Workforce Framework Research Articles

Meaningful co-production to bring meaningful change: Developing the Allied Health Professionals Dementia Framework for Wales together.

In line with increasing participatory approaches to service and research design, there is a growing appreciation of the need to understand the lived experience of people accessing care and support, including people living with dementia, their carers and supporters. This article describes the process and value of co-production, used alongside principles of appreciative inquiry and evidence-informed practice, as an approach to developing a strategic workforce framework, aimed at increasing access to Allied Health Professionals (AHPs) for people living with dementia and their carers. Engaging in the co-production approach throughout the project lifecycle resulted in positive outcomes as reported by people with lived experience and professionals who were involved, as well as a published national framework that is rooted in the first-hand experiences of people living with dementia, their carers and supporters.

A framework for national-level prevention initiatives in Indian schools: A risk reduction approach

India's mental health policies predominantly prioritize treatment and rehabilitation. While acknowledging the significance of youth well-being, the initiatives undertaken are fragmented, lacking comprehensive data on reach and utilization. Mounting evidence supports the preventability of mental illnesses, highlighting the cost-effectiveness of prevention initiatives, particularly within school-based programs. This paper aims to delineate a preventive framework centered on schools, employing the six-step OrigAMI (Origins of Adult Mental Illnesses) model. This model targets modifiable risk factors to stop the development of mental illnesses. Each step of this model is dissected and examined within the context of the school environment, elucidating the unique and influential role that educational institutions can undertake in preventive initiatives in India. In the initial step, the paper identifies modifiable risk factors in children and adolescents that can be addressed within the school environment. The second and third steps involve pinpointing the target demographic and utilizing data from comprehensive reviews of mental health initiatives. The fourth and fifth steps delineate the workforce structure, advocating for task shifting to non-specialists, engaging school stakeholders and parents, and establishing a systematic workforce framework. The final step delves into policy implications, exploring the potential to reduce the prevalence of mental illness by focusing on risk factors with a high Population Attributable Fraction. This section also contrasts the proposed approach in terms of expenditure against the current budget allocations. The paper culminates with a recommendation to integrate these preventive programs into existing healthcare policies, positioning schools as central to these prevention efforts. The integration of prevention programs into healthcare policies aims to reduce prevalence rates and alleviate the burden on the healthcare system.

Optimal Job Role Allocation for Compliance With NCA-ECC Controls Using the Saudi Cybersecurity Workforce Framework

Optimal Job Role Allocation for Compliance With NCA-ECC Controls Using the Saudi Cybersecurity Workforce Framework

Creating a Repeatable Nontechnical Skills Curriculum for the University of Southern Maine (USM) Cybersecurity Ambassador Program (CAP)

The workforce demand for skilled cybersecurity talent has exceeded its supply for years. Historically, the pedagogical approach was to identify and create curricula for the most in-demand technical knowledge, skills, and abilities (KSAs). Unfortunately, the field has tended to neglect nontechnical counterparts. However, recent literature suggests a core set of nontechnical KSAs that employers seek after. This study explored the codification of a nontechnical curriculum for a cybersecurity internship program at the University of Southern Maine (USM). The USM faculty created the Cybersecurity Ambassador Program that can serve students and the community. The service to students is to make them more attractive to employers. The benefit to the community is to provide cybersecurity awareness training to vulnerable populations. This discussion about the USM CAP serves as a case study for other programs considering this type of enrichment using an internship model. CAP started as an informal program, but this research used objective data to create repeatable blueprints. The researchers designed these lesson plans to help students progress from novices to competent in crucial nontechnical skills delineated in the National Initiative for Cybersecurity Education (NICE) Workforce framework. The team used a mixed methods approach to baseline Tier 1/novice students’ skill levels, place them in a cybersecurity enrichment program, track their progress, and determine program efficacy in helping them achieve beginner status. The information shared can serve as a point of departure for a case study that might guide other programs interested in doing similar work.

Competencies for Public Health Professionals and Epidemiologists Who Detect and Investigate Enteric Disease Outbreaks.

