Building a Strong Allied Health Assistant Workforce in Western NSW and Far West LHDs Angela Firth Health Care Assistant Coordinator - Allied Health Western NSW and Far West Local Health Districts November 2012
Background l Issues facing the WNSW and FW LHD Allied Health workforce: – Increasing demands on service provision, – Ageing of the workforce, – Difficulty recruiting to and retaining Allied Health Professional (AHP) staff in certain locations, – Lack of a private AHP workforce,
– Very small numbers of AHP employed in the disability sector, – Increasing student supervision expectations, – Need for greater efficiency in service delivery with introduction of Activity Based Funding (ABF), – Inequitable distribution of the AHP workforce across and within remoteness classifications. Occupation Major city Inner regional Outer regional Remote Very remote Aust. AHP 354 256 201 161 64 315 AIHW 2009. Health and community services labour force 2006. Cat. No. HWL 43. Canberra: AIHW.
l Issues facing the Allied Health Assistant (AHA) workforce: – Lack of uniformity / consistency regarding expectations of role, – Roles (particularly clinical) determined by: – The relationship between AHA and AHP, – AHP experience in working with AHAs, and – The perceived competency of the AHA (as determined by the AHP), – Roles functioning within discipline boundaries.
Addressing the Issues Project strategies: l Ensuring current workforce is effectively supported, l Creating an environment in which new AHA positions can be developed.
Allied Health Assistants l Are characterised by: – NOT having a tertiary undergraduate degree, – Being trained within the vocational sector, – Providing delegated clinical care, and clinical and administrative support, – Working under the guidance of an AHP, – Working in single discipline or multidisciplinary roles.
Skilled Assessment and Intervention Managing Care including delegation of tasks Providing Care AHP Scope of Practice Clinical and administrative support tasks Delegated components of care AHA Scope of Practice Supervision and Professional Oversight Adapted from Chadwick M (2007). The feasibility of the allied health assistant in the rural health delivery model. New Zealand Institute of Rural Health, New Zealand.
Project outcomes – Development of a governance framework that articulates (for AHPs, AHAs and Managers) : – Scope of practice, – Supervision, – Delegation. – Development of standardised terminology for new AHA position descriptions,
- Support (financial and learning time) for AHA staff to undertake the Certificate IV in Allied Health Assistance, - Instigation of skill development days for the AHA workforce, – Support for AHPs to develop their skills in working with AHAs.
Measures of success to date l 100 % new AHA position descriptions using AHA position description template, l 24 (58%) staff attended initial AHA skill development day, and 20 (50%) attended second AHA skill development day, l 21 staff or 51% AHAs completed or undertaking Certificate IV in Allied Health Assistance.
Future directions - Expansion of project scope to include other Allied Health disciplines such as Social Work and Psychology, - Further enhancement of the AHA workforce locally, - Greater understanding and recognition of the role of AHAs in delivery of clinical care.
Take home messages l Communication is key, l Proactive management of concerns that are raised is integral to project success.
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