Case study data were gathered via online surveys and semi-structured interviews. Quantitative and qualitative data were collected concurrently, analysed separately and then integrated to identify consistency, expansion or discordance across the data. RESULTS: The Rural Generalist Program was viewed as an effective education program that provided benefits for Rural Generalist Program participants, employing organisations and consumers. Key improvements recommended included increasing profession-specific and context-specific content, ensuring Rural Generalist Program alignment with clinical and project requirements, strengthening support mechanisms within employing organisations and ensuring benefits can be sustained in the long term. CONCLUSION: The Rural Generalist Program offers a promising strategy for building a fit-for-purpose rural and remote allied health workforce.
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Empleos Relacionados con Salud/educación , Educación de Postgrado en Medicina , Servicios de Salud Rural , Australia , Fuerza Laboral en Salud , Humanos , Población RuralRESUMEN
OBJECTIVE: Combined, nursing and allied health constitute most of the Australian health workforce; yet, little is known about graduate practice destinations. University Departments of Rural Health have collaborated on the Nursing and Allied Health Graduate Outcomes Tracking to investigate graduate entry into rural practice. DESIGN: Data linkage cohort study. SETTING: Monash University and the University of Newcastle. PARTICIPANTS: Graduates who completed their degree in 2017 across seven disciplines. MAIN OUTCOME MEASURE(S): The outcome variable was Australian Health Practitioner Regulation Agency principal place of practice data. Explanatory variables included discipline, age, gender, location of origin, and number and duration of rural placements. RESULT: Of 1130 graduates, 51% were nurses, 81% females, 62% under 21 years at enrolment, 23% of rural origin, 62% had at least one rural student placement, and 23% had over 40 cumulative rural placement days. At the time of their second Australian Health Practitioner Regulation Agency registration, 18% worked in a 'Rural principal place of practice.' Compared to urban, rural origin graduates had 4.45 times higher odds ratio of 'Rural principal place of practice.' For graduates who had <20 cumulative rural placement days, compared to zero the odds ratio of 'Rural principal place of practice' was the same (odds ratio = 1.10). For those who had 20-40 rural placement days, the odds ratio was 1.93, and for >40 rural placement days, the odds ratio was 4.54). CONCLUSION: Rural origin and more rural placement days positively influenced graduate rural practice destinations. Outcomes of cumulative placements days may compare to immersive placements.