Workforce Deployment Research Articles

Safety 4.0: Harnessing computer vision for advanced industrial protection

In the pursuit of enhanced productivity, reduced costs, and minimized lead times, manufacturers are transitioning from traditional systems to autonomous systems. This shift, driven by the emergence of smart manufacturing and technological advancements such as robotics, collaborative robots (Cobots), automation, and digitalization, necessitates a parallel evolution in safety protocols—termed Safety 4.0—to mitigate the risks associated with such dynamic environments. The integration of smart technologies within manufacturing significantly transforms traditional workflows and intensifies the need for comprehensive safety training and guidelines. Innovations like smart personal protective equipment (PPE) and wearable sensors are pivotal in this transition, yet they often prove financially burdensome for manufacturers due to high costs and the scale of workforce deployment. Moreover, the effective use of these technologies requires continuous monitoring and data analysis, further straining resources. To address these challenges, this paper proposes the adoption of computer vision technology to enhance safety measures within manufacturing facilities, focusing on human and PPE detection. It details a holistic methodology encompassing data collection, preprocessing, training, and execution. The discussion extends to the implementation framework of this technology, emphasizing its role in enabling autonomous decision-making—a crucial step beyond mere detection. Furthermore, the paper explores the utilization of the accumulated data to develop immersive training modules employing Mixed Reality, thereby reinforcing safety protocols and fostering an environment of continuous learning and adaptation. This approach not only contributes to safeguarding personnel but also aligns with the financial and reputational interests of forward-thinking manufacturers.

The changing context of Postings and Transfer with subsequent postings: A frontline perspective from India.

The deployment of the health workforce, carried out through initial and subsequent Posting and Transfer (PT) is a key element of health workforce management. However, the focus of the currently available PT literature is mostly on subsequent PT, and the distinction between initial and subsequent PT has received little research attention. Drawing on this gap, in this paper, we examine how doctors experience their subsequent PT compared to their initial postings in two states in India. The distinctions have been drawn using the prism of six norms that we developed as evidence for implied policy in the absence of documented policy. This mixed methods study used in depth interviews of doctors and key informants, with job histories providing quantitative data from their accounts of their PT experience. Based on the interviews of these front-line doctors and other key policy actors, this paper brings to light key differences between initial and subsequent postings as perceived by the doctors: compared to initial postings, where the State demands to meet service needs dominated, in subsequent postings, doctors exercised greater agency in determining outcomes, with native place a central preoccupation in their choices. Our analysis provides a nuanced understanding of PT environment through this shift in doctor's perceptions of their own position and power within the system, with a significant change in their behaviour of doctors in subsequent PT compared to their initial postings. The paper brings to light the changing behaviour of doctors with subsequent PT, providing a deeper understanding of PT environment, expanding the notion of PT beyond the simple dichotomy between service needs and doctors' requests.

Human resource challenges in health systems: evidence from 10 African countries.

Sub-Saharan Africa has fewer medical workers per capita than any region of the world, and that shortage has been highlighted consistently as a critical constraint to improving health outcomes in the region. This paper draws on newly available, systematic, comparable data from 10 countries in the region to explore the dimensions of this shortage. We find wide variation in human resources performance metrics, both within and across countries. Many facilities are barely staffed, and effective staffing levels fall further when adjusted for health worker absences. However, caseloads-while also varying widely within and across countries-are also low in many settings, suggesting that even within countries, deployment rather than shortages, together with barriers to demand, may be the principal challenges. Beyond raw numbers, we observe significant proportions of health workers with very low levels of clinical knowledge on standard maternal and child health conditions. This study highlights that countries may need to invest broadly in health workforce deployment, improvements in capacity and performance of the health workforce, and on addressing demand constraints, rather than focusing narrowly on increases in staffing numbers.

Exploring the inequalities experienced by health and care workforce and their bases - A scoping review protocol.

