Columbus Public Health Training Curriculum Plan - 2016 HUMAN … · 2016-04-14 · Columbus Public Health FINAL CPH_Training_Curriculum_Plan_Final_2016.04.14.docx 04/14/2016 Pg 6

Columbus Public Health Training Curriculum Plan - 2016

HUMAN RESOURCES OFFICE/OFFICE OF WORKFORCE DEVELOPMENT SUBJECT: Columbus Public Health (CPH) Training Curriculum Plan

Annex of the CPH Workforce Development Plan

SCOPE: Columbus Public Health, All Staff

TOTAL NUMBER OF PAGES: 70

REVIEW FREQUENCY: Annually

ORIGINAL DATE ADOPTED: 07/08/2013

LATEST EFFECTIVE DATE: 6/27/2016

REVIEW/REVISION DATE(S): 04/14/2016

PRIMARY AUTHOR(S): Beth Ransopher

BOARD OF HEALTH APPROVAL DATE: N/A

REFERENCE NUMBER: N/A

Columbus Public Health FINAL

CPH_Training_Curriculum_Plan_Final_2016.04.14.docx 04/14/2016 Pg 2 of 70

SIGNATURE PAGE: Endorsement: Training Curriculum Plan We hereby endorse the Columbus Public Health (CPH) Training Curriculum Plan, as a part of CPH’s Workforce Development Plan on behalf of the City of Columbus. The CPH Training Curriculum Plan shall be used as the department’s training and curriculum schedule listed by plan priorities. Health Commissioner

______ ___6___/__13___/_2016___ Teresa Long, M.D., M.P.H. – Columbus Public Health Date Medical Director – Assistant Health Commissioner

______ ____6__/___3___/__16____ Mysheika Williams Roberts, M.D., M.P.H – Columbus Public Health Date Chief Operations Officer - Assistant Health Commissioner

______ ____5__/__20___/__16____ Roger Cloern – Columbus Public Health Date Chief Nursing Officer - Assistant Health Commissioner

______ ____6__/__13___/__2016__ Nancie Bechtel, RN, BSN, CEN, EMTB – Columbus Public Health Date



RECORD OF CHANGES TO THE PLAN:

DATE WHAT IS CHANGED NAME SIGNATURE

04/14/16

Training updates and plan revisions. Added new employee plans, Board of Health, and Health Equity.

Beth Ransopher



TABLE OF CONTENTS:

Topic Page

Title Page 1

Signature Page 2

Record of Changes to the Plan 3

Table of Contents 4

Overview 5 - 6

Training and Curriculum Plans 7

Priority 1: Columbus Board of Health 7 - 9

Priority 2: Communications and Public Information 10 - 14

Priority 3: Emergency Preparedness 15 - 19

Priority 4: Environmental Health 20 - 22

Priority 5: Fundamentals Training Program 23 - 24

Priority 6: General (Annual Competencies) 25 - 30

Priority 7: Health Equity and Minority Health 31 - 32

Priority 8: Leadership University 33 - 36

Priority 9: New Employees 37 - 41

Priority 10: Nursing 42 - 46

Priority 11: Occupational Health and Safety 47 - 50

Priority 12: Professional Competencies 51 - 53

Priority 13: Quality Improvement 54 - 56

Priority 14: Seasonal Employees 57 - 59

Priority 15: Social Workers and Clinical Counselors 60 - 62

Priority 16: Supervisors 63 - 64

Priority 17: Supervisor Toolbox Training Program 65 - 66

Priority 18: Temporary Employees 67 - 69

Conclusion 70

Citations 70

Plan Maintenance and Point of Contact 70

Contributors 70



OVERVIEW Introduction

This document provides a comprehensive training and curriculum plan for all employees of Columbus Public Health (CPH). The Training Curriculum Plan is a roadmap for CPH to accomplish the priorities set forth by the mission and vision of the organization, professional development strategies and identified training gaps. The priorities for the CPH Training Curriculum Plan were selected from departmental, city, regional, state and federal requirements, discipline specific priorities and continuing education requirements. The trainings selected within the priorities were determined using training needs assessment results, current topics of importance to the department, input from the Workforce Development Workgroup, training evaluation results, lessons learned from past exercises and real events, and suggestions from staff. The CPH Training Curriculum Plan serves as an annex to the CPH Workforce Development Plan (1). The CPH Training Curriculum Plan also addresses several Public Health Accreditation Board domains and standard measures where training and professional development requirements are stated, including Accreditation Standard 8.2: Ensure a competent workforce through the assessment of staff competencies, the provision of individual training and professional development, and the provision of a supportive work environment (2). The CPH training program is administered by the Office of Workforce Development located in the Human Resources Office. The training agenda described in this plan is a flexible yet binding document for the department. The Training Curriculum Plan is a comprehensive representation of the natural progression by which CPH will maintain and improve public health skills and competencies to ensure a capable, competent, well-trained and prepared public health workforce.

The CPH Training Curriculum Plan is divided into sections highlighting a “Priority”, or public health discipline, which are the identified top training areas for CPH as supported by the CPH Workforce Development Plan (1).

Each priority includes the following sub-sections: a background description, roles and responsibilities, as well as collaborative efforts and training resources. Some priorities also include an improvement plan section documenting past drills, exercises and identified gaps to further define an exercise schedule. Also within each priority is a matrix detailing the training, intended completion date, audience and benchmark, as well as the competency and or discipline the training meets.

Plan Layout



OVERVIEW Plan Layout, Within each priority matrix is a competency and discipline column which is a crosswalk

of how training efforts may accomplish requirements in several areas. The public health competences noted are from the Council on Linkages Public Health Core Competencies (3) and the disciplines noted are the priority areas identified by the department.

The following list describes the ‘Competencies and Disciplines Met’ column in each

training priority area. The crosswalk will be noted by the following letters (public health competencies) or numbers (discipline priorities) in order to remain consistent and save space. In a few areas the Public Health Accreditation Board (PHAB) measure has been cited, as noted by the designation of PHAB (domain and/or measure).

Public Health Competencies (noted as ‘PHC’)

Discipline Priorities (noted as ‘DP’)

A Analytical/Assessment 1 Columbus Board of Health

B Policy Development/Program Planning 2 Communications and Public Information

C Communication 3 Emergency Preparedness

D Cultural Competency 4 Environmental Health

E Community Dimensions of Practice 5 Fundamentals Training Program

F Public Health Sciences 6 General (annual competencies)

G Financial Planning and Management 7 Health Equity and Minority Health

H Leadership and Systems Thinking 8 Leadership University

9 New Employees

10 Nursing

11 Occupational Health and Safety

12 Professional Competencies

13 Quality Improvement

14 Seasonal Employees

15 Social Workers and Counselors

16 Supervisors

17 Supervisor Toolbox Training Program

18 Temporary Employees

continued



TRAINING AND CURRICULUM PLANS

Priority 1: Columbus Public Board of Health Background

Chapter 3701-36 (Local Health Departments) of the Ohio Administrative Code regarding Boards of Health was revised and became effective on July 1, 2014. Section 3701-36-03 (A)(8) states: “Annual completion of two hours of continuing education by each member of a board of health. Each continuing education credit shall pertain to one or more of the following topics: ethics, public health principles, and a member’s responsibilities. Credits may be earned in these topics at pertinent presentations that may occur during regularly scheduled board meetings throughout the calendar year or at other programs available for continuing education credit”. The Columbus Board of Health trainings were chosen based upon:

Board of Health member responsibilities;

CPH organizational capacities and principles;

CPH Strategic and Operational Plan;

Identified gaps in training (i.e. ethics);

Public Health Accreditation Board training requirements noted in Domains 6, 9 and 12;

Real-world public health topics (i.e. outbreaks). Required updates each year will include:

Finance/Budget

Key Community Health Indicators

Performance Management/Dashboards

Public Health Policy Updates

Quality Improvement

Updates from divisions and programs Trainings will be conducted during regularly scheduled Columbus Board of Health meetings which occur on the third Tuesday of each month. Completed training plans and attendance records will be maintained by the Health Commissioner’s Office.



Priority 1: Trainings

Columbus Board of Health, continued The following trainings were identified for 2016:

Training Course Title Intended Completion Date

Competencies and Disciplines Met

- Public Health Policy Initiatives

- Celebrate One Update

January 19, 2016 PHC: B, D, E, F, H DP:

- QI Update/Kaizan Project - Syphilis Outbreak Update

February 16, 2016

PHC: A, B, E, F, H DP: 13

- 2015 Performance Dashboards

- Tobacco Policy

March 22, 2016 PHC: A, B, E, F, H DP: 13

- PHAB Annual Report - Minority Health/Health

Equity

April 19, 2016 PHC: A, B, C, D, E, F, G, H DP: 7

- First Quarter Financial Review

- Harm Reduction

May 17, 2016 PHC: B, C, E, F, G, H DP:

- Workforce Development Implementation

June 21, 2016 PHC: B, H DP: 1 - 18

- To be determined July 19, 2016 PHC: DP:

- No meeting August 2016

- Second Quarter Financial Review

- Second Quarter Performance Dashboards

- Emergency Preparedness

September 20, 2016

PHC: A, B, G, H DP: 3. 13

- Key Community Health Indicators

October 18, 2016 PHC: A, B, E, F DP:

- CPH Consolidated Budget November 15, 2016

PHC: G DP:

- To be determined December 20, 2016

PHC: DP:



Priority 1: Roles and Responsibilities Collaboration Additional Training Resources

Columbus Board of Health, continued

The following people from CPH will have roles and responsibilities in the Columbus Board of Health priority:

Dr. Teresa Long, Health Commissioner

Terri Ambrose, Administrative Assistant to the Commissioner

Beth Ransopher, Human Resources Office and Workforce Development

CPH will collaborate with the following local partner agencies:

PrimaryOne Health (formerly Columbus Neighborhood Health Centers)

Franklin County Public Health

Ohio Department of Health

The following organizations and academic institutions have certification, training and online self-study programs available in the areas of Columbus Board of Health:

Lippincott

National Association of Local Boards of Health

OhioTRAIN

Ohio Association of Boards of Health

Ohio Public Health Association



Priority 2: Background Improvement Plan (IP)

Communications and Public Information

Maintaining communications within and between organizations ensures compliance with the National Incident Management System as well as ensuring interoperability on a daily basis and during an emergency event. Public information involves developing, coordinating and disseminating information to the public, coordinating officials and responders across all jurisdictions and disciplines through alerts, warnings and notifications. The continuous flow of information is critical to maintaining open lines of communication with public health staff, the medical community and the public at large. The Communications and Public Information trainings and exercises were chosen based upon:


CPH Workforce Development Assessment Summary Results Report;

Annual CPH Training Planning Workshop results;

Identified gaps in training;

Corrective actions and lessons learned from exercises and real-world event improvement plans;

The addition of new technology.

Past improvement plan actions that relate to this priority:

Proper use of tactical communication equipment during public health response emergencies;

Test the Central Ohio Health Alert Network (COHAN) as a means to notify staff and volunteers, more training on use of Incident Command System (ICS), and additional training for the multi-agency radio communication system (MARCS);

Create categories for notifications; discuss pathways of communication with other first responder agencies and high risk populations; and examine personnel procedures;

Increase success rate of staff accessing their computer desktops from a remote location away from the office (Terminal Services Drills);

Improve Ohio Public Health Communication System (OPHCS) response rates;

Provide MARCS radio refresher training for food inspectors to use while inspecting food vendors at college football games and at large events where food is served;

Ensure documents and press releases created by staff are culturally appropriate and contain well written content.



