scholarly journals Health Service Activity Standards and Standard Workloads for Primary Healthcare in Ghana: A Cross-Sectional Survey of Health Professionals

Healthcare ◽  
2021 ◽  
Vol 9 (3) ◽  
pp. 332
Author(s):  
James Avoka Asamani ◽  
Christmal Dela Christmals ◽  
Gerda Marie Reitsma
Keyword(s):  
Health Service ◽  
Health Workforce ◽  
Health Professionals ◽  
Workforce Planning ◽  
Health Professions ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Primary Health ◽  
Health Centres ◽  
Service Activity

The attainment of health system goals is largely hinged on the health workforce availability and performance; hence, health workforce planning is central to the health policy agenda. This study sought to estimate health service activity standards and standard workloads at the primary health care level in Ghana and explore any differences across health facility types. A nationally representative cross-sectional survey was conducted among 503 health professionals across eight health professions who provided estimates of health service activity standards in Ghana’s Primary Health Care (PHC) settings. Outpatient consultation time was 16 min, translating into an annual standard workload of 6030 consultations per year for General Practitioners. Routine nursing care activities take an average of 40 min (95% CI: 38–42 min) for low acuity patients; and 135 min (95% CI: 127–144 min) for high dependency patients per inpatient day. Availability of tools/equipment correlated with reduced time on clinical procedure. Physician Assistants in health centres spend more time with patients than in district hospitals. Midwives spend 78 min more during vaginal delivery in health centres/polyclinics than in district/primary hospital settings. We identified 18.9% (12 out of 67) of health service activities performed across eight health professional groups to differ between health centres/polyclinics and district/primary hospitals settings. The workload in the health facilities was rated 78.2%, but as the workload increased, and without a commensurate increase in staffing, health professionals reduced the time spent on individual patient care, which could have consequences for the quality of care and patient safety. Availability of tools and equipment at PHC was rated 56.6%, which suggests the need to retool these health facilities. The estimated standard workloads lay a foundation for evidence-based planning for the optimal number of health professionals needed in Ghana’s PHC system and the consequent adjustments necessary in both health professions education and the budgetary allocation for their employment. Finally, given similarity in results with Workload Indicators of Staffing Need (WISN) methodology used in Ghana, this study demonstrates that cross-sectional surveys can estimate health service activity standards that is suitable for health workforce planning just as the consensus-based estimates advocated in WISN.

scholarly journals What do non-ophthalmic health professionals know about retinoblastoma: a survey in Saudi Arabia

2019 ◽  
Vol 7 (2) ◽  
pp. 457
Author(s):  
Dora H. AlHarkan ◽  
Malak A. Almuzneef ◽  
Norah M Alhammad ◽  
Nora A. Alyousif ◽  
Lina A. Alyousif ◽  
...  
Keyword(s):  
Health Professionals ◽  
Male Gender ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
General Hospitals ◽  
Primary Health ◽  
Primary Health Centres ◽  
Gender Education ◽  
Health Centres ◽  
Level Of Knowledge

Background: The aim of the study is to estimate the level of knowledge about retinoblastoma (Rb) and its determinants among non-ophthalmic health professionals of Qassim region of Saudi Arabia.Methods: This cross-sectional survey was held in 2016 in primary health centres (PHC) and general hospitals in the study area. In addition to demography like age, gender, education, place of work, participants replied to five questions related to Rb with close-ended questions to respond. They were matched to the expert group's answers to estimate the level of knowledge.Results: One hundred and fifty-two non-ophthalmic doctors participated in the survey. The excellent grade of knowledge of Rb was in 66 [43.3% (95% confidence interval 35.5-51.3)] of participants. Very poor level of knowledge was noted in 13 [8.6% (95% CI 4.1-13.0)] participants. Male gender (P = 0.02) and physician category (P = 0.02) were significantly associated with the excellent grade of Rb related knowledge. The participant’s response by type of questions varied significantly (P<0.001).Conclusions: More than half of the non-ophthalmic health professionals had less than desired knowledge about Rb. Health education about Rb to health professionals could be gender sensitive and based on the type of profession. Increasing the awareness about retinoblastoma among non-ophthalmic health professional is important.

scholarly journals Symptoms of Addictive Eating: What Do Different Health Professions Think?

