Maternal-Child Health Centers

妇幼保健中心
  • 文章类型: Journal Article
    尽管几乎可以全面获得儿童医疗保健,瑞典儿童之间存在健康分歧。对有新生婴儿的家庭进行家访是确定和加强弱势家庭的一种具有成本效益的方法。在斯德哥尔摩一个处境不利的郊区实施了一项扩大的产后家庭访问计划,取得了积极成果。
    纵向,前瞻性研究和从医疗记录中登记研究。
    瑞典的一个脆弱的农村地区。
    一名来自社会服务机构的家长顾问和一名助产士在怀孕结束期间对2018年5月1日至2019年5月31日出生的孩子的母亲进行了一次扩展的家庭访问计划。在这些孩子的头15个月里,一名家长顾问和一名儿童保健护士又进行了三次家访。该研究的目的是评估干预措施对儿童和母亲健康的影响。
    研究地点的所有长子(N=30研究,N=55对照组)。
    参与儿童和孕产妇保健服务访问的比例,母乳喂养和接受儿童疫苗接种的儿童。
    在常规检查访视期间,研究组缺席者较少(93例与84%)。研究组中更多的母亲参加了助产士的检查(90vs.80%)。研究组中更多的儿童接受母乳喂养(90vs.67%),并接受了所有疫苗接种(100vs.96%)。
    在怀孕结束时进行探视以补充延长的家庭探视计划似乎有助于减少母亲和儿童例行探视的缺席者;此外,与对照组相比,母乳喂养和接种疫苗的儿童更多.
    评估父母顾问和医疗保健专业人员在妊娠末期和脆弱地区的幼儿期对所有长子的四次额外家访显示出以下益处:与对照组相比,该研究中有更多的儿童接受了母乳喂养并接受了所有疫苗接种。与对照组相比,该研究中对儿童保健中心的例行检查缺席者较少。与对照组相比,研究组中更多的母亲在分娩后2个月参加了助产士的检查。
    UNASSIGNED: Despite close to all-embracing access to child healthcare, health divides exist among children in Sweden. Home visits to families with new-born babies are a cost-effective way to identify and strengthen vulnerable families. An extended postnatal home visiting programme has been implemented in a disadvantaged suburb in Stockholm with positive results.
    UNASSIGNED: Longitudinal, prospective study and register study from medical records.
    UNASSIGNED: A vulnerable rural area in Sweden.
    UNASSIGNED: A parent advisor from the social services and a midwife performed an extended home visiting programme during the end of pregnancy to mothers of children born between 1 May 2018 and 31 May 2019. During these children\'s first 15 months, three additional home visits were made by a parent advisor and a child healthcare nurse. The aim of the study is to evaluate the effect of the intervention on the health of the children and the mothers.
    UNASSIGNED: All firstborn children at the study site (N = 30 study, N = 55 control group).
    UNASSIGNED: The proportion participating in visits to the child and maternal healthcare services, children being breastfed and receiving childhood vaccinations.
    UNASSIGNED: There were fewer absentees in the study group during routine check-up visits (93 vs. 84%). More mothers in the study group attended the check-up with the midwives (90 vs. 80%). More children in the study group were breastfed (90 vs. 67%) and received all vaccinations (100 vs. 96%).
    UNASSIGNED: Supplementing the extended home visiting programme with a visit at the end of pregnancy seems to contribute to fewer absentees at routine visits for both mothers and children; furthermore, more children were breastfed and vaccinated compared with the control group.
    Evaluation of four additional home visits to all firstborn children by parent advisors and healthcare professionals during the end-of-pregnancy period and early childhood in a vulnerable area showed the following benefits:More children in the study were breastfed and received all vaccinations compared with the control group.There were fewer absentees at the routine check-up visits to the child healthcare centre in the study compared with the control group.More mothers in the study group attended the check-up visits to the midwife 2 months after delivery compared with the controls.
