Anna Moran

Supervision, support and mentoring interventions for health practitioners in rural and remote contexts: an integrative review and thematic synthesis of the literature to identify mechanisms for successful outcomes

ObjectiveTo identify mechanisms for the successful implementation of support strategies for health-care practitioners in rural and remote contexts.DesignThis is an integrative review and thematic synthesis of the empirical literature that examines support interventions for health-care practitioners in rural and remote contexts.ResultsThis review includes 43 papers that evaluated support strategies for the rural and remote health workforce. Interventions were predominantly training and education programmes with limited evaluations of supervision and mentoring interventions. The mechanisms associated with successful outcomes included: access to appropriate and adequate training, skills and knowledge for the support intervention; accessible and adequate resources; active involvement of stakeholders in programme design, implementation and evaluation; a needs analysis prior to the intervention; external support, organisation, facilitation and/or coordination of the programme; marketing of the programme; organisational commitment; appropriate mode of delivery; leadership; and regular feedback and evaluation of the programme.ConclusionThrough a synthesis of the literature, this research has identified a number of mechanisms that are associated with successful support interventions for health-care practitioners in rural and remote contexts. This research utilised a methodology developed for studying complex interventions in response to the perceived limitations of traditional systematic reviews. This synthesis of the evidence will provide decision-makers at all levels with a collection of mechanisms that can assist the development and implementation of support strategies for staff in rural and remote contexts.

Implementing large-scale workforce change: learning from 55 pilot sites of allied health workforce redesign in Queensland, Australia

BackgroundIncreasingly, health workforces are undergoing high-level ‘re-engineering’ to help them better meet the needs of the population, workforce and service delivery. Queensland Health implemented a large scale 5-year workforce redesign program across more than 13 health-care disciplines. This study synthesized the findings from this program to identify and codify mechanisms associated with successful workforce redesign to help inform other large workforce projects.MethodsThis study used Inductive Logic Reasoning (ILR), a process that uses logic models as the primary functional tool to develop theories of change, which are subsequently validated through proposition testing. Initial theories of change were developed from a systematic review of the literature and synthesized using a logic model. These theories of change were then developed into propositions and subsequently tested empirically against documentary, interview, and survey data from 55 projects in the workforce redesign program.ResultsThree overarching principles were identified that optimized successful workforce redesign: (1) drivers for change need to be close to practice; (2) contexts need to be supportive both at the local levels and legislatively; and (3) mechanisms should include appropriate engagement, resources to facilitate change management, governance, and support structures. Attendance to these factors was uniformly associated with success of individual projects.ConclusionsILR is a transparent and reproducible method for developing and testing theories of workforce change. Despite the heterogeneity of projects, professions, and approaches used, a consistent set of overarching principles underpinned success of workforce change interventions. These concepts have been operationalized into a workforce change checklist.

Defining and identifying common elements of and contextual influences on the roles of support workers in health and social care: a thematic analysis of the literature

Rationale, aims and objectives  Support workers are the largest single group of staff involved in the delivery of health and social care in the UK; however, their roles are heterogeneous and are influenced by several contextual factors. The aim of this study was to elucidate the contribution of the elements and context of work undertaken by support workers in health and social care. Methods  Thematic review of the literature 2005/2006, updated in 2008. Results  A total of 134 papers were included in the review, from which we identified four domains of work and four core roles of support workers. The four domains of support worker work are direct care, indirect care, administration and facilitation. The four ‘core’ attributes of support worker roles were being a helper/enabler, a companion, a facilitator and a monitor. The more ‘technical’ components of support worker roles are then shaped by contextual factors such as staffing levels and the delegation processes. Conclusion  Despite the heterogeneity of support worker roles, there are some uniting ‘generic’ features, which may form some or all of the role of these practitioners. Contextual factors influence the specific technical aspects of the support role, accounting in part for their heterogeneous role.

Are we using support workers effectively? The relationship between patient and team characteristics and support worker utilisation in older people’s community‐based rehabilitation services in England

This research explores the relationship between support worker utilisation and patient- and team-level characteristics using a prospective longitudinal study of 20 older peoples community rehabilitation teams. Between January and September 2009, 462 Whole Time Equivalent Staff and 1913 patients participated in the study. Patient dependency, health status (Therapy Outcome Measures, EQ-5D and Levels of Care tool) and demographic data were collected alongside detailed staff activity data for patients during the recruitment period. Multivariate analyses were used to determine the relationship between the proportion of care delivered by support workers team and patient variables. Support workers delivered up to 36% of direct patient care and spent less time per patient contact (36.0 minutes, SD 37.7, range 0-600) than qualified professionals (mean time per contact 75.8 minutes, SD 32.9, range 0-334). Less-dependent and female patients had a greater proportion of support worker input, with a 4.9% increase in face-to-face support worker time for every 0.1 unit increase in EQ-5D (95% CI 0.3-9.6, P = 0.038), while females had an additional 5.1% of their total contact time with support workers compared with males (95% CI 1.9-8.4, P = 0.002). In an analysis without EQ-5D, older patients had a greater proportion of support worker time (P = 0.006). Other factors associated with support worker input include the referral source, intensity of care, usual living arrangements and proportion of support staff in a team. Results indicate that patient- and team-level factors are a determinant in the proportion of support worker care delivered to older people in the community, suggesting that it may be appropriate to introduce a more explicit targeted deployment of support workers based on patient-level characteristics, which may facilitate a more effective use of qualified practitioner time for more complex, dependent patients.

