Yeager Valerie A, Wisniewski Janna M, Chapple-McGruder Theresa, Castrucci Brian C, Gould Elizabeth
Department of Health Policy and Management, IU Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager); Department of Global Health Management and Policy, Tulane University, New Orleans, Louisiana (Dr Wisniewski); de Beaumont Foundation, Bethesda, Maryland (Dr Chapple-McGruder and Mr Castrucci); and ASTHO, Washington, District of Columbia (Dr Gould).
J Public Health Manag Pract. 2019 Mar/Apr;25(2):181-190. doi: 10.1097/PHH.0000000000000830.
Ensuring adequate and appropriate training of the workforce is a crucial priority for governmental public health. This is particularly important, given the diverse backgrounds of the public health workforce; the vast majority (approximately 83%) do not have formal training in public health, and those that do have formal training in public health have limited training in management and other essential organizational skills.
The purpose of this article is to identify training needs among public health workers in specific job types and settings.
This cross section study used 2014 data from the Public Health Workforce Interests and Needs Survey. Qualitative analyses were used to code open-ended responses to questions about training needs. Needs are stratified across job types and jurisdiction.
Eight main themes or skill areas were identified with the largest proportion indicating a need for management/leadership skills (28.2%). The second most frequent need was communication skills (21.3%). Across the 9 job types examined, general management skills were either the first or second training need for 7 job types. Among individuals who already have leadership/management positions, budgeting was the most common training need.
Findings from this study can inform targeted strategies to address training needs for specific types of employees. Such strategies can influence the efficiency and effectiveness of public health efforts and employee satisfaction. As new public health frameworks-like Public Health 3.0 and the Chief Health Strategist-are advanced nationally, it is necessary to ensure that the workforce has the skills and abilities to implement these frameworks.
确保对公共卫生工作人员进行充分且恰当的培训是政府公共卫生工作的一项关键优先事项。鉴于公共卫生工作人员背景各异，这一点尤为重要；绝大多数（约83%）人员没有接受过公共卫生方面的正规培训，而那些接受过公共卫生正规培训的人员在管理及其他重要组织技能方面的培训也很有限。
本文旨在确定特定工作类型和环境下公共卫生工作者的培训需求。
这项横断面研究使用了2014年公共卫生劳动力兴趣与需求调查的数据。采用定性分析方法对有关培训需求问题的开放式回答进行编码。需求按工作类型和管辖范围进行分层。
确定了八个主要主题或技能领域，其中最大比例表明需要管理/领导技能（28.2%）。第二大常见需求是沟通技能（21.3%）。在所研究的9种工作类型中，一般管理技能在7种工作类型中要么是首要培训需求，要么是第二培训需求。在已经担任领导/管理职位的人员中，预算编制是最常见的培训需求。
本研究结果可为满足特定类型员工培训需求的针对性策略提供参考。此类策略可影响公共卫生工作的效率和效果以及员工满意度。随着新的公共卫生框架（如《公共卫生3.0》和首席健康策略师）在全国范围内推进，有必要确保工作人员具备实施这些框架的技能和能力。
