Relationship between training supervision and evolution of the density of GPs: a 3-year cohort study on French cities between 2018 and 2021

Abstract Context

There is an uneven distribution of general practitioners (GPs) across territories of developed countries leading to inequalities in access to health care. Countries are implementing incentive or coercive policies depending on the characteristics of their health system. Several studies suggest that the location of practical training may influence the location of GPs’ practices. The objective of this study is to investigate the existence of a relationship between training supervision and evolution of the density of GPs in French municipalities between 2018 and 2021.

Methods

The evolution of the density of GPs in almost all French municipalities between 2018 and 2021 was followed up. A bivariate statistical analysis was carried out to look for a relationship between the evolution of the density of GPs and the number of training supervisors. Other bivariate analyses were carried out with other factors likely to influence the density of GPs, such as the existence of financial aid in the territory or the age of GPs. A multivariate analysis with all the significant variables in bivariate analysis was then carried out using the stepwise descending method.

Results

A total of 34 990 (99.9%) French municipalities were included in the follow-up. Among these, 9427 (26.9%) had a GP and 3866 (11%) had a GP involved in the training supervision. The density of GPs in French cities decreased on average by 2.17% between 2018 and 2021. Territories without training supervisors decreased by 4.63% while those with at least one increased by 1.36% (p < 0.01). This significant relationship was also found in multivariate analysis.

Conclusion

The training supervision is associated with a better evolution of density of GPs in French municipalities. This association persisted when other factors were considered. The results of this 3-year follow-up may lead us to consider the training supervision as a factor to regulate the distribution of GPs.

Categorías: Investigaciones

[Interprofessional health education in the Region of the Americas from a nursing perspectiveEducação interprofissional em saúde na Região das Américas na perspectiva da enfermagem].

Search "Educación Interprofesional" - Mar, 10/05/2022 - 05:03
This study presents a reflective analysis of the implementation of interprofessional education in undergraduate nursing courses, considering as an example the curricula of undergraduate nursing careers in Brazil. Despite investments to advance interprofessional education, its practice is not institutionalized in the curricula of undergraduate courses. These findings represent a limitation for the implementation of interprofessional education in nursing courses, and the case of Brazil allows to learn lessons for the education of nursing professionals in other countries of the Region of the Americas. Recommendations are provided for training, management and intersectoral articulation of health and education services, with emphasis on primary health care and the Sustainable Development Goals, aimed at educational institutions wishing to implement interprofessional education. Neste estudo, foi realizada uma análise reflexiva sobre a implementação da educação interprofissional em cursos de graduação em enfermagem, considerando como exemplo os currículos dos cursos de graduação em enfermagem no Brasil. Apesar dos investimentos para avançar a educação interprofissional, sua prática não está institucionalizada nos currículos de graduação. Esses achados representam uma limitação para a implementação da educação interprofissional em cursos de enfermagem, e o caso do Brasil fornece lições para a formação de profissionais de enfermagem em outros países da Região das Américas. Medidas de treinamento, gestão e articulação intersetorial de serviços de saúde e educação, com ênfase nos cuidados primários de saúde e nos Objetivos de Desenvolvimento Sustentável, são recomendadas para instituições educacionais que desejam implementar a educação interprofissional.

Educação interprofissional e prática colaborativa: percepções de preceptores do internato médico em uma capital da Amazônia brasileira

