The document presents a detailed analysis of skill mix in the health workforce, defining it as various combinations of skills, roles, and staffing configurations within healthcare settings. It covers determinants, requirements, and potential interventions for optimizing skill mix while addressing issues such as staff shortages and quality management. It highlights the importance of workforce characteristics, training, and regulatory frameworks in implementing effective skill mix strategies.

1. SKILL MIX IN THE HEALTH
WORKFORCE
PRESENTED BY:
DR. S.M. JASHIM UDDIN RAZIB
MPH(HSMP)
ROLL NO: 71
SESSION:2016-17
NIPSOM

2. DEFINITION OF SKILL MIX
A combination of skills available at a specific time;
A mix of posts in a given facility;
A mix of employees in a post;
A combination of activities that comprises each role;
Differences across occupational groups such
as nurses and physicians or between various sectors of the
health system; or
A mix within an occupational group such as between
different types of nursing providers with different level of
training and different wage rates.

3. FRAMEWORK OF SKILL MIX

4. FIELDS FOR SKILLMIX
Staff shortages
‘Inappropriate’ use of skills
Value for money/cost containment
Quality/outcomes problem
Understaffing
New approach/ideology
Staffing inequities
Changing case mix/patient dependencies
Establishing a new service
. Changing roles
Service changes
New processes/procedure

5. MANAGEMENT LEVELS AND SKILL MIX

6. SKILL MIX: DETERMINANTS,REQUIREMENTS&
POSSIBLE INTERVENTIONS

7. SKILL MIX CYCLE

8. COMPLEMENTERY SKILL MIX

9. IMPLIMENTATION ISSUES
The implication for the regulatory framework and if change is required
Quality management and systems for evaluation and review;
The skills, capacities and demographic characteristics of the existing workforce;
The nature and availability of health care worker supply;
Training and development requirements and capacity
Change management and communication;
Supervision arrangements and professional development;
Work environment and safety;
Cost associated with implementation and ongoing support; and
Implication for employment arrangements and industrial relations issues.