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dc.contributor.authorLovell, Sarahen
dc.contributor.authorEgan, Richarden
dc.contributor.authorRobertson, Lindsayen
dc.contributor.authorHicks, Karen Anneen
dc.date.accessioned2019-12-05T15:49:28Z
dc.date.available2019-12-05T15:49:28Z
dc.date.issued2015-06-30
dc.identifier.citationLovell, S., Egan, R., Robertson, L. & Hicks, K. (2015) Health promotion funding, workforce recruitment and turnover in New Zealand. Journal of Primary Health Care, 7(2), pp. 153-157.en
dc.identifier.issn1172-6156en
dc.identifier.urihttps://eresearch.qmu.ac.uk/handle/20.500.12289/10231
dc.identifier.urihttps://doi.org/10.1071/HC15153
dc.descriptionKaren Anne Hicks - ORCID 0000-0002-7274-9745 https://orcid.org/0000-0002-7274-9745en
dc.descriptionItem not available in this repository.
dc.descriptionItem previously deposited in Unitec Institute of Technology repository on 2016-06-16 at https://hdl.handle.net/10652/3434
dc.description.abstractINTRODUCTION: Almost a decade on from the New Zealand Primary Health Care Strategy and amidst concerns about funding of health promotion, we undertook a nationwide survey of health promotion providers. AIM: To identify trends in recruitment and turnover in New Zealand's health promotion workforce. METHODS: Surveys were sent to 160 organisations identified as having a health focus and employing one or more health promoter. Respondents, primarily health promotion managers, were asked to report budget, retention and hiring data for 1 July 2009 through 1 July 2010. RESULTS: Responses were received from 53% of organisations. Among respondents, government funding for health promotion declined by 6.3% in the year ended July 2010 and health promoter positions decreased by 7.5% (equalling 36.6 full-time equivalent positions). Among staff who left their roles, 79% also left the field of health promotion. Forty-two organisations (52%) reported employing health promoters on time-limited contracts of three years or less; this employment arrangement was particularly common in public health units (80%) and primary health organisations (57%). Among new hires, 46% (n=55) were identified as Maori. DISCUSSION: Low retention of health promoters may reflect the common use of limited-term employment contracts, which allow employers to alter staffing levels as funding changes. More than half the surveyed primary health organisations reported using fixed-term employment contracts. This may compromise health promotion understanding, culture and institutional memory in these organisations. New Zealand's commitment to addressing ethnic inequalities in health outcomes was evident in the high proportion of Maori who made up new hires.en
dc.description.sponsorshipThe authors gratefully acknowledge the Dunedin School of Medicine, University of Otago for funding this project.en
dc.description.urihttps://doi.org/10.1071/HC15153en
dc.format.extent153-157en
dc.language.isoenen
dc.publisherCSIRO Publishingen
dc.relation.ispartofJournal of Primary Health Careen
dc.subjectEmploymenten
dc.subjectHealth Policyen
dc.subjectHealth Promotionen
dc.subjectPublic Healthen
dc.subjectWorkforceen
dc.titleHealth promotion funding, workforce recruitment and turnover in New Zealanden
dc.typeArticleen
dcterms.accessRightsnone
dc.description.volume7en
dc.description.ispublishedpub
rioxxterms.typeJournal Article/Reviewen
rioxxterms.publicationdate2016-06-30
refterms.dateFCD2019-12-05
refterms.depositExceptionNAen
refterms.accessExceptionNAen
refterms.technicalExceptionNAen
refterms.panelUnspecifieden
qmu.authorHicks, Karen Anneen
qmu.centreCentre for Health, Activity and Rehabilitation Researchen
dc.description.statuspub
dc.description.number2en
refterms.versionNAen
refterms.dateDeposit2019-12-05


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