Planning for investment in human resources for health (HRH) is critical to achieve Universal Health Coverage (UHC) and establish a sustainable health system. Informed planning warrants a better understanding of the health labour market (HLM) to tackle a variety of health and care workforce challenges: from addressing critical supply shortage, to ensuring optimal skills mix and distribution, and addressing motivation and performance challenges. Scant evidence around the overall role of socioeconomic and cultural factors like gender, race, marital status, citizenship (migrant) status, workplace hierarchy etc. in determining workforce composition, deployment, distribution, retention, un- and underemployment, sub-optimal work environments and other factors in the 'HRH crisis' warrants further exploration. This scoping review protocol aims to map and present the available evidence on inequalities experienced by health and care workforce, the socio-economic, cultural and other bases of these inequalities, and their outcomes/ consequences. PubMed, Web of Science, CINAHL and SCOPUS will be used to identify relevant literature. All types of published study designs in English language will be included if they discuss any inequality experienced by any category of health and care workers. Elaborate keyword categories for health and care workers and inequalities context have been developed, tested and reduced to the near-final search string. Eligible articles will be charted using the Joanna Briggs Institute checklist. The sample data extraction chart in JBI manual will be used as a basic skeleton with fields added to it to serve the needs of the scoping review. Descriptive analysis will be performed, depicting basic frequencies. While no further analysis has been advised in the JBI and PRISMA protocol, thematic analysis will be undertaken; following the Braun and Clarke's method with some modification and open coding as suggested by Maquire and Delahunt.

노인 재학대 예방 프로그램의 효과성에 대한 연구

This study developed an elder re-abuse prevention program targeting perpetrators and assessed its effectiveness through a mixed-method approach. Thirteen perpetrators participated in eight sessions, and quantitative results revealed positive effects on emotional control and reduction of depressive symptoms. However, no significant change was observed in self-esteem. Qualitative findings indicated notable shifts in perpetrators’ emotions, perceptions, actions, and their relationship with elder abuse victims. The trust relationship with social workers in charge, and the negative conditions of perpetrators emerged as influencing factors for these changes. The results suggest the need for enhanced follow-up monitoring of elder abuse cases, interdisciplinary or multi-systematic interventions based on family systems, and strategic workforce deployment for elder abuse prevention programs.

Establishing the size and configuration of the imaging support workforce: a census of national workforce data in England.

The imaging support workforce is a key enabler in unlocking imaging capacity and capability, yet no evidence exists of the workforce size and configuration. This research provides the first comprehensive analysis of workforce data to explore the deployment of the support workforce within National Health Service (NHS) imaging services in England. Using a census methodology, an anonymized electronic staff record (ESR) data set extracted in December 2022 was analysed to identify support workers and their employment bandings at NHS Trust, regional and national (England) level. Support workforce proportions, median values, and Spearman's rank correlations were calculated. Analysis of 137 NHS Trusts, comprising 100% of acute trusts (n = 124) and specialist trusts with imaging services (n = 13), identified that the support workforce (pay bands 2-4) constitutes 23.6% of the imaging staff base. Ranking trusts into 3 categories based on the proportion of support workers in their imaging establishment, median values ranged from 30.7% (high) to 22.2% (medium) and 10.5% (low). Two opposing deployment models of band 2 and band 3 support workers were identified. Comprising almost one-quarter of the imaging establishment, models of deployment at bands 2 and 3 are highly variable. Assistant practitioners (band 4) are under-utilised, providing an opportunity to introduce innovations to address workforce demands. This census is the first to provide evidence of the size and structure of the support workforce, the first step in enabling effective workforce transformation. Further research is required to explain the two opposing deployment models.

