The phrase "availability competence" is not standard in written English and may cause confusion.
It could be used in contexts discussing someone's ability to be available or manage availability effectively, but it is not commonly recognized.
Example: "Her availability competence allows her to juggle multiple projects without missing deadlines."
Alternatives: "availability skills" or "competence in availability".
Contents of the lists include not only detail tasks, but also necessary resources required, resource availability, competence required, machines states and relative schedule.
5 WHO describes the dimensions of a well-performing workforce as availability, competence, responsiveness and productivity.
It is now widely acknowledged that adequate health care delivery depends on the performance of the health workforce, which is determined by the availability, competence, productivity and responsiveness of health workers [ 4].
Specifically, the study aimed at examining the performance based on the WHO dimensions of availability, productivity, competence and responsiveness.
The project's focus was to improve HIV patient tracking and follow-up, increase availability and competence of health workers, and improve service organization.
Their roles were to assign patients to different doctor-nurse pairs based on the triage score previously assigned by the triage nurse, and on the availability and competence of each care team.
There are studies which have separately tried to understand the user's perspective of care like responsiveness, promptness, inter-personal behaviour and provider's perspective in terms of availability and competence to deliver care, provision of medicine and supplies, infrastructure.
Problems such as health care inequity and cultural competence, availability, affordability, and accessibility of primary care physicians and specialists have not been specifically studied within a comprehensive health service framework.
Resource availability and worker competence are essential but not sufficient to ensure desired worker performance.
The performance of health workers was measured using four dimensions namely responsiveness, availability, productivity and competence.
Several HR aspects of EmOC structure are reported in the selected studies, i.e. availability, qualifications and competence.