Search "Educación Interprofesional" - Mar, 10/05/2022 - 05:03
Educação Interprofissional e Prática Interprofissional Colaborativa são temas emergentes, constituindo-se em componentes fundamentais de formação profissional e de atenção à saúde. Este trabalho teve tem como objetivo analisar as características de prontidão para o trabalho interprofissional bem como o uso da prática colaborativa dos preceptores do internato médico de Porto Velho, Rondônia.Trata-se de um estudo transversal, realizado a partir do questionário The Readiness for Interprofessional Learning Scale, traduzido e validado para o Brasil em 2015, aplicado a 30 profissionais de saúde, entre médicos e enfermeiros, preceptores do internato médico em Atenção Primária à Saúde. Entre os resultados, observou-se que, no domínio "identidade profissional" ­que se refere à autonomia profissional e aos objetivos clínicos de cada profissão ­, os profissionais avaliados estão nas zonas de alerta e de perigo,sendo as médias apuradas de 3,7483±0,96896para médicos e de 3,5873±1,09561para enfermeiros. Faz-se necessário, então, investir na qualificação de profissionais voltada aos temas "trabalho em equipe" e "trabalho colaborativo", com ênfase no domínio "identidade profissional". Interprofessional Education and Collaborative Interprofessional Practice are emerging themes, constituting fundamental components of professional training and health care, particularly in addressing the various morbidities for good user assistance. The objective was to analyze the characteristics of readiness for interprofessional work as well as the use of collaborative practice by preceptors of the medical internship in Porto Velho, Rondônia. This wasa cross-sectional study based on The Readiness for Interprofessional Learning Scale questionnaire, which was translated and validated for Brazilin 2015and was applied to 30 health professionals, including physicians and nurses, who arepreceptors ofmedical internships in primary care andpublic health. Among the results, it was observed that, in the domain of professional identity, which refers to the professional autonomy and clinical objectives of each profession, both professions were evaluated as belonging to the alert and danger zone, with an average of 3.7483±0.96896 for doctors and 3.5873±1.09561 for nurses. It is, therefore, necessary to invest in the qualification of professionals focused on the theme of teamwork and collaboration, with an emphasis on the professional identity domain.

Integración de la educación interprofesional: autodiagnóstico para programas de salud

Search "Educación Interprofesional" - Mar, 10/05/2022 - 05:03
Introducción: la educación interprofesional se produce cuando dos o más profesionales se conocen y se relacionan entre sí para permitir una colaboración eficaz con la intención de mejorar los resultados de salud. Diferentes marcos de referencia de identidad profesional y competencias han establecido la importancia de este tipo de formación. Sin embargo, cada programa puede contar con diferentes niveles de implementación para integrarlo en el mismo. Método: el objetivo del presente trabajo fue desarrollar un instrumento de autodiagnóstico sobre Integración de la Educación Interprofesional en los programas de salud, considerando su formalización y des-pliegue. Se utilizó una validación de expertos para el diseño del instrumento y una prueba piloto con directivos de cinco programas de salud. Resultados: el instrumento consta de 12 ítems para valorar si los alumnos cuentan con condiciones formativas interprofesio-nales: 1) Identifican, 2) Colaboran, 3) Toman decisiones y 4) Construyen soluciones. Para ello la institución educativa puede A. Definir, B. Comunicar, C. Formar, D. Evaluar o E. Mejorar las intervenciones formativas para garantizar una implementación adecuada de dichos propósitos. El modelo resultante es una guía taxonómica que permite identificar la formalización de la implementación cada una de las competencias en un programa de salud. Conclusiones: el instrumento propuesto cuenta con contenidos comprensibles y adecuados para cumplir con sus propósitos de autodiagnóstico en la formalización en la implementación de competencias interprofesionales. Sin embargo, más que un carácter estrictamente incremental, confiere una visión dinámica en la cual pueden implementarse escalas superiores sin haber cerrado un ciclo de mejora completo en las competencias previas. Introduction: Interprofessional education occurs when two or more professions learn about, from, and with each other to enable effective collaboration and improve health outcomes. Different frameworks of professional identity and competencies have established the importance of interprofessional education. However, each program may have different levels of formalisation or implementation. Methods: The objective of this work was to develop a self-assessment instrument regarding the interprofessional education integration for health care programs. An expert validation was applied for the instrument design, and the heads of five health programs conducted a pilot test. Results: The instrument consists of 12 items to assess interprofessional education: 1) Identify, 2) Collaborate, 3) Make deci-sions, and 4) Build solutions. The educational institution can A. Define, B. Communicate, C. Train, D. Evaluate, or E. Improve educational interventions to ensure adequate implementation. The resulting model is a taxonomic guide that allows identifying the formalisation of the implementation of each of the competencies in a health care undergraduate program. Conclusions: The proposed self-assessment has understandable and adequate content to address its purposes. However, more than a strictly incremental approach, it confers a dynamic vision in which higher scales can be implemented without closinga complete improvement cycle in the previous competencies.

Building patient trust in health systems: A qualitative study of facework in the context of the Aboriginal and Torres Strait Islander Health Worker role in Queensland, Australia.