Priority 2: Communications and Public Information, continued

Trainings and Exercises The following trainings and exercises have been identified for this priority: Training Course Title Intended

Completion Date Audience & Benchmark Competencies and

Disciplines Met

CDC Crisis and Emergency Risk Communication Basic

Within six months of hire and at least once every five years.

PHEP grant requires Public Health PIO to complete online CERC training program.

PHC: C, H DP: 3

CDC Crisis and Emergency Risk Communication for Pandemic Influenza

Within six months of hire and at least once every five years.

PHEP grant requires Public Health PIO to complete online CERC-Flu training program.

PHC: C,F, H DP: 3

Central Ohio Health Alert Network (COHAN) Team/Group Leader Training

As needed Train and provide updates to identified members of the Joint Information Team, COHAN team and group leaders.

PHC: C, H DP: 3

COHAN Training - As needed - New employee

orientation

Provide training to all new CPH employees on how to sign up for, use and maintain the COHAN system to receive alerts.

PHC: C DP: 3, 9, 11, 14, 18

Communication Basics - As needed - New employee

orientation - Annual staff

competency

- Provide training to all new CPH employees on topics such as brand/logo, communications, materials review, and online resources.

- Annual staff competency available online on Lippincott

PHC: B, C, D DP: 3, 5, 6, 8, 9, 16, 17

Creating Culturally Appropriate Materials

As needed Available to all CPH staff who develop educational materials.

PHC: C, D DP: 3, 5, 6, 7, 9

Crisis and Emergency Risk Communication Plan (CERC) Plan Training

Annually

100% of identified CPH staff from policy group, division directors and OEP.

PHC: B, C, D, E, H DP: 1, 3

Effective Use of Presentation Visuals

As needed

Available to all CPH staff who develops presentations and want to enhance their design skills.

PHC: C, D DP: 5, 6, 17

Health Marketing Basics – Techniques to Reach the Public

August 3, 2016 - - Available for all staff who develops materials and want to create good messages.

- - 2016 CPH Fundamentals.

PHC: C, D, E DP: 5





Audience & Benchmark Competencies and Disciplines Met

MARCS Basic Training

Ongoing annually

- New CPH staff in public information positions and who may serve in an ICS command and general staff position. - POD Staff, PIT members and identified partners will be trained to use MARCS radios.

PHC: C, H DP: 3, 4, 9

MARCS Refresher Ongoing annually CPH staff previously trained on MARCS radios will attend a MARCS Refresher course.

PHC: C, H DP: 3, 4

Motorola 2-way Radio Just in Time (JIT) Training

- Conduct JIT for each event - Ongoing All Year

JIT training will be provided prior to events and exercises.

PHC: C DP: 3

NIMS Communication Management (IS-704)

As needed Identified command and general staff will complete online self-study course.

PHC: C, D, E, H DP: 3

OPHCS Alert Training Ongoing as needed

Training for new CPH staff, as well as community partners receiving an OPHCS license. Online training also available via OhioTRAIN.

PHC: C DP: 3, 9

OPHCS Refresher Ongoing as needed

CPH staff with an OPHCS license will receive refresher training. Online training also available via OhioTRAIN.

PHC: C DP: 3

Plain Language Writing As needed Available for all staff who develop educational and promotional materials.

PHC: C, D DP: 5

Public Information Systems (IS-702)

As needed

100% of identified CPH staff from mid-level management to command and general staff; public information team members will complete online self-study course.


Training in the use of redundant communication systems

Annually Identified people listed in MCM ORR (Capability 4). Training posted on Lippincott.

PHC: C, H DP: 3




Exercise Title Intended Completion Date


Drill: COHAN Alerts

First Wednesday of each quarterly month (January, April, July, and October)

75% of CPH staff registered on the COHAN system will confirm receipt of random quarterly test messages.

PHC: C DP: 3

Drill: COHAN alerts - SNS Responder

Mobilization

Quarterly (January, April, July and October)

75% of SNS POD Team members listed in MCM ORR will confirm receipt of random tests for mobilization from the Everbridge alerting system.

PHC: C, E DP: 3, 10

Drill: MARCS Radio Message Receipt from ODH

Monthly CPH will confirm receipt of at least 75% of the random monthly MARCS radio checks conducted by ODH.

PHC: C, E DP: 3

Drill: MARCS Radio Tests

Monthly CPH will monthly test the use of the MARCS radios and receive a 75% response rate.

PHC: C DP: 3

Drill: OPHCS Message Receipt from ODH

Monthly

75% of CPH staff with OPHCS licenses will confirm receipt of messages sent by ODH within allotted timeframe.

PHC: C, E DP: 3

Drill: OPHCS Test Alerts

Monthly

CPH will conduct monthly test alerts to all OPHCS users and receive at least a 75% response rate within the specific time limit.

PHC: C, E DP: 3

Drill: Terminal Services (Remote Access)

Annually February 2016

100% of CPH staff with a Terminal Services license will test (from a remote location) and formally evaluate its capabilities.

PHC: C DP: 3

FSE: Regional Ebola Exercise

April 6 – 7, 2016

Local Health Departments and Hospitals will test local and regional Ebola Plans

PHC: A, B, C, E, H DP: 3, 11




Roles and Responsibilities

The following people from CPH will have roles and responsibilities in the Communications and Public Information priority:

Julie Alban, CPH Safety Officer

Myles Bell, Office of Public Affairs and Communications

Jennifer Bynum, Office of Emergency Preparedness

Leslie diDonato, Office of Emergency Preparedness

Mike Fielding, Office of Emergency Preparedness

Elizabeth Jones, Office of Emergency Preparedness

Stephen Kranz, Office of Emergency Preparedness

Ann Luttfring, Office of Public Affairs and Communications

Jayne Moreau, Office of Public Affairs and Communications

Beth Ransopher, Human Resources Office and Office of Workforce Development

Jose Rodriguez, Office of Public Affairs and Communications

Beth Wilson, Office of Emergency Preparedness

Ryan Younge, Office of Emergency Preparedness

Collaboration

Additional Training Resources


Amber Breedlove, Franklin County Public Health

Tessa Fite, Franklin County & Columbus Medical Reserve Corps

Mitzi Kline, Franklin County Public Health

Kelly McGuire, Franklin County Emergency Management & Homeland Security

Shaddy Swade, Franklin County Public Health The following organizations and academic institutions have certification, training and online self-study programs available in the areas of Communications and Public Information:

Central Ohio Public Information Network

City of Columbus Communications Unit

Citywide Training and Development

Federal Emergency Management Agency

Franklin County Emergency Management & Homeland Security

CPH Multi-Year Training and Exercise Plan


Ohio Emergency Management Agency



Priority 3: Emergency Preparedness Background Columbus Public Health is committed to prepare for and address bioterrorism, other

outbreaks of infectious disease and other public health threats and emergencies at the city, county and regional public health level. The priorities for the Emergency Preparedness discipline were selected from local, regional, state and federal requirements, needs assessments, and lessons learned from past exercises and real events. Columbus Public Health annually completes a Multi-Year Training and Exercise Plan. (4) This Plan meets the requirements of a Public Health Infrastructure Grant requirement. A Training and Exercise Planning Workshop is conducted annually to identify training needs and coordinate homeland security strategies that combines enhanced planning to strengthen our communities’ emergency prevention and response capabilities.

The Emergency Preparedness training courses and exercises were chosen based upon:

After action report results from past exercises and real world events;


Annual Emergency Preparedness Training and Exercise Planning Workshop;



Ongoing safety and health training courses required for all new and existing CPH employees;

Public Health Accreditation Board training requirements noted in Domains 2 and 5;

Public Health Emergency Preparedness grant priorities. Improvement Plan (IP) Past improvement plan actions that relate to this priority:

January 7, 2014 – June 17, 2014 – Mumps Outbreak Real-time Event. CPH activated ICS, the CPH Emergency Response Plan and the Infectious Disease Emergency Response Plan.

May 15, 2014 – Cities Readiness Initiative (CRI) Tabletop Exercise. The CRI Metropolitan Statistical Area (MSA) participated in a discussion-based event utilizing Unified Command to test the activation of points of dispensing (POD) and medical countermeasure dispensing.

October 16, 2014 – January 15, 2016 - Ebola Response Real-time Event. Communicating and providing public information to response partners was essential in providing accurate information. CPH activated ICS, the CPH Emergency Response Plan and the Infectious Disease Emergency Response Plan.

June 4 - 22, 2015 – Nitrate Response Real-time Event. Communication and public information was essential in providing accurate information. CPH activated ICS.

June 18, 2015 – CRI MSA Biological Full Scale Exercise. This regional exercise tested throughput, communications and emergency center operations.



Priority 3: Trainings and Exercises

Emergency Preparedness, continued The following training courses and exercises have been identified for this priority:



Introduction to ICS (ICS-100) All new full-time staff must complete within three months of hire.

100% of all new CPH staff from entry level to command and general staff within three months of hire.

PHC: C, E, F, H DP: 2, 9

ICS for Single Resources and Initial Action Incidents (ICS- 200)

All new full-time supervisory staff must complete within six months of hire.

100% of identified CPH staff from front line supervisors to command and general staff within six months of hire.

PHC: A, C, E, F, H DP: 2, 9, 11, 16

Intermediate ICS (ICS-300) As needed 100% of identified CPH staff from mid-level management to command and general staff

PHC: A, B, C, D, E, F, H DP: 2, 9, 16

Advanced ICS (ICS-400) As needed 100% of identified CPH staff in the command and general staff

PHC: A, B, C, D, E, F, H DP: 2, 9, 16

Introduction to NIMS (IS- 700) All new full-time staff must complete within three months of hire.

100% of all new CPH staff from entry level to command and general staff within three months of hire.

PHC: C, E, F, H DP: 2, 9

Multi-Agency Coordination Systems (IS-701)

As needed 100% of identified CPH staff from mid-level management to command and general staff

PHC: A, B, C, D, E, F, H DP: 2, 9, 16

Public Information Systems (IS-702)

As needed

100% of identified CPH staff from mid-level management to command and general staff; public information team members and COPIN


Resource Management (IS-703)

As needed 100% of identified CPH staff from mid-level management to command and general staff.

PHC: A, B, C, D, E, F, G, H DP:

NIMS Intrastate Mutual Aid (IS-706)





Priority 3: Emergency Preparedness, continued



National Response Framework (IS-800)


PHC: B, C, E, F, H DP: 2

Continuity of Operations Plan Training

Annually 100% of identified CPH staff from policy group, division directors and OEP

PHC: B, C, E, H DP: 2

Crisis and Emergency Risk Communication Plan (CERC) Plan Training

Annually

100% of identified CPH staff from policy group, division directors, and OEP

PHC: B, C, D, E, H DP: 1, 2

Emergency Response Plan Training

Annual staff competency

- All full-time and part-time staff will complete annually.

- Available online on Lippincott.

PHC: A, B, C, D, E, F, G, H DP: 1, 2, 6, 11

POD 101 Training (position specific/management, including forms)

- Bi-annual staff competency.

- New employee training.

- April 2016

- All full-time and part-time staff will complete training annually to identify their roles and responsibilities in a POD every two years.

- New full-time and part-time staff will complete training within three months of hire.


