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

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

  1. 1. NORTHEAST OHIO REGIONAL ALLIED HEALTH WORKFORCE SUMMIT III Welcome!
  2. 2. Opening Remarks August A. Napoli, Jr. Chairman Northeast Ohio Health Science & Innovation Coalition and President and Chief Operating Officer Summa Foundation
  3. 3. Allied Health Summit III Sponsored by:  EMH Regional Healthcare System  Lakeland Community College  NEO HealthForce  Northeast Ohio Health Science & Innovation Coalition  Summa Foundation
  4. 4. 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
  5. 5. Opening Remarks Stacia Edwards Director Workforce Development Initiatives Economic Advancement Division Ohio Board of Regents
  6. 6. NEO Allied Health Planning Process Barb Greene and Carla Sibley Process Co-Facilitators
  7. 7. NEO Allied Health Planning Process  Allied Health Roundtable Dialogues held in July 2008: hosted by NOCHE and NOHSIC
  8. 8. 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
  9. 9. 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
  10. 10. 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
  11. 11. 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
  12. 12. 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
  13. 13. 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
  14. 14. Question  What are potential solutions to improving access to Allied Health clinical training sites and how can we improve and support the clinical experience?
  15. 15. Allied Health Disciplines Factors Potential growth of programs based on student demand. Clinical access is challenging.
  16. 16. 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)
  17. 17. 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?
  18. 18. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends? Reasons for Training Physician Assistant (n=7) Affiliation (n=5) 7.00 97  232 (139%) (n=4) Staff (4.5) Productivity (4.17) Yes Potential Employee Shortens Orientation Employ the Best
  19. 19. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends Reasons for Training Respiratory Therapy (n=23) Affiliation (n=18) 5.26 297369 (24%) (n=17) Staff (6.78) Productivity (5.56) Yes Potential Employees Employ the Best Shortens Orientation Staff Competence Engages Staff
  20. 20. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends Reasons for Training Laboratory MT (n=17) Affiliation (n=15) MLT (n=17) Affiliation (n=15) 8.07 7.00 34  64 (88%) (n=8) 43  69 (60%) (n=13) Staff (7.58) Space (6.33) Productivity (6.25) Staff (7.53) Productivity (6.40) Space (6.33) Yes Yes Potential Employees Employ the Best Engages Staff Potential Employees Employ the Best Shortens Orientation Engages Staff
  21. 21. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends Reasons for Training Rehab OT (n=22) Affiliation (n=14) OTA (n=27) Affiliation (n=15) 6.73 4.58 70  99 (41%) (n=12) 38  61 (61%) (n=14) Staff (7.73) Space (5.67) Others (<5.00) Staff (7.29) Others (<5.00) Yes Yes Potential Employees Retention Employ the Best Professional Responsibility Employ the Best Potential Employees Retention
  22. 22. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends Reasons for Training Rehab PT (DPT) (n=18) Affiliation (n=13) PTA (n=18) Affiliation (n=13) 7.06 6.56 133  175 (32%) (n=13) 45  76 (69%) (n=13) Staff (5.57) Others (<5.00) Staff (5.27) Others (<5.00) Yes Yes Potential Employees Professional Responsibility Shortens Orientation Potential Employees Engages Staff Professional Responsibility Retention
  23. 23. Results Workforce Need Ideal Access Barriers Evening, Nights & Weekends Reasons for Training Rehab Speech (n=18) Affiliation (n=6) 5.27 16  17 (6%) (n=6) Staff (7.50) Others (<3.00) Yes (Evenings Only) Potential Employees Professional Responsibility Shortens Orientation
  24. 24. 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 $$$ from Workforce Development to support clinical preceptors (MLT/MT)  Consider 2 students to 1 preceptor model (rehab sciences)
  25. 25. Recommendations  Explore expanded use of simulation  Create regional alliance for coordination of clinical placement of allied health students  Promote preceptor (train-the-trainer) programs  Pilot use of StudentMax for allied health student placement (NEONI)  Use of incentive programs for staff engaged in teaching
  26. 26. Progress  Evening, night and weekend clinical experiences  Workforce investment $$$ 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
  27. 27. 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