Healthcare services in Australia are the primary responsibility of state and territory governments, which recruit and deploy health providers in hospital and primary-care services. Among the various health professional roles, that of Aboriginal and Torres Strait Islander Health Worker (A&TSIHW) is one of only two positions that must be occupied by an Aboriginal and/or Torres Strait Islander person, carrying unique responsibility for enacting cultural brokerage and promoting cultural safety at the facility-level. Implicit to these responsibilities is the assumption that A&TSIHW will use cultural capital to build clients' trust in themselves and ultimately the broader health system. Drawing on 82 in-depth interviews including 52 with A&TSIHWs, we applied Kroegar's Facework theory to explore the structures, processes and relationships that contribute to, or inhibit, A&TISHWs' capacity and willingness to build trust (beyond themselves) in government health services in Queensland, Australia. Analysis demonstrates that despite A&TSIHWs viewing and enacting interpersonal trust-building as central to their role, structural features of the health system inhibit the development of service-users' system-level trust. Findings re-establish that health systems are not 'cultureless,' but rather, shaped by a dominant culture that privileges certain actors, types of knowledge, and modes of communication and action, which in turn influence efforts to build trust. The study demonstrates a novel theory-driven approach to exploring the interactions between behavioural and structural factors that influence the production of systems-level trust. In the context of the Queensland public health service findings highlight a disconnect between the expectations of, and support provided to A&TISHWs to engage Aboriginal and Torres Strait Islander service-users.
Categorías: Investigaciones

WHO competency framework for health authorities and institutions to manage infodemics: its development and features

Abstract Background

In April 2020, the World Health Organization (WHO) Information Network for Epidemics produced an agenda for managing the COVID-19 infodemic. “Infodemic” refers to the overabundance of information—including mis- and disinformation. In this agenda it was pointed out the need to create a competency framework for infodemic management (IM). This framework was released by WHO on 20th September 2021. This paper presents the WHO framework for IM by highlighting the different investigative steps behind its development.

Methods

The framework was built through three steps. Step 1 included the preparatory work following the guidelines in the Guide to writing Competency Framework for WHO Academy courses. Step 2 was based on a qualitative study with participants (N = 25), identified worldwide on the basis of their academic background in relevant fields of IM or of their professional experience in IM activities at the institutional level. The interviews were conducted online between December 2020 and January 2021, they were video-recorded and analyzed using thematic analysis. In Step 3, two stakeholder panels were conducted to revise the framework.

Results

The competency framework contains four primary domains, each of which comprised main activities, related tasks, and knowledge and skills. It identifies competencies to manage and monitor infodemics, to design, conduct and evaluate appropriate interventions, as well as to strengthen health systems. Its main purpose is to assist institutions in reinforcing their IM capacities and implementing effective IM processes and actions according to their individual contexts and resources.

Conclusion

The competency framework is not intended to be a regulatory document nor a training curriculum. As a WHO initiative, it serves as a reference tool to be applied according to local priorities and needs within the different countries. This framework can assist institutions in strengthening IM capacity by hiring, staff development, and human resources planning.

Categorías: Investigaciones

An overview of health workforce education and accreditation in Africa: implications for scaling-up capacity and quality

Abstract Background

For countries to achieve universal health coverage, they need to have well-functioning and resilient health systems. Achieving this requires a sufficient number of qualified health workers and this necessitates the importance of investments in producing and regulating health workers. It is projected that by 2030, Africa would need additional 6.1 million doctors, nurses, and midwives. However, based on the current trajectory, only 3.1 million would be trained and ready for service delivery. To reduce current shortages of the health workforce, Africa needs to educate and train 3.0 million additional health workers by 2030. This study was conducted to describe the distribution and ownership of the health training institutions, production of health workers, and the availability of accreditation mechanisms for training programmes in the WHO African Region.

Methods

A cross-sectional study was conducted using a standardized questionnaire from January 2018 to April 2019. All the 47 countries in the Region were invited to complete a structured questionnaire based on available secondary information from health sector reports, annual HRH reports, country health workforce profiles, and HRH observatories and registries.

Results

Data from 43 countries in the World Health Organization African Region in 2018 show that there were 4001 health training institutions with 410, 1469 and 2122 being medical, health sciences, and nursing and midwifery schools, respectively, and 2221, 1359 and 421 institutions owned by the public, private for-profit and private not-for-profit sectors, respectively. A total of 148 357 health workers were produced in Region with 40% (59, 829) being nurses and midwives, 19% (28, 604) other health workers, and 14% (20 470) physicians. Overall, 31 countries (79%) in the Region have an accreditation framework for the health training institutions and seven countries do not have any accreditation mechanism.

