workforce strategies to enhance state oral health program capacity samantha jordan
DESCRIPTION
Overview of SOHP workforce strategies Retention Recruitment Competency -Attracting new workers -Ensures an adequate number of workers -Prevents positions from remaining vacant -Keeping current workers -Prevents the loss of experience -Maintains community connectedness -Keeps institutional memory -Ensuring skills of workers -Ensures qualifications and experience of workers needed in today’s complex public health environmentTRANSCRIPT
Overview of SOHP workforce strategies
RetentionRecruitment Competency
- Attracting new workers
- Ensures an adequate number of workers
- Prevents positions from remaining vacant
- Keeping current workers
- Prevents the loss of experience
- Maintains community connectedness
- Keeps institutional memory
- Ensuring skills of workers
- Ensures qualifications and experience of workers needed in today’s complex public health environment
Overview of SOHP workforce strategies
RetentionRecruitment CompetencyStrategic workforce planning
Career development Succession planning
Flexible work schedules and telecommuting opportunities
Resource sharing and collaborative partnerships
Redefine retirement
Quantify value of job benefits
Promote opportunities such as online programs to continue education without
leaving the workforce
Cross-train workers to be skilled in a range of public health settings
Mentoring program
Effective leadership and leadership development
Strategic workforce planning
RetentionRecruitment CompetencyStrategic workforce planning
Career development Succession planning
- Anticipatory process to ensure the right number of people with the right competencies in the right jobs at the right time
- Benefits include: - Improved retention and job satisfaction - Improved preparation for leadership - Enhanced commitment to work and the workplace- Improved knowledge transfer - Faster replacement of key leaders - Reduced transition time- Decreased recruitment costs
Rehiring retirees
RetentionRecruitment CompetencyRedefine retirement
Mentoring program
- Identify roles – including teaching and mentoring – that retired workers can do for SOHPs - Especially valuable on specific projects or tasks related to
data, policy, strategic planning, grant writing or evaluation- Benefits include:
- Avoid the loss of institutional knowledge- Retain highly-skilled employees- More time for succession planning
Collaborative partnerships
RetentionRecruitment CompetencyResource sharing and collaborative partnerships
Cross-train workers to be skilled in a range of public health settings
- Can help SOHPs accomplish equal or greater health improvements without overburdening understaffed agencies
- Keeps SOHPs aligned with the current trend for integration
Promote stronger connections between SOHPs and other programs and departments
RetentionRecruitment CompetencyResource sharing and collaborative partnerships
Cross-train workers to be skilled in a range of public health settings
Ensure the development of a responsive, competent, diverse, and "elastic" workforce
RetentionRecruitment CompetencyResource sharing and collaborative partnerships
Cross-train workers to be skilled in a range of public health settings
Summary
- SOHPs vary in size, structure, resources, and focus
- SOHPs must determine which workforce strategies are feasible and appropriate to ensure an adequate and competent workforce