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  • 文章类型: Journal Article
    背景:父母报告的心理健康可以通过优势和困难问卷(SDQ)进行评估。目前,挪威不存在父母报告的SDQ规范,而瑞典人,丹麦语,和英国(UK)规范已经发布。我们的目的是(1)描述父母报告的SDQ在挪威南部4岁和6岁的儿童中,(2)在与瑞典相关的StartingRightTM项目的背景下评估经验截止值,丹麦语,和英国断口,(3)评估研究样本在父母社会经济地位方面的代表性。
    方法:这项研究包括父母报告的665名儿童的观察结果(63%的同意率)。计算了SDQ域的平均值和标准偏差,并对性别差异进行了评估。根据瑞典语,丹麦语,和英国截止值以及研究中的第80百分位和第90百分位值,我们计算了分数为边缘和异常的儿童总数。
    结果:男孩的平均总困难(7.3vs5.6)和影响得分(0.3vs0.1)和亲社会得分(8.3vs8.8)比女孩高。在外部症状(5.0vs3.6)和多动症子评分(3.2vs2.3)的情况下,均值差异最大。使用英国的临界值,28和25名儿童有边缘和异常的总困难分数,分别。使用研究内或斯堪的纳维亚截断值的相应数字分别为84-99和54-79。总的来说,我们的研究样本很好地代表了目标人群.
    结论:我们的研究结果一致表明,在4岁和6岁的儿童中,女孩的SDQ得分优于男孩。与使用斯堪的纳维亚年龄和性别相关的截止值相比,使用英国的截止值会发现更少的儿童有心理健康困难。
    Parent reported mental health can be assessed by the Strengths and Difficulties Questionnaire (SDQ). Currently, Norwegian norms for parent-reported SDQ do not exist, whereas Swedish, Danish, and United Kingdom (UK) norms have been published. We aimed to (1) describe parent-reported SDQ among children aged 4 and 6 years in Southern Norway, (2) evaluate empirical cutoff values within the context of the Starting RightTM project in relation to the Swedish, Danish, and UK cutoffs, and (3) evaluate the representativeness of the study sample with regard to parental socioeconomic status.
    This study included parent-reported observations for 665 children (63% consent rate). Means and standard deviations were calculated for the domains of SDQ, and gender differences were assessed. Based on the Swedish, Danish, and UK cutoffs and the 80th and 90th percentile cutoff values within the study, we calculated the total number of children with borderline and abnormal scores.
    Boys had higher mean total difficulties (7.3 vs 5.6) and impact scores (0.3 vs 0.1) and lower prosocial scores (8.3 vs 8.8) than girls. The differences in means were largest in the case of externalizing symptoms (5.0 vs 3.6) and hyperactivity subscore (3.2 vs 2.3). Using the UK cutoff values, 28 and 25 children had borderline and abnormal total difficulties scores, respectively. The corresponding numbers using the within study or Scandinavian cutoff values were 84-99 and 54-79, respectively. Overall, our study sample was well representative of the target population.
    Our findings consistently indicated that girls had better SDQ scores than boys among children aged 4 and 6 years. Fewer children would be identified as having mental health difficulties using the UK cutoff values than using the Scandinavian age- and gender-relevant cutoff values.
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  • 文章类型: Journal Article
    背景:妇幼保健(MCH)局创建了MCH领导能力,以通过定义领导该领域所需的知识和技能来支持当前和未来的领导者。密歇根-伦德(MILEND)培训计划开发了一种“生活”。框架\',代表领导的首字母缩写,跨学科,家庭-专业伙伴关系,和公平,将12个妇幼保健领导能力编入一个易于记忆和易于应用的结构。这份手稿解决了这个问题,LIFE框架是否与12种MCH领导能力相一致?我们的假设是,MI-LEND学员在完成使用LIFE框架的MI-LEND计划后,将在对12种MCH领导能力的自我评估中表现出改进。
    方法:数据来自24名MI-LEND长期学员(>300小时),他们在培训年度开始和结束时完成了基于MCHNavigator的100项领导力自我评估问卷。非参数符号检验用于检验中位数差异,逐项针对每个能力下的每个问题。参数配对样本t检验用于分析平均差,当满足常态假设时,按能力划分的能力。
    结果:在培训年度的开始和结束之间,所有基础和高级能力都有统计学上的显着改善。最大的变化是家庭-专业伙伴关系,政策,跨学科团队建设,MCH知识库和批判性思维-L.I.F.E.中强调的所有领域
    方法:
    结论:虽然LIFE框架可能过于简化MCH领导能力,它是组织和阐明MCH领导能力的有效助记工具,可以促进MCH计划的一致性。
    BACKGROUND: The Maternal Child Health (MCH) Bureau created MCH Leadership Competencies to support current and future leaders by defining the knowledge and skills necessary to lead in this field. The Michigan-LEND (MILEND) training program developed a \'LIFE. framework\', an acronym that stands for Leadership, Interdisciplinary, Family-Professional Partnerships, and Equity, to codify the 12 MCH leadership competencies into an easy to remember and easy to apply structure. This manuscript addresses the question, Does the LIFE framework align with the 12 MCH Leadership Competencies? Our hypothesis is that MI-LEND trainees will demonstrate improvement in their self-assessment of the 12 MCH leadership competencies after completing the MI-LEND program which uses the LIFE framework.
