Content area
Background
Zoonotic diseases, which are transmissible between animals and humans, account for approximately 75% of emerging human infectious diseases. Management of these diseases is crucial for reducing risks to human and animal populations. The Tripartite Zoonoses Guide (TZG), developed by the Tripartite organisations—Food and Agriculture Organization of the United Nations (FAO), World Health Organization (WHO), and World Organisation for Animal Health (WOAH)—identified workforce capacity as vital in delivering a One Health approach to zoonotic disease prevention, preparedness, and response. Most workforce development efforts are sector-specific. The Workforce development for effective management of zoonotic diseases: Operational tool of the Tripartite Zoonoses Guide (WFD OT) was developed collaboratively by the Tripartite to strengthen cross-sectoral and multidisciplinary workforce capacity.
Methods
A landscape analysis was conducted to inform the development of the WFD OT. WHO coordinated a Technical Working Group (TWG) comprising international experts, which convened monthly to guide the development process. The TWG was responsible for designing and developing the core components of the WFD OT, including the workforce functions, occupations, competencies, training programmes, and supporting tools and resources. Following development, the tool was piloted in three countries and officially launched in December 2024.
Results
The WFD OT provides a detailed framework for managing zoonotic diseases, including 36 functions across five phases of disease management, 57 occupations, 133 competencies, and 383 training programmes. It also provides a database of 196 tools and resources to address various aspects of workforce development. The tool is designed to be flexible, offering delivery options that include in-person, online, or a combination of both formats. The tool can be used independently or with support from FAO, WHO, and WOAH and is intended to be integrated into existing national and sub-national broader workforce strategies.
Conclusions
Zoonotic diseases present complex One Health challenges that require a competent workforce capable of effective multisectoral collaboration. The WFD OT guides countries to create a comprehensive work plan for strengthening multisectoral workforce capacity.
Background
Countries’ capacities and capabilities to effectively prevent and manage zoonoses are critical to reduce risks to human and animal populations, as well as their economic and societal impacts. According to the World Health Organization (WHO), a zoonotic disease or zoonosis is any disease or infection that is transmissible between animals and humans [1]. Approximately 75% of emerging human infectious diseases are zoonotic [2], making their prevention and management a global health priority. A transdisciplinary, multisectoral One Health approach—as defined in the Tripartite Zoonoses Guide (TZG) [3]—involving all relevant sectors and disciplines across the human-animal-environment interfaces to address health issues, is essential. The Tripartite organisations, comprising the Food and Agriculture Organization of the United Nations (FAO), the World Health Organization (WHO), and the World Organisation for Animal Health (WOAH), jointly developed and launched the TZG in 2019 to promote coordinated action against zoonotic threats. More than 100 experts worldwide contributed to the TZG development, providing best practices for countries to manage zoonotic diseases and other threats through a One Health approach. These practices, organised into strategic technical areas, are based on national and sub-national contexts.
Operational tools have been developed to support countries to implement best practices provided in the TZG. These include (1) the Joint Risk Assessment Operational Tool (JRA OT), published in 2020 [4]; (2) the Multisectoral Coordination Mechanism Operational Tool (MCM OT), published in 2022 [5]; (3) the Surveillance and Information Sharing Operational Tool (SIS OT), published in 2022 [6]; (4) the Monitoring and Evaluation Operational Tool (M&E OT), published in 2024 [7]; and (5) the Workforce Development Operational Tool (WFD OT), published in 2024 [8]. The TZG tools are complementary and can be used independently or in combination.
The WFD OT supports countries in planning and preparing their workforces to effectively manage zoonotic diseases through coordinated, multisectoral functions. The growing demand for a skilled zoonotic disease workforce occurs in a context of global health and care workforce shortage of 15 million health workers in 2020 [9]. Whereas most workforce development efforts tend to be sector-specific, the management of zoonotic threats necessitates a One Health approach that recognises the interconnected roles of human, animal, and environmental health sectors. This paper outlines the methodological approach used in developing the TZG WFD OT—from the initial landscape analysis, the iterative phases of tool design and development, to piloting.
