Health Workforce Australia and the health information workforce Mark Cormack Chief Executive Office, HWA Health Information Management Association of Australia 2012 National Conference Gold Coast, 31October 2012
About Health Workforce Australia Building a sustainable health workforce that meets the health care needs of all Australians This workforce should have the capacity to meet the growing demands on Australia s health care system, arising from: an ageing population growth in chronic disease increased community expectation A Commonwealth Government statutory authority
The current challenges for Australia s health workforce Demographics Self-sufficiency Mal-distribution Productivity Training capacity and governance
HWA s strategic response to these challenges Building capacity to deliver fit for purpose health professionals, more quickly and efficiently Boosting productivity of the workforce and maximising their use Improving distribution to ensure the health workforce are placed in areas and specialties where they are needed
Delivering HWA s key objectives Building the evidence for health workforce reform through planning, research and evaluation Providing leadership to influence national policy and programs on health workforce innovation and reform Working in collaboration with stakeholders to drive reforms and support a sustainable health workforce
Health Workforce 2025 (HW2025) For the first time, we have a picture of national workforce planning projections for doctors, nurses and midwives Contains detailed modelling on workforce supply, demand, training and distribution Projects numbers required between 2012 and 2025 for professional entry students, and postgraduate and specialist training
To quantify the current health workforce To provide an impetus and consensus for reform by: gathering the evidence showing the need for action modelling the impacts of various policy options To embark on practical reform through collaboration
National approach National datasets Scenario modelling of various policy options: productivity workforce retention higher education and training health service demand supply of professionals including self-sufficiency, graduate numbers and immigration
Some methodological limitations Improved future data An iterative process
Short term: supply of doctors stable however a maldistribution across Australia By 2016: insufficient specialist training places for projected graduates Dependence on immigration creates ongoing risk
DOCTORS: Medical workforce results Scenario 2016 (Head count) 2025 (Head count) Supply Demand Gap Supply Demand Gap Doctors Comparison 93,687 89,903 3,784 109,225 111,926-2,701 Productivity gain 93,687 87,966 5,720 109,225 106,413 2,811 Low demand 93,687 80,655 13,032 109,225 90,536 18,690 Medium selfsufficiency 91,956 89,903 2,053 102,626 111,926-9,300 High self-sufficiency 90,398 89,903 495 96,686 111,926-15,240 High demand 93,687 100,019-6,333 109,225 135,349-26,124 Undersupply of 5% 93,687 94,430-744 109,225 117,615-8,389 Capped working hours 91,687 89,863 1,824 106,781 111,960-5,178
Short term: supply of nurses is stable Long term: significant shortfall (109,490 by 2025) Some areas of nursing are especially at risk in terms of supply: mental health and aged care
Scenario 2016 (Head count) 2025 (Head count) Supply Demand Gap Supply Demand Gap Nurses Comparison 296,552 316,632-20,079 280,442 389,932-109,490 Productivity gain 296,552 309,705-13,153 280,442 370,435-89,993 Low demand 296,552 282,551 14,002 280,442 311,797-31,355 Workforce retention 318,578 316,715 1,863 367,240 392,086-24,846
Comparison scenario all nurses
HEALTH WORKFORCE 2025 MARK 2: Other health professions ANZSCO AHPRA Health diagnostic and promotion professionals Dieticians Medical diagnostic radiographer 2012 Medical radiation therapist 2012 Nuclear medicine technologist 2012 Sonographer Environmental health officer Occupational health and safety adviser Optometrist 2010 Orthoptist Pharmacists 2010 Health promotion officer Orthotist or Prosthetist Health diagnostic and promotion professions nec.