    METHODS: Data were collected from 24 MI-LEND long-term trainees (> 300 hours) who completed a 100-itemleadership self-assessment questionnaire based on the MCH Navigator at the beginning and the end of the training year. Non-parametric sign tests were used to test the median difference, item by item for each of the questions under each competency. Parametric paired-sample t-tests were used to analyze mean difference, competency by competency when the assumption of normality was met.
    RESULTS: All basic and advanced-level competencies had a statistically significant improvement between the beginning and end of the training year. The greatest changes were seen in Family-Professional Partnerships, Policy, Interdisciplinary Team Building, MCH Knowledge Base and Critical Thinking - all areas emphasized in the L.I.F.E.
    METHODS:
    CONCLUSIONS: While the LIFE framework may oversimplify MCH Leadership Competencies, it is an effective mnemonic tool to organize and articulate MCH leadership competencies and could foster consistency across MCH programs.
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  • 文章类型: Journal Article
    目的:本文提出了一个表征政策参与的框架,该框架扩展了妇幼保健和其他公共卫生专业人员的可用选择。其目的是为劳动力能力建设提供信息,并授权从业人员更好地利用政策来促进人口健康和公平。
    方法:所有类型的政策都强烈影响人口健康和公平。认识到这一点,公共卫生领导人将政策参与技能确定为公共卫生专业人员的关键,特别是妇幼保健(MCH)专业人员。从业者同样看到这些技能的重要性,并报告其中的缺陷。尽管有这样的差距,迄今为止,没有文献详细列出公共卫生专业人员的政策参与可能性范围。
    结果:公共卫生政策参与框架通过为参与形成的多种方式提供语言和组织结构来解决这一差距。可能性是特定目标策略来源(什么)和司法管辖区(哪里)的组合,政策过程阶段(何时),和参与角色(如何)。对政策来源和管辖权进行了细分,以突出显示给定主题和人口需要考虑的许多类型。已建立的公共卫生结构适用于列举政策阶段和公共卫生角色。
    结论:政策参与框架可以通过扩大对公共卫生和妇幼保健从业人员可以考虑参与方式的思维方式来提高劳动力能力。它可以促进组织内部的沟通和澄清,以工作人员的官方身份允许开展哪些活动。最后,它可以指导劳动力教育和培训的战略发展。
    OBJECTIVE: This paper proposes a framework for characterizing policy engagement that expands options available to MCH and other public health professionals. Its aim is to inform workforce capacity building and empower practitioners to better leverage policy for advancing population health and equity.
    METHODS: Policies of all types strongly influence population health and equity. Recognizing this, public health leaders identify policy engagement skills as key for public health professionals generally, and for maternal and child health (MCH) professionals specifically. Practitioners likewise see the importance of these skills and report deficiencies in them. Despite this gap, no literature to-date itemizes the range of policy engagement possibilities for public health professionals.
    RESULTS: The Policy Engagement Framework for Public Health addresses this gap by providing a language and organizing structure for the numerous ways engagement may take shape. The possibilities are combinations of a particular target policy source (the what) and jurisdiction (the where), a policy process phase (the when), and an engagement role (the how). Policy source and jurisdiction are broken down to highlight the many types to consider for a given topic and population. Established public health constructs are adapted to enumerate policy phases and public health roles.
    CONCLUSIONS: The Policy Engagement Framework can enhance workforce capacity by expanding mindsets about ways public health and MCH practitioners can consider engaging. It can facilitate communication and clarity within an organization regarding what activities are permitted in staff\'s official capacity. Finally, it can guide the strategic development of workforce education and training.
