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Developing and Implementing a Successful Workforce Development Plan
Ron Bialek, President, Public Health Foundation
John Moran – Senior Quality Advisor, Public Health Foundation
American Public Health Association 140th Annual Meeting and Exposition
October 29, 2012
Session Overview
The importance of having a successful Workforce Development Plan
Relevant Public Health Accreditation Board standards and measures
Meeting and exceeding PHAB standards
Introduce and discuss Workforce Development Plan worksheet – using a T-shaped matrix
Exercise
Next steps and resources
Why Have a Workforce Development Plan?
A high performing public health organization requires a high performing workforce
Adequate numbers
Training and systems
Skills and competence
Retention
Public Health Accreditation Board standards
Serving the public well – improving community health
What makes for a SUCCESSFUL Workforce Development Plan?
A Successful Workforce Development Plan
Assess current state
Identify gaps and needs
Prioritize
Determine desired future state
Select strategies for workforce development
Identify challenges and resistance
Determine feasibility of strategies
Develop sound implementation processes
Determine costs
Assure quality and process improvement throughout implementation
Last Year’s APHA Annual Meeting
Assess current state
Identify gaps and needs
Prioritize
Determine desired future state
Select strategies for workforce development
Identify challenges and resistance
Determine feasibility of strategies
Develop sound implementation processes
Determine costs
Assure quality and process improvement throughout implementation
Last Year’s APHA Annual Meeting
Assess current state
Identify gaps and needs
Prioritize
White Paper: How to Focus Your Training and Professional Development Efforts to Improve the Skills of Your Public Health Organization
• http://www.phf.org/resourcestools/Pages/Core_Competencies_Prioritization_White_Paper.aspx
Several Relevant PHAB Standards and Measures
Relationships with academe for training, expertise, and research (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L and 10.2.2 A)
Assess and develop workforce competencies (8.2.1 A)
Address competency gaps (8.2.1.A)
Leadership and management development activities (8.2.2 A)
State health department assistance to tribal and local health departments (8.2.3 S)
Use IT to support mission and workforce (11.1.6 A)
Job descriptions (11.1.5 A)
Recruitment and retention issues/needs (11.1.5 A)
Some Other PHAB Standards to Consider
1.2.2 A – training of surveillance site members on reporting requirements
2.3.3 A – schedule of training for surge capacity
5.3.2 A – strategic plan – address staff competency strengths and weaknesses
5.3.3 A – assess progress annually towards implementing strategic plan
5.4.1 A – drills and exercises
6.2.1 A – training in laws to support public health interventions
9.1.1 A – training in performance management
9.1.5 A – staff development in performance management
9.2.1 A – quality improvement training as part of QI plan
11.1.2 A – training on confidentiality policies
11.1.3 A – social, cultural and/or linguistic factors training
Meeting and Exceeding PHAB Standards
Assess current state
Identify gaps and needs
Prioritize
Determine desired future state
Select strategies for workforce development
Identify challenges and resistance
Determine feasibility of strategies
Develop sound implementation processes
Determine costs
Assure quality and process improvement throughout implementation
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker by-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Challenges and Resistance (Score? Why? How to Overcome?)
Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
A method to show relationships between items
Shows the relationship between two, three or four groups of information/issues/tasks
Displays information about the relationship between items
Helps prioritize tasks or issues to facilitate decision making
Identifies the connecting points between items
Matrix Diagrams
Gives information about the relationship between variables such as:
their strength
the roles played by various individuals
measurements
Matrix Diagrams
L - shapedT - shapedX – shapedY – shapedC – shapedRoof – shapedWhich one utilized depends on how many groups must be compared
Types of Matrix Diagrams
Two L-shaped diagrams connected together showing the relationships of two different factors to a common third one
3 groups – A, B, C can compareA to B and A to CBut not B to C
T-shaped Matrix
T-shaped matrixRelates three groups of items B to A to C but not B to C
Impl
emen
tatio
nP
roce
sses
A
C1
B2
B1
B3
C2
C3
PHABMeasures
Cha
lleng
es a
nd R
esis
tanc
e
A1 A2 A3 A4
Moran, J.W., Duffy, G.L. (2012). Public Health Quality Improvement Encyclopedia. Washington DC: The Public Health Foundation
Moran, J.W., Duffy, G.L. (2012). Public Health Quality Improvement Encyclopedia. Washington DC: The Public Health Foundation
T-shaped matrixImplementation
Processes
AC1 B2
B1
B3
C2
C3
PH
AB
Measures
Challenges and Resistance
A1
A2
A3
A4
Compare two or more groups of ideas/issues/tasks/etc.
