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Teaching as a Recruitment StrategyMay 27, 2021 | 2:15-3:15 PM EST
Land Acknowledgement
This summit was planned on and is being presented from unceded territories of various Indigenous, Native American, and First Nations peoples.
We humbly offer gratitude and respect to the elders, past and present citizens of these tribes, and to all indigenous peoples that are historically and contemporarily
tied to the lands that make up what is now called the United States.
(Check out this resource to see whose land you’re occupying: native-land.ca)
Session Speakers
Alan Hejduk (he/him/his), MSSA, LISW-S, ASB
Manager of Counseling ServicesCircle Health Services Uptown & The
Centers East
Elena Thomas Faulkner (she/her/hers), MA
Chief Executive OfficerNational Institute for Medical Assistant
Advancement
Suzanne Smith (she/her/hers)Director of Health Center Operations
DivisionColorado Community Health Network
Housekeeping
• The recording and presentation will be sent via email to everyone
• Use the hand-raise symbol to speak and remain on mutewhen not speaking
• Please use the chat box to ask questions, share comments, and thoughts (use the drop down box and select everyone)
• Send a message to Mariah Blake or Olivia Peterson, if you are experiencing technical difficulties
Alan Hejduk, MSSA, LISW-S, ASBCOUNSELING MANAGER AT CIRCLE HEALTH SERVICES UPTOWN LOCATION
FQHC
Recruiting and Retaining Mental Health Counselors After Internships
Host interns from local colleges and universities CWRU, CSU, Ursuline College, John Carroll University, and others Diversity among interns Develop strong relationships with each school Assign a staff person to be in charge of internships Create a structured environment where students and schools feel
safe Decide how many interns can be accommodated each year
Go Slow!
During the interview process educate the prospective intern on what to expect and timelines
Begin with agency wide training all new staff attend Assessment and progress note training Practice in the EMR Up to two months of shadowing other clinicians and senior interns
Supervising Counselor
Give staff supervising interns a break in their productivity A supervising clinician can get credit for each encounter by their
intern Allow interns to seek out supervision from other counselors who use
theoretical orientations not used by primary supervisor
Time for Supervision
Give more than the minimum Expect to give two to four hours a week to an intern Some supervision is one-on-one and others in a group setting Department trainings on depression, SMI, suicide assessing, and
trauma work Interns may generate more revenue for an agency then paid staff! Bill at the highest rate
Agency Wide Trainings
CBT-p MI CBT First responder training Trauma informed techniques Teletherapy
Be Available
Interns working remotely need to know someone is always available Being available to process heavy stuff immediately after it happens! This may require rotating on call for any crisis Create an environment of safety for the intern Working remotely from the office is the safest way This is all the unstructured teaching that’s in the moment Not waiting for scheduled time Start off with less severe counseling clients Assessments are all unknown and anything can happen
Why Interns Want To Come On As Paid Counselors
Staying in the area FQHC loan forgiveness They know what the job entails here and expectations They may keep the same supervisor, office, and equipment
Why We Want to Recruit Them
They are well known to us We know more than any resume or reference can tell us They know our agency culture and values They may be able to continue with their clients from internship They can continue their training at a place they know cares about
staff development!
