THE UNITY COUNCIL HEALTH CARE SECTOR PROGRAM

Transcription

1 THE UNITY COUNCIL HEALTH CARE SECTOR PROGRAM

2 Healthcare Sector Initiative History August 2003 discussions with La Clinica de la Raza about the shortage of bilingual healthcare workers. September 2003(pilot program)- Unity Council and the National Economic Development Law Center convened meetings with local community health clinics and community colleges to discuss their interest in participating in a healthcare sector initiative. Goal of partnership was to develop a culturally and linguistically appropriate healthcare workforce to meet the growing healthcare needs of the limited and non- English speaking immigrant populations. At the conclusion of these meetings, the various organizations agreed to form a partnership to develop and implement a Healthcare Sector Initiative

3 Goals for the Health Care Sector Initiative Develop a workforce feeder system as a supplier of bilingual/bicultural healthcare workers to support the broader healthcare industry. The feeder system will serve as the recruitment, training and skills advancement arm to develop LEP residents into bilingual/bicultural healthcare workers by adopting existing best practices, and creating training curricula jointly with the employers and community colleges.

4 Goals for the Health Care Sector Initiative: (cont.) Develop a partnership relationship with the community health clinics in Alameda County to address their workforce needs. In addition, the clinics will serve as learning institutions for bilingual healthcare workers for the industry. The feeder system will initially recruit and train residents from the targeted neighborhood Fruitvale/Lower San Antonio neighborhood with the possibilities of expansion.

5 Implementation Phase Identify subject matter experts for developing curriculum and training components Employer staff experts Community College teaching staff Set work session calendar Finalize curriculum and obtain approval from community college Identify first cohort of students for sector training Evaluate first cohort and make program revisions Revise training Continue to recruit, train and place participants

6 Funding Strategies Leverage WIA Title I funds Private foundation funding that focuses on low-income immigrant neighborhoods Federal & State funding for high growth industries Foundations that fund work force initiatives for health care workers

7 Structure of Partnership Unity Council Lead Agency One Stop Career Center Operator Access to participants recruitment Assessment of participants Conduct orientation sessions Case Management Job placement Job retention

8 Structure of Partnership (cont.) Merritt College/Educational Partner Develops curriculum with input from employers Ensures that curriculum meets the community college standards Hires and manages teaching staff Administers financial aid for students Teaches classes MA classes are conducted at college campus with lab session and internships at employer sites Classes are institutionalized within the community college and provide community college credit

9 Structure of Partnership (cont.) Community Health Clinic Partners La Clinica de La Raza; Tiburcio Vasquez; Asian Health Services; Native American Health Center Provide subject matter experts to participate in the development and refinement of the curriculum When necessary, provide on-site classroom space or career try-out at clinic location Provide internships for participants Evaluate internship performance Commit to OJT opportunities Hire program participants

10 Structure of Partnership (cont.) Other Medical/clinic employers Provide internships for participants Commit to OJT opportunities Hire program participants

11 Intake & Assessment Attend an orientation during the outreach phase Administer CASAS (Reading/Math Assessment) Complete a personal questionnaire Assess-reading comprehension & writing proficiency Provide math workshops during the orientation phase

12 Medical Assistant Program M.A. graduates are multi-skilled allied health professionals who can perform a variety of administrative and clinical skills in an ambulatory care setting AAMA Accredited ( American Association of Medical Assistants) The training is 25 weeks, approx. (6 months) 1-weeks of up-front job readiness training BLS (Basic Life Support) Training 18 weeks of M.A. Curriculum 1-week of Customized Customer Service Training

13 Medical Assistant Program (cont.) 4-weeks (160 hrs) Clinical Externship On the Job training is offered to employers as needed (50% of wages are covered through WIA funds). Tutoring by AmeriCorps members is offered to students during the program. Classes are Monday-Friday 9:00 3:00pm

14 Medical Assistant Curriculum Medical Assistant I (18 Units) HIPPA (Legal Aspects of Medical Assisting) Infection Control Clinical and Laboratory Procedures Medical Terminology Anatomy Physiology Vital Signs Math-Converting dosages, control unit dosages per patient's weight Math for Meds-Administration of Medication Weekly Tests (70% Passing) Mid-Term Exam

15 Medical Assistant (Cont.) Medical Assistant II (18 Units) Back office (Patient prepping & Exam Rooms) Managing Medical Emergencies Pediatrics Endocrine Healthcare Coverage and Record Management Final Exam

16 The Internship/Externship The Medical Assistant program incorporates job training at the employer s location and verification of having met standard occupational competencies Graduation is subject to successfully completing 160 hours of clinical externship Externship Placement is coordinated by the Unity Council Clinical Rotations take place at Community Clinics, and several large medical facilities

17 Program Outcomes Program Outcomes: Since its first cohort in 2004, the Healthcare Sector Initiative has graduated 136 Medical Assistant students. Approximately 75% of graduates have secured employment in many local Community Health Clinics as well as Hospitals and Private Medical Facilities. After Medical Assistant graduation students typically pursue careers in Nursing and other short-term careers in healthcare. 5% of the placed MA s have gone on to obtain State certification after completing 1,000 hours of work experience. The percentage continues to increase as the program develops.