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  • 文章类型: Journal Article
    背景:妇幼保健(MCH)服务对于弱势群体至关重要。劳动力短缺,保留性差,必要培训的差距阻碍了公共卫生系统满足需求的能力。这份手稿描述了当前的MCH劳动力,MCH计划申请人和毕业生,并描述国家背景下的调查结果,以制定征聘和保留战略的要素。
    方法:获得了公共卫生计划申请人的数据,第一目的地就业结果,以及工人的观念和人口统计。数据根据妇幼保健和公共卫生人员总数以及当地,state,和全国总数。数据以程度类型为特征,纪律,人口统计,和就业结果。
    结果:MCH工作人员占州和地方政府公共卫生人员的11%。妇幼保健的工作人员大致多样,有较高的教育程度,并且比其他公共卫生人员更有可能获得护理学位。然而,只有14%的妇幼保健工作人员拥有任何类型的公共卫生学位。学术界的妇幼保健管道看起来规模适中,在2017年至2021年之间,约有5%的申请人申请MCH硕士学位。
    结论:妇幼保健劳动力在公共卫生方面的正规培训或学位比例较低,虽然趋势似乎表明改进。然而,至关重要的是,由广泛的利益相关者协调多方面的招聘和保留战略。这些努力将有助于提高公共卫生系统的能力和能力,以满足日益多样化的妇幼保健人群的关键需求。
    结论:为了现代化和重新构想学术-公共卫生管道,这是至关重要的是要更好地了解有多少申请人和毕业生存在在美国母婴健康计划,和他们的特点。这份手稿将这些信息与最新可用的公共卫生人员人口统计信息联系起来,职场观念,并打算离开州和地方卫生部门的工作人员。本文提供的数据可以对MCH学术->实践管道进行最全面的表征,确定了这些职业道路上的根本脱节,并提供修复断裂的选项。
    BACKGROUND: Maternal and child health (MCH) services are critical for vulnerable populations. Workforce shortages, poor retention, and gaps in necessary trainings impede the capacity of public health systems to address needs. This manuscript characterizes the current MCH workforce, MCH program applicants and graduates, and describe findings within a national context to devise elements of a recruitment and retention strategy.
    METHODS: Data were obtained for public health program applicants, first-destination employment outcomes, and worker perceptions and demographics. Data were stratified according to the MCH and total public health workforce and by local, state, and national totals. Data were characterized by degree type, discipline, demographics, and employment outcomes.
    RESULTS: MCH staff constitute 11% of the state and local governmental public health workforce. MCH staff are approximately as diverse, have higher educational attainment, and are more likely to hold nursing degrees than the rest of the public health workforce. Yet, just 14% of MCH staff hold any type of public health degree. The MCH pipeline from academia appears modestly sized, with approximately 5% of applicants between 2017 and 2021 applying to a MCH master\'s degree.
    CONCLUSIONS: The MCH workforce has a lower proportion of formal training or degrees in public health, though trends seem to indicate improvements. However, it is critical that a multi-faceted recruitment and retention strategy be coordinated by a broad range of stakeholders. These efforts will serve to improve the capability and capacity of the public health system to address critical needs of increasingly diverse MCH populations.
    CONCLUSIONS: In order to modernize and reimagine the academic-public health pipeline, it is critical to better understand how many applicants and graduates exist within Maternal and Child Health programs across the US, and their characteristics. This manuscript connects that information with the most recently available public health workforce information on demographics, workplace perceptions, and intent to leave among staff at state and local health departments. Data presented in this paper allow the most comprehensive characterization of the MCH academia->practice pipeline to-date, identifies a fundamental disconnect in those career pathways, and offers options to repair that break.
