Supporting Northern Territory Top End allied health graduates and early career staff by means of an interprofessional graduate program

2020 ◽  
Vol 44 (1) ◽  
pp. 47
Author(s):  
Prasha Sooful ◽  
Justine Williams ◽  
Renae Moore
Keyword(s):  
Health Service ◽  
Health Professionals ◽  
Allied Health ◽  
Graduate Program ◽  
Graduate Programs ◽  
Northern Territory ◽  
Early Career ◽  
Pilot Program ◽  
Interprofessional Practice ◽  
Allied Health Professionals

Objectives For allied health graduate staff, entry into the workforce can be challenging and complex to navigate. Formal, structured graduate programs in the Northern Territory are limited and are typically discipline specific. Discipline-specific graduate programs focus on clinical and specific skill sets. However, there is a need to support graduates and early career staff within a diverse and large health service by developing and encouraging interprofessional practice, as well as reflective and critical thinking skills. This article outlines a pilot inter-professional allied health graduate program trialled in the Northern Territory Top End, including program development, implementation and outcomes. Methods A formative study design using online pre- and post-program surveys for participants and their line managers was adopted. Results There was significant improvement noted in the graduates’ confidence levels of understanding other professional roles after the pilot program. Graduates also reported an improved sense of support and reflective skills moving into their subsequent year of professional practice. Managers of graduates reported improved interprofessional practice and collaboration with other health professionals. Conclusions The pilot program provided a sustainable model of learning and development for early career allied health professionals. Supporting the Top End graduate allied health workforce proved to be an important factor in facilitating interprofessional practice from an early stage, as integrated care and interprofessional practice are crucial to patient treatment. What is known about the topic? Research from within Australia and internationally has demonstrated that preparing allied health professionals for interprofessional practice helped facilitate collaboration and partnerships among different professions. This, in turn, improved quality of patient health care outcomes. Interprofessional education has been documented as an effective means of educating clinicians. What does this paper add? This paper describes how interprofessional learning and education in the form of a structured graduate program affected the perceptions of staff and implementation of interprofessional practice in the Northern Territory (NT). The Top End of the NT is unique in that a large number of allied health professionals work within integrated multidisciplinary teams or hold sole positions within regional settings. This is the first graduate program for NT allied health professionals. What are the implications for practitioners? Allied health professionals are an integral part of a health service and fostering interprofessional practice early on can prepare new employees to collaborate and support each other with an understanding of the roles of other professionals.

scholarly journals The Queensland Health Ministerial Taskforce on health practitioners’ expanded scope of practice: consultation findings

2015 ◽  
Vol 39 (3) ◽  
pp. 249 ◽  
Author(s):  
Gretchen Young ◽  
Julie Hulcombe ◽  
Andrea Hurwood ◽  
Susan Nancarrow
Keyword(s):  
Health Service ◽  
Health Professionals ◽  
Large Scale ◽  
Allied Health ◽  
Scope Of Practice ◽  
Allied Health Professionals ◽  
Health Service Provision ◽  
Stakeholder Consultation ◽  
Queensland Health ◽  
High Level

Objective Queensland Health established a Ministerial Taskforce to consult on and make recommendations for the expansion of the scope of practice of allied health roles. This paper describes the findings from the stakeholder consultation. Methods The Ministerial Taskforce was chaired by the Assistant Minister for Health and included high-level representation from allied health, nursing, medicine, unions, consumers and universities. Widespread engagement was undertaken with stakeholders representing staff from a wide cross-section of health service provision, training and unions. Participants also tendered evidence of models incorporating full-scope and extended scope tasks undertaken by allied health professionals. Results The consultation incorporated 444 written submissions and verbal feedback from over 200 participants. The findings suggest that full scope of practice is often restricted within the Queensland public health system, resulting in underuse of allied health capacity and workforce inefficiencies. However, numerous opportunities exist to enhance patient care by extending current roles, including prescribing and administering medications, requesting investigations, conducting procedures and reporting results. The support needed to realise these opportunities includes: designing patient-centred models of service delivery (including better hours of operation and delegation to support staff); leadership and culture change; funding incentives; appropriate education and training; and clarifying responsibility, accountability and liability for outcomes. The taskforce developed a series of recommendations and an implementation strategy to operationalise the changes. Conclusions The Ministerial Taskforce was an effective and efficient process for capturing broad-based engagement for workforce change while ensuring high-level support and involving potential adversaries in the decision-making processes. What is known about the topic? Anecdotal evidence exists to suggest that allied health professionals do not work to their full scope of practice and there is potential to enhance health service efficiencies by ensuring practitioners are supported to work to their full scope of practice. What does this paper add? This paper presents the findings from a large-scale consultation, endorsed by the highest level of state government, that reinforces the perceptions that allied health professionals do not work to full scope of practice, identifies several barriers to working to full scope and extended scope of practice, and opportunities for workforce efficiencies arising from expanding scope of practice. The top-down engagement process should expedite the implementation of workforce change. What are the implications for practitioners? High-level engagement and support is an effective and efficient way to broker change and overcome intraprofessional barriers to workforce change policies. However, practitioners are often prevented from expanding their roles through an implied need to ‘ask for permission’, when, in fact, the only barriers to extending their role are culture and historical practice.