Conclusion

To achieve universal health coverage, matching of competencies with population needs, as well as increasing capacities for health worker production to align with demand (numbers and skill-mix) for improved service delivery should be prioritized, as this would improve the availability of skilled health workforce in the Region.

Categorías: Investigaciones

Because they’re worth it? A discussion paper on the value of 12-h shifts for hospital nursing

Abstract

The organisation of the 24-h day for hospital nurses in two 12-h shifts has been introduced with value propositions of reduced staffing costs, better quality of care, more efficient work organisation, and increased nurse recruitment and retention. While existing reviews consider the impact of 12-h shifts on nurses’ wellbeing and performance, this discussion paper aims to specifically shed light on whether the current evidence supports the value propositions around 12-h shifts. We found little evidence of the value propositions being realised. Staffing costs are not reduced with 12-h shifts, and outcomes related to productivity and efficiency, including sickness absence and missed nursing care are negatively affected. Nurses working 12-h shifts do not perform more safely than their counterparts working shorter shifts, with evidence pointing to a likely negative effect on safe care due to increased fatigue and sleepiness. In addition, nurses working 12-h shifts may have access to fewer educational opportunities than nurses working shorter shifts. Despite some nurses preferring 12-h shifts, the literature does not indicate that this shift pattern leads to increased recruitment, with studies reporting that nurses working long shifts are more likely to express intention to leave their job. In conclusion, there is little if any support for the value propositions that were advanced when 12-h shifts were introduced. While 12-h shifts might be here to stay, it is important that the limitations, including reduced productivity and efficiency, are recognised and accepted by those in charge of implementing schedules for hospital nurses.

Categorías: Investigaciones

Educación interprofesional en salud en la Región de las Américas desde la perspectiva de la enfermería

Search "Educación Interprofesional" - Mié, 04/05/2022 - 05:57
[RESUMEN]. En este estudio se realiza un análisis reflexivo sobre la implantación de la educación interprofesional en cursos de pregrado de enfermería, considerando como ejemplo los planes de estudio de las carreras de pregrado en enfermería de Brasil. A pesar de las inversiones para avanzar en la educación interprofesional, su práctica no está institucionalizada en los planes de estudio de las carreras de pregrado. Estos hallazgos representan una limitación para la implementación de la educación interprofesional en los cursos de enfermería, y el caso de Brasil permite extraer enseñanzas de cara a la formación de profesionales de enfermería en otros países de la Región de las Américas. Se recomiendan medidas para la formación, la gestión y la articulación intersectorial de los servicios de salud y educación, con énfasis en la atención primaria de salud y los Objetivos de Desarrollo Sostenible, a las instituciones educativas que deseen implementar la educación interprofesional. [ABSTRACT]. This study presents a reflective analysis of the implementation of interprofessional education in undergraduate nursing courses, considering as an example the curricula of undergraduate nursing careers in Brazil. Despite investments to advance interprofessional education, its practice is not institutionalized in the curricula of undergraduate courses. These findings represent a limitation for the implementation of interprofessional education in nursing courses, and the case of Brazil allows to learn lessons for the education of nursing professionals in other countries of the Region of the Americas. Recommendations are provided for training, management and intersectoral articulation of health and education services, with emphasis on primary health care and the Sustainable Development Goals, aimed at educational institutions wishing to implement interprofessional education. [RESUMO]. Neste estudo, foi realizada uma análise reflexiva sobre a implementação da educação interprofissional em cursos de graduação em enfermagem, considerando como exemplo os currículos dos cursos de graduação em enfermagem no Brasil. Apesar dos investimentos para avançar a educação interprofissional, sua prática não está institucionalizada nos currículos de graduação. Esses achados representam uma limitação para a implementação da educação interprofissional em cursos de enfermagem, e o caso do Brasil fornece lições para a formação de profissionais de enfermagem em outros países da Região das Américas. Medidas de treinamento, gestão e articulação intersetorial de serviços de saúde e educação, com ênfase nos cuidados primários de saúde e nos Objetivos de Desenvolvimento Sustentável, são recomendadas para instituições educacionais que desejam implementar a educação interprofissional.

The Effect of a Sepsis Interprofessional Education Using Virtual Patient Telesimulation on Sepsis Team Care in Clinical Practice: Mixed Methods Study.

