Workforce strategies to enhance State Oral Health Program capacity. Samantha Jordan

Transcription

1 Workforce strategies to enhance State Oral Health Program capacity Samantha Jordan

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3 National Public Health Strategic Roadmap GOAL: Enhance the educational system at multiple levels Strategies Integrate population health into professional education Expand practice-based population health in schools and programs of public health (and dentistry) Focus on faculty development Enhance interprofessional education and teams Influence boards, certifications, and licensure of individuals, and accreditation of educational institutions

4 National Public Health Strategic Roadmap GOAL: Increase capability of existing workforce Strategies Define and target skills and competencies Expand training for defined skills and competencies Expand use of technology for ongoing and just-in-time learning Develop robust leader and leadership development offerings

5 National Public Health Strategic Roadmap GOAL: Improve pathways for public health careers Strategies Recruit professionals into public health from disciplines outside traditional fields Expand pipeline programs that promote public health as a career Improve retention strategies for existing public health workers Modernize hiring and promotion rules and incentives

6 National Public Health Strategic Roadmap GOAL: Strengthen systems and organizational capacity to support the workforce Strategies Define the numbers and types of workers needed Establish professional standards for public health disciplines Promote organizational culture that supports workforce development

7 Overview of SOHP workforce strategies Recruitment Retention Competency - Attracting new workers - Ensures an adequate number of workers - Prevents positions from remaining vacant - Keeping current workers - Prevents the loss of experience - Maintains community connectedness - Keeps institutional memory - Ensuring skills of workers - Ensures qualifications and experience of workers needed in today s complex public health environment

8 Overview of SOHP workforce strategies Recruitment Retention Strategic workforce planning Competency Career development Flexible work schedules and telecommuting opportunities Quantify value of job benefits Succession planning Promote opportunities such as online programs to continue education without leaving the workforce Redefine retirement Resource sharing and collaborative partnerships Cross-train workers to be skilled in a range of public health settings Mentoring program Effective leadership and leadership development

9 Strategic workforce planning Recruitment Retention Competency Strategic workforce planning Career development Succession planning - Anticipatory process to ensure the right number of people with the right competencies in the right jobs at the right time - Benefits include: - Improved retention and job satisfaction - Improved preparation for leadership - Enhanced commitment to work and the workplace - Improved knowledge transfer - Faster replacement of key leaders - Reduced transition time - Decreased recruitment costs

10 Rehiring retirees Recruitment Retention Competency Redefine retirement Mentoring program - Identify roles including teaching and mentoring that retired workers can do for SOHPs - Especially valuable on specific projects or tasks related to data, policy, strategic planning, grant writing or evaluation - Benefits include: - Avoid the loss of institutional knowledge - Retain highly-skilled employees - More time for succession planning

11 Collaborative partnerships Recruitment Retention Competency Resource sharing and collaborative partnerships Cross-train workers to be skilled in a range of public health settings - Can help SOHPs accomplish equal or greater health improvements without overburdening understaffed agencies - Keeps SOHPs aligned with the current trend for integration

12 Promote stronger connections between SOHPs and other programs and departments Recruitment Retention Competency Resource sharing and collaborative partnerships Cross-train workers to be skilled in a range of public health settings

13 Ensure the development of a responsive, competent, diverse, and "elastic" workforce Recruitment Retention Competency Resource sharing and collaborative partnerships Cross-train workers to be skilled in a range of public health settings

14 Summary - SOHPs vary in size, structure, resources, and focus - SOHPs must determine which workforce strategies are feasible and appropriate to ensure an adequate and competent workforce Which workforce strategies do you think would be effective (or ineffective) and why? Other ideas for SOHP workforce strategies?