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AH Workforce Summit III Slide Show 10-28 - Welcome!

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    AH Workforce Summit III Slide Show 10-28 - Welcome! AH Workforce Summit III Slide Show 10-28 - Welcome! Presentation Transcript

    • Northeast Ohio Regional Allied Health Workforce Summit III
      Welcome!
    • Opening Remarks
      August A. Napoli, Jr.
      Chairman
      Northeast Ohio Health Science & Innovation Coalition
      and
      President and Chief Operating Officer
      Summa Foundation
    • Allied Health Summit III Sponsored by:
      EMH Regional Healthcare System
      Lakeland Community College
      NEO HealthForce
      Northeast Ohio Health Science & Innovation Coalition
      Summa Foundation
    • Thank you to These Planning Partners
      Akron Regional Hospital Association
      Center for Health Affairs
      NEO HealthForce
      Northeast Ohio Council on Higher Education
      Northeast Ohio Health Science & Innovation Coalition
      Ohio Hospital Association
      Ohio Skills Bank
    • Opening Remarks
      Stacia Edwards
      Director
      Workforce Development Initiatives
      Economic Advancement Division
      Ohio Board of Regents
    • NEO Allied Health Planning Process
      Barb Greene
      and
      Carla Sibley
      Process Co-Facilitators
    • NEO Allied Health Planning Process
      Allied Health Roundtable Dialogues held in July 2008: hosted by NOCHE and NOHSIC
    • NEO Allied Health Planning Process
      Allied Health Summit I: to identify the Allied Health workforce needs of NEO healthcare employers held in September 2009 – hosted by NOHSIC, along with ARHA, CHA, NEO HealthForce, NOCHE and OSB
    • NEO Allied Health Planning Process
      Allied Health Summit II: held in December 2009 to identify the Allied Health workforce needs of multiple stakeholders– hosted by NOHSIC, along with ARHA, CHA, NEO HealthForce, NOCHE, NOHSIC and OSB
    • NEO Allied Health Planning Process
      Allied Health Action Team Planning
      January – July 2010
      Diverse Allied Health stakeholders
      Co-leaders
      Each team addressed one critical Allied Health issue, conducted additional research and made recommendations for a regional Allied Health Action Plan
    • NEO Allied Health Planning Process
      Allied Health Action Teams
      Access to Allied Health Training
      K-16 Allied Health Career Awareness and
      Academic Preparation
      Incumbent Allied Health Workforce Development
      Allied Health Faculty Development
      Alignment of Allied Health Accreditation, Certification and Licensure Requirements
    • Access to Allied Health Training
      Roy Anderson, Director, Education Partnerships, Allied Health Education, Cleveland Clinic
      Patricia M. Gray, Ph.D., Vice President,
      Health Care Education Initiatives, Cuyahoga
      Community College
    • Action Team Members
      Dr. Patricia Gray, Co-Chair, Cuyahoga Community College
      Roy Anderson, Co-Chair, Cleveland Clinic
      Michael Glonek, Youngstown State University
      Cara Padin, Southwest General Health Center
      Marquita Rockamore, City of Cleveland
      John Thornton, Stark State College
      Pam Waite, Center for Health Affairs
    • Question
      What are potential solutions to improving access to Allied Health clinical training sites and how can we improve and support the clinical experience?
    • Allied Health Disciplines
      Factors
      Potential growth of programs based on student demand.
      Clinical access is challenging.
    • Allied Health Disciplines(Occupational Outlook Handbook, 2010-11 Edition)
      Physician Assistants (39% growth)
      Respiratory Therapy (21% growth )
      Laboratory Medicine
      MT (12% growth )
      MLT (16% growth )
      Rehabilitation Sciences
      OT (26% growth) / OTA (30% growth)
      DPT (30% growth) / PTA (33% growth)
      Speech-Language Pathology (19% growth)
    • Survey(Rating Scale Questions – 10 Point Scale)
      Hospital Size
      Workforce Need - Next 5 years
      Current Affiliation with Academic Institutions? Identify
      Annual number of student currently training
      Current Conditions – Maximum number?
