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Hall EW, Sarwary S, Reynolds A, Przedworski J, Newby-Kew A, Camp K, Ku JH, Snowden JM. Development of a University-Government Partnership for Public Health Response and Workforce Development in the State of Oregon. J Community Health 2024; 49:779-784. [PMID: 38491319 DOI: 10.1007/s10900-024-01352-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/01/2024] [Indexed: 03/18/2024]
Abstract
The COVID-19 pandemic exposed and exacerbated a public health workforce shortage and national strategies have called for the development of clear occupational pathways for students to enter the public health workforce and meaningful public health careers. In response to the immediate need for public health workers during the pandemic, several universities and academic hospitals rapidly mobilized students and employees and partnered with local or state health departments. However, many of those partnerships were based on short-term volunteer effort to support critical COVID-19 public health efforts. In this article, we document the development of Oregon's Public Health Practice Team, a student, staff, and faculty workforce developed at the Oregon Health & Science University-Portland State University (OHSU-PSU) School of Public Health in close collaboration with the Oregon Health Authority (OHA). This project contributed significant effort to several phases of Oregon's statewide public health response to COVID-19, and over time developed into a lasting, multi-purpose, inter-agency collaborative public health practice program. Health equity has been centered at every stage of this work. We describe the phases of the partnership development, the current team structure and operations, and highlight key challenges and lessons learned. This provides a case-study of how an innovative and flexible university-government partnership can contribute to immediate pandemic response needs, and also support ongoing public health responses to emerging needs, while contributing to the development of a skilled and diverse public health workforce.
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Affiliation(s)
- Eric W Hall
- School of Public Health, Oregon Health & Science University-Portland State University School of Public Health, 1810 SW 5th Avenue, Suite 510, Portland, OR, 97201, USA.
| | - Shabir Sarwary
- School of Public Health, Oregon Health & Science University-Portland State University School of Public Health, 1810 SW 5th Avenue, Suite 510, Portland, OR, 97201, USA
| | - Amelia Reynolds
- Health Security, Preparedness and Response Program, Public Health Division, Oregon Health Authority, Portland, OR, USA
| | | | - Abigail Newby-Kew
- School of Public Health, Oregon Health & Science University-Portland State University School of Public Health, 1810 SW 5th Avenue, Suite 510, Portland, OR, 97201, USA
| | - Karen Camp
- School of Public Health, Oregon Health & Science University-Portland State University School of Public Health, 1810 SW 5th Avenue, Suite 510, Portland, OR, 97201, USA
| | - Jennifer H Ku
- Department of Research & Evaluation, Kaiser Permanente Southern California, California, USA
| | - Jonathan M Snowden
- School of Public Health, Oregon Health & Science University-Portland State University School of Public Health, 1810 SW 5th Avenue, Suite 510, Portland, OR, 97201, USA
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Macomber K, Brooks J, White H, Chase Y, Thomas C. Factors Associated with COVID-19 Public Health Workforce Pipeline. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2024; 30:E197-E200. [PMID: 38985953 DOI: 10.1097/phh.0000000000001980] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/12/2024]
Abstract
Public health entities nationwide conducted historic hiring to mitigate the COVID-19 pandemic. Post-pandemic recovery has seen recognition and investment in the need for public health infrastructure including workforce. This case study presents a descriptive analysis of COVID-19 case investigators and contact tracers who were part of the COVID-19 workforce in Michigan and associated factors in their ongoing interest in the field. The majority of these respondents have continued their public health career.
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Affiliation(s)
- Kathryn Macomber
- Bureau of HIV/STI Programs, Public Health Administration, Michigan Department of Health and Human Services, Lansing, Michigan(Mss Macomber and Brooks); and Michigan Public Health Institute, Okemos, Michigan (Mss White, Chase, and Thomas)
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Concha JB, Umucu E, Duarte-Gardea M, Gonzalez AL, Solis GR, Loya AM, O'Dell LE, Mathew R. Hispanic-Serving Institutions Contributing to the Training and Diversity of the Public Health and Health Care Workforce. Am J Public Health 2024; 114:S472-S477. [PMID: 39083734 PMCID: PMC11292272 DOI: 10.2105/ajph.2024.307655] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/05/2024] [Indexed: 08/02/2024]
Abstract
The University of Texas at El Paso (UTEP), a Hispanic Serving and Carnegie R1 institution, serves as a pathway for socioeconomically diverse Hispanic/Latino (H/L) health profession students via equal-access strategies. The Center for Institutional Evaluation, Research, and Planning data illustrates UTEP's success in graduating H/L health professionals (i.e., allied health, nursing, pharmacy, and psychology) students between 2014 and 2023. Nearly 90% of these graduates are employed in Texas one year after graduation, and 85% remain employed after 10 years. (Am J Public Health. 2024;114(S6):S472-S477. https://doi.org/10.2105/AJPH.2024.307655) [Formula: see text].
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Affiliation(s)
- Jeannie B Concha
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Emre Umucu
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Maria Duarte-Gardea
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Azuri L Gonzalez
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Guillermina R Solis
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Amanda M Loya
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Lara E O'Dell
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
| | - Roy Mathew
- Jeannie B. Concha, Emre Umucu, and Maria Duarte-Gardea are with the College of Health Sciences Department of Public Health Sciences University of Texas at El Paso. Azuri L. Gonzalez is with the Diana Natalicio Institute for Hispanic Student Success University of Texas at El Paso. Guillermina R. Solis is with the College of Nursing University of Texas at El Paso. Amanda M. Loya is with the School of Pharmacy University of Texas at El Paso. Lara E. O'Dell is with the College of Liberal Arts, Department of Psychology University of Texas at El Paso. Roy Mathew is with the Center for Institutional Evaluation University of Texas at El Paso
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Kirkland C, Stabler H, Frank J, Stimes A, Nelson P, Suker B, Sevcik Tummala S, Hedberg C, Leider JP, Pearlman AJ. Minnesota Public Health Corps: A New Model For Building The Governmental Public Health Workforce. Health Aff (Millwood) 2024; 43:822-830. [PMID: 38830158 DOI: 10.1377/hlthaff.2024.00019] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/05/2024]
Abstract
Governmental public health agencies in the US are understaffed, and ongoing shortages will have a detrimental effect on their ability to provide basic public health services and protections. Public Health AmeriCorps was established in 2022 to support efforts to create a stronger and more diverse public health workforce nationwide. The Minnesota Public Health Corps, one of the largest Public Health AmeriCorps models, is a capacity-building program that places AmeriCorps members directly into governmental public health settings across the state. We used data from the first year of the Minnesota Public Health Corps (2022-23) to describe the experiences of thirty-five sites participating in the program. We also examined preliminary findings about how it shaped AmeriCorps members' skills and prospects related to career development in public health. Corps members were younger and more diverse than the current public health workforce in Minnesota, and the majority said that they intended to pursue a public health career. Host sites reported improved capacity to deliver public health services and indicated that corps members helped them reach new populations. Our evaluation demonstrates that this statewide program may be a scalable model to address parts of the acute capacity gaps at public health agencies, as well as long-term efforts to revitalize the workforce.
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Affiliation(s)
- Chelsey Kirkland
- Chelsey Kirkland , University of Minnesota, Minneapolis, Minnesota
| | | | | | | | - Peter Nelson
- Peter Nelson, ServeMinnesota, Minneapolis, Minnesota
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Bather JR, Furr-Holden D, Burke EM, Plepys CM, Gilbert KL, Goodman MS. Racial and Ethnic Composition of Departments of Health Policy & Management and Health Education & Behavioral Sciences. HEALTH EDUCATION & BEHAVIOR 2024:10901981241255611. [PMID: 38785389 DOI: 10.1177/10901981241255611] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/25/2024]
Abstract
The diversity of racial/ethnic representation in the health services and policy research (HSPR) workforce plays a crucial role in addressing the health needs of underserved populations. We assessed changes (between 2012 and 2022) in the racial/ethnic composition of students and faculty from departments of Health Policy & Management (HPM) and Health Education & Behavioral Sciences (HEBS) among the Association of Schools and Programs of Public Health member institutions. We analyzed annual data from over 40 institutions that reported student and faculty data in 2012 and 2022 within each department. Racial/ethnic populations included American Indian/Alaska Native (AI/AN), Asian, Hispanic, Native Hawaiian/Pacific Islander (NH/PI), Black, White, Unknown, and Multiracial. We conducted analyses by department and examined racial/ethnic composition by student status, degree level, faculty rank, and tenure status. We found statistically significant increases in Black assistant professors (HPM and HEBS) and tenured faculty (HPM), Hispanic graduates and tenure-track faculty (HPM), Asian professors (HPM: full and tenured, HEBS: associate and tenured), and Multiracial students and graduates (HPM and HEBS). Statistically significant decreases were observed in White professors (HPM: assistant and full, HEBS: all ranks) and tenure-track faculty (HPM and HEBS), AI/AN associate professors and tenured faculty (HEBS), Hispanic associate professors (HPM), Asian assistant professors (HEBS), and NH/PI students (HPM and HEBS). Our findings highlight the importance of increasing racial/ethnic representation. Strategies to achieve this include facilitating workshops to raise awareness about the structural barriers encountered by Hispanic faculty, providing research support, evaluating promotion processes, establishing more pathway programs, and fostering interdisciplinary academic environments studying AI/AN or NH/PI populations.
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Affiliation(s)
- Jemar R Bather
- New York University School of Global Public Health, New York, NY, USA
| | - Debra Furr-Holden
- New York University School of Global Public Health, New York, NY, USA
| | - Emily M Burke
- Association of Schools and Programs of Public Health, Washington, DC, USA
| | - Christine M Plepys
- Association of Schools and Programs of Public Health, Washington, DC, USA
| | - Keon L Gilbert
- Saint Louis University, St. Louis, MO, USA
- The Brookings Institution, Washington, DC, USA
| | - Melody S Goodman
- New York University School of Global Public Health, New York, NY, USA
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Yu Y, Lu J, Dou X, Yi Y, Zhou L. Spatial distribution and influencing factors of CDC health resources in China: a study based on panel data from 2016-2021. Front Public Health 2024; 12:1331522. [PMID: 38751586 PMCID: PMC11094321 DOI: 10.3389/fpubh.2024.1331522] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2023] [Accepted: 04/19/2024] [Indexed: 05/18/2024] Open
Abstract
Background Measuring the development of Chinese centers for disease control and prevention only by analyzing human resources for health seems incomplete. Moreover, previous studies have focused more on the quantitative changes in healthcare resources and ignored its determinants. Therefore, this study aimed to analyze the allocation of healthcare resources in Chinese centers for disease control and prevention from the perspective of population and spatial distribution, and to further explore the characteristics and influencing factors of the spatial distribution of healthcare resources. Methods Disease control personnel density, disease control and prevention centers density, and health expenditures density were used to represent human, physical, and financial resources for health, respectively. First, health resources were analyzed descriptively. Then, spatial autocorrelation was used to analyze the spatial distribution characteristics of healthcare resources. Finally, we used spatial econometric modeling to explore the influencing factors of healthcare resources. Results The global Moran index for disease control and prevention centers density decreased from 1.3164 to 0.2662 (p < 0.01), while the global Moran index for disease control personnel density increased from 0.4782 to 0.5067 (p < 0.01), while the global Moran index for health expenditures density was statistically significant only in 2016 (p < 0.1). All three types of healthcare resources showed spatial aggregation. Population density and urbanization have a negative impact on the disease control and prevention centers density. There are direct and indirect effects of disease control personnel density and health expenditures density. Population density and urbanization had significant negative effects on local disease control personnel density. Urbanization has an indirect effect on health expenditures density. Conclusion There were obvious differences in the spatial distribution of healthcare resources in Chinese centers for disease control and prevention. Social, economic and policy factors can affect healthcare resources. The government should consider the rational allocation of healthcare resources at the macro level.
