scholarly journals Profiling the allied health staffing of Queensland Health inpatient general rehabilitation units

2015 ◽  
Vol 39 (1) ◽  
pp. 89 ◽  
Author(s):  
Catherine Barrett ◽  
Catherine Stephens ◽  
Julie Hulcombe ◽  
Brian McEvoy
Keyword(s):  
Allied Health ◽  
Workforce Planning ◽  
Functional Independence ◽  
Rehabilitation Services ◽  
Poor Correlation ◽  
Full Time ◽  
Staffing Levels ◽  
Published Evidence ◽  
Queensland Health ◽  
General Rehabilitation

Objective The purpose of this paper was to profile staffing levels for allied health (AH) professional and support staff in Queensland Health inpatient general rehabilitation services (at a given point-in-time) and compare them against established profession-specific standards and guidelines in order to provide a reference for future workforce planning for these services. Methods A statewide analysis of AH staffing in Queensland Health inpatient general rehabilitation services was undertaken during June–August 2011. Reported full-time equivalent positions (FTE) were compared to several established national and international benchmarks. Patient activity data was used to calculate the average length of stay (ALOS) and Functional Independence Measure (FIM) scores on admission. Results Sixteen facilities reported 202 FTE for a total of 466 general rehabilitation beds, with a resultant average workforce ratio of 0.43 FTE/bed. While several professional groups within specific services met established benchmarks, the majority failed to reach recommended staffing ratios. More than half the workforce (53%) was entry-level or consolidating clinicians. The FTE/bed ratios were compared against both patient ALOS and FIM scores on admission and showed a poor correlation. Conclusion Across all included services statewide, there was significant variance in AH staffing levels and diversity in skill mix for inpatient general rehabilitation services. What is known about the topic? The AH workforce faces several challenges to delivering effective, efficient and responsive services including balancing the high and escalating demand for services with managing staff costs. While several different workload capacity measures have been used successfully for medical and nursing professions, there is currently little published evidence about effective workforce allocation for AH professionals (AHPs) in rehabilitation settings. What does this paper add? This paper describes AH staffing levels in Queensland Health inpatient general rehabilitation services. It includes the outcome of analysis of data collected from AHPs and allied health assistants (AHAs) and comparison with established benchmarks. What are the implications for practitioners? The workforce ratios identified can assist with future workforce planning when introducing new services and reviewing service delivery models. They should be considered in conjunction with other relevant standards and planning tools, and it is recommended that further work be undertaken to investigate links between staffing levels and patient outcomes, as many of the current benchmarks rely heavily on professional opinion.

Allied health professionals in Queensland Health returning to work after maternity leave: hours of work and duration of time on part-time hours

2020 ◽  
Vol 44 (1) ◽  
pp. 56
Author(s):  
Julie Hulcombe ◽  
Sandra Capra ◽  
Gillian Whitehouse
Keyword(s):  
Return To Work ◽  
Health Professionals ◽  
Allied Health ◽  
Maternity Leave ◽  
Full Time ◽  
Allied Health Professionals ◽  
Convenience Sample ◽  
Staff Management ◽  
Queensland Health ◽  
Part Time

Objective The aim of this study was to provide a detailed description of the flexible working arrangements (FWA) used by allied health professionals (AHP) on return from maternity leave. This is a crucial issue for staff management practices in a changing regulatory context. Methods A retrospective convenience sample of AHP employed by Queensland Health (QH) in 2006, using deidentified payroll data, was analysed descriptively to determine employment status on return from maternity leave in 2006 to December 2014. A qualitative study that surveyed managers of AHP departments was subsequently undertaken to complement the data from the payroll study. Twelve managers, across six allied health professions in three hospitals in south-east Queensland were surveyed for this component. Results The payroll study included 169 employees (138 full-time equivalent (FTE)), 61 of whom resigned over the study period. Of those who returned to work after the 2006 maternity event (n=152), 92% (n=140) initially returned part-time. At 31 December 2014, of the 108 staff working for QH, 77% (n=83) were part-time. In total, 75.4 FTE positions were released over the 8-year period through reduced working hours and resignations. The perceptions of surveyed managers were consistent with the data from the payroll study. Conclusion The study showed that most AHPs who took maternity leave returned to work part-time and remained part-time for an extended period. The data suggest that managers could permanently backfill a proportion of hours released due to FWA after maternity leave without major budgetary risk due to the need to accommodate existing employees’ entitlements. However, this would require a significant policy change. What is known about this topic? Current research on this topic has concentrated on the benefits of paid maternity leave, timing of return to work and use of FWA by employees on return to work after maternity leave. What does this paper add? This paper presents the first comprehensive data on patterns of return to work and part-time hours following maternity leave for AHP employees. Access to a unique payroll dataset provided the opportunity to describe this for a cohort of AHP employees over a period of 8 years following a maternity event. A survey of AHP managers’ experience with maternity leave and return to work arrangements supported the findings, underlining the associated difficulties with staff management. What are the implications for practitioners? The hours released through resignations or reduced hours over this period of study suggest that management could backfill a proportion of released hours permanently, or at least offer temporary staff longer-term contracts, once an employee returns from maternity leave on reduced hours

