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NZCPHM Competencies 1 | P a g e November 2012

New Zealand College of Public Health Medicine Competencies

Contents Aims of the Competency List .................................................................................................................. 2 Definition of a Competency .................................................................................................................... 2 How the Competency list is organised .................................................................................................... 2 How the competencies are expressed .................................................................................................... 3 How levels of performance are described .............................................................................................. 3 How the Competency list can used to guide training ............................................................................. 3 How the Competency list can be used to guide CPD .............................................................................. 4 Competency List ...................................................................................................................................... 5

1. Professional development and self management competencies ........................................... 5

2. Communication, leadership and teamwork competencies .................................................... 7

3. Universal cultural competencies ............................................................................................. 9

4. Māori health and Te Tiriti o Waitangi competencies ........................................................... 11

5. Ethnic minority health competencies ................................................................................... 11

6. Public health information and critical appraisal competencies ............................................ 12

7. Public health research and teaching competencies ............................................................. 14

8. Health care and public health programme evaluation competencies ................................. 15

9. Policy analysis, development and planning competencies ................................................... 16

10. Health promotion and community development competencies ..................................... 17

11. Health protection and risk management competencies .................................................. 18

12. Infectious disease prevention and control competencies ................................................ 19

13. Chronic disease, mental illness and injury prevention competencies .............................. 20

14. Health sector development competencies ....................................................................... 21

15. Organisational management competencies ..................................................................... 23

How the competency list was generated ............................................................................................. 24 How the competency list will be updated ............................................................................................ 24 New Zealand College of Public Health Medicine 2008

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To access the full list of competencies, please click here

Aims of the Competency List 1. To guide Public Health Medicine Registrars, Supervisors, Examiners and others in the

competencies that should be developed during training 2. To assist Public Health Physicians to identify the competencies they should maintain and

develop for practising Public Health Medicine in their particular work settings 3. To indicate to potential employers and other groups the range of competencies they can

expect from Registrars and Fellows 4. To provide a base for identifying sets of competencies for particular workforce groups, for

example, competencies that require specific training for Fellows who have migrated to New Zealand

Definition of a Competency Competencies are descriptions of the abilities needed to perform a role, in this case that of a Public Health Physician. A collection of competence could be used to form the job description for a particular work position. Training positions could also be described according to the competencies they offer as learning opportunities.

How the Competency list is organised There are 116 competencies listed in the Competency document. The competencies are organised into 15 Areas, grouped under five broad themes. To go to the competencies, click on the links provided below.

General professional practice competencies 1. Professional development and self management competencies 2. Communication, leadership and teamwork competencies

Cultural competencies 3. Universal cultural competencies 4. Māori health and Te Tiriti o Waitangi competencies 5. Ethnic minority health competencies

Information, research, evaluation and policy competencies 6. Public health information and critical appraisal competencies 7. Public health research and teaching competencies 8. Health care and public health programme evaluation competencies 9. Policy analysis, development and planning competencies

Health promotion and disease prevention and control competencies 10. Health promotion and community development competencies 11. Health protection and risk management competencies 12. Infectious disease prevention and control competencies 13. Chronic disease, mental illness, and injury prevention competencies


Health sector development and organisational management competencies 14. Health sector development competencies 15. Organisational management competencies

How the competencies are expressed Each competency is expressed as an “Ability to…” statement. This statement is followed by a description of the competency after the word “including…”. This additional wording is intended to clarify the meaning, scope and depth of the competency. This statement describes some of the knowledge, skills and attitudes required for successful application of the competency. It may also include some key words and terms to illustrate the kinds of approaches that would fall within that competency area.

A subset (14) of the competencies with a strong ethical content are identified by the wording “Ability and commitment to…”. Here there would be the additional expectation that the Fellow or Registrar would seek to apply the competency at all times.

How levels of performance are described A 5-point scale is used to indicate the level of competency required and/or achieved (Table 1). The field of Public Health Medicine is very broad, so no Registrar or Fellow is expected to be expert (Level 4) in all of the competencies on the list. Instead, they would be expected to have varying levels of competence across the list depending on their stage of training and/or work setting.

Table 1. Levels of Competencies Level Description of level 0 Have not developed competency 1 Understand key concepts and important factual knowledge 2 Competent in a supervised or supported environment 3 Fully competent under most circumstances 4 Expert and able to instruct others

How the Competency list can be used to guide training Registrars are expected to:

• Understand and key concepts and important factual knowledge in all Competency Areas (ie. Level 1). See the example in Table 1: Ability to investigate and manage infectious disease outbreaks.

and • Demonstrate effective application of the competency, at lease in a supported environment

(ie. Level 2), for selected competencies. See the example in Table 1: 2.10 Ability to communicate effectively using the mass media

The competencies can therefore be used by Registrars to help them plan their training placements and activities to ensure they have had opportunities to apply all of the Level 2 competencies during their Advanced training (training programme documentation has a detailed description of how such attainment should be demonstrated).