Methods
Technical working group
A technical working group (TWG) of international experts was established in May 2022. The TWG consisted of 17 members with expertise in workforce development from the Tripartite organisations (FAO, WHO, WOAH) and Unlimit Health, a London-based, non-profit international organisation working to end parasitic diseases. The process of tool development was led by WHO, with monthly consultations with the TWG from December 2022 to June 2024. The TWG contributed to scope setting, conceptual approach, exercise development, and overall technical content.
Landscape and scoping analysis
WHO contracted an independent consultant—affiliated with Unlimit Health—through an open competitive process to conduct the landscape and scoping analysis. Between August and December 2022, twenty-one semi-structured online consultations were conducted, involving a total of 22 representatives. One of these consultations included two participants. The organisations represented included: FAO, the United Nations Environment Programme (UNEP), WHO, WOAH, international research projects, governments, universities, and academic networks at international, regional, and country levels. Representatives were identified through a combination of WHO selection and snowball sampling, whereby each participant was invited to recommend additional individuals for consultation. Selection was based on their recent involvement in projects or initiatives related to workforce development, with a particular focus on the in-service health workforce. The consultations had two main objectives. The first was to understand the existing tools, programme approaches, and training frameworks available to help countries develop a multisectoral, One Health workforce for zoonotic disease management. The second objective was to identify gaps, priorities, and recommendations for tools to assess national capacity at the human-animal-environment interface and to create a workforce development plan. The results of the consultations were collected and analysed by the consultant [10]. Three out of 22 representatives—David Sherman, Sonia Fevre, and Stacie Dunkle—continued being actively involved in the WFD OT development as the TWG members.
Conceptual approach
After consultation and agreement by the TWG, the conceptual approach of the WFD OT was adapted from the guidance provided in WHO’s National Workforce Capacity to Implement the Essential Public Health Functions including a Focus on Emergency Preparedness and Response [11]. The WFD OT provides a structured framework for workforce development which comprises four interlinked actions: defining critical institutional functions, identifying required occupations and institutional competencies, and linking these to available training and resources (Fig. 1).
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Fig. 1
Conceptual approach for the WFD OT
The WFD OT targets zoonotic disease workforce planners, such as those involved in workforce assessment and forecasting, training and development, performance management, succession planning, and retention strategies. They include government authorities across all administrative levels and sectors, who will be referred to as “users”. The WFD OT primarily addresses capacities at the institution level. It covers functions led by various sectors, including human health, animal health, and environment, as well as independent bodies and workers, within a multistakeholder, multisectoral approach. For the rest of the paper, the reference to “institution” captures this broader understanding of entities.
Defining workforce functions is at the core of the tool. Functions are duties and responsibilities performed by the workforce on behalf of an institution to ensure coordinated zoonotic disease management (including preparedness, prevention, detection, response, and recovery). Once functions are defined, the occupations (jobs that people are associated with in an institution) necessary to fulfill relevant functions are identified. Next, users determine whether institutions have adequate competencies for each function. A competency is defined as the ability to integrate knowledge, skills, and attitudes in the performance of tasks. Education and training programmes for the relevant occupations are designed accordingly. Exercise instructions to carry out these stepwise actions are described in detail in the WFD OT publication and its associated materials [8].
After implementing the WFD OT, countries may proceed to an advanced evaluation of their workforce. They consider if they have enough qualified personnel to meet demand by measuring the number of relevant occupations and mapping their geographic distribution. Tools like the National Health Workforce Accounts: A Handbook [12] and the Health Labour Market Analysis (HLMA) guidebook [13] can assist in this process.
