Developing Capacity for Research in Health Human Resources Jeff Goodyear, Director Health Human Resources Policy Branch, HHR Strategy Division Ontario Ministry of Health and Long-Term Care

2 So What Is This HealthForceOntario?  HealthForceOntario (HFO) is the branding of a strategy.  It is Ontario’s strategy to ensure that Ontarians have access to the right number and mix of qualified healthcare providers, now and in the future. Practice Increase the number of providers working in healthcare and build on the skills of those already in the system. Education Educate skilled and knowledgeable providers and create healthcare delivery teams that make the most of their abilities. HHR Planning Identify and address HHR needs. Making Ontario The Employer-Of-Choice For All Healthcare Providers  Foster a culture of evidence- informed planning.  Enhance data, analytical and research capacity.

3 Who Is Delivering The HFO Strategy?  The Ministry of Health and Long-Term Care (MOHLTC) and Ministry of Training, Colleges and Universities (MTCU) in partnership with the province’s health care consumers and providers.  Health Human Resources Strategy Division, MOHLTC

4 Enhancing Data, Research and Analytical Capacity Developing capacity for evidence-informed health human resources planning. Evidence = data, research and analytical tools. Examples of some current key projects: o The Population Needs-Based Physician Forecasting Model o The Population Needs-Based Physician Forecasting Model – a model to predict physician supply and need based on population health needs. o Research Chair in Health Human Resources o Research Chair in Health Human Resources – a permanently endowed research chair at McMaster University to foster leading edge research in HHR. To be in place for the 2010/11 academic year. o The Health Professions Database – o The Health Professions Database – a supply-side database that will collect standard, consistent and comparable data on regulated health professions in Ontario to support health human resources planning. The initial 2008 data collection included 20 professions in Ontario.

5 Key Initiatives in Planning and Education New Roles o Physician Assistants and Anaesthesia Assistants Increasing Supply o A increase in NP, medicine, midwifery and pharmacy positions between 2003 Sustaining the Workforce o New Grad Guarantee o Healthy Work Environments Interprofessional Care (IPC) o In 2008, more than $17 million spent to foster IPC in Ontario

6 HHR Strategy Division and OHHRN Build a dynamic relationship between policy and research that allows for: o Collaboration with researchers on both current and long-term HHR issues o Knowledge exchange between researchers and planners

7 Thank you.