Effective clinical supervision for regional allied health professionals: the supervisor’s perspective

2013 ◽  
Vol 37 (2) ◽  
pp. 262 ◽  
Author(s):  
Margaret Dawson ◽  
Bev Phillips ◽  
Sandra G. Leggat
Keyword(s):  
Health Service ◽  
Performance Management ◽  
Clinical Supervision ◽  
Health Professionals ◽  
Best Practice ◽  
Allied Health ◽  
Care Quality ◽  
Regional Health ◽  
Questionnaire Response ◽  
Allied Health Professionals

Objective. To explore the effectiveness of the current clinical supervision (CS) processes for allied health professionals (AHPs) at a regional health service from the perspective of the supervisor. Method. A mixed method study with two phases, involving AHPs across nine disciplines, employed at a regional health service and providing CS. In the first phase 14 supervisors participated in focus groups which were followed by the completion of a questionnaire by 26 supervisors. Results. Focus group results indicated confusion between CS, line and performance management and mentoring. Clinical supervision was perceived to contribute to the quality of patient care and reflective practice. The challenges of time for busy clinical staff were reported. The questionnaire response rate was 52.1% and the mean total score for the questionnaire was 162.96 (s.d. 13.47), being 76% of the maximum possible total score. Clinical supervision was considered to improve care quality despite the avoidance of addressing personal issues. Identified CS improvements included empowerment through education, resources development, streamlined documentation and use of best practice protocols. Conclusions. The results identified AHP supervisors’ perceptions of CS and possible improvements to CS processes, including differentiating CS from line management, protecting CS time and the provision of critical feedback. What is known about the topic? There are limited published reports about CS for AHPs, with AHP supervisor experience and knowledge not previously reported. What does the paper add? This is the first study to identify current supervisor understanding and practice of CS for AHPs. What are the implications for practitioners? CS is a valued activity, the effectiveness of which may be supported by education and resources.

scholarly journals Profiling bone and joint problems and health service use in an Australian regional population: The Port Lincoln Health Study

2013 ◽  
Vol 37 (4) ◽  
pp. 504 ◽  
Author(s):  
Clarabelle Pham ◽  
Tiffany K. Gill ◽  
Elizabeth Hoon ◽  
Muhammad Aziz Rahman ◽  
Deirdre Whitford ◽  
...  
Keyword(s):  
Quality Of Life ◽  
General Practice ◽  
Health Service ◽  
Health Professionals ◽  
Allied Health ◽  
Computer Assisted ◽  
Care Pathways ◽  
Allied Health Professionals ◽  
Regional Population

Objectives To describe the burden of bone and joint problems (BJP) in a defined regional population, and to identify characteristics and service-usage patterns. Methods In 2010, a health census of adults aged ≥15 years was conducted in Port Lincoln, South Australia. A follow-up computer-assisted telephone interview provided more specific information about those with BJP. Results Overall, 3350 people (42%) reported current BJP. General practitioners (GP) were the most commonly used provider (85%). People with BJP were also 85% more likely to visit chiropractors, twice as likely to visit physiotherapists and 34% more likely to visit Accident and Emergency or GP out of hours (compared with the rest of the population). Among the phenotypes, those with BJP with co-morbidities were more likely to visit GP, had a significantly higher mean pain score and higher levels of depression or anxiety compared with those with BJP only. Those with BJP only were more likely to visit physiotherapists. Conclusions GP were significant providers for those with co-morbidities, the group who also reported higher levels of pain and mental distress. GP have a central role in effectively managing this phenotype within the BJP population including linking allied health professionals with general practice to manage BJP more efficiently. What is known about the topic? As a highly prevalent group of conditions that are likely to impact on health-related quality of life and are a common cause of severe long-term disability, musculoskeletal conditions place a significant burden on individuals and the health system. However, far less is known about access and usage of musculoskeletal-related health services and programs in Australia. What does this paper add? As a result of analysing the characteristics of the overall BJP population, as well as phenotypes within it, a greater understanding of patterns of health service interactions, care pathways and opportunities for targeted improvements in delivery of care may be identified. The results emphasise that participants with BJP utilised the services of a narrow range of providers, which may have workforce implications for these sectors. The funding models for physiotherapists and chiropractors in Australia involve a mix of private and fees for service, which limits access to those who have private health insurance or can pay directly for these services. What are the implications for practitioners? These analyses indicate the importance of linking allied health professionals with general practice to manage BJP more efficiently. Alternative and appropriate care pathways need to be more strongly developed and identified for effective management of these conditions rather than relying on a traditional range of practitioners. Alternatively, greater ease of access to allied health practitioners may enable more effective treatment and improved quality of life for those with BJP. There is an urgent need to develop an effective population-based model of integrated care for BJP within regional Australia.