Mapping of allied health service capacity for maternity and neonatal services in the southern Queensland health service district

2013 ◽  
Vol 37 (5) ◽  
pp. 614 ◽  
Author(s):  
Shelley A. Wilkinson ◽  
Leyanne Duncan ◽  
Catherine Barrett ◽  
Robin Turnbull ◽  
Sally McCray
Keyword(s):  
Health Service ◽  
Allied Health ◽  
Models Of Care ◽  
Service Planning ◽  
Support Networks ◽  
Clinical Services ◽  
Staffing Levels ◽  
Positive Effects ◽  
Queensland Health ◽  
Specific Support

Objective Allied health professionals (AHPs) in maternity and neonatology services are essential for quality care and outcomes, reflected in the minimum service delivery requirements in the Queensland Health clinical services capability framework (CSCF). However, allied health (AH) capacity across the Southern Queensland Health Service Districts (SQHSD) is not known. The aim of this project was to redress this knowledge gap to inform ongoing service planning and delivery. Methods Maternity and neonatal AH clinicians in all birthing facilities in SQHSD were surveyed between October and December 2011 to investigate AHP staffing, practices and models of care. The professions surveyed included dietitians, occupational therapists, physiotherapists, psychologists, social workers and speech pathologists. Results were grouped per question, with stratification by CSCF and/or profession. Results Fifty-five valid surveys from the 16 facilities were received. All professions were represented. Gaps in maternity AH services were identified. Awareness and use of evidence-based practices were more likely to be reported where higher full-time equivalents (FTE) were allocated. Conclusion Very low staffing levels have been recorded in all Maternity and Neonatology Services AHPs in the SQHSD. Gaps exist between actual and recommended CSCF staffing standards across all levels and professions. The results indicate that profession-specific support networks for AHPs have positive effects in the spreading of information, and continued promotion, support and involvement in these profession-specific networks is suggested for all facilities. What is known about the topic? Maternity and neonatology service allied health (AH) professionals provide essential services for quality maternal and infant care and outcomes, reflected in their inclusion in several Queensland Health maternity and neonatal clinical guidelines. Queensland Health has also released a clinical services capability framework, which outlines minimum requirements for the provision of health services in Queensland public facilities, including minimum service and workforce structure. These include AH staff in the provision of key elements of care. What does the paper add? Staffing levels and description of models of care for AH professionals across the (former) Southern Queensland Health Service District is not known. This paper describes the outcome of a mapping process that provides a clear picture of AH staffing levels and service gaps, models of care in use, and models of care or resources that may be shared within the network for the professions of nutrition and dietetics, occupational therapy, physiotherapy, psychology, social work and speech pathology. What are the implications for practitioners? This profile of AH practitioners across the district provides a baseline reference that may prove useful for future planning of maternity and neonatology services in Queensland Health. Very low levels of staffing were identified and the staffing requirements outlined in the clinical services capability framework was not met at some sites. The results indicate that profession-specific support networks for AH practitioners have positive effects in the spreading of information; in addition, the continued promotion, support and involvement in these profession-specific networks are suggested for all facilities.

The South Australian Allied Health Workforce survey: helping to fill the evidence gap in primary health workforce planning

2012 ◽  
Vol 18 (3) ◽  
pp. 234 ◽  
Author(s):  
Deirdre Whitford ◽  
Tony Smith ◽  
Jonathan Newbury
Keyword(s):  
Health Care ◽  
Health Workforce ◽  
Allied Health ◽  
Care Delivery ◽  
Workforce Planning ◽  
South Australia ◽  
Full Time ◽  
The South ◽  
Allied Health Professionals ◽  
Primary Health

