HE ALT H CAR EER P ATH WAYS

LITERATURE REVIEW (2009)

Introduction

This report provides a desktop audit of (electronic and print) health literature with a focus on career pathways in the health industry. It is intended to inform the
formation of strategies to enhance workforce development across the health industry. It includes relevant state/territory, national and international career
pathway models and supporting literature within a 3 year scope. (Earlier work has been included where it is of particular value.) Also listed are specific career pathway
models which have been published on relevant websites.

A separate document has been prepared relating to Education and Training Pathways into and across the health industry and these two documents together
provide a general overview of the roles in the health industry which have been given particular attention and those which need to have clearer pathways developed.
The range of national and international research and policy documents in this document have indicated requirements and recommendations for the creation of
relevant and/or specific career pathways in the broad health industry. Those chosen were ones which appeared to have the most relevance for setting a framework, or
giving direction for, career pathways offered in the health industry in Queensland.

Within the table, each resource is identified with an overview of the document/model including name, source, key points and website link. Resource overviews and,
where applicable, outcomes and learnings are identified in the third column. The table is partitioned into several sections: Queensland specific Career Pathway
Models and Resources, National Pathway Models and Resources, Australian Publications and Policy Drivers and International Publications and Policy Drivers.

To assist the ILG Subgroup to progress this work, a summary and some observations are included for consideration at the end of the report.

Na me o f D oc u men t and Ke y Po in ts W ebs ite an d S o u rce R e lev a n t Ou tcome s /L ea rn i ngs

Q UEEN SL AND CA R EER PAT H WAY M ODEL S A ND F RA ME WOR KS

Queensland Skills Plan 2008 http://www.trainandemploy.qld.gov.au/ This program will develop a more skilled
Queensland Government resources/about/pdf/skills-plan- health sector workforce, including the
Action 1: Developing the skills of existing workers and apprentices 2008.pdf supply of qualified health workers to
1.2 Supporting innovative skilling partnerships alleviate existing and emerging skill
1.2.1 Developing our health industry workforce: The Health Workforce shortages and improve service delivery.
Skills Capacity Development Program It will provide flexible delivery and
partnership initiatives and 30
scholarships and fellowships for
vocational health educators over three
years.

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Fact sheet specifically targeting

Health Career Traineeships – A Career in Health http://www.health.qld.gov.au/workforu students, parents and schools. This
Queensland Health s/careers/Traineeships.pdf information is to prepare students to
Full-time and school-based Traineeships available within Queensland Health engage in traineeships offered within
(QH). QH offers a the Health Industry.. There seems to be
selection of traineeships in a range of areas in: in Nursing a push towards courses in the health
- Nursing and Allied Health streams industry that do not have an acute focus
- Operational streams in this web site. This will appeal more to
It includes the Cert III in Aboriginal and/or Torres the student who has disengaged with
Strait Islander Primary Health Care (HLT33207) for pathways into Primary learning on a more practical note.
Health Care Worker roles.
A very user friendly site aimed towards
The document lists the qualifications attached to the traineeships and details a younger target audience.
the relevant career options.

Career Pathways Queensland Health http://www.health.qld.gov.au/allied/pat Clear pathways outlined for

Allied Health Workers hways.asp 2006
Nursing http://www.health.qld.gov.au/ocno/car
eer.asp 2008
Requirements to Practise - International Medical Graduates http://www.health.qld.gov.au/medical/i
mg.asp 2008
Biomedical Technician
http://www.health.qld.gov.au/workforu
s/careers/Biomedical.pdf - 2008
advancement of skills and career
enhancements. Observations have
been made to highlight correlation
between remuneration and retention of
staff within the group.
Key terminology has been explained for
prospective employees within the 3
professions (allied health, nursing,
biomedical).

Clear guidelines have also been

expressed in relation to practicing
clinical physicians (whether origin is
local or overseas).

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The Aboriginal and Torres Strait Islander Health Worker Career http://www.health.qld.gov.au/workforu This is more than a site for Indigenous
Structure s careers. A comprehensive site for
Queensland Health 2007 students and adults who are interested
The Aboriginal & Torres Strait Islander Health Worker Workforce Advisory in careers within the health industry.
Council ‘Work for Us’ seems to be targeting
Includes the classification structure from career structure level 002 Trainee students and overseas candidates in
Health Worker to 009 Manager Health Worker Services and mandatory particular to take up career pathways in
qualifications with a minimum qualification allocated at each level. The QLD Health.
qualification being in Aboriginal & Torres Strait Islander Primary Health Care
(PHC) or equivalent & accredited through the AQF.