Scope and users
The WFD OT focuses on functions, occupations, and competencies within institutions to effectively manage zoonotic diseases in countries. Different elements of the workforce-related enabling environment—such as governance, policy, and legislation, working conditions, and Standard Operating Procedures—can be explored in parallel. This review can make use of existing tools and resources, including the Portfolio of policy guidance notes on promoting decent work in the rural economy [14] and the User’s guide to the WHO global code of practice on the international recruitment of health personnel [15].
The tool encourages the involvement of not only technical personnel but also staff responsible for human resources and training/education specialists within agencies involved in zoonotic disease management. In addition to human health (e.g., Ministry of Health), animal health (e.g., Ministry of Agriculture) and environment sector (e.g., Ministry of Environment or Ministry of Natural Resources), other disciplines such as sociology, economics, and political sciences can be engaged to facilitate a comprehensive use of the tool.
Development of technical components
The development process of the 5 fundamental technical components—functions, occupations, competencies, training programmes, and tools and resources—in the WFD OT is described below. In the context of the tool, functions, occupations, and competencies are considered and analysed at the institutional level.
Functions
Functions in the WFD OT are defined as sector-specific and multisectoral duties/responsibilities to ensure coordinated zoonotic disease management. They are performed by the workforce on behalf of an institution. A preliminary list of 18 essential institutional functions for zoonotic disease management was developed based on functions appearing in the Response Preparedness Programme (RePrep), which supports countries to develop a multisectoral outbreak response framework [16]. The list was tested in a pilot in the Federal Democratic Republic of Ethiopia in May 2023 (more information in the “Pilot workshops” section). The list of 18 functions was expanded to cover all phases of disease management (i.e., preparedness, prevention, detection, response, and recovery). They were then grouped according to the TZG technical areas [3]. To ensure comprehensiveness, relevant technical areas and functions from the IHR-PVS National Bridging Workshop (NBW) [17] and the WHO Essential Public Health Functions [18, 19] were incorporated, aligning as closely as possible with the TZG terminologies. The TWG members further discussed and provided inputs in a series of monthly meetings until the list was finalised.
Occupations
According to the International Standard Classification of Occupations [20], occupation is defined as a “set of jobs whose main tasks and duties are characterised by a high degree of similarity”. A person may be associated with an occupation according to the main job currently held, a second job, a future job, or a job previously held. Sector-specific and multisectoral occupations relevant to zoonotic disease management were drawn and adjusted from the International Standard Classification of Occupations; the technical report on public health emergency preparedness—core competencies for EU Member States [21]; Essential public health functions: a guide to map and measure national workforce capacity [22]; results of the WFD OT pilot in the Republic of Albania in 2023 [23] and NBW reports [24]. A list of occupations for human health, animal health, wildlife, environment, and other relevant sectors to address zoonotic diseases is proposed in the WFD OT. Sector-specific occupations, such as veterinary epidemiologists, medical practitioners, and ecologists, were uniquely designated for each sector. In contrast, multisectoral occupations—like finance officers, project managers, and communication officers—were shared across sectors.
Competencies and competency packages
A competency framework for the WFD OT was developed by simplifying and consolidating existing competencies from relevant published frameworks [25]. Twenty-four competency frameworks were identified through online searches and by the TWG with the inclusion criteria: (1) relevance to One Health, public health, animal health, or environmental health; (2) applicability to the management of zoonotic diseases; and (3) published in 2012 or later. If a publication had been used to develop an updated framework, only the most recent version was included in the analysis. For instance, the 2012 Rome Synthesis framework [26] was subsequently revised and incorporated into Advancing One Health: Updated Core Competencies [27]; therefore, only the latter was considered. It is acknowledged that the revision and incorporation may have been carried out by different groups of authors or organisations. Competencies specific to topics indirectly related to zoonotic disease management such as antimicrobial resistance, chemical, biological, radiological, and nuclear (CBRN) emergencies, and food security were excluded.
