Mapping study for health emergency and disaster risk management competencies and curricula: literature review and cross-sectional survey.

BACKGROUND: With the increasing threat of hazardous events at local, national, and global levels, an effective workforce for health emergency and disaster risk management (Health EDRM) in local, national, and international communities is urgently needed. However, there are no universally accepted competencies and curricula for Health EDRM. This study aimed to identify Health EDRM competencies and curricula worldwide using literature reviews and a cross-sectional survey. METHODS: Literature reviews in English and Japanese languages were performed. We searched MEDLINE, EMBASE, CINAHL (English), and the ICHUSHI (Japanese) databases for journal articles published between 1990 and 2020. Subsequently, a cross-sectional survey was sent to WHO Health EDRM Research Network members and other recommended experts in October 2021 to identify competency models and curricula not specified in the literature search. RESULTS: Nineteen studies from the searches were found to be relevant to Health EDRM competencies and curricula. Most of the competency models and curricula were from the US. The domains included knowledge and skills, emergency response systems (including incident management principles), communications, critical thinking, ethical and legal aspects, and managerial and leadership skills. The cross-sectional survey received 65 responses with an estimated response rate of 25%. Twenty-one competency models and 20 curricula for managers and frontline personnel were analyzed; managers' decision-making and leadership skills were considered essential. CONCLUSION: An increased focus on decision-making and leadership skills should be included in Health EDRM competencies and curricula to strengthen the health workforce.

Construction and validation of a competency model for hospital operation assistant of public hospitals in China: a cross­sectional study.

BACKGROUND: Hospital operation assistant (HOA) plays an important role in promoting the operation effectiveness and efficiency of hospital. China, as a resource-poor country, urgently needs to train HOA talent. The purpose of this study is to construct and validate a competency model for HOA, which can be used as a tool to select and train HOAs. METHODS: Basic competency items were first constructed through literature review combined with the job analysis of HOA. Then, a questionnaire survey conducted on more than 300 hospital operation management-related staff was used to assess the importance of competency items. Exploratory factor analysis, structural equation model and second-order confirmatory factor analysis were used to construct and validate the competency model of HOA. RESULTS: A total of 23 items were identified as critical to HOA capability, which were further divided into three factors: professional skills, professional knowledge and personality traits. The structural equation model showed that the standardized path coefficients of the three factors were 0.86, 0.82 and 0.98. The competency model passed strict fitting effect tests in several aspects, including root-mean-square error of approximation (RMSEA) = 0.077 (< 0.080), standardized root mean square residual (SRMR) = 0.062 (< 0.080), comparative fit index (CFI) = 0.927 (> 0.900) and Tucker-Lewis index (TLI) = 0.918 (> 0.900), which showed that the fitting validity of the model was ideal. The composite reliability (CR), average variance extracted (AVE) and correlation coefficients of all factors were within the standard range, which showed that the construction validity and discrimination validity of the model were ideal. CONCLUSION: Our study indicates that the competency model of HOA is an instrument with appropriate fit validity, construct validity and discriminant validity, which can provide criteria for selecting and training HOAs.

Competence development as a means of HR management in the field of social work.

Professional competences in social services are becoming the subject of interdisciplinary cooperation and require a multidisciplinary approach. The research aimed to identify which professional competences are required by social service managers, to determine which variables influence the expansion of social work competences and to categorize the professional competences. Expansion of social work competences is influenced by many factors according to specific characteristics of the organization. The results were obtained through a questionnaire survey of managers (n = 247) and employees (n = 219). All organizations providing social services in the Czech Republic, according to the Register of Social Service Providers of the Ministry of the Interior of the Czech Republic, were contacted. The results were used for formulating a competency model for social services. The relationship between the selected variables and the expansion of social work competences was tested using a dependency test (χ2). The significant level of value was chosen as α = 0.05. The strength of dependence was calculated using a Cramer's V measurement within 0 ≤ V ≤ 1. The result of the measurement was to test the validity of the hypothesis (hypothesis testing), and the result of the test was related back to the theory (verification). Factor analysis enabled the relationships between the latent variables to be uncovered and allowed two groups to be formed within the professional competences. Results showed a relationship between the expansion of competences through continuing education, the evaluation of personal development and motivation plans, and the establishment of a set of professional competences for each job. The results suggest that achieving a particular competency should be part of a workforce development plan. Factor analysis revealed two groups of professional competences. The first group includes competences such as socio-legal counseling, analytical, methodological, and conceptual activities in the social field, and social counseling and social rehabilitation. The second group includes competences such as professional activities in facilities providing social prevention services, social diagnostics, and identifying the needs of the population and the region.