      Ideal Conditions – Maximum number?
      Does your institution provide incentives to staff?
      Rate potential barriers to training students
      Support evening, nights, weekend training?
      Could department support evening, nights, weekend training?
      Suggest ways barriers could be removed
      Rate reasons for training students
      Suggestions to improve and support student training?
    • Results
    • Results
    • Results
    • Results
    • Results
    • Results
    • Recommendations
      Appeal to physician organizations (PA)
      Remove or modify clinical productivity measures for staff who teach students (RT)
      Regional assessment of program start dates (RT)
      Evening, night and weekend experiences (RT, others)
      Appeal to regional hospitals not affiliated with academic institutions (MLT/MT)
      Investigate availability of $$$ from Workforce Development to support clinical preceptors (MLT/MT)
      Consider 2 students to 1 preceptor model (rehab sciences)
    • Recommendations
      Explore expanded use of simulation
      Create regional alliance for coordination of clinical placement of allied health students
      Promote preceptor (train-the-trainer) programs
      Pilot use of StudentMax for allied health student placement (NEONI)
      Use of incentive programs for staff engaged in teaching
    • Progress
      Evening, night and weekend clinical experiences
      Workforce investment $$$ to support clinical preceptor
      Promote preceptor (train-the-trainer) programs
      Tri-C (DOL Grant) – Online Instructor Training Course
      Scheduled Completion Date: November 2010
      Incentive programs for staff engaged in teaching
      Increase use of simulation – EHR systems, human patient simulators for all age groups, standardized patients
    • K-16 Allied Health Career Awareness and Academic Preparation
      Linn Gahr, Region 8 Co-Administrator, Ohio Skills Bank/Lakeland Community College
      Beth Vidmar, Director, Human Resource and Workforce Development, Summa Health System
    • K-16 Allied Health Career Awareness and Academic Preparation Team
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      CHARGE:
      Identify and recommend two to three Workforce Solutions
      Purpose of increasing the available talent supply in Allied Health in Northeast Ohio
      MEMBERS:
      20 individuals representing Northeast Ohio’s:
      employers
      workforce agencies
      Non-profits
      educators
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      MEETINGS:
      Five meetings conducted between March 8th and July 15th 2010
      Two conducted in person
      Three conducted by phone
      APPROACH:
      Through consensus members decided to:
      Identify and prioritized issues relevant to this area
      Research and identify best practices in Northeast Ohio and Nationally
      Survey K – 12 educators to ascertain their interest in promoting Career Awareness to their student population
      Determine which types of programs and methods of delivery would be most valuable
      Conclude by coming to consensus on recommendations
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      ISSUES: Identification of priorities
      Academic preparedness in math and science
      Engagement of parents in career awareness
      Adequate resources; time, availability of counselors, teachers
      Availability of programs at non-traditional times outside of classroom
      Engage speakers of other languages
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      BEST PRACTICES: Members divided up into 3 groups
      to conduct preliminary research and identify best
      practices in Northeast Ohio and nationally. The
      groups were divided as follows by grade level:
      K – 8
      9 – 12
      Post secondary
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      Results of Best Practices work:
      Database developed identifying practices:
      Summer camps including field trips and hands on experiences
      Classroom instruction delivered by healthcare professionals
      Course content aligned with math/science curriculum
      Volunteer experiences
      Programs delivered at the site of post secondary schools
      Employment opportunities connected to program delivery
      Introduction to Healthcare careers with academic support workshops
      Teacher Awareness workshops
      PowerPoint presentations
      Career Fairs hosted by educators and with healthcare professional guests
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16Resources Template
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      SURVEY:
      Assessment needed to identify the level of interest and value of best practices
      Survey developed and sent to 54 K – 12 school representatives in NEO
      Received a 48% response rate (26 responses) including: Superintendants, Curriculum Directors, Career Development Specialists, Professional Development Specialists, K – 12 Counselors and Principals among others
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      • SURVEY:
      • Highlights:
      • Almost unanimous school district support encouraging K – 12 Allied Health Career Awareness
      • Focus should be on middle school students
      • ½ of respondents have participated in career awareness
      • 2/3 were willing to participate in Allied Health Career Awareness training
      • Preferred: field trips, shadowing, curriculum alignment, on site speaker/presentations and web based
      • ¾ believe a database would be helpful
      • Most familiar with WVIZ & www.healthy-career.org
    • Allied Health Action TeamCareer Awareness & Academic Prep K – 16
      FINAL RECOMMENDATIONS:
      Note: Action Team members felt we were just scratching the surface – much more needs to be done!
