Health Promotion and Education Practitioners

Transcription

1 Health Promotion and Education Practitioners Health Promotion and Health Education Practitioner Positions Health Promotion and Health Education Practitioners make up 23% of the workforce surveyed 591 of 2601 public health positions identified by the 185 surveyed. The 591 positions include: 353 general health promotion advisor/worker positions 129 are M aori health promotion advisor/worker positions 45 are Pacific positions 64 health education practitioner positions. Of the 591 positions mentioned above: 46 were vacant in January are in the surveyed ʻby M aori for M aoriʼ 17 are in the surveyed ʻby Pacific for Pacificʼ. 260 of the 666 individuals who responded to the individual survey identified themselves as health promotion advisors and/or health education practitioners: 74% of that 260 have been in their current position for up to, but less than five years Those in health promotion/health education have on average spent less time in their current role than have other members of the workforce in general. Public health programme areas Health Promotion and Education Practitioners are working in (as indicated by the 260 individual Note individuals often work in more than one area. 41% social environments. 41% health education. 35% nutrition. 33% physical activity. 28% tobacco control. 27% well-child promotion. 27% management/admin/hr. 26% alcohol/drug prevention. 25% sexual health. Health Promotion and Education Practitioners Salaries (as indicated by 258 of the Health Promotion and Education Practitioner individual 18% earn up to $30, % earn $30,001 to $40, % earn $40,001 to $50, % earn $50,001 to $70,000. Health Promoters plan, implement and evaluate activities that promote health and well-being in communities. Health Education Practitioners work in specialised positions responsible for developing and delivering health education materials and programmes. 57% of the surveyed 185 surveyed indicated they have difficulty filling health promotion and education practitioner positions. Health Promotion and Education Practitioners Qualifications & training (as indicated by the 260 individual Note some have more than one qualification. 82% have some sort of tertiary qualification. 18% have health promotion certificates. 1% have master of public health. 4% have diploma in public health. 45% have other tertiary diplomas. 33% have other degrees. 21% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are cost 63%, personal commitments 49% and work commitments 44%. The main topics of non-tertiary training identified by the individual respondents are health promotion workshops 58%, conferences 53%, computer training 48%. 43% of the individual respondents have received Treaty of Waitangi Training. 3% of the individual respondents have received Pacific or Other Cultural Training. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to specific areas of work 29%, community experience 19%, life experience 18%, networking 14%.

2 Health Protection Officers Health Protection Officer Positions Health Protection Officers (HPOs) make up 5% of the workforce surveyed 133 of 2601 public health positions identified by the 185 surveyed. Of the 133 HPO positions there are 9 vacant positions. 80% of the 12 that do recruit HPOs indicated they have difficulty filling these positions. Health Protection Officers plan and implement activities that protect health and well-being in communities. Health protection officers are designated by the Director-General of Health. 61 of the 666 individuals who responded to the individual survey identified themselves as Health Protection Officers (HPOs). 48% of the 61 HPOs surveyed identified that have been in their current position for up to, but less than five years. HPOs tend to have worked in their positions longer than those working in other positions. 92% of the 61 HPOs surveyed are in full-time positions. 80 % of who recruit HPOs have difficulty filling those roles. Only 2% of the 61 HPOs are ʻvery satisfiedʼ in their current roles. Overall, those working in health protection have the lowest levels of satisfaction. 90% of Public Health Units have a problem recruiting M aori Health Protection Officers. Public health programme areas Health Protection Officers are working in (as indicated by the 133 individual Note individuals often work in more than one area. 87% physical environments. 79% communicable disease control. 26% health education. 21% tobacco control & 21% quality planning. 20% workforce and sector development. Health Protection Officer Salaries (as indicated by the 60 HPO individual 9% earn less than $40, % earn $40,001 to $50, % earn $50,001 to $70,000. Health Protection Officer Qualifications & training (as indicated by the 133 individual Note some HPOs have more than one qualification. 98% have some sort of tertiary qualification. 11% have diplomas in public health. 77% have other tertiary diplomas. 62% have other degrees. 30% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are personal commitments 71%, work commitments 55%, lack of career path 42% and cost (32%). The main topics of non-tertiary training identified by the individual respondents are health protection training 72%, computer training 52% and conferences 46%. 34% of HPOs have completed Treaty of Waitangi training. Of the individuals surveyed, nil indicated that they had received Pacific or Other cultural training. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to specific areas of work and public health experience (both 20%) past work experience & community experience (both 10%).