Training programmes
A database of global- and regional-level training programmes was developed. Training programmes were identified through an online search, consultation with the TWG, and consultations with organisations such as Southeast Asia One Health University Network (SEAOHUN) and UNEP. The focus was on training programmes developed by FAO, UNEP, WHO, WOAH, or other United Nations agencies. The eligibility criteria of training programmes in the database are listed below.
Inclusion criteria of training programmes in the WFD OT (all conditions must be met):
Relevant to human health, animal health, the environment and/or wildlife;
Relevant to zoonotic disease management;
Designed for national and subnational government authorities;
Non-degree courses or training that can be conducted in-service or incorporated into work schedules;
In-person, online, or a combination;
Either open access or restricted according to application or program criteria;
Sustainable for long-term engagement; and
Available in any language (subtitles for recordings are not considered a separate language from the language used in the recordings).
Exclusion criteria of training programmes in the WFD OT (at least one condition is met):
One-off training courses; or
Courses for enrolled degree students, i.e., master’s degree, doctoral degree.
Tools and resources
A database of tools and resources to supplement training options was developed. “Tools” are defined as requiring active participation, usually in discrete steps and duration to completion. “Resources” are defined as passively informing activities, plans and strategies, with no start or finish. The database includes global- and regional-level tools and resources that address workforce-related areas including functions, occupations, competencies and workforce enabling environment. The inclusion criteria for tools and resources (all conditions must be met) were as follows:
Available in any language;
Developed by FAO, UNEP, WHO, WOAH and/or partners;
Relevant to zoonotic disease management; and
Designed for government personnel at any level and sector.
The tool, along with its associated materials, including training and tool and resource databases, is available at: https://www.who.int/initiatives/tripartite-zoonosis-guide/workforce-development.
Validation and publication process
The final WFD OT and its materials were reviewed by the TWG, validated by FAO and WOAH, and then submitted to WHO for clearance. The main WFD OT document and its supplemental materials were published in December 2024 on the WHO, FAO, and WOAH platforms [8].
Results
Development of the WFD OT
Landscape and scoping analysis
Consultations during the landscape analysis identified 18 existing tools or programmes for workforce development, and two main gaps were found. The first gap was the need to link workforce capacity assessment and planning with existing resources or programmes or to tailor these programmes to meet priority needs. The second gap was that most workforce capacity assessment and development resources do not consider multisectoral involvement or include broader workforce content. Many of the resources identified were sector-specific or focused on a single area like field epidemiology.
The WFD OT was therefore developed to address these gaps with 3 key elements—assessing current workforce capacity, creation of a workforce action plan, and linking actions to workforce development resources.
Pilot workshops
Three national-level WFD OT pilot workshops were held in the Federal Democratic Republic of Ethiopia, the Republic of Albania, and Kazakhstan from 2023 to 2024. The use or pilot of the tool was requested by countries through WHO country and regional offices.
The goal of the first pilot was to refine the list of the WFD OT functions. A half-day WFD OT pilot workshop was organised in Adama, the Federal Democratic Republic of Ethiopia, in May 2023. Forty-five representatives from the Ethiopian Public Health Institute, Ministry of Agriculture, and the National One Health Steering Committee reviewed the WFD OT functions by category. They then revised to tailor the WFD OT functions to fit the Ethiopian context. Additionally, they further identified relevant occupations and institutions needed to deliver each function in Ethiopia.
The second pilot was held in Tirana, the Republic of Albania, in September 2023. Over the 2-day pilot, participants from the Ministry of Health and Social Protection and the Ministry of Agriculture and Rural Development engaged in the WFD OT process [23]. This pilot provided a crucial evaluation of the tool’s initial full draft, which included Module 1 (situation analysis), Module 2 (workforce analysis), and Module 3 (workforce planning). Two local consultants were contracted to support the situation analysis before the workshop, during the workshop, and reporting after the workshop. An online evaluation survey was sent to participants after the workshop. The consultants summarised the feedback raised during the workshop and from the online evaluation in a slide deck and the final report (see Additional file 1). The feedback was reviewed during the TWG in-person consultation held in Geneva, Switzerland, in September 2023, to facilitate tool revision.
