Abstract:Issue addressed: Building health promotion workforce capacity and infrastructure is critical to ensure a strong evidence base for effective interventions, sustainability and ultimately positive health outcomes for the community. Accordingly, there is a need to build workforce capacity by providing pathways into the health promotion sector with opportunities for core health promotion competency development. Currently, there is a lack of transition programs and graduate-specific positions in health promotion.
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“…Finally, while there is little evidence in the literature about the role of serial reciprocity in putting palliative care education into practice, there is emerging literature in the area of service learning describing how trainees can use the benefits of health promotion education programs to strengthen health-care systems by introducing innovative practices. [32][33][34]…”
A growing body of research has examined modalities for delivering palliative care education; however, we know little about education and training preferences of VA interdisciplinary Palliative Care Consult Teams (PCCT). In the BEACON II study, we explored training preferences of PCCTs from 46 Veterans Affairs Medical Centers (VAMCs) participating in either a multisite webinar or a small group, in-person workshop. We interviewed participants by telephone seven to eight month post-training. In all, 75.9% preferred in-person education and training, including 78.9% of workshop participants and 73.1% of webinar participants. Respondents described in-person training as fostering learning through the following processes: (1) active engagement and focus, (2) interaction and networking, (3) meaning-making and relevance, and (4) reciprocity and commitment. Although it is not possible for Web-based palliative care education programs to replicate all aspects of the in-person learning experience, building experiential, interactive, meaningful, and reciprocal components into Web-based education may help shift preferences and make interdisciplinary team-based palliative care education accessible to a larger audience.
“…Finally, while there is little evidence in the literature about the role of serial reciprocity in putting palliative care education into practice, there is emerging literature in the area of service learning describing how trainees can use the benefits of health promotion education programs to strengthen health-care systems by introducing innovative practices. [32][33][34]…”
A growing body of research has examined modalities for delivering palliative care education; however, we know little about education and training preferences of VA interdisciplinary Palliative Care Consult Teams (PCCT). In the BEACON II study, we explored training preferences of PCCTs from 46 Veterans Affairs Medical Centers (VAMCs) participating in either a multisite webinar or a small group, in-person workshop. We interviewed participants by telephone seven to eight month post-training. In all, 75.9% preferred in-person education and training, including 78.9% of workshop participants and 73.1% of webinar participants. Respondents described in-person training as fostering learning through the following processes: (1) active engagement and focus, (2) interaction and networking, (3) meaning-making and relevance, and (4) reciprocity and commitment. Although it is not possible for Web-based palliative care education programs to replicate all aspects of the in-person learning experience, building experiential, interactive, meaningful, and reciprocal components into Web-based education may help shift preferences and make interdisciplinary team-based palliative care education accessible to a larger audience.
“…Previous research has described the challenges of quantifying the public health, health promotion and prevention workforces, particularly with no mandated requirement for registration of practitioners and only fairly recent inroads towards self‐regulation in health promotion . Since the last attempt at the national level to quantify and classify the injury prevention workforce, it appears that some resources such as a national directory of practitioners are no longer available.…”
Section: Discussionmentioning
confidence: 99%
“…A sufficiently sized and skilled workforce is required to achieve injury prevention and safety promotion targets and ultimately, positive health outcomes for the community . The National Injury Prevention and Safety Promotion Plan 2004‐14 acknowledged the workforce's diversity, the need for training and the importance of strengthening its capabilities.…”
Issue addressed: Since 1986, injury prevention and control has been classified as a National Health Priority. However, no reviews into the injury prevention workforce have been conducted in Australia since 2011 and to date; none has focused specifically on the injury prevention and safety promotion sector in Western Australia (WA). This research sought to review the scope of the injury prevention and safety promotion workforce in WA to gain a greater understanding of sector characteristics, work and needs. Methods: An online, cross-sectional survey was conducted between mid-January and mid-March 2018. Participants were required to be: (a) based in WA or have a program running within WA; and (b) working in injury prevention and safety promotion relating to programs, policy or legislation development, implementation and/or evaluation within intentional (eg interpersonal violence, suicide and self-harm) or unintentional injuries (eg transport, poisoning, falls, drowning, burns) or farm, child and community, occupational health and safety, sport and recreation and trauma. Results: The research found that participants were predominantly female (82%), aged 40 years or older (66.1%) and were employed full time (55.6%). The majority of participants worked in falls prevention (38.5%), alcohol and other drugs (38.0%), injury in general (31.8%) and community safety (30.7%). Conclusions: Findings demonstrate significant heterogeneity with a core workforce supported by a range of non-core and indirect actors. Identifying characteristics and needs of the workforce supports coordinated capacity building to implement effective injury prevention and safety promotion initiatives. With this being the first review of the workforce in WA, this article highlights the need to more regularly audit the sector to determine its breadth and composition. So what? In the light of the recent announcement by the Commonwealth for a new national Injury Prevention Strategy, this study provides timely insights into the injury prevention and safety promotion sector in WA.
“…Building on the contributions relating to skills sets and competencies of the health promotion profession, current National President Gemma Crawford highlighted the importance of building health promotion capacity and partnerships in a sustained way, using a scholarship programme, established over 20 years ago in Western Australia as a practical example 9 . She commented:I chose this article as I think it demonstrates sustained investment and capacity building as critical to health promotion practice and effective action.…”
Section: Recognising the Skills And Competencies Of The Health Promotmentioning
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