PHC: A, B, C, D, E, F, G, H DP: 2, 6, 9, 10, 11, 12

POD Command and Leadership Training (including POD 102)

Annual staff competency for POD Managers and Nurses. April 2016

- Identified CPH staff in POD manager roles will complete training to effectively perform their position specific roles in a POD annually. - Available online on Lippincott or in classroom.

PHC: A, B, C, D, E, F, G, H DP: 2, 6, 10, 11, 12



Priority 3: Emergency Preparedness, continued

Exercise Title Intended Completion Date


FSE: County LEPC Exercise Annually April 28, 2016

Identified CPH staff will participate in testing public health’s response to a community chemical or hazardous response event.

PHC: B, C, D, E, F, H DP: 2, 4, 11

FSE: Regional Ebola Exercise April 6 – 7, 2016

Local Health Departments and Hospitals will test local and regional Ebola Plans

PHC: A, B, C, E, H DP: 2, 11

Drill: Red Cross Shelter Drills Annually CPH staff, American Red Cross staff and MRC volunteers will participate in a drill that will test shelter activation and mass care services.

PHC: A, B, C, D, E, F, H DP: 2, 4, 10, 11

TTX, FE or FSE: Medical Countermeasure Distribution and Dispensing

Annually

- Identified participants from local and state public health partners - Regional health departments within the MSA, pertinent jurisdictional leadership and ESF leads, planning and operational staff, and all applicable personnel. - 1000 regimes per hour will be achieved.

PHC: A, B, C, D, E, F, G, H DP: 2, 4, 10, 11



Priority 3: Emergency Preparedness, continued Roles and Responsibilities Collaboration Additional Training Resources

The following people from CPH will have roles and responsibilities in the Emergency Preparedness priority:

Julie Alban, Safety Officer, Human Resources Office

Kadi Banjoko, Office of Outbreak Response

Brynn Berger, Office of Epidemiology

Jennifer Bynum, Office of Emergency Preparedness

Kathy Cowen, Office of Epidemiology

Ben DeJesus, Office of Epidemiology

Jane Dickson, Strategic Nursing Team

Leslie diDonato, Office of Emergency Preparedness

Allen Emanuel, Office of Epidemiology

Clare Fagerholm, Strategic Nursing Team

Mike Fielding, Center for Epidemiology, Preparedness and Response

Peter Kowal, Chemical Emergency Preparedness Advisory Council (CEPAC)

Stephen Kranz, Office of Emergency Preparedness

Elizabeth Jones, Center for Epidemiology, Preparedness and Response

Elizabeth Koch, Office of Outbreak Response

Sherry Mayes, Strategic Nursing Team


Laura Sweet, Office of Infectious Disease Investigation

Naomi Tucker, Office of Infectious Disease Investigation

Beth Wilson, Office of Emergency Preparedness


r


Amber Breedlove, Franklin County Public Health

Radhika Iyer, Franklin County Public Health

Jodi Keller, Central Ohio Hospital System

Mitzi Kline, Franklin County Public Health

Tessa Fite, Franklin County & Columbus Medical Reserve Corps

Darrell Koerber, Franklin County Emergency Management & Homeland Security

Shade Swade, Franklin County Public Health

Pam Tickle, Franklin County Emergency Management & Homeland Security The following organizations and academic institutions have certification, training and online self-study programs available in the Emergency Preparedness priority:

Central Ohio Public Information Network


Franklin County Emergency Management & Homeland Security


Ohio Emergency Management Agency



Priority 4: Background Training Courses

Environmental Health

Columbus Public Health Registered Sanitarians and Sanitarians-in-Training actively engaged in the practice of environmental health must be competent in skills that are needed to address population health needs, including but not limited to skills required to respond to the community in disasters. With the constant changes in the public health environment, our success as professionals depends on the key elements that come together to shape the mission of serving the community and delivering environmental health services to it. To ensure outstanding professional competence is delivered within the community opportunities to learn and strengthen knowledge and skills are provided to staff. In 2014 the Environmental Health Division instituted an internal continuing education training series to teach, re-enforce and advance environmental health skills. In addition training is provided for all new employees in full-time, part-time, seasonal and temporary positions. The Environmental Health training courses were chosen based upon:

After action report results from past exercises and real world events;



Identified gaps in the operation of equipment and systems;

National Incident Management System training objectives;

Needs and gaps identified from environmental health staff;

Occupational Safety and Health Administration training objectives;

Public Health Accreditation Board training requirements noted in Domains 6;d 12;

Required CPH training objectives from the State Board of Sanitarian Registration.

The following training courses have been identified for this priority:

Training Course Title Intended

Completion Date Audience & Benchmark Competencies and

Disciplines Met

Bloodborne Pathogen Annual staff competency March 2016

- Training is required for identified CPH staff including nurses, environmental health, clinical, lab, dental and dietitians annually.


PHC: F DP: 3, 6, 9, 10, 11, 12, 14

Climate Change and Public Health

As needed All interested Environmental Health staff. RS/SIT continuing education training series.

PHC: B, F DP: 5



Priority 4: Environmental Health, continued



Columbus Green Community Plan

January 11 – February 12, 2016

- CPH competency for all full-time and part-time staff.


PHC: B, F DP: 6

Child Abuse August 2016

- All staff in the Healthy Homes Program.


PHC: A, B, C, D, E, F, H DP: 6, 9, 10, 15

Domestic Violence August 2016

- All staff in the Healthy Homes Program.


PHC: A, B, C, D, E, F, H DP: 6, 9, 10, 15

Environmental Health Training for Emergency Response: Food (Module 5)

Ongoing - All new EH Food and Response Team staff with RS/SIT status within three months of hire.

- Available online on Lippincott and NEHA

PHC: A, B, C, D, E, F, H DP: 9

Environmental Health Training for Emergency Response: Shelters (Module 10)

Ongoing - All new EH staff with RS/SIT status within three months of hire.



Environmental Health Training for Emergency Response: Modules 1, 2, 3, 4, 6, 7, 8, 9, 11

Ongoing - All new EH Food and Response Team staff with RS/SIT status within six months of hire.



Environmental Public Health Online Course Series (15 courses)

Ongoing - All new and existing SIT’s in preparation for the RS exam.



Ethics for Sanitarians January 7, 2016 All interested Environmental Health staff. RS/SIT continuing education training series.

PHC: E, F DP:

Food-borne Illness Outbreak Investigations

March 14, 2016 All interested Environmental Health staff. RS/SIT continuing education training series.

PHC: A, B, C, D, E, F, H DP:

Food Establishment: Asking Questions and Custom Processing within the Department of Agriculture

September 22, 2016

All interested Environmental Health staff. RS/SIT continuing education training series.


Gang Awareness Training

January 7, 2016 All interested Environmental Health staff. RS/SIT continuing education training series.

PHC: A, B, C, E, F DP:



Priority 4: Environmental Health, continued



Human Trafficking August 2016

- All staff in the Food Protection Program.


PHC: A, B, C, D, E, F, H DP: 6, 9, 10, 15

National Swimming Pool Foundation Certified Pool Operator® Course

Quarterly Classroom training for EH staff, interested staff, and community pool operators interested in becoming nationally certified.

PHC: A, B, C, E, F, H DP:

Person in Charge: Food Establishment

Monthly Classroom training for EH staff and interested staff. Required for a licensed food facilities.


ServSafe: Manager’s Certification Course

Monthly Classroom training for EH staff, interested staff and community food operators.


Vector Control and Surveillance Training

Ongoing Identified EH staff, all new EH staff and new Seasonal staff

PHC: A, B, C, E, F DP: 9, 14, 18

Roles and Responsibilities: The following people from CPH will have roles and responsibilities in the Environmental Health priority:


Rick Hicks, Office of Environmental Protection & Sustainability

Luke Jacobs, Environmental Health Division

Keith Krinn, Administrator, Environmental Health Division

Kathryn Madden, Environmental Health Division

Beth Ransopher, Office of Workforce Development

Christina Wilson, Environmental Health Division

Additional Training Resources: The following organizations and academic institutions have certification, training and online self-study programs available in the Environmental Health priority:

Industry Partners

National Environmental Health Association

National Restaurant Association Educational Foundation – ServSafe Curriculum

National Swimming Pool Foundation Certified Pool Operator® Course

Ohio Department of Agriculture


Ohio Environmental Health Association

Ohio Environmental Protection Agency



Priority 5: Fundamentals

Background Created in 2014, CPH Fundamentals is an organized training program open to all staff to obtain professional development in a variety of different public health-related topics. When possible training is conducted in partnership with a professional continuing education group (i.e. nursing and environmental health) or a department program (i.e. health equity and minority health). The CPH Fundamentals training series is offered several times throughout the year.

The CPH Fundamentals training courses were chosen based upon:




Identified needs and gaps from the department;

Real-time topics related to public health issues of importance. Training Courses


Training Course Title Completion Date Audience & Benchmark Competencies and Disciplines Met

Franklin County Children Services Mandated Reporting

February 3, 2016 - All staff PHC: A, B, C, D, E, F DP: 10, 15

Fiscal Management at CPH

June 1, 2016 - All staff PHC: A, B, G DP:

Health Marketing Basics: Techniques to Reach the Public

August 3, 2016 - All staff PHC: A, B, C, D, E, F DP: 2

Safety for Community-based Staff

November 9, 2016 - All staff PHC: A, C, E, F DP: 11

Grants Management at CPH

February 8, 2017 - All staff PHC: A, B, G DP:



Priority 5: Fundamentals

Roles and Responsibilities: The following people from CPH will have roles and responsibilities in the CPH Fundamentals priority:

Employee Training Committee

Workforce Development Workgroup


Laurie Dietsch, Planning and Accreditation

Michael Kieffer, Nursing CE Coordinator, Strategic Nursing Team

Kathryn Madden, EH CE Coordinator, Environmental Health

Jayne Moreau, Office of Public Affairs and Communication


Marian Stuckey, SW CE Coordinator, Neighborhood Health

Kevin Williams, Human Resources Office

Malaika Stubbs-Wilson, Health Equity Additional Training Resources: The following organizations and academic institutions will be a resource in the training CPH Fundamentals priority area:

City of Columbus, Department of Human Resources, Citywide Training & Development



Priority 6: General

Background A well trained public health workforce is an essential component in strengthening our local public health system. In order to keep the knowledge, skills and abilities of staff fresh and up to date, CPH provides competency-based training throughout the year to refresh existing skills, provide updates and encourage new ideas. The trainings listed in the General section are expected to be completed by CPH employees to fulfill agency level competencies. Each section notes whether all or specifically identified CPH employees are required to complete a designated level of training to ensure everyone receives the same basic level of information regarding the organization, expected levels of performance, safety and health, and emergency preparedness. It is the employee’s and their supervisor’s responsibilities to ensure trainings are completed within the allotted time periods. The document entitled Required Annual Training Plan For Full-Time and Part-Time CPH Staff (5) is available for all staff to monitor annual training requirements. Separate training plans are also available for New Employees, Seasonal, and Temporary staff and will be highlighted in later chapters of this Plan.

The General training courses were chosen based upon:







Required City of Columbus training objectives;

Required CPH training objectives.

Training Courses The following training courses have been identified for this priority:



Bloodborne Pathogen March 2016

- Required training for Identified CPH staff including nurses, environmental health, clinical, lab, dental and dietitians annually.


PHC: F DP: 3, 4, 9, 10, 11, 12, 14

City and Department Review of Policies and Procedures

August 2016

- All FT and PT staff must complete this competency annually.

