1 Rhode Island Department of Health, Providence, RI, USA.
2 New England Institute of Technology, East Greenwich, RI, USA.
Public Health Rep. 2019 Mar-Apr;134(2):172-179. doi: 10.1177/0033354919826564. Epub 2019 Feb 22.
The objectives of this study were (1) to obtain data on the current status of public health workforce training and the use of the Training Finder Real-Time Affiliate Network (TRAIN), a public health learning management platform, in state health departments, and (2) to use the data to identify organizational features that might be affecting training and to determine barriers to and opportunities for improving training.
We conducted structured interviews in 2014 with TRAIN administrators and performance improvement managers (n = 14) from 7 state health departments that were using TRAIN to determine training practices and barriers to training. We determined key organizational features of the 7 agencies, including training structure, required training, TRAIN administrators' employment status (full time or part time), barriers to the use and tracking of core competencies in TRAIN, training needs assessment methods, leadership support of training and staff development, and agency interest in applying for Public Health Accreditation Board accreditation.
We identified 4 common elements among TRAIN-affiliated state health departments: (1) underuse of TRAIN as a training tool, (2) inadequate ownership of training within the organization, (3) insufficient valuation of and budgeting for training, and (4) emerging collaboration and changing perceptions about training stimulated by agency preparation for accreditation.
Public health leaders can increase buy-in to the importance of training by giving responsibility for training to a person, centralizing training, and setting expectations for the newly responsible training leader to update training policy and require the use of TRAIN to develop, implement, evaluate, monitor, and report on agency-wide training.
本研究的目的是：（1）了解公共卫生劳动力培训的现状，以及州卫生部门对公共卫生学习管理平台培训资源查找器实时附属网络（TRAIN）的使用情况；（2）利用这些数据确定可能影响培训的组织特征，并确定改进培训的障碍和机会。
我们于 2014 年对 7 个使用 TRAIN 的州卫生部门的 TRAIN 管理员和绩效改进经理（n=14）进行了结构化访谈，以确定培训实践和培训障碍。我们确定了这 7 个机构的关键组织特征，包括培训结构、必修培训、TRAIN 管理员的雇佣状况（全职或兼职）、在 TRAIN 中使用和跟踪核心能力的障碍、培训需求评估方法、培训和员工发展的领导力支持，以及机构对申请公共卫生认证委员会认证的兴趣。
我们在与 TRAIN 相关的州卫生部门中发现了 4 个共同要素：（1）TRAIN 作为培训工具的使用率低，（2）组织内培训的所有权不足，（3）培训的重视程度和预算不足，（4）在机构为认证做准备的过程中，培训合作和观念转变正在出现。
公共卫生领导人可以通过赋予培训负责人、集中培训以及对新负责的培训负责人设定更新培训政策和要求使用 TRAIN 的期望来提高培训的重要性，包括开发、实施、评估、监测和报告全机构培训。