Utilizing application scenarios to enhance a competency-based infection prevention orientation program.

Infection Preventionists (IPs) are expected to be well-rounded and competent in their role, necessitating a robust orientation program. Feedback from IPs identified that orientation is task-based and lacks opportunities for meaningful application to the field. This team sought to enhance onboarding through focused interventions, including standardized resources and scenario-based applications. This department has engaged in an iterative process to refine and implement a robust orientation program, resulting in improvement in the department.

Dementia Care Competency Model for Higher Education: A Pilot Study.

A statewide landscape analysis was initiated to identify workforce development and educational needs concerning the support of persons with Alzheimer's Disease and Related Dementias (ADRD). Educational programs preparing healthcare professionals were targeted since people with ADRD, and their families/caregivers, often have frequent, ongoing contact with healthcare providers. A literature review and thematic analysis discovered a dearth of research and a lack of consistent competency identification for healthcare education. A crosswalk comparison of various competency models led to the development of a five factor model. A survey based on this model was sent to educators statewide evaluating confidence in ADRD-specific competency attainment in graduates. Descriptive statistics and factor analysis led to a revision of the original five factor model to a three factor model, including competencies in Global Dementia knowledge, Communication, and Safety, each with various sub-competencies. Identifying ADRD-specific competencies for graduating healthcare students is essential. This three factor competency framework will support educational programs in examining curricular offerings and increasing awareness concerning the needs of the ADRD population. Furthermore, using a robust competency model for healthcare education can assist in preparing graduates to address the needs of those with ADRD as well as the needs of the family/caregiving system and environment.

Construction of the post competency model of clinical medicine students in military medical universities / 中华医学教育探索杂志

Objective:To establish a post competency model for clinical medical students in military medical universities to explore the qualities most needed by outstanding graduates.Methods:Through behavioral event interview (BEI) method, the complete interview data of 82 graduates (40 students in excellent group and 42 students in normal group) from a military medical university were obtained. The respondents were asked to recall the three most successful and unsuccessful cases in their past work, and fill in the checklist. The interview data were coded, marked and classified, the interview recording data were analyzed, and the comparison was made between the frequency of competency characteristics and the collection points of excellent graduates.Results:Top 9 competency features with the highest frequency and no difference between the two groups were respectively internal quality (82 students, 100%), clinical medical service capacity (52 students, 63.4%), continuous learning ability (36 students, 43.9%), teamwork ability (38 students, 46.3%), career (66 students, 80.5%), enterprise (46 students, 56.1%), sense of responsibility (42 students, 51.2%), execution (42 students, 51.2%), and coordination of team members (36 students, 44.0%). The proportions of excellent graduates to mention the ability to apply information tools ( χ2=6.80, P=0.009),; master English literature ( χ2=4.42, P=0.036), and be self-disciplined and fame and fortune-weakened ( χ2=6.90, P=0.009) were higher than those of the ordinary ones. Conclusion:This study has scientifically constructed a post competency model for clinical medicine students in military medical universities, including the benchmark competency model (9 characteristics with the highest frequency and non-differentiated between two groups) and the identification competency model (3 characteristics of excellent graduates higher than those of ordinary ones).