Three revised modules were then tested in Almaty, Kazakhstan in a 3-day workshop in January 2024. Twenty-eight representatives from the Ministry of Health, Ministry of Agriculture, and Ministry of Ecology and Natural Resources, at both national and sub-national levels, participated in the exercises following the stepwise approach in the 3 modules. Concrete outputs from the workshop included a list of 10 prioritised functions to address zoonotic disease management in Kazakhstan (agreed by all 3 ministries); lists of occupations within each participating ministry for zoonotic disease management; and gaps in competencies suggested for each prioritised function. Another significant outcome of the workshop is the establishment of a national technical group with representatives from all three sectors to implement the activities described in the workshop report [28]. Feedback on the revised modules from this pilot gathered through an online survey informed the finalised steps and exercises of the WFD OT. Key themes emerging from the survey feedback included: adaptation to national and local contexts, engagement with non-traditional One Health stakeholders, use of interactive discussions and exercises, and considerations around terminology and translation (see Additional file 2).
Components of the WFD OT
The 5 technical components of the WFD OT—functions, occupations, competencies, training programmes, and tools and resources—were finalised and summarised in Table 1.
Table 1. Technical components of the WFD OT
Component | Description |
|---|---|
Functions | 36 functions across 8 categories: (1) strategic planning and emergency preparedness; (2) surveillance and information sharing; (3) coordinated investigation and response; (4) joint risk assessment; (5) risk reduction, risk communication, and community engagement; (6) research; (7) workforce development; (8) monitoring and evaluation |
Occupations | 57 occupations - 36 sector-specific occupations (i.e., animal health, human health, environment, wildlife) - 21 multisectoral occupations |
Competencies | 36 competency packages, containing a total of 133 competencies - 14 non-technical competency packages (consolidated from 57 individual competencies) - 22 technical competency packages (consolidated from 76 individual competencies) |
Training | 383 training courses and programmes - 293 global-level - 90 regional-level |
Tools and resources | 196 tools and resources - 128 tools - 68 resources |
The final list of institutional functions contains 36 functions in 8 categories. As a result of the pilots, sub-functions were also developed to support users of the WFD OT to better understand the functions. A total of 36 sector-specific and 21 multisectoral occupations were included in the tool. Examples of tasks for each occupation are provided to help users understand the typical duties and to identify similar roles, with potentially different titles, in their country.
A total of 2403 competencies from the 24 frameworks were extracted and consolidated into the final list of 133 competencies for the WFD OT. The 133 competencies, each starting with “Ability to,” were further simplified and manually grouped into 36 competency packages. These competency packages were then categorised as either technical or non-technical. The non-technical competency packages are applicable for personnel in all disciplines associated with zoonotic disease management. The technical competency packages are applicable for personnel depending on their specific roles and responsibilities.
A total of 383 training programmes were included and matched with up to 5 of the 36 competency packages of the WFD OT. Out of the 383 training courses or programmes, 293 (76.5%) are applicable globally, while 90 (23.5%) are applicable regionally. Users can select the training options by various criteria, such as the competency packages that need improvement, the regions where the courses are applicable, and the languages offered.
A total of 196 tools and resources to address workforce issues were identified. Users can select tools and resources by choosing one or more areas to address such as institutional functions, occupations, and competencies; enforcement of policy and legislation; occupational health and safety; and governance.
How to use the WFD OT
The WFD OT, published in December 2024, was organised to guide users through a series of modules consisting of 10 technical steps (see Fig. 2). Through the modules and exercises, the WFD OT enables government authorities and stakeholders to identify the existing and needed functions, occupations, and competencies in the workforce at the institutional level. Any challenges and needs in these areas and in the enabling environment are identified.