2021 ◽  
Vol 11 (5) ◽  
pp. 60
Author(s):  
Megan Whatnall ◽  
Janelle Skinner ◽  
Antonio Verdejo-Garcia ◽  
Adrian Carter ◽  
Robyn M. Brown ◽  
...  
Keyword(s):  
Health Professionals ◽  
Population Group ◽  
Reward System ◽  
Health Professions ◽  
Physiological Effects ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Health Practitioners ◽  
Strongly Agree ◽  
The Brain

The symptoms of addictive eating are often debated, with some overlap in symptoms with substance addictions or other disorders such as binge eating disorder. This study explored the levels of agreement with symptoms of addictive eating among different health professions, the conditions they provide advice for, and the population group/s they work with. An online cross-sectional survey was conducted in February–April 2020 including 142 health professionals (87% female, 65% residing in Australia, 28% each working in private practice/hospital settings). Of these, 47% were dietitians, 20% psychologists/psychotherapists/counsellors, 16% other health practitioners (e.g., social workers), 13% health researchers, and 5% medical professionals. Agreement with 11 statements relating to addictive eating symptoms was assessed on a scale of 1/strongly disagree to 5/strongly agree (e.g., certain foods produce physiological effects in the brain rewards system). Differences in agreement by health profession were assessed by one-way analysis of variance. There were significant differences in agreement with individual statements between health professions. Psychologists, psychotherapists, and counsellors reported lower agreement to statements relating to physiological effects in the reward system, withdrawal symptoms, and over-eating to alleviate stress/anxiety, than other professions (p < 0.05). Those providing advice for disordered eating only reported lower agreement across statements compared with those providing advice for overweight/obesity or both (p < 0.001). There were minimal differences based on the population group/s that health professionals work with. There is some agreement among health professionals regarding addictive eating symptoms, however, this differs by profession and the conditions they treat. This study provides a novel perspective on health professionals’ views on addictive eating symptoms, and there is a need for more research to explore the concepts further.

scholarly journals Modelling the supply and need for health professionals for primary health care in Ghana: Implications for health professions education and employment planning

PLoS ONE ◽  
2021 ◽  
Vol 16 (9) ◽  
pp. e0257957
Author(s):  
James Avoka Asamani ◽  
Christmal Dela Christmals ◽  
Gerda Marie Reitsma
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Health Workforce ◽  
Health Professionals ◽  
Disease Burden ◽  
Health Professions ◽  
Health Professions Education ◽  
Training Requirements ◽  
Primary Health ◽  
Education And Employment

Background The health workforce (HWF) is critical in developing responsive health systems to address population health needs and respond to health emergencies, but defective planning have arguably resulted in underinvestment in health professions education and decent employment. Primary Health Care (PHC) has been the anchor of Ghana’s health system. As Ghana’s population increases and the disease burden doubles, it is imperative to estimate the potential supply and need for health professionals; and the level of investment in health professions education and employment that will be necessary to avert any mismatches. Methods Using a need-based health workforce planning framework, we triangulated data from multiple sources and systematically applied a previously published Microsoft® Excel-based model to conduct a fifteen-year projection of the HWF supply, needs, gaps and training requirements in the context of primary health care in Ghana. Results The projections show that based on the population (size and demographics), disease burden, the package of health services and the professional standards for delivering those services, Ghana needed about 221,593 health professionals across eleven categories in primary health care in 2020. At a rate of change between 3.2% and 10.7% (average: 5.5%) per annum, the aggregate need for health professionals is likely to reach 495,273 by 2035. By comparison, the current (2020) stock is estimated to grow from 148,390 to about 333,770 by 2035 at an average growth rate of 5.6%. The health professional’s stock is projected to meet 67% of the need but with huge supply imbalances. Specifically, the supply of six out of the 11 health professionals (~54.5%) cannot meet even 50% of the needs by 2035, but Midwives could potentially be overproduced by 32% in 2030. Conclusion Future health workforce strategy should endeavour to increase the intake of Pharmacy Technicians by more than seven-fold; General Practitioners by 110%; Registered general Nurses by 55% whilst Midwives scaled down by 15%. About US$ 480.39 million investment is required in health professions education to correct the need versus supply mismatches. By 2035, US$ 2.374 billion must be planned for the employment of those that would have to be trained to fill the need-based shortages and for sustaining the employment of those currently available.

