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 140 th 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 _Prioritization_White_Paper.aspxhttp:// _Prioritization_White_Paper.aspx

Several Relevant PHAB Standards and Measures Relationships with academe for training, expertise, and research (8.1.1 S and T/S) and others (8.1.1 T/L and 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 ( A) Job descriptions ( A) Recruitment and retention issues/needs ( A)

Some Other PHAB Standards to Consider A – training of surveillance site members on reporting requirements A – schedule of training for surge capacity A – strategic plan – address staff competency strengths and weaknesses A – assess progress annually towards implementing strategic plan A – drills and exercises A – training in laws to support public health interventions A – training in performance management A – staff development in performance management A – quality improvement training as part of QI plan A – training on confidentiality policies 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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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

T - Shaped Matrix Diagrams

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 - shaped T - shaped X – shaped Y – shaped C – shaped Roof – shaped Which 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 compare A to B and A to C But not B to C T-shaped Matrix

T-shaped matrix Relates three groups of items B to A to C but not B to C Implementation Processes A C1 B2 B1 B3 C2 C3 PHAB Measures Challenges and Resistance A1 A2 A3A4

Moran, J.W., Duffy, G.L. (2012). Public Health Quality Improvement Encyclopedia. Washington DC: The Public Health Foundation

T-shaped matrix Implementation Processes A C1 B2 B1 B3 C2 C3 PHAB Measures Challenges and Resistance A1 A2 A3A4

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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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 1 Challenges 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 T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( A) Develop costing & training model for WFD Assure quality & process improvement Implementation Processes Step 1

Workforce Development Plan Worksheet Total Other Legal Org/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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 2 Challenges and Resistance (Score? Why? How to Overcome?)

Total Other Legal Org/policy maker buy-in to accred External resources Capacity (Skills? FTEs?) Change Budget Unions PHAB Measures/ Activities Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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/policy maker 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. Min doc required 8. Other PHAB standards impacted Establish relationships with academia (8.1.1 S and T/S) and others (8.1.1 T/L & 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 ( A). May support other training-related documentation needs. Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( 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 T/S) and others (8.1.1 T/L and 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 1 Example

Total Other Legal Org/policy maker 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 ( A) Recruitment & retention issues/ needs ( 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

Group Reports

Total Other Legal Org/policy maker buy-in to accred External resources Capacity (Skills? FTEs?) Change Budget Unions PHAB Measures/ Activities Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( A) Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major Challenges and Resistance Exercise NALBOH

Total Other Legal Org/policy maker buy-in to accred External resources Capacity (Skills? FTEs?) Change Budget Unions PHAB Measures/ Activities Integrate Core Competencies into job descriptions ( A) Recruitment & retention issues/ needs ( A) Scoring Challenges and Resistance: 0 – doesn’t relate; 1 – minimal; 5 – moderate; 10 – major Challenges and Resistance Exercise NACCHO

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 –

Workforce Development Resources from the Public Health Foundation Council on Linkages Between Academia and Public Health Practice  Core 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 TRAIN – the nation’s premier learning management system for public health  Over 550,000 registered learners  Over 26,000 training programs  Over 4,000 providers of training  A FREE resource for public health professionals Learning Resource Center – where public health, healthcare, and allied health professionals find high quality training materials at an affordable price  Comprehensive selection of public health quality improvement publications  Many consumer-oriented health education publications  Search for publications by CDC’s Winnable Battles and many other public health topics