WORKFORCE DEVELOPMENT

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1 WORKFORCE DEVELOPMENT Creating Economic Opportunity through Pipeline Programs Commitment to providing access to jobs with family-sustaining wages, excellent benefits, and opportunities for advancement is a foundational principle for Partners workforce development programs. Partners strengthened this commitment in FY2009 despite an economic environment of rising unemployment, fewer hospital vacancies, and reduced employee turnover. Through career pipelines for young people, adult community residents, and incumbent workers, Partners creates employment opportunities for individuals and contributes to the economic health of communities in which they live. Pipeline programs are also designed to address the need for a high quality, diverse workforce that reflects the diversity of the population served by Partners clinical facilities. Workforce diversity both contributes to patient care excellence and creates economic opportunities for diverse communities that in turn reduce racial and ethnic disparities in health and health care. In FY2009, Partners served over 5,000 individuals in its pipeline programs. # of Individuals Served Youth pipeline programs 438 Community pipeline program 55 Incumbent workers pipeline programs 4530 Pipeline programs are developed and implemented in many places within Partners. Individual hospitals have created a number of pipeline programs for both youth and incumbent workers. Many departments have instituted career ladders that are based on identified competencies; these ladders document paths for advancement and provide wage increases as employees progress. System-wide initiatives include the Health Care Training and Employment Program, the Allied Health Initiative, and the Clinical Leadership Development for Diversity in Nursing. Partnerships with community-based organizations, colleges and universities, public sector agencies, and the philanthropic community are a critical component of pipeline development. Collaborations not only inform program design but also expand the capacity of partner organizations to effectively address the needs of job seekers, incumbent workers, and employers. Partners Community Benefit Report 1

2 Engaging young people in career exploration and providing supports for their success Youth pipeline programs, developed by Partners hospitals in partnership with schools and community-based youth-serving organizations, provide opportunities for young people to explore health professions, interact with health care professionals, develop career aspirations, and receive support to build academic and job readiness skills. In FY2009, 438 students participated in these youth pipeline programs. Programs for elementary and middle school students are designed to excite students about science and math through interactive programming and to engage them in learning about careers in health care and the life sciences. Visits to hospitals and interactions with health professionals underscore the message that studying science and math, succeeding in school, and earning a postsecondary education degree are necessary for virtually all health care careers. High school programs provide a range of academic supports including tutoring and preparation for college, as well as, opportunities for career exploration through volunteer and project activities. Programs typically incorporate job shadow experiences, mentoring, internships, and job readiness training. Hospital health care professionals are role models for students, working closely with them as project mentors, advisors, and work supervisors. Recognizing the importance of college completion, high school programs are exploring ways to support their graduates through their college programs and into post-graduation employment at Partners. Paid employment not only provides young people opportunities to develop work-related skills but also generates additional income for youth and their families. Several Partners hospitals offer paid internships for students during the school year and hire students for summer jobs. Partners Boston-based hospitals -- Brigham and Women s Hospital, Massachusetts General Hospital, Faulkner Hospital, and Spaulding Rehabilitation Hospital -- participate annually in the Mayor s summer jobs program. In FY2009, 258 young people earned wages through summer employment at Partners hospitals. Specific hospital youth programs and partnerships are described in subsequent sections of this report. Preparing community residents for employment at Partners hospitals Partners HealthCare Training and Employment Program (HTEP) is a system-wide community pipeline program that provides opportunities for low-income community residents interested in health careers to gain skills and experience that will prepare them for jobs at Partners hospitals. The program recently celebrated its tenth year anniversary as a successful workforce development program for low-income adults. Partners Community Benefit Report 2

3 HTEP s six-week program includes classroom instruction, internships, job placement assistance, and post-placement follow up. Newly dedicated classroom space, equipped with laptop computers, has increased the program s enrollment capacity and its ability to expand participants computer competencies through online skill development and web-based activities. The program has also implemented new extended internships that provide participants with modest income while in the job-search phase of the program. HTEP works closely with several key partner organizations that provide experience and expertise relevant to specific program components. The program collaborates with the Department of Transitional Assistance (DTA) to introduce HTEP to all eligible DTA clients. Project HOPE conducts extensive outreach for the program, participates in the assessment of potential participants, and provides case management services for participants during the program and for one year post-placement. Jewish Vocational Service also assists in the assessment process and delivers the program s classroom component that includes job readiness training in customer service, communication, medical terminology, and computer skills. Internal partnerships crucial to program success involve human resources professionals, hiring managers and supervisors who provide internships for program participants, job search trainings, and employment for successful graduates. In FY2009 the program enrolled 55 participants and graduated 49 participants, a program retention rate of 89 percent. The majority of graduates were placed in full time jobs with benefits; job placements including front desk receptionist, operation room assistant, and laboratory aide. The average salary for program graduates was $13.92 per hour. HTEP has served 276 community residents over the past six years. Most participants are single female heads of households and on public assistance. 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 90% 75% 71% Placed Graduates to date Boston Residents Placements Single Female Heads of Household Placements 92% 76% Overall 90 Day Retention Rate Overall 1 Year Retention Rate Partners Community Benefit Report 3