Knowledge, Attitudes and associated factors to Use District Health Information System (DHIS2 data) for decision making among health professionals in a Resource limited settings: Cross-sectional Survey (Preprint)

2020 ◽  
Author(s):  
Shuma Gosha Kanfe ◽  
Nebyu Demeke Mengiste ◽  
Mohammedjud Hassen Ahmed ◽  
Gebiso Roba Debele ◽  
Berhanu Fikadie Endehabtu
Keyword(s):  
Decision Making ◽  
Health Professionals ◽  
Associated Factors ◽  
Good Knowledge ◽  
Cross Sectional Survey ◽  
District Health ◽  
Cross Sectional ◽  
Determinant Factors ◽  
Knowledge And Attitudes ◽  
Health Need

BACKGROUND Evidence based practice is a key to increase effectiveness and efficiency of quality health services. To achieve this, utilization of health facility data (DHIS2 data) is required which is determined by knowledge and attitudes of health professionals. Thus, this study aimed to assess knowledge and attitudes of health professionals to use DHIS2 data for decision making. OBJECTIVE This study aimed to assess the knowledge, attitudes and its associated factors among health professionals to use DHIS2 data for decision making at South west of Ethiopia 2020 METHODS Cross sectional quantitative study methods was conducted to assess Knowledge and Attitudes of health professionals to use DHIS2 data. A total of 264 participants were approached. SPSS version 22 software was used for data entry and analysis. Descriptive and analytical statistics including Bivariable and Multivariable analyses was done RESULTS Overall 130(49.2%) of the respondents had good knowledge to use DHIS2 data (95% CI: [43, 55.3]), whereas over 149 (56.4%) of the respondents had favorable attitudes towards the use of DHIS2 data for decision making purpose (95% CI: [53.2, 59.8]). Skills [AOR=2.20,95% CI:(1.16, 4.19)], Age [AOR= 1.92, 95% CI: (1.03, 3.59)] ,Resources[AOR=2.56, 95% CI:(1.35,4.86)], Staffing[AOR= 2.85, 95% CI : (1.49, 5.48)] and Experiences[AOR= 4.66, 95% CI: (1.94, 5.78)] were variables associated with knowledge to use DHIS2 data whereas Training [AOR= 5.59, 95% CI: (2.48, 5.42)], Feedback [AOR= 4.08, 95% CI: (1.87, 8.91)], Motivation [AOR=2.87, 95% CI: (1.36, 6.06)] and Health need [AOR=2.32, 95% CI: (1.10-4.92)] were variables associated with attitudes of health professionals to use DHIS2 data CONCLUSIONS In general, about half of the study participants had good knowledge of DHIS2 data utilization whereas more than half of respondents had favorable attitudes. Skills, resources, ages, staffing and experiences were the most determinant factors for the knowledge to use DHIS2 data whereas health need, motivation, feedback and training were determinant factors for attitudes to use DHIS2 data

scholarly journals Public Health Workforce Burnout in the COVID-19 Response in the U.S.

2021 ◽  
Vol 18 (8) ◽  
pp. 4369
Author(s):  
Kahler W. Stone ◽  
Kristina W. Kintziger ◽  
Meredith A. Jagger ◽  
Jennifer A. Horney
Keyword(s):  
Public Health ◽  
Health Workforce ◽  
Work Experience ◽  
Large Scale ◽  
Health Workers ◽  
Public Health Workforce ◽  
Cross Sectional Survey ◽  
Public Health Response ◽  
Cross Sectional ◽  
The U.S