The current allocations of competencies to Level 1 (56) or Level 2 (60) will be reviewed periodically. Almost all of the competencies in the first six sections are set at Level 2. In the remaining nine sections, generally just the first one to three competencies are set at Level 2. In these sections one of these Level 2 competencies is intended to summarise the critical knowledge and skills for the whole Competency Area. This approach recognises that some of the competencies in these nine areas are relatively specialized and it would be unreasonable to expect Registrars to demonstrate effective application of all of them during their training.

How the Competency list can be used to guide CPD Fellows can use the competency list to help identify the competency needs of their current and planned work. They can then self-assess their current level of competence in each identified area. This process may identify gaps, which could then guide CPD activities (ideally recorded on a professional development plan).


Competency List

1. Professional development and self management competencies

Training Level

CPD Level Competency Aim Now

1.1 Ability and commitment to manage one’s own training and continuing professional development, including understanding the training, CPD and recertification systems operating in New Zealand, critically assessing one’s own personal limitations and development needs based on career goals and required competencies, learning from errors, obtaining feedback from one’s effectiveness and implementing active processes to maintain and improve performance, and effective and timely reporting of training and CPD activities to meet College and Medical College/Board requirements

2

1.2 Ability to establish and maintain career direction and motivation, including establishing long term career goals, developing an awareness of the role and legacy of public health, and maintaining personal resilience, commitment and support (e.g. through engagement with colleagues and communities)

2

1.3 Ability to manage time and workload to achieve organisational and professional goals, including periodically reviewing goals, effectively managing daily tasks and time allocation, with effective delegation and workload management.

2

1.4 Ability to optimise one’s personal health, including maintaining a reasonable balance between work and non-work needs, adequate stress management, physical activity, and managing personal health risks

2

1.5 Ability and commitment to practise in a safe manner, including recognising and working within the limits of professional competence, keeping accurate records of work, being readily accessible to the public and colleagues when on duty and arranging suitable cover, supporting an environment and culture that improves health, safety and security

2

1.6 Ability and commitment to work in an ethically sound manner, including evaluating ones own practice using public health principles, respecting human rights, indigenous rights, confidentiality, informed consent, freedom of choice, honesty, and other ethical principles.

2

1.7 Ability and commitment to advocate for timely effective action in response to important threats to public health, including prioritising public health threats based on sound public health principles, acting in a timely manner on available information, using effective methods of advocacy that are appropriate to the issues being considered and the organisational context.

2

1.8 Ability and commitment to practise in a manner that promotes a sustainable physical and social environment, including understanding key concepts of sustainability, critically assessing the impact of one’s own practice according to sustainability principles such as carbon emissions, contributing to a sustainable public health infrastructure (including effective public health organisations, trust, and relationships with communities)

2


1. Professional development and self management competencies

Training Level


1.9 Ability and commitment to use evidence as the basis for public health practice, including critically assessing the strength of evidence for ones own practice, and honestly presenting limitations and uncertainty when communicating findings to others

2

1.10 Ability to provide effective first aid in emergency situations, including rapid assessment of acutely ill and injured persons, basic life support skills including cardio-pulmonary resuscitation (CPR), knowledge of requirements for home and travel first aid and emergency kits

2


2. Communication, leadership and teamwork competencies Training Level


2.1 Ability and commitment to establish highly effective working relationships with colleagues, including using excellent listening and interpersonal skills, giving and receiving positive and negative feedback, adopting a collaborative and inclusive approach, and commitment to treating people with courtesy, fairness and respect

2

2.2 Ability to lead and influence effectively, including understanding leadership styles and qualities, using strategic vision, recognising opportunities, providing focus, inspiring and enabling others, recognising and encouraging individual contributions, setting priorities for action, managing uncertainty and unexpected challenges, and effective resolution of conflicts

2

2.3 Ability and commitment to contribute effectively to multidisciplinary teams, including use of interpersonal skills that positively influence effective team and group work, effective facilitation and management of meetings, contribution towards good decision-making processes, information and knowledge sharing, ensuring timely completion of agreed tasks, adopting a coordination or non-leadership role when required

