METHODS: Semi-structured interviews were conducted to evaluate engagement with resources, from the perspective of AHAs, AHPs and allied health leaders (AHLs) in the health, aged care or disability sectors, and educators and managers of allied health assistance training. Thematic analysis was conducted using team-based framework analysis.
RESULTS: Thematic framework analysis of the interview data identified four themes; Why participants accessed the resources; How participants engaged with the resources; What (if any) changes in practice occurred as a result of engaging with the resources in a participant\'s local context, How did participants envision the resources being utilised for AHA workforce optimisation in the future. Responses were mapped to the AHA workforce career pathway at the career preparation, career development and career trajectory tiers.
CONCLUSIONS: Appetite for AHA workforce development and optimal utilisation is evident across Victoria, Australia. Readily accessible resources that inform AHA role and scope of practice, delegation practice, or improve the ability for an AHA to state their own development needs, were identified as useful by participants. The potential for these resources to assist in the optimal utilisation and development of AHA workforces across the career continuum differs according to the role, sector and geographical location of the resource user. Further study is needed to investigate the transferability of these resources to national and global contexts.
方法:进行了半结构化访谈,以评估对资源的参与度,从AHA的角度来看,AHP和卫生方面的专职卫生领导人(AHLs),老年护理或残疾部门,以及专职卫生援助培训的教育者和管理人员。使用基于团队的框架分析进行主题分析。
结果:访谈数据的主题框架分析确定了四个主题;参与者为什么访问资源;参与者如何参与资源;由于在参与者的本地环境中参与资源,实践中发生了什么(如果有)变化,参与者如何设想未来用于AHA劳动力优化的资源。在职业准备时,反应被映射到AHA劳动力职业道路,职业发展和职业轨迹层。
结论:维多利亚州对AHA劳动力发展和最佳利用的偏好显而易见,澳大利亚。易于获得的资源,可告知AHA的作用和实践范围,授权实践,或提高AHA陈述自己发展需求的能力,被参与者认为是有用的。这些资源在整个职业生涯中协助AHA劳动力的最佳利用和发展的潜力因角色而异,资源用户的扇区和地理位置。需要进一步研究以调查这些资源在国家和全球范围内的可转让性。