Impact of the 2023 armed conflict on Sudan's healthcare system

AbstractThe armed conflict in Sudan erupted in mid‐April 2023, resulting in many casualties, internal displacement, and refugees. Sudan's health system was severely affected by multiple attacks on healthcare facilities and workers, closure of hospitals, and occupation of medical facilities by armed groups. Critical services such as immunization, nutrition, and emergency care have been suspended, disrupting health services in conflict states and increasing strain on neighboring states' healthcare facilities. The conflict also caused shortages of essential medical supplies, looting of healthcare facilities and humanitarian supplies, and destruction of infrastructure, affecting the supply chain and availability of healthcare resources. The deployment and distribution of the health workforce have become challenging and may lead to a further brain drain of healthcare professionals. The financial challenges in healthcare financing are expected to worsen due to the conflict's economic impact on fiscal space and fiscal capacity. The health system's governance has been affected by a leadership vacuum, and decision‐making may shift to the state level. The conflict has also exacerbated the burden of diseases, including communicable diseases, malnutrition, and mental health issues, with potential outbreaks of dengue fever, measles, and spikes of gender‐based violence reported. In response to the conflict, the restoration and maintenance the health system is pivotal via coordinating efforts between the Sudanese Ministry of Health and international partners. The safety of healthcare workers and the delivery of essential supplies need to be restored via strengthening compliance with international humanitarian law, pooling of funds, and services at primary care level. This commentary discusses the impact of the 2023 conflict on Sudan's health and health system, particularly on different building blocks of Sudan's health system as well as the burden of disease and humanitarian response priorities.

Intervention-related demands: Criteria for an operating room-specific patient classification. A qualitative focus group study

Intervention-related demands: Criteria for an operating room-specific patient classification. A qualitative focus group study Abstract: Background: Optimal workforce deployment in the operating room-setting has gained high priority in the context of an economized health care system and the development of skill-grade mix. Therefore, mapping intervention-related demands on perioperative nurses as precisely as possible is a frequently discussed need. A surgery-specific patient classification might be helpful. Aim: This paper aims to present core elements of perioperative nursing care in the Swiss-German context and to establish a link to the Perioperative Nursing Data Set (PNDS). Methods: Three focus group interviews with perioperative nurses took place at a university hospital in the German-speaking part of Switzerland. Data analysis was performed in analogy to qualitative content analysis according to Mayring. The content structuring of the categories was based on the relevant PNDS taxonomies. Results: Intervention-related requirements can be divided into three areas: "patient safety", "nursing and caring", and "environmental factors". The conjunction with the PNDS taxonomy serves as a theoretical foundation. Conclusions: Elements of the PNDS taxonomies can describe the demands on perioperative nurses in the Swiss-German context. The identified definition of intervention-related demands can contribute to the visibility of perioperative nursing and promote professionalization as well as practice development in the operating room-setting.

Aspects of eliminating medical and sanitary consequences of the flood disaster in the Republic of Crimea on June 17–18, 2021

Relevance. In current realities, various models of disaster management and response have been implemented in disaster medicine across regions. In natural emergency scenarios, management and response efforts would hardly ever see functional unity of all the emergency response units of disaster medicine and civil defense with an integral management hierarchy and 24h duty.The study objective is to assess the efficiency of a new organizational model of disaster medicine service deployed in the Republic of Crimea to eliminate medical and sanitary consequences of heavy precipitation, large-scale flooding and mudslides, that hit the urban districts of Kerch, Yalta, on June 17-18, 2021.Methods. We studied the operations and response efforts undertaken in natural emergency setting by the Kerch disaster medicine and civil defense service and Yalta ambulance stations, both being part of the Regional Center for Disaster Medicine of the Republic of Crimea. In addition, we analyzed the abnormal atmospheric front passage with heavy precipitation in urban districts of Kerch (17.06.2021) and Yalta (18.06.2021).Results and discussion. At the very onset of natural emergency situation in the Republic of Crimea on June 17-18, 2021, dispatchers of the disaster medicine service, as well as dispatchers and managers of Yalta and Kerch ambulance stations implemented timely and adequate measures to ensure smooth operation of emergency medical units deployed in the emergency area. Those measures include prompt notification and engagement of management staff, deployment of transport vehicles and workforce to safe areas, recruitment of backup power sources into the grid, mobilized additional ambulance crews, as well as adequate assessment of incurred damages. The study provided the disaster medicine service with an unprecedented opportunity for real-time 24h. monitoring of the civil defense Center for Disaster Medicine operation in a natural emergency.Conclusion. The study allows to assess the format of integrating civil defense and disaster medicine forces under the shared management by the Disaster Medicine Center of the Republic of Crimea.