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Fig. 2
Modules and steps of the WFD OT
These 10 steps can be delivered in-person, online, or a combination of both formats. This allows for countries to use the tool flexibly depending on needs and convenience. All modules are self-paced, for both the online format and in-person workshops. It is recommended that Module 1 (setting up), which involves high-level buy-in and direction of the tool application, be conducted approximately 3 months in advance to ensure adequate user engagement in Module 2 (workforce analysis).
Module 2, Step 4 is crucial for the effective use of this tool. In this step, sectors agree on a list of up to 10 priority functions. Users from all sectors discuss and collectively select these functions based on their importance, requirements, and the urgency of strengthening capacity and competency. These selected functions will be addressed in the subsequent steps.
Users generate outputs to enhance sector-specific and multisectoral workforce at various steps of the tool use. Table 2 presents the specific steps of the WFD OT and their respective outputs. At the end of step 9, countries ultimately have a work plan for recommended actions to strengthen multisectoral workforce for effective zoonotic disease management. The tool provides a template for participating sectors to agree on ways forward and actions for collective workforce strengthening and a simple tool to monitor progress.
Table 2. Outputs of specific steps of the WFD OT
Module | Step | Concrete outputs |
|---|---|---|
Module 1: Setting up | 1. Generate buy-in and secure agreement to use the WFD OT | N/A |
3. Identify a steering committee, technical team and users | N/A | |
5. Conduct a situation analysis and set the scope | N/A | |
Module 2: Workforce analysis | 6. Select and review the priority functions of the workforce | A complete list of functions for zoonotic disease management for the country |
A list of up to 10 priority functions agreed among sectors | ||
8. Match and rate occupations to priority functions | A list of occupations for zoonotic disease management by sector | |
9. Identify needs and challenges | Analysis of challenges and needs within the workforce and in the enabling environment by sector | |
A summary of the most critical functions to be strengthened in institutions | ||
11. Rate competency packages required for priority functions | A summary of the most critical competency packages to be strengthened in institutions | |
Module 3: Sustainable workforce development planning | 12. Identify resources for strengthening competency packages | Recommended sector-specific training options |
Recommended multisectoral training options | ||
14. Link critical needs, competencies and resources, and initiate the workplan | Recommended actions for multisectoral workforce strengthening and planning | |
15. Develop or adapt an M&E framework and include it in plan(s) | N/A |
Facilitators’ manuals were created for both in-person and online formats, providing facilitators with tools and resources to successfully conduct a workshop in either format.
The resulting WFD OT report can be used collectively and in sectors that contribute to zoonotic disease management. The recommended actions and outputs can be included in existing national and sub-national workforce strategies and/or plans to facilitate prioritisation, financing, coordination, and implementation.
Facilitator training or training-of-trainers (ToT) at the national or sub-national level is beneficial to facilitate understanding of materials, guide participants during the tool use, and encourage country ownership. This ensures that the results align as closely as possible to the objective of the tool use for the country.
The WFD OT can be used alone or with other activities for strengthening capacity for management of zoonotic diseases. While support is offered by FAO, WHO, and WOAH, countries can also use the tool independently. Countries can repeat the WFD OT process to address additional functions or to assess progress made within the workforce.
By linking workforce capacity analyses, planning, and existing training options and resources, the tool provides a strategic and comprehensive view of workforce development. Countries can then delve into specific workforce-related topics using other existing tools and resources as needed. This approach helps prevent countries from being overburdened by the numerous available tools.
Discussion
The WFD OT is the first tool designed to develop workforces for effective collaboration, especially in managing zoonotic diseases. Users from different sectors connect workforce assessment and planning with existing resources. This approach addresses 2 gaps identified in the landscape analysis [10]: the lack of linkage between workforce assessment and planning with resources, and the sector-specific nature of most workforce development efforts.
