An estimation of staffing requirements in primary care in Oman using the Workload Indicators of Staffing Needs method

Mohamed, Nazar; Al-Qasmi, Ahmed; Al-Lamki, Said; Bayoumi, Mohamed; Al-Hinai, Ali T.

doi:10.26719/2018.24.9.823

Cited by 13 publications

(14 citation statements)

References 3 publications

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“…The present study found that midwives’ antenatal care consultation took an average of 22 min (95% CI: 18–26 min) is not significantly different from 25 min estimated from the previous WISN study in Ghana and 20–30 min estimated in a Namibian WISN study [ 35 ]. Additionally, whereas the current study shows that midwives spend 131 min (95% CI: 101–160 min) per supervised vaginal delivery, the WISN study in Ghana, which employed a time-motion observation for this activity, also estimated 152 min, which falls within the confidence limits of the present study.…”

Section: Discussioncontrasting

confidence: 75%

“…To the best of our knowledge, this study is the first attempt to use a cross-sectional survey to estimate activity standards of health service activities across multiple health professions. Previous studies [ 5 , 9 , 10 , 34 , 35 , 36 ] have either been focused on only a few cadres and activities or based on expert group consensus to determine the standard time which the statistical uncertainty in the estimates could not be ascertained. The findings of the study demonstrate that using a cross-sectional survey could yield fairly reliable activity standards suitable for health workforce planning, just as the consensus-based estimates advocated in the WISN methodology.…”

Section: Discussionmentioning

confidence: 99%

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Health Service Activity Standards and Standard Workloads for Primary Healthcare in Ghana: A Cross-Sectional Survey of Health Professionals

2021

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The attainment of health system goals is largely hinged on the health workforce availability and performance; hence, health workforce planning is central to the health policy agenda. This study sought to estimate health service activity standards and standard workloads at the primary health care level in Ghana and explore any differences across health facility types. A nationally representative cross-sectional survey was conducted among 503 health professionals across eight health professions who provided estimates of health service activity standards in Ghana’s Primary Health Care (PHC) settings. Outpatient consultation time was 16 min, translating into an annual standard workload of 6030 consultations per year for General Practitioners. Routine nursing care activities take an average of 40 min (95% CI: 38–42 min) for low acuity patients; and 135 min (95% CI: 127–144 min) for high dependency patients per inpatient day. Availability of tools/equipment correlated with reduced time on clinical procedure. Physician Assistants in health centres spend more time with patients than in district hospitals. Midwives spend 78 min more during vaginal delivery in health centres/polyclinics than in district/primary hospital settings. We identified 18.9% (12 out of 67) of health service activities performed across eight health professional groups to differ between health centres/polyclinics and district/primary hospitals settings. The workload in the health facilities was rated 78.2%, but as the workload increased, and without a commensurate increase in staffing, health professionals reduced the time spent on individual patient care, which could have consequences for the quality of care and patient safety. Availability of tools and equipment at PHC was rated 56.6%, which suggests the need to retool these health facilities. The estimated standard workloads lay a foundation for evidence-based planning for the optimal number of health professionals needed in Ghana’s PHC system and the consequent adjustments necessary in both health professions education and the budgetary allocation for their employment. Finally, given similarity in results with Workload Indicators of Staffing Need (WISN) methodology used in Ghana, this study demonstrates that cross-sectional surveys can estimate health service activity standards that is suitable for health workforce planning just as the consensus-based estimates advocated in WISN.

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Section: Discussioncontrasting

confidence: 75%

Section: Discussionmentioning

confidence: 99%

Health Service Activity Standards and Standard Workloads for Primary Healthcare in Ghana: A Cross-Sectional Survey of Health Professionals

2021

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“…The challenges identified were data related, as several data sources are needed and in many cases need to be collated [16] to make the projection models as accurate as possible. These models are constantly being revised and scenarios of planning changed [21][22][23]. With the diversity in approaches, different approaches to HRH planning will be appropriate for different jurisdictions…”