2

2.4 Ability to contribute effectively to organisational processes, including accessing organisational information (policies, procedures, systems, processes, plans), operating within a hierarchy of responsibility, seeking advice when appropriate, effective planning, timely delivery of outputs, effective reporting, relating work plan to organisational and wider public health priorities, keeping required records, following allocated financial responsibilities, understanding basic accounting and budgeting processes, knowing role of organisation in an emergency response and its chain of command

2

2.5 Ability to support the professional development of colleagues and more junior staff, including acting as an effective role model, supervisor, trainer, coach, mentor and peer reviewer

2

2.6 Ability to manage projects effectively, including determining project scope, preparing a project plan, engaging key stakeholders, establishing and managing a project team, managing effective delivery according to objectives timeliness and resources, and managing project variations

2

2.7 Ability and commitment to consult effectively with others in a range of settings, including clinicians, other health professionals, technical experts, colleagues, cultural brokers, community groups, non-government organisations and government agencies, using such networks to inform and understand perspectives and influence change, and effective use of meetings and other consultation methods

2

2.8 Ability to communicate effectively using written and electronic media, including excellent writing and word-processing skills, using clear concise language that is appropriate to the target audience, effective use of email and other written correspondence, and producing effective reports, proposals, submissions and articles on public health issues

2


2. Communication, leadership and teamwork competencies Training Level


2.9 Ability to communicate effectively through oral discussion and presentations, including excellent verbal skills, using clear concise language that is appropriate to the target audience, effective telephone communication, presentations to groups, conference presentations, public speaking, effective use of presentation software and other tools, ability to respond effectively to questions and opposing views, and to challenge assumptions constructively

2

2.10 Ability to communicate effectively using the mass media, including developing a communication strategy, using effective risk communication techniques, writing press releases, and giving interviews

2


Note that culture includes ethnicity, gender, age, disability, sexual orientation, religious and spiritual beliefs, socioeconomic status, occupation, geographic region and lifestyle.

3. Universal cultural competencies

Training Level


3.1 Ability and commitment to manage one’s own cultural competence development, including understanding key concepts and stages in developing cultural competence, reflecting on one’s own cultural identity, critically assessing one’s own development needs, seeking feedback on performance from community sources and knowledgeable persons, implementing processes to maintain and improve one’s cultural competence

2

3.2 Ability to communicate effectively with people of other cultures, including understanding cross cultural communication and the barriers that may limit this, communicating and engaging effectively with people of different cultural backgrounds, using effective written and oral communications to diverse cultural groups and settings, showing respect in interactions with people of other cultures, obtaining appropriate communication assistance when required (e.g. use of interpreters and translators)

2

3.3 Ability and commitment to identify and act on cultural bias within health care services and other organisations, including understanding institutional discrimination and its impact and the principles of conducting a cultural audit, challenging the cultural bias of individual colleagues and systematic bias within health care services and other organisations

2

3.4 Ability to plan, analyse, research, and evaluate public health issues in a culturally competent manner, including using appropriate consumer and community participation strategies, selecting suitable research methods, designing effective search and research strategies, undertaking rigorous ethical processes and methodologies acceptable to the population under study, collecting ethnicity and cultural identity data in appropriate ways, presenting results meaningfully for a range of cultural groups, and supporting conclusions with data from both scientific and cultural sources

2

3.5 Ability to develop and implement policy, proposals and programmes from a culturally competent perspective, including understanding methods for assessing policy from historical, cultural and inequalities perspectives, appropriate community engagement for policy development and implementation, the need for intersectoral and cross-jurisdictional policies, promoting strategies to reduce health inequalities relating to cultural groups, working collaboratively with researchers, policy makers and experts from other cultural groups, using culturally appropriate and relevant health promotion strategies to achieve health gain for these groups, using processes and protocols that are culturally appropriate and uphold self-determination in providing services to other cultures

2


3. Universal cultural competencies Training Level


3.6 Ability and commitment to establish effective cross-cultural partnerships to achieve improved public health outcomes, including understanding culture as a determinant of health, recognising how the policy and practices of dominant cultures influences the health of other groups, identifying the values and needs of non dominant cultural groups, using appropriate individuals, organisations, and representative networks to seek information and advice when working with other cultural groups.