Some existing tools address parts of the gaps. The One Health System Mapping and Analysis Resource Toolkit (OH-SMART) [29] supports systematic evaluation and enhancement of multisectoral coordination and collaboration and links with action planning. However, OH-SMART does not guide users to any specific resources. Another example is the One Health Competency Framework for Workforce Resilience (OH-FRAME) which provides a framework linking sector-specific and One Health competencies. OH-FRAME is organised into a matrix of skills needed by technical roles of a multidisciplinary team [30]. It emphasises professional development training within technical disciplines and across sectors but does not include workforce analysis. The One Health Workforce—Next Generation project works with the Africa One Health University Network (AFROHUN) and Southeast Asia One Health University Network (SEAOHUN) to develop and deliver training in alignment with One Health core competencies and technical skills [31, 32–33]. Even though there is a workforce assessment component, it is more focused on curriculum design and delivery.
The WOAH’s Performance of Veterinary Services (PVS) Tool and the In-Service Applied Veterinary Epidemiology Training (ISAVET) programme are examples that focus on the animal health sector. The PVS Tool provides national Veterinary Services an understanding of their strengths and areas of improvement, including their workforce [34]. FAO, in collaboration with national governments, offers the ISAVET programme to address gaps in the animal health sector to prevent, detect, and respond to outbreaks. The programme covers three key areas: epidemiology, laboratory, and emergency management [35]. The Competencies for One Health field epidemiology (COHFE) framework has recently been published to offer a One Health approach to field epidemiology training [36]. Though it addresses the knowledge, skills, and competencies across human, animal, and environment sectors, it focuses on field epidemiology only.
The WFD OT aims to analyse the workforce within institutions; therefore, the functions, occupations, and competencies are assessed at the institutional level rather than individually. This promotes sustainability as institutions can maintain the capacity even with the turnover of trained personnel.
Competency Package 17, “Health Monitoring/Epidemiological Studies,” encompasses competencies related to data exchange and analysis. A review of pre-consolidation competencies across 23 relevant published frameworks highlights competencies in data management, data analysis, information generation, and dissemination—but lacks an explicit mention of data collection. Given that data collection is a fundamental aspect of epidemiological studies, it should be considered when designing relevant training, even if it is not currently listed as a separate competency.
The Quadripartite organisations—FAO, UNEP, WHO, and WOAH—naturally emphasise technical competencies in their training offerings, given their focus on specialised domains like public health, agriculture, and animal health. While these technical skills are essential, non-technical competencies such as leadership, collaboration, and management are universally relevant across professions. The workforce seeking training in these broader skill sets might find additional opportunities through academic institutions, professional development courses, or internal career development initiatives within their organisations. Strengthening these competencies can enhance multisectoral collaboration and improve organisational effectiveness.
The WFD OT has certain limitations in both its development and the tool itself.
The first limitation during development was that the TWG’s desk review and analysis only accessed global and regional materials due to the tool’s international scope. Therefore, a dual approach is recommended when using the tool: (1) accessing internationally available resources through the tool, and (2) identifying national and sub-national resources to complement the tool’s materials. The WFD OT provides a standard set of materials that countries can adapt to their specific contexts. Secondly, the training options and resources listed in the tool’s databases were collected up until August 2024 and updated in March 2025. The tool does not endorse these training options, tools, or resources unless they were developed by FAO, WHO, and/or WOAH. Regular updates are necessary to keep the databases most useful for countries and stakeholders. Lastly, representatives from the environment sector (Ministry of Environment equivalent) were not involved in the pilot workshops in Ethiopia and the Republic of Albania. Consequently, the inputs to improve tool materials may have been more robust for the human and animal health sectors.
The tool’s limitations include its focus on zoonotic diseases, its targeting of government institution workforces, and the lack of workforce quantification and inclusivity components.