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Affiliation(s)
| | | | | | | | - Ling Zhou
- School of Public Health, Dalian Medical University, Dalian, China
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Krasna H, Venkataraman M, Patino I. Salary Disparities in Public Health Occupations: Analysis of Federal Data, 2021‒2022. Am J Public Health 2024; 114:329-339. [PMID: 38271651 PMCID: PMC10882389 DOI: 10.2105/ajph.2023.307512] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/21/2023] [Indexed: 01/27/2024]
Abstract
Objectives. To assess salary differences between workers within key public health occupations in local or state government and workers in the same occupations in the private sector. Methods. We used the US Department of Labor's Occupational Employment and Wage Survey (OEWS). Referencing previous studies matching Standard Occupational Classification (SOC) codes with health department occupations, we selected 44 SOC codes. We contrasted median salaries in OEWS for workers in each occupation within state or local government with workers in the same occupations outside government. Results. Thirty of 44 occupations paid at least 5% less in government than the private sector, with 10 occupations, primarily in management, computer, and scientific or research occupations paying between 20% and 46.9% less in government. Inspection and compliance roles, technicians, and certain clinicians had disparities of 10% to 19%. Six occupations, primarily in social work or counseling, paid 24% to 38.7% more in government. Conclusions. To develop a sustainable public health workforce, health departments must consider adjusting their salaries if possible, market their strong benefits or public service mission, or use creative recruitment incentives such as student loan repayment programs for hard-to-fill roles. (Am J Public Health. 2024;114(3):329-339. https://doi.org/10.2105/AJPH.2023.307512).
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Affiliation(s)
- Heather Krasna
- Heather Krasna, Malvika Venkataraman, and Isabella Patino are with Columbia University Mailman School of Public Health, New York, NY
| | - Malvika Venkataraman
- Heather Krasna, Malvika Venkataraman, and Isabella Patino are with Columbia University Mailman School of Public Health, New York, NY
| | - Isabella Patino
- Heather Krasna, Malvika Venkataraman, and Isabella Patino are with Columbia University Mailman School of Public Health, New York, NY
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Hill Weller L, Rubinsky AD, Shade SB, Liu F, Cheng I, Lopez G, Robertson A, Smith J, Dang K, Leiva C, Rubin S, Martinez SM, Bibbins-Domingo K, Morris MD. Lessons learned from implementing a diversity, equity, and inclusion curriculum for health research professionals at a large academic research institution. J Clin Transl Sci 2024; 8:e22. [PMID: 38384906 PMCID: PMC10879992 DOI: 10.1017/cts.2024.6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2023] [Revised: 12/12/2023] [Accepted: 01/03/2024] [Indexed: 02/23/2024] Open
Abstract
Objective Despite advances in incorporating diversity and structural competency into medical education curriculum, there is limited curriculum for public health research professionals. We developed and implemented a four-part diversity, equity, and inclusion (DEI) training series tailored for academic health research professionals to increase foundational knowledge of core diversity concepts and improve skills. Methods We analyzed close- and open-ended attendee survey data to evaluate within- and between-session changes in DEI knowledge and perceived skills. Results Over the four sessions, workshop attendance ranged from 45 to 82 attendees from our 250-person academic department and represented a mix of staff (64%), faculty (25%), and trainees (11%). Most identified as female (74%), 28% as a member of an underrepresented racial and ethnic minority (URM) group, and 17% as LGBTQI. During all four sessions, attendees increased their level of DEI knowledge, and within sessions two through four, attendees' perception of DEI skills increased. We observed increased situational DEI awareness as higher proportions of attendees noted disparities in mentoring and opportunities for advancement/promotion. An increase in a perceived lack of DEI in the workplace as a problem was observed; but only statistically significant among URM attendees. Discussion Developing applied curricula yielded measurable improvements in knowledge and skills for a diverse health research department of faculty, staff, and students. Nesting this training within a more extensive program of departmental activities to improve climate and address systematic exclusion likely contributed to the series' success. Additional research is underway to understand the series' longer-term impact on applying skills for behavior change.
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Affiliation(s)
- LaMisha Hill Weller
- Department of Obstetrics, Gynecology and Reproductive Sciences, University of California, San Francisco, CA, USA
- Office of Diversity and Outreach, University of California, San Francisco, CA, USA
| | - Anna D. Rubinsky
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Starley B. Shade
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Felix Liu
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Iona Cheng
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Georgina Lopez
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Asha Robertson
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Jennifer Smith
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Kristina Dang
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Christian Leiva
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Susan Rubin
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Suzanna M. Martinez
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
| | - Kirsten Bibbins-Domingo
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
- Department of Medicine, University of California, San Francisco, CA, USA
| | - Meghan D. Morris
- Department of Epidemiology and Biostatistics, University of California, San Francisco, CA, USA
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Weiss NM, Martin S, Onal SO, McDaniel N, Leider JP. Public health workforce survey data (2016-2021) related to employee turnover: proposed methods for harmonization and triangulation. Front Public Health 2024; 11:1306274. [PMID: 38249360 PMCID: PMC10796527 DOI: 10.3389/fpubh.2023.1306274] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/03/2023] [Accepted: 12/11/2023] [Indexed: 01/23/2024] Open
Abstract
Introduction Public health workforce numbers are unsustainable at best and dire at worst: based on 2017 and 2019 data, 80,000 FTEs needed to be hired by health departments to provide basic public health foundational services before COVID-19 hit, suggesting that the situation is worse after the mass exodus of public health officials due to the pandemic. As such, a better understanding of public health workforce turnover is critical to improving recruitment and retention in the discipline. Methods This methods report details how the authors harmonized four public health workforce surveys-the Public Health Workforce Interests and Needs Survey (PH WINS), the National Association of County and City Health Officials (NACCHO) Profile, the NACCHO Forces of Change survey, and the Association of State and Territorial Health Officials (ASTHO) Profile-in order to examine employee turnover. Results We found that 31% of the public health workforce reported considering leaving their positions at some time in the future. Furthermore, the majority of agencies reported that zero vacancies had been filled in both 2018 and 2019. Discussion These findings suggest that retention, recruitment, and onboarding may be areas upon which to focus evaluation and quality improvement endeavors, allowing public health organizations to better attract and retain the most qualified candidates.
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Affiliation(s)
- Nicole M. Weiss
- Center for Public Health Systems, Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, MN, United States
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Meredith GR, Leong D, Frost C, Travis AJ. Facilitated Asynchronous Online Learning to Build Public Health Strategic Skills. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2024; 30:56-65. [PMID: 37643075 PMCID: PMC10664790 DOI: 10.1097/phh.0000000000001813] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/31/2023]
Abstract
CONTEXT The COVID-19 pandemic spurred significant government investments for hiring public health workers. There are clear opportunities to help build capacities among both current and incoming public health workers, closing well-elucidated skill gaps. OBJECTIVE To report on the development process, methods used, and outcomes seen from a point-in-time public health workforce capacity-building initiative, Public Health Essentials (PHE) . DESIGN Capacity-building outcomes evaluation using pre/postintervention measures. SETTING The United States. PARTICIPANTS A total of 512 learners working in roles (government or adjacent to) that support public health. INTERVENTION PHE, a cohort-based facilitated asynchronous online course comprising 5 units, 18 modules, 54 learning outcomes, and 266 teaching and applied assessment elements designed to build public health strategic skills. MAIN OUTCOME MEASURES Two outputs and 3 outcomes were used to assess and improve progress in achieving our goal of building generalizable and transferrable public health ability and confidence among diverse public health workers: Use of PHE , PHE completion rate , Learner competence , Change in self-assessed ability , and Benefits of PHE. RESULTS From September 2021 to December 2022, 4 agencies used PHE for fellowship training or employee capacity building. Some 79% (n = 512) of learners completed the training, demonstrating competence in all 54 areas assessed by expert course facilitators. Of those, 79% (n = 321) completed both optional pre- and post-PHE surveys, reporting statistically significant gains in all strategic skill domains assessed (n = 9), regardless of demographics and public health experience. Learners gained new skills and knowledge (92%), developed a better understanding of public health (86%), and broadened their public health skill base (84%). A majority can apply the knowledge and skills gained directly to their work (94%), which benefits their team (92%), and have increased their confidence as public health practitioners (49%). CONCLUSIONS PHE can significantly improve learners' ability across 9 strategic skill areas in as few as 15 weeks, regardless of their demographics, training, or experience.
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Affiliation(s)
- Genevive R. Meredith
- Cornell University Public Health Program, Ithaca, New York (Drs Meredith and Travis and Mss Leong and Frost); Cornell University Department of Public & Ecosystem Health, Ithaca, New York (Drs Meredith and Travis); Cornell Atkinson Center for Sustainability, Ithaca, New York (Drs Meredith and Travis); and Cornell Center for Health Equity, Ithaca, New York (Dr Meredith)
| | - Donna Leong
- Cornell University Public Health Program, Ithaca, New York (Drs Meredith and Travis and Mss Leong and Frost); Cornell University Department of Public & Ecosystem Health, Ithaca, New York (Drs Meredith and Travis); Cornell Atkinson Center for Sustainability, Ithaca, New York (Drs Meredith and Travis); and Cornell Center for Health Equity, Ithaca, New York (Dr Meredith)
| | - Cheyanna Frost
- Cornell University Public Health Program, Ithaca, New York (Drs Meredith and Travis and Mss Leong and Frost); Cornell University Department of Public & Ecosystem Health, Ithaca, New York (Drs Meredith and Travis); Cornell Atkinson Center for Sustainability, Ithaca, New York (Drs Meredith and Travis); and Cornell Center for Health Equity, Ithaca, New York (Dr Meredith)
| | - Alexander J. Travis
- Cornell University Public Health Program, Ithaca, New York (Drs Meredith and Travis and Mss Leong and Frost); Cornell University Department of Public & Ecosystem Health, Ithaca, New York (Drs Meredith and Travis); Cornell Atkinson Center for Sustainability, Ithaca, New York (Drs Meredith and Travis); and Cornell Center for Health Equity, Ithaca, New York (Dr Meredith)
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11
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Morabia A. Public Health Workforce: Retention, Enumeration, and Safety. Am J Public Health 2024; 114:42-43. [PMID: 38091562 PMCID: PMC10726925 DOI: 10.2105/ajph.2023.307524] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/02/2023] [Indexed: 12/18/2023]
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Yeager VA, Burns AB, Lang B, Kronstadt J, Hughes MJ, Gutta J, Kirkland C, Orr J, Leider JP. What Are Public Health Agencies Planning for Workforce Development? A Content Analysis of Workforce Development Plans of Accredited Public Health Departments. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:762-774. [PMID: 37646511 PMCID: PMC10549878 DOI: 10.1097/phh.0000000000001805] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/01/2023]
Abstract
OBJECTIVE Recruiting and retaining public health employees and ensuring they have the skills necessary to respond are vital for meeting public health needs. As the first study examining health department (HD) workforce development plans (WDPs), this study presents gaps and strategies identified in WDPs across 201 accredited HDs (168 initial/33 reaccreditation plans). DESIGN This cross-sectional study employed qualitative review and content analysis of WDPs submitted to the Public Health Accreditation Board (PHAB) between March 2016 and November 2021. MAIN OUTCOME MEASURES Eight overarching workforce themes were examined: planning/coordination, leadership, organizational culture, workplace supports/retention, recruitment, planning for departmental training, delivery of departmental training, and partnership/engagement. Within each theme, related subthemes were identified. Coders indicated whether the WDP (1) identified the subtheme as a gap; (2) stated an intent to address the subtheme; and/or (3) identified a strategy for addressing the subtheme. RESULTS The most common gaps identified included prepare workforce for community engagement/partnership (34.3%, n = 69), followed by resource/fund training (24.9%, n = 50). The subtheme that had the most instances of an identified strategy to address it was assess training needs (84.1%, n = 169), followed by foster quality improvement (QI) culture/provide QI training (63.2%, n = 127). While both of these strategies were common among the majority of HDs, those subthemes were rarely identified as a gap. Secondary findings indicate that increase recruitment diversity/recruit from a more diverse applicant pool was rarely identified as a gap (6.0%, n = 12) and rarely had an identified strategy for addressing the subtheme (9.0%, n = 18). CONCLUSION While HDs recognized many workforce gaps, HDs did not always propose a strategy for addressing them within the WDP. Conversely, some WDPs proposed strategies for subthemes that did not reflect recognized gaps. Such discrepancies between identified gaps and strategies in WDPs may suggest areas where HDs could use additional support and guidance.