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  • 文章类型: Journal Article
    背景:国家妇幼保健劳动力发展中心提供培训,Coaching,和咨询标题V程序。旗舰体验是队列计划,为期6-8个月的领导力发展计划,其中TitleV计划召集多部门团队,以解决与卫生系统转型相关的预选州/辖区挑战。本文的总体目标是展示通过队列计划开发的技能对州/辖区应对复杂挑战的能力的影响。
    方法:定性,队列后评估数据使用归纳和演绎编码以及“排序和筛选”进行分析,ThinkandShift\"方法。使用每个团队的情节简介对主题和支持文本进行了总结,随后使用EvaluyLEAD方法进行组织,以识别和记录影响。
    结果:团队带来了一系列与卫生系统转型相关的挑战,94%的团队报告说,在队列计划实施六个月后,他们的挑战取得了进展。团队描述了队列计划如何提高员工的战略思维技能,系统思维,适应性领导,和沟通。团队还报告说,队列计划有助于加强合作伙伴关系,改善项目的可持续性,产生了思维转变,增强信心。队列计划还改善了人口健康结果。
    结论:通过与中心的合作,标题V领导者和他们的团队实现了偶发,发展,以及通过应用中心工具和技能来应对复杂挑战的变革性结果。通过技能发展对MCH劳动力的投资对于实现变革性结果和解决“邪恶”的公共卫生问题至关重要。
    BACKGROUND: The National Maternal and Child Health Workforce Development Center provides training, coaching, and consultation to Title V programs. The flagship experience is the Cohort program, a 6-8-month leadership development program where Title V programs convene a multisector team to address a pre-selected state/jurisdictional challenge related to health systems transformation. The overall objective of this paper is to demonstrate the impact of skills developed via the Cohort program on state/jurisdictional capacities to address complex challenges.
    METHODS: Qualitative, post-Cohort evaluation data were analyzed using inductive and deductive coding and the \"Sort and Sift, Think and Shift\" method. Themes and supporting text were summarized using episode profiles for each team and subsequently organized using the EvaluLEAD methodology for identifying and documenting impact.
    RESULTS: Teams brought an array of challenges related to health systems transformation and 94% of teams reported achieving progress on their challenge six-months after the Cohort program. Teams described how the Cohort program improved workforce skills in strategic thinking, systems thinking, adaptive leadership, and communication. Teams also reported the Cohort program contributed to stronger partnerships, improved sustainability of their project, produced mindset shifts, and increased confidence. The Cohort program has also led to improved population health outcomes.
    CONCLUSIONS: Through working with the Center, Title V leaders and their teams achieved episodic, developmental, and transformative results through application of Center tools and skills to complex challenges. Investment in the MCH workforce through skill development is critical for achieving transformative results and solving \"wicked\" public health problems.
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  • 文章类型: Journal Article
    背景:鉴于持续的健康不平等,本评论描述了妇幼保健(MCH)研究生培训在学校和公共卫生计划(SPPH)中的关键作用,并说明了MCH教学法和实践的关键组成部分与2021年CEPH能力之间的联系。
    方法:2018年,由HRSA/MCHB资助的卓越中心(COE)召集了一个由教师组成的小型工作组,以定义MCH对SPPH的独特贡献,并使用迭代和共识驱动的过程开发框架。工作组举行了5次会议,并整合了13个COE中更广泛的教师的反馈。该框架根据MCHB/HRSA资助的MCH公共卫生催化剂计划的投入进行了进一步修订,并于2019年10月提交给MCHB高级领导人。
    结果:我们开发了一个框架,强调了MCH对公共卫生研究生培训的关键价值,以及MCH核心培训组件与CEPH能力的一致性,这是所有SPPH认证所必需的。这个框架说明了妇幼保健在教育方面的贡献,研究和评估,和实践,并强调了他们在生命历程方法中的集体基础。
    结论:这个新框架旨在加强对下一代公共卫生领导者的培训。它旨在指导新的,新兴,和扩展SPPH,目前可能提供很少或没有MCH内容。该框架邀请进一步迭代,适应和定制全国范围内多样化和新兴的公共卫生计划。
    BACKGROUND: In light of persistent health inequities, this commentary describes the critical role of maternal and child health (MCH) graduate training in schools and programs of public health (SPPH) and illustrates linkages between key components of MCH pedagogy and practice to 2021 CEPH competencies.
    METHODS: In 2018, a small working group of faculty from the HRSA/MCHB-funded Centers of Excellence (COEs) was convened to define the unique contributions of MCH to SPPH and to develop a framework using an iterative and consensus-driven process. The working group met 5 times and feedback was integrated from the broader faculty across the 13 COEs. The framework was further revised based on input from the MCHB/HRSA-funded MCH Public Health Catalyst Programs and was presented to senior MCHB leaders in October 2019.
    RESULTS: We developed a framework that underscores the critical value of MCH to graduate training in public health and the alignment of core MCH training components with CEPH competencies, which are required of all SPPH for accreditation. This framework illustrates MCH contributions in education, research and evaluation, and practice, and underscores their collective foundation in the life course approach.