The WFD OT materials focus on zoonotic disease management but can be applied to other threats at the human-animal-environment interface. While the tool targets government institution workforces, it can include non-state workforce actors. Employees in private sectors, Civil Society Organizations, education, and other sectors contributing to zoonotic disease prevention and management should be included when using the tool. Universities and training institutions can also participate and collaborate in workforce training. The tool emphasises qualitative workforce assessment and planning and does not consider workforce quantity or inclusivity. Aspects such as having enough trained personnel to meet demand or ensuring gender and social diversity are not fully addressed. Countries are encouraged to explore additional elements, including workforce distribution and workplace equality.
The successful development of the tool was driven by the dedication of the TWG, who actively participated in monthly meetings. Funding played a crucial role, enabling a consultant to focus entirely on its development. Additionally, coordination and financial support from regional and country offices ensured effective pilot implementation.
A major challenge in developing this global tool was ensuring that its content remained broad enough for worldwide applicability while still being adaptable to specific country contexts. Due to limited funding, the tool is officially published only in English. Future financial support may enable translations into other UN languages.
Conclusions
Zoonotic diseases, especially those with epidemic or pandemic potential, present complex One Health challenges that require collaboration across multiple sectors. A skilled workforce is essential for coordinated and effective disease management. The WFD OT helps countries strengthen this capacity, ensuring efficient and strategic approaches to multisectoral workforce development.
Acknowledgements
Not applicable
Authors’ contributions
OP oversaw the tool development process, developed, finalised, and piloted tool materials. CB developed, finalised, and piloted technical contents and tool materials. MIA coordinated and supported the pilot in the Federal Democratic Republic of Ethiopia. CSAD developed examples of tasks of occupations included in the tool. GB, MB, SD, SF, GG, PSH, GI, YK, GL, JKL, HM, MM, SO, DS, LS, TT, and SdR are members of the TWG and contributed to scope setting and the development of a conceptual approach, exercises, and overall technical contents. KE started the conceptualisation of the tool. GL also worked on landscape analysis. CM, JS, and CW reviewed the final manuscript. KD coordinated and supported the pilot in Kazakhstan. AX coordinated and supported the pilot in the Republic of Albania. All authors read and approved the final manuscript.
Funding
This tool development was sponsored by the United States Department of Defense, Defense Threat Reduction Agency (DTRA) with the period of performance from July 2022 to July 2024. The content of the information does not necessarily reflect the position or the policy of the Federal Government of the United States, and no official endorsement should be inferred. We would also like to acknowledge the United States DoD DTRA Cooperative Threat Reduction Program’s support of project HDTRA1-18–1-0007 Building Tripartite International Guidance Tools for the National Implementation of One Health.
Data availability
All data generated or analysed during this study are included in this published article and its supplementary information files. The tool, along with its associated materials including training and tool and resource databases, is available at: https://www.who.int/initiatives/tripartite-zoonosis-guide/workforce-development.
Declarations
Ethics approval and consent to participate
The development of the operational tool involved desk-based review, expert consultations, and pilot testing of materials in countries. These activities were conducted to support operational implementation and did not constitute human or non-human subject research. As such, ethics approval was not required. All individuals involved in the development process participated voluntarily. Members of the technical working group were invited based on their expertise and agreed to be consulted throughout the tool development process. At the country level, participants were nominated by their respective ministries or institutions to attend pilot workshops in alignment with their professional roles and responsibilities. These activities were conducted as part of routine technical collaboration and did not involve research procedures requiring formal informed consent.
Consent for publication
Declaration of consent and release for photograph, video, and/or sound recordings of named and unnamed subjects, as per WHO policies, was received from participants and/or WHO country offices for reports referenced in this article.
Competing interests
The authors declare no competing interests.
Abbreviations
Tripartite Zoonosis Guide
The Workforce Development for Effective Management of Zoonotic Diseases: Operational Tool of the Tripartite Zoonoses Guide (AKA Workforce development operational tool)
Food and Agriculture Organization of the United Nations
World Health Organization
World Organisation for Animal Health (founded as OIE)
Technical Working Group
United Nations Environment Programme
IHR-PVS National Bridging Workshop
Publisher's Note
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
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