Health Careers in the Bush (Website) http://www.healthcareersinthebush.co Detailed fact sheet outlining key events
Health Careers in the Bush is a program of Queensland Health which m/main.asp?NodeID=19227 and administration material on career
encourages and supports the recruitment of rural and remote, indigenous workshops. This site is aimed
and non-indigenous students into the health industry specifically toward Indigenous students
who are interested in pursuing a career
Health Careers in the Bush (HCB) provides the knowledge, encouragement pathway in Health.
and support to rural and remote, Indigenous and non-Indigenous students
with an interest in pursuing a career in the health industry.

The ultimate outcome of the HCB program is to increase the number of

health professionals choosing to work in rural and remote Queensland.

Queensland Industrial Relations Commission http://www.health.qld.gov.au/eb/agree Complete document outlining specific

Queensland Department of Health ments/hlth_prac.pdf areas within the certified agreement for
Queensland Health Pages 34-38 eligible Health Practitioners. This Health
Practitioner stream incorporates a
Health Practitioners Certified Agreement number of occupational roles.

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NA T IO NAL CA R EER PAT H WAY M ODEL S A ND FRA ME WOR K S

Sports Physiotherapists Career Pathway http://www.physiotherapy.asn.au/imag Progressive career pathway for
Australian Physiotherapy Association es/Groups/Sports/CareerPathway/spa interested candidates looking at Sports
_careerpathway.pdf Physiotherapy. It does not contain
SPA has developed a career pathway for those individuals endeavouring to information other than key outcomes for
improve their knowledge in the field of sports physiotherapy and become a http://www.physiotherapy.asn.au/imag this occupation.
qualified APA Sports Physiotherapist. es/Groups/NNG/neuro_careerpathwa
y.pdf Applicable only to long standing
Neurological Physiotherapists Career Pathway professionals in the industry. This
There is a demand for specialists in neurological physiotherapy in both the seems to be a career pathway to further
public and private health care sectors and a need for a clear and attainable subject specific skills. High order
career pathway for practitioners training involved.

Community Active Careers – Health Career Pathways http://www.communityactivecareers.c
Community Services and Health Industries Skills Council 2009 om.au/Plan-your-Career-/Career-
Pathways-Health.cfm?objid=952
Indigenous Environmental Health –
HLT07 Health Jobs Pathways Public
Population Health Health
Comprehensive site that covers
community awareness in relation to
career pathways and information
pertaining to skill related topics.
• Specific model outlining pathways
and career opportunities to pursue a
career in Public Health.

Public Health HLT07 Health Jobs Pathways
Ancillary & Business Services Work
Ancillary and Business Services Work
http://www.communityactivecareers.c
om.au/UserUploadedEditor/File/HLT0
Direct Client Care – A 7_Health_Jobs_Pathways_Direct_Cli
Aboriginal and/or Torres Strait Islander Health Work, ent_Care_A.pdf
Allied Health Assistant, Ambulance, Anaesthetic Technology, Audiometry,
http://www.communityactivecareers.c
Direct Client Care – C to P om.au/UserUploadedEditor/File/HLT0
Complementary & Alternative Health, Dental Work, Enrolled Nursing, Health 7_Health_Jobs_Pathways_Chart_Dire
Services Assistance, Medical Assisting, Neurophysiology (Technician, ct_Client_Care_C-P(1).pdf
Technologist), Nutrition / Dietetic Assistance, Optical Dispensing, Pathology
• Specific model outlining pathways
and career opportunities to pursue a
career within Ancillary & Business
Services in health industry.
• Specific model outlining pathways
and career opportunities to pursue a
broad range of careers in Direct
Client Care.