    CONCLUSIONS: This new framework aims to enhance training for the next generation of public health leaders. It is intended to guide new, emerging, and expanding SPPH that may currently offer little or no MCH content. The framework invites further iteration, adaptation and customization to the range of diverse and emerging public health programs across the nation.
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  • 文章类型: Journal Article
    目标:自2013年以来,MCH局一直支持国家MCH劳动力发展中心加强标题VMCH劳动力。本文介绍了该中心的队列计划和经验教训的工作为基础的学习,指令,和教练。
    方法:队列计划是一项领导力发展计划,它招募州级团队进行技能发展和基于工作的学习,以应对所在州的自我识别挑战。团队参加了一个学习学院,教授概念,技能,以及系统集成中的实用工具;变更管理和适应性领导;以及基于证据的决策和实施。然后团队回到家中应对挑战,在教练的帮助下。该计划的目标是让团队扩展和使用他们的技能来应对他们的挑战,团队会加强项目,组织,和政策,利用他们的技能来应对其他挑战,并最终改善MCH结果。
    方法:此过程评估基于为期三天的学习研究所的与会者填写的评估表;与团队负责人进行为期六个月的后续访谈;以及与员工一起修改的焦点小组。
    结果:参与者和工作人员认为队列计划有效地融合了基于实用技能的课程,以工作为基础的团队学习,和教练。学习研究所提供了技能和工具的基础,加强球队与教练的关系,并建立团队。基于工作的学习期提供了结构,问责制,和一个“实践空间”,供团队应用队列计划的技能和工具来应对他们的挑战。在这个时期,团队加深合作,并经常增加合作伙伴。教练在团队合作和技能应用方面提供可访问和量身定制的指导。这些维度帮助团队发展技能并应对州级MCH挑战。
    结论:持续的专业发展计划可以帮助领导者学习通过基于课堂的综合技能发展来应对复杂的州级MCH挑战。以工作为基础的学习应对国家挑战,和量身定制的教练。
    OBJECTIVE: Since 2013 the MCH Bureau has supported the National MCH Workforce Development Center to strengthen the Title V MCH workforce. This article describes the Center\'s Cohort Program and lessons learned about work-based learning, instruction, and coaching.
    METHODS: The Cohort Program is a leadership development program that enrolls state-level teams for skill development and work-based learning to address a self-identified challenge in their state. Teams attend a Learning Institute that teaches concepts, skills, and practical tools in systems integration; change management and adaptive leadership; and evidence-based decision-making and implementation. Teams then work back home on their challenges, aided by coaching. The Program\'s goals are for teams to expand and use their skills to address their challenge, and that teams would strengthen programs, organizations, and policies, use their skills to address other challenges, and ultimately improve MCH outcomes.
    METHODS: This process evaluation is based on evaluation forms completed by attendees at the three-day Learning Institute; six-month follow-up interviews with team leaders; and a modified focus group with staff.
    RESULTS: Participants and staff believe the Cohort Program effectively merges a practical skill-based curriculum, work-based learning in teams, and coaching. The Learning Institute provides a foundation of skills and tools, strengthens the team\'s relationship with their coach, and builds the team. The work-based learning period provides structure, accountability, and a \"practice space\" for teams to apply the Cohort Program\'s skills and tools to address their challenge. In this period, teams deepen collaborations and often add partners. The coach provides accessible and tailored guidance in teamwork and skill application. These dimensions helped teams in develop skills and address state-level MCH challenges.
    CONCLUSIONS: Continuing professional development programs can help leaders learn to address complex state-level MCH challenges through integrated classroom-based skills development, work-based learning on state challenges, and tailored coaching.