      Engaging K – 12 educators
      More comprehensive identification of best practices
      Further evaluation of the impact of best practices on guiding students, parents and educators
      House and maintain updated and comprehensive database with the www.healthy-careers.org site
      Market database with stakeholders
      Conduct focus groups with K – 12 representatives for further research into effective methodologies and rank/prioritize
    • Incumbent Workforce Development
      Advancement of Incumbent Workers
      Into High Demand
      Allied Health Occupations
      Tracy Carter, MHSA, Director of Government Affairs and Health Policy, Summa Foundation
      Lisa Goetsch, M.Ed., Director, Workforce Development, Kent State University; Region 12 Ohio Skills Bank Coordinator
    • Action Planning Team
      • Richard Biering Akron Children’s Hospital
      • Sandra Bizzell Cuyahoga County Workforce Dev.
      • Christine Bok Mahoning Columbiana Training Association
      • Marsha Bucciarelli IT Certification Institute
      • Jeanine Carroll Cleveland State University
      • Tracy Carter Summa Foundation
      • Diane Euchenhoffer Greater Akron Chamber of Commerce
      • Elizabeth Gildone Cleveland Clinic Foundation
      • Lisa Goetsch Kent State University, Reg 12 Ohio Skills Bank
      • Bill Hanigan Medina County Office of Workforce Dev.
      • Mya Hasson Eastern Gateway Community College
      • David Kleinschmidt Ashland County-West Holmes Career Center
      • Chelsea Mills Towards Employment
      • Kim Moss Summa Health System
      • Robert Paponetti The Literacy Cooperative
      • Debbie Perkul University Hospitals
      • Cathy Rowan Akron Children’s Hospital
      • Beth Vidmar Summa Health System
    • Greatest Opportunities
      Improving basic literacy and soft skills
      Improving awareness of career paths and available resources
      Providing supervisor training to support employee advancement process
    • Improving Select Skills and Improving Awareness of Career Paths and Resources
      Offer literacy and soft skills training at employer sites
      Identify and implement methods of tracking students’ progress
      Support employees through advancement process
      Support diverse populations
    • Improving Select Skills and Improving Awareness of Career Paths and Resources
      • Provide online access to career assessment and awareness tools
      • Provide career counseling for employees
      • Develop and display career ladders
      • Improve awareness of career pathways among employee and supervisor groups
      • Evaluate success of actions/activities
    • Providing Supervisor Training to Support Employee Advancement
      Secure organizational support for training and plans
      Develop training outline and curriculum
      Confirm methods of delivery
      Implement and evaluate supervisor training
    • Other Thoughts
      Convene regional leadership to review and recommend best practice models and tools to support employee advancement process
      Career Assessment Tools
      Supervisor Training on Effective Employee Advancement Approaches
    • Allied Health Faculty Development
      Deidre Windom, Director, Human Resources, Humility of Mary health Partners
      Frank P. Ward, Ph.D., Dean, Allied Health and Nursing, Lorain County Community College
    • Action Team Members
      Stacy Buser, University of Akron
      Barb Demyan, Southwest General Health Center
      Carol Drennan, Kent State University-Ashtabula
      Barbara Leisinger, Summa Health System
      Barbara Pisanelli, Summa Health System
      Monika Mokos, Southwest General Health Center
    • Key Question Addressed: What can universities, trainers and employers do to remove barriers and increase the regional pool of Allied Health faculty?