Section: Planning Workforce and Training Needsmentioning

confidence: 99%

Human resources for health interventions in high- and middle-income countries: findings of an evidence review

et al. 2020

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Many high-and middle-income countries face challenges in developing and maintaining a health workforce which can address changing population health needs. They have experimented with interventions which overlap with but have differences to those documented in low-and middle-income countries, where many of the recent literature reviews were undertaken. The aim of this paper is to fill that gap. It examines published and grey evidence on interventions to train, recruit, retain, distribute, and manage an effective health workforce, focusing on physicians, nurses, and allied health professionals in high-and middle-income countries. A search of databases, websites, and relevant references was carried out in March 2019. One hundred thirty-one reports or papers were selected for extraction, using a template which followed a health labor market structure. Many studies were cross-cutting; however, the largest number of country studies was focused on Canada, Australia, and the United States of America. The studies were relatively balanced across occupational groups. The largest number focused on availability, followed by performance and then distribution. Study numbers peaked in 2013-2016. A range of study types was included, with a high number of descriptive studies. Some topics were more deeply documented than others-there is, for example, a large number of studies on human resources for health (HRH) planning, educational interventions, and policies to reduce in-migration, but much less on topics such as HRH financing and task shifting. It is also evident that some policy actions may address more than one area of challenge, but equally that some policy actions may have conflicting results for different challenges. Although some of the interventions have been more used and documented in relation to specific cadres, many of the lessons appear to apply across them, with tailoring required to reflect individuals' characteristics, such as age, location, and preferences. Useful lessons can be learned from these higher-income settings for low-and middle-income settings. Much of the literature is descriptive, rather than evaluative, reflecting the organic way in which many HRH reforms are introduced. A more rigorous approach to testing HRH interventions is recommended to improve the evidence in this area of health systems strengthening.

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“…According to the World Health Organization that the method used to analyze the optimal number of medical personnel needs is to use the Work Load Indicator of Staffing Needs method by determining work units and categories of health resources, determining available time, compiling job descriptions and products produced, calculating workload, compile leeway standards, set Human resource requirements [5] .…”

Section: Methodsmentioning

confidence: 99%

“…One way to increase the quantity and quality of adequate health workers is to do HR planning by taking into account human resources needs and workloads of officers. HR planning can be done by calculating using the Workload Indicator Staffing Needs (WISN) [5]. According to the Decree of the Minister of Health of the Republic of Indonesia Number 81 / MENKES / SK / I / 2004 states that the Employment Needs Indicator of Workforce is an indicator that shows the number of human resource needs in health facilities based on workload so that the regulation of the allocation/relocation of health workers will be easier and more rational.…”

Section: Introductionmentioning

confidence: 99%

The Assessment of Medical Recording Resources in Asembling Units with Workload Staffing Needs (WISN) Methods in Bendan General Hospital, Pekalongan

Aryana

Abiyasa

Kurniawan

et al. 2020

AJARR

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Objective: Bendan district general hospital is a type C hospital owned by the Pekalongan City Government which is demanded to have good service performance. The assembling unit in the Medical Records department at the Hospital is a unit that influences the overall service process because in this unit all medical records management for patients from all wards is managed. Research Purposes: This study aims to find a general description of the workload and the needs of assembling officers in the medical records department. Method: This research was conducted by assembling officers, from February to March 2020, with the type of descriptive research using the interview method based on the Workload Indicator Staffing Needs (WISN) Formula. The Results: The results of the study were based on the calculation of the WISN method so that the officers' needs were 2 people for 7 hours / day and with 6 working days / week. The effective working day in 1 year is 227 days with a standard workload of assembling medical record documents on the inpatient ward of 14887 documents and inputting data in a computer with a standard workload of 23820 documents. Conclusion: that the workload of the assembling officer in the medical record department is not appropriate, there is still a buildup of medical records in the assembling section. Suggestion: It is necessary to add assembling officers to the medical record unit and to provide ongoing training so that the performance of officers is compatible in performing their work.

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An estimation of staffing requirements in primary care in Oman using the Workload Indicators of Staffing Needs method

Cited by 13 publications

References 3 publications

Health Service Activity Standards and Standard Workloads for Primary Healthcare in Ghana: A Cross-Sectional Survey of Health Professionals

Health Service Activity Standards and Standard Workloads for Primary Healthcare in Ghana: A Cross-Sectional Survey of Health Professionals

Human resources for health interventions in high- and middle-income countries: findings of an evidence review

The Assessment of Medical Recording Resources in Asembling Units with Workload Staffing Needs (WISN) Methods in Bendan General Hospital, Pekalongan

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