2

3.7 Ability to contribute effectively to culturally diverse teams, including understanding the impact of culture on behaviour, using cross cultural communication skills, effective management of culturally diverse teams, advising colleagues on non-discriminatory work practices and advocating for change when discriminatory work practices are displayed, ensuring colleagues treat one another with courtesy, fairness and respect

2


4. Māori health and Te Tiriti o Waitangi competencies Training Level


4.1 Ability to analyse public health issues from a Tiriti o Waitangi perspective, including understanding the rights of tangata whenua, the application of Te Tiriti in health, tikanga Māori, institutional racism, the health impacts of colonisation on the Māori population, cultural safety in health services and research, using Treaty principles to assist policy development, research, service planning and delivery, actively seeking opportunities to address inequalities in health status for Māori, and working to eliminate institutional racism

2

4.2 Ability to advise on the public health issues affecting Māori, including understanding Māori cultural values, beliefs, practices, models of health and underpinning concepts such as tikanga, hauora and whakapapa, classification of ethnicity, sources of Māori health information and their quality, key demographic trends of the Māori population, key Māori health challenges, inequalities in Māori health and underlying causes, the role that western health services have played in Māori health development since first European contact

2

4.3 Ability and commitment to work in partnership with Māori, including effectively engaging with Māori, Māori communities (i.e. whanau, hapu, iwi), and Māori health providers, designing, implementing and evaluating interventions with Māori clients, providers, policy makers and researchers, networking with Māori people using culturally appropriate processes and protocols, respecting correct pronunciations, spelling and titles and seeking direction in these, making available information understandable to Māori

2

5. Ethnic minority health competencies Training Level


5.1 Ability to advise on the public health issues affecting ethnic minorities in New Zealand, including understanding historic, social and economic factors affecting ethnic minorities, the impact of colonisation on indigenous peoples, acculturation and migration, cultural practices and values of ethnic minorities, sources of health information about ethnic minorities, key demographic trends of these populations, key health challenges, and inequalities in health and key issues underpinning these

1

5.2 Ability to work in partnership with ethnic minorities, including using appropriate individuals, organisations, and representative networks to seek information and advice when working with ethnic minorities, using culturally appropriate processes and protocols in providing services to ethnic minorities, working with researchers, policy makers and other experts to achieve health gain for ethnic minorities designing, implementing and evaluating interventions with these communities, providers, policy makers and researchers, and an ability to network with these groups

1


6. Public health information and critical appraisal competencies Training Level


6.1 Ability to plan and deliver effective analyses of public health issues, including identifying the objectives, correctly judging timeliness and scope, selecting suitable information sources and research methods, presenting results effectively, discussing findings and their limitations, and supporting conclusions with data

2

6.2 Ability to rapidly assess and respond to urgent public health questions, including receiving and identifying questions from multiple sources (including external agencies, colleagues, public inquiries, news media reports), rapidly ascertaining the importance and urgency of the question, requesting assistance when required, rapidly locating and appraising suitable evidence and other relevant public health information, synthesizing the evidence and responding appropriately in a timely manner

2

6.3 Ability to store and swiftly access essential public health information, including understanding the principles of knowledge management, storing and retrieving reference information, paper-based and electronic files, emails and internet sources, familiarity with using libraries and other information sources, ability to use reference management software

2

6.4 Ability to conduct effective literature reviews, including clearly identifying the public health question and scope, systematic searching of the published and ‘grey’ literature, documenting the search strategy, and presenting findings in a clear well structured manner

2

6.5 Ability to critically assess published literature and other evidence, including grading evidence, interpreting results of trials and measures of effectiveness, interpreting meta-analyses, understanding strengths and weaknesses of research designs, and presenting well-reasoned conclusions

2

6.6 Ability to use suitable information sources to describe the health of populations, including using census and other demographic information, health sector data (including morbidity and mortality data), survey data, measures of health status, measures of socio-economic and health inequality, descriptive epidemiological analysis (time, place, person), using suitable statistical techniques and appropriate spreadsheet, database and analysis software

2

6.7 Ability to analyse and communicate the risk of adverse events in a meaningful way, including population health risks, health risks from interventions, other forms of risk (financial, reputational, political), absolute and relative risk, balancing risks and benefits, frameworks for risk management

2

6.8 Ability to advise on health and public health information systems, including advising on the role of health information systems, registers, electronic patient records, disease coding, information quality, information privacy, information security, informatics and information and communications technology (ICT) developments

1


6. Public health information and critical appraisal competencies Training Level


6.9 Ability to design and evaluate disease and hazard surveillance systems, including using criteria for deciding whether surveillance is required, its objectives, and how it should be designed and implemented, and evaluating and improving an existing surveillance system

2

6.10 Ability to design and evaluate screening programmes, including evaluating evidence and screening test performance, using criteria for deciding whether screening should be established for a particular condition, defining how a screening programme should operate, identifying factors that influence participation in a screening programme, and evaluating and improving an existing screening programme

2

6.11 Ability to advise on major public health determinants and inequalities, including knowledge of the relative importance of the major health threats and determinants, the importance of socio-economic and ethnic disparities, and mechanisms through which these determinants contribute to poor health and health inequalities