scholarly journals Capitalising on the transformational opportunities of early clinical academic career training for nurses, midwives and allied health professionals

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Alison Cowley ◽  
Claire Diver ◽  
Alison Edgley ◽  
Joanne Cooper
Keyword(s):  
Health Professionals ◽  
Allied Health ◽  
Academic Career ◽  
Research Training ◽  
Early Career ◽  
Identity Transformation ◽  
Structured Interviews ◽  
Allied Health Professionals ◽  
Career Training ◽  
The Individual

Abstract Background A highly skilled workforce is required to deliver high quality evidence-based care. Clinical academic career training programmes have been developed to build capacity and capabilities of nurses, midwives and allied health professionals (NMAHPs) but it remains unclear how these skills and roles are operationalised in the healthcare context. The aim of this study was to explore the experiences of early career clinical academic NMAHPs who have undertaken, or are undertaking, clinical academic master’s and doctoral studies in the United Kingdom. Methods We conducted 17 in-depth semi-structured interviews with early career clinical academics which included; nurses, midwives and allied health professionals. The data were analysed using thematic analysis. Results Two themes emerged from the data; identity transformation and operationalising transformation. Both these highlighted the challenges and opportunities that early clinical academic training provided to the individual and organisation in which they practiced. This required the reconceptualization of this training from the pure acquisition of skills to one of personal and professional transformation. The findings suggest that individuals, funders, and organisations may need to relinquish the notion that training is purely or largely a transactional exchange in order to establish collaborative initiatives. Conclusion Stakeholders need to recognise that a cultural shift about the purposes of research training from a transactional to transformative approaches is required to facilitate the development of NMAHPS clinical academics, to enable them to contribute to innovative health and patient care.

scholarly journals Building clinical academic leadership capacity: sustainability through partnership

2018 ◽  
Vol 23 (4) ◽  
pp. 346-357 ◽  
Author(s):  
Greta Westwood ◽  
Alison Richardson ◽  
Sue Latter ◽  
Jill Macleod Clark ◽  
Mandy Fader
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Health Professionals ◽  
Allied Health ◽  
Academic Career ◽  
Critical Mass ◽  
Training Programme ◽  
Allied Health Professionals ◽  
Partnership Model

Background A national clinical academic training programme has been developed in England for nurses, midwives and allied health professionals but is insufficient to build a critical mass to have a significant impact on improved patient care. Aim We describe a partnership model led by the University of Southampton and its neighbouring National Health Service partners that has the potential to address this capacity gap. In combination with the Health Education England/National Institute of Health Research Integrated Clinical Academic programme, we are currently supporting nurses, midwives and allied health professionals at Master’s ( n = 28), Doctoral ( n = 36), Clinical Lecturer ( n = 5) and Senior Clinical Lecturer ( n = 2) levels working across seven National Health Service organisations, and three nurses hold jointly funded Clinical Professor posts. Results Key to the success of our partnership model is the strength of the strategic relationship developed at all levels across and within the clinical organisations involved, from board to ward. We are supporting nurses, midwives and allied health professionals to climb, in parallel, both clinical and academic career ladders. We are creating clinical academic leaders who are driving their disciplines forward, impacting on improved health outcomes and patient benefit. Conclusions We have demonstrated that our partnership model is sustainable and could enable doctoral capacity to be built at scale.

scholarly journals Realist evaluation of allied health management in Queensland: what works, in which contexts and why