Health Center Workforce Summit May 27, 2021
Education Partnership as a Recruitment Strategy
National Institute for Medical Assistant Advancement
Created by and for CHCs with two objectives
Address a critical community health center workforce shortage
Provide an entry into health careers for members of health center communities
Nationally Accredited by Bureau of Health Education Schools
NIMAA 8-month MA training program
UpSkillMA continuing education
NIMAA Learning Programs
Medical Assistants prepared to serve in high performing
primary care settings and
continuing to learn
NIMAA: Health Workforce Diversity & “Grow Your Own” Approach
213 Graduates Recruited from Health Center Communities Across the US
65% Latino
4% Native Hawaiian
6% Black
9.6% Asian
1% American Indian
54% 25 years-old/older25% Single Parents
Students Reflect Community Demographics
Career Pathway Development
Medical Assistant Certificate Program
NIMAA Model
• Clinical partners established first• Students recruited from health
center communities• Online learning: flexibility in hours
and location• Affordable tuition• Prepares students for national
credentialing exams• Extensive, concurrent in-clinic
experience
Traditional Model
• Recruit students, then find externship sites
• Students must travel to campus for classes
• Programs are often expensive: graduate debt is burdensome
• Credentialing exam preparation is often not included
• Shorter clinical experience, at end of program
NIMAA & Health Center Workforce Models
Current employees (call center, front desk, etc.) enroll in NIMAA, transition to MA role
NIMAA brings new employees into the health center as students, hired upon graduation
Health center hires students, transition to full MA upon graduation
Tuition support agreement as a retention strategy
NIMAA and Workforce DevelopmentParticipation in education can influence employee satisfaction,
development and retention
NIMAA preceptor role can align with career
ladder step, professional development goal
Preceptors get exposure to/ refresher on team-based care concepts
Supports career ladder programs that require
participation in learning activities / teaching
health center culture
MAs are good candidates for further
clinical or administrative education
Current MA Ladder
UpSkill Ladder to Support Team Based Care
2
3
4
1Team Based Care
Professionalism
QI
Leadership
Population Health
Health Coaching
Care Coordination
Tobacco Cessation Counseling
Diet/Exercise Counseling
Leadership
Precepting
Trainingthe NextGeneration
Medical Assistant Career Possibilities
MA Lead Clinic Manager
Operations Manager COO
MA 2 Immunization Coordinator
QICoordinator Nurse
MA 2 Billing Specialist
Finance Specialist
Finance Director
MA 2 BH Screener Care Coordinator Social Worker
MedicalAssistant(MA1)
NIMAA Career Pathway Efforts
UpSkillMA Continuing Education
Articulation to Associate's Degree and Beyond
"Grow your own" Clinical Pathways
MAAssociates
Medical Assisting
Bachelor of Science Nursing
MA MA 2 or 3 MAManager
MA Nurse Nurse Practitioner
Suzanne SmithHealth Center Operations Division Director
Teaching as a Recruitment Strategy:PCAs supporting CHCs
CCHN * www.cchn.orgACU * clinicians.org
27
Colorado Health Centers and CCHN
Twenty Health Centers (CHCs): Serving 1 in 7 Coloradans Operating +200 clinic sites Employing +5,900 individuals All are CCHN members
CCHN * www.cchn.org 28
Multipronged Approach to Supporting CHC Workforce Needs
Health Professions Education and Training (HP-ET): Presenting to students Identifying areas for collaborative work Supporting HP-ET initiatives at CHCs
Training and Technical Assistance for CHC Staff: Peer groups for various CHC staff Soft skill-focused trainings Promoting trainings from other partners
Supporting incentive programs: Strong partner for the Primary Care Office resulting in a very strong state-based
provider loan repayment program Rural preceptor tax credits (up to $1,000) Loan repayment programs for clinical support staff (no longer active)
Partnerships, partnerships, partnerships
CCHN * www.cchn.orgACU * clinicians.org
29
Education at Colorado CHCs
CHCs surveyed around current and future HP-ET work Myriad types of HP-ET provided statewide In 2019, more than 1600 individuals hosted and trained
0
6
12
18
Admin MD/DO CSW CHW DDS RDH LPN MA CNM NP OtherAPN
Pharm PA Psych RN Other
Types of Students by # of Hosting CHCs2018 2019
CCHN * www.cchn.orgACU * clinicians.org
30
Partnership, partnership, partnership
CCHN * www.cchn.org 31
CCHN and NIMAA Partnership
CCHN * www.cchn.org 32
CCHN’s Continued Work to Support Education at CHCs:
Awaiting results from the Readiness to Train Assessment
Developing new partnerships and strengthening existing ones
Learning from other PCAs and CHCs nationwide
Supporting CHCs based on what they need
CCHN * www.cchn.org 33
Questions?Suzanne Smith
Health Center Operations Division Director
303-867-9540
Next Session
Leading Diversity, Equity, & Inclusion
3:30 to 4:45 PM EST