Food safety progress depends on the ability of public health agencies to detect and investigate foodborne disease outbreaks. The Integrated Food Safety Centers of Excellence identify and implement best practices and serve as resources for public health professionals who investigate enteric disease outbreaks. To target the needs of this diverse workforce, the Integrated Food Safety Centers of Excellence developed and assessed a professional tier framework and competencies. We described the characteristics of public health professionals who investigate enteric disease outbreaks in the epidemiology role in a conceptual tiered framework. We mapped core competencies to each tier and disseminated a survey to practitioners at local (June 2019) and state (August 2018) US public health agencies to evaluate the importance and frequency of each competency. We developed 15 competencies on surveillance, outbreak detection, interview skills, investigation team, specimen testing, data analysis, hypothesis generation, study design, communication, enteric disease biology, control measures, legal authority, quality improvement, environmental health, and reporting to surveillance. The 286 survey respondents selected interview skills, surveillance, control measures, and hypothesis generation as the competencies most important to their work and most frequently performed. The Integrated Food Safety Centers of Excellence created the first published workforce framework and competencies for public health professionals who detect and investigate enteric disease outbreaks in the epidemiology role, in collaboration with local, state, and federal public health agencies and national organizations. These tools have been integrated into existing programs and can be used to develop training curricula, assess workforce competency over time, and identify priorities for continuing education and training.

A Cyber Counterintelligence Competence Framework: Developing the Job Roles

In recent years, there have been intensifying cyber risks and volumes of cyber incidents prompting a significant shift in the cyber threat landscape. Both nation-state and non-state actors are increasingly resolute and innovative in their techniques and operations globally. These intensifying cyber risks and incidents suggest that cyber capability is inversely proportional to cyber risks, threats and attacks. Therefore, this confirms an emergent and critical need to adopt and invest in intelligence strategies, predominantly cyber counterintelligence (CCI), which is a multi-disciplinary and proactive measure to mitigate risks and counter cyber threats and cyber-attacks. Concurrent with the adoption of CCI is an appreciation that requisite job roles must be defined and developed. Notwithstanding the traction that CCI is gaining, we found no work on a clear categorisation for the CCI job roles in the academic or industry literature surveyed. Furthermore, from a cybersecurity perspective, it is unclear which job roles constitute the CCI field.
 This paper stems from and expands on the authors’ prior research on developing a CCI Competence Framework. The proposed CCI Competence Framework consists of four critical elements deemed essential for CCI workforce development. In order of progression, the Framework’s elements are: CCI Dimensions (passive-defensive, active-defensive, passive-offensive, active-offensive), CCI Functional Areas (detection, deterrence, deception, neutralisation), CCI Job Roles (associated with each respective Functional Area), and Tasks and Competences (allocated to each job role). Pivoting on prior research on CCI Dimensions and CCI Functional Areas, this paper advances a proposition on associated Job Roles in a manner that is both intelligible and categorised.
 To this end, the paper advances a five-step process that evaluates and examines Counterintelligence and Cybersecurity Job Roles and functions to derive a combination of new or existing Job Roles required for the CCI workforce/professionals. Although there are several cybersecurity frameworks for workforce development, establishing the CCI Job Roles is specifically based on the expression of the Job Roles defined in the National Initiative for Cybersecurity Education (NICE) Cybersecurity Workforce Framework.

Impact of Leadership on Effective Succession Planning: Comparison of Public and Private Organizations

Leadership plays a substantial role in effective succession planning in public and private organizations. In comparison to private organizations, most public organizations have a bureaucratic structure. A study has been conducted to observe the impact of leadership on effective succession planning in public and private organizations. Study based on qualitative methodology. We can successfully observe the nature of both organizations by conducting an interview study. The study chose two private organizations, such as Standard Chartered Bank and Bank Alfalah. Two other public organizations are also taken into observation, namely the National Bank of Pakistan and the First Women's Bank of Pakistan. N=250 people from the aforementioned organizations were observed for the study. According to one study, hiccups integrate the nature of tenancy and political administration in people working in the public sector, as well as work force framework principles, the absence of assets, and the absence of core interests. A study found that proper implementation of strategies needs to be taken into consideration because most organizations fail to implant the proper program. Decision-making is also important because it’s necessary to take the right decision at the right time for effective succession planning.