Technical Support Work http://www.communityactivecareers.c • Specific model outlining pathways to

Rehabilitation Technician, Cardiac Technology Assistant, Cast Technician / om.au/UserUploadedEditor/File/HLT0 a broad range of Technical roles.
Plaster Orderly, Dental Laboratory Assistant /Dental Technician, Hyperbaric 7_Health_Jobs_Pathways_Chart_Tec
Technician, Mortuary Assisting/Technology, Optical Mechanic / Technician, hnical_Support_Work.pdf
Pharmacy Support, Technical Assistant (Prosthetics), Sleep Technician,
Sterilisation Services

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From Dental Assistant to Practice Manager http://www.communityactivecareers.c A broad national fact sheet targeted at
Community Services and Health Industries Skills Council om.au/Plan-your-Career-/Career- students to pursue career pathways into
Community Active Careers Pathways-Health/From-Dental- the Dental Industry. Very user friendly
There are many opportunities for a Dental Assistant. You could advance to Assistant-to-Practice- and has clear linkages which link to
the Certificate IV in Dental Assisting specialising in areas such as Radiology Manager.cfm?objid=1061 more specific information depending on
or Oral Health Education. The Certificate III in Dental Assisting is also a great the enquiry.
starting point for a career as a Dental Therapist, Dental Technician or Dental
Hygienist. And with further study, such as the Diploma of Practice
Management, you could progress to running your own dental practice.

Health and Community Services Careers and Education Pathways http://hcscareers.vic.edu.au/index.php One stop shop for teachers, students,
(Website) ?page=allied-health-assistant- mature age, parents, schools and
Victorian Community Services & Health Industries Training Board and physiotherapy-ocupational-therapy- employers to promote/investigate
Kangan Batman TAFE and supported by Department of Human Services speech-pathology-therapy-aide career pathways and initiatives within
Health and Community Services. The
Career and educational pathways, qualifications and job outcomes for a site has a detailed section which
broad range of health careers. Example page Allied Health Assistant focuses on Indigenous learning and
(Physiotherapy, Occupational Therapy, Speech Pathology, Dietary Aide, vocational support, ultimately preparing
Podiatry Assistant, Therapy Assistant) indicating: and engaging students, teachers and
Job Description parents with the learning and industry
Personal Requirements experiences.
Employment settings
Career Extensions after taking further training

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Nursing Career Pathways Project 2001

Department of Education Science and Training (DEST) Research Project http://www.dest.gov.au/archive/HIGH Findings: Generic skills gained within
2001 ERED/eippubs/eip01_16/2.htm the Health sector, particularly nursing,
Prepared by the Centre for Research into Nursing and Health Care of the can be utilized across other
University of South Australia for the National Review of Nursing Education occupational levels in Health. Also, the
Industrial, professional, educational and organisational perspectives within document stated that there was a need
the Australian and international contexts of issues relevant to the articulation to define career’ and ‘career pathway’.
of career pathways in nursing. This is not conclusive…
May be interesting from an historical perspective although a 2001 research
program.

Pathways to professional level qualifications submitted to the https://www.cshisc.com.au/docs/resea Cross collaboration and uniformity of
Productivity Places Program in February 2008 rch-reports/Environmental-Scan- standards recognition across the Health
Environmental Scan Version-2-28-April-2008.pdf sector; acknowledgement of worth
Table 2 Page 12 Community Services and Health Industries Skills Council within all VET quals; promotion of
The identification of skill sets in the HLT07 … target a similar outcome to the training packages aligned with Health to
skills escalator. The skill sets provide more pathways to different skills at a meet supply and demand
particular level of work and open up more options for advancing a career in
the industry.
Careers in Dentistry http://www.dentalcareers.com.au/Cont Relevant site for people interested in a
Australian Dental Association NSW ent_Common/pg-careers-in- number of careers within Dentistry. Both
dentistry.seo Degree and VET courses available,
Dentist, Dental Hygienist, Dental Assistant, Dental Therapist, Dental opening up its target group enormously.
Prosthetist, Dental Technical

Career Pathways for Rural GPs http://www.limestonecoastgp.com/trai A model outlining a pathway for
Medical Career Path Chart ningGP.html practicing GP’s to pursue a career in
Weblinks to individual Universities on that site rural health.
The University Departments of Rural Health program encourages students of
medicine, nursing and other health professionals to pursue a career in rural
practice by providing opportunities for students to practise their clinical skills
in a rural environment.