Posting andTransfer: the experiences ofpublic sector doctors intwo Indian states.

Posting and Transfer (PT) refers to deployment of the health workforce in ways that ensure appropriate numbers and distribution. Although PT is a crucial aspect of health workforce governance, it remains under-researched from the viewpoint of implementation, health workforce and governance. The aim of this paper is to examine public sector doctors' experience of their initial postings, in the context of local policy from two Indian states. We carried out a review search for policy documentation. A total 61 in-depth interviews were conducted in both states with 33 doctors, as subjects of the study. There were 28 key informant (KI) interviews of health administrators and other policy actors to understand their perspectives of PT policies and implementation. Thematic analysis was used to analyse data. Job histories were constructed from the doctors' interviews to track their experience with the PT system, and analysed using location, duration and postings. Despite search for state policy for PT, we were unable to identify any policy documentation. However, participants referred to PT practices that suggested expectations of what the poliy meant to them. These expectations were corroborated by KI, and the job histories and interview data enabled the authors to construct a series of norms, interpreted as evidence of implied policy. The main norms identified relate to service need, native place, request, gender and posting duration. The norm related to state need had strong face validity, while other norms based on request, gender and duration were less consistent in application. In the absence of documented policies, the construction of norms from the qualitative data proved useful to examine the dynamics of health workers' interactions with the initial PT systems This construction of norms provides a methodological innovation allowing health policy and systems researchers to compensate for the absence of documented policy in exploring PT functions.

Nursing workforce deployment and intensive care unit strain during the COVID-19 pandemic in Victoria, Australia

BackgroundThe COVID-19 pandemic demanded intensive care units (ICUs) globally to expand to meet increasing patient numbers requiring critical care. Critical care nurses were a finite resource in this challenge to meet growing patient numbers, necessitating redeployment of nursing staff to work in ICUs. ObjectiveOur aim was to describe the extent and manner by which the increased demand for ICU care during the COVID-19 pandemic was met by ICU nursing workforce expansion in the late 2021 and early 2022 in Victoria, Australia. MethodsThis is a retrospective cohort study of Victorian ICUs who contributed nursing data to the Critical Health Information System from 1 December 2021 to 11 April 2022. Bedside nursing workforce data, in categories as defined by Safer Care Victoria’s pandemic response guidelines, were analysed. The primary outcome was ‘insufficient ICU skill mix’—whenever a site had more patients needing 1:1 critical care nursing care than the mean daily number of experienced critical care nursing staff. ResultsOverall, data from 24 of the 47 Victorian ICUs were eligible for analysis. Insufficient ICU skill mix occurred on 10.3% (280/2725) days at 66.7% (16/24) of ICUs, most commonly during the peak phase from December to mid-February. The insufficient ICU skill mix was more likely to occur when there were more additional ICU beds open over the ‘business-as-usual’ number. Counterfactual analysis suggested that had there been no redeployment of staff to the ICU, reduced nursing ratios, with inability to provide 1:1 care, would have occurred on 15.2% (415/2725) days at 91.7% (22/24) ICUs. ConclusionThe redeployment of nurses into the ICU was necessary. However, despite this, at times, some ICUs had insufficient staff to cope with the number and acuity of patients. Further research is needed to examine the impact of ICU nursing models of care on patient outcomes and on nurse outcomes.

Workforce Considerations When Building a Precision Medicine Program.

This paper describes one healthcare system's approach to strategically deploying genetic specialists and pharmacists to support the implementation of a precision medicine program. In 2013, Sanford Health initiated the development of a healthcare system-wide precision medicine program. Here, we report the necessary staffing including the genetic counselors, genetic counseling assistants, pharmacists, and geneticists. We examined the administrative and electronic medical records data to summarize genetic referrals over time as well as the uptake and results of an enterprise-wide genetic screening test. Between 2013 and 2020, the number of genetic specialists employed at Sanford Health increased by 190%, from 10.1 full-time equivalents (FTEs) to 29.3 FTEs. Over the same period, referrals from multiple provider types to genetic services increased by 423%, from 1438 referrals to 7517 referrals. Between 2018 and 2020, 11,771 patients received a genetic screening, with 4% identified with potential monogenic medically actionable predisposition (MAP) findings and 95% identified with at least one informative pharmacogenetic result. Of the MAP-positive patients, 85% had completed a session with a genetics provider. A strategic workforce staffing and deployment allowed Sanford Health to manage a new genetic screening program, which prompted a large increase in genetic referrals. This approach can be used as a template for other healthcare systems interested in the development of a precision medicine program.

