McKeever Jennifer, Leider Jonathon P, Alford Aaron A, Evans Dorothy
National Network of Public Health Institutes, Washington, DC, New Orleans, Louisiana (Mss McKeever and Evans, and Dr Alford). Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider).
J Public Health Manag Pract. 2019 Mar/Apr;25 Suppl 2, Public Health Workforce Interests and Needs Survey 2017(2 Suppl):S166-S176. doi: 10.1097/PHH.0000000000000946.
Although core scientific skills remain a priority to public health, preventing and responding to today's leading causes of death require the workforce to build additional strategic skills to impact the social, community-based, and economic determinants of health. The 2017 Public Health Workforce Interests and Needs Survey allows novel regional analysis of training needs, both individually and across 8 strategic skill domains.
The purpose of this article is to describe the training needs of public health staff nationally, across the 10 Department of Health and Human Services Regions.
The Public Health Workforce Interests and Needs Survey was a Web-based survey fielded to 100 000 staff nationwide across 2 major frames: state health agency-central office and local health department. State-based respondents were fielded on a census approach, with locals participating in a more complex sampling design. Balanced repeated replication weights were used to address nonresponse and sampling.
State and local health departments.
Respondents from state and local health departments.
This article draws from the training needs portion of Public Health Workforce Interests and Needs Survey. Descriptive statistics are generated, showing training needs gaps. Inferential analyses pertain to gaps across Region and supervisory status, using Pearson χ test and Rao-Scott design-adjusted χ test.
Training needs varied across regions and work setting. Certain strategic skills tended to see larger, consistent gaps regardless of Region or setting, including Budgeting & Finance, Change Management, Systems Thinking, and Developing a Vision for a Healthy Community.
Overall, the data suggest substantial interregional variation in training needs. Until now, this picture has been incomplete; disparate assessments across health departments, Regions, and disciplines could not be combined into a national picture. Regionally focused training centers are well situated to address Region-specific needs while supporting the broader building of capacity in strategic skills nationwide.
尽管核心科学技能仍是公共卫生的重点，但要预防和应对当今主要的死亡原因，公共卫生工作者需要培养更多战略技能，以影响健康的社会、社区和经济决定因素。2017年公共卫生人力兴趣与需求调查允许对培训需求进行新颖的区域分析，包括个体需求以及跨越8个战略技能领域的需求。
本文旨在描述美国卫生与公众服务部10个区域内全国公共卫生工作人员的培训需求。
公共卫生人力兴趣与需求调查是一项基于网络的调查，面向全国100000名工作人员，分为两个主要框架：州卫生机构中央办公室和地方卫生部门。以州为基础的受访者采用普查方式，地方受访者参与更复杂的抽样设计。采用平衡重复复制权重来处理无应答和抽样问题。
州和地方卫生部门。
州和地方卫生部门的受访者。
本文取自公共卫生人力兴趣与需求调查中的培训需求部分。生成描述性统计数据，显示培训需求差距。推论分析涉及不同区域和监督状态之间的差距，使用Pearson χ检验和Rao-Scott设计调整χ检验。
培训需求因地区和工作环境而异。无论地区或环境如何，某些战略技能往往存在较大且持续的差距，包括预算与财务、变革管理、系统思维以及为健康社区制定愿景。
总体而言，数据表明培训需求存在显著的区域间差异。在此之前，这一情况并不完整；卫生部门、区域和学科之间的不同评估无法整合为全国性的情况。以区域为重点的培训中心能够很好地满足特定区域的需求，同时支持全国范围内战略技能能力的更广泛建设。