INTERNATIONAL MODELS AND FRAMEWORKS

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Role redesign: new ways of working in the NHS http://www.ingentaconnect.com/conte Findings - The role redesign process
nt/mcb/014/2005/00000034/00000006 involved four types of change to job
Source: Personnel Review Vol 34, Number 6, 2005 , pp. 697-712(16)
/art00006 content: skill-mix changes; job
Examination of the determinants of successful job role redesign included widening; job deepening; and
three employment issues: 1. remuneration; 2. management and development of new roles. Each of
accountability 3. education and training. The paper examines the introduction these changes had implications for
of role redesign processes and outlines important areas for consideration. employment relations in terms of
remuneration, management and
accountability, and education and
training

The UK Public Health Skills and Career Framework—Could it help to http://www.sciencedirect.com/science Equipping the whole of the public health
make public health the business of every workforce? ?_ob=ArticleURL&_udi=B73H6- workforce and a wide range of other
Article Public Health 4SF9MV5- disciplines with the knowledge and skills
Volume 122, Issue 6, June 2008, Pages 541-544 (for purchase) 1&_user=10&_rdoc=1&_fmt=&_orig=s to have a positive influence on health is
Public Health Resource Unit. earch&_sort=d&view=c&_acct=C0000 a priority. The UK is implementing a
The aim of this paper is to describe how the UK Public Health Skills and 50221&_version=1&_urlVersion=0&_ competence-based skills framework
Career Framework was developed, and to invite discussion on its potential userid=10&md5=715817a30457c1e6 that addresses this dual need.
usefulness as a tool for facilitating a shared approach to strengthening public 062c1829038cb9ae
health competence within and across countries.

Key Elements of the Careers Framework http://www.skillsforhealth.org.uk/js/upl Framework document

Skills for Health UK oaded/uploadablefile3.pdf outlining hierarchal structure within
Nine (9) levels outlined – from Level 1 Initial Entry Jobs to Level 9 Senior clinical/ non-clinical arena’s. The
Staff with the ultimate responsibility for clinical caseload decision making and http://www.skillsforhealth.org.uk/js/upl document provides clarity on the key
full on-call accountability. oaded/CF_%20Descriptors_jan_2008 responsibilities and benchmarks
Career Framework Descriptors Jan 2008 _3_5_GES_12.12.08.pdf required for each occupational level.
Table of Competence required for each level
Framework document which outlines
key competencies and standards
required for each level. Each
standard/competency increases with
complexity and responsibility, assisting
prospective employees to meet specific
objectives.

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Role redesign: new ways of working http://www.ingentaconnect.com/conte Conclusions: To improve employment

NHS Personnel Review 34, 6: 697-712. 2005 , ‘Recruitment and selection’ nt/mcb/014/2005/00000034/00000006 relations across the health sector. NHS
University of Sydney. /art00006;jsessionid=59apv12yq0qf.al has implemented change across the
A 12-month independent evaluation (2003-2004) of a role redesign initiative exandra?format=print standards of each occupational role,
in the NHS to examine the introduction of role-redesign in the NHS and particularly focusing on remuneration,
highlight implications for employment relations. accountability and management.
This paper offers the first account of this national NHS role redesign initiative The implementations relate to upper
levels which have a level of
responsibility and accountability.

AUSTRALIAN PUBLICATIONS AND POLICY DRIVERS

Australia’s Health Workforce Recommendations include:

Australian Government Productivity Commission Research Report http://www.pc.gov.au/__data/assets/p
giving greater recognition to prior
22 December 2005 df_file/0003/9480/healthworkforce.pdf learning and on-the-job training

facilitating greater Indigenous
Scope includes: participation in the health workforce
• Factors affecting the supply of, and demand for, health professionals; through changes to training delivery,
career pathways and remuneration
• The current structure and distribution of the health workforce and its
structures (page 254)
efficiency and effectiveness;
• The efficacy of health workforce planning and its linkages to health
services planning and the education sector;
• The particular health workforce needs of people in regional and remote
areas, and Indigenous Australians

Responding to Health Skills Shortages: Innovative Directions from http://www.ncver.edu.au/publications/ Findings of the project suggest that a
Vocational Education and Training 1833.html mix of short-term solutions (training
NCVER Research Project 2007 only), and medium to longer-term
University of Tasmania: S. Kilpatrick, Q Le, S Johns, P Millar, G Routley Key Messages and Supporting solutions (job redesign, holistic
Documents also available from this approaches) is required to meet existing
The study focuses on VET-trained workers in the health industry, and web page. and projected skills shortages. Five (5)
includes enrolled nurses, nursing assistants, personal care assistants, allied models identified one of which is
health assistants and Aboriginal and Torres Strait Islander health workers. Pathways to and from other training.
The research, which also examines innovative overseas approaches to skill (Page 11)
shortages in this industry, found that a partnership approach was one answer
to dealing with skills shortages in this sector.