Impact of Industry (4.O) in Automobile Industry

The emergence of Industry 4.0, characterized by the fusion of cutting-edge technology and digitization, has significantly altered the automotive industry. Automation, data interchange, and digital technology are combined in Industry 4.0 to produce a more productive and adaptable production environment. This technological advancement is not without its difficulties, such as a call for improvement on cybersecurity to prevent online attacks, up skilling and reskilling of industry employees to ensure high level of competencies, to mention a few. The auto industry is moving toward a new paradigm of connected vehicles and intelligent mobility options outside of the production environment thanks to Industry 4.0. With the integration of (IoT) the Internet of Things, cars have become sophisticated devices that can gather, process, and communicate enormous amounts of data. Sensors placed throughout the vehicle provide real-time monitoring of performance, external conditions, and driver behaviour. This increases safety protections, maximizes fuel efficiency, and paves the road for preventative maintenance. This study aims at developing a workforce framework that will help increase organizational effectiveness within the industry 4.0 paradigm. It also provides recent views on the development of the automobile industry due to Industry 4.0 incorporation, the perceived and current difficulties and possible solutions to identified challenges.

The Postpandemic Nursing Workforce: Increasing Fill Rates and Reducing Workload Through a Generational Design of Workforce Layers.

Inequities between nursing workforce supply and demand continue to challenge nurse executives in creating the vision for a postpandemic nursing workforce. Health system's workforce redesign strategies must prioritize the changing needs of the multigenerational workforce to maximize the available supply of nurses willing to remain in the workforce. A test of a newly designed flexible workforce framework, aimed to meet the needs of the multigenerational workforce, resulted in increased fill rates and decreased costs of labor.

Bridging the disconnect within Cybersecurity Workforce Supply Chain

Within the Cybersecurity workforce supply chain, there continues to be a disconnect between the undergraduate curriculum and industry skill demand. The cybersecurity workforce framework of the National Initiative for Cybersecurity Education can serve as one of the tools to bridge this disconnect. Borrowing from the learnings in the training of students in medical school, this paper performs a qualitative literature review on some of the existing efforts to develop the cybersecurity workforce. By exploring the integration of the cybersecurity workforce framework and the curriculum guideline of the Joint Task Force on Cybersecurity Education, it recommends the introduction of Entrustable Professional Activities and mandatory apprenticeship as part of the curriculum guideline. The Entrustable Professional Activities could be based on workforce tasks defined by NICE and cybersecurity graduates will be expected to demonstrate capability to perform those activities. Industry participation is required across all levels of the supply chain.

Knowledge Gaps in Curricular Guidance for ICS Security

Industrial Control Systems are an essential mechanism to manage complex computer systems necessary for modern life. These include everything from water treatment and transportation to energy systems and manufacturing. These systems are becoming increasingly integrated and more complex, and they are being used to manage even more of the elements that make our everyday lives possible. They are therefore becoming both more attractive to cyber criminals and more vulnerable to cyber-attacks. More attention needs to be paid to increasing resources and capability in industrial cybersecurity (ICSS). A major element of this is to significantly improve both the quality and availability of education in this area. The process of development of these educational initiatives is aided by curriculum guidance documents. Of necessity ICSS has largely evolved in industrial settings. This exploratory study examines the curricular guidance available for ICSS research and compares it to industry requirements to identify gaps in curricular guidance. Specifically, this paper looks at the three leading guiding documents, the NICE Cybersecurity Workforce Framework, the Joint Task Force on Cybersecurity Education curriculum guidance, and the NSA CAE knowledge units. These are then compared to requirements identified from ICSS related job postings. We found that the primary cybersecurity curriculum guidance documents do not sufficiently address industry requirements for ICSS.

Providing A Hands-on Advanced Persistent Threat Learning Experience Through Ethical Hacking Labs

Advanced persistent threats are causing several serious cybersecurity events due to their highly stealthy characteristics, advanced technology and tools, and complicated attacking strategies, making them an imminent challenge to cybersecurity professionals. To conquer such a challenge, a thorough and dedicated defense plan must be addressed, and we believe engaging advanced persistent threat learning experiences to computer science and cybersecurity students in the early stages of their college education will be the most important part of the plan. Since there is a lack of promising approaches for engaging students in learning of advanced persistent threats, it is now an emerging issue for cybersecurity educators and researchers to investigate and develop doable and affordable advanced persistent threat learning platforms. Hands-on learning has been adopted by several fields and demonstrated promising performance improvements in the learners. Therefore, integrating hands-on learning knowledge and experiences in advanced persistent threat training for computer science and cybersecurity students will be a potential solution for mitigating such an issue. In this research, we recognize the importance of improving students’ learning of advanced persistent threats. To develop a learning platform for students to learn the knowledge, skills, and abilities of advanced persistent threats, we adopt the NDG ethical hacking lab series with appropriate supplemental lectures to each stage of the lifecycle of an advanced persistent threat. We ensure our model could comply with the required knowledge units listed on NICE Cybersecurity Workforce Framework. Students are expected to connect their advanced persistent threat learning experiences to real world cybercrime cases once they have successfully completed the learning process.

