A Glimpse at the Australian Health Information Workforce: Findings from the First Australian Census

The Australian Health Information Workforce is a critical discipline in the health sector as the investment in digital technologies increases. Yet historically there was no standardized reporting about the workforce and its six professional areas: clinical coding, costing analysts, data analysts, health informaticians, health information managers and health librarians. This paper presents the findings from the inaugural Australian Health Information Workforce Census. Analysis of 1,596 responses indicates this is an aging (56.1% ≥45 years) workforce with a large (78.1%) female population. Working in permanent (82%), public hospital (72%) roles, in professional or managerial roles (84%). The majority (93.2%) of respondents hold a tertiary qualification in health information, one-quarter of these at masters or doctoral level. Fewer than 30% of respondents hold a health information credential from a professional or industry association. The data from the ongoing national census will inform workforce planning and enable forecasting of the future workforce needs.

Gender, age, and pharmacists' job satisfaction

A comprehensive literature review was conducted on the concept of job satisfaction in the pharmacist workforce field and the facets it comprises, as well as its measurement, aiming to (i) review the nature, mechanisms, and importance of job satisfaction in the context of the pharmacist workforce, (ii) survey some of the most salient facets that configure job satisfaction, and (iii) discuss validity and measurement issues pertaining to it.

Although female pharmacists generally hold less appealing jobs, earn lower wages and salaries, and are promoted less frequently than their male counterparts, they report higher levels of job satisfaction. Age has a U-shape effect on job satisfaction, with middle-age pharmacists less satisfied than both younger and older practitioners. Workload, stress, advancement opportunities, job security, autonomy, fairness in the workplace, supervisors, coworkers, flexibility, and job atmosphere are facets contributing to pharmacists’ job satisfaction. Finally, discrepancy exists among researchers in measuring job satisfaction as a single global indicator or as a composite measure derived from indices of satisfaction with key aspects of a job.

Understanding the mechanisms that affect pharmacists’ job satisfaction is important to employers in their pursuit to respond to practitioners’ needs, decrease turnover, and increase productivity. As pharmacists’ response to work-related conditions and experiences depends on gender and age, a unique set of rewards and incentives may not be universally effective. Additional research into the dynamics of the forces shaping pharmacists’ perceptions, opinions, and attitudes is needed in order to design and implement policies that allocate human resources more efficiently within the various pharmacy settings.

Identification of retention strategies for neurosurgeons in Iran: Results from expert panels

Background: The key challenge is how to encourage and retain health professionals in their work location. There is a list of policy options for this purpose but applying an appropriate and effective set of strategies requires a country level research. Our study aimed to identify retention strategies for neurosurgeons and examine both the importance and feasibility of the identified strategies using expert panels' point of view. Methods: First of all, a literature review was conducted to identify retention strategies for physicians. Then to gain consensus on the strategies and determine their importance and feasibility an expert panel was organized and a modified Delphi process was used. Results: A total of 40 strategies were identified by the panel classified in seven categories of income and economic factors, professional/job factors, clinical infrastructure, personal/family factors, living condition and welfare, educational factors and career development, governmental regulations and management policies. Conclusion: Based on the study results, three areas of economic incentives, personal and professional factors got the greatest priority in health professional planning for retention purposes.

Digital Health Information Workforce Planning Through a National Census

This poster describes the rationale and method for the development of a minimum data set as the first step toward an Australian national health information workforce census. Critical importance is attached to open and inclusive models, and the early and extensive engagement of key stakeholders, to provide a solid base for broader research into this workforce.

Policy interventions to improve rural retention among neurosurgeons in Iran: A discrete choice experiment

BACKGROUND

Health workforce shortages in rural and remote areas are a global challenge that almost every health system has to deal with. This study aimed to discover neurosurgeons' job preferences and propose policy interventions that could possibly increase their retention in rural, remote, or underserved areas.

METHODS

A discrete choice experiment (DCE) was conducted in November 2014 with a sample of Iranian neurosurgeons selected from five contrary's provinces representing the geographical diversity. Job attributes included income, dual practice opportunities, workload, proximity to family, clinical infrastructure, housing, educational facilities, and work location. Probit regression model was used to estimate the importance of different job attributes and examine the extent to which neurosurgeons were willing to tradeoff between monetary and nonmonetary attributes.

RESULTS

Findings indicated that increased salary, permission to undertake dual practice and access to adequate clinical infrastructure were the most important retention policies. Provision of subsidized housing and educational facilities also increased neurosurgeons' attraction and retention in rural areas.

CONCLUSION

A range of policy interventions focusing on both monetary and nonmonetary incentives are required to increase neurosurgeons' retention in rural, remote, or underserved areas.

Estimating increased electronic laboratory reporting volumes for meaningful use: implications for the public health workforce

Objective: To provide formulas for estimating notifiable disease reporting volume from ‘meaningful use’ electronic laboratory reporting (ELR). Methods: We analyzed two years of comprehensive ELR reporting data from 15 metropolitan hospitals and laboratories. Report volumes were divided by population counts to derive generalizable estimators. Results: Observed volume of notifiable disease reports in a metropolitan area were more than twice national averages. ELR volumes varied by institution type, bed count, and by the level of effort required of health department staff. Conclusions: Health departments may experience a significant increase in notifiable disease reporting following efforts to fulfill meaningful use requirements, resulting in increases in workload that may further strain public health resources. Volume estimators provide a method for predicting ELR transaction volumes, which may support administrative planning in health departments.

Health Informatics in Developing Countries: Going beyond Pilot Practices to Sustainable Implementations: A Review of the Current Challenges

Objectives

Information technology is an essential tool to improve patient safety and the quality of care, and to reduce healthcare costs. There is a scarcity of large sustainable implementations in developing countries. The objective of this paper is to review the challenges faced by developing countries to achieve sustainable implementations in health informatics and possible ways to address them.

Methods

In this non-systematic review of the literature, articles were searched using the keywords medical informatics, developing countries, implementation, and challenges in PubMed, LILACS, CINAHL, Scopus, and EMBASE. The authors, after reading the literature, reached a consensus to classify the challenges into six broad categories.

Results

The authors describe the problems faced by developing countries arising from the lack of adequate infrastructure and the ways these can be bypassed; the fundamental need to develop nationwide e-Health agendas to achieve sustainable implementations; ways to overcome public uncertainty with respect to privacy and security; the difficulties shared with developed countries in achieving interoperability; the need for a trained workforce in health informatics and existing initiatives for its development; and strategies to achieve regional integration.

Conclusions

Central to the success of any implementation in health informatics is knowledge of the challenges to be faced. This is even more important in developing countries, where uncertainty and instability are common. The authors hope this article will assist policy makers, healthcare managers, and project leaders to successfully plan their implementations and make them sustainable, avoiding unexpected barriers and making better use of their resources.