Competencias profesionales específicas para la formación de los especialistas en Gastroenterología / Specific professional competencies for the training of specialists in gastroenterology

Introducción: La formación académica en Cuba se propone una formación con alta competencia profesional y avanzadas capacidades para el desempeño profesional especializado, por lo que constituye una prioridad para la Educación Médica cubana dar respuesta a dicha exigencia. Resulta esencial un modelo de competencias profesionales para la formación de los especialistas médicos, que permita el mejoramiento del desempeño profesional en respuesta a las exigencias del modelo del egresado. Objetivo: Diseñar un modelo de competencias profesionales específicas para la formación de los especialistas en Gastroenterología. Material y Métodos: Se realizó un estudio educacional, prospectivo, de investigación aplicativa bajo el enfoque general dialéctico-materialista, con fundamento en teorías y enfoques filosóficos, psicológicos, legales, de las leyes de la Educación y la Educación Médica. Se utilizaron métodos teóricos, empíricos y estadístico-matemáticos. Se desarrolla en la Universidad de Ciencias Médicas de Matanzas en el período 2019-2021. Resultados: El modelo de competencias profesionales específicas se estructura en el marco epistemológico, objetivos, contexto social, representación gráfica, forma de implementación, así como se identifican y definen las competencias profesionales específicas en las áreas: asistencial, docente, investigativa y de dirección que posibilitan la mejora en el desempeño profesional de los futuros especialistas. Se corrobora la viabilidad del modelo, a partir de los resultados obtenidos de la triangulación efectuada. Conclusiones: El modelo de competencias profesionales específicas diseñado es pertinente, en correspondencia con el perfil profesional y ocupacional de la especialidad, lo que enriquece las Ciencias de la Educación Médica en lo referido a la formación permanente y continuada(AU)

Introduction: Academic training in Cuba proposes training with high professional competence and advanced skills for specialized professional performance, which is why it is a priority for Cuban medical education to respond to this requirement. A model of professional skills is essential for the training of medical specialists, which allows the improvement of professional performance in response to the demands of the graduate model. Objective: To design a model of specific professional competencies for the training of specialists in Gastroenterology. Material and Methods: An educational, prospective, applicative research study was carried out under the general materialist dialectical approach, based on philosophical, psychological, legal theories and approaches of the laws of Education and Medical Education. Theoretical, empirical and statistical-mathematical methods were used. It is developed at the University of Medical Sciences of Matanzas in the period 2019-2021. Results: The model of specific professional competencies is structured in the epistemological framework, objectives, social context, graphic representation, and form of implementation; additionally, specific professional competencies in the areas of care, teaching, research and management that enable improvement in the professional performance of future specialists are identified and defined. The viability of the model is corroborated, based on the results obtained from the triangulation carried out. Conclusions: The model of specific professional competencies designed is pertinent, in correspondence with the professional and occupational profile of the specialty, which enriches the Sciences of Medical Education in terms of permanent and continuing education(AU)

Development and preliminary validation of a public health emergency competency model for medical staffs of national health emergency teams in China.

BACKGROUND: In the present study, we attempted to develop and validate a participatory competency model for medical workers and then evaluate the current status of competency characteristics of Chinese medical workers. METHODS: The competency model was constructed in a multistage process, including literature review, expert consultation, critical incident and focus group interview. A pilot study was conducted to refine the initial model among 90 participators and the viability and reliability were evaluated by a questionnaire survey among 121 medical workers. Then, the current status of competency characteristics was measured based on the final version of competency model. RESULTS: In the pilot study, ten questionnaires were dropped for the poor quality and thus the eligible rate was 92% (138/150). KMO value was 0.785 and Bartlett test showed that the χ2 = 6464.546 (df = 903) and p value < 0.001. Then, 10 items with double loading and factor loading < 0.4 were deleted. Finally, 33 items were retained with the lowest factor loading value of 0.465. The validity and reliability of competency model were determined with Cronbach's α coefficient of 0.975 and ICC value of 0.933. Finally, a revised competency model with 5 dimensions and 31 items was obtained. The overall competencies of current medical workers were in a high level, except for emergency knowledge related competencies. Age was an independent factor affecting the competencies. CONCLUSIONS: Our competency model was a reliable and validated tool for assessing the competences of medical staffs against public health emergencies, and the overall competencies of current medical workers in China were in a high level, except for emergency knowledge related competencies.

A Study on Nurse Manager Competency Model of Tertiary General Hospitals in China.

