Profile of 1 year of fieldwork experiences for undergraduate occupational therapy students from a large regional Australian university
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Objective Fieldwork experience is a significant component of many health professional education programs and affects future practice for graduates. The present study used self-reported student data to produce a profile of undergraduate student placement experiences. Methods Cross-sectional surveys exploring placement location, setting and client types, models of supervision, interventions and financial costs were completed by students following each placement. Data were analysed using descriptive analysis. Results Placements were predominantly conducted outside capital cities (69.8%; n=184), with 25.8% (n=68) in rural settings. Students experienced predominantly public health in-patient settings and community settings, with only 15% experiencing private settings. Conclusions The placement profile of undergraduate occupational therapy students appeared to be consistent with workforce reports on occupational therapy professional practice. What is known about the topic? Fieldwork experienced by health professional students is critical to preparing new graduates for practice. Although the World Federation of Occupational Therapy provides guidance on what is required for occupational therapy fieldwork experience, little is known about what students actually experience during their fieldwork placements. What does this paper add? The present study is the first to document the range of fieldwork experienced by occupational therapy students in one program over 1 year, and provides the basis for comparison with other occupational therapy programs, as well as other disciplines nationally and internationally. What are the implications for practitioners? Occupational therapy students experienced few opportunities in private practice or speciality services, and had mostly one-on-one supervision. To provide a future workforce that is able to address the changing health system, it is vital that students are exposed to a range of fieldwork experiences and supervision styles that replicate the demands of future practice.Keywords:
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This book is about how new and underutilized types of big data sources can inform public policy decisions related to workforce development. Hawley describes how government is currently using data to inform decisions about the workforce at the state and local levels. He then moves beyond standardized performance metrics designed to serve federal agency requirements and discusses how government can improve data gathering and analysis to provide better, up-to-date information for government decision making.
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An educated workforce is essential to government and industry, hence the need to provide a high-quality workforce has been crucial in higher education academic program development. In the cybersecurity field, the situation is not quite satisfactory, the reason comes down to the fact that this new industry is lacking a portable and measurable framework to evaluate the efficacy of the academic programs, thus, to provide the industry with the unified high-quality workforce. In this paper, we aim to come up with a design of an analytical framework for portable and measurable academic programs for future workforce development.The ultimate purpose for our research is to develop cybersecurity workforce through the increase of the number of cybersecurity professionals with a 4-year degree, in this project we will develop a seamless pathway for students transferring from 2-year programs such as Ivy Tech Community College of Indiana(Ivy Tech) Cybersecurity AAS program to a 4-year program such as Purdue University Northwest(PNW) CIT program.
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This report is the result of partnership working between the Department of Health and the College of Occupational Therapists (COT). It was commissioned in 2007 in light of the Options for Excellence workforce review. It reflects the recognised need to build an occupational therapy social care workforce for the future by improving opportunities for student placements and supporting newly qualified staff.
The report is a useful tool to promote dialogue locally. It proposes next steps to enable innovative solutions that support service transformation and deliver sustainable outcomes for service users and carers.
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Abstract Introduction and Aims Historically, Aboriginal alcohol and other drug ( AOD ) workers had little formal training, but this situation has changed rapidly in recent years. To understand how to better support and develop the workforce, we present the most detailed profile yet published of A boriginal AOD workers in A ustralia. Design and Methods Workers were identified through the A boriginal D rug and A lcohol N etwork, N ew S outh W ales. Participants completed a modified version of the W ork P ractice Q uestionnaire by pen‐and‐paper or interview in 2009. Results Fifty‐one workers were identified, representing 85% of the known N ew S outh W ales workforce at the time. Two in three (62.7%) were male, and over half (56.9%) were aged 30–49. More workers were employed in non‐government than government (60.8% vs. 39.2%) workplaces. Workers were employed under more than four different awards and with approximately eight position titles, spanning prevention and early intervention, clinical care and workforce development. Nearly all ( n = 49/51, 96.1%) felt they had the necessary experience to respond to AOD issues. However, over half ( n = 27/51, 52.9%) felt too much was expected of them. Just under a third ( n = 15/51, 29.4%) reported no formal supervision, with fewer non‐government workers compared with government receiving supervision ( P = 0.02). Over half ( n = 27/40, 67.5%%) earned AUD ≤ $50 000 annually, with government (vs. non‐government) employment and female gender predicting a salary of >$50 000. Discussion and Conclusions To improve worker retention and encourage professional skills development, discrepancies in salary and award conditions need addressing. Clarifying position descriptions and improving access to formal supervision are important to maximise workforce potential and reduce stress. [Ella S, Lee KSK,Childs S, Conigrave KM. Who are the New South Wales Aboriginal drug and alcohol workforce? A first description. Drug Alcohol Rev 2014]