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Affiliation(s)
- Valerie A. Yeager
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Ashlyn B. Burns
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Britt Lang
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Jessica Kronstadt
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Monica J. Hughes
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Jyotsna Gutta
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Chelsey Kirkland
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Jason Orr
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
| | - Jonathon P. Leider
- Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager and Mss Burns and Gutta); Public Health Accreditation Board, Alexandria, Virginia (Mx Lang and Ms Kronstadt); St. David's School of Nursing at Texas State University, Round Rock, Texas (Dr Hughes); and Center for Public Health Systems, School of Public Health, University of Minnesota, Minneapolis, Minnesota (Drs Kirkland and Leider and Mr Orr)
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Hughes MJ, Kuehnert P, Swider SM. A Strategy for Strengthening: Implementation of the Capabilities Opportunities Assessment Tool for the Public Health Workforce. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:823-830. [PMID: 37498540 DOI: 10.1097/phh.0000000000001801] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/28/2023]
Abstract
CONTEXT Strengthening the national public health infrastructure is crucial to ensure provision of necessary public health services in all jurisdictions. Public health agencies and their governing bodies need an evidence-based understanding of workforces' capabilities to operationalize this effort. PROGRAM The Capabilities Opportunities Assessment Tool for the Public Health Workforce (COAT-PH) is an assessment of workforce foundational capabilities (FCs), based on the Foundational Public Health Services (FPHS) framework. The COAT-PH provides data on employees' capabilities to health departments to help them improve and operationalize the FPHS. IMPLEMENTATION This article describes the development and pilot testing of the COAT-PH in a convenience sample of 8 health departments in Texas of various sizes and accreditation statuses. Participating leadership teams were provided easily interpretable reports to deliver clear evidence of division and organization-level workforce capability gaps and strengths. Follow-up semistructured interviews were conducted with leaders to capture insights into the tool and the usefulness of the findings. EVALUATION Eighty-eight percent of pilot health departments reported successfully appraising employee capability deficits, and 83% of small and medium health departments successfully assessed division or organizational FC strengths and gaps. All participating departments identified ways they could use their findings in future improvement efforts. Instrument psychometrics included the Cronbach α of internal reliability using a small test-retest sample (n = 6) of 0.956. Item test-retest reliability using Cohen's κ revealed 89% of items demonstrated at least slight reliability and 43% demonstrated moderate to substantial reliability. Content validity was established through review by 15 subject matter experts in the field of public health. DISCUSSION To provide the FPHS, health department leadership teams need a strong, prepared workforce and an effective method to demonstrate employee capabilities and provide evidence of health department workforce strengths and gaps to their governing bodies in the form of data that are clear and easy to understand. Early results demonstrated the usefulness of the COAT-PH in this effort.
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Affiliation(s)
- Monica J Hughes
- Texas State University St David's School of Nursing, Round Rock, Texas
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Crowley R, Mathew S, Hilden D. Modernizing the United States' Public Health Infrastructure: A Position Paper From the American College of Physicians. Ann Intern Med 2023; 176:1089-1091. [PMID: 37459617 DOI: 10.7326/m23-0670] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 08/16/2023] Open
Abstract
The United States' public health sector plays a crucial role in preventing illness and promoting health. Public health drove massive gains in life expectancy during the 20th century by supporting vaccination campaigns, promoting motor vehicle safety, and preventing and treating tobacco use. However, public health is underfunded and underappreciated, forcing the field to do more with fewer resources. In this position paper, the American College of Physicians (ACP) updates its 2012 policy recommendations on strengthening the nation's public health infrastructure. ACP calls for effective coordination of public health activities, robust and stable year-to-year funding of public health services, a renewed and well-supported public health workforce, action to address health-related dis- and misinformation, modernized public health data systems, and greater coordination between public health and medical sectors.
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Affiliation(s)
- Ryan Crowley
- American College of Physicians, Washington, DC (R.C.)
| | - Suja Mathew
- Atlantic Health System, Morristown, New Jersey (S.M.)
| | - David Hilden
- Hennepin Healthcare, Minneapolis, Minnesota (D.H.)
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Leider JP, McCullough JM, Singh SR, Sieger A, Robins M, Fisher JS, Kuehnert P, Castrucci BC. Staffing Up and Sustaining the Public Health Workforce. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:E100-E107. [PMID: 36228097 DOI: 10.1097/phh.0000000000001614] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVES Estimate the number of full-time equivalents (FTEs) needed to fully implement Foundational Public Health Services (FPHS) at the state and local levels in the United States. METHODS Current and full implementation cost estimation data from 168 local health departments (LHDs), as well as data from the Association of State and Territorial Health Officials and the National Association of County and City Health Officials, were utilized to estimate current and "full implementation" staffing modes to estimate the workforce gap. RESULTS The US state and local governmental public health workforce needs at least 80 000 additional FTEs to deliver core FPHS in a post-COVID-19 landscape. LHDs require approximately 54 000 more FTEs, and states health agency central offices require approximately 26 000 more. CONCLUSIONS Governmental public health needs tens of thousands of more FTEs, on top of replacements for those leaving or retiring, to fully implement core FPHS. IMPLICATIONS FOR POLICY AND PRACTICE Transitioning a COVID-related surge in staffing to a permanent workforce requires substantial and sustained investment from federal and state governments to deliver even the bare minimum of public health services.
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Affiliation(s)
- Jonathon P Leider
- Center for Public Health Systems (Dr Leider) and Division of Health Policy and Management (Dr Leider), School of Public Health, University of Minnesota, Minneapolis, Minnesota; School of Public and Population Health, Boise State University, Boise, Idaho (Dr McCullough); Department of Health Management and Policy, University of Michigan School of Public Health, Ann Arbor, Michigan (Dr Singh); Sieger Consulting SPC, Renton, Washington (Ms Sieger); de Beaumont Foundation, Bethesda, Maryland (Ms Robins and Dr Castrucci); and Public Health Accreditation Board, Arlington, Virginia (Ms Fisher and Dr Kuehnert)
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Choi Y, Armstrong DP, Moore J. Characteristics of Public Health Registered Nurses and Advanced Practice Registered Nurses: Lessons Learned From the 2018 National Sample Survey of Registered Nurses. Public Health Rep 2023; 138:72S-77S. [PMID: 37226949 PMCID: PMC10226070 DOI: 10.1177/00333549231151877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/26/2023] Open
Abstract
OBJECTIVES Little research has compared the demographic and practice characteristics of registered nurses (RNs) who work in public health (PH RNs) with other RNs and advanced practice registered nurses (APRNs) who work in public health (PH APRNs) with other APRNs. We examined differences in characteristics between PH RNs and other RNs and between PH APRNs and other APRNs. METHODS Using the 2018 National Sample Survey of Registered Nurses (N = 43 960), we examined demographic and practice characteristics, training needs, job satisfaction, and wages of PH RNs compared with other RNs and PH APRNs compared with other APRNs. We used independent sample t tests to determine significant differences between PH RNs and other RNs and between PH APRNs and other APRNs. RESULTS On average, PH RNs and PH APRNs earned significantly less than other RNs ($7082 difference) and APRNs ($16 362 difference) (both P < .001). However, their job satisfaction was comparable. PH RNs and PH APRNs were also significantly more likely than other RNs and APRNs to report the need for more training in social determinants of health (20 [P < .001] and 9 [P = .04] percentage points higher, respectively), working in medically underserved communities (25 and 23 percentage points higher, respectively [P < .001 for both]), population-based health (23 and 20 percentage points higher, respectively [P < .001 for both]), and mental health (13 and 8 percentage points higher, respectively [P < .001 for both]). CONCLUSIONS Efforts that expand public health infrastructure and workforce development must consider the value of a diverse public health nursing workforce to protect community health. Future studies should include more detailed analyses of PH RNs and PH APRNs and their roles.
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Affiliation(s)
- Yongjin Choi
- Health Workforce Technical Assistance Center, School of Public Health, University at Albany, State University of New York, Rensselaer, NY, USA
- Department of Infectious Disease Epidemiology, London School of Hygiene and Tropical Medicine, London, UK
| | - David P Armstrong
- Health Workforce Technical Assistance Center, School of Public Health, University at Albany, State University of New York, Rensselaer, NY, USA
| | - Jean Moore
- Center for Health Workforce Studies, School of Public Health, University at Albany, State University of New York, Rensselaer, NY, USA
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White AE, Garman KN, Hedberg C, Pennell-Huth P, Smith KE, Sillence E, Baseman J, Scallan Walter E. Improving Foodborne Disease Surveillance and Outbreak Detection and Response Using Peer Networks-The Integrated Food Safety Centers of Excellence. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:287-296. [PMID: 36126200 PMCID: PMC10507714 DOI: 10.1097/phh.0000000000001607] [Citation(s) in RCA: 5] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
CONTEXT Foodborne disease surveillance and outbreak investigations are foundational to the prevention and control of foodborne disease in the United States, where contaminated foods cause an estimated 48 million illnesses, 128 000 hospitalizations, and 3000 deaths each year. Surveillance activities and rapid detection and investigation of foodborne disease outbreaks require a trained and coordinated workforce across epidemiology, environmental health, and laboratory programs. PROGRAM Under the 2011 Food Safety Modernization Act, the Centers for Disease Control and Prevention (CDC) was called on to establish Integrated Food Safety (IFS) Centers of Excellence (CoEs) at state health departments, which would collaborate with academic partners, to identify, implement, and evaluate model practices in foodborne disease surveillance and outbreak response and to serve as a resource for public health professionals. IMPLEMENTATION CDC designated 5 IFS CoEs in August 2012 in Colorado, Florida, Minnesota, Oregon, and Tennessee; a sixth IFS CoE in New York was added in August 2014. For the August 2019-July 2024 funding period, 5 IFS CoEs were designated in Colorado, Minnesota, New York, Tennessee, and Washington. Each IFS CoE is based at the state health department that partners with at least one academic institution. EVALUATION IFS CoEs have built capacity across public health agencies by increasing the number of workforce development opportunities (developing >70 trainings, tools, and resources), supporting outbreak response activities (responding to >50 requests for outbreak technical assistance annually), mentoring students, and responding to emerging issues, such as changing laboratory methods and the COVID-19 pandemic.
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Affiliation(s)
- Alice E White
- Department of Epidemiology, Colorado School of Public Health, Aurora, Colorado (Ms White and Dr Scallan Walter); Tennessee Department of Health, Nashville, Tennessee (Ms Garman); Division of Environmental Health Sciences, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Hedberg); New York State Department of Health, Albany, New York (Ms Pennell-Huth); Minnesota Department of Health, Minneapolis, Minnesota (Dr Smith); Division of Foodborne, Waterborne, and Environmental Diseases, US Centers for Disease Control and Prevention, Atlanta, Georgia (Ms Sillence); and Department of Epidemiology, University of Washington School of Public Health, Seattle, Washington (Dr Baseman)
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Karnik H, Oldfield-Tabbert K, Kirkland C, Orr JM, Leider JP. Staffing Local Health Departments in Minnesota-Needs, Priorities, and Concerns. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:433-441. [PMID: 36946590 DOI: 10.1097/phh.0000000000001729] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/23/2023]
Abstract
CONTEXT The roles and responsibilities of local health departments (LHDs), as well as the hiring challenges they face, have changed since the pandemic started. OBJECTIVES To explore (1) staffing needs and priorities of LHDs in Minnesota, and (2) financial and community-level factors impeding health departments from maintaining optimal staffing. DESIGN, SETTING, AND PARTICIPANTS A cross-sectional online survey was administered via Qualtrics in July 2022 to city and county health departments in Minnesota (97% participation rate). It included both open- and close-ended questions concerning staffing needs and priorities of LHDs and challenges to hiring after the pandemic started. RESULTS Staffing priorities of LHDs included public health nurses, community health workers, and health planners/researchers/analysts. Hiring concerns included creating new permanent positions, offering competitive salaries, and filling open positions. Inadequate funds made it difficult to create new permanent positions and offer competitive salaries. External factors such as lack of affordable or reliable childcare, housing, and transportation also contributed to hiring challenges. CONCLUSIONS There is a need to increase staffing levels of the Minnesota public health enterprise by filling vacant positions and creating new positions. Increasing the public health workforce requires adequate sustainable funding along with creative solutions.