(1) Background: The nurse manager competency model is widely used in hospitals in the management of nursing human resources. This study aimed to construct a scientific and practical model of nurse manager competency, which can be used as a tool by hospitals to select nurse managers. (2) Methods: The nurses' competency indicators were first collected through a literature review and behavioral event interview, and the preliminary screening of competency elements was based on the Delphi method. Then, questionnaires and statistical analyses were used to determine the elements of the model. The reliability was determined using Cronbach's alpha. Factor analysis was used to delineate the dimensions of the model. (3) Results: The results of the factor analysis show that the 22 competency elements were grouped into the four dimensions of leadership and management ability, personal traits, professional quality, and professional ability. The Cronbach's alpha coefficients of the four dimensions ranged from 0.745 to 0.885, which indicated a high level of reliability. The result of the factor analysis indicated a high structural validity and fitting effect. (4) Conclusions: Our study indicates that the nurse manager competency model of tertiary general hospitals is an instrument with fair reliability and validity that fully reflects the characteristics of nurses in Chinese public hospitals.

Construction of Talent Competency Model for Senior Care Professionals in Intelligent Institutions.

As the problem of the aging population becomes more and more serious, building an intelligent senior care service model and optimizing the senior care service industry become key to the development of the senior care service industry. The key to developing intelligent senior care services is to improve the overall senior care personnel quality and construct a competency model of intelligent institutional senior care professionals. This study used literature research and interviews to establish 31 relevant institutional senior care professional talent competency elements. We proposed six research propositions, prepared questionnaires for empirical analysis, and took caregivers of senior care institutions implementing intelligent management in some cities in Hebei Province, China as samples. This study established and validated 28 competency quality index models of senior care professionals in intelligent institutions in four dimensions: nursing knowledge, professional ability, personal quality, and professional attitude through exploratory factor analysis and confirmatory factor analysis. Based on the index system, this study suggests three aspects: improving the talent recruitment and selection mechanism, talent training and development mechanism, and assessment and incentive mechanism. The traditional talent competency model only focuses on fundamental aspects, such as competence. This study comprehensively establishes an evaluation model from four aspects, providing theoretical and practical significance for selecting and developing talents in intelligent institutions.

Modelo de competencias para la gestora enfermera de nivel operativo / Competency-based model for the Nurse Manager at Operational Level

Objetivo: evaluar la validez estructural del modelo de competencias para la gestora enfermera de nivel operativo en el sistema sanitario español. Método: la investigación llevó a cabo un análisis de componentes principales (ACP) para determinar la validez de constructo, reduciendo la dimensionalidad del conjunto de datos. Para este propósito se siguió la teoría de Thurstone en tres fases. La idoneidad de los datos se realizó a través de la prueba de Kaiser-Meyer-Olkin. Resultados: las 51 competencias que integran el modelo de competencias para la gestora enfermera de nivel operativo fueron sometidas al análisis de componentes principales. Los resultados indican la validez estructural del modelo propuesto por saturación de los componentes principales y de cada una de las dimensiones que se compone: Gestión (α Cronbach > 0,631), Comunicación y tecnología (α Cronbach > 0,6), Liderazgo y equipos de trabajo (α Cronbach > 0,876), Conocimiento del sistema sanitario (α Cronbach > 0,749), Conocimiento enfermero (α Cronbach > 0,808), Personalidad (α Cronbach > 0,809). Conclusiones: del análisis de los componentes principales del modelo de competencias para la gestora enfermera de nivel operativo se concluye la validez del constructo del modelo. La toma de decisiones emerge como factor crítico, dada su elevada carga factorial. Analizada la varianza explicada puede concluirse que los factores liderazgo, esencia, calidad y proyección personal deben estar presentes en el perfil de la gestora enfermera de nivel operativo. Las gestoras enfermeras pueden utilizarlo para planificar su carrera profesional. Las organizaciones sanitarias podrían para establecer procesos de selección de las gestoras enfermeras a nivel operativo en España.(AU)