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A blueprint for action http://www.aida.org.au/pdf/Pathways. 21 recommendations

Pathways into the health workforce for Aboriginal and Torres Strait pdf Recommendation 16 16
Islander people Establish national partnerships across
National Aboriginal and Torres Strait Islander Health Council industry
Department of Health and Ageing, Canberra. groups, governments, Aboriginal and
Torres
• Provides Australian, State and Territory governments with strategic advice Strait Islander communities and health
and strategies from the National Aboriginal and Torres Strait Islander and education organisations to achieve
Health Council (NATSIHC). an increase in Aboriginal and Torres
• Focuses on maximizing Aboriginal and Torres Strait Islander participation Strait Islander workforce participation
in the health workforce, by promoting and improving pathways between
school, vocational education and training (VET) and higher education Recommendation 17
• Retaining and building the capacity of the existing Aboriginal and Torres Develop a national system for joint
Strait Islander health workforce by addressing ongoing support and career planning, target setting and monitoring
development needs progress regarding increasing the size
and capacity of the Aboriginal and
Torres Strait Islander health workforce.
Performance
review frameworks to be supported by a
national health workforce database.

The Expanding Role Of The Rural Generalist http://www.anu.edu.au/aphcri/Domain/ Key Findings: Medical generalist roles
In Australia – A Systematic Review Workforce/Pashen_1_final.pdf in rural and remote areas:
Australian Primary Health Care Research Institute, Australian College Of • Rural generalists offer acceptable,
Rural And Remote Medicine, Health Workforce Qld, James Cook Uni & Mt sustainable and cost-effective primary
Isa Centre for Rural & Remote Health UQ. 2007 health care, anaesthetics, obstetrics,
emergency and procedural services
The project aims to address the education and training, accreditation, service Education and training for generalism:
delivery and policy implications required to enhance the growth in the • Rural and regional recruitment and
development of the future generalist workforce. medical training along the rural
‘pipeline’ enhances retention in rural
areas and generalist career choices.
Regionally planned medical workforce
production is a key policy goal. Access
to hospitals for training and professional
development is a critical challenge
Funding rural generalism:
•Primary health care is equity producing
and ‘generalist’ services are cost
effective and sustainable for rural
communities. Perverse incentives
favouring specialist and sub-specialist

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practice undermine generalist career

choices

Environmental Scan Appendix B: Identifying paths to skill growth or https://www.cshisc.com.au/index.php? Workforce development priorities for
skill recession: Decisions for workforce development in the community option=com_docman&task=cat_view& health industry identified including:
services and health industries: Research Report gid=36&Itemid=79 > Career pathways throughout the
Community Services and Health Industry Skills Council Environmental Scan. health industry must be expanded – a
Page 22 Version 2 – 24 April 2008. range of recommendations listed
This scan of the health industry identifies a range of important factors relating Health workforce reform must be
to career pathways: fostered and new agendas are
• New service models will work concurrently with new career and skill supported by the CS&H ISC; it is vital
pathways throughout and between both the VET and higher education that failed attempts from the past are
sectors. not reproduced.
• This is considered consistent with approaches internationally (e.g. UK
health workforce skill escalator and NZ whole-of-workforce approach to
health services including establishment of career pathways to support
recruitment and retention.)
Australian policy on overseas-trained doctors http://www.mja.com.au/public/issues/1 The number of OTDs employed in
Monash University 81_11_061204/bir10706_fm.html Australia’s medical workforce has
Medical Journal of Australia, December 2004, pp. 635-39. increased sharply since the mid-1990s.
Dr Robert J Birrell Come from a diversity of backgrounds.
There is no national standard in
Since the late 1990s Australian employers have recruited an increasing Australia for assessing OTDs before
number of overseas-trained doctors (OTDs) to hospital and “area of need” they are permitted to practise.
general practice positions. Assessment standards vary by state
and area of medical practice. OTDs are
While assessment standards vary by state and field of medicine, most OTDs permitted to practise without having to
are appointed without a formal assessment of their medical knowledge and pass a test of medical knowledge and
clinical skills, with registration to practice being conditional only on their clinical skills like that required in the UK,
working in hospitals and “areas of need”. By comparison, formal assessment Canada and the USA.
is required before an OTD can practise medicine in the USA, the UK and This is an unsatisfactory situation for
Canada. standards of patient care in Australia.

