Abstract
SETTING: In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people.
INTERVENTION: An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span.
OUTCOMES: Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision¬making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors.
IMPLICATIONS: Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.
Key words: Public health, evidence-based practice, evidence-based medicine, professional competence, health personnel
Mots Clés: santé publique, pratique factuelle, médecine factuelle, compétence professionnelle, personnel de santé
Résumé
LIEU : En 2009, le Bureau de santé de la région de Peel (BSRP) s’est donné pour vision de transformer le travail de santé publique en passant de la prestation efficace des services, définie par mandat provincial, à l’analyse robuste de l’état de santé de la population locale et à la sélection et à l’exécution de programmes visant à obtenir les meilleurs résultats sanitaires. Une démarche stratégique à l’égard de la main-d’œuvre a été un outil clé. Le BSRP est un bureau de santé publique de l’Ontario qui sert 1,4 million d’habitants.
INTERVENTION : Un programme de perfectionnement stratégique de la main-d’œuvre a été institué à l’échelle de l’organisme. Ce programme repose sur la théorie tout en étant fondé sur les faits et guidé par les données. La mise en place d’un cadre conceptuel a été suivie d’interventions de planification de la main-d’œuvre, de gestion des ressources humaines et de renforcement des capacités. Le programme s’est construit sur des examens des données probantes, sur la théorie et sur les compétences essentielles en santé publique. Les interventions couvrent toute la durée de vie professionnelle des employés.
RÉSULTATS : Le renforcement des capacités fondé sur les compétences essentielles en santé publique est un axe principal, particulièrement la capacité analytique à l’appui de la prise de décisions. Les employés acquièrent des habiletés et des connaissances globales en santé des populations. Le leadership évolue à mesure que le travail se recentre sur l’analyse de l’état de santé et l’élaboration d’interventions. La conception des tâches, le recrutement et l’orientation sont appropriés grâce à l’efficacité des processus de ressources humaines. L’analyse de la main- d’œuvre entraîne un perfectionnement intensif des employés pour avoir un large bassin de futurs leaders.
CONSÉQUENCES : La théorie, les résultats de recherche et les données constituent des bases solides pour le perfectionnement de la main-d’œuvre. Les compétences sont des éléments importants dans les descriptions de postes, le recrutement, la formation et les processus de ressources humaines. Une stratégie complète de perfectionnement de la main- d’œuvre permet le développement d’une main-d’œuvre qualifiée, capable de répondre aux besoins de la population qu’elle sert.
Footnotes
Acknowledgements: Dr. Ivy Lynn Bourgeault, CIHR Chair in Gender, Work and Health Human Resources and Fellow of the Canadian Academy of Health Sciences (CAHS), for her work on the conceptual model for workforce development.
Conflict of Interest: None to declare.
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