Advertisement

Canadian Journal of Public Health

, Volume 108, Issue 4, pp 403–408 | Cite as

A strategic approach to workforce development for local public health

  • Beverley BryantEmail author
  • Megan Ward
Innovations in Policy and Practice

Abstract

SETTING: In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people.

INTERVENTION: An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span.

OUTCOMES: Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision¬making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors.

IMPLICATIONS: Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.

Key words

Public health evidence-based practice evidence-based medicine professional competence health personnel 

Mots Clés

santé publique pratique factuelle médecine factuelle compétence professionnelle personnel de santé 

Résumé

LIEU : En 2009, le Bureau de santé de la région de Peel (BSRP) s’est donné pour vision de transformer le travail de santé publique en passant de la prestation efficace des services, définie par mandat provincial, à l’analyse robuste de l’état de santé de la population locale et à la sélection et à l’exécution de programmes visant à obtenir les meilleurs résultats sanitaires. Une démarche stratégique à l’égard de la main-d’œuvre a été un outil clé. Le BSRP est un bureau de santé publique de l’Ontario qui sert 1,4 million d’habitants.

INTERVENTION : Un programme de perfectionnement stratégique de la main-d’œuvre a été institué à l’échelle de l’organisme. Ce programme repose sur la théorie tout en étant fondé sur les faits et guidé par les données. La mise en place d’un cadre conceptuel a été suivie d’interventions de planification de la main-d’œuvre, de gestion des ressources humaines et de renforcement des capacités. Le programme s’est construit sur des examens des données probantes, sur la théorie et sur les compétences essentielles en santé publique. Les interventions couvrent toute la durée de vie professionnelle des employés.

RÉSULTATS : Le renforcement des capacités fondé sur les compétences essentielles en santé publique est un axe principal, particulièrement la capacité analytique à l’appui de la prise de décisions. Les employés acquièrent des habiletés et des connaissances globales en santé des populations. Le leadership évolue à mesure que le travail se recentre sur l’analyse de l’état de santé et l’élaboration d’interventions. La conception des tâches, le recrutement et l’orientation sont appropriés grâce à l’efficacité des processus de ressources humaines. L’analyse de la main- d’œuvre entraîne un perfectionnement intensif des employés pour avoir un large bassin de futurs leaders.

CONSÉQUENCES : La théorie, les résultats de recherche et les données constituent des bases solides pour le perfectionnement de la main-d’œuvre. Les compétences sont des éléments importants dans les descriptions de postes, le recrutement, la formation et les processus de ressources humaines. Une stratégie complète de perfectionnement de la main- d’œuvre permet le développement d’une main-d’œuvre qualifiée, capable de répondre aux besoins de la population qu’elle sert.

Preview

Unable to display preview. Download preview PDF.

Unable to display preview. Download preview PDF.