- All temporary staff within three weeks of hire.


PHC: F DP: 9, 18



Priority 6: General, continued



Communications December 2016


- All new FT and PT staff within three months of hire.


PHC: C, F DP: 2, 9

CQI in Public Health: The Fundamentals (Module 1 of 3)

February 2016

- All CPH FT and PT employees every two years

- Available online on Lippincott and OSU site.

PHC: A, B, F, G, H DP: 9, 13


July 2016



PHC: A, B, F, G, H DP: 9, 13


November 2016

- All CPH FT and PT supervisors every two years

- All new FT and PT supervisors within three months of hire.


PHC: A, B, F, G, H DP: 9, 13, 16

Drug-Free Safety Required training from the City of Columbus for insurance and workman’s compensation.

March 2016

- Required for all FT and PT staff annually.

- All new FT and PT staff must complete within two months of hire.


PHC: F DP: 9

Drug-Free Safety Refresher for Supervisors

March 2016

- All supervisors complete refresher online or in classroom annually.


PHC: F DP: 9, 16

Emergency Response Plan

June 2016

- Required for all FT and PT staff annually.

- All new FT and PT staff must complete within two months of hire.


PHC: A, B, C, D, E, F, H DP: 2, 3, 9

Environmental Protection & Sustainability – Columbus Green Community Plan

January 2016

- Annual competency for all FT and PT staff.


PHC: B, F DP: 4






Ethics and Political Activity

December 2016




- All seasonal staff within two weeks of hire.


PHC: F, H DP: 9, 14, 18

Hands Only CPR August 2016

- All non-nursing and non-clinical staff for all FT and PT staff.

- All new non-nursing and non-clinical FT and PT staff within three months of hire.

- All new temporary staff within three weeks of hire.

- All new seasonal staff within two weeks of hire.


PHC: F DP: 9, 14, 18

Health Equity: An Introduction

May 2016

- All FT and PT staff must complete this competency every two years.

- All temporary staff within three months of hire.



PHC: D, F DP: 7, 9, 14, 18

Health Insurance Portability and Accountability Act (HIPAA)

September 2016

- Training is required for all staff annually.

- All new staff must complete within one month of hire.


PHC: B, C, D, F DP: 2, 9, 16, 18 PHAB – 11.1.2.2 A

Lippincott Refresher: How to Navigate System

As needed Computer classroom tutorial for general staff and supervisors on how to use Lippincott.

PHC: F, H DP: 9

Medicaid Administrative Claims

As needed Training for Identified staff and new employees in medical billing.

PHC: F DP: 9

Mentoring May 11, 2016

- Annual classroom training available for staff participating in CPH Mentor Program.

- Optional training for supervisors and managers.

PHC: A, C, F, G, H DP: 9, 16, 17






Nursing and Clinical Support Staff Skill Day Competencies (Part I)

February – May 2016

- All Nursing and identified Clinical support staff is required to complete prior to attending annual Nursing Skills Days


PHC: A, F DP: 10, 11, 12, 15

Nursing and Clinical Support Staff Competencies (Part II)

July – December 2016

- All Nursing and identified Clinical support staff is required to complete.


PHC: A, F DP: 4, 10, 11, 12, 15

Preventing Disease Video

November 2016






PHC: F DP: 9, 14, 18


- Bi-annual staff competency.

- New employee training.

- April 2016

- All full-time and part-time staff will complete training annually to identify their roles and responsibilities in a POD every two years.

- New full-time and part-time staff will complete training within three months of hire.


PHC: A, B, C, D, E, F, G, H DP: 2, 3, 9, 10, 11, 12

POD Command and Leadership Training (including POD 102)

Annual staff competency for POD Managers and Nurses. April 2016

- Identified CPH staff in POD manager roles will complete training to effectively perform their position specific roles in a POD annually. - Available online on Lippincott or in classroom.

PHC: A, B, C, D, E, F, G, H DP: 2, 6, 10, 11, 12






Respirator Training October 2016




- Advanced training for identified staff in nursing, EH, and Tuberculosis programs.


PHC: F DP: 3, 4, 9, 10, 11, 12, 14

Safe Sleep Strategies May 2016 - Safe sleep strategies for infants - All FT and PT staff must

complete this competency. - Available online on Lippincott.


Safety Procedures Annually as needed

- All new FT, PT, temporary and seasonal staff within two months of hire.

- Training for all staff as needed.

PHC: A, B, C, F DP: 2, 3, 4, 9, 10, 11, 14, 18

Title VI: Civil Rights Act of 1964

March 2017





PHC: A, B, D, E, F, G, H DP: 7, 9, 14, 18



Roles and Responsibilities Additional Training Resources

The following people from CPH will have roles and responsibilities in the General priority:

Diversity and Equity Committee




Laurie Dietsch, Planning and Accreditation


Ken Grace, Administration

Rick Hicks, Environmental Protection and Sustainability

Ryan Johnson, Office of Minority Health


Dr. Teresa Long, Health Commissioner’s Office

Kathryn Madden, EH CE Coordinator, Environmental Health

Sherry Mayes, Strategic Nursing Team

Shelly Mitchell, CPH Privacy Officer


Tracy Poling, Human Resources Office



Dana Warner, Human Resources Office


Malaika Stubbs-Wilson, Health Equity


The following organizations and academic institutions will be a resource in the training General priority area:

Center for Public Health Practice, Ohio State University


City of Columbus, Department of Technology

Lippincott Procedures




Priority 7: Health Equity and Minority Health

Background In March 2011, CPH began a year-long multi-component self-assessment. The assessment was developed by The Bay Area Regional Health Inequities Initiative (BARHII). (See Appendix B of the Workforce Development Plan for a summary of the assessment results) While CPH’s primary goal was to assess the capacity to address health inequity, a secondary byproduct is that many of the results were used to improve organizational processes and structures at CPH, including training.

In 2013 an Office of Health Equity was created. In 2014 a multi-disciplinary Diversity

and Equity Coordinating Committee was created, including a Training subcommittee. The purpose of the subcommittee was to develop, implement and evaluate health equity training in order to educate staff about health inequities and their root causes, including the isms. As of 2016 this committee continues to meet.

When sponsoring training the Office of Health Equity works very closely with the

Office of Minority Health, the Office of Workforce Development and each of the professional groups that provide continuing education, especially nursing and social workers.

The Health Equity and Minority Health training courses were chosen based upon:


Bay Area Regional Health Inequities self-assessment results;

CPH Healthy Equity Plan;


Diversity and Equity Coordinating committee and subcommittee members;

Needs and gaps identified by staff;

Public Health Accreditation Board training requirements noted in Domain 11;

2016 contract with the Ohio State University Kirwan Institute for Race and Ethnicity.




Bhutanese Refugee Training

Ongoing - Cultural competency training available to all interested staff

- Available online on Lippincott

PHC: D DP: 15

Community Engagement and Health Equity

February 18, 2016

Core component of the CPH Leadership University classroom curriculum.

PHC: A, B, C, D, E, F, G, H DP: 8



Priority 7: Health Equity and Minority Health, continued




March 2016


- All temporary staff within three months of hire.



PHC: D, F DP: 6, 9, 14, 18


March 2017 March 2018





PHC: A, B, D, E, F, G, H DP: 6, 9, 14, 18

Working with Interpreters & Access to Interpreters

As needed For staff who need translation services when working with clients. An Office of Minority Health initiative.

PHC: C, D, E, F DP:

Roles and Responsibilities: The following people from CPH will have roles and responsibilities in the Health Equity and Minority Health priority:

Diversity and Equity Coordinating Committee and Subcommittees



Rebecca Nelson, Neighborhood Health Division Administrator

Makeda Porter, Health Equity Section Chief, Neighborhood Health



Malaika Stubbs-Wilson, Health Equity Training Coordinator, Neighborhood Health



Priority 8: Leadership University

Background Leadership University is a series of organized and formal trainings for CPH staff currently in supervisory or managerial positions who are potential candidates to be promoted or have recently been promoted into leadership positions. The program is designed to provide basic leadership competencies to build a bench of potential future leaders within CPH. Potential candidates are nominated by their immediate supervisor, and then complete an application and a statement of intent. The one-year program is free to the participant however there are costs associated with the program which is paid for by grants or general funds. Upon entering the program candidates are required to follow a code of ethics agreed upon by the class, attend all sessions and must complete assignments on time. Participants completing the program understand that this is a commitment from CPH to provide professional development to its employees, but in no way is a guarantee of promotion or selection for specific positions now or in the future. Columbus Public Health offers Leadership University at least every two years. Invitations are also extended to other local health departments to send candidates to participate in the one-year program. In 2013 a co-hort class ran from January – December with twenty (20) participants starting the program from CPH (17), Delaware General Health District (2) and Franklin County Public Health (1). A total of eighteen (18) successfully graduated and are now considered Leadership Fellows. In 2015 a second co-hort class ran from March 2015 – April 2016 with twelve (12) participants starting the program from CPH (10) and Delaware General Health District (2). A total of eleven (11) successfully graduated on April 7, 2016.

The Leadership University training courses were chosen based upon:



Lessons learned from the 2013 co-hort class;

Public Health Accreditation Board training requirements noted in Domain 8.


Topic Competencies and Disciplines Met

Assignment #1 – Applicant writes a personal statement expressing interest in public health leadership.

PHC: A, H DP:

Orientation and Kick Off Session Facilitator – Beth Ransopher, Workforce Development Manager, CPH

PHC: A, H DP:

Assignment #2 – Complete Myers Briggs Type Indicator (MBTI) Assessment

PHC: A, C, H DP: 17



Priority 8: Leadership University, continued


MBTI Assessment Debriefing and Skill Building Facilitator - Amy Lee, Program Director, Consortium of Eastern Ohio Master of Public Health

PHC: A, C, H DP: 2, 17

Assignment #3 – Complete StrenghsFinder Assessment PHC: A, C, H DP: 2

Strengths Finder Assessment Debriefing and Skill Building Facilitator - Beth Flynn, Leadership Consultant and Trainer, Ohio State University Leadership Center

PHC: A, C, H DP: 2

Special Public Health Leadership Experience Session: What You Need to Know About Finance Facilitator – Roger Cloern, Assistant Health Commissioner – Administration, CPH

PHC: A, B, C, G, H DP: 2

Team Building and Why Your Team Needs Healthy Conflict Facilitator – Wayne Moore, Trainer, Employee Assistance Program, City of Columbus

PHC: A, C, G, H DP: 2

Assignment #4 – Complete Emotional Quotient Inventory (EQI) assessment


Emotional Quotient Inventory Debriefing Facilitator - Jeff King, Director, Ohio State University Leadership Center


Individual Coaching Sessions for EQI (The OSU Leadership Center will provide free individual coaching sessions for each participant)


Assignment #5 – Participants will read materials in preparation for Communications session

PHC: A, C, H DP: 2

Communication, Critical Thinking and Influencing Others Facilitator - Amy Lee, Program Director, Consortium of Eastern Ohio Master of Public Health

PHC: A, B, C, E, F, G, H DP: 2

Assignment #6 – Complete Leadership Practices Inventory (LPI) assessment (This 360-style assessment includes a personal reflection as well as asking peers for feedback)


The Leadership Challenge Workshop Facilitator - Joanne Pearsol, Associate Director, Center for Public Health Practice, College of Public Health, The Ohio State University

PHC: A, C, G, H DP: 2, 16

Special Leadership Hour with a guest speaker from the community

PHC: E, G, H DP:

Systems Thinking and Management of Organizational Change Facilitator - Jerry Rampelt, Consultant


Executive Presence – Participants watch video from the Ross Leadership Institute by Ann Gallagher. Participate in a discussion with Dr. Teresa Long.