Implementing leading practices in regional-level primary care workforce planning: Lessons learned in Toronto.

Investment in capacity for implementation of leading practices in regional-level health workforce planning is essential to support equitable distribution of resources and deployment of a health workforce that can meet local needs. Ontario Health Toronto and the Canadian Health Workforce Network (CHWN) co-developed and operationalized an integrated workforce planning process to support evidence-based primary care workforce decision-making for the Toronto region. The resultant planning toolkit incorporates planning processes centred around engagement with stakeholders, including environmental scanning tools and a quantitative planning model. The outputs of the planning process include estimates of population need and workforce capacity and address challenges specific to Toronto, such as patient mobility, anticipated rapid population growth, and physician retirement. We highlight important challenges and key considerations in the development and operationalization of workforce planning processes, particularly at the regional level.

Emergency and essential surgical capacity assessment in Gimbichu district: cross-sectional study

Introduction: Effectively integrating surgical and anesthesia care through bottom-up approach to fulfill universal health coverage is a crucial step to avail essential surgical and emergency service in low and middle-income countries. Objective: The study aims to assess the surgical and anesthesia service delivery capacity of Gimbichu district, East Shao Zone of Oromia Regional State, Ethiopia, using WHO’s emergency and essential surgical care situational analysis assessment tool. Methods: A cross-sectional survey design is conducted in Gimbichu district health facilities and linked referral hospitals to assess the surgical capacity. Direct observation and interview using WHO surgical capacity assessment, is used to collect data. All surgical patients managed from January to December 2021 are included in the study. Descriptive statistics were used to describe and present the finding. Result: The total amount of surgical procedures performed in a year in the health centers and nearby referral hospitals is 2838 procedures. Two health facilities that receive referrals from the district have a combined surgical workforce of 23 people serving a population of >1.5 million people in the catchment area. Gimbichu district health institutions execute 18.32% of the interventions/procedures recommended by the WHO emergency and essential surgical list. Nearby health facilities affiliated to Gimbichu district health institutions refer surgical patients for 56% of procedures classified as an emergency and necessary surgical services. Referred patients travel 5.6 km on average to access essential and emergency surgical services. Conclusion and recommendation: Building the capacity of health extension professionals on utilization of health facility service directory, community-level surgical condition assessment, referral, and linkage need to be priority activity to cement responsive primary health system to community surgical demand. Further improvement areas includes surgical workforce deployment and expanding the surgical capacity of health facilities in the Gimbichu district and nearby referral hospitals.

Burnout Assessment Among Surgeons and Surgical Trainees During the COVID-19 Pandemic: A Systematic Review

BACKGROUNDThe objective of the current study was to summarize current research on burnout among surgical trainees and surgeons during the COVID-19 pandemic.METHODSPubMed, SCOPUS, Embase, and Psych INFO were systematically searched for studies that evaluated burnout during the COVID-19 pandemic among surgical trainees and surgeons.RESULTSA total of 29 articles met inclusion criteria, most of which originated from the United States (n = 18, 62.1%). Rates of burnout ranged from 6.0% to 86.0%. Personal factors responsible for burnout were fear of contracting/transmitting COVID-19 (8 studies, 27.6%), female gender (8, 27.6%), and younger age (5, 17.2%). Professional factors contributing to burnout included increased COVID-19 patient clinical load (6, 20.7%), limited work experience (6, 20.7%), reduction in operative cases (5, 17.2%) and redeployment to COVID-19 wards (4, 13.8%). The COVID-19 pandemic negatively impacted surgical education due to reduced number of operative cases (11, 37.9%), decreased hands-on experience (4, 13.8%), and not being able to complete case requirements (3, 10.34%). The shift of didactics to virtual formats (3, 10.3%), increased use of telemedicine (2, 6.9%), and improved camaraderie among residents (1, 3.4%) were viewed as positive consequences.CONCLUSIONCOVID-19 related burnout was reported in as many as 1 in 2 surgical trainees and attending surgeons. Intrinsic- (i.e., gender, age), family- (i.e., family/being married/having children or being single/not having children), as well as work-related extrinsic- (i.e., work-force deployment, risk of infection/spread, changes in educational format) factors were strongly associated with risk of burnout. These factors should be considered when designing interventions to ameliorate burnout among surgical trainees and surgeons.