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Affiliation(s)
- Harshada Karnik
- Center for Public Health Systems, Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Drs Karnik, Kirkland, and Leider and Mr Orr); and Local Public Health Association of Minnesota, Saint Paul, Minnesota (Ms Oldfield-Tabbert)
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Bonney T, Grant MP. Local health department engagement with workplaces during the COVID-19 pandemic—Examining barriers of and facilitators to outbreak investigation and mitigation. Front Public Health 2023; 11:1116872. [PMID: 37006530 PMCID: PMC10063901 DOI: 10.3389/fpubh.2023.1116872] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/05/2022] [Accepted: 02/28/2023] [Indexed: 03/19/2023] Open
Abstract
ObjectivesTo document local health department (LHD) COVID-19 prevention or mitigation activities at workplaces in the United States and identify facilitators for and barriers to these efforts.MethodsWe conducted a web-based, cross-sectional national probability survey of United States LHDs (n = 181 unweighted; n = 2,284 weighted) from January to March 2022, collecting information about worker complaints, surveillance, investigations, relationships and interactions with employers/businesses, and LHD capacity.ResultsOverall, 94% LHD respondents reported investigating workplace-linked COVID-19 cases; however, 47% reported insufficient capacity to effectively receive, investigate and respond to COVID-19-related workplace safety complaints. Prior relationships with jurisdiction employers and LHD personnel with formal occupational health and safety (OHS) training were predictors of proactive outreach to prevent COVID-19 spread in workplaces (p < 0.01 and p < 0.001). LHD size predicted OHS personnel and sufficient financial resources to support workplace investigation and mitigation activities (p < 0.001).ConclusionsDifferences in LHD capacity to effectively respond to communicable disease spread in workplaces may exacerbate health disparities, especially between rural and urban settings. Improving LHD OHS capacity, especially in smaller jurisdictions, could facilitate effective prevention and mitigation of workplace communicable disease spread.
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Affiliation(s)
- Tessa Bonney
- Division of Environmental and Occupational Health Sciences, School of Public Health, University of Illinois Chicago, Chicago, IL, United States
- *Correspondence: Tessa Bonney
| | - Michael P. Grant
- Division of Field Studies and Engineering, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Cincinnati, OH, United States
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Allen P, Parks RG, Kang SJ, Dekker D, Jacob RR, Mazzucca-Ragan S, Brownson RC. Practices Among Local Public Health Agencies to Support Evidence-Based Decision Making: A Qualitative Study. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:213-225. [PMID: 36240510 PMCID: PMC9892206 DOI: 10.1097/phh.0000000000001653] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
OBJECTIVES Evidence-based decision making (EBDM) capacity in local public health departments is foundational to meeting both organizational and individual competencies and fulfilling expanded roles. In addition to on-the-job training, organizational supports are needed to prepare staff; yet, less is known in this area. This qualitative study explores supportive management practices instituted as part of a training and technical assistance intervention. DESIGN This qualitative study used a semistructured interview guide to elicit participants' descriptions and perceptions via key informant interviews. Verbatim transcripts were coded and thematic analyses were conducted. SETTING Local public health departments in a US Midwestern state participated in the project. PARTICIPANTS Seventeen middle managers and staff from 4 local health departments participated in remote, audio-recorded interviews. INTERVENTION Following delivery of a 3½-day in-person training, the study team met with health department leadership teams for department selection of supportive agency policies and procedures to revise or newly create. Periodic remote meetings included collaborative problem-solving, sharing of informational resources, and encouragement. MAIN OUTCOME MEASURES Included management practices instituted to support EBDM and impact on day-to-day work as described by the interview participants. RESULTS Leadership and middle management practices deemed most helpful included dedicating staff; creating specific guidelines; setting expectations; and providing trainings, resources, and guidance. Health departments with a preexisting supportive organizational culture and climat e were able to move more quickly and fully to integrate supportive management practices. Workforce development included creation of locally tailored overviews for all staff members and onboarding of new staff. Staff wanted additional hands-on skill-building trainings. Several worked with partners to incorporate evidence-based processes into community health improvement plans. CONCLUSIONS Ongoing on-the-job experiential learning is needed to integrate EBDM principles into day-to-day public health practice. Management practices established by leadership teams and middle managers can create supportive work environments for EBDM integration.
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Affiliation(s)
- Peg Allen
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Renee G. Parks
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Sarah J. Kang
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Debra Dekker
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Rebekah R. Jacob
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Stephanie Mazzucca-Ragan
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
| | - Ross C. Brownson
- Prevention Research Center, Brown School (Drs Allen, Mazzucca-Ragan, and Brownson and Mss Parks, Kang, and Jacob), and Alvin J. Siteman Cancer Center and Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine (Dr Brownson), Washington University in St Louis, St Louis, Missouri; Fredrick S. Pardee RAND Graduate School, RAND Corporation, Santa Monica, California (Ms Kang); and National Association of County and City Officials, Washington, District of Columbia (Dr Dekker)
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Nganga-Good C, Chayhitz M, McLaine P. Overcoming barriers and improving public health nursing practice. Public Health Nurs 2023; 40:114-123. [PMID: 36285363 DOI: 10.1111/phn.13139] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2022] [Revised: 09/12/2022] [Accepted: 09/13/2022] [Indexed: 01/14/2023]
Abstract
Public health nurses (PHN) are critical to ensuring the health of communities. Absent the most basic information on the PHN workforce in our state, we conducted interviews with 21 PHN and school health nurse (SHN) leaders and an online survey of PHNs and SHNs practicing in Maryland (N = 491). Our study identified an older, very experienced, and well-educated workforce. Both the interviews and survey identified similar barriers: low salaries, recruitment and hiring challenges, limited funding for public health programs, and no opportunities for education or career advancement. Survey participants also identified barriers of inadequate leadership, recognition, and communication including PHNs not being represented at decision-making tables or at the state leadership level. Strategies to promote public health nursing from leaders and survey participants were similar: increasing awareness about what public health and PHNs do and their value; improving advocacy and stakeholder engagement; improving access and availability of services; improving PHN leadership representation at the state level; a improving PHN salaries and benefits including tuition reimbursement. Although results were similar to national studies, comprehensive, granular workforce data is critical to ensure the public health workforce can meet current and emerging public health needs and that public health infrastructure and services are appropriately funded.
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Affiliation(s)
- Carolyn Nganga-Good
- Maryland Robert Wood Johnson Foundation Public Health Nurse Leader, 2015-2017, Princeton, New Jersey
| | - Mattison Chayhitz
- Former Graduate Research Assistant at University of Maryland School of Nursing, Baltimore, Maryland
| | - Pat McLaine
- Retired Specialty Director, Community Public Health Nursing Master's Program, University of Maryland School of Nursing, Baltimore, Maryland
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Frerichs L, Smith C, Hoover S, Robinson-Ezekwe N, Khanna A, Ellerby B, Joyner L, Wynn M, Wrenn J, Stith D, Lindau S, Corbie G. Comparative Evaluation of 2 Work Experience Approaches for Predominantly Black Youth in a Rural Community: Implications for Public Health Workforce Development. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:21-32. [PMID: 36448755 PMCID: PMC9718253 DOI: 10.1097/phh.0000000000001661] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/03/2022]
Abstract
CONTEXT In order to create a more diverse workforce, there is a need to involve historically excluded youth in public health-related work. Youth involvement in asset-based work experience approaches is especially relevant for rural areas with workforce shortages. OBJECTIVE To explore the public health workforce development implications of community-based career exploration and asset mapping work experience from the perspective of Black youth. DESIGN We used qualitative in-depth interviews with youth, aged 14 to 22 years, who participated in a work experience program anchored in several rural counties in southeastern United States. A phenomenological lens was applied for qualitative analyses with iterative, team-based data coding. Participants were also surveyed pre- and postprogram to supplement findings. PROGRAM A rural community-based organization's work experience program consisted of 2 tracks: (1) Youth Connect-a career exploration track that included work placement within community agencies; and (2) MAPSCorps-a track that employs youth to conduct asset mapping for their community. RESULTS We interviewed 28 of 31 total participants in the 2 tracks. We uncovered 4 emergent profiles in how youth described shifts in their perceptions of community: (1) Skill Developers; (2) Community Questioners; (3) Community Observers; and (4) Community Enthusiasts. In comparing between tracks, youth who participated in work experience that involved asset mapping uniquely described increased observation and expanded view of community resources and had greater increases in research self-efficacy than youth who participated only in career exploration. CONCLUSION Asset mapping work experience that is directly placed in rural communities can expose Black youth to and engage them in essential public health services (assessing and mobilizing community assets) that impact their community. This type of program, directly integrated into rural communities rather than placed near academic centers, could play a role in creating a more diverse public health workforce.
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Affiliation(s)
- Leah Frerichs
- Gillings Global School of Public Health, Department of Health Policy and Management, University of North Carolina, Chapel Hill, NC
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
| | - Cambray Smith
- Gillings Global School of Public Health, Department of Health Policy and Management, University of North Carolina, Chapel Hill, NC
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
- School of Medicine, University of North Carolina Chapel Hill, Chapel Hill, NC
| | - Stephanie Hoover
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
| | - Nicole Robinson-Ezekwe
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
| | - Anisha Khanna
- Gillings Global School of Public Health, Department of Health Policy and Management, University of North Carolina, Chapel Hill, NC
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
| | - Brian Ellerby
- Opportunities Industrialization Center, Inc., Rocky Mount, NC
| | - Linda Joyner
- Opportunities Industrialization Center, Inc., Rocky Mount, NC
| | | | - Jonina Wrenn
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
| | - Doris Stith
- Community Enrichment Organization, Tarboro, NC
| | - Stacy Lindau
- Department of OB/GYN, University of Chicago, Chicago, IL
- Department of Medicine, University of Chicago, Chicago, IL
| | - Giselle Corbie
- Center for Health Equity Research, Department of Social Medicine, University of North Carolina, Chapel Hill, NC
- Department of Social Medicine, University of North Carolina, Chapel Hill, NC
- Department of Medicine, University of North Carolina, Chapel Hill, NC
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Owens-Young JL, Leider JP, Bell CN. Public Health Workforce Perceptions About Organizational Commitment to Diversity, Equity, and Inclusion: Results From PH WINS 2021. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2023; 29:S98-S106. [PMID: 36223514 PMCID: PMC10573085 DOI: 10.1097/phh.0000000000001633] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
OBJECTIVE In response to calls to achieve racial equity, racism has been declared as a public health crisis. Diversity, equity, and inclusion (DEI) is an approach public health organizations are pursuing to address racial inequities in health. However, public health workforce perceptions about organizational commitment to DEI have not yet been assessed. Using a nationally representative survey of public health practitioners, we examine how perceptions about supervisors' and managers' commitment to DEI and their ability to support a diverse workforce relate to perceptions of organizational culture around DEI. METHODS Data from the 2021 Public Health Workforce Interests and Needs Survey (PH WINS) to examine the relationship between public health employees' perceptions about their organization's commitment to DEI and factors related to those perceptions. PH WINS received 44 732 responses (35% response rate). We calculated descriptive statistics and constructed a logistic regression model to assess these relationships. RESULTS Findings show that most public health employees perceive that their organizations are committed to DEI; however, perceptions about commitment to DEI vary by race, ethnicity, gender identity, and organizational setting. Across all settings, White respondents were more likely to agree with the statement, "My organization prioritizes diversity, equity, and inclusion" (range, 70%-75%), than Black/African American (range, 55%-65%) and Hispanic/Latino respondents (range, 62.5%-72.5%). Perception that supervisors worked well with individuals with diverse backgrounds had an adjusted odds ratio (AOR) of 5.37 ( P < .001); organizational satisfaction had an AOR of 4.45 ( P < .001). Compared with White staff, all other racial and ethnic groups had lower AOR of reporting their organizations prioritized DEI, with Black/African American staff being the lowest (AOR = 0.55), followed by Hispanic/Latino staff (AOR = 0.71) and all other staff (AOR = 0.82). CONCLUSIONS These differences suggest that there are opportunities for organizational DEI commitment to marginalized public health staff to further support DEI and racial equity efforts. Building a diverse public health workforce pipeline will not be sufficient to achieve health equity if staff perceive that their organization does not prioritize DEI.