PHC: A, B, C, G, H DP: 2, 16






PHC: E, G, H DP:

Data-Driven Decision Making for Continuous Improvement Facilitator - Renee Shalosky, Program Manager II (RN), CPH

PHC: A, B, C, E, F, G, H DP: 2, 13

Assignment #7 – Complete online course “Ohio Policy Making Basics”. As a back-up use online course “Creating Healthy Communities”. Both are available on the Ohio State University, Center for Public Health Practice training website

PHC: A, B, C, E, F, G, H DP:

Ohio Policy Making Basics Facilitator – Kelli Arthur Hykes, Director of Public Health Policy, Public Affairs and Communications, CPH

PHC: A, B, C, E, F, G, H DP: 2


PHC: E, G, H DP:

Special Public Health Leadership Experience Session: Meet with Health Commissioner and Assistant Health Commissioners Facilitators – Dr. Teresa Long, Dr. Mysheika Williams Roberts and Nancie Bechtel, CPH

PHC: E, G, H DP: 2

Community Engagement and Health Equity Facilitator – Jason Reece, Director of Research and Kip Holley, The Kirwan Institute for the Study of Race & Ethnicity, The Ohio State University

PHC: A, B, C, D, E, F, G, H DP: 2, 7

Assignment #8 - Participants develop their own leadership philosophies throughout year. Use resources provided in class as well as watch OSU Leadership Videos. Present leadership philosophy to classmates at end of year.


Assignment #9 - Participants are divided into teams and work on a Capstone Project around a theme decided on by the Health Commissioners Office. Present to classmates at end of year and to Strategic Advisory Team.

PHC: A, B, C, D, E, F, G, H DP: 2

Final Graduation and Celebration Facilitator - Beth Ransopher, Workforce Development Manager, CPH

PHC: H DP:




Roles and Responsibilities Collaboration

The following people from CPH will have roles and responsibilities in the Leadership University priority:

Roger Cloern, Health Commissioner’s Office



Dr. Mysheika Williams Roberts, Medical Director, Assistant Health Commissioner

Kevin Williams, Human Resources Office CPH will collaborate with the following partner agencies:

Columbus Citywide Training and Development

Delaware General Health District; Delaware, Ohio

Franklin County Board of Health; Columbus, Ohio

The Kirwan Institute of Race & Ethnicity, The Ohio State University

Leadership Center, The Ohio State University

Northeast Ohio Medical University, Consortium of Eastern Ohio Master of Public Health

The Ohio State University, College of Public Health, Center for Public Health Practice

Ross Leadership Institute



Priority 9: New Employees

Background A well trained public health workforce is an essential component in strengthening our local public health system. All new CPH employees are required to complete a designated level of training to ensure everyone receives the same basic level of information regarding CPH, the City of Columbus, expected levels of performance, safety and health, and emergency preparedness. New employees who will have a supervisor or manager role will be expected to complete some additional training. It is the new employee’s and their supervisor’s responsibilities to ensure the trainings are completed and within the allotted time periods. The goal of CPH is to ensure our new workforce receives training to prepare them for a long and successful public health career with our organization. Our public health workforce should be competent, confident, and well prepared. As a City of Columbus employee, all CPH staff has the advantage of attending trainings free of charge from the Citywide Training and Development Center. Located in the City of Columbus Office of Human Resources, the Center’s mission is to increase Citywide performance levels by providing City of Columbus employees with learning opportunities which enable them to reach personal and organizational excellence. In 2014 the CPH Workforce Development Workgroup created a subcommittee called the Employee Training Committee to review and improve the new employee orientation experience at CPH. Documents created by the committee includes a checklist hiring supervisors can utilize to properly orient a new employee and three training plans to specifically address newly hired full-time, part-time, seasonal and temporary employees. Approved in January 2016, this section specially addresses agency-level training for new employees hired as a full-time or part-time employee. Additional training is may also be required if the new hire is a supervisor or works in a discipline specific professional area such as nursing, environmental health, emergency preparedness and social work, just to name a few. All of these trainings are addressed in the document “Required Training Plan for CPH New Employees – Full-time and Part-time”. (6) Separate training plans are also available for new employees hired as a seasonal or temporary and are located in separate sections of the Training Curriculum Plan.

The New Employee training courses were chosen based upon:

CPH Quality Improvement Plan;




New Employee assessment survey conducted January – February 2015;


Position specific training objectives for all new supervisors and managers;


Required CPH training objectives;

Discipline specific training objectives for all new employees (i.e. Registered Nurses, Registered Sanitarians, Dietitians, Lab Workers, etc.).



Priority 9:

Training Courses

New Employees, continued




Appreciating Diversity Training

Training provided bi-monthly. Complete within three months of hire.

- All new FT and PT City of Columbus employees

- Classroom only at Citywide

PHC: A, C, D, E, F DP: 7, 10. 15


Complete within three months of hire.

- All FT and PT CPH employees - Available online on Lippincott

PHC: B, F DP: 6

Communications Complete within three months of hire.


PHC: C, F DP: 2




PHC: A, B, F, G, H DP: 6, 13




PHC: A, B, F, G, H DP: 6, 13


Complete within three months of hire

- All FT and PT CPH supervisors - Available online on Lippincott

PHC: A, B, F, G, H DP: 6, 13, 16

Drug-Free Safety Required training from the City of Columbus for insurance and workman’s compensation.

Complete within 8 weeks of hire.

- All FT and PT CPH employees - Available online on Lippincott - Also available via classroom at Citywide

PHC: F DP: 6

Drug-Free Safety for Supervisors Required training from the City of Columbus for insurance and workman’s compensation.

Complete within 8 weeks of hire.


PHC: F DP: 6, 16



Priority 9: New Employees, continued




Complete within three months of hire


PHC: A, B, E, F, G, H DP: 6, 14, 18

Hands Only CPR Complete within three months of hire.

- All FT and PT CPH employees in a non-clinical and non-nursing staff position


PHC: F DP: 6, 14, 18




PHC: D, F DP: 6, 7, 14, 18

HIPAA Complete within one month of hire.


PHC: B, C, D, E, F, G, H DP: 2, 6, 14, 18 PHAB – 11.1.2.2 A

Incident Analysis Complete within 8 weeks of hire.


PHC: A, B, C, F, G, H DP: 16

Introduction to ICS (ICS-100)


- All FT CPH employees - Available online on Lippincott

and FEMA site

PHC: A, B, C, E, F, G, H DP: 2, 3


Complete within six months of hire.

- All FT CPH supervisors - Available online on Lippincott and FEMA site

PHC: A, B, C, E, F, G, H DP: 2, 3, 16

Medicaid Administrative Claim

As needed Identified employees in billing, clinical services and patient care

PHC: F DP: 6

National Incident Management System: (NIMS) An Introduction (IS- 700)


- All FT CPH employees - Available online on Lippincott

and FEMA site

PHC: A, B, C, E, F, G, H DP: 2, 3

Ohio Ethics Commission




PHC: A, B, C, E, F, G, H DP: 12

Orientation - City of Columbus




PHC: B, C, E, G, H DP:






Orientation – CPH Human Resources

Complete on first day of employment

- All new CPH employees - Classroom only at CPH

PHC: B, C, E, G, H DP: 14, 18

Orientation – CPH with Dr. Long

Training provided bi-monthly Complete within three months of hire


PHC: B, C, D, E, F, G, H DP: 1, 2, 7, 13, 14, 18

Orientation – CPH Welcome Video

Complete within one week of hire

- All FT and PT CPH employees - Available online on

Lippincott

PHC: B, C, D, E, F, G, H DP: 2, 7, 14, 18

Orientation – What Supervisors Need to Know



PHC: A, B, C, D, E, F, G, H DP: 2, 7, 14, 16, 18

Performance Management


- All FT and PT CPH supervisors - Classroom tutorial with Performance Management Coordinator

PHC: A, B, E, F, G, H DP: 13, 16

Personal Safety & Building Emergency Procedures Training

Complete within two months of hire.


PHC: A, B, C, F DP: 2, 3, 4, 6, 11, 14, 18



- All FT and PT CPH employees - Available online on Lippincott - CPH staff will complete training to identify their roles and responsibilities in a POD.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 6, 10, 11


Complete within two week of hire.


Lippincott

PHC: F DP: 2, 6, 10, 11, 14, 18

Respiratory Training Complete within three months of hire.

- All new FT and PT CPH employees


PHC: F DP: 2, 3, 6, 10, 11, 14, 18

Sexual Harassment Awareness




PHC: A, C, D, E, F, G, H DP:









Lippincott

PHC: A, B, C, D, E, F, G, H DP: 6, 7, 14, 18

Violence in the Workplace




PHC: A, B, C, D, F, G, H DP: 7, 10, 11, 12, 15


The following people from CPH will have roles and responsibilities in the New Employee priority:




Alisha Ardolino, Human Resources Office

Laurie Dietsch, Accreditation and Planning


Shelly Mitchell, HIPAA Coordinator



Beth Ransopher, Human Resources Office and Office of Emergency Preparedness

Alana Samuels, Human Resources Office



Ryan Younge, Office of Emergency Preparedness The following organizations and academic institutions will be a resource in the training priority area of New Employees:






Priority 10: Nursing

Background Columbus Public Health nurses must be competent in skills that are needed to address population health needs, including but not limited to skills required to respond to the community in disasters. Annually CPH schedules a Clinical Competencies Skills Days’ to provide the opportunity for all CPH nurses to practice and check off on critical knowledge, skills and abilities. All nursing competencies are tracked through an online learning management system called Lippincott Nursing Procedures and Skills.

The competencies deemed essential for CPH nurses are selected by a CPH Nursing Competency Workgroup and is documented in a CPH Nursing and Clinical Support Staff Competencies Policy and Procedure (7). The Nursing Competency Workgroup is comprised of CPH nurses from various clinical areas, as well as representation from the CPH Human Resources Office. The Nursing training courses were chosen based upon:



Discipline specific training objectives for all Nurses required by the Ohio Board of Nursing;








American Red Cross Disaster Health Services Workshop (Shelter training)

At time of hire Annually

- All new and existing nurses will complete a self-study refresher and a skill demo at Skills Day.

- Refresher available online on Lippincott

PHC: A, C, D, E, F, H DP: 3

Bloodborne Pathogen Exposure


- All new and existing nurses and clinical support staff will complete self-study training from Safety Officer.


PHC: F DP: 3, 4, 6, 9, 11, 12, 14



Priority 10: Nursing, continued



Blood Glucose Meter At time of hire Annually



PHC: F DP: 12

Blood Pressure Assessment




PHC: F DP: 12

CPR/BLS for Healthcare Providers

Every two years All nurses and other identified clinical staff will complete training every two years.

PHC: F DP: 6, 11, 12

HIPAA & Privacy Compliance


- All new and existing nurses will complete a self-study module developed by HIPAA Compliance Officer annually.


PHC: C, D, F, G, H DP: 2, 6, 12 PHAB – 11.1.2.2 A

Human Trafficking At time of hire Annually

- All new and existing nurses will complete a self-study refresher online.