Objective: to evaluate the structural validity of the competency model for the Nurse Manager at Operational Level in the Spanish Health System. Method: the research consisted in a principal component analysis (PCA) to determine the validity of the construct and reduce the dimensionality of the data set. Thurstone’s theory was followed for this purpose in three stages. Data adequacy was conducted through the Kaiser-Meyer-Olkin Test. Results: the 51 skills included in the Competency model for the Nurse Manager at Operational Level were submitted to the principal component analysis. Results showed the structural validity of the model proposed by saturation of the principal components and of each of the dimensions included: Management (α Cronbach > 0.631), Communication and Technology (α Cronbach > 0-6), Leadership and Work Teams (α Cronbach > 0.876), Knowledge of the Health System (α Cronbach > 0.749), Nursing Knowledge (α Cronbach > 0.808), Personality (α Cronbach > 0.809). Conclusions: the analysis of the principal components of the competency model for the Nurse Manager at Operational Level showed the validity of the model construct. Decision-making appeared as a critical factor, due to its high factor loading. The analysis of the explained variance led to the conclusion that the leadership, essence, quality and personal projection factors must be present in the profile of the Nurse Manager at Operational Level. It can be used by Nurse managers in order to plan their professional career. Healthcare organizations could develop selection processes for the Nurse Managers at Operational Level in Spain.(AU)

Management and leadership competencies among spiritual care managers.

Both the healthcare and religious landscapes in the United States are rapidly changing. Despite the dynamic environment that spiritual care managers face, many do not receive management training prior to assuming their roles and many receive little or no training once they are in their roles. This study used mixed methods to examine the applicability of the National Center for Healthcare Leadership (NCHL) competency model to spiritual care manager roles. Interviews were conducted with 10 spiritual care managers across the country, using a Behavioral Event Interviewing (BEI) methodology. Interviews were quantitatively analyzed by using Natural Language Processing and qualitatively analyzed by thematic approach using NVIVO. The results found the EXECUTION domain to be the most discussed theme, followed by RELATIONS, TRANSFORMATION, and BOUNDARY SPANNING. Collectively these analyses suggest the NCHL Leadership Competency Model can provide a useful framework for understanding the roles and development needs of spiritual care managers.

Development and validation of a competency evaluation model for hospital infection prevention and control practitioners in the post-pandemic era: a mixed methods study.

BACKGROUND: During the coronavirus disease 2019 pandemic, the management of nosocomial infections became even more crucial. There is an urgent need to develop a competency model for healthcare practitioners to combat public health emergencies. AIM: To determine practitioners' competency in hospital infection prevention and control measures. METHODS: A theoretical framework was developed based on a literature review, key informant interviews, the Delphi method and a questionnaire survey. These items were evaluated based on response rate, maximum score, minimum score and mean score. Factor analyses, both exploratory and confirmatory, were used to determine the structure of the competency model. RESULTS: The effective response rate for the questionnaire was 88.29%, and Cronbach's α-coefficient was 0.964. Factor analysis revealed a Kaiser-Meyer-Olkin score of 0.945. Bartlett's test gave a χ2-value of 10523.439 (df=435; P<0.001). After exploratory factor analysis, the five-factor model was retained, four items were deleted and a five-dimensional, 26-item scale was obtained. The new structure's confirmatory factor analysis revealed high goodness of fit (comparative fit index=0.921; Tucker-Lewis index=0.911; standardized root mean square residual=0.053; root mean square error of approximation=0.044). CONCLUSION: The proposed scale is a useful tool to assess the competency of hospital infection prevention and control practitioners, which can help hospitals to improve infection prevention and control.

Developing a reliable and valid competency model for assistant dentists in China.

BACKGROUND: The shortage of dentists is one of the various medical-resource problems found around the world. More and more countries are improving the provision of oral services by training dental therapists and hygienists. In China, they are called assistant dentists, and they supplement dental services, but thus far, no research has been conducted on the competence of this group. OBJECTIVE: The purpose of this study was to establish a competency model for Chinese assistant dentists. This model can provide a more scientific basis for the education, training, and evaluation of these professionals, as well as provide a reference for the capacity of dental therapists in various countries. METHODS: We established a system of competency characteristics using theoretical analysis and focus group discussions, after which we established an initial competency model by consulting a Delphi panel of 29 experts. Finally, we collected data from 1389 assistant dentists from 14 provinces in China, and the reliability and validity of the model were confirmed by factor analysis of this data. RESULTS: After three rounds of Delphi panels, the competency model came to include seven ability levels and 50 indicators. In exploratory-factor analysis, three indicators were eliminated, and the questionnaire could explain 68.41 % of total variance. In confirmatory-factor analysis, the established model and data fit well (goodness-of-fit index [GFI] = 0.914, root mean square error of approximation [RMSEA] = 0.047). The results showed that the entire model has good reliability and validity. CONCLUSIONS: Our competency model for dental assistants in China includes seven elements. This is consistent with the current health situation in China, and it has distinct Chinese characteristics. Some of our findings, like those reported in other countries with dental therapists, offer ideas for other developing countries.

