Our innovative approach to methodology is based on a solid bedrock of expertise in traditional workforce planning methods. Our unique approach is:

  • Demand driven –we concentrate on the services that are actually needed,
  • Flexible – we adapt our approach to understand workforce supply using methods that identify competency rather than qualifications,
  • Focused on how services should work as complex consumer centred processes involving different workforce working inter-dependently.

Public Health Physician Network 

Our long-term study of the public health physician workforce commenced in 2010 with a landmark report on the Unique contribution to public health work of public health physicians (PHP). 

Developed for the Australasian Faculty of Public Health Medicine, the report clarified the current expectations of the role of the PHP within the population health system. 

The report also described the expectations of the PHPs expressed through job positions and descriptions. It identified new areas where PHPs could contribute as well as identifying their unique inputs to public health work.  

This landmark project was followed up with AFPHM in 2016/17, resulting in the Public Health Physician Workforce StudyThe return project investigated the adequacy of supply to meet future demands and we applied innovative methods that had never been used before to quantify estimates of current and projected demand for public health physicians in Australian. 

Supply and demand estimates for the regulatory scientist workforce

The regulatory scientist workforce is involved with the government’s legislative development and is involved with the promotion of regulatory health reforms in health and other sectors, including environment, land and water. This workforce had previously undergone very little study.

We worked in partnership with the Environmental Health Standing Committee (enHealth) of the Australian Health Protection Principal Committee (AHPPC).

Our initial tasks involved defining the workforce through a range of methods including a literature review, manager interviews and job description analysis. We developed a distinction between the streams of the regulatory affairs workforce, who enforced the regulations, and the regulatory scientist workforce, who engage stakeholders to promote the value of regulation.

We applied out innovative competencies-based method to estimate the current demand for regulatory scientists in Australia. We first identified 50 competencies and then worked with managers to estimate the required FTE for the organisation to complete work into the future.

Our analysis identified the demand in an emerging workforce where alternative labour units of analysis, such as qualification or job title, did not exist.

The final phase of the study will look at the relationship between supply and demand to determine if there are enough regulatory scientists with the right skills and to identify if any deficits can be resolved through the use of better skills deployment.