PHC: A, B, C, D, E, F, G, H DP: 6, 7, 11, 15

Intramuscular and Subcutaneous Injections for Infants, Children and Adults


- All new and existing nurses will complete a self-study refresher and a skill demo at Skills Day. - Refresher available online on Lippincott

PHC: F DP: 12

Management of Medical Emergencies (EpiPen and Pediatape)



PHC: F DP: 12

Nursing Law Every two years All nurses will complete training every two years.

PHC: B, E, F DP: 12

Personal Safety & Building Emergency Procedures

At time of hire As needed

All new FT, FT and temporary nurses will complete classroom training developed by the Safety Officer.

PHC: A, B, C, E, F, G, H DP: 2, 3, 4, 5, 6, 9, 11, 12, 14, 18






Personal Protective Equipment: Donning and Doffing



PHC: F DP: 3, 4, 6, 9, 11, 12, 14

PPE Fit Testing At time of hire Annually

All new and existing nurses will complete a skill demo with a Safety Officer.

PHC: F DP: 3, 4, 6, 9, 11, 12, 14

Phlebotomy At time of hire Annually

- All new and existing nurses and clinical support staff who participate in venipunctures will complete a self-study refresher and a skill demo at Skills Day.

- Refresher available online on Lippincott.

PHC: F DP: 9, 11

POD 101 Training At time of hire Every two years

All nurses will complete a self-study module to refresh their roles and responsibilities in a POD.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 6, 9

POD Command and Leadership Training (POD 102)

Annually Identified nurses who will serve as POD managers will complete self-study module or class room training.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 16

Safe Medication Practices


- All new and existing nurses will complete an online self-study. - Available online on Lippincott

PHC: F DP: 9, 11

Suicide Recognition and Intervention



PHC: A, C, D, E, G, H DP: 6, 9, 11, 15

Suspected Child Abuse Assessment & Reporting



PHC: A, B, C, D, E, F, G, H DP: 5, 6, 9, 12, 15






Suspected Domestic Violence



PHC: A, B, C, D, E, F, G, H DP: 6, 9, 12, 15

Suspected Elder/Disabled Adult Abuse/Neglect Assessment & Reporting



PHC: A, B, C, D, E, F, G, H DP: 6, 9, 12, 15

Urine Pregnancy Tests Annually - Identified staff that performs urine pregnancy testing will complete a self-study refresher and a skill demo at Skills Day. - Refresher available online on Lippincott

PHC: F DP: 9, 11

Nursing Continuing Education Training Program

To ensure nursing staff obtain the required bi-annual continuing education (CE) hours to maintain Ohio nursing licensure, CPH has designated a Primary Nurse Planner to coordinate and implement approved CE programming on a monthly basis. The Nursing Continuing Education Planning and Implementation Policy and Procedure (8) provides direction regarding the CPH providership of Nursing approved CE.

The program receives input from a CE Nursing Committee to assist the Primary Nurse Planner in writing the providership application and suggesting training topics. The trainings are available to all Registered Nurses, Advanced Practice Registered Nurses and Licensed Practical Nurses, as well as other interested staff from throughout the department. The following is a partial schedule for 2016:


Social Media, Professional Boundaries, and Ohio Nursing Law: Exploring the Interface

January 20, 2016

Cross Cultural Interaction: Choices and Challenges with the Deaf Community

February 17, 2016

Advocating for the Deaf Community: Practical Tools

March 16, 2016

Clinical Management of Sexually Transmitted Infections: Update 2016

April 27, 2016

Tuberculosis May 7, 2016

Teen Vaccination Programs June 15, 2016



Priority 10

Roles and Responsibilities Additional Resources

Nursing, continued

The following people from CPH will have roles and responsibilities in the Nursing priority:


Nancie Bechtel, Director of Nursing, Health Commissioner’s Office


Michael Kieffer, Nurse Planner Strategic Nursing Team

Beth Ransopher, Workforce Development, Human Resources Office

Marian Stuckey, CPH Social Worker CE Coordinator


CPH Multi-Disciplinary CE Workgroup

CPH Nursing Competency Workgroup

CPH Nursing CE Workgroup

CPH Workforce Development Workgroup The following documents, organizations and academic institutions will be a resource in the Nursing training priority area:

CPH Public Health Nurse Deployment to Shelters Policy and Procedure; CPH CPR Policy and Procedure; City of Columbus, Department of Human Resources CPH Office of Emergency Preparedness CPH Human Resources Office Federal Emergency Management Agency SOS Technologies (Healthcare Provider CPR class) Lippincott’s Nursing Procedures and Skills



Priority 11: Occupational Health and Safety

Background The mission of CPH is to protect health and improve lives in our community. The priority

area of Occupational Health and Safety has been determined by CPH as an area of

importance for staff and the community. The broad definition is to assure safe and

healthful working conditions exist for CPH employees by setting and enforcing standards

and by providing training and outreach. In addition this priority meets the United States

Department of Homeland Security’s capability of Responder Safety and Health which is to

protect the health of the responders through the use of safety training, personal

protective equipment, and control measures.

To ensure a safe working environment at CPH, a Safety Task Force group has been

developed. The primary role of the Safety Task Force is to ensure all staff have safely

evacuated the building in case of a fire, have taken appropriate shelter during a tornado

and ensure safe working conditions are present at all times. Additional training is available

for all designated Safety Task Force members including: Bloodborne Pathogen, CPR,

Evacuation Chair, First Aid, Hands-On Personal Safety, Global Harmonization, Personal

Protective Equipment, Personal Safety, Respirator, Respirator Fit Testing and Demo, Spill

Kits, and US DOT Hazard.

Priority

Methodology

The Occupational Health and Safety training courses were chosen based upon:



Identified training for Safety Task Force members;

Regulatory training requirements from the Occupational Safety and Health

Administration;






Bloodborne Pathogen

Training

Annually

- Required training for Identified CPH staff including nurses, environmental health, clinical, lab, dental and dietitians annually.


PHC: F DP: 3, 4, 6, 9, 10, 12, 14,

CPR/BLS for Healthcare Providers

Every two years All nurses and other identified clinical staff will complete training every two years.

PHC: F DP: 6, 9, 10, 12



Priority 11: Occupational Health and Safety, continued



Evacuation Chair As needed CPH has an evacuation chair on all second levels within the building. Training provided to Safety Task Force members as needed to evacuate clients and staff needing assistance when the elevator is not functioning.

PHC: F DP: 3

Generator Training As needed Training required for all staff identified to maintain the generator, which serves the entire department.

PHC: F DP: 3, 4

Hands Only CPR Annually At time of hire

- All new and existing FT and PT CPH employees in a non-clinical and non-nursing staff position


PHC: F DP: 3, 6, 9, 10, 11, 12, 14, 18

Hands-on Personal

Safety Training

An needed Identified CPH staff that goes out into the community in high-risk areas and/or personal homes.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 4, 5, 6, 9, 10, 12,

14, 15, 19

Global Harmonization System Hazard Communication Training

New employee training. Hazard specific per job.

- Additional training will be offered when a new hazard is introduced, as required by OSHA.

- New employees will receive awareness level training in Safety Orientation training.

- Areas of the department will receive more in-depth training depending on the hazard they are most likely to come into contact with.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 4, 5, 6, 9, 10, 12, 14, 15, 19

Man in the Padded Suit (Hands On Personal Safety Training)

As needed For identified CPH staff that goes out into the community in high-risk areas and/or visits personal homes. Offered by the City of Columbus Police Department.

PHC: F DP: 3, 4, 10, 15

Personal Protective Equipment (PPE) – Donning and Doffing



PHC: F DP: 3, 4, 6, 9, 10,, 12, 14






Personal Safety Training At time of hire As needed

- All new employees will receive as part of Safety Orientation Training.

- Offered to CPH departments upon request.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 4, 6, 9, 10, 14, 18

Respiratory Training Annually At time of hire

- All FT and PT CPH employees - All new FT and PT CPH

employees - Available online on Lippincott

PHC: F DP: 3, 4, 6, 9, 10, 12, 14, 18

Respirator Fit Testing and Skill Check Demo

Ongoing - All Year - Identified staff will be fit tested annually and will demonstrate proper usage.

- New employees will receive training on PPE and be fit tested.

PHC: F DP: 3, 4, 6, 9, 10, 12, 14, 18

Safety Orientation Training

Monthly or as needed

Training for all new employees includes building safety policies and procedures, health and personal safety, and hazard communications awareness training which include the Global Harmonization System.

PHC: A, B, C, D, E, F, G, H DP: 2, 3, 4, 6, 9, 10, 14, 18

Spill Kit Training As needed In that CPH stores chemicals on site this training is required for all staff working directly with chemicals, especially vector control staff.

PHC: F DP: 3, 4, 9, 14

US DOT Hazard Communication

Every three years Identified staff that ship hazardous materials, including infectious waste, and is authorized to sign a manifest. Classroom training offered by Safex.

PHC: F DP: 3, 4, 9, 14




The following people from CPH will have roles and responsibilities in the Occupational Health and Safety priority:

Julie Alban, Human Resources Office

Scott Hutchinson, Operations

Luke Jacobs, Environmental Health

Beth Ransopher, Human Resources Office


Kevin Williams, Human Resources Office Additional Resources:

The following documents, organizations and academic institutions will be a resource in the training priority area of Occupational Health and Safety:

CPH Nursing and Clinical Support Staff Competencies Policy and Procedure;

CPH Nursing Continuing Education Policy and Procedure;


City of Columbus, Occupational Health and Safety

CPH Division of Environmental Health

CPH Human Resources Office

CPH Office of Emergency Preparedness

City of Columbus Police Department (Padded Suit)

City of Columbus Fire Department (CPR)

Occupational Health and Safety Administration

Safex Corporation, consultant (US DOT)




Priority 12: Professional Competencies

Background Columbus Public Health has assessed the professional (or discipline) specific competencies representative of the department. These require an advanced knowledge in a field of study and would include those employees who need to maintain a certificate or license that requires continuing education in order to do a critical requirement of their job. The following professional competencies require continuing education (CE) for ongoing licensing and practice. Columbus Public Health supports providing continuing education in the various professions as documented in the CPH Multi-Disciplinary CE Planning & Implementation Policy and Procedure (9). It is the employee’s responsibility to obtain the necessary CE to maintain any required licensures and/or certifications. Professional disciplines supported at CPH and their associated CE requirements, are shown in the table below.

The Professional training courses were chosen based upon:

Discipline specific training requirements per professional authorities.


Training How Many Hours and How

Often

Discipline Who Requires It? Competencies and Disciplines Met

Blood Bank 2 hours needed every three years

Medical Technologists

American Society for Clinical Pathologists

PHC: F DP:

Bloodborne Pathogens

1 hour every year

Nurses, clinical, lab, dental, dietician

OSHA, Columbus Public Health

PHC: F DP: 3, 6, 9, 10, 11, 14

Chemical Dependency Specific

6 hours needed every two years

Chemical Dependency Counselors and Prevention Specialists

Ohio Chemical Dependency Professionals Board

PHC: A, B, C, E, F, G, H DP: 15

Chemistry 2 hours needed every three years



PHC: F DP:

Clinical Supervision Topics

6 hours needed every two years



PHC: A, B, C, E, F, G, H DP: 15, 16



Priority 12: Professional Competencies, continued

Training How Many Hours and How Often

Discipline Who Requires It?