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Affiliation(s)
- Jessica L. Owens-Young
- Department of Health Studies, American University, Washington, District of Columbia (Dr Owens-Young); Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Leider); and Department of Social, Behavioral, and Population Sciences, Tulane University, New Orleans, Louisiana (Dr Bell)
| | - Jonathon P. Leider
- Department of Health Studies, American University, Washington, District of Columbia (Dr Owens-Young); Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Leider); and Department of Social, Behavioral, and Population Sciences, Tulane University, New Orleans, Louisiana (Dr Bell)
| | - Caryn N. Bell
- Department of Health Studies, American University, Washington, District of Columbia (Dr Owens-Young); Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Leider); and Department of Social, Behavioral, and Population Sciences, Tulane University, New Orleans, Louisiana (Dr Bell)
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Kirkland C, Oldfield-Tabbert K, Karnik H, Orr J, Martin S, Leider JP. Public Health Workforce Gaps, Impacts, and Improvement Strategies from COVID-19. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:13084. [PMID: 36293664 PMCID: PMC9603116 DOI: 10.3390/ijerph192013084] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/23/2022] [Revised: 10/09/2022] [Accepted: 10/09/2022] [Indexed: 06/16/2023]
Abstract
The public health workforce has been instrumental in protecting residents against population health threats. The COVID-19 pandemic has highlighted the importance of the public health workforce and exposed gaps in the workforce. Public health practitioners nationwide are still coming to understand these gaps, impacts, and lessons learned from the pandemic. This study aimed to explore Minnesota's local public health practitioners' perceptions of public health workforce gaps, the impacts of these workforce gaps, and the lessons learned in light of the COVID-19 pandemic. We conducted seven concurrent focus groups with members of the Local Public Health Association of Minnesota (LPHA; n = 55) using a semi-structured focus group guide and a survey of the local agencies (n = 70/72 respondents, 97% response rate). Focus group recordings were transcribed verbatim and analyzed using deductive and inductive coding (in vivo coding, descriptive coding), followed by thematic analysis. The quantitative data were analyzed using descriptive analyses and were integrated with the qualitative data. Participants indicated experiencing many workforce gaps, workforce gaps impacts, and described improvement strategies. Overall, many of the workforce gaps and impacts resulting from COVID-19 discussed by practitioners in Minnesota are observed in other areas across the nation, making the findings relevant to public health workforce nationally.
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Affiliation(s)
- Chelsey Kirkland
- Center for Public Health Systems, Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, MN 55455, USA
| | | | - Harshada Karnik
- Center for Public Health Systems, Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, MN 55455, USA
| | - Jason Orr
- Center for Public Health Systems, Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, MN 55455, USA
| | - Skky Martin
- Center for Public Health Systems, Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, MN 55455, USA
| | - Jonathon P. Leider
- Center for Public Health Systems, Division of Health Policy and Management, School of Public Health, University of Minnesota, Minneapolis, MN 55455, USA
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Kurashvili M, Reinhold K, Järvis M. Managing an ageing healthcare workforce: a systematic literature review. J Health Organ Manag 2022; ahead-of-print. [PMID: 36205415 DOI: 10.1108/jhom-11-2021-0411] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE The aim of this paper is to review research conducted on managing the ageing healthcare workforce and identify gaps for further research. DESIGN/METHODOLOGY/APPROACH A systematic literature search of studies in the English language was carried out in Scopus and Web of Science databases. FINDINGS The study consists of an analysis of 75 published articles. The majority of the papers were published in recent years, indicating a growing interest in the field. The authors specified the following inclusion criteria: all years, articles/reviews, English language and full text in the Web of Science and Scopus databases. The authors of the paper illustrated seven major categories with different topics that were suggested for future research. It included: challenges of labor market in the healthcare field, age-related changes and their influence on work ability, training opportunities and lifelong learning among ageing health workforce, motives of early retirement, ageing and its relationship to Occupational Health and Safety. Longitudinal studies and case study strategy with mixed-methods approaches were suggested for future research by the authors. ORIGINALITY/VALUE The paper summarizes knowledge related to the management of ageing health workforce, describes topics researched and as a result, presents findings on and conclusions about the most important future implications of the ageing workforce for management in the healthcare field providing lines for further research. To the authors' knowledge, no holistic systematic literature reviews have been published in academic journals targeted specifically to ageing healthcare workers.
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Affiliation(s)
- Mari Kurashvili
- Department of Business Administration, Tallinn University of Technology, Tallinn, Estonia
| | - Karin Reinhold
- Department of Business Administration, Tallinn University of Technology, Tallinn, Estonia
| | - Marina Järvis
- Department of Business Administration, Tallinn University of Technology, Tallinn, Estonia
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Examining Factors Associated With Minority Turnover Intention in State and Local Public Health Organizations: The Moderating Role of Race in the Relationship Among Supervisory Support, Job Satisfaction, and Turnover Intention. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2022; 28:E768-E777. [PMID: 35867516 DOI: 10.1097/phh.0000000000001571] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Abstract
CONTEXT There is a need to understand minority governmental public health workforce turnover to ensure the retention of public health minority workers, capitalize on diversity benefits, and enhance public health's capacity to serve diverse populations. OBJECTIVE This study assesses the moderating effect of minority health workers' race on (1) the relationship between the workforce environment, particularly employees' perceptions of their pay and supervisory support on job satisfaction, and (2) the relationship between job satisfaction and turnover intentions. DESIGN Using the 2017 Public Health Workforce Interests and Needs Survey (PH WINS), a cross-sectional survey of the public health workforce, a hierarchical logistic regression modeling technique was used to assess the moderating role of race on the relationship between supervisory support, pay and job satisfaction, and turnover intentions. SETTING AND PARTICIPANTS The PH WINS survey data from state and local health department employees. MAIN OUTCOME MEASURE Job satisfaction, pay, supervisory support, and turnover intention. RESULTS Job satisfaction was found to mediate the relationship between the work environment factors of pay satisfaction and supervisory support and turnover. Our findings also suggest that while race moderates the influence of compensation and supervisory support on job satisfaction, race has no moderating effect on the job satisfaction-turnover intentions relationship. CONCLUSIONS A focus on boosting job satisfaction, particularly through pay equity and perceived support, may reduce turnover among minority public health personnel.
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Training the MCH workforce: the Time for Change is now. Matern Child Health J 2022; 26:60-68. [PMID: 35980498 PMCID: PMC9386196 DOI: 10.1007/s10995-022-03438-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/03/2021] [Revised: 03/07/2022] [Accepted: 03/25/2022] [Indexed: 12/03/2022]
Abstract
Introduction Maternal and child health (MCH) services are critical for vulnerable populations. Workforce shortages, poor retention, and gaps in necessary trainings impede the capacity of public health systems to address needs. This manuscript characterizes the current MCH workforce, MCH program applicants and graduates, and describe findings within a national context to devise elements of a recruitment and retention strategy. Methods Data were obtained for public health program applicants, first-destination employment outcomes, and worker perceptions and demographics. Data were stratified according to the MCH and total public health workforce and by local, state, and national totals. Data were characterized by degree type, discipline, demographics, and employment outcomes. Results MCH staff constitute 11% of the state and local governmental public health workforce. MCH staff are approximately as diverse, have higher educational attainment, and are more likely to hold nursing degrees than the rest of the public health workforce. Yet, just 14% of MCH staff hold any type of public health degree. The MCH pipeline from academia appears modestly sized, with approximately 5% of applicants between 2017 and 2021 applying to a MCH master’s degree. Discussion The MCH workforce has a lower proportion of formal training or degrees in public health, though trends seem to indicate improvements. However, it is critical that a multi-faceted recruitment and retention strategy be coordinated by a broad range of stakeholders. These efforts will serve to improve the capability and capacity of the public health system to address critical needs of increasingly diverse MCH populations. Significance In order to modernize and reimagine the academic-public health pipeline, it is critical to better understand how many applicants and graduates exist within Maternal and Child Health programs across the US, and their characteristics. This manuscript connects that information with the most recently available public health workforce information on demographics, workplace perceptions, and intent to leave among staff at state and local health departments. Data presented in this paper allow the most comprehensive characterization of the MCH academia->practice pipeline to-date, identifies a fundamental disconnect in those career pathways, and offers options to repair that break.
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Woodard L, Liaw W, Adepoju OE, Prabhu S, Chae M, Matuk-Villazon O, Beech BM. Evaluating a contact tracing course: How universities can develop the public health workforce. JOURNAL OF AMERICAN COLLEGE HEALTH : J OF ACH 2022:1-7. [PMID: 35981316 DOI: 10.1080/07448481.2022.2103380] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/10/2021] [Revised: 05/27/2022] [Accepted: 07/12/2022] [Indexed: 06/15/2023]
Abstract
OBJECTIVES To describe the participants of a university-based COVID-19 contact tracing course and determine whether the course changed knowledge, attitudes, and intention to participate in contact tracing. PARTICIPANTS Faculty, staff, and students were eligible. METHODS Surveys evaluated the impact of the course on participant intentions to engage in contact tracing. Logistic regression identified characteristics associated with increased likelihood of participating in contact tracing. RESULTS Nearly 800 individuals participated, of whom 26.2% identified as Hispanic/Latino and 14.0% as Black. Nearly half (48.8%) planned to conduct contact tracing. While attitudes did not change, knowledge improved (67.9% vs. 93.8% scores on assessments; p < 0.001). Younger participants and Black individuals were more more likely to be confident that they would participate in contact tracing. CONCLUSIONS Course completion was associated with increased knowledge. Participants were racially and ethnically diverse, highlighting how universities can partner with health departments to develop workforces that reflect local communities.
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Affiliation(s)
- LeChauncy Woodard
- Department of Health Systems and Population Health Sciences, University of Houston Tilman J. Fertitta Family College of Medicine, Houston, Texas, USA
- Humana Integrated Health System Sciences Institute, University of Houston, Houston, Texas, USA
| | - Winston Liaw
- Department of Health Systems and Population Health Sciences, University of Houston Tilman J. Fertitta Family College of Medicine, Houston, Texas, USA
| | - Omolola E Adepoju
- Department of Health Systems and Population Health Sciences, University of Houston Tilman J. Fertitta Family College of Medicine, Houston, Texas, USA
| | | | - Minji Chae
- Department of Biostatistics and Data Science, University of Texas Health Science Center School of Public Health, Houston, Texas, USA
| | - Omar Matuk-Villazon
- Department of Decision and Information Sciences, C.T. Bauer College of Business, University of Houston, Houston, TX, USA
| | - Bettina M Beech
- Department of Health Systems and Population Health Sciences, University of Houston Tilman J. Fertitta Family College of Medicine, Houston, Texas, USA
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Community Health Resources, Globalization, Trust in Science, and Voting as Predictors of COVID-19 Vaccination Rates: A Global Study with Implications for Vaccine Adherence. Vaccines (Basel) 2022; 10:vaccines10081343. [PMID: 36016231 PMCID: PMC9416245 DOI: 10.3390/vaccines10081343] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/29/2022] [Revised: 08/13/2022] [Accepted: 08/15/2022] [Indexed: 11/17/2022] Open
Abstract
The COVID-19 global pandemic requires, not only an adequate supply of, but public adherence to safe and effective vaccinations. This study analyzes the human and economic resources and political and public attitudinal factors that influence widely varying country-level coronavirus vaccination rates. Using data on up to 95 countries, we found that countries’ strength of community health training and research (CHTR), education index, globalization, and vaccine supply are associated with a greater COVID-19 vaccination rate. In a separate analysis, certain political factors, and public attitudes (perceived government effectiveness, government fiscal decentralization, trust in science, and parliamentary voter turnout) predicted vaccination rates. Perceived corruption and actual freedoms (political rights and civil liberties) related to vaccination rates in prior studies were not significantly predictive when controlling for the above factors. The results confirm our prior findings on the importance of CHTR resources for increasing COVID-19 vaccination rates. They also suggest that to motivate vaccine adherence countries need, not only an adequate vaccine supply (which depends on a country having either its own resources or effective global political, social, and economic connections) and community health workforce training and research, but also a population that trusts in science, and is actively engaged in the political process.
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Yeager VA, Balio CP, Chudgar RB, Hare Bork R, Beitsch LM. Estimating Public Health Workforce Efforts Toward Foundational Public Health Services. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2022; 28:393-398. [PMID: 34939602 DOI: 10.1097/phh.0000000000001452] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
CONTEXT The Foundational Public Health Services (FPHS) include a core set of activities that every health department should be able to provide in order to ensure that each resident has access to foundational services that protect and preserve health. Estimates of the public health workforce necessary to provide the FPHS are needed. OBJECTIVE This study assessed the potential use of an FPHS calculator to assess health department workforce needs. DESIGN AND SETTING Qualitative interviews were conducted via Zoom in December 2020-January 2021. PARTICIPANTS Seventeen state and local public health leaders. MAIN OUTCOME MEASURES Qualitative insights into the potential use of an FPHS calculator. RESULTS Almost all participants expressed that a reliable estimate would help them justify requests for new staff and that a calculator based on the FPHS would help organizations to critically assess whether they are meeting the needs of their communities and the core expectations of public health. Although participants expected that a tool to calculate full-time equivalent needs by the FPHS would be helpful, some participants expressed concerns in regard to using the tool, given ongoing workforce issues such as recruitment challenges, hiring freezes, and funding restrictions. An anticipated positive consequence of using this tool was that it may lead to cross-training the workforce and result in more diverse expertise and skills among existing workers. The other unintended consequences were that an FPHS calculator would require a substantial amount of time assessing the current FPHS efforts of existing staff and the results of the FPHS gap estimate could become the bar rather than the minimum needed. CONCLUSIONS The current public and political focus on public health infrastructure as a result of the COVID-19 pandemic has created a window of opportunity to create change. An FPHS-based staffing tool may help transform public health and initiate a new era.