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  • 文章类型: Journal Article
    目标:州标题V计划与不同的合作伙伴合作,以改善母婴健康。自2014年以来,国家妇幼保健劳动力发展中心对标题V领导人进行了培训,以促进系统变革。本文介绍了初始协作准备区分州和辖区团队的各个方面,这些团队后来或多或少地报告了他们的目标。
    方法:我们使用来自初始团队领导报告的定量数据来描述与外部合作伙伴合作的准备情况,12个月后,他们对他们完成目标的程度做出了回应。此外,我们编码了团队领导在中心工作6个月和12个月的摘录,和回顾性教练的观点,识别协作准备模式。
    结果:团队的领导者在开始与中心合作12个月后报告了更高的目标成就,最初报告了与关键合作伙伴的更高水平的合作。我们的分析表明,这些团队也能够更好地利用他们与中心的队列经验来改善协作,包括与外部利益相关者的信息共享。目标成就越来越少的团队都报告了与Medicaid合作的挑战。
    结论:初始协作准备程度较低的标题V团队可能会受益于技能开发方面的额外支持,与关键合作伙伴的联系,和召集力。鉴于医疗补助在妇幼保健系统中至关重要且日益重要的作用,可能需要更多的关注来支持所有与这位资助者合作的TitleV计划。
    OBJECTIVE: State Title V programs collaborate with diverse partners to improve maternal and child health. Since 2014, the National Maternal and Child Health Workforce Development Center has trained Title V leaders in facilitating system change. This article describes aspects of initial collaborative readiness differentiating state and jurisdiction teams that later reported meeting their goals to greater or lesser degrees.
    METHODS: We used quantitative data from initial team leader reports to characterize readiness to collaborate with external partners, and their responses twelve months later to a prompt about how fully they had accomplished their goals. In addition, we coded excerpts from team leader accounts six and twelve months into their work with the Center, and retrospective coach perspectives, to identify collaborative readiness patterns.
    RESULTS: Teams whose leaders reported higher goal accomplishment twelve months after beginning work with the Center had initially reported higher levels of collaboration with key partners. Our analyses suggest that such teams were also better able to use their cohort experience with the Center to improve collaboration, including information sharing with external stakeholders. Challenges working with Medicaid were reported both by teams with more and less goal accomplishment.
    CONCLUSIONS: Title V teams with lower levels of initial collaborative readiness may benefit from additional support in skill development, connections to key partners, and convening power. Given the crucial and increasing role of Medicaid in maternal and child health systems, more attention may be warranted to supporting all Title V programs in partnering with this funder.
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  • 文章类型: Journal Article
    目标:HRSA资助的母婴健康管道培训计划(MCHPTPs)是对多样化妇幼保健劳动力的迫切需要的回应,作为减少妇幼保健人群健康差距的战略。这些MCHPTP支持从本科生到研究生教育的学生,并最终进入MCH劳动力。
    方法:总结了2016-2021年资助的六个MCHPTP的训练模型和组成部分,检查本科管道培训的设计和交付以及跨项目获得的见解。
    结果:培训计划中出现的策略分为三个主题:招聘,支持学生的坚持(教育),和管道到劳动力的意向。对学生坚持的支持包括财政支持,指导,为学生创造发展归属感的机会,以及利用研究作为促进研究生教育学习和竞争力的工具。最后,与妇幼保健局(MCHB)长期培训和其他MCHB职业发展机会的联系为这些计划的管道到劳动力目标做出了重要的细微差别。
    结论:MCHPTPs不仅增加了MCH劳动力的多样性,他们还积极准备下一代妇幼保健会领导人。本科生与MCH培训的基础设施和连续性的有意联系,强调了这笔资金的综合影响。
    OBJECTIVE: The HRSA-funded maternal and child health pipeline training programs (MCHPTPs) are a response to the critical need to diversify the MCH workforce, as a strategy to reduce health disparities in MCH populations. These MCHPTPs support students from undergraduate to graduate education and ultimately into the MCH workforce.
    METHODS: The models and components of training across the six MCHPTPs funded in 2016-2021 are summarized, to examine the design and delivery of undergraduate pipeline training and the insights gained across programs.
    RESULTS: Strategies that emerged across training programs were organized into three themes: recruitment, support for student persistence (in education), and pipeline-to-workforce intentionality. Support for student persistence included financial support, mentoring, creating opportunity for students to develop a sense of belonging, and the use of research as a tool to promote learning and competitiveness for graduate education. Finally, the link to Maternal and Child Health Bureau (MCHB) long-term training and other MCHB opportunities for professional development contributed significant nuance to the pipeline-to-workforce objectives of these programs.
    CONCLUSIONS: The MCHPTPs not only increase the diversity of the MCH workforce, they also actively prepare the next generation of MCH leaders. The intentional connection of undergraduates to the infrastructure and continuum of MCH training, underscores the comprehensive impact of this funding.
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