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In June of 2021, the American Occupational Therapy Association (AOTA) joined on as a signatory to the Unified Vision for Transforming Mental Health and Substance Use in America developed by Chief Executive Officers at 14 mental health advocacy, direct services and professional organizations. As one of the 44 allied signatory organizations, AOTA staff joined sessions to discuss the $8 billion in new federal stimulus funds for mental health care through 988. The bill provides funding for states to develop a three-digit telecommunication code to support those in a mental health or emotional crisis. Once learning details about the 988 Suicide and Crisis Lifeline and bill to provide funding, the AOTA Workforce Capacity Building team enlisted the expertise, talents, and resources of members to strategize on upcoming opportunities to help fill the workforce gap of mental health professionals and align views to position the future of the profession in mental and behavioral health. A micro volunteer group emerged consisting of those in academia, practice, and AOTA staff members. In support of the Unified Visionary Signatory, the AOTA encourages occupational therapy practitioners to use their skills, training, and expertise to address mental health in our communities: Every person. Every age. Every condition. This document highlights the challenges and opportunities for the profession of occupational therapy in support of the 988 Suicide and Crisis Lifeline bill and resources developed to educate the occupational therapy community. The objective was to assist in mobilizing those in the profession to help fill workforce gaps in mental health.
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The WFOT International Advisory Group on Mental Health (IAG: MH) utilised a cross-sectional survey design pilot study to examine mental health occupational therapy practice in a sample of ten officially participating countries. Two of these countries withdrew due to logistical difficulties. Quantitative and qualitative findings described the experiences of mental health OTs in the areas of clinical service provision, collaborative approaches to care, availability of resources, workforce recruitment and retention, and perception of the future of mental health occupational therapy. Findings demonstrated the importance of positive mental health fieldwork experience as a critical factor in workforce retention. Mental health OTs recognised the importance of cross-sectoral collaboration to effect improved client outcomes and to optimise available resources. While survey respondents identified a number of ongoing challenges to service provision, they believed that mental health occupational therapy is a growing area of OT practice. Respondents demonstrated a resilient and dedicated attitude to service provision in the face of global economic downturn.
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Purpose – The purpose of this paper is to evaluate the usefulness and relevance of the Mental Health Professional Online Development (MHPOD) training package in further developing the skills in mental health and recovery-informed practice of the Australian non-government community mental health workforce. MHPOD is an evidence-based, self-paced, online learning resource that consists of 58 mental health topics. Design/methodology/approach – A total of 349 e-learners were recruited from seven non-government community mental health services across Australia. E-learners were invited to complete up to twelve online surveys, a baseline survey, a topic completion survey for each completed topic, and a follow-up survey towards the end of the pilot. Findings – The majority of e-learners indicated that MHPOD was useful for professional development and relevant to their current employment. E-learners identified that MHPOD led to significant improvement in their knowledge and confidence in their ability. A number of enabling factors such as managerial and organizational supports, technical supports and up-to-date and relevant content materials need to be present for the successful implementation of online programs such as MHPOD. Originality/value – Online training packages such MHPOD that a relatively easy to use are helpful in developing knowledge, and confidence in the skills of the mental health workforce. The evaluation findings suggest that MHPOD is a relevant and appropriate training tool for the non-government community mental health sector within Australia.
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Introduction Integrated care interventions introduced in response to the increased demand for long-term care entail profound changes to the health workforce. This exploratory study aims to provide an overview of the workforce changes implemented as part of integrated chronic care interventions. Methods An interactive and emergent research design was used consisting of a literature review, qualitative expert questionnaires and case reports. We defined integrated care as interventions targeting at least two of the six Chronic Care Model components. Workforce changes were defined as those changes experienced by clinical and non-clinical staff responsible for public and individual health intervention. Results Seven workforce changes were identified: (1) nurse involvement, (2) multidisciplinary staff, (3) multidisciplinary protocols/pathways, (4) provider training, (5) case manager/care coordinator, (6) team meetings, and (7) new positions. Most interventions included more than one of these workforce changes. Conclusion The results of this study provide detailed insights into the current implementation of workforce changes in integrated care interventions and thereby pave the way for further investigations into the relative effectiveness of different workforce changes within the scope of complex interventions. Advancing knowledge in this area is essential for fostering health systems' capacity to cope with the challenges related to the current demographic and epidemiological trends.
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