Search "Educación Interprofesional" - Mar, 03/05/2022 - 05:56
BACKGROUND: Improving interprofessional communication and collaboration is necessary to facilitate the early identification and treatment of patients with sepsis. Preparing undergraduate medical and nursing students for the knowledge and skills required to assess, escalate, and manage patients with sepsis is crucial for their entry into clinical practice. However, the COVID-19 pandemic and social distancing measures have created the need for interactive distance learning to support collaborative learning. OBJECTIVE: This study aimed to evaluate the effect of sepsis interprofessional education on medical and nursing students' sepsis knowledge, team communication skills, and skill use in clinical practice. METHODS: A mixed methods design using a 1-group pretest-posttest design and focus group discussions was used. This study involved 415 undergraduate medical and nursing students from a university in Singapore. After a baseline evaluation of the participants' sepsis knowledge and team communication skills, they underwent didactic e-learning followed by virtual telesimulation on early recognition and management of sepsis and team communication strategies. The participants' sepsis knowledge and team communication skills were evaluated immediately and 2 months after the telesimulation. In total, 4 focus group discussions were conducted using a purposive sample of 18 medical and nursing students to explore their transfer of learning to clinical practice. RESULTS: Compared with the baseline scores, both the medical and nursing students demonstrated a significant improvement in sepsis knowledge (P<.001) and team communication skills (P<.001) in immediate posttest scores. At the 2-month follow-up, the nursing students continued to have statistically significantly higher sepsis knowledge (P<.001) and communication scores (P<.001) than the pretest scores, whereas the medical students had no significant changes in test scores between the 2-month follow-up and pretest time points (P=.99). A total of three themes emerged from the qualitative findings: greater understanding of each other's roles, application of mental models in clinical practice, and theory-practice gaps. The sepsis interprofessional education-particularly the use of virtual telesimulation-fostered participants' understanding and appreciation of each other's interprofessional roles when caring for patients with sepsis. Despite noting some incongruities with the real-world clinical practice and not encountering many sepsis scenarios in clinical settings, participants shared the application of mental models using interprofessional communication strategies and the patient assessment framework in their daily clinical practice. CONCLUSIONS: Although the study did not show long-term knowledge retention, the use of virtual telesimulation played a critical role in facilitating the application of mental models for learning transfer and therefore could serve as a promising education modality for sepsis training. For a greater clinical effect, future studies could complement virtual telesimulation with a mannequin-based simulation and provide more evidence on the long-term retention of sepsis knowledge and clinical skills performance.

How does interprofessional education influence students' perceptions of collaboration in the clinical setting? A qualitative study.

Search "Educación Interprofesional" - Lun, 02/05/2022 - 05:56
BACKGROUND: Interprofessional education (IPE) aims to improve students' collaborative competencies and behaviour. The effect of classroom IPE on students' perceptions of collaboration in clinical practice, and how knowledge is possibly transferred, has yet to be investigated. The research question of this study was: How does IPE in a classroom setting influence students' perceptions of collaboration in clinical practice? Social capital theory is used as the theoretical lens. Social capital theory describes how social relationships generate benefits for the individuals involved. Social capital can be divided into three forms of social cohesion: bonding, bridging and linking social capital. Bonding refers to connections that are close and strong, such as family. Bridging social capital occurs in more distant relationships. Linking social capital refers to relationships between individuals with different power or social status. METHODS: A qualitative study with semi-structured face-to-face interviews was conducted to explore students' perceptions and experiences. Nursing and medical students who had participated in four classroom IPE-sessions were asked about the perceived influence of the IPE-sessions they had attended on their interprofessional collaboration. Thematic analysis was conducted, with sensitising concepts of 'bonding', 'bridging' and 'linking social capital' from the social capital theory. RESULTS: Twenty-two interviews were conducted. Students experienced: 1) exchange of discipline specific knowledge, 2) general knowledge about each other's responsibilities, 3) reduction of hierarchy, and 4) improvement in patient care. The first two themes reflect bridging social capital, since students experience that the other student is from a different group. The third theme reflects linking social capital, since students experience a difference in (social) status. The fourth theme most explicitly reflects 'getting ahead' or doing better, what is referred to as an effect of increased social capital. CONCLUSION: This study reveals new insights regarding how increased social capital of undergraduate students after IPE-sessions in a classroom setting influences the way they conceptualise and experience interprofessional collaboration in clinical practice. These insights contribute to the understanding of the effectiveness of IPE in undergraduate curricula. Further research on long-term effects is underway.