School-based allied health interventions for children and young people affected by neurodisability: a systematic evidence map

Purpose To systematically map available evidence for school-based interventions led by allied health (i.e., occupational therapy, physiotherapy, and/or speech and language therapy). Materials and methods We searched for studies in pre-school, primary, secondary, or post-secondary settings, published 2004–2020. We coded study, population, and intervention characteristics. Outcomes were coded inductively, categorised, and linked to the International Classification of Functioning, Disability, and Health. Results We included 337 studies (33 countries) in an interactive evidence map. Participants were mainly pre-school and primary-aged, including individuals with neurodisability and whole-school populations. Interventions targeted wide-ranging outcomes, including educational participation (e.g., writing, reading) and characteristics of school environments (e.g., educators’ knowledge and skills, peer support). Universal, targeted, and intensive interventions were reported in 21.7%, 38.9%, and 60.2% of studies, respectively. Teachers and teaching assistants delivered interventions in 45.4% and 22.6% of studies, respectively. 43.9% of studies conducted early feasibility testing/piloting and 54.9% had ≤30 participants. Sixty-two randomised controlled trials focused on intervention evaluation or implementation. Conclusions In the United Kingdom, future research should take forward school-based allied health interventions that relate directly to agreed research priorities. Internationally, future priorities include implementation of tiered (universal, targeted, intensive) intervention models and appropriate preparation and deployment of the education workforce. IMPLICATIONS FOR REHABILITATION Allied health professionals (occupational therapists, physiotherapists, and speech and language therapists) work in schools supporting children and young people affected by neurodisability but the content, impact, and cost-effectiveness of their interventions are not well-understood. We systematically mapped the available evidence and identified that allied health school-based interventions target highly diverse health-related outcomes and wider determinants of children and young people’s health, including educational participation (e.g., literacy) and characteristics of the school environment (e.g., educators’ knowledge and skills). Our interactive evidence map can be used to help stakeholders prioritise the interventions most in need of further evaluation and implementation research, including tiered models of universal, targeted, and intensive allied health support. Teachers and teaching assistants play a central role in delivering allied health interventions in schools – appropriate preparation and deployment of the education workforce should therefore be a specific priority for future international allied health research.

Adaptability on Shifting Ground: a Rapid Qualitative Assessment of Multi-institutional Inpatient Surge Planning and Workforce Deployment During the COVID-19 Pandemic.

BackgroundDuring the initial wave of COVID-19 hospitalizations, care delivery and workforce adaptations were rapidly implemented. In response to subsequent surges of patients, institutions have deployed, modified, and/or discontinued their workforce plans.ObjectiveUsing rapid qualitative methods, we sought to explore hospitalists’ experiences with workforce deployment, types of clinicians deployed, and challenges encountered with subsequent iterations of surge planning during the COVID-19 pandemic across a collaborative of hospital medicine groups.ApproachUsing rapid qualitative methods, focus groups were conducted in partnership with the Hospital Medicine Reengineering Network (HOMERuN). We interviewed physicians, advanced practice providers (APP), and physician researchers about (1) ongoing adaptations to the workforce as a result of the COVID-19 pandemic, (2) current struggles with workforce planning, and (3) evolution of workforce planning.Key ResultsWe conducted five focus groups with 33 individuals from 24 institutions, representing 52% of HOMERuN sites. A variety of adaptations was described by participants, some common across institutions and others specific to the institution’s location and context. Adaptations implemented shifted from the first waves of COVID patients to subsequent waves. Three global themes also emerged: (1) adaptability and comfort with dynamic change, (2) the importance of the unique hospitalist skillset for effective surge planning and redeployment, and (3) the lack of universal solutions.ConclusionsHospital workforce adaptations to the COVID pandemic continued to evolve. While few approaches were universally effective in managing surges of patients, and successful adaptations were highly context dependent, the ability to navigate a complex system, adaptability, and comfort in a chaotic, dynamic environment were themes considered most critical to successful surge management. However, resource constraints and sustained high workload levels raised issues of burnout.Supplementary InformationThe online version contains supplementary material available at 10.1007/s11606-022-07480-x.