A Path Analysis Model of Protection and Risk Factors for University Academic Stress: Analysis and Psychoeducational Implications for the COVID-19 Emergency.

The aim of this research was to empirically validate hypothesized predictive relationships of protection and risk factors for experiencing academic stress. A synthesis of models-the presage-process-product model; the studying, learning and performing under stress competency model; and self- vs. external-regulatory theory-underlies the investigation and is important for assessment and guidance in stress situations within the university context. Over the course of an academic year, a sample of 564 Spanish university students voluntarily completed validated questionnaires, in an online format, on several psychological variables connected to academic stress. Correlational analysis and the path analysis model, within an ex post facto design, were used to build empirical models of the presage-process-product factors that constitute protection or risk factors in academic stress. Two statistically acceptable models appeared: one with protection factors and another with risk factors in predicting and preventing academic stress at a university. These results support the need for psychology units at university that have a preventive, health and education focus, going beyond the merely clinical. Focus on an individual is insufficient, given that there are also contextual factors that predispose academic stress. Discussion, conclusions, and implications for assessment and intervention in academic stress in university students and teachers, within the present COVID-19 crisis, are offered.

Competency Model of Physical Therapists in China: An Exploratory Research / 中国康复理论与实践

Objective:To construct the competency model of physical therapists in China. Methods:A set of physical therapists' competency elements was established based on literature review and expert interviews. A questionnaire was designed based on the set, and 641 rehabilitation practitioners were investigated (521 valid questionnaires returned) with the questionnaire. Exploration factor analysis was used to construct the competency model of physical therapists, and confirmatory factor analysis was used to confirmed. Results:The set of physical therapists' competency elements included 74 elements in four dimensions. There were 44 competency elements in the competency model of physical therapists, including five dimensions that were Professionalism and Moral Conduct, Knowledge and Skills of Evaluation and Intervention, Abilities of Educational-Research and Advocate, Abilities of Cooperation and Management, and Basic Knowledge of Discipline, covering 74.41% of the total variance. The Cronbach's α coefficient of the whole questionnaire and each dimension was more than 0.8. Model fitness indexes of confirmatory factor analysis were as follow: χ2/df = 2.340, Root Mean Square Error of Approximation = 0.060, Goodness of Fit Index = 0.746, Normed Fit Index = 0.811, Incremental Fit Index = 0.850, Comparative Fit Index = 0.850. Conclusion:The competency model can provide a basis for physical therapists to become independent occupation, as well as for the education, selection, evaluation of physical therapists in China.

A strategy for expanding infection prevention resources to support organizational growth.

BACKGROUND: The field of infection prevention is rapidly evolving and becoming increasingly complex, as resource-intensive responses to device-associated outbreaks, global epidemics, and regulatory requirements continue to grow. This increasing complexity coupled with changing health care systems present important challenges to infection prevention staffing and resources. We describe the development of a novel infection prevention and control (IPC) staffing structure that includes both infection preventionists (IPs) and role-specific support staff to meet the evolving IPC needs and challenges of an expanding health care network. METHODS: The IPC department at Children's Hospital of Philadelphia underwent iterative modifications to its staffing structure between 2014 and 2018, including the development of revised job descriptions and promotional criteria, career ladders, and supporting roles. Data on key infection prevention activities, including rounding frequency and performance of audits and observations, growth metrics and infection data was evaluated for trends before and after departmental restructuring. An overall health care associated infection (HAI) index was calculated based on existing surveillance data and used to monitor patient outcomes over time. In addition, departmental employee engagement was assessed via a standard survey instrument to evaluate improvements in teamwork and professional growth opportunities over time. RESULTS: Between 2014 and 2018, the number of unique job descriptions for IPs and support staff increased from 4 to 9, creating a 3-tier career ladder for IPs and increasing full time equivalents from 8.2 to 11.6. Additional support roles included a Hand Hygiene Program Manager, Infection Prevention Associates and a Clinical Practice Analyst; these roles, along with increased IP staffing, expanded the education and consultative range of the department, as measured by a 33% increase in environmental rounding and a 7-fold increase in performance of isolation audits. Team diversity also expanded, changing from a team with predominantly nursing backgrounds, to one with an equal distribution of nursing, public health, and laboratory scientists. Results from serial engagement surveys showed an increase in teamwork and professional growth by 7.4% and 5.4%, respectively. Over this time period, the total HAI index decreased by 23%, while patient days, central line days, and ventilator days increased each year, and there was a statistically significant reduction in rates of harm across 5 key HAI indicators. CONCLUSIONS: Role diversity and varying professional backgrounds within IPC programs offer a complement of strengths and increase capacity to support patient care activities, improving patient outcomes. This strategy leads to a more cost-effective, robust IPC program that supports the growing needs and evolving challenges of the field.

