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Generic Competencies for Public Health

Generic Competencies for Public Health. Workforce Action: Ready for the Future 28 June 2007. Competency. the ability to apply particular knowledge, skills, attitudes and values to the standard of performance required in specified contexts. Health promotion and social participation

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Generic Competencies for Public Health

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  1. Generic Competencies for Public Health Workforce Action: Ready for the Future28 June 2007

  2. Competency the ability to apply particular knowledge, skills, attitudes and values to the standard of performance required in specified contexts

  3. Health promotion and social participation Health protection Health situation monitoring and analysis Epidemiological surveillance/disease prevention and control Research, development and implementation of innovative public health solutions Human resources development and planning in public health Development of policies and planning in public health Strategic management of health systems and services for population health gain Ensuring the quality of personal and population- based health services Who works in public health?

  4. Key PH issues Focus on outcomes, determinants, systems Improve health of populations Reduce disparities within and between population groups

  5. PH workforce – Vote: Health 2,000 positions 10% covered by HPCAA 83% with any tertiary qualification • 71% Maori with any tertiary • 45% highest is ug diploma 14% MPH/ pg DPH

  6. PH workforce – Vote: Health Of 2,000 people: 66% work for NGOs mostly Not For Profits 26% work in BMFM organisations 4% work in BPFP organisations

  7. PH workforce – Vote: Health Of 2,000 people: 11% in PH less than 1 year 43% in PH less than 5 years • 56% Maori 31% HPO in PH at least 20 years

  8. PH workforce – Vote: Health Of 2,000 people: 14% less than $30k • 25% of Maori less than $30k

  9. Different training needs • Working now, need basic training, no relevant qualification • Working now, need rounding out • New to public health

  10. Identify shared competencies across the public health workforce to provide a common framework for professional development and a foundation for skill development across specific public health issues.

  11. Other key PHWDP priorities • Maori workforce • Pacific workforce

  12. Who started this project? • Australasian Faculty of Public Health Medicine • Health Promotion Forum • Māori Community Health Workers • New Zealand Institute of Environmental Health • Public Health Nurses Section of New Zealand Nurses Organisation • Public Health Association

  13. Generic competencies • minimum baseline set of competencies • necessary for the delivery of essential services • what everyone in public health needs to be able to do in order to work effectively in the field

  14. What do we all need to have in common? “we all” = all the people who work in public health

  15. Benefits of generic competencies More effective public health work • enhanced understanding across the different public health disciplines • more effective integrated public health strategies • clearer definition of what public health is and what are public health goals • greater recognition and validation of work done by public health practitioners

  16. Public Health Knowledge Health Systems Public Health Science Policy, Legislation, and Regulation Research and Evaluation Community Health Development Public Health Practice Te Tiriti o Waitangi Working Across and Understanding Cultures Communication Leadership, Teamwork, and Professional Liaison Advocacy Professional Development and Self Management Planning and Administration The Generic Competencies

  17. How do the generic competencies fit withexisting discipline-specific competencies?

  18. PH competencies • Many similar but different competency sets • Some groups have none • Some groups are in the process of developing a set • Some employers use no competency set • Multiple training programmes • many offer no recognised qualification

  19. Relationship between generic competencies,Discipline X competencies and Discipline Y competencies

  20. What needs to happen Training programmes – qualifications & consistency; Employer support; Funding – training, now more highly qualified staff; Support in contracts; Professional bodies and discipline support Body to manage, promote and support.

  21. RPL / RCC Recognition of prior learning / Recognition of current competency Needs trained and approved assessors

  22. Risks Existing disparities in workforce exacerbated • Employers fire, not up-skill • Training not accessible Funding barriers • Training costs (including travel) • Locums/ output reductions • Higher pay for higher skilled staff

  23. www.pha.org.nzor Googleall the wordspublic health generic competencies

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