While the health impacts of the COVID-19 pandemic on frontline health care workers have been well described, the effects of the COVID-19 response on the U.S. public health workforce, which has been impacted by the prolonged public health response to the pandemic, has not been adequately characterized. A cross-sectional survey of public health professionals was conducted to assess mental and physical health, risk and protective factors for burnout, and short- and long-term career decisions during the pandemic response. The survey was completed online using the Qualtrics survey platform. Descriptive statistics and prevalence ratios (95% confidence intervals) were calculated. Among responses received from 23 August and 11 September 2020, 66.2% of public health workers reported burnout. Those with more work experience (1–4 vs. <1 years: prevalence ratio (PR) = 1.90, 95% confidence interval (CI) = 1.08−3.36; 5–9 vs. <1 years: PR = 1.89, CI = 1.07−3.34) or working in academic settings (vs. practice: PR = 1.31, CI = 1.08–1.58) were most likely to report burnout. As of September 2020, 23.6% fewer respondents planned to remain in the U.S. public health workforce for three or more years compared to their retrospectively reported January 2020 plans. A large-scale public health emergency response places unsustainable burdens on an already underfunded and understaffed public health workforce. Pandemic-related burnout threatens the U.S. public health workforce’s future when many challenges related to the ongoing COVID-19 response remain unaddressed.

scholarly journals Advancing the Population Needs-Based Health Workforce Planning Methodology: A Simulation Tool for Country Application

2021 ◽  
Vol 18 (4) ◽  
pp. 2113
Author(s):  
James Asamani ◽  
Christmal Christmals ◽  
Gerda Reitsma
Keyword(s):  
Open Access ◽  
Population Health ◽  
Health Workforce ◽  
Health Professionals ◽  
Real Life ◽  
Workforce Planning ◽  
Health Needs ◽  
Simulation Tool ◽  
Flow Process ◽  
Health Workforce Planning

Although the conceptual underpinnings of needs-based health workforce planning have developed over the last two decades, lingering gaps in empirical models and lack of open access tools have partly constrained its uptake in health workforce planning processes in countries. This paper presents an advanced empirical framework for the need-based approach to health workforce planning with an open-access simulation tool in Microsoft® Excel to facilitate real-life health workforce planning in countries. Two fundamental mathematical models are used to quantify the supply of, and need for, health professionals, respectively. The supply-side model is based on a stock-and-flow process, and the need-side model extents a previously published analytical frameworks using the population health needs-based approach. We integrate the supply and need analyses by comparing them to establish the gaps in both absolute and relative terms, and then explore their cost implications for health workforce policy and strategy. To illustrate its use, the model was used to simulate a real-life example using midwives and obstetricians/gynaecologists in the context of maternal and new-born care in Ghana. Sensitivity analysis showed that if a constant level of health was assumed (as in previous works), the need for health professionals could have been underestimated in the long-term. Towards universal health coverage, the findings reveal a need to adopt the need-based approach for HWF planning and to adjust HWF supply in line with population health needs.

Association between Leadership, Motivation, Compensation and Employees Satisfaction in Primary Health Centres Denpasar

2016 ◽  
pp. 111
Author(s):  
M. Karma Maha Wirajaya ◽  
N.M. Sri Nopiyani ◽  
I.P. Ganda Wijaya
Keyword(s):  
Employee Satisfaction ◽  
Work Performance ◽  
Extrinsic Motivation ◽  
Health Centers ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Primary Health ◽  
Leadership Motivation ◽  
Primary Health Centres ◽  
Employees Satisfaction

Background and purpose: Employees satisfaction can improve the work performance of employees that can create a positive situation in the organizational environment. Previous studies have shown that leadership, motivation and compensation related to employee satisfaction but has not been able to explain the association of leadership, motivation and compensation together with employee satisfaction. This study aims to determine the relationship of leadership, motivation, compensation and employees satisfaction in primary health centers, Denpasar.Methods: This study was cross-sectional survey among all employees consist of 39 employees in Puskesmas II Denpasar Selatan and 36 employees in Puskesmas III Denpasar Utara. Data were collected using a questionnaire and analyzed using logistic regression to examine the association between leadership, motivation, compensation and employees satisfaction in primary health centers, Denpasar.Results: Most employees perceived lack in leadership of the head of primary health centers (52.00%), had a high motivation to work (56.00%), received adequate compensation (60.00%) and satisfied with their work (52.00%). Multivariate analysis showed that two variables had significant association, that were leadership with OR=7.28 (95%CI: =2.17-24.46) and motivation with OR=4.31 (95%CI: 1.29-14.39).Conclusion: Factors associated to the employees satisfaction in primary health centers were leadership and motivation. Aspects of leader behavior to motivate employees and extrinsic motivation primarily on working conditions need to be improved to create employees satisfaction.

Sign in / Sign up

Export Citation Format

Share Document