Industry 4.0 workforce implications and strategies for organisational effectiveness in Indian automotive industry: a review

ABSTRACT Driven by radical innovations in manufacturing processes Industry 4.0 will significantly affect the workforce and turn the world of work upside down. The study makes a direct link between the Fourth Industrial Revolution and its impact on the workforce in the Indian automotive industry. It also examines the changing role of HR professionals in the Industry 4.0 paradigm. The findings of the study reveal that successful implementation depends on the ability of organisations to effectively attract, retain, and develop the workforce, and foster a culture of innovation and lifelong learning through re-skilling, and up-skilling. This study is based upon the review of literature on Industry 4.0 and the automotive sector globally. Prior studies examining the Industry 4.0 adoption in the automotive industry focused on technical aspects and not much emphasis was laid on the workforce implications and strategies. This study, therefore, attempts to fill the gap and develop a workforce framework that can help in increasing organisational effectiveness in Industry 4.0 paradigm.

Assessing Competencies Using Scenario-Based Learning in Cybersecurity

Recent years have seen a disconnect between much-needed real-world skills and knowledge imparted to cybersecurity graduates by higher education institutions. As employers are shifting their focus to skills and competencies when hiring fresh graduates, higher education institutions are facing a call to action to design curricula that impart relevant knowledge, skills, and competencies to their graduates, and to devise effective means to assess them. Some institutions have successfully engaged with industry partners in creating apprenticeship programs and work-based learning for their students. However, not all educational institutions have similar capabilities and resources. A trend in engineering, computer science, and information technology programs across the United States is to design project-based or scenario-based curricula that impart relevant knowledge, skills, and competencies. At our institution, we have taken an innovative approach in designing our cybersecurity courses using scenario-based learning and assessing knowledge, skills, and competencies using scenario-guiding questions. We have used the National Initiative for Cybersecurity Education (NICE) Cybersecurity Workforce Framework and the Office of Personnel Management (OPM) Hiring Cybersecurity Workforce report for skills, knowledge, and competency mapping. This paper highlights our approach, presenting its overall design and two example mappings.

Connecting O*Net® Database to Cybersecurity Workforce Professional Certifications

The Occupational Information Network O*NET is considered the primary source of occupational information in the U.S. I explore here possible uses of O*NET data to inform cybersecurity workforce readiness certification programs. The O*NET database is used to map out education requirements and how they relate to professional certifications as required by employers and job designers in accordance with the National Initiative for Cybersecurity Careers and Studies (NICCS). The search focuses on the “Information Security Analysts” occupation as listed on O*NET, Careeronestop, U.S. Bureau of Labor Statistics (BLS), and finally tied back to NICCS source work role to identify certifications requirements. I found that no site has listed any certification as required, desirable or mandatory. NICCS offered general guidance to potential topics and areas of certification. Careeronestop site provided the ultimate guidance for this role certification. Professional certifications are still not integrated in the Cybersecurity Workforce Framework official guidance.

Modeling the Hepatology Workforce in the United States: A Predicted Critical Shortage.

Liver disease is prevalent in the United States, and as the population ages, an increasing number of patients are anticipated to present for care. The state of the current hepatology workforce and future demand for hepatology providers is not known. The aim of this study was to model future projections for hepatology workforce demand. A workforce study of hepatology providers in the United States was completed using primary and secondary data sources. An integrated workforce framework model was used that combined socioeconomic factors that drive economic demand, epidemiological factors that drive need, and utilization rates of health care services. Supply and demand projections were calculated for adult and pediatric hepatology professionals. Sensitivity analyses were conducted to cover the feasible range of these assumptions. An electronic survey of American Association for the Study of Liver Diseases (AASLD) members whose practice included 50% or more hepatology was conducted. In 2018, the adult and pediatric workforce included 7,296 and 824 hepatology providers, respectively, composed of hepatologists, gastroenterologists, and advanced practice providers whose practice was ≥50% hepatology. The modeling analysis projects that in 2023, 2028, and 2033, there will be shortages of 10%, 23%, and 35% adult hepatology providers, respectively, and 19%, 20%, and 16% pediatric hepatology providers, respectively. In sensitivity analyses, a shortage of hepatology providers is predicted even under optimistic assumptions. Among the respondents to the survey, the median age was higher among gastroenterologists and general hepatologists compared with transplant hepatologists. The most common category treated by transplant hepatologists was general hepatology. There is an impending critical shortage of adult and pediatric hepatology providers. Strategies are needed to encourage clinicians to pursue hepatology, especially in areas outside of transplant centers.

