Department of Family and Community Medicine, College of Medicine, Health Promotion Sciences, Mel and Enid Zuckerman College of Public Health, Western Region Public Health Training Center, University of Arizona, Tucson, Arizona.
J Public Health Manag Pract. 2022;28(4):406-416. doi: 10.1097/PHH.0000000000001497. Epub 2022 Feb 9.
Although trainings on core public health domains are widely available, and experts concur that competency in multiple core domains (analysis/assessment, leadership, communication, etc) is desirable for public health professionals, many still lack such competency. Employee job level could be a factor, as organizational research indicates that broad skill sets often hold importance mainly for higher-level employees.
This study examines whether the association between competency and desire for training in core public health domains depends on job level.
A training preferences and domain competency survey of public health professionals: nonmanagers (n = 790), middle managers (n = 332), and upper managers (n = 69). The association of competency in domains overall with number of related training topics desired was examined using median tests. The association of competency in individual domains with desire for specific related training topics was assessed using logistic regressions adjusted for education.
Public health departments in the US Southwest (2013-2019).
Competence in core domains: Financial Planning and Management, Analysis/Assessment, Communication, Cultural Competency, Leadership/Systems Thinking, Policy Development/Program Planning, Public Health Sciences, and Community Dimensions of Practice. Desire for training (yes/no) in 25 domain-related topics.
Upper managers lacking overall competence in core domains desired more training topics than their competent counterparts (median of 12 topics vs 5, P = .02). In contrast, nonmanagers lacking overall competence desired fewer topics than their competent counterparts (4 vs 6, P < .001). Upper managers with lesser competency in an individual domain often had significantly higher odds of desiring training related to the domain, but the opposite was found for nonmanagers. Among middle managers, little association between competency and training desire was found.
Ideally, lesser competence in core domains would be accompanied by greater desire for ameliorative training, but only upper managers exhibited this pattern. Efforts are needed to better connect domain competency status and training desire among nonmanagers and middle managers.
虽然核心公共卫生领域的培训广泛开展，专家也认为公共卫生专业人员掌握多个核心领域（分析/评估、领导力、沟通等）的能力是理想的，但许多人仍缺乏这种能力。员工的工作级别可能是一个因素，因为组织研究表明，广泛的技能通常对高级员工更为重要。
本研究检验在核心公共卫生领域的能力与培训需求之间的关联是否取决于工作级别。
对公共卫生专业人员进行培训偏好和领域能力调查：非管理人员（n=790）、中层管理人员（n=332）和高层管理人员（n=69）。使用中位数检验检查总体上各领域能力与相关培训主题数量的关联。使用逻辑回归调整教育因素，评估个别领域的能力与特定相关培训主题的需求之间的关联。
美国西南部的公共卫生部门（2013-2019 年）。
核心领域的能力：财务规划和管理、分析/评估、沟通、文化能力、领导力/系统思维、政策制定/规划、公共卫生科学和实践的社区维度。对 25 个领域相关主题的培训（是/否）需求。
在核心领域整体能力不足的高层管理人员比能力较强的同行更需要更多的培训主题（中位数分别为 12 个主题和 5 个主题，P=0.02）。相比之下，在核心领域整体能力不足的非管理人员比能力较强的同行需要更少的主题（中位数分别为 4 个主题和 6 个主题，P<0.001）。在个别领域能力较弱的高层管理人员通常更有可能需要与该领域相关的培训，但非管理人员的情况则相反。在中层管理人员中，能力与培训需求之间的关联很小。
理想情况下，核心领域的能力较弱应伴随着对改善性培训的更大需求，但只有高层管理人员表现出这种模式。需要努力更好地将非管理人员和中层管理人员的领域能力状况和培训需求联系起来。