3 Public Health Nurses Public Health Nurses are registered nurses who work in public health doing health education work in the community with children and families. Public Health Nurse Positions Public health nurses (PHNs) make up 8% of the workforce surveyed 211 of 2601 public health positions identified by the 185 surveyed. (Note that this number only includes those PHNs who work for with public health contracts it will therefore under-represent the total PHN workforce). Of the 211 positions: There are 7 vacancies 11 PHN positions are in the surveyed ʻby M aori for M aoriʼ 2 PHN positions are in the surveyed ʻby Pacific for Pacificʼ 1 PHN position is in the surveyed non-government 55% of the surveyed who recruit PHNs indicated they have difficulty filling their vacant positions. 64 of the 666 individuals who responded to the individual survey identified themselves as public health nurses (PHNs). 52% of the 64 PHNs have been in their current position for up to, but less than 5 years. 8% have been in their current position for 15 to 20 years. 5% more than 20 years. 77% of the 64 PHNs are full-time, 23% part time. 53% of the 64 PHNs identified that they were satisfied in their current role and 27% indicated they were somewhat satisfied (total 80%). Public health programme areas public health nurses are working in (as indicated by the 64 individual Note individuals often work in more than one area. 86% Immunisation. 69% Well-child promotion. 64% Nutrition. 59% Social environments. 58% Communicable disease control. 56% Sexual health. 55% Physical activity. Public Health Nurse Salaries (as indicated by the 64 PHN individual 5% earn up to $30, % earn $30,0001 to $40, % earn $40,001 to $50, % earn $50,001 to $70,000. Public Health Nurse Qualifications & training (as indicated by the 64 individual Note some have more than one qualification. 91% have some sort of tertiary qualification. 0% indicated they have a master of public health or diploma of public health. 39% of PHNs do however have other degrees. 64% have other tertiary diplomas. 31% have other tertiary certificates. 25% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are cost 65%, personal commitments and work commitments both 62%. The main topics of non-tertiary training identified by the individual respondents are computer training 73%, conferences 56%, health promotion workshops 48% and job orientation 45%. 56% have received Treaty of Waitangi training. 2% of PHNs indicated they have received Pacific cultural training. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to specific areas of work 48%, life experience 28%, community experience and parenting experience both 25%.

4 Public Health Physicians, Medical Officers of Health and other Medical Practitioners Public health physicians doctors with specialist training in public health medicine fill a range of public health roles. Many are Medical Officers of Health who are appointed by the Director General of Health to enforce a range of statutory functions. The survey includes the following positions Medical Officers of Health, Public Health Physicians, Public Health Registrars and Physicians (it is likely that some of those who described themselves as 'physicians' do not have public health specialist training or qualifications although all described themselves as carrying out a public health role Public Health Physicians and other Medical Practitioners Public Health Physicians and other Medical Practitioners make up 3% of the public health workforce surveyed 87 of the 2601 public health positions identified by the 185 surveyed. The 87 positions include: 37 positions are medical officers of health 24 positions describe themselves as physicians. 19 positions as public health physicians 7 positions are public health registrars. Of the 87 positions mentioned above: 3 were vacant in January positions are in the surveyed ʻby M aori for M aoriʼ 9 positions are in the non-government surveyed No positions are in the surveyed ʻby Pacific for Pacificʼ. The surveyed that recruit Medical Practitioners indicated they have difficulty with recruitment in the following Public Health Medicine positions: 77% Medical officers of health 55% Public health physicians 50% Public health registrars. 32 of the 666 individuals who responded to the individual survey identified themselves as one of the Medical Practitioner roles. 50% of the 32 have been in their current position for up to, but less than five years. 63% of Medical Practitioners are full-time, 38% are part time. 71% of Medical Practitioners are satisfied in their current roles, 13% are somewhat satisfied. Public health programme areas Medical Practitioners are working in (as indicated by the 32 individual Note individuals often work in more than one area. 75% communicable disease control. 53% immunisation. 41% physical environments. 28% needs assessment. 28% sexual health. 25% social environments. 25% management/admin/hr. 22% alcohol/drug harm prevention. Medical Practitioners Salaries (as indicated by the 32 individual 78% earn over $90,000. 3% earn less than $50,000. Medical Practitioners Qualifications & training (as indicated by the 32 individual 38% of the 32 individual respondents have a Masters in Public Health. 19% of public health medicine practitioners are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are personal commitments (69%) work commitments (46%) cost (46%). The main topics of non-tertiary training identified by the individual respondents are conferences 81%, and health protection training 38%. 53% of the 32 individual respondents have received Treaty of Waitangi training. 3% of the 32 individual respondents have received Pacific cultural training. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to specific areas of work 22%, public health experience 44% and overseas experience 13%.