There is a lack of detailed evidence about the allied health workforce to inform proposed health care reforms. The South Australian Allied Health Workforce (SAAHW) survey collected data about the demographic characteristics, employment, education and recruitment and retention of allied health professionals in South Australia. The SAAHW questionnaire was widely distributed and 1539 responses were received. The average age of the sample was 40 years; males were significantly older than females, the latter making up 82% of respondents. Three-quarters of the sample worked in the city; 60% worked full time and the remainder in part-time, casual or locum positions. ‘Work–life balance’ was the most common attraction to respondents’ current jobs and ‘Better career prospects’ the most common reason for intending to leave. Practice in a rural location was influenced by rural background and rural experience during training. A greater proportion of Generation Y (1982–2000) respondents intended to leave within 2 years than Generation X (1961–81) or Baby Boomers (1943–60). Most respondents were satisfied with their job, although some reported lack of recognition of their knowledge and skills. Systematic, robust allied health workforce data are required for integrated and sustainable primary health care delivery.

scholarly journals Liaison psychiatry services in south England

2010 ◽  
Vol 34 (7) ◽  
pp. 270-273 ◽  
Author(s):  
Jackie Gordon ◽  
Sonia Wolf
Keyword(s):  
Royal College ◽  
Full Time ◽  
The South ◽  
Liaison Psychiatry ◽  
Hospital Size ◽  
Staffing Levels ◽  
The Past ◽  
Patient Groups ◽  
The Uk ◽  
And Function

Aims and methodTo investigate liaison psychiatry services across 38 acute trusts in the south of England. We used a telephone survey and compared the results to service structure and function as recommended by the Royal College of Physicians and the Royal College of Psychiatrists.ResultsApproximately two-thirds of trusts surveyed had a dedicated liaison service and this was not significantly related to hospital size. Most liaison teams were understaffed in all disciplines and only a third had a full-time consultant. Services for specialist patient groups were generally well provided for; 37% of teams had been created in the past 5 years and 33% were planning to increase their staffing levels in future.Clinical implicationsLiaison services in the south of England are similar to those in other parts of the UK that have been surveyed. Although the services did not meet the Colleges' recommendations, our study shows some recent growth and development in this specialty.

scholarly journals Pre-entry student clinical placement demand: can it be met?

2015 ◽  
Vol 39 (5) ◽  
pp. 577 ◽  
Author(s):  
Liza-Jane McBride ◽  
Cate Fitzgerald ◽  
Laura Morrison ◽  
Julie Hulcombe
Keyword(s):  
Public Health ◽  
Health Services ◽  
Clinical Education ◽  
Allied Health ◽  
Clinical Placement ◽  
Full Time ◽  
Public Health Services ◽  
Workload Management ◽  
Clinical Placements ◽  
Quality Review

Objectives The Clinical Education Workload Management Initiative (the Initiative) is a unique, multiprofessional, jurisdiction-wide approach and reform process enshrined within an industrial agreement. The Initiative enabled significant investment in allied health clinical education across Queensland public health services to address the workload associated with providing pre-entry clinical placements. This paper describes the outcomes of a quality review activity to measure the impact of the Initiative on placement capacity and workload management for five allied health professions. Data related to several key factors impacting on placement supply and demand in addition to qualitative perspectives from workforce surveys are reported. Methods Data from a range of quality review actions including collated placement activity data, and workforce and student cohort statistics were appraised. Stakeholder perspectives reported in surveys were analysed for emerging themes. Results Placement offers showed an upward trend in the context of increased university program and student numbers and in contrast with a downward trend in full-time equivalent (FTE) staff numbers. Initiative-funded positions were identified as a major factor in individual practitioners taking more students, and staff and managers valued the Initiative-funded positions’ support before and during placements, in the coordination of placements, and in building partnerships with universities. Conclusions The Initiative enabled a co-ordinated response to meeting placement demand and enhanced collaborations between the health and education sectors. Sustaining pre-entry student placement provision remains a challenge for the future. What is known about the topic? The literature clearly identifies factors impacting on increasing demand for clinical placements and a range of strategies to increase clinical placement capacity. However, reported initiatives have mostly been ad hoc or reactive responses, often isolated within services or professions. What does this paper add? This paper describes implementation of a clinical placement capacity building initiative within public sector health services developed from a unique opportunity to provide funding through an industrial agreement. The Initiative aimed to address the workload associated with clinical education of pre-entry students and new graduates. What are the implications for practitioners? This paper demonstrates that systematic commitment to, and funding of, clinical education across a jurisdiction’s public health services is able to increase placement capacity, even when staffing numbers are in decline.

scholarly journals Feminization of the rheumatology workforce: A longitudinal evaluation of patient volumes, practice sizes and physician remuneration

