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Human resources issues and Australian Disaster Medical Assistance Teams: results of a national survey of team members

机译：人力资源问题和澳大利亚灾难医疗援助团队：团队成员的全国调查结果

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Background: Calls for disaster medical assistance teams (DMATs) are likely to continue in response to international disasters. As part of a national survey, this study was designed to evaluate Australian DMAT experience in relation to the human resources issues associated with deployment.Methods: Data was collected via an anonymous mailed survey distributed via State and Territory representatives on the Australian Health Protection Committee, who identified team members associated with Australian DMAT deployments from the 2004 South East Asian Tsunami disaster.Results: The response rate for this survey was 50% (59/118). Most personnel had deployed to the Asian Tsunami affected areas with DMAT members having significant clinical and international experience. While all except one respondent stated they received a full orientation prior to deployment, only 34% of respondents (20/59) felt their role was clearly defined pre deployment. Approximately 56% (33/59) felt their actual role matched their intended role and that their clinical background was well suited to their tasks. Most respondents were prepared to be available for deployment for 1 month (34%, 20/59). The most common period of notice needed to deploy was 6–12 hours for 29% (17/59) followed by 12–24 hours for 24% (14/59). The preferred period of overseas deployment was 14–21 days (46%, 27/59) followed by 1 month (25%, 15/59) and the optimum shift period was felt to be 12 hours by 66% (39/59). The majority felt that there was both adequate pay (71%, 42/59) and adequate indemnity (66%, 39/59). Almost half (49%, 29/59) stated it was better to work with people from the same hospital and, while most felt their deployment could be easily covered by staff from their workplace (56%, 33/59) and caused an inconvenience to their colleagues (51%, 30/59), it was less likely to interrupt service delivery in their workplace (10%, 6/59) or cause an inconvenience to patients (9%, 5/59). Deployment was felt to benefit the affected community by nearly all (95%, 56/59) while less (42%, 25/59) felt that there was a benefit for their own local community. Nearly all felt their role was recognised on return (93%, 55/59) and an identical number (93%, 55/59) enjoyed the experience. All stated they would volunteer again, with 88% strongly agreeing with this statement.Conclusions: This study of Australian DMAT members provides significant insights into a number of human resources issues and should help guide future deployments. The preferred ‘on call’ arrangements, notice to deploy, period of overseas deployment and shift length are all identified. This extended period of operations needs to be supported by planning and provision of rest cycles, food, temporary accommodation and rest areas for staff. The study also suggests that more emphasis should be placed on team selection and clarification of roles. While the majority felt that there was both adequate pay and adequate indemnity, further work clarifying this, based on national conditions of service should be, and are, being explored currently by the state based teams in Australia. Importantly, the deployment was viewed positively by team members who all stated they would volunteer again, which allows the development of an experienced cohort of team members.
机译：背景：为响应国际灾难，对灾难医疗救助队（DMAT）的呼吁可能会继续。作为一项全国调查的一部分，该研究旨在评估澳大利亚DMAT在与部署相关的人力资源问题方面的经验。方法：数据是通过匿名邮寄调查收集的，该调查是由澳大利亚健康保护委员会的州和地区代表分发的，他们确定了与2004年东南亚海啸灾难中与澳大利亚DMAT部署相关的团队成员。结果：本次调查的答复率为50％（59/118）。大多数人员已部署到亚洲海啸灾区，DMAT成员具有丰富的临床和国际经验。尽管除一名受访者外，所有受访者都表示他们在部署前已接受全面培训，但只有34％的受访者（20/59）认为他们的角色已在部署前明确定义。大约56％（33/59）的人认为他们的实际角色符合他们的预期角色，并且他们的临床背景非常适合他们的任务。大多数受访者都准备好可以部署1个月（34％，20/59）。部署所需的最常见通知期限是6–12小时，占29％（17/59），然后是12–24小时，占24％（14/59）。海外部署的首选时间为14-21天（46％，27/59），然后是1个月（25％，15/59），最佳轮班时间为12小时，为66％（39％）。 / 59）。大多数人认为既有足够的薪水（71％，42/59）又有足够的赔偿金（66％，39/59）。几乎一半（49％，29/59）的人表示最好与同一家医院的人一起工作，而大多数人则认为工作场所的工作人员很容易覆盖他们的部署（56％，33/59），并且导致给同事带来不便（51％，30/59），不太可能中断工作场所的服务提供（10％，6/59）或给患者带来不便（9％，5/59） 。认为部署使受影响的社区几乎所有人（95％，56/59）受益，而更少的受访者（42％，25/59）认为他们自己的当地社区受益。几乎所有人都认为他们的角色在回报时得到了认可（93％，55/59），并且同样的数字（93％，55/59）感到很愉快。所有人都表示他们将再次自愿，其中88％的人强烈同意此声明。结论：对澳大利亚DMAT成员的研究提供了对许多人力资源问题的重要见解，并应有助于指导未来的部署。确定了首选的“待命”安排，部署通知，海外部署时间和轮班时间。延长工作时间需要计划和提供休息周期，食物，临时住所和员工休息区。该研究还建议应更加重视团队的选择和角色的澄清。虽然大多数人认为既有足够的薪水又有足够的赔偿金，但澳大利亚的州立团队目前应该并且正在探索基于国情的进一步工作，以澄清这一点。重要的是，团队成员对部署表示了积极的评价，他们都表示他们将再次志愿服务，这可以培养经验丰富的团队成员。

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