2

6.12 Ability to advise on the public health issues affecting age and gender groups, including key health challenges for children, youth, middle aged, elderly, men and women, understanding the values, beliefs, practices, models of health and biological factors affecting health and vulnerability for specific age and gender groups, understanding key demographic trends by age and gender, inequalities in health for age and gender group and their underlying causes

2

6.13 Ability to advise on the optimal public health response to specific health issues, including knowledge of the organisation of the wider health and disability sectors, national regional and local Government responsibilities, major public health disciplines and functions, major types of public health interventions and their relative effectiveness, legislation, regulation, codes of practice and standards

2

6.14 Ability to advise on the implications of international events for public health, including advising on global trends, sustainability, environmental change (notably global climate change), emerging health hazards, the activities of international health and development agencies (notably World Health Organisation), and the role of international agreements

1


7. Public health research and teaching competencies

Training Level

CPD Level

Competency Aim Now

7.1 Ability to design and conduct effective research studies, including formulating study hypotheses, using an optimal mix of quantitative and qualitative methods, identifying the study population, selecting a suitable study design, identifying and responding to ethical issues and obtaining ethical approval if required, collecting, analysing and interpreting data, and managing the project to completion

2

7.2 Ability to design sound observational epidemiological studies, including using suitable method(s) for the public health question (eg. cross sectional, cohort, case-control), understanding strengths and weaknesses of methods, choosing optimal sampling method and sufficient study size

1

7.3 Ability to advise on trials to measure the effectiveness of interventions, including design, use of randomising, blinding, intention to treat analysis, reporting using CONSORT standard (including use of absolute risk reduction and number needed to treat)

1

7.4 Ability to design and manage data collection for studies, including identifying data collection needs, designing data collection instruments such as questionnaires, pre-testing and piloting data collection, utilising suitable database designs, ensuring adequate quality control mechanisms are used, cleaned and preparing the data for analysis

1

7.5 Ability to perform suitable epidemiological analyses, including defining the objectives, using analytical software, using suitable statistical methods, documenting the methodology, performing descriptive analyses, standardising rates, calculating confidence intervals, interpreting multivariate analyses, considering issues of causality (chance, bias, confounding), detecting effect modifications, and presenting the results of the analysis in written and oral form

1

7.6 Ability to analyse and interpret the spatial distribution of health related events, including understanding the principles of using spatially referenced data, geographic information systems (GIS), ecological analyses, small area analyses, and the ability to present data spatially, analyse time-place clusters, and interpret more complex spatial analyses

1

7.7 Ability to analyse alternative disease prevention and control strategies in a quantitative manner, including understanding the principles of quantitative modelling, use of deterministic and stochastic approaches, applications for communicable and non-communicable diseases, strengths and weaknesses of modelling, and the ability to conduct spreadsheet-based modelling of alternative scenarios

1

7.8 Ability to use qualitative methods to investigate public health issues, including choosing suitable qualitative methods (eg. in-depth interviewing, focus groups, participant observation), sampling, collecting, managing and analysing the results

1


7. Public health research and teaching competencies

Training Level

CPD Level

Competency Aim Now

7.9 Ability to teach effectively, including clarifying teaching objectives, preparing teaching material, delivering training in a variety of settings (eg. small group tutorials, case-based learning, lectures), contributing to the development and evaluation of courses, and using optimal assessment and examination methods

1

7.10 Ability to support an effective research base for public health, including identifying research priorities, establishing interdisciplinary research collaborations, applying for and securing research funding, reviewing research proposals, and effective advocacy for research

1

8. Health care and public health programme evaluation competencies

Training

Level Level

Competency Aim Now

8.1 Ability to evaluate health services and public health programmes, including planning the evaluation, defining the purpose, identifying the boundaries, negotiating with key stakeholders, involving consumers, using formative, process, outcome and impact evaluation methods, using quantitative and qualitative techniques, undertaking the evaluation and reporting on the findings

2

8.2 Ability to implement the results of evaluations to improve health services and public health programmes, including utilising research evidence on factors which produce changes in clinical behaviour, public health and managerial practice, identifying potential barriers and implementing strategies to address these, working with others to implement evaluation results

1

8.3 Ability to evaluate health technologies and interventions, including locating and assessing research evidence, systematically reviewing benefits costs and risks (including using measures such as QALYSs and DALYs), considering broader impacts and consumer responses, communicating findings effectively