4 Supporting skill development and advancement for incumbent workers Hospital-based and system-wide incumbent worker pipeline programs provide employees with a range of supports including skill development opportunities and college preparation classes offered on site for the convenience of employees, financial assistance for higher education necessary for career advancement, and career information, coaching and mentoring. In FY2009, approximately 4,530 employees participated in one or more of these activities. On-site classes for foundational skills: Partners hospitals provide on-site, free classes for employees to develop foundational skills. These classes include several levels of English for Speakers of Other Languages (ESOL), which incorporate tools to improve problem solving and communication with patients, supervisors, and co-workers in addition to English language learning. Recently Partners has arranged for Jewish Vocational Services to provide on-site citizenship classes for employees. In FY2009, 152 employees were enrolled in ESOL classes. On-site classes for health care skills and college readiness: Hospitals offer employees many opportunities to develop job-related skills including classes in medical terminology and Microsoft office and on-site training programs to prepare Patient Care Assistants and Central Processing Technicians. In light of the need for post-secondary education for most health careers, hospitals also offer pre-college preparation classes in reading and math as a key component of their incumbent worker pipeline programs. In FY2009, 126 employees participated in these classes. Financial support for higher education: Partners and its hospitals provide financial assistance to employees in order to reduce the financial barriers to higher education. Financial supports include tuition reimbursement, loan forgiveness, grants, and scholarships. Financial support was provided to 2,533 employees in FY2009. Career awareness and college information: Information about health care careers and their associated educational requirements is an important feature of effective career development programs. Partners has designed a career information website (www.partners.org/pcwd) that serves as a one-stop career development resource for employees, managers, human resource professionals, and job seekers. In addition, hospitals sponsor on-site career awareness programs including career development seminars and workshops, information sessions, and career and educational fairs. In FY2009, 1,175 employees received career and educational information through one or more of these activities. Career coaching and mentoring: Career coaching and mentoring are effective supports for employees in all phases of their career development: exploration, planning, and action. Coaches and mentors provide information, encouragement, and ongoing assistance to employees on a one-to-one basis. While some pipeline programs include formal coaching and mentoring components, many managers and supervisors act as informal coaches and mentors for their employees. In FY2009, 419 employees participated in formal coaching and mentoring programs. The Allied Health Initiative (AHI) is a system-wide incumbent worker pipeline program developed to assist employees in exploring and pursuing careers in allied health fields. The Partners Community Benefit Report 4

5 initiative provides career coaching to participants and is developing strategies to use technology to assist employees with pre-college preparation, success in college courses, and web-based academic work. The Initiative is currently funded by The Boston Foundation that provides financial support, technical assistance, and peer learning opportunities for grant participants. There are currently 125 employees enrolled in the Allied Health Initiative, preparing for careers in allied health fields including radiology, surgical technology, and coding. Incumbent Programs # of Individuals Served FY 09 English for Speakers of Other Languages 152 Healthcare skills / college readiness classes 126 Financial support for higher education 2533 Career awareness / college info. events 1175 Career coaching / formal mentoring 419 Allied Health Initiative 125 Recruiting and advancing a diverse workforce Many of the pipeline programs described above have an explicit goal of attracting, retaining, and advancing individuals from diverse racial and ethnic backgrounds. HealthCare Training and Employment Program Ethnicity Native Other American 3% 1% Black 59% Asian/Pacific Islander 4% White 12% Hispanic 21% Youth pipeline programs serve primarily urban youth who reflect the multicultural communities in which they live. The Health Care Training and Employment Program recruits actively from Boston s diverse neighborhoods; more than 80 percent of participants are African American or Latino/a. Participants in the Allied Health Initiative are significantly more diverse than the employee population currently in allied health positions; 72 percent of participants are people of color. Partners Community Benefit Report 5

6 Allied Health Initiatives Ethnicity Other 2% Asian/Pacific Islander 2% White 28% Black 50% Hispanic 18% The Clinical Leadership Collaboration for Diversity in Nursing, developed with UMass Boston College of Nursing and Health Sciences, provides financial assistance and professional support to socio-economically disadvantaged students accepted into the BSN program at UMass Boston. The program has enrolled 37 students since it began in the fall 2007; 17 students have graduated to date and 14 graduates have been hired into nursing positions at Partners hospitals. Partners Community Benefit Report 6

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