Building allied health workforce capacity: a strategic approach to workforce innovation

Abstract

Objective. The aim of the present study was to identify areas where allied health assistants (AHAs) are not working to their full scope of practice in order to improve the effectiveness of the allied health workforce.Methods. Qualitative data collected via focus groups identified suitable AHA tasks and a quantitative survey with allied health professionals (AHPs) measured the magnitude of work the current AHP workforce spends undertaking these tasks.Results. Quantification survey results indicate that Victoria's AHP workforce spends up to 17% of time undertaking tasks that could be delegated to an AHA who has relevant training and adequate supervision. Over half this time is spent on clinical tasks.Conclusions. The skills of AHAs are not being optimally utilised. Significant opportunity exists to reform the current allied health workforce. Such reform should result in increased capacity of the workforce to meet future demands.What is known about the topic? Increasing skill shortages across Australia's health workforce necessitates that the capabilities of all healthcare team members should be used optimally. AHA roles are an important and growing response to current health workforce needs. Increasing workforce capacity will ensure the right health workers are matched to the right task by skill, experience and expertise. What does this paper add? This paper presents a model that assists services to identify tasks suitable for delegation to an AHA by an AHP. The model is unique because it describes a process that quantifies the need for AHAs and it has been successfully implemented in rural, regional and metropolitan health services in Victoria. What are the implications for practitioners? Working collaboratively, with executive support, will lead to a sustainable and integrated approach to support workforce capacity building. Altering the skill mix of healthcare teams through increasing the role of AHAs has benefits for AHPs, patients and the healthcare system.

Strengthening the allied health workforce: policy, practice and research issues and opportunities

“…Pearce and Pagett 8 provides a case study of the emerging role of allied health assistants in the Australian Capital Territory. With the recognition that allied health assistants need to be working to their full scope of practice, Somerville et al 9 present a model to assist services to identify tasks suitable for delegation to an allied health assistant by an allied health professional.…”

Expanding speech pathology delegation practices: engaging Allied Health Assistants (AHAs) in dysphagia management in the acute hospital setting

“…Given that the health services for which the policies were designed cover a variety of inpatient, outpatient and rehabilitation services, it is not unexpected that role descriptions and references to area of practice need to be broad. However, the importance of clearly defined scope, including examples of 'full scope' is also supported by the literature (Kuipers, Hurwood, & McBride, 2015;Moran et al, 2015;Somerville et al, 2015;Stanhope & Pearce, 2013;Stute et al, 2013;Stute et al, 2014). A recent thematic analysis of responses from key focus groups regarding assistant delegation in rehabilitation teams highlighted 'removing barriers to prevent staff from working to their full scope' and 'maintaining role flexibility' as a key mechanism for successful implementation of an assistant model (Moran et al, 2015).…”

“…Similarly, in a multi-disciplinary setting, AHAs may be viewed by the team as increasing the entire team's capacity to increase the intensity of services provided to patients, as well as being a focal point for provision of care shared amongst different professions (Moran, Nancarrow, & Enderby, 2015). The utilisation of AHAs may also increase job satisfaction for allied health professions as they are able to spend more time on more complex clinical duties or spend their time conducting more operational/quality-based work (Somerville et al, 2015).…”

“…workforce is proposed to improve workforce efficiency, reduce unmet demands, reduce waiting lists, improve staff satisfaction, and allow Allied Health Professionals (AHP) to spend time on increasingly complex tasks and expanded scope of practice roles (Lizarondo et al, 2010;Nancarrow et al, 2014;Queensland Government, 2014;Somerville & Keating, 2012). However, to date uptake and use of delegation models remains variable, with studies identifying that the skills of AHAs remain underutilised (Somerville et al, 2015).…”

“…Thus, although the benefits of nurse led dysphagia screening are well documented, alternative models of service delivery (including alternative models of dysphagia screening) require investigation (Brooks et al, 2008;McGrath et al, 1989;Young et al, 2015). Brooks et al, 2008;Duckett, 2005aDuckett, , 2005bMunn et al, 2013;Nancarrow et al, 2013;Schwarz et al, 2019;Somerville et al, 2015;Young et al, 2015). These models include AHA delegation, in order to find solutions to meet the growing service demands (Allied Health Professions Office of Queensland, 2016;Young et al, 2015).…”