1

8.4 Ability to monitor access to and use of health technologies and interventions, including monitoring use of pharmaceuticals, primary and secondary health care services, surgical waiting times, utilisation by defined populations and cultural groups, the role of discrimination and racism in access to, and use or prevention services

1


9. Policy analysis, development and planning competencies Training

Level


9.1 Ability to develop and influence policy to improve public health and reduce inequalities, including understanding the policy process, role of key agencies, policy analysis approaches, problem definition, gathering and analysing relevant information, identifying policy options, assessing their benefits and risks, preparing a policy or guideline for submission or approval, consulting stakeholders

2

9.2 Ability to conduct health needs assessments to inform policy, including defining the population or community, scoping the assessment, identifying suitable data sources, interpreting related policy documents, using suitable quantitative and qualitative method, effective consultation, and identifying the contribution that specific policies or programmes could make to health improvement and reduction in health inequalities

2

9.3 Ability to conduct health impact assessments, including scoping the assessment, using suitable qualitative and quantitative methods, collecting and analysing results, and communicating findings

1

9.4 Ability to conduct priority setting processes to inform policy, including identifying the context and objectives, designing assessment criteria (may include using burden of disease methods, effectiveness, value for money, acceptability, equity, obligations to indigenous peoples, ethics) preparing options, managing a suitable consultation process, and reporting on findings

1

9.5 Ability to develop and use goals, targets and indicators, including establishing the purpose and context for indicators, obtaining data and evidence for setting indicators, consulting to refine indicators, and using these tools as part of a performance monitoring framework

1

9.6 Ability to manage policy implementation effectively, including identifying strategies that enable successful implementation of policy, identifying key stakeholders, facilitating communication and discussion of policy, identifying factors that may lead to the failure of policy implementation and how these can be managed, and securing resources to implement policy

1

9.7 Ability to analyse policy and proposals from an economic perspective, including understanding forms of economic evaluation (eg. cost minimisation analysis, cost effectiveness analysis, cost benefit analysis), important economic issues (efficiency, equity, opportunity cost, margin, discounting), value judgements and limitations

1

9.8 Ability to analyse policy and proposals from an equity perspective, including understanding forms of inequality, the social determinants of health, how deprivation and socioeconomic status is measured, impact on defined populations and cultural groups, potential trade-offs between equity and efficiency, forces influencing decisions regarding resource allocation and approaches for responding to inequality

1

9.9 Ability to analyse policy and proposals from an ethical perspective, including understanding ethical criteria (autonomy, beneficence, non-maleficence, justice, utility) and processes for ethical decision making

1


10. Health promotion and community development competencies Training Level


10.1 Ability to apply a health promotion approach to analysing public health problems, including recognising the contribution of determinants of health, the importance of reducing health inequalities, political processes, and cultural practices, balancing population prevention and targeted or high-risk approaches, and using robust health promotion principles, theories and frameworks

2

10.2 Ability to develop health promotion programmes in response to public health problems, including defining the need for the intervention, using suitable research methods, engaging the priority populations, selecting suitable strategies and settings, identifying the necessary resources, and planning delivery and evaluation

2

10.3 Ability and commitment to enable individual and community participation in health promotion, including understanding community development principles, working with communities to identify community needs and appropriate action, applying mechanisms to enable community members to participate in the planning, implementation and evaluation of health promotion programmes

2

10.4 Ability to establish effective partnerships and inter-sectoral action to achieve improved public health outcomes, including recognising how the policy and practices of other sectors and organisations influences the health of the population, identifying and applying the values and needs of potential health promotion partners (including indigenous peoples), using frameworks for effective inter-sectoral action, influencing the policy and practices of other sectors/organisations to promote, protect and improve the health of the population

1

10.5 Ability to advocate for action to respond to public health problems, including identifying the key elements of an effective public health advocacy campaign, recognising the perspectives of different sectors, organisations, cultural groups and populations involved, identifying key channels and mechanisms to conduct effective public health advocacy, using the media effectively, using negotiation skills effectively

1

10.6 Ability to advise on development of health educational material, including understanding behaviour change theories and social marketing and the communication needs of diverse cultural groups, using pre-testing, choosing communication media, and evaluating the impact of educational material

1


11. Health protection and risk management competencies Training Level


11.1 Ability to advise on the public health management of environmental health risks, including understanding the relative importance of physical, chemical, biological, and radiological risks and contaminants associated with air, water, land and other environments, their relative importance for specific population and cultural groups, measures for their investigation, prevention and control, and general approaches for managing environmental health emergencies

2

11.2 Ability to analyse surveillance data to support the management of environmental health risks, including describing the distribution of environmental health hazards, detecting trends and events requiring an immediate response, understanding how environmental health guidelines are set and applied, and using data to select optimal prevention and control measures