Pathways to Progress Nurse Practitioners http://www.nnnet.gov.au/downloads/n There may be merit in giving some
3
The National Nursing and Nursing Education Taskforce N ET p_pathways_interim_report.pdf considered thought to what would be an
February 2006 alternative, optimal model for NP
preparation and the barriers,
At this early stage of the NP role development in Australia, it is important to opportunities and leavers for a range of
achieve a greater degree of consistency in the various nursing and midwifery enhanced models of NP educational

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regulatory authority requirements for NP authorisation. The purpose of this preparation for the future. How this
report is to provide advice to Ministers on options to achieve greater national discussion can be progressed in the
consistency in the pathways for preparing NPs. absence of a national framework is
unclear.
Interventions to facilitate health workforce restructure http://www.anzhealthpolicy.com/conte Recognised shortages in most health
Australia and New Zealand Health Policy, 2: 14. June 2005 nt/2/1/14 professions in Australia is evidence that
previous attempts at health workforce
The paper proposes specific policy suggestions to facilitate workforce planning have failed. One reason for
flexibility and health workforce planning in Australia. such failure is the lack of appropriate
structures for health workforce planning
Directed towards strategies about workforce substitution [5] and to develop and that Australia needs to move
skills "escalators", that is to make it easy for existing health professionals to beyond planning for particular
acquire additional skills to enable them to perform additional tasks. professions to be based on identifying
skill shortages.
A radical new treatment for the sick health workforce http://www.mja.com.au/public/issues/1 • Propose a new class of health worker
Christopher B Del Mar, 85_01_030706/del10260_fm.pdf who would take on single disease or
Dean, Faculty of Health Sciences and Medicine single procedure responsibilities,
Naomi Dwyer, BBus, Executive Officer, Bond University, Gold Coast, QLD. working mostly to protocols; and be
The health workforce crisis needs radical treatment; simply embedded within current structures.
educating more health workers will be insufficient and role substitution • Also propose modular health
among existing health workers untenable. education which has fewer entry points
into the health system, allows transfer
between different disciplines, and is
based on modules that can be
accumulated to allow progress through
the system to gain more clinical
responsibility.

Skill shortages in health: innovative solutions using vocational www.rrh.org.au/publishedarticles/articl Conclusions:

education and training. Rural and Remote Health (online), 2007: 623. e_print_623.pdf There needs to be a balance between
The models represent a mixture of innovative service delivery models and short term solutions to current skills
training solutions from Australia, as well as international examples that could shortages (training only) and medium to
be transposed to the Australian context. longer term solutions (job design,
holistic approaches) that also address
projected skills shortages. Models that
focus on addressing skills shortages in
aged care can provide a broad pathway
to careers in health.
INTERNATIONAL PUBLICATIONS AND POLICY DRIVERS
Skill-mix and policy change in the health workforce: Nurses in http://www.sourceoecd.org/10.1787/7 Australia, Canada, England, Korea, NZ,
advanced roles 43610272486 Spain, Sweden and the US all reported
OECD Health Working Papers, that nurses in advanced roles had some
no. 17, OECD Directorate for Employment, Labour and Social Affairs 2005 level of (limited) prescriptive authority.

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Most of the policy attention on using skill-mix changes to improve health (Australia, Canada and US it reported
system performance has been on the mix between physicians and nurses. authority determined at State/P level).
Skill-mix changes may involve a variety of developments including Respondents highlighted NZ as a useful
enhancement of skills among a particular group of staff, substitution1 ‘model’ for the development of the role
between different groups, delegation up and down an unidisciplinary ladder, of the nurse practitioner, because
and innovation in roles. regulation and definition of the role
(including educational requirements)
were developed before the title used.

Summary/Observations

The research and policy material identified in the Literature segment of the document have been selected because they have clearly stated requirements and/or
recommendations for the creation of, or changes to, specific career pathways in the health industry in Australia.

The publications identified in this document have indicated that any response to health workforce issues in Australia must include the expansion, remodeling and
redesign of job roles. It is apparent that whilst there are multiple “patches” of models of career pathways with corresponding education pathways in particular
occupational groups (such as nursing), these are often restricted to government departments (i.e. Health Practitioner ladder in Queensland Health). Broadly there
does not appear to be a clear consistent career pathway model for Queensland.

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