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Affiliation(s)
- Valerie A Yeager
- Department of Health Policy and Management, IU Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager); Center for Rural Health Research, East Tennessee State University College of Public Health, Johnson City, Tennessee (Dr Balio); Public Health National Center Innovation, Public Health Accreditation Board, Alexandria, Virginia (Ms Chudgar); de Beaumont Foundation, Bethesda, Maryland (Dr Hare Bork); and Florida State University College of Medicine, Tallahassee, Florida (Dr Beitsch)
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Ensuring Food Safety for Americans: The Role of Local Health Departments. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19127344. [PMID: 35742588 PMCID: PMC9223748 DOI: 10.3390/ijerph19127344] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/02/2022] [Revised: 06/10/2022] [Accepted: 06/14/2022] [Indexed: 11/25/2022]
Abstract
(1) Background: Several agencies in the United States play a primary role in ensuring food safety, yet foodborne illnesses result in about 3000 deaths and cost more than USD 15.6 billion each year. The study objectives included analyzing local health departments’ (LHDs) level of engagement in food safety and other related services, and LHDs’ characteristics associated with those services. (2) Methods: We used data from 1496 LHDs that participated in the 2019 National Profile of Local Health Departments Survey, administered to all 2459 LHDs in the United States. Logistic regression analyses were performed to model multiple dichotomous variables. (3) Results: An estimated 78.9% of LHDs performed food safety inspections, 78.3% provided food safety education, 40.7% provided food processing inspections, and 48.4% engaged in policy and advocacy. The odds for LHDs to directly provide preventive nutrition services were 20 times higher if the LHDs had one or more nutritionists on staff (Adjusted Odds Ratio or AOR = 20.0; Confidence Interval, CI = 12.4−32.2) compared with LHDs with no nutritionists. Other LHD characteristics significantly associated with the provision of nutrition services (p < 0.05) included population size, state governance (rather than local), and LHD having at least one registered, licensed, practical, or vocational nurse. The odds of providing food processing services were lower for locally governed than state-governed LHDs (AOR = 0.5; CI = 0.4−0.7). The odds of performing food safety inspections varied by LHD’s population size, whether a nutritionist was on staff, whether it was state-governed (vs. locally), and whether it completed a community health assessment (CHA) within 5 years. (4) Conclusions: LHDs play a critical role in ensuring safe food for Americans, yet variations exist in their performance based on their specific characteristics. Adequate funding and a competent workforce are essential for LHDs to utilize evidence-based practices and engage in policymaking and advocacy concerning food safety.
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Jiménez DJ, Sabo S, Remiker M, Smith M, Samarron Longorio AE, Williamson HJ, Chief C, Teufel-Shone NI. A multisectoral approach to advance health equity in rural northern Arizona: county-level leaders' perspectives on health equity. BMC Public Health 2022; 22:960. [PMID: 35562793 PMCID: PMC9100312 DOI: 10.1186/s12889-022-13279-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/07/2021] [Accepted: 04/22/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Multisectoral and public-private partnerships are critical in building the necessary infrastructure, policy, and political will to ameliorate health inequity. A focus on health equity by researchers, practitioners, and decision-makers prioritizes action to address the systematic, avoidable, and unjust differences in health status across population groups sustained over time and generations that are beyond the control of individuals. Health equity requires a collective process in shaping the health and wellbeing of the communities in which we live, learn, work, play, and grow. This paper explores multisectoral leaders' understanding of the social, environmental, and economic conditions that produce and sustain health inequity in northern Arizona, a geographically expansive, largely rural, and culturally diverse region. METHODS Data are drawn from the Southwest Health Equity Research Collaborative's Regional Health Equity Survey (RHES). The RHES is a community-engaged, cross-sectional online survey comprised of 31 close-ended and 17 open-ended questions. Created to assess cross-sectoral regional and collective capacity to address health inequity and inform multisectoral action for improving community health, the RHES targeted leaders representing five rural northern Arizona counties and 13 sectors. Select open-ended questions were analyzed using an a priori coding scheme and emergent coding with thematic analysis. RESULTS Although leaders were provided the definition and asked to describe the root causes of inequities, the majority of leaders described social determinants of health (SDoH). When leaders described root causes of health inequity, they articulated systemic factors affecting their communities, describing discrimination and unequal allocation of power and resources. Most leaders described the SDoH by discussing compounding factors of poverty, transportation, housing, and rurality among others, that together exacerbate inequity. Leaders also identified specific strategies to address SDoH and advance health equity in their communities, ranging from providing direct services to activating partnerships across organizations and sectors in advocacy for policy change. CONCLUSION Our findings indicate that community leaders in the northern Arizona region acknowledge the importance of multisectoral collaborations in improving health equity for the populations that they serve. However, a common understanding of health equity remains to be widely established, which is essential for conducting effective multisectoral work to advance health equity.
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Affiliation(s)
- Dulce J Jiménez
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA.
| | - Samantha Sabo
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
| | - Mark Remiker
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
| | - Melinda Smith
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
| | | | - Heather J Williamson
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
| | - Carmenlita Chief
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
| | - Nicolette I Teufel-Shone
- Center for Health Equity Research, Northern Arizona University, PO Box 4065, Flagstaff, AZ, 86011, USA
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Ward JA, Stone EM, Mui P, Resnick B. Pandemic-Related Workplace Violence and Its Impact on Public Health Officials, March 2020‒January 2021. Am J Public Health 2022; 112:736-746. [PMID: 35298237 PMCID: PMC9010912 DOI: 10.2105/ajph.2021.306649] [Citation(s) in RCA: 51] [Impact Index Per Article: 25.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/30/2021] [Indexed: 11/04/2022]
Abstract
Objectives. To characterize the experience and impact of pandemic-related workplace violence in the form of harassment and threats against public health officials. Methods. We used a mixed methods approach, combining media content and a national survey of local health departments (LHDs) in the United States, to identify harassment against public health officials from March 2020 to January 2021. We compared media-portrayed experiences, survey-reported experiences, and publicly reported position departures. Results. At least 1499 harassment experiences were identified by LHD survey respondents, representing 57% of responding departments. We also identified 222 position departures by public health officials nationally, 36% alongside reports of harassment. Public health officials described experiencing structural and political undermining of their professional duties, marginalization of their expertise, social villainization, and disillusionment. Many affected leaders remain in their positions. Conclusions. Interventions to reduce undermining, ostracizing, and intimidating acts against health officials are needed for a sustainable public health system. We recommend training leaders to respond to political conflict, improving colleague support networks, providing trauma-informed worker support, investing in long-term public health staffing and infrastructure, and establishing workplace violence reporting systems and legal protections. (Am J Public Health. 2022;112(5):736-746. https://doi.org/10.2105/AJPH.2021.306649).
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Affiliation(s)
- Julie A Ward
- All authors are with the Department of Health Policy and Management, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD
| | - Elizabeth M Stone
- All authors are with the Department of Health Policy and Management, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD
| | - Paulani Mui
- All authors are with the Department of Health Policy and Management, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD
| | - Beth Resnick
- All authors are with the Department of Health Policy and Management, Johns Hopkins Bloomberg School of Public Health, Baltimore, MD
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Yeager VA. The Politicization of Public Health and the Impact on Health Officials and the Workforce: Charting a Path Forward. Am J Public Health 2022; 112:734-735. [PMID: 35417216 PMCID: PMC9010922 DOI: 10.2105/ajph.2022.306744] [Citation(s) in RCA: 15] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/16/2022] [Indexed: 11/04/2022]
Affiliation(s)
- Valerie A Yeager
- Valerie A. Yeager with the Indiana University Richard M. Fairbanks School of Public Health, Indianapolis
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Miller E, Reddy M, Banerjee P, Brahmbhatt H, Majumdar P, Mangal DK, Gupta SD, Zodpey S, Shet A, Schleiff M. Strengthening institutions for public health education: results of an SWOT analysis from India to inform global best practices. HUMAN RESOURCES FOR HEALTH 2022; 20:19. [PMID: 35183208 PMCID: PMC8857736 DOI: 10.1186/s12960-022-00714-3] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/03/2021] [Accepted: 02/02/2022] [Indexed: 06/14/2023]
Abstract
BACKGROUND Developing public health educational programs that provide workers prepared to adequately respond to health system challenges is an historical dilemma. In India, the focus on public health education has been mounting in recent years. The COVID-19 pandemic is a harbinger of the increasing complexities surrounding public health challenges and the overdue need to progress public health education around the world. This paper aims to explore strengths and challenges of public health educational institutions in India, and elucidate unique opportunities to emerge as a global leader in reform. METHODS To capture the landscape of public health training in India, we initiated a web-based desk review of available offerings and categorized by key descriptors and program qualities. We then undertook a series of in-depth interviews with representatives from a purposively sample of institutions and performed a qualitative SWOT analysis. RESULTS We found that public health education exists in many formats in India. Although Master of Public Health (MPH) and similar programs are still the most common type of public health training outside of community medicine programs, other postgraduate pathways exist including diplomas, PhDs, certificates and executive trainings. The strengths of public health education institutions include research capacities, financial accessibility, and innovation, yet there is a need to improve collaborations and harmonize training with well-defined career pathways. Growing attention to the sector, improved technologies and community engagement all hold exciting potential for public health education, while externally held misconceptions can threaten institutional efficacy and potential. CONCLUSIONS The timely need for and attention to public health education in India present a critical juncture for meaningful reform. India may also be well-situated to contextualize and scale the types of trainings needed to address complex challenges and serve as a model for other countries and the world.
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Affiliation(s)
- Emily Miller
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America.
| | - Megha Reddy
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America
| | - Preetika Banerjee
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America
| | - Haley Brahmbhatt
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America
| | - Piyusha Majumdar
- Indian Institute of Health Management Research, Jaipur, Rajasthan, India
| | - D K Mangal
- Indian Institute of Health Management Research, Jaipur, Rajasthan, India
| | - Shiv Dutt Gupta
- Indian Institute of Health Management Research, Jaipur, Rajasthan, India
| | - Sanjay Zodpey
- Public Health Foundation, India (PHFI), Delhi, India
| | - Anita Shet
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America
| | - Meike Schleiff
- Department of International Health, Johns Hopkins Bloomberg School of Public, 415 N Washington Street 5th Floor, Baltimore, MD, 21223, United States of America
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Ramos LR, Tissue MM, Johnson A, Kavanagh L, Warren M. Building the MCH Public Health Workforce of the Future: A Call to Action from the MCHB Strategic Plan. Matern Child Health J 2022; 26:44-50. [PMID: 35174435 PMCID: PMC8853362 DOI: 10.1007/s10995-022-03377-7] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/06/2022] [Indexed: 11/29/2022]
Abstract
Introduction In 2021, the Maternal and Child Health Bureau (MCHB) released a new strategic plan to guide its work over the next 10–15 years. The plan highlights four goals—access, equity, workforce capacity, and impact—that are essential to achieving MCHB’s vision.
Methods We present 13 recommendations to highlight opportunities for ongoing and new activities aligned with Goal 3 of the plan—“Strengthen Public Health Capacity and Workforce for MCH.”
Results Recommendations 1–3 highlight the need to support pathways into state and local MCH public health (PH) positions, to offer accessible and high-quality training for the practicing workforce, and to build capacity to address health and social inequities. Recommendations 4–7 discuss the need to build a racially and ethnically diverse workforce, ensure equity and anti-racism are foundational concepts in training, and strengthen engagement of community members and those with lived experience as part of the MCH PH workforce. Recommendations 8–10 outline opportunities to enhance MCH workforce data and measurement frameworks, and support practice-based research. Recommendations 11–12 discuss the importance of academic-practice partnerships and the need to spur innovation. Recommendation 13 highlights the need to define and amplify the unique skillset of the MCH PH workforce. Conclusions The release of the MCHB strategic plan comes at a time of critical need to build and sustain a MCH PH workforce to achieve equity for MCH populations. We encourage the field to engage in dialogue around the recommendations presented in this paper, and to offer additional actions to build and support the MCH PH workforce.