2

11.3 Ability to use regulatory measures to protect and promote health, including understanding public health legislation, relevant legislation in other sectors, legal obligations to indigenous peoples, regulation and codes of practice and the methods for their enforcement

2

11.4 Ability to use regional and local planning processes to protect and promote health, including understanding the contribution of local environmental factors, the role of other agencies, methods for review and audit of local government plans

1

11.5 Ability to advise on protecting and promoting health in important settings, including understanding health protection and promotion in workplaces, schools, homes, meeting places for diverse cultural groups, residential care facilities, hospitals, prisons and other institutions

1

11.6 Ability to work with other agencies to manage imported hazards, including understanding hazards associated with breakdowns in biosecurity, public health issues of migrants and refugees, and responsibilities under the International Health Regulations

1

11.7 Ability to manage public health emergencies, including preparing for such emergencies, managing during the episode, and following-up after the event and mechanisms for communicating and coordinating with other sectors involved in emergency and disaster management

2

11.8 Ability to investigate and manage clusters of non-infectious disease cases, including identifying clusters, deciding whether to investigate them further, using epidemiological laboratory and environmental methods to define them, and using communication control and reporting strategies to respond effectively to such events

1

11.9 Ability to conduct environmental health risk assessments, including identifying hazards, assessing exposure, assessing toxicity where appropriate (based on toxicological information sources), risk characterisation (including the selection of appropriate qualitative and quantitative methods) and uncertainty assessment

1


11. Health protection and risk management competencies Training Level


11.10 Ability to manage environmental health risks, including identifying risk management objectives, assessing risk management options and their benefits and costs, working with communities to identify acceptable risk, working with other sectors to implement risk management strategies, evaluating outcomes of risk management

1

11.11 Ability to communicate environmental health risk information effectively to the public and other groups, including assessing the level of public outrage, responding to complaints, developing consultation and communication strategies, communicating an appropriate level of concern

1

12. Infectious disease prevention and control competencies Training Level


12.1 Ability to advise on the public health management of infectious diseases, including understanding the relative importance of infectious diseases for specific population and cultural groups, emerging infections, and measures for their surveillance, investigation, control and prevention, the role of laboratories, and general approaches for managing infectious disease emergencies

2

12.2 Ability to analyse surveillance data to support prevention and control of infectious diseases, including describing the incidence and distribution of infectious diseases and their risk factors, detecting trends and events requiring an immediate response, and using data to select optimal prevention and control measures

2

12.3 Ability to manage infectious disease control measures, including ensuring effective management of cases, contacts, vectors, contaminated food and water, control of other sources of infection, and infection control in high-priority institutional settings, eg. hospitals, residential care and child care facilities

1

12.4 Ability to investigate and manage infectious disease outbreaks, including identifying outbreaks, deciding whether to investigate them further, using epidemiological laboratory and environmental methods to identify the source of an outbreak, and using communication control and reporting strategies to respond effectively to such events

1

12.5 Ability to develop and implement effective inter-sectoral strategies for prevention of infectious diseases, including analysing prevention options, using health protection and promotion strategies, engaging others sectors, legal responsibilities of health professionals and others, use of vaccines and approaches to improve vaccine coverage

1


13. Chronic disease, mental illness and injury prevention competencies

Training Level

CPD Level

Competency Aim Now

13.1 Ability to advise on the public health management of chronic diseases, mental illness and injury, including understanding the relative importance of these conditions for specific population and cultural groups, and measures for their prevention and control

2

13.2 Ability to advise on the determinants of chronic disease, mental illness and injury and their public health management, including understanding the role of tobacco, inactivity, poor nutrition, deprivation, denial and abuse of human and indigenous rights, absence of social and emotional well-being, environmental hazards, and other risk factors and determinants, and how these factors can be mitigated

2

13.3 Ability to analyse surveillance data to support the management of chronic diseases, mental illness and injury, including describing the incidence and distribution of these conditions and their risk factors, detecting trends and events requiring an immediate response, and using data to select optimal prevention and control measures

2

13.4 Ability to advise on the public health response to alcohol, tobacco and other drugs, including understanding the public health impact of these substances, harm reduction and other approaches to their management, prevention options using health protection and promotion strategies, engaging other sectors

1

13.5 Ability to advise on the public health implications of genetic factors and technologies, including understanding their role in causality, screening, health care and epidemiological research, and ethical, regulatory and resource implications

1

13.6 Ability to develop and implement effective inter-sectoral strategies for prevention of chronic diseases, mental illness, and injury, including analysing prevention options, using health protection and promotion strategies, engaging other sectors

