Human Resources Planning in Public Health: A Methodological Approach to Estimating Workforce Needs in Prevention Departments, with a Focus on Environmental Health Officers Staffing.

چکیده اصلی

BACKGROUND: The Prevention Department represents the technical and functional structure of the Italian National Health Service responsible for implementing collective prevention and public health activities. Ensuring the appropriate allocation of qualified healthcare workers (HCWs) within this setting is fundamental to guarantee the delivery of essential services, maintain system efficiency, and address emerging public health challenges. METHODS: This study proposes a methodological framework for estimating the annual workable hourly rate of Environmental Health Officers operating within Prevention Departments. The model integrates multiple parameters including, for the workplace safety topic, the size of the working population subject to territorial control activities, the number of companies intended for checks according to national and regional planning, contributing to the calculation of effective working time based on Full-Time Equivalent (FTE) hours. Additional corrective factors are incorporated to account for absenteeism, indirect activities, travel time related to territorial characteristics, and specific targeted prevention programs. The approach was informed by institutional standards, European policy recommendations, and data derived from a Local Health Authority located in the Veneto Region. RESULTS: The proposed model combines two main reference indicators: one Environmental Health Officer per 10,000 workers in the sector within the territorial jurisdiction and an additional professional per 400 companies. The calculation of effective workforce availability considers an estimated average of 1,408 working hours per year per FTE, adjusted for absenteeism and indirect activities. These parameters allow for a more realistic estimation of programmable activities based on standard average times to ensure adequate inspection, surveillance, and other prevention activities. CONCLUSIONS: The investigated methodology could provide a structured approach to workforce planning within Prevention Departments, supporting evidence-based staffing decisions and improving the alignment between service demand and human resources. In a context characterized by evolving public health needs, workforce shortages, organizational transformation, and flexible allocation of HCWs, useful policies for effectively managing human capital will be essential to ensure the sustainability and effectiveness of prevention services within the public health system.

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