Competencies and Disciplines Met

Establishing and Maintaining Professional Boundaries

1 hour needed every two years

Community Health Workers

Ohio Board of Nursing

PHC: A, C, D, E, F, G, H DP: 10

Ethics 3 hours needed every two years



PHC: A, B, C, D, E, F, G, H DP: 15, 17

Ethics 3 hours needed every two years

Counselors, Social Workers and Marriage & Family Therapists

State of Ohio Counselor, Social Worker and Marriage & Family Therapist Board

PHC: A, B, C, D, E, F, G, H DP: 15, 17

Gambling Specific Training

30 hours needed every three years

National Gambling Counselor Certification

National Council on Problem Gambling

PHC: A, B, C, D, E, F, G, H DP: 15

Hematology 2 hours needed every three years

Medical Technologists American Society for Clinical Pathologists

PHC: F DP: 10, 11

Immunology 2 hours needed every three years



PHC: F DP: 10, 11

Jurisprudence 1 hour needed every two years

Registered Dieticians Commission on Dietetic Registration

PHC: F DP:

Law - Public Health Nursing

1 hour every two years Fall 2013

Nursing Ohio Nurses Association

PHC: A, B, C, D, E, F, G, H DP: 10

Microbiology 2 hours needed every three years


PHC: F DP:



Priority 12: Professional Competencies, continued

Training How Many Hours and How Often

Discipline Who Requires It?

Notes

Safety 1 hour needed every three years


PHC: F DP: 11

Supervision 3 hours needed every two years

Social Workers and Marriage & Family Therapists (LISW-S only)

State of Ohio Counselor, Social Worker and Marriage & Family Therapist Board

PHC: F, G, H DP: 15, 16

Supervision 3 hours needed every two years

Clinical Counselors who are Supervisors (LPCC-S and PCC-S)

Counselor, Social Worker & Family Therapist Board

PHC: F, G, H DP: 15, 16


The following people from CPH will have roles and responsibilities in the Professional Competencies priority:


Multi-Disciplinary Continuing Education Workgroup




Priority 13: Quality Improvement

Background Quality Improvement (QI) is a systematic approach to assessing processes and improving them on an ongoing basis. Columbus Public Health is committed to improving quality in all of its services, processes and programs. QI is also a critical part of the public health accreditation process. In order to accomplish this priority, a formal training structure is necessary to lead and guide these efforts.

Columbus Public Health has a Quality Improvement Plan (10) that exists within the context of the Mission, Vision, and Values Management Model of the organization, which identifies and defines general goals and specific objectives to be accomplished each year, including training. All CPH staff is expected to maintain a culture of quality and strive for improvement on an individual, team and organizational level. Contained as an appendix to the QI Plan is a comprehensive Continuous Quality Improvement Training Plan (2012 – 2015) (10). The Quality Improvement trainings were chosen based upon:




Establishing continuous quality improvement (CQI) as a priority for the department;

Performance improvement from the 2013 PHAB Site Visit Report;

Public Health Accreditation Board training requirements noted in Domain 9;

Recognizing improvements and maintaining a culture of quality within the department.

Training Courses The following training courses have been identified for the Quality Improvement (QI)

priority:

Training Course Title

Intended Completion Date



February 2016


- All new FT and PT employees within three months of hire


PHC: A, B, E, F, G, H DP: 5, 6, 9


July 2016


- All new FT and PT employees within three months of hire


PHC: A, B, E, F, G, H DP: 5, 6, 9



Priority 13: Quality Improvement, continued





November 2016

- All CPH FT and PT supervisors every two years

- All new FT and PT supervisors within three months of hire.


PHC: A, B, E, F, G, H DP: 5, 6, 9, 16

CQI Tool Time: Flowcharts, Fishbones & 5 Whys

As needed - As part of QI Team Facilitator Training.

- Members of CQI Teams at discretion of team facilitator/leader.

- Available online on OSU site.

PHC: A, B, E, F, G, H DP:

Data-Driven Decision Making for Continuous Improvement

January 12, 2016 Every two years as part of the CPH Leadership University curriculum.

PHC: A, B, E, F, G, H DP: 8

How to Develop Good Satisfaction Surveys and Questions

Ongoing as all department satisfaction surveys are being revised

All identified Leadership, Managers, and Supervisors

PHC: A, B, C, D, E, F, G, H DP: 16, 17

Kaizan Training As needed Tool to guide teams in QI projects.

PHC: A, B, C, D, E, F, G, H DP: 16

Program Performance Management Dashboard Training

At time of hire As needed

- Any CPH staff having responsibility for updating the CPH program performance dashboards.

- Refresher training for anyone who needs it.

- All new employees who are managers/supervisors

PHC: A, B, E, F, G, H DP: 9, 16

Quality Improvement for Individual Contributors

January 12, 2016 Kaizan-specific QI training for leadership classes, supervisors, and Quality Team.

PHC: A, B, C, D, E, F, G, H DP: 8, 16



Priority 13: Quality Improvement, continued

Roles and Responsibilities Collaboration Additional Training Resources

The following people from CPH will have roles and responsibilities in the Quality Improvement priority:

CPH Health Quality Team

Laurie Dietsch, Planning & Accreditation Coordinator

Dr. Teresa Long, Health Commissioner



National Association of County and City Health Officials


Public Health Accreditation Board

The following organizations and academic institutions will be a resource in the training priority area of Quality Improvement:

American Society for Quality (Quality Improvement Associate Certification, Quality Process Analyst Certification)

A National Association for Healthcare Quality (Certified Professional in Healthcare Quality

International Society for Performance Improvement

Ohio Public Evaluators Group

The Ohio State University, Center for Public Health Practice and university learning management system

Public Health Accreditation Board



Priority 14: Seasonal Employees

Background The definition of “Seasonal employee” employed at CPH means those staff who work a certain regular season or period of the year performing some work or activity limited to that season and either (a) averaged in the aggregate less than 500 hours in the previous year; or (b) less than 60% who worked one (1) year and returned the next. During specific peak times of the year, Seasonal employees are needed to provide additional program support and assistance, most often in the Division of Environmental Health. Candidates often work during the summer season in the Vector Control Program to assist with mosquito spraying. Due to the specific nature and skills needed to work within this program and the short time period these employees are on staff, this training plan was created specifically for the vector control program and to ensure important and relevant organizational and job specific training is provided within two – three weeks of the employees start date. If seasonal staff is hired within other areas of the department, the training plan will be revised as needed. The following trainings are addressed in the document Required Training Plan for CPH New Employees – Seasonal Staff. (11) Separate training plans are also available for new employees hired as full-time, part-time or temporary and are located in separate sections of the Training Curriculum Plan. The Seasonal training courses were chosen based upon:


Division of Environmental Health training priorities;

Regulatory training requirements from the Occupational Safety and Health Administration.

Training Courses





Bloodborne Pathogen Exposure

Within two weeks of start date

- All new seasonal will complete self-study training from Safety Officer.


PHC: F DP: 3, 4, 6, 9, 10, 11, 12

Diversity Training


- All new seasonal will complete self-study training.


PHC: C, D, F DP: 4, 7, 9, 10

Environmental Health Training in Emergency Response: Module 8 – Vectors & Pests




PHC: F DP: 3



Priority 14: Seasonal Employees, continued








PHC: A, F, G, H DP: 6, 9, 12, 18

Fire Extinguisher Training




PHC: F DP: 3, 4, 11

Hands Only CPR




PHC: F DP: 3, 6, 9, 10, 11, 18





PHC: C, D, F DP: 6, 7, 9, 18

HIPAA Within two weeks of start date

- All new seasonal will complete self-study training and make contact with Health Records Officer.


PHC: F DP: 6, 9, 18


On first day of start date

All new seasonal will complete classroom training from Human Resources.

PHC: F DP: 9, 18





PHC: F DP: 9, 18

Personal Protective Equipment/ Donning and Doffing: Normal Training and Skill Demonstration


- All new seasonal will complete self-study training and perform a skill demonstration.


PHC: F DP: 3, 4, 6, 9, 10, 11

Personal Safety & Building Emergency Procedures


All new seasonal will complete classroom training from Safety Officer.

PHC: F DP: 3, 6, 9, 11, 18





PHC: F DP: 6, 9, 18

Respirator Within two weeks of start date



PHC: F DP: 3, 4, 6, 9, 10, 11

Respirator Fit Testing


All new seasonal will complete fit testing and perform skill demonstration.

PHC: F DP: 3, 4, 6, 9, 10, 11



Priority 14: Seasonal Employees, continued




Spill Kit Training Within two weeks of start date



PHC: F DP: 3, 4, 11

Vector Control & Surveillance Training (consists of 8 trainings)




PHC: F DP: 4


The following people from CPH will have roles and responsibilities in the Seasonal training priority:

CPH Division of Environmental Health, Vector Control Program


Kelli Dodd, Environmental Health

Shelly Mitchell, Health Information Officer


Scott Whittaker, Environmental Health

The following organizations and academic institutions will be a resource in the training priority area of Seasonal Employee Competencies:


National Environmental Health Association



Priority 15: Social Workers and Clinical Counselors

Background Columbus Public Health social workers and clinical counselors must be competent in skills to address the diverse and changing needs of the community. The competencies deemed essential for CPH licensed social workers are selected by a Multi-disciplinary Continuing Education Committee consisting of social workers, clinical counselors and workforce development coordinators. Social Workers and Clinical Counselors in Ohio are licensed by the Ohio Counselor, Social Worker & Marriage and Family Therapist Board. Educational seminars are often created and provided for several licensed and certified professionals working at CPH including:

- Clinical Counselor (LPC, PC, LPCC or PCC, LPCC-S or PCC-S); - Ohio Certified Prevention Specialist (OCPSA, OCPS-I, OCPS-II/II – S); - Ohio Chemical Dependency Counselor (CDCA, LCDC-II, LCDC-III, LICDC, LICDC-CS); - National Gambling Counselor; - Social Worker (SWA. LSW, LISW, LISW-S);

Social Worker CE’s can also be utilized by RN’s, LPN’s, and APRN’s licensed with the Ohio Board of Nursing. The Social Worker and Clinical Counselor training courses were chosen based upon:



Ohio Counselor, Social Worker & Marriage and Family Therapist Board training requirements;


Social Worker and Counselor CE Workgroup;

Social Worker & Counselor Training Needs Assessment results (2014).





Franklin County Children Services Mandated Reporting

February 3, 2016 SW CE training series PHC: A, B, C, D, E, F, G, H DP: 5, 10

Domestic Violence Training for Professionals

March 1, 2016 SW CE training series PHC: A, B, F DP: 7, 9, 10, 11

Complicated Grief and Trauma

April 5, 2016 SW CE training series PHC: A, C, F DP: 7, 10

Motivational Interviewing

April 13, 2016 Alcohol and Drug program team staff

PHC: A, C, E DP:



Priority 15: Social Workers and Clinical Counselors, continued




Clinical Management of Sexually Transmitted Infections: Update 2016 (STI Conference)

April 27, 2016 - CPH and OSU collaboration - Nursing CE of the Month

PHC: F DP: 10

Human Trafficking May 3, 2016 SW CE training series PHC: A, C, D, F, G, H DP: 7, 10, 11

Motivational Interviewing

May 18, 2016 Alcohol and Drug program team staff

PHC: A, C, E DP:

Trends and Issues for the Aging Population

June 7, 2016 SW CE training series PHC: C, D, E, F DP: 10

Homelessness July 8, 2016 SW CE training series PHC: A, C, D, F DP: 7, 10

Secondary Trauma August 2, 2016 SW CE training series PHC: F DP: 10

Compassion Fatigue

September 6, 2016 SW CE training series PHC: F DP: 10

LGBTQ Youth and Adults – Issues Across the Lifespan

October 4, 2016 SW CE training series PHC: A, C, D, E, F, G, H DP: 7. 10

Ethics for Social Workers

November 1, 2016 SW CE training series PHC: F DP: 12

Bhutanese Refugee Training

Ongoing - Cultural competency training available to all interested staff


PHC: A, C, D, E, F DP: 2, 7, 10

Human Trafficking Annually - SW’s and Counselors will complete a self-study refresher online.