From ideal to real: a qualitative study of the implementation of in situ interprofessional simulation-based education.

Search "Educación Interprofesional" - Vie, 29/04/2022 - 05:52
BACKGROUND: Despite the widespread adoption of interprofessional simulation-based education (IPSE) in healthcare as a means to optimize interprofessional teamwork, data suggest that IPSE may not achieve these intended goals due to a gap between the ideals and the realities of implementation. METHODS: We conducted a qualitative case study that used the framework method to understand what and how core principles from guidelines for interprofessional education (IPE) and simulation-based education (SBE) were implemented in existing in situ IPSE programs. We observed simulation sessions and interviewed facilitators and directors at seven programs. RESULTS: We found considerable variability in how IPSE programs apply and implement core principles derived from IPE and SBE guidelines with some principles applied by most programs (e.g., "active learning", "psychological safety", "feedback during debriefing") and others rarely applied (e.g., "interprofessional competency-based assessment", "repeated and distributed practice"). Through interviews we identified that buy-in, resources, lack of outcome measures, and power discrepancies influenced the extent to which principles were applied. CONCLUSIONS: To achieve IPSE's intended goals of optimizing interprofessional teamwork, programs should transition from designing for the ideal of IPSE to realities of IPSE implementation.

Lanzamiento: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas

Noticias OBSV-CONO SUR - Lun, 25/04/2022 - 13:22

Invitación al Lanzamiento de la publicación: "Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas"

Fecha y hora
  • 4 de mayo de 2022
  • 15 a 16 h ET (WDC)
Transmisión zoom

Acceda aquí

Nota conceptual

La Estrategia para el acceso universal a la salud y la cobertura universal de salud, aprobada por los países de la región, establece como una de las líneas estratégicas “Ampliar el acceso equitativo a servicios de salud integrales, de calidad, centrados en las personas y las comunidades”. Para lograr dicha meta se requiere disponer de personal de salud capacitados, con aptitudes y actitudes adecuadas, distribuidos equitativamente según las necesidades de la población. 

Sin embargo, la Región de la Américas aún enfrenta brechas y desafíos importantes para disponer de personal de salud de calidad en las zonas rurales, remotas y desatendidas, por lo cual es necesario analizar las dinámicas que intervienen entre los diferentes sectores (salud, educación, finanzas y trabajo), e inciden en la atracción, captación y retención de profesionales de la salud en estas zonas. 

La  publicación tiene por objetivo sintetizar y actualizar la evidencia disponible sobre los factores e intervenciones que contribuyen a incrementar la atracción, captación y retención del personal de salud en las zonas rurales, remotas y desatendidas. El propósito es que a partir de estas evidencias se puedan establecer y fundamentar discusiones sobre las políticas de salud que permitan reducir las brechas y aumentar la disponibilidad de recursos humanos para la salud capacitados y distribuidos de manera adecuada, para lograr la salud universal, de calidad y equitativa.

Agenda

Moderadora: Malhi Cho, Asesora, Recursos Humanos para la Salud. OPS/OMS

  • Comentarios sobre recursos humanos para la salud en el logro de el acceso universal a la salud y la cobertura universal de salud.  James Fitzgerald, Director,  Departamento de Sistemas y Servicios de Salud, OPS/OMS
  • Presentación de la publicación: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas. Una revisión rápida  Zulma Ortiz, Laura Antonietti y Maria Eugenia Esandi – Instituto de Investigación Epidemiológica. Academia Nacional de Medicina – Buenos Aires, Argentina
  • Fortalezas y desafíos para atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas en Guatemala. Jorge Francisco Meneses, Viceministro de Hospitales y Presidente de la Comisión Interinstitucional de Recursos Humanos en Salud - Guatemala
  • Comentarios generales

 

Categorías: Noticias Subregionales

Lanzamiento: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas

Noticias - Uruguay - Lun, 25/04/2022 - 13:22

Invitación al Lanzamiento de la publicación: "Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas"

Fecha y hora
  • 4 de mayo de 2022
  • 15 a 16 h ET (WDC)
Transmisión zoom

Acceda aquí

Nota conceptual

La Estrategia para el acceso universal a la salud y la cobertura universal de salud, aprobada por los países de la región, establece como una de las líneas estratégicas “Ampliar el acceso equitativo a servicios de salud integrales, de calidad, centrados en las personas y las comunidades”. Para lograr dicha meta se requiere disponer de personal de salud capacitados, con aptitudes y actitudes adecuadas, distribuidos equitativamente según las necesidades de la población. 