Determine relationships among elements
Help prioritize tasks or issues
Identify the connecting points between large groups of ideas/etc.
Uses for Matrix Diagrams
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Challenges and Resistance (Score? Why? How to Overcome?)
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Step 1Challenges and Resistance (Score? Why? How to Overcome?)
PHAB Measures/ Activities 1.Purpose
2.What to do
3. How to do it (resources)
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Implementation Processes
Step 1
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Step 2Challenges and Resistance (Score? Why? How to Overcome?)
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Challenges and Resistance Step 2
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Note why and how to overcome?
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Challenges and Resistance (Score? Why? How to Overcome?)
Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Step 3 - PAUSE
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Challenges and Resistance (Score? Why? How to Overcome?) Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Step 4
Examples
Assess health department workforce competencies and gaps
Establish relationships with academia and others
Workforce Development Plan Worksheet
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (quantity? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
4.Tasks
5.Timeline
6. Respon-sibility
7. Mindoc required
8.Other PHABstandardsimpacted
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L & 10.2.2 A)
Assess HD workforce competencies & gaps (8.2.1 A)
Address competency gaps (8.2.1 A)
Leadership and management development activities (8.2.2 A)
SHD assistance to Tribal & Local HDs (8.2.3 S)
Use IT to support HD mission & workforce (11.1.6 A). May support other training-related documentation needs.
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Develop costing & training model for WFD
Assure quality & process improvement
Total
Challenges and Resistance (Score? Why? How to overcome? Implementation Processes
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
PHAB Measures/ Activities
1.Purpose
2.What to do
3. How to do it (resources)
Establish relationships with academia (8.1.1 S and 10.1.2 T/S) and others (8.1.1 T/L and 10.2.2 A)
• Train staff in priority competency areas
• Assist with research and evaluation
• Build staff research skills and competence
• Mentor students for future recruitment
Develop academic health department working with X university
Become a member of the Academic Health Department Learning Community•Access tools•Seek advice•Identify a mentor
Step 1Example
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (quantity? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
1.Purpose
2.What to
do
3. How to
do it (resources)
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Challenges and Resistance (Score? Whys? How to Overcome?) Implementation Processes
Exercise
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Challenges and Resistance
ExerciseNALBOH
1 5 5 5 5
1 5 5 1010
Total
Other
Legal
Org/policymaker buy-in to accred
External resources
Capacity (Skills? FTEs?)
Change
Budget
Unions
PHAB Measures/ Activities
Integrate Core Competencies into job descriptions (11.1.5 A)
Recruitment & retention issues/ needs (11.1.5 A)
Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major
Challenges and Resistance
ExerciseNACCHO
1 5 1 5 10 10 5
1 1 5 5 105 10
Next Steps
Try with your public health organization
Try using with other PHAB standards and measures, and related activities
Provide us with your feedback and suggestions for improvement
Send your comments and suggestions to Ron Bialek – [email protected]
Workforce Development Resources from the Public Health FoundationCouncil on Linkages Between Academia and Public Health PracticeCore Competencies for Public Health Professionals (Core Competencies)
Tools to assist practitioners use the Core Competencies Examples of Core Competencies use
Academic Health Department Learning Community Sharing ways to develop, maintain, and enhance relationships between public health practice
and academic organizations Most meetings require no travel Free to join – 130 members to date
Improving and measuring the impact of training Guide being developed to help trainers and sponsors of training improve and measure the
impact of training Strategies address ways to assess training needs, motivate learners and trainers, effectively
design and deliver training, and evaluate the impact of training Draft document posted online
http://www.phf.org/programs/council/
TRAIN – the nation’s premier learning management system for public healthOver 550,000 registered learnersOver 26,000 training programsOver 4,000 providers of trainingA FREE resource for public health professionals
https://www.train.org/
Learning Resource Center – where public health, healthcare, and allied health professionals find high quality training materials at an affordable priceComprehensive selection of public health quality improvement publicationsMany consumer-oriented health education publicationsSearch for publications by CDC’s Winnable Battles and many other public health topics
http://bookstore.phf.org/