Whole systems approach

PurposeThe purpose of this paper is to ascertain primary care advanced clinical practitioners’ (ACP) perceptions and experiences of what factors influence the development and identity of ACP roles, and how development of ACP roles that align with Health Education England’s capability framework for advanced clinical practice can be facilitated in primary care.Design/methodology/approachThe study was located in the North of England. A qualitative approach was used in which 22 staff working in primary care who perceived themselves to be working as ACPs were interviewed. Data analysis was guided by Braun and Clarke’s (2006) six phase method.FindingsFive themes emerged from the data – the need for: a standardised role definition and inclusive localised registration; access to/availability of quality accredited educational programmes relevant to primary care and professional development opportunities at the appropriate level; access to/availability of support and supervision for ACPs and trainee ACPs; a supportive organisational infrastructure and culture; and a clear career pathway.Originality/valueFindings have led to the generation of the Whole System Workforce Framework of INfluencing FACTors (IN FACT), which lays out the issues that need to be addressed if ACP capability is to be maximised in primary care. This paper offers suggestions about how IN FACT can be addressed.

Certifications in Cybersecurity Workforce Development

The workforce demand for cybersecurity professionals has been substantial and fast growing. Qualified cybersecurity professionals with appropriate knowledge, skills, and abilities for various tasks and job roles are needed to perform the challenging work of defending the cyber space. The certified information systems security professional (CISSP) certification is a globally recognized premier cybersecurity credential and validation of qualifications. This case study analyzes the CISSP certification requirements, domains and objectives and attempts to map them to the cybersecurity industry competencies and the US national cybersecurity workforce framework (NCWF). This research is an extended study with full mapping of all CISSP domain areas to the knowledge, skills, and abilities in NCWF. The extended study aims to discover the in-depth value and role of reputable certifications such as CISSP in competency development for cybersecurity workforce. This article also discusses the value and implications of the CISSP certification on cybersecurity education and training.

Core Competencies and a Workforce Framework for Community Health Workers: A Model for Advancing the Profession.

To establish a validated, standardized set of core competencies for community health workers (CHWs) and a linked workforce framework. We conducted a review of the literature on CHW competency development (August 2015), completed a structured analysis of literature sources to develop a workforce framework, convened an expert panel to review the framework and write measurable competencies, and validated the competencies (August 2017) by using a 5-point Likert scale survey with 58 participants in person in Biloxi, Mississippi, and electronically across the United States. The workforce framework delineates 3 categories of CHWs based upon training, workplace, and scope of practice. Each of the 27 competencies was validated with a mean of less than 3 (range = 1.12-2.27) and a simple majority of participants rated all competencies as "extremely important" or "very important." Writing measurable competencies and linking the competencies to a workforce framework are significant advances for CHW workforce development. Public Health Implications. The standardized core competencies and workforce framework are important for addressing health disparities and maximizing CHW effectiveness.

A Model to Improve Hospital-Based Palliative Care: The Palliative Care Redistribution Integrated System Model (PRISM).

Many hospitalized patients have unmet palliative care needs that are exacerbated by gaps in the palliative care subspecialty workforce. Training frontline physicians, including hospitalists, to provide primary palliative care has been proposed as one solution to this problem. However, improving palliative care access requires more than development of the physician workforce. Systemlevel change and interdisciplinary approaches are also needed. Using task shifting as a guiding principle, we propose a new workforce framework (the Palliative care Redistribution Integrated System Model, or PRISM), which utilizes physician and nonphysician providers and resources to their maximum potential. We highlight the central role of hospitalists in this model and provide examples of innovations in screening, workflow, quality, and benchmarking to enable hospitalists to be purveyors of quality palliative care.