Assessing the implementation process and outcomes of newly introduced assistant roles: a qualitative study to examine the utility of the Calderdale Framework as an appraisal tool

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Assisting role redesign: a qualitative evaluation of the implementation of a podiatry assistant role to a community health setting utilising a traineeship approach

BackgroundIncreasing demands for podiatry combined with workforce shortages due to attrition, part-time working practices and rural healthcare shortages means that in some geographic areas in Australia there are insufficient professionals to meet service demand. Although podiatry assistants have been introduced to help relieve workforce shortages there has been little evaluation of their impact on patient, staff and/or service outcomes. This research explores the processes and outcomes of a ‘trainee’ approach to introducing a podiatry assistant (PA) role to a community setting in the Australian Capital Territory (ACT) Government Health Service Directorate.MethodA qualitative methodology was employed involving interviews and focus groups with service managers, qualified practitioners, the assistant, service users and consumer representatives. Perspectives of the implementation process; the traineeship approach; the underlying mechanisms that help or hinder the implementation process; and the perceived impact of the role were explored. Data were analysed using the Richie and Spencer Framework approach.ResultsAlthough the impact of the PA role had not been measured at the time of the evaluation, the implementation of the PA traineeship was considered a success in terms of enabling the transfer of a basic foot-care service from nursing back to podiatry; releasing Enrolled Nurses (ENs) from foot-care duties; an increase in the number of treatments delivered by the podiatry service; and high levels of stakeholder satisfaction with the role. It was perceived that the transfer of the basic foot-care role from nursing to podiatry through the use of a PA impacted on communication and feedback loops between the PA and the podiatry service; the nursing-podiatry relationship; clinical governance around the foot-care service; and continuity of care for clients through the podiatry service. The traineeship was considered successful in terms of producing a PA whose skills were shaped by and directly met the needs of the practitioners with whom they worked. However, the resource intensiveness of the traineeship model was acknowledged by most who participated in the programme.ConclusionsThis research has demonstrated that the implementation of a PA using a traineeship approach requires good coordination and communication with a number of agencies and staff and substantial resources to support training and supervision. There are added benefits of the new role to the podiatry service in terms of regaining control over podiatric services which was perceived to improve clinical governance and patient pathways.

Assessing patient preferences for the delivery of different community-based models of care using a discrete choice experiment

To assess patient preferences for different models of care defined by location of care, frequency of care and principal carer within community‐based health‐care services for older people.

Connecting practice: a practitioner centred model of supervision

Purpose – The purpose of this paper is to analyse existing clinical supervision frameworks to develop a supervision meta-model. Design/methodology/approach – This research involved a thematic analysis of existing supervision frameworks used to support allied health practitioners working in rural or remote settings in Australia to identify key domains of supervision which could form the basis of supervision framework in this context. A three-tiered sampling approach of the selection of supervision frameworks ensured the direct relevance of the final domains identified to Australian rural allied health practitioners, allied health practitioners generally and to the wider area of health supervision. Thematic analysis was undertaken by Framework analysis methodology using Mindmapping software. The results were organised into a new conceptual model which places the practitioner at the centre of supervision. Findings – The review included 17 supervision frameworks, encompassing 13 domains of supervision: defini...

Mechanisms for the effective implementation of an allied health assistant trainee: a qualitative study of a speech language pathology assistant

OBJECTIVE This paper explores the impact and mechanisms for successful implementation of a speech language pathology assistant (SLPA) role into a rehabilitation setting using a traineeship approach. METHODS Multiple data sources were used, including interviews with key stakeholders, documentary evidence and a workload audit. RESULTS The SLPA role increased clinical service capacity by 28 h per week across the service and required a total of 3 h per week of supervision input (the equivalent of 38 min per speech and language pathologist (SLP)). The SLPA used non-clinical time for training and administration. Mechanisms that facilitated the implementation of the SLPA role were: support for existing staff; formal knowledge and skills in training; consultation and engagement; access to a competency framework; close working with the registered training organisation; clearly defined role and delegation boundaries; clear supervision structures; confidence in own role; supportive organisational culture; vision for expansion of the role; engaging the SLPs in training and development; and a targeted recruitment approach. CONCLUSION The development and implementation of a new trainee SLPA role using a traineeship approach required a large amount of supervision and training input from the SLPs. However, it was perceived that these efforts were offset by the increased service capacity provided by the introduction of a trainee role and the high levels of satisfaction with the new role.

Are we using support workers effectively? the relationship between team characteristics and support worker utilisation in older peoples community based services in England

This research explores the relationship between support worker utilisation and patient- and team-level characteristics using a prospective longitudinal study of 20 older peoples community rehabilitation teams. Between January and September 2009, 462 Whole Time Equivalent Staff and 1913 patients participated in the study. Patient dependency, health status (Therapy Outcome Measures, EQ-5D and Levels of Care tool) and demographic data were collected alongside detailed staff activity data for patients during the recruitment period. Multivariate analyses were used to determine the relationship between the proportion of care delivered by support workers team and patient variables. Support workers delivered up to 36% of direct patient care and spent less time per patient contact (36.0 minutes, SD 37.7, range 0-600) than qualified professionals (mean time per contact 75.8 minutes, SD 32.9, range 0-334). Less-dependent and female patients had a greater proportion of support worker input, with a 4.9% increase in face-to-face support worker time for every 0.1 unit increase in EQ-5D (95% CI 0.3-9.6, P = 0.038), while females had an additional 5.1% of their total contact time with support workers compared with males (95% CI 1.9-8.4, P = 0.002). In an analysis without EQ-5D, older patients had a greater proportion of support worker time (P = 0.006). Other factors associated with support worker input include the referral source, intensity of care, usual living arrangements and proportion of support staff in a team. Results indicate that patient- and team-level factors are a determinant in the proportion of support worker care delivered to older people in the community, suggesting that it may be appropriate to introduce a more explicit targeted deployment of support workers based on patient-level characteristics, which may facilitate a more effective use of qualified practitioner time for more complex, dependent patients.