5 Public Health Managers/ Advisors Public Health Managers manage public health services. The category of Public Health Advisor includes a range of advisory roles. Public Health Manager/Advisor Positions Public Health Managers/Advisors make up 10% of the workforce surveyed 254 of 2601 public health positions identified by the 185 surveyed. The 254 positions include: 57 M aori Managers positions 16 M aori Advisors positions 11 Pacific Manager positions 7 Pacific Advisor positions 42 positions are ʻportfolioʼ Managers 121 are Manager positions. Of the 254 positions mentioned above: 9 positions were vacant in January positions are in the surveyed ʻby M aori for M aoriʼ 15 positions are in the surveyed ʻby Pacific for Pacificʼ 95 positions are in the surveyed non-government. 129 of the 666 individuals who responded to the individual survey identified themselves as Managers/Advisors. 68% of the 129 individuals have been in their current position for up to but less than 5 years. 77% indicated they were satisfied in their current role. 83% work full-time. 78% of the surveyed 185 surveyed indicated they have difficulty filling Manager/Advisor positions. Managers/Advisors Salaries (as indicated by 124 of the Manager/Advisor individual 7% earn up to $30, % earn $30,0001 to $40, % earn $40,001 to $50, % earn $50,001 to $70, % earn $70,001 to $90,000. 6% earn over $90,000. Managers/Advisors Qualifications & training (as indicated by the 129 individual Note some have more than one qualification. 81% have some sort of tertiary qualification. 2% have Masters of Public Health. 3% have a Diploma of Public Health. 50% have ʻother tertiary diplomasʼ. 38% have ʻother degreesʼ. 22% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are work commitments 72%, personal commitments 61% and cost 56%. The main topics of non-tertiary training identified by the individual respondents are conferences 55%, computer training 52%. 44% of individual respondents have received Treaty of Waitangi training. 3% of individual respondents indicated they have received Pacific cultural training. 3% indicated they have received ʻOther Cultural Trainingʼ. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to specific areas of work 22%, community experience 21%, public health experience 13% and life experience 14%.

6 Allied/other Health Professionals (PH dietician/ nutritionist, nurses*, health technician, dental therapist) *These are non-public health nursing positions. See separate poster for public health nurses. Allied/other Health Professionals make up 6% of the workforce surveyed 145 of 2601 public health positions identified by the 185 surveyed. The 145 positions include: 51 positions are nurses (not public health nurses) 34 positions are public health dieticians/ nutritionists 33 positions are health technicians 27 positions are dental therapists 3 public health dietician/nutritionist positions. Of the 145 positions: 47 are in the surveyed ʻby M aori for M aoriʼ 2 are in the surveyed ʻby Pacific for Pacificʼ 31 are in the surveyed non-government. 40 of 666 individual respondents identified themselves as part of the Allied/other Health Professional group in the individual survey. 62% of the 40 individuals indicated they have been in their current position for up to but less than five years. Public health programme areas Allied/ other Health Professionals are working in (as indicated by the 40 individual Note individuals often work in more than one area 68% nutrition. 62% immunisation. 57% physical activity. 56% well child promotion. 49% social environments. 44% health education. 41% oral health, 41% communicable disease control. 36% asthma. 35% injury prevention. 30% needs assessment. Allied/other Health Professionals Qualifications & training (as indicated by the 40 individual 95% have some sort of tertiary qualification. 28% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are work commitments 62%, cost 52% and lack of career path 48%. The main topics of non-tertiary training identified by the individual respondents are conferences 68%, computer training 50%, health promotion workshops 42% and issues based training 40%. 48% had received Treaty of Waitangi Training. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to life experience 22%, specific areas of work 20%, community experience 15% and overseas experience 12%.