2019 ◽  
Vol 43 (4) ◽  
pp. 466
Author(s):  
Sharon Mickan ◽  
Jessica Dawber ◽  
Julie Hulcombe
Keyword(s):  
Health Service ◽  
Health Professionals ◽  
Allied Health ◽  
Health Management ◽  
Realist Evaluation ◽  
Professional Staff ◽  
Allied Health Professionals ◽  
Business Outcomes ◽  
Organisational Structures ◽  
Key Aspects

Objective Allied health structures and leadership positions vary throughout Australia and New Zealand in their design and implementation. It is not clear which organisational factors support allied health leaders and professionals to enhance clinical outcomes. The aim of this project was to identify key organisational contexts and corresponding mechanisms that influenced effective outcomes for allied health professionals. Methods A qualitative realist evaluation was chosen to describe key aspects of allied health organisational structures, identify positive outcomes and describe how context and processes are operationalised to influence outcomes for the allied health workforce and the populations they serve. Results A purposive sample of nine allied health leaders, five executives and 49 allied health professionals were interviewed individually and in focus groups, representing nine Queensland Health services. Marked differences exist in the title and focus of senior allied health leaders’ roles. The use of a qualitative realist evaluation methodology enabled identification of the mechanisms that work to achieve effective and efficient outcomes, within specific contexts. Conclusions The initial middle range theory of allied health organisational structures in Queensland was supported and extended to better understand which contexts were important and which key mechanisms were activated to achieve effective outcomes. Executive allied health leadership roles enable allied health leaders to use their influence in organisational planning and decision-making to ensure allied health professionals deliver successful patient care services. Professional governance systems embed the management and support of the clinical workforce most efficiently within professional disciplines. With consistent data management systems, allied health professional staff can be integrated within clinical teams that provide high-quality care. Interprofessional learning opportunities can enhance collaborative teamwork and, when allied health professionals are supported to understand and use research, they can deliver positive patient and business outcomes for the health service. What is known about the topic? A collective allied health organisational structure encourages engagement of allied health professionals within healthcare organisations. Organisational structures commonly include management and leadership strategies and service delivery models. Allied health leaders in Queensland work across a range of senior management levels to ensure adequate resources for sufficient suitably skilled professional staff to meet patient needs. What does this paper add? Literature to date has described how allied health professionals operate within organisational structures. This paper examines key aspects of allied health management, governance and leadership, together with mechanisms that support allied health professionals to deliver effective clinical and business outcomes for their local community. What are the implications for practitioners? Health service executives and allied health leaders should consider supporting executive allied health leadership roles to influence strategic planning and decision-making, as well as to deliver outcomes that are important to the health service. When allied health leaders implement integrated professional and operational governance systems, executives described allied health professionals as influential in supporting team-based models of care that add value to the business and improve outcomes for patients. When allied health leaders use consistent data management, executives reinforced the benefit of aligning activity data with financial costs to monitor, recognise and reimburse appropriate clinical interventions for patients. When allied health leaders support allied health workforce capability through educational and research opportunities, clinicians can use research to inform their clinical practice.

Professional association group mentoring for allied health professionals

2016 ◽  
Vol 11 (1) ◽  
pp. 2-21 ◽  
Author(s):  
Rosalie Coppin ◽  
Greg Fisher
Keyword(s):  
Health Professionals ◽  
Allied Health ◽  
Psychosocial Support ◽  
Professional Association ◽  
Early Career ◽  
Mentoring Program ◽  
Allied Health Professionals ◽  
Content Type ◽  
Group Mentoring ◽  
The Many

Purpose – Mentoring is widely used in the health sector, particularly for early career professionals in the public health system. However, many allied health professionals are employed in private practice and rely on their professional association to provide mentoring support and training. This mentoring context is under-researched. The paper aims to discuss these issues. Design/methodology/approach – A purposeful sample of 15 allied health professionals were interviewed using semi-structured interviews that were then analyzed using template analysis. Findings – The many-to-many group mentoring program delivered valuable knowledge, diagnostic skills and networking opportunities but did not provide inclusion, role modeling or psychosocial support to participants. Also identified were structural and operational issues including; the role of the coordinator in addressing contribution reluctance and participant confidence, confidentiality issues, lack of mentor training and overall organization of the program. Practical implications – Group mentoring is a valuable method of delivery for professional associations. The many-to-many group mentoring model is beneficial in a situation where the availability of mentors is limited. Further, the importance of having a dedicated program coordinator and a skilled facilitator is emphasized. Originality/value – This research contributes to the limited literature on many-to-many group mentoring by reviewing the effectiveness of an existing many-to-many group mentoring program for allied health professionals delivered by a professional association.

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