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Affiliation(s)
- Lauren Raskin Ramos
- Maternal and Child Health Bureau, Health Resources and Services Administration, Rockville, MD, USA.
| | - Michelle Menser Tissue
- Maternal and Child Health Bureau, Health Resources and Services Administration, Rockville, MD, USA
| | - Ayanna Johnson
- Maternal and Child Health Bureau, Health Resources and Services Administration, Rockville, MD, USA
| | - Laura Kavanagh
- Maternal and Child Health Bureau, Health Resources and Services Administration, Rockville, MD, USA
| | - Michael Warren
- Maternal and Child Health Bureau, Health Resources and Services Administration, Rockville, MD, USA
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We must practice what we preach: a framework to promote well-being and sustainable performance in the public health workforce in the United States. J Public Health Policy 2022; 43:140-148. [PMID: 34983961 PMCID: PMC8724584 DOI: 10.1057/s41271-021-00335-5] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/20/2021] [Indexed: 11/21/2022]
Abstract
The COVID-19 pandemic, along with efforts to address systemic racism and social injustice, has required the public health workforce to mobilize an unprecedented and extensive frontline response while simultaneously delivering core services and addressing natural disasters and other emergent threats. Research conducted among health care professionals during the COVID-19 pandemic indicates an increase in anxiety, depression, and burnout, but mental health effects of the pandemic on the public health workforce are less well understood. Left unaddressed, secondary traumatic stress resulting from exposure to the trauma of those we serve, as well as burnout stemming from work-related factors, may hinder our ability to fulfill our mission to serve the population at large. This Viewpoint provides a framework for shifting our culture to prioritize the well-being and sustainable performance of the public health workforce to foster resilience and mitigate stressors.
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Harris JK, Leider JP, Kulik P, Beck A. Training Networks of Local Health Departments: A Regional Assessment. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2022; 28:E256-E263. [PMID: 33729191 DOI: 10.1097/phh.0000000000001274] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE The public health system faces major challenges in 2020, including an aging workforce, reductions in funding, and 2 simultaneous major threats to public health-the coronavirus pandemic and racial injustice. To effectively harness promising new technologies and address these and other public health challenges ahead, public health professionals must be trained on evidence-based practices for protecting and improving public health. This project sought to understand the network of health departments and organizations that provide training in order to inform strategic efforts to fill training gaps and improve access to training for local health departments (LHDs), thereby strengthening the public health system. DESIGN/SETTING/PARTICIPANTS We conducted a Web-based survey of 501 LHDs in the 6 states constituting Region V of the Department of Health & Human Services. The survey focused on the training relationship between LHDs and state and national organizations that provide public health training, allowing for a social network analysis. We used data visualization and descriptive statistics to examine the network. RESULTS Of 290 participating health departments (58% response rate), 248 had monthly or more frequent contact with at least 1 organization for the purpose of training. Altogether, the 248 LHDs were connected to 47 state-level organizations and 10 national-level organizations. In 5 of 6 states, more LHDs were connected to the state health department for training than to any other organization type. Universities, national nonprofits, and national membership organizations provided training to the fewest LHDs. Local health department characteristics did not have a clear relationship with its number of training connections. CONCLUSIONS State health departments may benefit from the support of universities, national nonprofits, and national membership organizations by partnering to offer training or by recommending training from these organizations to LHDs. Additional qualitative information from local and state health departments would be useful to determine the best strategies for universities, national nonprofits, and national membership organizations to participate in training local practitioners to improve LHD capacity.
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Affiliation(s)
- Jenine K Harris
- Brown School, Washington University in St Louis, St Louis, Missouri (Dr Harris); Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Leider); and Region V Public Health Training Center, University of Michigan School of Public Health, Ann Arbor, Michigan (Ms Kulik and Dr Beck)
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Taylor HL, Yeager VA. Core Competency Gaps Among Governmental Public Health Employees With and Without a Formal Public Health Degree. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2021; 27:20-29. [PMID: 31688737 PMCID: PMC7190420 DOI: 10.1097/phh.0000000000001071] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVES To examine the role of a formal public health degree as it relates to core competency needs among governmental public health employees. DESIGN This cross-sectional study utilizes the 2017 Public Health Workforce Interests and Needs Survey (PH WINS). Bivariate relationships were analyzed by conducting χ tests of respondents' supervisory level and reported skill gaps. Multivariate logistic regressions of reported skill gaps were performed holding gender, age, race/ethnicity, highest degree attained, current employer, role type, tenure in current agency, and public health certificate attainment constant. SETTING Nationally representative sample of government public health employees. PARTICIPANTS A total of 30 276 governmental public health employees. MAIN OUTCOME MEASURE Self-reported competency skills gaps. RESULTS Among nonsupervisors, those with a public health degree had significantly lower odds of reporting a competency gap for 8 of the 21 skills assessed. Among supervisors/managers, those who had a formal public health degree had significantly lower odds of reporting a competency gap in 3 of the 22 skills assessed. Having a degree in public health was not significantly related to an executive's likelihood of reporting a skill gap across any of the 22 skills assessed. Regardless of supervisory level, having a public health degree was not associated with a reduced likelihood of reporting skill gaps in effective communication, budgeting and financial management, or change management competency domains. CONCLUSIONS Possessing a formal public health degree appears to have greater value for skills required at the nonsupervisor and supervisor/manager levels than for skills needed at the executive level. Future work should focus on longitudinal evaluations of skill gaps reported among the public health workforce as changes in public health curricula may shift over time in response to newly revised accreditation standards. In addition, public health education should increase emphasis on communication, budgeting, systems thinking, and other management skills among their graduates.
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Affiliation(s)
- Heather L Taylor
- Department of Health Policy and Management, Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana
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Leider JP, Sellers K, Bogaert K, Liss-Levinson R, Castrucci BC. Voluntary Separations and Workforce Planning: How Intent to Leave Public Health Agencies Manifests in Actual Departure in the United States. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2021; 27:38-45. [PMID: 32769420 PMCID: PMC7690638 DOI: 10.1097/phh.0000000000001172] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVES To ascertain levels of turnover in public health staff between 2014 and 2017 due to retirement or quitting and to project levels of turnover for the whole of the state and local governmental public health in the United States nationally. DESIGN Turnover outcomes were analyzed for 15 128 staff from public health agencies between 2014 and 2017. Determinants of turnover were assessed using a logit model, associated with actually leaving one's organization. A microsimulation model was used to project expected turnover onto the broader workforce. RESULTS Between 2014 and 2017, 33% of staff left their agency. Half of the staff who indicated they were considering leaving in 2014 had done so by 2017, as did a quarter of the staff who had said they were not considering leaving. Staff younger than 30 years constituted 6% of the workforce but 13% of those who left (P < .001). CONCLUSIONS Public health agencies are expected to experience turnover in 60 000 of 200 000 staff positions between 2017 and 2020. IMPLICATIONS As much as one-third of the US public health workforce is expected to leave in the coming years. Retention efforts, especially around younger staff, must be a priority. Succession planning for those retiring is also a significant concern.
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Affiliation(s)
- Jonathon P. Leider
- School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Dr Leider); de Beaumont Foundation, Bethesda, Maryland (Drs Sellers and Castrucci); Association of State and Territorial Health Officials, Arlington, Virginia (Ms Bogaert); and Center for State and Local Government Excellence, Washington, District of Columbia (Dr Liss-Levinson)
| | - Katie Sellers
- School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Dr Leider); de Beaumont Foundation, Bethesda, Maryland (Drs Sellers and Castrucci); Association of State and Territorial Health Officials, Arlington, Virginia (Ms Bogaert); and Center for State and Local Government Excellence, Washington, District of Columbia (Dr Liss-Levinson)
| | - Kyle Bogaert
- School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Dr Leider); de Beaumont Foundation, Bethesda, Maryland (Drs Sellers and Castrucci); Association of State and Territorial Health Officials, Arlington, Virginia (Ms Bogaert); and Center for State and Local Government Excellence, Washington, District of Columbia (Dr Liss-Levinson)
| | - Rivka Liss-Levinson
- School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Dr Leider); de Beaumont Foundation, Bethesda, Maryland (Drs Sellers and Castrucci); Association of State and Territorial Health Officials, Arlington, Virginia (Ms Bogaert); and Center for State and Local Government Excellence, Washington, District of Columbia (Dr Liss-Levinson)
| | - Brian C. Castrucci
- School of Public Health, University of Minnesota, Minneapolis, Minnesota (Dr Leider); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Dr Leider); de Beaumont Foundation, Bethesda, Maryland (Drs Sellers and Castrucci); Association of State and Territorial Health Officials, Arlington, Virginia (Ms Bogaert); and Center for State and Local Government Excellence, Washington, District of Columbia (Dr Liss-Levinson)
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Gaps in Public Health Workers' Awareness of Emerging Public Health Trends. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2021; 26:401-403. [PMID: 32732711 DOI: 10.1097/phh.0000000000001049] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Tripković K, Šantrić-Milićević M, Vasić M, Živković-Šulović M, Odalović M, Mijatović-Jovanović V, Bukumirić Z. Factors Associated with Intention of Serbian Public Health Workers to Leave the Job: A Cross-Sectional, Population-Based Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182010652. [PMID: 34682398 PMCID: PMC8535250 DOI: 10.3390/ijerph182010652] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/26/2021] [Revised: 10/06/2021] [Accepted: 10/07/2021] [Indexed: 01/28/2023]
Abstract
Recruitment and retention of public health workers (PHWs) is crucial for the optimal functioning of the public health system at a time of budget cuts and the threat of a pandemic. Individual and job-related variables were examined by univariate and multivariate logistic regression to identify predictors of the intention to leave a job during the COVID-19 outbreak among Serbian PHWs in 25 institutes of public health (n = 1663 respondents, of which 73.1% were female). A total of 20.3% of PHWs intended to leave their current job within the next five years. Males and persons aged younger than 55 years who had additional practice were more likely to report an intention to leave their job than females, those older than 54 years and those without additional work. While uncertainty and fear of infection during the COVID-19 pandemic were almost perceived as job attractiveness, other job-related characteristics were identified as significant barriers to maintaining the sufficient capacity of qualified PHWs in the future. Authorities need to address these factors, including the following: the feeling of tension, stress or pressure, and unavailability of information during the COVID-19 pandemic, as well as dissatisfaction with respect, valuation, and the job in general.
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Affiliation(s)
- Katica Tripković
- Department for Analysis, Planning and Organization of Health Care, City Institute of Public Health Belgrade, 11000 Belgrade, Serbia
- Correspondence:
| | - Milena Šantrić-Milićević
- Centre–School of Public Health and Health Management, Faculty of Medicine, University of Belgrade, 11000 Belgrade, Serbia;
- Faculty of Medicine, Institute of Social Medicine, University of Belgrade, 11000 Belgrade, Serbia
| | - Milena Vasić
- Faculty of Dentistry Pancevo, University Business Academy in Novi Sad, 26000 Pancevo, Serbia;
- Institute of Public Health of Serbia “Dr Milan Jovanović Batut”, 11000 Belgrade, Serbia;
| | | | - Marina Odalović
- Department of Social Pharmacy and Pharmaceutical Legislation, Faculty of Pharmacy, University of Belgrade, 11000 Belgrade, Serbia;
| | - Vesna Mijatović-Jovanović
- Faculty of Medicine, University of Novi Sad, 21000 Novi Sad, Serbia;
- Institute of Public Health of Vojvodina, 21000 Novi Sad, Serbia
| | - Zoran Bukumirić
- Faculty of Medicine, Institute of Medical Statistics and Informatics, University of Belgrade, 11000 Belgrade, Serbia;
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Leider JP, Sellers K, Owens-Young J, Guerrero-Ramirez G, Bogaert K, Gendelman M, Castrucci BC. Determinants of workplace perceptions among federal, state, and local public health staff in the US, 2014 to 2017. BMC Public Health 2021; 21:1654. [PMID: 34507578 PMCID: PMC8431955 DOI: 10.1186/s12889-021-11703-x] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2020] [Accepted: 08/31/2021] [Indexed: 11/13/2022] Open
Abstract
Background The governmental public health workforce in the United States comprises almost 300,000 staff at federal, state, and local levels. The workforce is poised for generational change, experiencing significant levels of retirement. However, intent to leave for other reasons is also substantial, and diversity is lacking in the workforce. Methods Workforce perception data from 76,000 staff from Health and Human Services (HHS) including 14,000 from the Centers for Disease Control and Prevention were analyzed across 2014 and 2017. Additionally, data from 32,000 state and local health department staff in 46 agencies reporting in both years. Estimates were constructed accounting for survey design and non-response. Results In 2017, women made up 43% of the total US government workforce and 33% of supervisors or higher, compared to 73 and 68% generally in State Health Agencies (p < .0001); and 62% vs 52% in HHS (p < .0001). Among state staff, intent to leave increased from 22 to 31% (p < .0001), but fell in 2017 from 33 to 28% for HHS (p < .0001). Correlates of intent to leave included low job satisfaction, pay satisfaction, and agency type. Federal entities saw the highest proportion respondents that indicated they would recommend their organization as a good place to work. Conclusions While intent to leave fell at federal agencies from 2014 to 2017, it increased among staff in state and local health departments. Additionally, while public health is more diverse than the US government overall, significant underrepresentation is observed in supervisory positions for staff of color, especially women. Supplementary Information The online version contains supplementary material available at 10.1186/s12889-021-11703-x.