2020 ◽  
pp. jrheum.201166
Author(s):  
Jessica Widdifield ◽  
Jodi M. Gatley ◽  
Janet E. Pope ◽  
Claire E.H. Barber ◽  
Bindee Kuriya ◽  
...  
Keyword(s):  
Workforce Planning ◽  
Population Based ◽  
Annual Number ◽  
Clinical Activity ◽  
Full Time ◽  
Fee For Service ◽  
Population Based Study ◽  
Male And Female ◽  
Practice Size ◽  
Physician Remuneration

Objective To compare differences in clinical activity and remuneration between male and female rheumatologists and to evaluate associations between physician gender and practice sizes and patient volume, accounting for rheumatologists’ age, and calendar year effects. Methods We conducted a population-based study in Ontario, Canada between 2000-2015 identifying all rheumatologists practicing as full-time equivalents (FTE) or above and assessed differences in practice sizes (number of unique patients), practice volumes (number of patient visits), and remuneration (total fee-for-service billings) between male and female rheumatologists. Multivariable linear regression was used to evaluate the effects of gender on practice size and volume separately, accounting for age and year. Results The number of rheumatologists practicing at or above one FTE increased from 89 to 120 from 2000 to 2015, with the percentage of females increasing from 27.0% to 41.7%. Males had larger practice sizes and practice volumes. Remuneration was consistently higher for males (between $46,000-$102,000 annually). Our adjusted analyses estimated that in a given year, males saw a mean of 606 (95% CI 107-1105) more patients than females did, and had 1,059 (95% CI 345- 1773) more patient visits. Among males and females combined, there was a small but statistically significant reduction in mean annual number of patient visits, and middle-aged rheumatologists had greater practice sizes and volumes than their younger/older counterparts. Conclusion On average, female rheumatologists saw fewer patients and had fewer patient visits annually relative to males, resulting in lower earnings. Increasing feminization necessitates workforce planning to ensure that populations’ needs are met.

Infection preventionist staffing levels and rates of 10 types of healthcare-associated infections: A 9-year ambidirectional observation

2022 ◽  
pp. 1-6
Author(s):  
Robert J. Clifford ◽  
Donna Newhart ◽  
Maryrose R. Laguio-Vila ◽  
Jennifer L. Gutowski ◽  
Melissa Z. Bronstein ◽  
...  
Keyword(s):  
Control Charts ◽  
Bloodstream Infections ◽  
Central Line ◽  
Healthcare Associated Infections ◽  
Full Time ◽  
Staffing Levels ◽  
Clostridioides Difficile ◽  
Carbapenem Resistant ◽  
Healthcare Associated ◽  
Carbapenem Resistant Enterobacteriaceae

Abstract Objective: To quantitatively evaluate relationships between infection preventionists (IPs) staffing levels, nursing hours, and rates of 10 types of healthcare-associated infections (HAIs). Design and setting: An ambidirectional observation in a 528-bed teaching hospital. Patients: All inpatients from July 1, 2012, to February 1, 2021. Methods: Standardized US National Health Safety Network (NHSN) definitions were used for HAIs. Staffing levels were measured in full-time equivalents (FTE) for IPs and total monthly hours worked for nurses. A time-trend analysis using control charts, t tests, Poisson tests, and regression analysis was performed using Minitab and R computing programs on rates and standardized infection ratios (SIRs) of 10 types of HAIs. An additional analysis was performed on 3 stratifications: critically low (2–3 FTE), below recommended IP levels (4–6 FTE), and at recommended IP levels (7–8 FTE). Results: The observation covered 1.6 million patient days of surveillance. IP staffing levels fluctuated from ≤2 IP FTE (critically low) to 7–8 IP FTE (recommended levels). Periods of highest catheter-associated urinary tract infection SIRs, hospital-onset Clostridioides difficile and carbapenem-resistant Enterobacteriaceae infection rates, along with 4 of 5 types of surgical site SIRs coincided with the periods of lowest IP staffing levels and the absence of certified IPs and a healthcare epidemiologist. Central-line–associated bloodstream infections increased amid lower nursing levels despite the increased presence of an IP and a hospital epidemiologist. Conclusions: Of 10 HAIs, 8 had highest incidences during periods of lowest IP staffing and experience. Some HAI rates varied inversely with levels of IP staffing and experience and others appeared to be more influenced by nursing levels or other confounders.

scholarly journals Mentor, Scholar, Academic, and a Massage Therapist: an Interview with Amanda Baskwill, PhD(c), MSc, RMT