7 Community Health Worker Community health workers use specific cultural knowledge and strong networks within their own communities to promote health. Community Health Worker Positions Community health workers make up 11% of workforce surveyed 290 of 2601 public health positions identified by the 185 surveyed. (Note that this number only includes those Community Health Workers who work for with public health contracts it will therefore under-represent the total community health worker workforce) The 290 positions include: 92 are general (non-m aori, non-pacific) community health worker positions 141 positions are M aori positions 40 positions are Pacific positions 17 are mental health workers Of the 290 positions mentioned above: There were 2 vacant community health worker positions in January positions are in the surveyed ʻby M aori for M aoriʼ 33 positions are in the surveyed ʻby Pacific for Pacificʼ 72 community health worker positions are in the surveyed non-government. 33% of the surveyed 185 surveyed indicated they have difficulty filling community health worker positions (the 14 ʻby Pacific for Pacificʼ surveyed have the greatest difficulty filling their community health worker positions). 61 of the 666 individuals who responded to the individual survey identified themselves as community health workers. 72% of the 61 individuals have been in their current position for up to, but less than 5 years. 5% have been in their current role for years. None of the respondents had been there greater than 15 years. 81% work full-time. 61% of community health workers are satisfied in their current role. 28% are somewhat satisfied. Public health programme areas Community Health Workers are working in (as indicated by the 62 individual Note individuals often work in more than one. 52% physical activity. 48% nutrition. 45% health education. 40% tobacco control. 37% well child promotion. 35% alcohol harm prevention. 32% social environments. 31% oral health. 31% injury prevention. Community Health Worker Salaries (as indicated by 55 of the community health worker 51% earn up to $30, % earn $30,0001 to $40,000. 9% earn $40,001 to $50,000. 4% earn $50,001 to $70,000. None earn over $70,000. Community Health Worker Qualifications & training (as indicated by the 62 of the community health worker Note some have more than one qualification. 61% have some sort of tertiary qualification. 8% have health promotion certificates. None have Masters or Diplomas in public health. 2% have other masters degrees. 11% have other degrees. 19% have other tertiary diplomas. 31% have other tertiary certificates. 29% are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are work commitments 61%, personal commitments 58% and cost 55%. The main topics of non-tertiary training identified by the individual respondents are health promotion workshops 48%, conferences 45%, issues based training 45% and Treaty of Waitangi Training 44%. Community health workers have the most non-tertiary training in Models of M aori health, Te Reo and Tikanga M aori. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to life experience 24%, Tikanga M aori 15%, life skills 15% and specific areas of work 11%. Community health workers are similar to the overall public health workforce in Their age and gender profile. Full-time, part time ratios. Levels of satisfaction. Things they dislike about their position (pay rates, heavy workload). The barriers to tertiary and non-tertiary study. The areas they would like more training in. Community health workers differ from the overall public health workforce in Their ethnic make up (more M aori and Pacific, less NZ European). Areas of concern (more likely to mention management concerns, funding and salary and less likely to mention staffing issues and government/ministry related issues). What they value about their job (more likely to value a supportive employer and less likely to value the opportunity to develop new skills). Salary (significantly lower, 52% earn up to $30,000). Tertiary qualifications (significantly less). See above section on qualifications and training. Other, non-tertiary qualifications favoured more highly. Getting more support from employer to undertake study. More likely to have attended issues based training and cultural training, less likely to have attended computer training. Culturally appropriate training is more of a barrier to training. Attributes in terms of other knowledge and experience (more likely to mention M aori tikanga, good people skills, cultural awareness). The skills they see as being important to their position (more likely to mention community development skills, cultural understanding, Te Reo).