Sin embargo, la Región de la Américas aún enfrenta brechas y desafíos importantes para disponer de personal de salud de calidad en las zonas rurales, remotas y desatendidas, por lo cual es necesario analizar las dinámicas que intervienen entre los diferentes sectores (salud, educación, finanzas y trabajo), e inciden en la atracción, captación y retención de profesionales de la salud en estas zonas. 

La  publicación tiene por objetivo sintetizar y actualizar la evidencia disponible sobre los factores e intervenciones que contribuyen a incrementar la atracción, captación y retención del personal de salud en las zonas rurales, remotas y desatendidas. El propósito es que a partir de estas evidencias se puedan establecer y fundamentar discusiones sobre las políticas de salud que permitan reducir las brechas y aumentar la disponibilidad de recursos humanos para la salud capacitados y distribuidos de manera adecuada, para lograr la salud universal, de calidad y equitativa.

Agenda

Moderadora: Malhi Cho, Asesora, Recursos Humanos para la Salud. OPS/OMS

  • Comentarios sobre recursos humanos para la salud en el logro de el acceso universal a la salud y la cobertura universal de salud.  James Fitzgerald, Director,  Departamento de Sistemas y Servicios de Salud, OPS/OMS
  • Presentación de la publicación: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas. Una revisión rápida  Zulma Ortiz, Laura Antonietti y Maria Eugenia Esandi – Instituto de Investigación Epidemiológica. Academia Nacional de Medicina – Buenos Aires, Argentina
  • Fortalezas y desafíos para atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas en Guatemala. Jorge Francisco Meneses, Viceministro de Hospitales y Presidente de la Comisión Interinstitucional de Recursos Humanos en Salud - Guatemala
  • Comentarios generales

 

Lanzamiento: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas

Noticias - República Dominicana - Lun, 25/04/2022 - 13:22

Invitación al Lanzamiento de la publicación: "Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas"

Fecha y hora
  • 4 de mayo de 2022
  • 15 a 16 h ET (WDC)
Transmisión zoom

Acceda aquí

Nota conceptual

La Estrategia para el acceso universal a la salud y la cobertura universal de salud, aprobada por los países de la región, establece como una de las líneas estratégicas “Ampliar el acceso equitativo a servicios de salud integrales, de calidad, centrados en las personas y las comunidades”. Para lograr dicha meta se requiere disponer de personal de salud capacitados, con aptitudes y actitudes adecuadas, distribuidos equitativamente según las necesidades de la población. 

Sin embargo, la Región de la Américas aún enfrenta brechas y desafíos importantes para disponer de personal de salud de calidad en las zonas rurales, remotas y desatendidas, por lo cual es necesario analizar las dinámicas que intervienen entre los diferentes sectores (salud, educación, finanzas y trabajo), e inciden en la atracción, captación y retención de profesionales de la salud en estas zonas. 

La  publicación tiene por objetivo sintetizar y actualizar la evidencia disponible sobre los factores e intervenciones que contribuyen a incrementar la atracción, captación y retención del personal de salud en las zonas rurales, remotas y desatendidas. El propósito es que a partir de estas evidencias se puedan establecer y fundamentar discusiones sobre las políticas de salud que permitan reducir las brechas y aumentar la disponibilidad de recursos humanos para la salud capacitados y distribuidos de manera adecuada, para lograr la salud universal, de calidad y equitativa.

Agenda

Moderadora: Malhi Cho, Asesora, Recursos Humanos para la Salud. OPS/OMS

  • Comentarios sobre recursos humanos para la salud en el logro de el acceso universal a la salud y la cobertura universal de salud.  James Fitzgerald, Director,  Departamento de Sistemas y Servicios de Salud, OPS/OMS
  • Presentación de la publicación: Cómo atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas. Una revisión rápida  Zulma Ortiz, Laura Antonietti y Maria Eugenia Esandi – Instituto de Investigación Epidemiológica. Academia Nacional de Medicina – Buenos Aires, Argentina
  • Fortalezas y desafíos para atraer, captar y retener al personal de salud en zonas rurales, remotas y desatendidas en Guatemala. Jorge Francisco Meneses, Viceministro de Hospitales y Presidente de la Comisión Interinstitucional de Recursos Humanos en Salud - Guatemala
  • Comentarios generales

 

Páginas