Public Health Recruitment and Retention in Washington

1
Public Health Recruitment and Retention in
Washington

• A Community Oriented Public Health Practice
  Capstone Project for the
• PHIP Workforce Development Committee
• Hilary Heishman
• May 23, 2007

2
Background on the project

• Dual functions
• A graduate capstone project
• Work for the PHIP WFD Committee

3
Project Purpose

• To build knowledge
• To share effective practices
• To lay a foundation for future work

4
Products

• An overview of workforce development work in 4
  states
• An overview of websites for jobseekers
• Analysis of 20 key informant interviews
• Condensed report of interview findings

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(1) Overview of States

• Washington
• Minnesota
• New York
• North Carolina
• Compares working groups, data collection, and
  workforce development efforts.

6
Findings

• New York 9 committees, Public Health Works
  website, templates for appraisal
• Minnesota collaboration, Pathways project,
  student programs, Emerging Leaders Network
• North Carolina a PHIP WFD committee,
  internships, scholarships, training opportunities

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(2) Website Overview

• NACCHO
• ASTHO
• ASPH
• APHA
• Compared if they were searchable, usable,
  findable, and affordable

• Emory Public Health Employment Connection
• Work Source WA
• Craigslist

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(3) Analysis of Interviews

• Reminder
• 20 interviews, 17 questions each
• Semiformal qualitative analysis coded answers
• Resulting report contains effective practices,
  challenges, a wish list, and quotes.

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Recruitment Strengths

• Preparation
• Self marketing
• Low-cost candidate search
• Partner with schools
• Work setting
• Hiring locally
• Offering good pay and benefits

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Recruitment challenges

• Policy and preparation
• Expensive process
• Reaching candidates
• Finding types of candidates
• Nurses
• EH
• Diverse or bilingual
• Management experience
• Training and leaving
• Location
• Large versus small LHJs

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Recruitment Triangle

• LHJs have difficulty finding candidates with all
  three sides.

Also consider Time
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Recruitment challenge
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Retention Strengths

• Workplace culture
• Salaries
• Benefits
• Training
• Scheduling flexibility
• Communication
• The Work
• Management practices

• Also
• Community involvement
• Recognized employer
• Rewards
• Technology
• Facilities

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Retention Challenges

• Relationships
• Lack retention program
• Lack records
• Lack of career ladder
• Salaries
• Quick turnover
• Retirement
• Bureaucracy
• Limited staff

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The Ideal Situation (according to LHJs)

• Good HR
• Partnerships with colleges and universities
• Programs to direct students to PH
• Short training program for less qualified local
  hires.
• Coordinated statewide database of vacancies and
  candidates

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Future Concerns Aging Workforce

• Interviewees were aware and concerned.
• Loosing institutional memory
• Loosing leadership
• Some positions harder to replace
• They recommend
• train leaders work with schools
• use our strengths keep records
• keep people motivated

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Other Future Concerns

• Some interviewees also are concerned about
• Public Healths growth
• Changing workforce needs
• Technological demands

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Opportunities for Action

• Share promising practices
• Share low cost options
• Templates
• Guidance
• Policy sharing
• Website
• Survey students
• Trainings

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(4) Condensed Report

• Content from main analysis
• Brief, for distribution

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Additional Lessoned Learned

• LHJs were eager to share
• Other states were eager to share
• LHJs recognized the need for improvement
• LHJs were interested in what each other are doing
• Other states want to know what has worked

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Thanks

• Jack Thompson
• Betty Bekemeier
• The WFD Committee
• The Northwest Center for Public Health Practice

• Marie Flake
• Joan Brewster
• Interview participants

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• Questions?

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