      The Allied Health Faculty Development team initiated two surveys. Both surveys were administered to clinical instructors and human resource professional at institutions in Northeast Ohio
    • Key Findings: Clinical Staff Survey
      Perceived obstacles for clinical staff to serve as clinical instructors in their disciplines or professional areas: High workload, employer expectations for productivity, lack of rewards/incentives.
      Perceived degree of employer support for professional development of clinical staff for clinical instructions: Very strong
      Types of instructor development activities respondents have participated in over past two years: Workshops/seminars, formal training, online courses, conferences to name a few.
    • Key Finding: Health System Human Resource Professional Survey
      Allied Health programs utilizing clinical faculty: Medical Lab Techs, Radiology Techs, Physical and Occupational Therapy Asst., Medical Assistants and Pharmacy Tech.
      Items that qualify for tuition reimbursement at respondents institutions: college course work leading to a degree or certificate.
      Items qualifying for reimbursement through individual department education budgets at respondents’ institutions: workshops, seminars and continuing educations programs.
      Perceived degree of support for professional development of Allied Health clinical instructors at respondents’ institutions.
    • Action Team Recommendations
      Encourage employers to provide access to website for clinical training and instructions.
      Promote regional online learning opportunities through centralized and individual institutions’ websites.
      Initiate regional collaborative programs that develop and employ clinical faculty.
      Encourage employers and supervisors to provide flexible workloads and schedules to support clinical instruction.
      Encourage employers and supervisors to recognize and provide creative incentives and awards (e.g. CEUs) for clinical instructions whether in-house (at health system) or through educational institutions.
      Identify and disseminate best practices for promoting and expanding clinical instruction.
    • Alignment of Allied Health Accreditation, Certification and Licensure Requirements
      Deborah L. Hardy, Dean, Science and Health Technologies, Lakeland Community College
      Angela Key, PHR, CCP, Director, Human Resources, EMH Regional Healthcare System
    • Alignment of Allied Health Accreditation, Certification and Licensure RequirementsAction Team Leaders: Angela Key, EMH Regional Healthcare System Deborah L. Hardy, Lakeland Community College Action Team Members: Stacey Ashford, Remington CollegeMaria DeLost, Youngstown State UniversityDonna Moore-Ramsey, Cuyahoga Community College
    • KEY QUESTION AND PRIORITIES
      Action Team Question:
      What needs to be done to align licensure, accreditation and certification standards with Allied Health training and employer needs? Action Team Research Topics:
      Priority 1:Differentiate between certification and licensure for each high demand allied health occupation.
      Priority 2:Identify commonalities in accreditation processes between professions.
    • RESEARCH TOOLS
      Summit I survey with high demand occupation data
      High demand chart focused on high demand occupations of Physician Assistant, Respiratory Therapist, Medical Lab Technologist/Medical Technologist, Physical Therapist/Physical Therapy Assistant
      Asset Maps from Ohio Skills Bank Regions 8, 9, 12
      Research resource: http://arha.org/Career/2010ARHA%20HealthCareerGuide.pdf  
      Research resource: http://www.ama-assn.org/ama/pub/education-careers/careers-health-care/directory.shtml
    • KEY FINDINGS
      After review of the high demand areas of PA, PTA/PT, MLT/MT, and Respiratory, the Action Team recognized that Respiratory and MLT/MT permit limited employment options with anticipation of licensure/certification.
      Employers hire graduates on limited status and provide parameters for licensure/certification.
      Concerns were identified with the transition from PTA to PT—it is not a smooth transition.
      Several advisory boards exist across the region and the same stakeholders participate.
       
    • ACTION TEAM RECOMMENDATIONS
      Collapse action team into another committee to ensure some periodic monitoring of accreditation, licensure, and certification.
      Provide venue to share committee findings with the large healthcare community through a website that is maintained and centralized for all to refer as needed.
    • Northeast Ohio Regional Allied Health Workforce Summit III
      BREAK TIME!
