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In support of ASTHO's mission and strategic plan, the Workforce Synergy Group will:

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In support of ASTHO's mission and strategic plan, the Workforce Synergy Group will:

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Connect ASTHO's varied efforts to develop the S/THA workforce

Share information and best practices

Remove barriers to our work and problem solve-together

Discover innovations

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ASTHO is a destination workplace
data-oriented, go-to resource for workforce

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Is the most trusted and reliable source of information on public health needs and practices

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ASTHO was essential in assisting health agencies to bridge public health disciplines within agencies, forging stronger essential foundations while weaving in critical social and economic components to secure holistic and equitable practices and policies.

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Description of ASTHO as it relates to WFD

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Description of ASTHO as it relates to WFD

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In-demand

Innovative

Fun

Anticipate the community needs

Responsive to member needs
forward looking

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ASTHO is the resource for the roadmap to developing strong partnerships and collaborations.

Be the place health departments come for partnership development

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Recognize the factors that show impact (QI/eval)

S/THA workforce sees ASTHO playing a role in them being happier, healthier, and feeling supported

ASTHO is a support system always but really during the times that matter (e.g., pandemic)

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Public Health Performance Measures for Workforce Development - public health will be able to articulate the impact of financial investment in the public health workforce; ASTHO is seen as a support resource to SHOs in building infrastructure to track and measure the impact of the PH workforce

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Job Creation-ensuring there are enough jobs available
Sustainability of the workforce
Increasing the # of diverse employees in the workforce.
Example Breastfeeding Coordinators
Ensuring there are living wages to support staff.

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Developing Competencies

Standardized job descriptions

Fellowship Opportunities

Academic partnerships to develop pipeline to Public Health

Career Development

Planning

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ASTHO has helped to modernize how PH is thought of - cross functional staffing & WFD

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advocacy for dedicated WF resources at state level
state & territorial employer of choice
(NNPHI Report) Other system partners are actively engaged & come to ASTHO as resource

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Fully-staffed and funded S/T health agencies (this must be a basis for any additional development elements)

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Fully-staffed and funded S/T health agencies (this must be a basis for any additional development elements)

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Sustainability
Innovation
Equity Focused
Leadership

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Senior Leader Reserve Corps

Boundary spanning leadership

Onboarding and mentoring of new STHOs

Strategic planning and mapping, accreditation planning

Leadership development

Profile survey

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Project ECHOs (some)

Learning Communities (some)

SBH: compassion fatigue & building resilience

shared risk & protective factor

StaffUP

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Support of Medicolegal Death Investigator Workforce (SBH)

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Support of Medicolegal Death Investigator Workforce (SBH)

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Project ECHO to support MDI workforce through training and peer-to-peer engagement. Survey to understand impact of COVID-19 and overdose epidemic on MDI workforce

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Participate in Workforce Collaborative to stay abreast of workforce issues and contribute to future directions

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Advocating for community-based public health workforces

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Advocating for community-based public health workforces

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Advocating for hiring of community health workers, peer support specialists, disease intervention specialists, and other community-based public health workforces. Working to ensure that positions are hired from trusted communities, there are not barriers to employment, and there is sustainable funding for those positions.

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Public Health Equity Corps(PHEC)
Future workforce, training and development

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CI/CT training
Supervisory training program

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Accreditation preparation support (Domain 8); WFD plan review, site visit preparation

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PH WINS- Public Health Workforce Interest and Needs Survey-national workforce survey; agency-level reports to inform planning

Profile Survey of S/THAs - data on health official role (reporting structure, $), employees, location of employees, occupational classifications

Data collections - measurement of the PH workforce and its capacity

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- Capacity building and training needs of Health Department staff
-Assistance with resources

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Advocacy/GA

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training on astho.learn: CT, Leader orientation, recorded webinars/events on planning, COVID
annual conferences
Peer Network structure
online communities
e-newsletters, blogs, etc.

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Human Resource Directors/ Workforce Development Directors Peer Network

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Executive Leadership Forum & Peer Networks

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PH Informatics program (PHIT funding opportunity)

-Develop training program
-Deploy staff to Public Health Programs
-Partnering with Morehouse University
Minority serving institutions

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Host and publish findings from Workforce and Recovery Think Tank (June 29)

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PH Informatics program (PHIT funding opportunity)

-Develop training program
-Deploy staff to Public Health Programs
-Partnering with Morehouse University
Minority serving institutions

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Strong systems, Stronger Communities
several programs address braiding layering
business process improvement

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Pipeline of trained and prepared informatics PH workers.

Establish standard skill sets
PHWINS type assessment to address this need.

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WF is not part of our training in PH - true for CTHA, too - we get it OTJ. Need for WF expertise.
States got ARP $ to support DIS. Grateful for $. How can we measure success, impact, value.

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Established shared understanding of what population health skills

Training for population health (health equity, housing and transportation)

Generally about a Public Health Workforce--community based public health workers.
Trainings and Development Opportunities for people outside of a formal PH degrees.

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Employee retention, cross training cont of ops. How to recruit and retain. Transitions from former & new staff when there is time gap.
Business process: getting $ out, getting people in role, doing work. Improve processes; comms across sectors & org structure.
Combat idea that training solves problems. Is not solution to everything. Think about structural and systems interventions.
Should expect turnover - anticipate, plan and respond better. Standardized pieces COP, sharing institutional knowledge. Anticipate!

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Mapping out a strategy to develop questions that inform us on Workforce Development.

Understanding of existing opportunities

Should we develop a new survey to address some of the new issues (org charts, etc.)

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LWD team. :) (Did not exist one year ago.)
Be explicit in needs we see with funders. May not be seen as priority & we need to articulate in meetings with funders, workplans, conversations.
Bring folks who have worked in SHA together to share insight.

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Identify the training needs

Identify partners for training delivery.