Presentation on theme: "Northern Virginia Health Information Management/Health Information Technology Regional Conference Ernst Cultural Center, Northern Virginia Community College."— Presentation transcript:
Northern Virginia Health Information Management/Health Information Technology Regional Conference Ernst Cultural Center, Northern Virginia Community College Annandale Campus May 23, 2013 Northern Virginia Health Care Workforce Study Update
AGENDA About JFF Project Team Local Context Research Questions Research Study: Four Phase Process & Timeline Discussion Questions
JFF’s mission is to help young people and adults struggling most in today's world succeed in education and careers. We are committed to ensuring that all low-income youth and adults attain postsecondary credentials with value in the labor market. To accomplish this, JFF focuses on three key goals: 1.Accelerate the number of low-income high school students who graduate college and career ready with postsecondary momentum 2.Accelerate postsecondary attainment and career advancement through education and career pathways leading to credentials with value in the labor market 3.Significantly alter the national conversation so that aligned education and career advancement systems are the expected norm and supported in national and state policy and capacity ABOUT JFF 3
PROJECT TEAM Dr. Randall Wilson, Senior Project Manager Myriam Milfort, Senior Project Manager John Dorrer, Senior Advisor Jeremy Kelley, Project Manager Adwapa Donkoh, Project Manager David Altstadt, Consultant
LOCAL CONTEXT 2003 – NoVAHealthFORCE founded January 2005 - “The Health Care Workforce Shortage: An Analysis of the Scope” released 2005 - CEO Roundtable convened & Call to Action issued 2006-2012 - Commonwealth of VA funds program to expand nursing education 2007 – USDOL funds program to expand imaging workforce January 2008 – Health Care Workforce Update April 2013 – New workforce study initiated
RESEARCH QUESTIONS What are Northern Virginia’s Health Care Workforce Needs? –Patient demand: population growth, aging, health insurance coverage –Provider capacity for inpatient and outpatient care (beds) What are the Current Gaps in Northern VA’s Health Care Workforce? –For 24 critical occupations, plus additional occupations lacking training programs in NoVA –For nursing professions by credential What are NoVA’s Future Health Care Workforce Needs? What are the roles of Northern VA’s Educational Institutions in Supplying the Health Care Workforce? What Are The Health Care Workforce Needs In Loudon County And Prince William County?
RESEARCH STUDY: NORTHERN VIRGINIA AREA DEFINITION
RESEARCH STUDY: CRITICAL 24 OCCUPATIONS 1.Dental Assistants 2.Dental Hygienists 3.Emergency Medical Technicians and Paramedics 4.Home Health Aides 5.Licensed Practical and Licensed Vocational Nurses 6.Medical and Clinical Laboratory Technicians 7.Medical and Clinical Laboratory Technologists 8.Medical Records and Health Information Technicians 9.Nursing Aides, Orderlies, and Attendants 10.Occupational Therapists 11.Pharmacists 12.Pharmacy Technicians 13.Physical Therapist Assistants 14.Physical Therapists 15.Radiologic Technologists and Technicians 16.Registered Nurses 17.Respiratory Therapists 18.Speech-Language Pathologists 19.Surgical Technologists 20.Medical and Nurse Managers* 21.CT Scanning Technologist 22.MRI technologist 23.Surgical Technicians* 24.Phlebotomists
RESEARCH STUDY: FOUR PHASE PLAN & TIMELINE Apr. 1 st – 30 th April 1 st – May 31 st May 13 th – July 30 th Jul. 12 th – Nov. 15th
PHASE I: PRELIMINARY RESEARCH Purpose: solidify operational aspects of the study, including referrals to contacts, confirmation of research questions and work plan; and to introduce the study to key regional stakeholders. The following activities are also planned: Kick off initiative during April roundtable Conduct literature review Identify and catalogue data sources relevant to each phase of the research Obtain and study relevant documents Clarify questions of access to PwC’s documents and regional contacts Establish priorities with SSG and CEO Roundtable
PHASE II: SECONDARY LABOR MARKET RESEARCH Purpose: to conduct secondary regional labor market data analysis on demand, supply, and gaps. Preliminary findings from this analysis will be provided in advance to focus group members and to help frame the discussions. Demographic analysis Supply analysis Demand analysis Education and training analysis
PHASE III: PRIMARY RESEARCH Purpose: collect primary data, using focus groups, interviews, and online surveys, to determine demand, supply, and capacity trends of providers and educational institutions, and better understand strategies and context for trends. Round I Focus groups: Employers and Educators Focus group: Implications of IOM BSN recommendations Interviews with key stakeholders, providers and educators Online employer survey Round II Focus groups: Employers and Educators
PHASE IV: ASSESSMENT AND REPORTING OF FINDINGS Purpose: compile and refine written analysis of the quantitative and qualitative data. The following activities are also planned for this phase: Host a second round of focus groups to validate preliminary findings from employer and education and training stakeholders Fill in any remaining gaps or new and unanswered questions that arose during our analysis/composition and survey phases Submit final report (September 30) Public Presentation of findings (Oct. 15 – Nov. 15)
FOCUS GROUP QUESTIONS What HIM and HIT positions are in greatest demand? What specific skills and competencies are in greatest demand? How do you anticipate that demand for skilled HIM/HIT professionals will change in the next 5-10 years? What will drive changes in workforce demand? What other factors in the environment might affect the demand for HIT workers in the next 5-10 years? What are the chief barriers to meeting HIT workforce needs? How are health care employers currently meeting staffing needs in HIT/HIM? How important are HIT/HIM credentials when selecting candidates for positions? How well prepared are graduates of area HIT/HIM programs to perform successfully on the job? What additional preparation, if any, do they need to meet job requirements? What are the chief gaps [if any] in educational capacity for HIT/HIM in the region? What strategies would be most effective in filling these gaps?
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