    • Advancing the NEO Allied Health Workforce Action Plan
      Updates on Activities and Outcomes in
      OSB Regions 8, 9, & 12
      Linn Gahr, Region 8 Co-Administrator
    • REGION 8: Cuyahoga, Geauga, Lake, Lorain
      Electronic Health Records Curriculum
      Lakeland CC: HRSA Grant - Train the Trainer; MEDS program, Pharmacy Tech
      Tri-C: Faculty Development Course Online
      Grant Applications: DOL, TANF, OBR, CAEL
      NEONI Nursing Forecasting Model
      STNA + Home Healthcare Provider Curriculum
    • REGION 9: Medina, Portage, Stark, Summit, Wayne
      Creation of Introduction to Health Careers course offered through ABLE. Successful completers received 1 transcripted credit.
      Development of a contextualized healthcare curriculum that combined developmental courses with STNA training. To date three cohort groups have matriculated through the program.
      New certificate and degree offerings in the Dental and Dietary/Nutrition career pathways.
      Recently instituted Paramedic – RN program.
      Ongoing exploration of certificate programming and articulation opportunities.
    • REGION 12: Ashtabula, Mahoning, Trumbull
      KSU@T: Associate Degree Allied Health Management - online
      KSU@A: OTA, PTA and Respiratory Therapy
      Career Centers/ABLE: Medical Readiness: nearly 400 served to date
      NEOHealthForce/1 Stops: Quarterly Healthcare Career Workshops
      MCTA (One Stop): Career Pathways Grant
      Business Resource Network – success, expansion
      EGCC: Federal Grant for healthcare pathways (new)
    • ALLIED HEALTHCARE SUMMIT III
      THANKS TO ALL OUR PARTNERS!
      Linn Gahr, C0-Administrator
      Region 8, Ohio Skills Bank
      lgahr@lakelandcc.edu; 440-525-7587
    • Advancing the NEO Allied Health Workforce Action Plan
      Other Updates on Actions Relative to NEO Allied Health
      Workforce Development?
    • Regional Allied Health Workforce Development Recommendations
      Create a regional alliance to coordinate the clinical placement of A.H. students
      Expand the # of A.H. clinical faculty
      Increase access to clinical training opportunities
      Build capacity of employers to provide A.H. career awareness and workforce development opportunities.
      Educate and encourage employers to invest in career awareness and workforce development.
      Establish a regional A.H. website to support training, recruitment, employment, career pathways and more
    • For a Copy of the Northeast Ohio Allied Health Workforce Action Plan Report and Appendices, Please VisitAkron Regional Hospital Association:www.arha.org University System of Ohio/Ohio Skills Bankhttp://uso.edu/opportunities/ohioskillsbank/index.phpCenter for Health Affairs:www.chanet.org/home/CHA/NEONI/
    • Open Mic – Your Thoughts, Please!
      Are there other actions being
      taken that support the
      implementation of our action
      plan?
    • Open Mic – Your Thoughts, Please!
      What is being done or what can
      be done within our own
      institutions?
    • Open Mic – Your Thoughts, Please!
      What must be done through
      regional collaborations to
      advance our plan?
    • Open Mic – Your Thoughts, Please!
      What benchmarks do you
      suggest we use to measure our
      progress over time?
    • Regional A.H. Workforce Recommendations
      Create a regional alliance to coordinate the clinical placement of A. H. students.
      Expand # of A.H. clinical faculty.
      Increase access to clinical training opportunities.
      Build employers’ capacity to provide A.H. workforce development opportunities.
      Secure employer investments/incentives in A.H. career awareness and development.
      Establish a regional A.H. website for recruitment, career awareness, employment, development
    • Next Steps and Concluding Remarks
      Deidre Windom, Chair, NEO HealthForce
      and Human Resources Director, Humility of
      Mary Health Partners
    • Thank you to our Sponsors!
      EMH Regional Healthcare System
      Lakeland Community College
      NEO HealthForce
      Northeast Ohio Health Science & Innovation Coalition
      Summa Foundation
    • Thank you to These Planning Partners
      Akron Regional Hospital Association
      Center for Health Affairs
      NEO HealthForce
      Northeast Ohio Council on Higher Education
      Northeast Ohio Health Science & Innovation Coalition
      Ohio Hospital Association
      Ohio Skills Bank