Yeager Valerie A, Balio Casey P, Kronstadt Jessica, Beitsch Leslie M
Department of Health Policy and Management, IU Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Ms Balio); Public Health Accreditation Board, Alexandria, Virginia (Ms Kronstadt); and Florida State University College of Medicine, Tallahassee, Florida (Dr Beitsch).
J Public Health Manag Pract. 2019 Mar/Apr;25 Suppl 2, Public Health Workforce Interests and Needs Survey 2017(2 Suppl):S113-S123. doi: 10.1097/PHH.0000000000000920.
To improve quality and consistency of health departments, a voluntary accreditation process was developed by the Public Health Accreditation Board. Understanding accreditation's role as a mediator in workforce training needs, satisfaction, and awareness is important for continued improvement for governmental public health.
To compare differences in training needs, satisfaction/intent to leave, and awareness of public health concepts for state and local health department staff with regard to their agency's accreditation status.
This cross-sectional study considered the association between agency accreditation status and individual perceptions of training needs, satisfaction, intent to leave, and awareness of public health concepts, using 2017 Public Health Workforce Interests and Needs Survey (PH WINS) data. Respondents were categorized on the basis of whether their agencies (at the time of survey) were (1) uninvolved in accreditation, (2) formally involved in accreditation, or (3) accredited.
Multivariate logistic regression models found several significant differences, including the following: individuals from involved state agencies were less likely to report having had their training needs assessed; staff from accredited and involved agencies identified more gaps in selected skills; and employees of accredited agencies were more aware of quality improvement. While state employees in accredited and formally involved agencies reported less job satisfaction, there were no significant differences in intent to leave or burnout. Differences were identified concerning awareness of various public health concepts, especially among respondents in state agencies.
While some findings were consistent with past research (eg, link between accreditation and quality improvement), others were not (eg, job satisfaction). Several self-reported skill gaps were unanticipated, given accreditation's emphasis on training. Potentially, as staff are exposed to accreditation topics, they gain more appreciation of skills development needs. Findings suggest opportunities to strengthen workforce development components when revising accreditation measures.
为提高卫生部门的质量和一致性，公共卫生认证委员会制定了一项自愿认证程序。了解认证在劳动力培训需求、满意度和认知度方面作为调解者的作用，对于政府公共卫生的持续改进至关重要。
比较州和地方卫生部门工作人员在其机构认证状态方面，在培训需求、满意度/离职意愿以及对公共卫生概念的认知度上的差异。
这项横断面研究利用2017年公共卫生劳动力兴趣与需求调查（PH WINS）数据，考量机构认证状态与个人对培训需求、满意度、离职意愿以及公共卫生概念认知度之间的关联。受访者根据其机构（在调查时）是否（1）未参与认证，（2）正式参与认证，或（3）已获得认证进行分类。
多变量逻辑回归模型发现了几个显著差异，包括以下方面：来自参与认证的州机构的个人报告其培训需求得到评估的可能性较小；获得认证和参与认证的机构的工作人员在选定技能方面发现了更多差距；获得认证机构的员工对质量改进的认知度更高。虽然在获得认证和正式参与认证的机构中的州雇员报告的工作满意度较低，但在离职意愿或职业倦怠方面没有显著差异。在对各种公共卫生概念的认知度方面发现了差异，尤其是在州机构的受访者中。
虽然一些研究结果与过去的研究一致（例如，认证与质量改进之间的联系），但其他结果并非如此（例如，工作满意度）。鉴于认证强调培训，一些自我报告的技能差距是出乎意料的。随着工作人员接触到认证主题，他们可能会更深刻地认识到技能发展需求。研究结果表明，在修订认证措施时，有机会加强劳动力发展部分。