1


14. Health sector development competencies Training Level


14.1 Ability to promote a population health approach within the health and disability care sector, including understanding the major components of the health and disability sector, key decision making and planning mechanisms, resource allocation processes (public and private), risk factors for major causes of illness and injury, and strategies for better prevention through the health and disability sector

2

14.2 Ability to influence clinical staff to adopt a population health approach, including understanding the motivation and values of clinical staff and levers for change, effective use of clinical governance mechanisms, negotiation and conflict management skills

1

14.3 Ability to produce and implement best practice guidelines for the clinical and public health sectors, including using evidence based medicine, using systematic reviews (eg. Cochrane, Collaboration), and advising on educational programmes and incentives to influence practice

1

14.4 Ability to advise on optimal development and operation of the primary health care sector, including understanding organisation and funding arrangement that support public health gain and reduction in inequality, and optimal use of prevention measures in primary care

1

14.5 Ability to advise on optimal development and operation of secondary and tertiary health services, including understanding organisation and funding arrangements that support public health gain and reduction in inequality in secondary and tertiary care

1

14.6 Ability to plan developments or changes to health services, including reviewing service needs, conducting a healthcare needs assessment for a population or geographic area, producing a draft plan for establishing, developing or discontinuing a service, analysing benefits, costs and risk, and consulting with relevant stakeholders (including public, consumers, service providers, non-government organisations, voluntary sector, collaborating organisations, cultural groups)

1

14.7 Ability to advise on health service needs of rural and remote areas, including understanding geographic, demographic, economic and environmental challenges of providing services in such areas, workforce and service planning for rural and remote areas, and specific coordination and consultation processes needed in such environments

1

14.8 Ability to advise on health sector workforce planning, including understanding workforce needs, including suitable cultural composition, planning methods, and ability to conduct a workforce analysis and prepare a workforce development plan

1

14.9 Ability to manage contracting processes for purchase or provision of services, including specifying service and performance measures, selecting providers, implementing and monitoring performance and outcomes

1


14. Health sector development competencies Training Level


14.10 Ability to develop and implement quality improvement programmes for health services, including understanding of systems thinking, lean thinking methodology, using a quality framework, using plan-do-study-act cycles, selecting performance indicators, developing ongoing monitoring processes, statistical process control charts, and clinical audit

1

14.11 Ability to investigate and manage serious adverse events and complaints about health services, programmes, and practitioners, including understanding of Root Cause Analysis, principles of mediation, referral options, sources of professional advice, liability issues, effective record keeping, coordinating an organizational response to serious adverse and sentinel events

1

14.12 Ability to advise on strategies to address disability, including understanding the different forms of disability, the impact of disability on society and individuals and measures for the management of disability

1


15. Organisational management competencies Training Level


15.1 Ability to apply effective management principles to public health and other relevant organisations, including understanding management models, organisational theory, and operation of relevant organisations (including public health, health care, disability support, research, teaching, policy and other organisations influencing public health)

2

15.2 Ability to advise on organisational governance issues, including understanding optimal governance structures, election and appointment processes, responsibilities and accountabilities of board and committee members, effective consultation methods, effective conduct of meetings

1

15.3 Ability to facilitate strategic and business planning, including supporting and advising on strategic and business planning processes, analysing opportunities, threats, benefits, costs and risks

1

15.4 Ability to manage staff, including recruiting, training, and motivating staff and using processes for job enhancement, recognition, and dispute resolution

1

15.5 Ability to manage budgets, including understanding accounting principles, financial reports, budget planning and ongoing review and reporting processes, and ability to use financial and accounting software

1

15.6 Ability to manage organisational changes, including appraising options, identifying steps required to achieve change, using good processes and recognising and managing the impacts of change

1

15.7 Ability to manage an organisation, health service or business unit, including knowledge of business and operational processes, taking a coordinated systems approach to all management tasks, ability to determine and analyse options and act within short timeframes, ability to act on financial information and critically analyse financial statements and business cases

1


How the competency list was generated Version one of the competencies (2006) was developed for use by New Zealand Fellows of the Australasian Faculty of Public Health Medicine.

Version two (2008) was developed by the New Zealand College of Public Health Medicine (NZCPHM) in consultation with the AFPHM in Australia. The competencies have been adapted for use in both Australia and New Zealand by the NZCPHM and AFPHM respectively.

How the competency list will be updated The NZCPHM will revise the list of competencies periodically to reflect changes in the scope of practice of Public Health Medicine. This process will include input from Fellows and Registrars, and experience gained from use of these competencies to guide training and assessment.

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