From Data to Desk: Translating Needs Assessments into Targeted Employee Training SCHOOL OF PUBLIC HEALTH

Transcription

1 From Data to Desk: Translating Needs Assessments into Targeted Employee Training SCHOOL OF PUBLIC HEALTH

2 Northwest Regional Training Needs Assessment Luann D Ambrosio, MEd Northwest Center for Public Health Practice Megan Rogers, Evaluation Specialist Dacey Storzbach, Research Assistant

3 Poll Question Your agency is undergoing a major reorganization in the next year. Key leaders are retiring and staff are switching roles and have new responsibilities. What are some things you would do to address skill capacity? Type your response into the chat box.

4 Your workforce is your most valuable asset. The knowledge and skills they have represent the fuel that drives the engine of your business - and you can leverage that knowledge. Harvey Macay, Author

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6 National Survey Developed

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8 Executive Leaders Managers/ Supervisors Frontline Workers

9 Sampling Methods Total Sample 2, % response rate 1009 SACCHOs Public Health Associations NWCPHP Listserv

10 Demographics Gender Female 80% Male 20% Age yrs. 27% yrs. 24% yrs. 19% Ethnicity White 85% Asian 4% Hispanic 4%

11 Respondent Characteristics Time in PH or related field: 55% 10 years or more 5% 1 year or less Time in Organization: 38% 10 years or more 11% 1 year or less Time in position: 23% 10 years or more 17% 1 year or less Time to Retirement: 79% 5 years or more 3% 1 year or less

12 Council on Linkages Analytic/Assessment Communication Community Dimensions of Practice Cultural Competency Financial Planning Management Leadership Systems Thinking Policy Development Program Planning Public Health Sciences The Council on Linkages Between Academia and Public Health Practice

13 Importance to Job and Training Needs Training Needs Assessment Domains Important to Job Ex: Communication High Training Need Ex: Leadership Competencies Ex: Conducting Strategic Planning Ex: Creating learning opportunities for staff Ex: Analyzing problems affecting delivery of services

14 Stratification by Organizational Role Executive Leaders Office Directors or Program Managers Supervisors Non- Supervisory Staff Supervisors

15 Domains of Moderate/High Importance to Job

16 Domains of Moderate/High Importance to Job

17 Domains of Moderate/High Importance to Job

18 Domains of Moderate/High Importance to Job Communication Leadership Systems Thinking Program Planning Management Policy Development Community Financial Planning Public Health Science Cultural Competency Analytic/Assessment (%) Supervisors Non-supervisors

19 Domains Most Important to do my job: I have a high need for training in: Supervisors Leadership Communication Program Planning /Management Supervisors Leadership Systems Thinking Policy Development Non-Supervisors Communication Analytic/Assessment Cultural Competency Non-Supervisors Communication Analytic/Assessment Public Health Sciences

20 Top Competency Statements Supervisors Non-Supervisory Staff Leading groups through problemsolving or decisionmaking processes Developing effective communication campaigns for the target audience Establishing measuring and reporting systems for organizational improvement Using information technology to collect, store, and retrieve data

21 Training Programs Supervisors Want For Employees Evidencebased public health Performance management Public health leadership

22 Preferred Training Format Webinar presentations Day long workshops Classroom training Self-directed learning Distance education % Classroom and distance Multi-day conferences * Respondents were asked to check all that apply

23 Poll Question Which is the top barrier to attending training? A. Cost B. Finding time C. Traveling distance D. Quality of training

24 Barriers to Attending Training 60 % High Barrier Moderate Barrier 0 Cost Quality of In-house training Traveling distance Ability to find training Finding time during work schedule

25 Building Capacity Through Mentoring

26 Social Media

27 Putting Training Needs Assessment to Work Create agency workforce development plans Choose topics and formats for future trainings Data to support accreditation requirements Prioritize social networking, communications, and training

28 How We Can Help You Customized needs assessment Help you review your state s results Customized in-person training Leadership Institute Management Certificate Program Over 200 free trainings and toolkits on our website Join our listserv or contact us to find out more!

29 Training Finder

30 Workforce Development Planning in Public Health Seattle & King County Tina Abbott, MSW, Human Resources Public Health Seattle & King County

31 Polling Question Are you planning to apply for accreditation, or currently in process? A. Yes B. No

32 Polling Question Does your agency have a current workforce development plan? A. Yes B. No

33 Our Situation Funding available for accreditation Needed workforce development plan Supportive climate

34 Challenges Size Breadth Resources

35 What We Did Tailored assessment Reviewed data from other sources Reviewed workforce development plans from other health departments Drafted mission, vision and goals for workforce development Drafted workforce development plan

36 Competency Gaps Supervisor reported training needs for staff Staff reported training needs Need supervision and management training

37 Learning Styles

38 Question If your agency has a workforce development plan, how are they implementing it? Please type your response in the Chat box.

39 Next Steps Dive deeper into competency priorities for department Stratify data by Division Make this a living, dynamic document

40 Preparedness Training Needs at Washington Department of Health Cindy Gleason, BS Washington State Department of Health

41 I-5 Flooding near Centralia, WA, December 2007 Emergencies affect all of us

42 Our Situation What we knew Agency said all staff had role in emergency preparedness Information provided via intranet, newsletters, brown bags, etc. What we didn t know Preparedness knowledge, skills, and abilities of staff Confidence in emergency preparedness roles Preferred training topics and methods

43 Polling Question Where would you look for practiced-based training needs assessment templates? A. In-house (already have some developed) B. CDC website C. Internet search D. Northwest Center for Public Health Practice Others? Please type them into the Chat box.

44 Purpose Designed to gather information on: High priority training interests and needs Gaps in resources and training tools needed to train new staff Training modality preferences

45 Methods Web-based 63 questions (95 items) 1,566 addresses Open for three weeks 70.2% response rate Communications plan implemented

46 Results: Essential Personnel Over half disagree or strongly disagree that they are essential personnel in a public health emergency.

47 Results: Disaster Training About half agree or strongly agree they have received adequate training for job responsibilities during a disaster 66% would like additional training in this area

48 Results: Training Format Over half of respondents prefer a classroom training format. Computer-based training is the preferred distance education mode.

49 Results: Most Needed Training Topics Role of public health law in emergency Biological and chemical incidents Specific procedures in public health emergencies Social networking tools Infections/syndromes related to critical agents list

50 What We Have Done With Results Informed training plan Guided key courses we offer Informed updates to required annual Emergency Preparedness Awareness on-line course Human Resources evaluating for applicability to overall agency workforce development

51 Conclusion Periodic training needs assessments whether targeted to a specific topic or more general will provide you with valuable information to allocate limited resources to training staff based on identified needs.