Exploring the Development of Three Law-Based Competency Models for Practitioners.

As public health promotion and protection become increasingly complex and integrated into various fields, public health law is emerging as an important tool for public health professionals. To ensure that public health professionals are effectively trained in public health law principles and theories, educators, trainers, and others who develop educational curricula should integrate public health law-related competencies into their training and workforce development efforts. This article provides three competency models developed by the Public Health Law Program at the Centers for Disease Control and Prevention: (a) the public health emergency law competency model, (b) the public health law competency model, and (c) the legal epidemiology competency model. These competency models provide a foundation upon which public health law curricula can be developed for governmental, nongovernmental, and academic public health practitioners. Such standardization of public health law curricula will ameliorate not only the training, but also selection and evaluation of public health practitioners, as well as better align public health training with national public health efforts.

Exploring the Mode of Entrepreneurship Education Based on the Legal-Business Compound Competency in China.

A perfect legal guarantee can ensure China's high-quality socio-economic development. At present, in terms of China's entrepreneurship education (EE), it is necessary to strengthen entrepreneurs' legal consciousness and respect for rules. The research establishes a model for legal-business compound competency (LBCC). It is a pioneering EE mode adapted to characteristics of China's market transition to cultivate interdisciplinary talents who excel at management and administration but also have a command of laws and regulations in EE. By utilizing behavioral event interview (BEI) and Delphi methods, factors affecting LBCC were summarized. Moreover, a questionnaire-based inquiry was conducted using graduates who received law-business interdisciplinary entrepreneurship education (LBIEE) as subjects to collecting data to evaluate the cultivation effect of the EE mode. In the study, a model for LBCC was established from the three perspectives including knowledge, skill, and attitude. Additionally, cultivating competency of law-business interdisciplinary talents (LBITs) shows a significantly positive influence on compensation level and job satisfaction among graduates who have received the EE. The core task of LBIEE is to improve compound competency of students in legal-business to enable students to show entrepreneurial spirit with legal-business intelligence. It is considered an innovation in a mode of education adapted to the transition and development of China's market economy.

The Creation of a Competent Global Regulatory Workforce.

Regulatory affairs professionals play pivotal roles in ensuring healthcare products adhere to regulations and in gaining regulatory approval for product manufacture and sales. To do this, they must understand the science and technology connected with a product, the company's business goals, and, most importantly, the nuances of national and international regulations and guidances connected to the product. But although they perform complicated work connected to the entire product development lifecycle, surveys have indicated only 14% of regulatory professionals come to the field with a degree related to the work and for more than half, regulatory work is a "second career." The net result is a heterogeneous professional population that must learn complex, detailed work on the fly in as short a time as possible. Without a structure to guide development, these expectations are a challenge for someone new to the field, that person's supervisor, and for training developers. Various non-profit groups have created competency models to provide this structure, but because competencies only identify traits demonstrated by high-performing professionals, not the specific tasks associated with individual roles, these models have had limited impact on the profession. Identifying and structuring actionable tasks based on a competency model would increase the model's utility, dissemination, and usage. Entrustable professional activities might provide the methodology for doing so.