HEALTH WORKFORCE 2025 MARK 2: Other health professions ANZSCO AHPRA Health therapy professionals Chiropractor 2010 Osteopath 2010 Acupuncturist Homoeopath Naturopath Traditional Chinese medicine practitioner 2012 Complementary health therapists nec Occupational therapists 2012 Physiotherapists 2010 Podiatrists 2010 Audiologist Speech pathologist
HEALTH WORKFORCE 2025 MARK 2: Other health professions ANZSCO AHPRA Social and welfare professionals Psychologists 2010 Social workers Agricultural, medical and science technicians Medical technicians Miscellaneous technicians and trades workers Optical dispenser Optical mechanic Health and welfare support workers Diversional therapist Indigenous health workers 2012 Massage therapists Personal carers and assistants Nursing support and personal care workers
HEALTH WORKFORCE 2025 MARK 2: Other health professions ANZSCO Education, health and welfare services manager Primary health organisation manager Health and welfare services manager nec Engineering professions Biomedical engineer Natural and physical science professionals Anatomist or Physiologist Medical laboratory scientists AHPRA Natural and physical science professionals nec
The demand for clinical workforces is sensitive to productivity gains The rise of e-health and progressive integration of services and their information systems will have important and far reaching productivity implications
Health information workforce study rationale Request from the National e-health Transition Authority (NeHTA) and the Australian Health Informatics Education Council (AHIEC) Collection, storage and usage of electronic health data has grown exponentially Increased complexity and comprehensiveness of health information systems Human Capital Alliance
Health information workforce study objectives Define the health informatics workforce including its composition Provide an analysis and understanding of the workforce Identify and analyse any estimated shortfall between supply and demand Present a range of possible solutions
Health information workforce study methodology Stakeholder interviews Case studies Search conference Expert reference group
Health information workforce study stakeholder interviews Revealed major drivers of work Highlighted the influence of information management skills on the adoption of electronic management of records Illustrated how work was arranged between functional groups e.g. analytical, ICT, project management, classification and coding roles
Health information workforce study case studies Organisation Location Characteristics Barwon Health Metro South Health Service District Victoria Brisbane, Queensland Large regional district, integrated services, activity based funding Major metropolitan public health services site, part of the first wave of e-health initiatives CASE STUDIES Far West Local Health Network Far West, New South Wales Remote district with most services isolated, less sophisticated health information systems
Health information workforce study search conference Explored the future of health information systems, scenarios and implications for the workforce Identified and facilitated discussion for a range of drivers of demand Assigned importance and likelihood of the drivers of demand now and in the future Constructed and quantified a range of scenarios
Health information workforce study expert reference group Included representatives from government and nongovernment organisations Provided advice and guidance Consultation was sought during every stage of the study
Health information workforce study findings Widely reported shortages of clinical coders and health information managers Exacerbated by the introduction of activity based funding Higher order skills required in strategic planning roles Address shortfalls through skilled migration, targeted recruitment and training
Health information workforce study findings Additional important occupations in health information are poorly defined Example: information system development and maintenance Delineate the workforce through national consensus on boundaries, functions, job descriptions and names
Health information workforce study findings Data needed for workforce planning is incomplete or missing Improve data collection
Health information workforce study findings Enrolments in training courses are declining Promote and optimise the outcomes of health information training courses and raise the profile and status of careers
Health information workforce study findings Strategic relationships are required to advise and improve workforce responsiveness to e-health initiatives and education and immigration policy-making. Stakeholder organisations to form strategic relationships with bodies whose actions significantly influence workforce demand
Health information workforce study findings The way in which health services adapt their workforce and processes to accommodate changing health information circumstances is highly variable and poorly understood Consider future configuration of workforce, identify optimal examples and their implications for workforce planning
Where to next? Presentation to the National Health Information and Performance Principal Committee (NHIPPC) of Australian Health Minister s Advisory Council (AHMAC) Presentation to the Health Workforce Australia board Dissemination in the public domain
Summary There is an immediate need to address the shortfall of clinical coders and health information managers If adequate workforce planning is carried out, Australia will be well positioned to maximise the opportunities presented by investment in e-health initiatives Positive impacts would be realised for safety, productivity, efficiency and timely health service delivery
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