References

  1. 1.
    Peel Public Health’s Strategic Plan: 2009–2019 Staying Ahead of the Curve. Mississauga, ON: Peel Public Health, 2008. Available at: https://www.peelregion.ca/health/health-status-report/stay-ahead-curve/ph-way.htm (Accessed January 13, 2017).
  2. 2.
    Ward M. Evidence-informed decision making in a public health setting. Healthc Manage Forum 2011;24(Suppl 1):S8–16. PMID: 21717945. doi: 10. 1016/j.hcmf.2011.01.005.CrossRefGoogle Scholar
  3. 3.
    Ward M, Mowat D. Creating on organizational culture for evidence-informed decision making. Healthc Manage Forum 2012;25:146–50. PMID: 23252330. doi: 10.1016/j.hcmf.2012.07.005.CrossRefGoogle Scholar
  4. 4.
    Ward M, Dobbins M, Peirson L. Lessons learnt from implementing an organizational strategy for evidence-informed decision making. Public Health Panor 2016;2(3):249–400.Google Scholar
  5. 5.
    Mowat D, Moloughney B. Developing the public health workforce in Canada: A summary of regional workshops on workforce education and training. Can J Public Health 2004;95(3):186–87. PMID: 15191120. doi: 10.17269/cjph. 95.498.PubMedGoogle Scholar
  6. 6.
    Bourgeault I, Demers C, Donovan S. Public Health Workforce Development Models Literature Scan, Review and Synthesis. Mississauga, ON: Region of Peel, 2009. Available at: https://www.peelregion.ca/health/resources/pdf/Ivy- Bourgeault-Workforce%20Development.pdf (Accessed December 16, 2016).Google Scholar
  7. 7.
    Kotter International: The 8-Step Process for Leading Change. Available at: http://www.kotterinternational.com/the-8-step-process-for-leading-change/ (Accessed December 16, 2016).Google Scholar
  8. 8.
    Murray E, Treweek S, Pope C, MacFarlane A, Ballini L, Dowrick C, et al. Normalization process theory: A framework for developing, evaluating and implementing complex interventions. BMC Med 2010;8:63. doi: 10.1186/1741-7015-8-63.Google Scholar
  9. 9.
    Bryant B, Gola M, Johnston C. What are the Essential Practices of Middle Management That Will Increase Their Capacity to Effectively Lead Complex Change? Mississauga, ON: Region of Peel, 2012. Available at: https://www.peelregion.ca/health/library/pdf/Essential-practices-of-middle-management.pdf (Accessed December 16, 2016).Google Scholar
  10. 10.
    Naylor, CD. Learning from SARS: Renewal ofPublic Health in Canada: A Report of the National Advisory Committee on SARS and Public Health. Ottawa, ON: National Advisory Committee on SARS and Public Health, 2003. Available at: http://www.phac-aspc.gc.ca/publicat/sars-sras/naylor/index-eng.php (Accessed March 11, 2017).Google Scholar
  11. 11.
    Public Health Agency of Canada. Core Competencies for Public Health in Canada, Release 1.0. Ottawa, ON: PHAC, 2008. Available at: http://www.phac-aspc.gc.ca/php-psp/ccph-cesp/pdfs/cc-manual-eng090407.pdf (Accessed December 16, 2016).Google Scholar
  12. 12.
    Community Health Nurses of Canada. Public Health Nursing Discipline Specific Competencies Version 1.0. Toronto, ON: CHNC, 2009. Available at: https://www.chnc.ca/en/publications-resources (Accessed October 16, 2017).Google Scholar
  13. 13.
    Lapos N, Bryant B, Johnston C. Organizational Student Placement Practices and Recruitment. Mississauga, ON: Region of Peel, 2014. Available at: https://www.peelregion.ca/health/library/pdf/organiz-student-placement-dec14-2014.pdf (Accessed December 16, 2016).Google Scholar
  14. 14.
    D’sylva Barlow J, Bryant B, Atkinson J. New Employee Understanding of Public Health Practice: Orientation to Peel Public Health. Mississauga, ON: Region of Peel, 2013. Available at: https://www.peelregion.ca/health/library/pdf/new-empl-understand-pub-hlth-practice.pdf (Accessed December 16, 2016).Google Scholar
  15. 15.
    Canadian Foundation for Healthcare Improvement: Executive Training Program (EXTRA). Available at: http://www.cfhi-fcass.ca/WhatWeDo/extra (Accessed January 11, 2017).Google Scholar
  16. 16.
    Region of Peel, Institut National de Santé Publique, Durham Region Health Department. OnCore-EnCours: Core Skills for Public Health Practice. Waterloo, ON: Public Health Ontario, University of Waterloo, 2015. Available at: https://oncore-encours.ca/ (Accessed December 16, 2016).Google Scholar

Copyright information

© The Canadian Public Health Association 2017

Authors and Affiliations

  1. 1.Peel Public HealthMississaugaCanada

Personalised recommendations