2019 ◽  
Vol 12 (1) ◽  
pp. 1-3
Author(s):  
Ann Blair Kennedy, LMT, BCTMB, DrPH, Executive Editor, IJTMB
Keyword(s):  
Faculty Member ◽  
Allied Health ◽  
Massage Therapy ◽  
Health Sciences ◽  
Full Time ◽  
Massage Therapist ◽  
Associate Dean ◽  
Time Faculty

Amanda Baskwill, PhD(c), RMT is influencing the massage therapy profession from seemingly all angles; she is a researcher, massage therapist, edu-cator, innovator, and mentor. Baskwill previously was a full-time faculty member at Humber College in Ontario, Canada, and now holds the position of Associate Dean in the Allied Health School of Health Sciences at the same institution. She has published widely on research centered on the mas-sage therapy profession, as well as the safety and effectiveness of massage therapy as a treatment for various conditions. This interview explores the development, career, and research of the in-novative educator and scholar, Amanda Baskwill.

Workforce Planning for Embedded Mental Health Care in the U.S. Navy

2020 ◽  
Vol 185 (11-12) ◽  
pp. e1961-e1967
Author(s):  
Jeffrey Millegan ◽  
Robert Lippy ◽  
Gabriel De La Rosa ◽  
Michael Swayze ◽  
Thomas Murray ◽  
...  
Keyword(s):  
Mental Health ◽  
Health Care ◽  
Linear Programming ◽  
Mental Health Care ◽  
Workforce Planning ◽  
Care Staff ◽  
Programming Algorithm ◽  
Care Providers ◽  
Staffing Levels ◽  
The U.S

Abstract Introduction Embedding mental health providers directly into operational units provides opportunities for holistic individual and population focused mental health support. To effectively provide clinical mental health care to a large number of Sailors and Marines while supporting the larger command, it is crucial to arrive at an optimal number of mental health (MH) care staff. In response to an increasing demand for MH care by operational units distributed globally, the U.S. Navy (USN) critically analyzed the current MH staffing levels, estimated future demand for MH care providers, and evaluated several staffing options. The following article illustrates a case study of workforce planning for the USN’s embedded MH delivery model. Materials and methods Several existing data sources were used to calculate current number of MH care staff across all USN platforms and to estimate demand for MH care. An open source Linear Programming application was used to estimate staffing solutions that meet business requirements in the most efficient manner possible. Results Results suggested different conclusions for embedded mental health staffing across USN communities. Depending on existing staffing levels and the number of Sailors or Marines anticipated to require care, the Linear Programming algorithm estimated needed staffing levels to address demand. Conclusion The current project represents the first systematic workforce planning initiative designed to help staff the USN’s global demand for community focused MH care. The results of this project have identified areas where additional embedded mental health resources should be made available. By systematically documenting all services and capabilities and carefully examining the operational demands of each community, the current solution was able to identify precisely what type of MH resources should be allocated to a given community.

scholarly journals Using data to strategically deploy staffing resources

2018 ◽  
Vol 39 (3/4) ◽  
pp. 166-171
Author(s):  
Michael Williams
Keyword(s):  
Performance Indicator ◽  
Service Level ◽  
Design Stage ◽  
Full Time ◽  
Service Level Agreements ◽  
Full Time Equivalent ◽  
Content Type ◽  
Staffing Levels ◽  
Staffing Requirement ◽  
Using Data

Purpose The environmentally controlled library warehouse stores ten million collection items and its team of staff provides a delivery service to the students and researchers. Statistics show that the demand for the service was much higher than the forecast at the design stage and, as a result, the operationally intensive environment had bottlenecks and backlogs, which were affecting the service-level agreements. It was clear that the staffing levels were inadequate to meet the demand, so there was a need to capture data to enable evidence-based decision making to restructure and supplement staffing. The paper aims to discuss these issues. Design/methodology/approach Each of the activities undertaken by staff were observed and timed over extended periods, which resulted in detailed measurements for each elemental task. On the basis of known demand for services, the author was able to extrapolate these measurements to model the demand on services and, therefore, the staffing requirement for a whole year. Findings The author was able to provide evidence to show that the levels of staffing were inadequate and two further full-time equivalent staff were required. The data also highlighted specific areas that required higher and lower levels of resourcing than those were currently provided. Originality/value The research was motivated by operational need in an environment where meeting service-level agreements is a key performance indicator. The methods can be applied to many library activities and are especially applicable to repetitive or high-intensity tasks. It is equally valuable in library operations where there is a perception that staffing levels are inadequate but it is not clear how additional staffing should be deployed.

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