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Affiliation(s)
- Jonathon P Leider
- University of Minnesota School of Public Health, D312 Mayo Building, MMC 729, 420 Delaware St. SE, Minneapolis, MN, 55455, USA.
| | - Katie Sellers
- de Beaumont Foundation, 7501 Wisconsin Avenue, Suite 1310e, Bethesda, MD, 20814, USA
| | - Jessica Owens-Young
- American University, 4400 Massachusetts Avenue NW, Washington DC, 20016, USA
| | | | - Kyle Bogaert
- Association of State and Territorial Health Officials, 2231 Crystal Drive, Suite 450, Arlington, VA, 22202, USA
| | - Moriah Gendelman
- de Beaumont Foundation, 7501 Wisconsin Avenue, Suite 1310e, Bethesda, MD, 20814, USA
| | - Brian C Castrucci
- de Beaumont Foundation, 7501 Wisconsin Avenue, Suite 1310e, Bethesda, MD, 20814, USA
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Krasna H, Fried L. Generation Public Health: Fixing the Broken Bridge Between Public Health Education and the Governmental Workforce. Am J Public Health 2021; 111:1413-1417. [PMID: 34464186 PMCID: PMC8489610 DOI: 10.2105/ajph.2021.306317] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Heather Krasna
- Heather Krasna is with Columbia University Mailman School of Public Health, New York, NY, and the Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands. Linda Fried is with Columbia University Mailman School of Public Health
| | - Linda Fried
- Heather Krasna is with Columbia University Mailman School of Public Health, New York, NY, and the Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands. Linda Fried is with Columbia University Mailman School of Public Health
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Nelson-Hurwitz DC, Tagorda M, Kehl L, Patil U. What Can You Do With a Bachelor's in Public Health? A Case Study of Graduate Outcomes From the University of Hawai'i. Front Public Health 2021; 9:661629. [PMID: 34434912 PMCID: PMC8380951 DOI: 10.3389/fpubh.2021.661629] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/31/2021] [Accepted: 07/12/2021] [Indexed: 11/13/2022] Open
Abstract
Since the development of a Bachelor of Arts in public health, a common question among prospective students, faculty, and community members has been asked: “What will students do after graduation?” While national data on graduates are abundant, community inquiries sought more detailed profiles of local graduates. To address this need, data on 224 graduates of the Bachelors of Arts in Public Health (BAPH) degree at the University of Hawai‘i at Mānoa were collected through alumni outreach efforts and professional online profile searches. Data were compiled into a summary presentation and program “resume”. Findings indicated roughly 30% of BAPH graduates pursued graduate-level education and 43% were employed within a year of graduation. Employment in local NGOs and healthcare organizations was common, while bureaucratic challenges limited hiring at public agencies. A review of job titles suggested graduates were employed in program coordination or support staffing. Local program profiles, such as this one, complement national employment data. Moreover, these efforts may foster interest among prospective students and support from faculty, administrators, and employers.
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Affiliation(s)
- Denise C Nelson-Hurwitz
- Office of Public Health Studies, Thompson School of Social Work & Public Health, University of Hawai'i at Mānoa, Honolulu, HI, United States
| | - Michelle Tagorda
- Office of Public Health Studies, Thompson School of Social Work & Public Health, University of Hawai'i at Mānoa, Honolulu, HI, United States
| | - Lisa Kehl
- Office of Public Health Studies, Thompson School of Social Work & Public Health, University of Hawai'i at Mānoa, Honolulu, HI, United States
| | - Uday Patil
- Office of Public Health Studies, Thompson School of Social Work & Public Health, University of Hawai'i at Mānoa, Honolulu, HI, United States
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Jacob RR, Brownson CA, Deshpande AD, Eyler AA, Gillespie KN, Hefelfinger J, Erwin PC, Macchi M, Brownson RC. Long-Term Evaluation of a Course on Evidence-Based Public Health in the U.S. and Europe. Am J Prev Med 2021; 61:299-307. [PMID: 34020850 PMCID: PMC10288838 DOI: 10.1016/j.amepre.2021.03.003] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/30/2020] [Revised: 02/28/2021] [Accepted: 03/03/2021] [Indexed: 10/21/2022]
Abstract
The evidence-based public health course equips public health professionals with skills and tools for applying evidence-based frameworks and processes in public health practice. To date, training has included participants from all the 50 U.S. states, 2 U.S. territories, and multiple other countries besides the U.S. This study pooled follow-up efforts (5 surveys, with 723 course participants, 2005-2019) to explore the benefits, application, and barriers to applying the evidence-based public health course content. All analyses were completed in 2020. The most common benefits (reported by >80% of all participants) were identifying ways to apply knowledge in their work, acquiring new knowledge, and becoming a better leader who promotes evidence-based approaches. Participants most frequently applied course content to searching the scientific literature (72.9%) and least frequently to writing grants (42.7%). Lack of funds for continued training (35.3%), not having enough time to implement evidence-based public health approaches (33.8%), and not having coworkers trained in evidence-based public health (33.1%) were common barriers to applying the content from the course. Mean scores were calculated for benefits, application, and barriers to explore subgroup differences. European participants generally reported higher benefits from the course (mean difference=0.12, 95% CI=0.00, 0.23) and higher frequency of application of the course content to their job (mean difference=0.17, 95% CI=0.06, 0.28) than U.S. participants. Participants from later cohorts (2012-2019) reported more overall barriers to applying course content in their work (mean difference=0.15, 95% CI=0.05, 0.24). The evidence-based public health course represents an important strategy for increasing the capacity (individual skills) for evidence-based processes within public health practice. Organization-level methods are also needed to scale up and sustain capacity-building efforts.
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Affiliation(s)
- Rebekah R Jacob
- Prevention Research Center in St. Louis, Brown School, Washington University in St. Louis, St. Louis, Missouri.
| | - Carol A Brownson
- Prevention Research Center in St. Louis, Brown School, Washington University in St. Louis, St. Louis, Missouri
| | - Anjali D Deshpande
- Department of Epidemiology, Iowa College of Public Health, The University of Iowa, Iowa City, Iowa
| | - Amy A Eyler
- Prevention Research Center in St. Louis, Brown School, Washington University in St. Louis, St. Louis, Missouri
| | - Kathleen N Gillespie
- Department of Health Management and Policy, College for Public Health and Social Justice, Saint Louis University, St. Louis, Missouri
| | - Jennie Hefelfinger
- National Association of Chronic Disease Directors (NACDD), Decatur, Georgia
| | - Paul C Erwin
- School of Public Health, The University of Alabama at Birmingham, Birmingham, Alabama
| | - Marti Macchi
- National Association of Chronic Disease Directors (NACDD), Decatur, Georgia
| | - Ross C Brownson
- Prevention Research Center in St. Louis, Brown School, Washington University in St. Louis, St. Louis, Missouri; Division of Public Health Sciences, Department of Surgery, Washington University School of Medicine, Washington University in St. Louis, St. Louis, Missouri; Alvin J. Siteman Cancer Center, Washington University School of Medicine, Washington University in St. Louis, St. Louis, Missouri
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Alang S, Hardeman R, Karbeah J, Akosionu O, McGuire C, Abdi H, McAlpine D. White Supremacy and the Core Functions of Public Health. Am J Public Health 2021; 111:815-819. [PMID: 33826395 PMCID: PMC8033999 DOI: 10.2105/ajph.2020.306137] [Citation(s) in RCA: 23] [Impact Index Per Article: 7.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Sirry Alang
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - Rachel Hardeman
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - J'Mag Karbeah
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - Odichinma Akosionu
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - Cydney McGuire
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - Hamdi Abdi
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
| | - Donna McAlpine
- Sirry Alang is with the Department of Sociology and Anthropology, and the Program in Health, Medicine, and Society, Lehigh University, Bethlehem, PA. Rachel Hardeman, J'Mag Karbeah, Odichinma Akosionu, Cydney McGuire, Hamdi Abdi, and Donna McAlpine are with the Division of Health Policy and Management, University of Minnesota School of Public Health Minneapolis
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Abstract
To understand the role public health students play in response to COVID-19 despite cuts in funding for graduate student emergency response programs (GSERPs), we reviewed the websites of the Association of Schools and Programs of Public Health, Council on Education in Public Health, and individual schools and programs to identify student participation in COVID-19 response activities. Thirty schools and programs of public health are supporting public health agencies in response to COVID-19, primarily through the provision of surge capacity (n = 20, 66.7%), contact tracing (n = 19, 63.3%), and training (n = 11, 36.7%). The opportunity to participate in formal and informal applied public health experiences like practica, service-learning, and field placements can benefit both public health students and agency partners. Although recent publications have identified gaps in academic public health response to COVID-19, in part due to the cessation of funding for workforce development and other university-based programs in public health preparedness, schools and programs of public health continue to support public health agencies. Future funding should explicitly link public health students to applied public health activities in ways that can be measured to document impacts on public health emergency response and the future public health workforce.
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Krasna H, Gershuni O, Sherrer K, Czabanowska K. Postgraduate Employment Outcomes of Undergraduate and Graduate Public Health Students : A Scoping Review. Public Health Rep 2021; 136:795-804. [PMID: 33673774 DOI: 10.1177/0033354920976565] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
OBJECTIVES A key goal of schools and programs of public health is to prepare graduates for careers in the public health workforce after graduation, but are they achieving this goal? We assessed how the employment outcomes of students earning public health degrees are collected and described in the literature. METHODS Using the Kirkpatrick model of training evaluation as a framework, we conducted a 6-step scoping review: (1) formulating the research question, (2) identifying relevant studies, (3) selecting studies, (4) charting the data, (5) collating and summarizing the results, and (6) consulting stakeholders. We included articles published from January 1, 1993, through July 4, 2020, that provided data on employment status, employment sector/industry, job function, or salary of public health graduates. We excluded articles that were not written in English and were about dual-degree (ie, doctor of medicine-master of public health) students. We found and reviewed 630 articles. RESULTS We found 33 relevant articles. Most articles focused on a single school and combined multiple graduating classes, focused on subspecializations of public health, or focused on graduates' satisfaction with their curriculum but not employment outcomes. Data were inconsistently categorized, and studies were difficult to compare. CONCLUSIONS Research on public health graduates' employment outcomes is scarce and does not follow consistent protocols. New standards should be adopted to systematize the collection of data on employment outcomes of public health graduates.
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Affiliation(s)
- Heather Krasna
- 33638 Columbia University Mailman School of Public Health, New York, NY, USA
- 82246 Care and Public Health Research Institute (CAPHRI), International Health Department, Maastricht University, Maastricht, The Netherlands
| | - Olga Gershuni
- 82246 Care and Public Health Research Institute (CAPHRI), International Health Department, Maastricht University, Maastricht, The Netherlands
| | - Kristy Sherrer
- 8783 University of California, Los Angeles, Fielding School of Public Health, Los Angeles, CA, USA
| | - Katarzyna Czabanowska
- 82246 Care and Public Health Research Institute (CAPHRI), International Health Department, Maastricht University, Maastricht, The Netherlands
- International Health Department and National Institute of Public Health, Warsaw, Poland
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50
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Galea S, Vaughan R. Preparing the Public Health Workforce for the Post-COVID-19 Era. Am J Public Health 2021; 111:350-352. [PMID: 33566667 PMCID: PMC7893328 DOI: 10.2105/ajph.2020.306110] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Sandro Galea
- Sandro Galea is with the School of Public Health, Boston University, Boston, MA. Roger Vaughan is an AJPH associate editor and is with the Department of Biostatistics, The Rockefeller University, New York, NY
| | - Roger Vaughan
- Sandro Galea is with the School of Public Health, Boston University, Boston, MA. Roger Vaughan is an AJPH associate editor and is with the Department of Biostatistics, The Rockefeller University, New York, NY
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