Adapting Longstanding Public Health Collaborations between Government of Kenya and CDC Kenya in Response to the COVID-19 Pandemic, 2020-2021.

Kenya's Ministry of Health (MOH) and the US Centers for Disease Control and Prevention in Kenya (CDC Kenya) have maintained a 40-year partnership during which measures were implemented to prevent, detect, and respond to disease threats. During the COVID-19 pandemic, the MOH and CDC Kenya rapidly responded to mitigate disease impact on Kenya's 52 million residents. We describe activities undertaken jointly by the MOH and CDC Kenya that lessened the effects of COVID-19 during 5 epidemic waves from March through December 2021. Activities included establishing national and county-level emergency operations centers and implementing workforce development and deployment, infection prevention and control training, laboratory diagnostic advancement, enhanced surveillance, and information management. The COVID-19 pandemic provided fresh impetus for the government of Kenya to establish a national public health institute, launched in January 2022, to consolidate its public health activities and counter COVID-19 and future infectious, vaccine-preventable, and emerging zoonotic diseases.

Deployment of workforce in global health: what should be the priorities for China?

BackgroundChina has increasingly emerged as an important player in global health. However, compared to developed countries, China still lacks a sufficient health workforce for global health engagement with the necessary competencies required. The world has recognized that to solve global health issues, the role of China needs to be strengthened. The priorities for the deployment of the Chinese workforce in global health remain unclear. This study aims to identify the priorities of the deployment of Chinese global health workforce by exploring the core competencies for Chinese global health workforce, factors influencing the deployment and the approach of deployment.MethodsQuantitative descriptive statistical analysis was applied to analyze the quantitative data. A total of 148 key respondents from 10 provinces in China conducting global health projects over the last 3 years were selected as the study subjects. A structured questionnaire was developed to collect the data on four aspects, including general information, core competencies, factors influencing deployment, and mode of deployment. The questionnaire was distributed to the respondents through an online survey. All original data were exported to Microsoft Excel 2010 to calculate the frequencies and percentages of each option. A descriptive analysis was carried out of the priorities of deployment of the Chinese global health workforce.ResultsMore than half of the respondents (51.4%, 76/148) regarded “communication” as the most important competency of the Chinese global health workforce, while a large proportion of participants from Chinese embassies (50.0%, 6/12) and international organizations (75.0%, 12/16) believed that “professional skills” were paramount. In addition, 58.1% (86/148) of the participants agreed that incentive factors (salary, professional position, etc.) were the main factors that influenced deployment, whereas 75% (12/16) of participants from international organizations emphasized “security” as the most important determinant. In addition, 60.8% (90/148) of the participants thought that the deployment of staff should be based on the needs of the global health project implementation.ConclusionsThis study highlights the deployment priorities of the Chinese global health workforce, including strengthening communication and professional skills, focusing on personal security and incentives, and catering to the project implementation. This study also highlights the importance of Chinese agencies in developing global health mindsets through global health practices and proactive integration within the global community.

Surgery and COVID-19: a rapid scoping review of the impact of the first wave of COVID-19 on surgical services

ObjectivesTo understand how surgical services have been reorganised during and following public health emergencies, particularly the first wave of the COVID-19 pandemic, and the consequences for patients, healthcare providers and...