PHC: A, B, C, D, E, F, G, H DP: 6, 10, 11

Suicide Recognition and Intervention

Annually - SW’s and Counselors will complete an online self-study. - Available online on Lippincott

PHC: A, B, C, D, E, F, G, H DP: 6, 10, 11

Suspected Child Abuse Assessment & Reporting

Annually - SW’s and Counselors will complete a self-study refresher and a skill demo at Skills Day. - Refresher available online on Lippincott

PHC: A, B, C, D, E, F, G, H DP: 6, 10, 11



Priority 15: Social Workers and Clinical Counselors, continued




Suspected Domestic Violence

Annually - All identified staff will complete an online self-study. - Available online on Lippincott

PHC: A, B, C, D, E, F, G, H DP: 6, 9, 10, 11

Suspected Elder/Disabled Adult Abuse/Neglect Assessment & Reporting

Annually - SW’s and Counselors will complete an online self-study. - Available online on Lippincott

PHC: A, B, C, D, E, F, G, H DP: 6, 10, 11


The following people from CPH will have roles and responsibilities in the Social Worker and Clinical Counselor training priority:

Diversity and Health Equity Coordinating Committee

Nursing Competency Workgroup

Social Worker Continuing Education Committee

Lisa Callander, Employee Assistance Program

Debbie Helldoerfer, Chemical Dependency Counselors and Prevention Specialist Coordinator



Bruce Koppert, Counselor CE Coordinator

Beth Ransopher, Workforce Development Human Resources Office

Malaika Stubbs-Wilson, Health Equity Training Coordinator, Neighborhood Health


The following organizations and academic institutions will be a resource in the training priority area of Social Worker and Clinical Counselor competencies:




Priority 16: Supervisors

Background Well trained supervisors and managers within CPH is an essential component in maintaining and strengthening our public health workforce. All supervisors and managers whether existing, newly hired or newly promoted are required to complete a designated level of training to ensure mid-level and executive staff receives an advanced level of professional development. Trainings may include specific information regarding CPH, the City of Columbus, expected levels of performance, safety and health, and emergency preparedness.

New employees who will have a supervisor or manager role will be expected to complete additional training at the time of hire, in addition to the basic foundational level of training for all employees. It is the new employee’s and their supervisor’s responsibilities to ensure the trainings are completed and within the allotted time periods. The goal of CPH is to ensure our new workforce receives training to prepare them for a long and successful public health career with our organization. Our public health workforce should be competent, confident, and well prepared.

The Supervisor training courses were chosen based upon:




New Employee assessment survey conducted January – February 2015;










- New staff complete within 3 months of hire

- Existing staff: November 2016

- New Employees - All FT and PT CPH supervisors

every two years - Available online on Lippincott

PHC: A, B C, E, F, G, H DP: 6, 9, 13

Drug-Free Safety for Supervisors Required training from the City of Columbus for insurance and workman’s compensation.

- New staff complete within 8 weeks of hire.

- Existing staff: annual refresher

- New employees complete via classroom training at Citywide

- All FT and PT CPH supervisors annual refresher via Lippincott

PHC: A, B, F, G, H DP: 6, 9



Priority 16: Supervisors, continued



Incident Analysis Complete within 8 weeks of hire.

- All new FT and PT CPH supervisors


PHC: A, B, C, F, G, H DP: 9, 11



- All new FT CPH supervisors - Available online on Lippincott and FEMA site

PHC: PHC: A, B, C, D, E, F, G, H DP: 2, 3, 6, 9

Orientation – What Supervisors Need to Know


- All new FT and PT CPH supervisors - Available online on Lippincott

PHC: PHC: A, B, C, D, E, F, G, H DP: 1, 2, 3, 9, 13

Performance Management


- All new FT and PT CPH supervisors - Classroom tutorial with Performance Management Coordinator

PHC: A, B, C, F, G, H DP: 9, 13


The following people from CPH will have roles and responsibilities in the Supervisor priority:




Laurie Dietsch, CPH Accreditation Coordinator



Beth Ransopher, Workforce Development, Human Resources

Kevin Williams, Human Resources Office The following organizations and academic institutions will be a resource in the training priority area of Supervisors:






Priority 17: Supervisor Toolbox

The CPH Supervisor’s Toolbox is an informal, but organized training opportunity for CPH staff currently in supervisory and/or management positions or have the desire for future promotion into these positions. Short informal educational trainings and seminars are provided quarterly on a variety of different topics regarding supervising and managing employees. These trainings will:

- Be conducted at CPH; - Provide continuing education credit when possible; - Utilize internal and external speakers to conduct the trainings and seminars for

approximately 60 – 120 minutes each.

The Supervisor Toolbox training courses were chosen based upon:

Annual Training Planning Workshop results;




CPH Workforce Development Workgroup;

Identified supervisor trainings needs and gaps;



Date Topic Competencies and Disciplines Met

January 27, 2016 and February 24, 2016

What Managers Need to Know about Preparing New Employees Beth Ransopher and Employee Training Committee

PHC: A, B, C, F, G, H DP: 9, 16

May 5, 2016 Corrective Action Process with Employees Kevin Williams, Human Resources Officer, CPH


September 14, 2016 Public Records Act Training Ohio Attorney General’s Office and Shelly Mitchell, Columbus Public Health

PHC: A, B, C, F, G, H DP: 2, 16

December 7, 2016

Time Management and Work Life Balance for Supervisors Wayne Moore, Trainer, Employee Assistance Program

PHC: A, C, F, G, H DP: 16



Priority 17: Supervisor Toolbox, continued

Roles and Responsibilities Collaboration

The following people from CPH will have roles and responsibilities in the Supervisor Toolbox priority:


Roger Cloern, Health Commissioner’s Office


Beth Ransopher, Human Resources Office and Office of Emergency Preparedness

Kevin Williams, Human Resources Office CPH will collaborate with the following partner agencies:

Columbus Citywide Training and Development



Priority 18: Temporary

Background The definition of a “Temporary Appointment”, pursuant to City Charter Section 149(h), a person who has been selected by an appointing authority to fill a vacancy on a temporary basis not to exceed 60 workdays within any twelve month period is said to have received a temporary appointment under the following circumstances:

1) Whenever conditions arise such that an individual needs to be hired to perform work for a period not to exceed 60 workdays (480 work hours) within any consecutive twelve-month period, an appointing authority may appoint a qualified individual for said period as provided herein. For purposes of this section, eight work hours shall equal one workday. 2) In accordance with City Charter Section 153, the Commission shall not certify the pay of any individual duly given a temporary appointment for any time worked in excess of 480 hours within any consecutive twelve-month period. 3) May include paid intern positions.

Due to the short time period a temporary employee are on staff, a training plan was created to ensure important and relevant organizational and job specific training is provided within one month week of the employees start date. These trainings are addressed in the document Required Training Plan for CPH New Employees – Temporary Staff. (12) Separate training plans are also available for new employees hired as full-time, part-time and seasonal and are located in separate sections of the Training Curriculum Plan. The Temporary training courses were chosen based upon:


Employee Training Committee;

Workforce Development Workgroup;

Regulatory training requirements from the Occupational Safety and Health Administration.

Training Courses






Within three weeks of start date

- All new temporary will complete self-study training.


PHC: B, F DP: 6, 9, 14





PHC: A, B, C, D, E, F, G, H DP: 6, 9 12, 14



Priority 18: Temporary, continued




Hands Only CPR




PHC: F DP: 3, 6, 9, 10, 11, 14





PHC: A, B, C, D, F, G, H DP: 6, 7, 9, 14

HIPAA Within three weeks of start date

- All new temporary will complete self-study training and make contact with Health Records Officer.


PHC: A, B, C, D, F, G, H DP: 6, 9, 14

Medicaid Administrative Claim

Within three weeks of start date (if needed)

Identified employees in billing, clinical services and patient care

PHC: F DP: 9


On first day of start date

All new temporary will complete classroom training from Human Resources.

PHC: B, C, D, F, G, H DP: 9, 7, 14


Within one week of start date



PHC: B, C, D, F, G. H DP: 9, 14

Personal Safety & Building Emergency Procedures Training

Complete within two months of hire.


PHC: A, B, C, D, E, F, G, H DP: 2, 3, 9, 11, 14


Complete within three week of hire.



PHC: F DP: 3, 6, 9, 10, 11, 14


Complete within three weeks of hire.



PHC: A, B, C, D, F, G, H DP: 6, 7, 9



Priority 18: Temporary, continued


The following people from CPH will have roles and responsibilities in the Temporary training priority:


Human Resources Office


Shelly Mitchell, Medical Records Officer


Malaika Stubbs-Wilson, Health Equity

The following organizations and academic institutions will be a resource in the training priority area of Temporary Competencies:




Conclusion

CITATIONS 1. CPH Workforce Development Plan, April 2016 2. Public Health Accreditation Board Domain 8 – Workforce Development, Version 1.5, December

2013 3. Council on Linkages Core Competencies for Public Health Professionals, June 2014

http://www.phf.org/resourcestools/pages/core_public_health_competencies.aspx 4. Multi-Year Training and Exercise Plan, August 2015 5. Required Annual Training Plan for Full-time and Part-time CPH Staff, January 2016 6. Required Training Plan for CPH New Employees – Full-time and Part-time, January 2016 7. CPH Nursing and Clinical Support Staff Competencies Policy and Procedure, August 2015 8. Nursing Continuing Education Planning and Implementation Policy and Procedure, April 2014 9. CPH Multi-Disciplinary CE Planning & Implementation Policy and Procedure, April 2014 10. CPH Quality Improvement Plan and Training Appendix (2012 – 2015), August 2014 11. Required Training for CPH New Employees – Seasonal Staff, January 2016 12. Required Training for CPH New Employees – Temporary Staff, January 2016

PLAN MAINTENANCE & POINT OF CONTACT The CPH Office of Workforce Development in the Human Resources Office is responsible for training and workforce development initiatives, including the maintenance of this plan. The CPH Training Curriculum Plan will be reviewed annually.

For questions about this plan, please contact:

Beth Ransopher, RS, MEP Management Analyst II/Workforce Development Manager Columbus Public Health Human Resources Office/Office of Workforce Development 240 Parsons Avenue Columbus, OH 43215 614-645-0308 [email protected]

CONTRIBUTORS The following staff contributed to the authorship of this document:

1. Beth Ransopher, Workforce Development Manager, Primary Author 2. Julie Alban, Safety Officer 3. Michael Kieffer, Nurse CE Coordinator 4. Malaika Stubbs-Wilson, Health Equity Training Coordinator 5. Marian Stuckey, Social Worker CE Coordinator 6. Kevin Williams, Human Resources Officer 7. Ryan Younge, Emergency Preparedness

APPENDICES N/A REFERENCE FORMS N/A

http://www.phf.org/resourcestools/pages/core_public_health_competencies.aspx

mailto:[email protected]