8 Other positions Other positions recorded by the surveyed individuals 833 of 2601 other positions were recorded in the information provided by the 185 surveyed (32 % of the workforce positions). The 833 other positions identified were: 157 administrators 83 receptionists 106 volunteers 37 co-ordinators positions 22 IT positions 19 counsellors 17 immunisation co-ordinators 379 other and miscellaneous positions. Of the 833 positions mentioned above: 312 are in the surveyed ʻby M aori for M aoriʼ 41 are in the surveyed ʻPacific for Pacificʼ 307 are in the surveyed nongovernment 27% of indicated they have difficulty filling these positions. 32 of the 666 individuals who responded to the individual survey identified that they have ʻotherʼ roles in public health. 70% of that 32 have been in their current position for up to, but less than 5 years (33% of this 70 % for less than 1 year). 72% of the 32 individuals work full-time. 60 % of this group are satisfied working in their current role. Qualifications & training of individuals in other public health positions (as indicated by the 32 individual Note some have more than one qualification. 15% of this group are currently doing tertiary qualifications. The main barriers to study identified by the individual respondents are cost 67%, work commitments 67% and lack of career pathway 44%. The main topics of non-tertiary training identified by the individual respondents are computer training 58%, Treaty of Waitangi training 45% and conferences 39%. The respondents were asked what other knowledge and experience they bring to their jobs. The highest responses related to life experience 24%, public health experience 15%, specific areas of work 15% and communications skills 12%.

9 Injury Prevention Workforce Profile of the injury prevention workforce (as per the 95 individual Gender 80% are women. Ethnicity 60% NZ European. 27% M aori. 9% Pacific. 8% Other ethnicities. Age Workers are mainly spread over the age range years. Most important issues the need for more training, staff meeting professional standards, lack of skilled staff, better working relationships and salaries. Salary levels are widely spread through the range $30,000 to $70, % have worked in their current role for up to five years. 76% work full-time. 74% are satisfied or very satisfied with their current role. Workers particularly value having a supportive employer, the opportunity to develop new skills, and being paid good money. Relatively few people volunteer things they dislike about their positions, but those that did respond showed some focus on pay rates, heavy workloads and lack of internal support. Around two-thirds expect they will definitely or probably be working in the same field 5 years from now. A pilot survey was completed on the injury prevention workforce to assess how information might be collected from the public health workforce who do not directly contract to the Public Health Directorate of the Ministry of Health. A self completion questionnaire was sent to 213 individuals from the Injury Prevention Network database (practitioners employed in injury prevention roles). The response rate was 45% (95 individuals). The qualifications & training of the injury prevention workforce (95 individual TERTIARY TRAINING 84% have some tertiary qualifications and most consider that at least some tertiary qualifications are necessary for their positions. One-in-six people are currently doing formal study for a tertiary qualification. The availability of tertiary training in the regions where they live, availability of in-service/on the job training and being subsidised by their employers would increase the likelihood of more individuals doing formal tertiary study. Barriers to initial or further tertiary qualifications are work commitments, personal commitments and cost. NON-TERTIARY TRAINING Almost all people working in Injury Prevention have received some form of non-tertiary training in the last two years mostly conferences, computer training and training on the Treaty of Waitangi. Training is generally rated very useful. The skills considered by the respondents as important for their injury prevention roles are team work and interpersonal skills, communication with public/stakeholders, programme planning and evaluation, cultural understanding and awareness, leadership and project management. Injury Prevention employees see themselves as needing some up-skilling more than a lot, with some focus on Te Reo, policy development/ policy analysis, Tikanga M aori, epidemiology, leadership and advocacy for healthy public policy.