  28. 28. Melissa Carr, Tri-County Computer Services Association Bill Novak, Cuyahoga Valley Career Center Barbara Flinn, Cleveland Clinic Ann Marie Ondo, Akron Children’s Hospital Linn Gahr, Region 8, Ohio Skills Bank Gina Pastella, formerly w/ NEO HealthForce David Kleinschmidt, Ashland County West Holmes Career Center Kathy Radigan, Willoughby Eastlake Schools Don Landek, University Hospitals Belinda Richardson, Tri-C Danita Logan, OneStop Ohio Carla Sibley, Akron Public Schools Ronna McNair, Tri-C Patricia Smith, Trumbull County OneStop Barbara Mikuszewski, Tri-C Cheryl VanHorn, Metro Health Medical Center Kimberly Moss, Summa Health System Beth Vidmar, Summa Health System Molly Neider, Tri-C K-16 Allied Health Career Awareness and Academic Preparation Team
  29. 29. Allied Health Action Team Career 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
  30. 30. Allied Health Action Team Career 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
  31. 31. Allied Health Action Team Career 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
  32. 32. Allied Health Action Team Career 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
  33. 33. Allied Health Action Team Career 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
  34. 34. Allied Health Action Team Career Awareness & Academic Prep K – 16 Resources Template Name of Program Links/ Website Focus Descrip - tion Program Site Scholar- ship Cost Length Program / Type of Camp Grade/ Gender Criteria to Enter # Accepted Health Careers & Nursing Summer Explora- tion www.healt hy- careers.org Health Career options, educa- tional Prep Career Assess, Field trips, facility tours, Hands On, View proced- ures Tri-C Metro Campus N/A Free 2 week Summer Day Camp 2 Sessions Session1 10th and 11th Grade Session 2 7th, 8th and 9th grade “B” average, Counselor recom- mend, parent consent, online app, Greater Cleveland 40 each session
  35. 35. Allied Health Action Team Career 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
  36. 36. Allied Health Action Team Career 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
  37. 37. Allied Health Action Team Career 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
  38. 38. 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
  39. 39. 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
  40. 40. Greatest Opportunities  Improving basic literacy and soft skills  Improving awareness of career paths and available resources  Providing supervisor training to support employee advancement process
  41. 41. 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
  42. 42. 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
  43. 43. 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
  44. 44. 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
  45. 45. 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
  46. 46. 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
  47. 47. 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 Question Addressed: What can universities, trainers and employers do to remove barriers and increase the regional pool of Allied Health faculty?
  48. 48. 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.
  49. 49. 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.
  50. 50. 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.
  51. 51. 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
  52. 52. Alignment of Allied Health Accreditation, Certification and Licensure Requirements Action Team Leaders: Angela Key, EMH Regional Healthcare System Deborah L. Hardy, Lakeland Community College Action Team Members: Stacey Ashford, Remington College Maria DeLost, Youngstown State University Donna Moore-Ramsey, Cuyahoga Community College
  53. 53. 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.
  54. 54. 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%20Health CareerGuide.pdf  Research resource: http://www.ama- assn.org/ama/pub/education-careers/careers- health-care/directory.shtml
  55. 55. 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.
  56. 56. 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.
  57. 57. NORTHEAST OHIO REGIONAL ALLIED HEALTH WORKFORCE SUMMIT III BREAK TIME!
  58. 58. 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
  59. 59. 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
  60. 60. 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.
  61. 61. 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)
  62. 62. ALLIED HEALTHCARE SUMMIT III THANKS TO ALL OUR PARTNERS! Linn Gahr, C0-Administrator Region 8, Ohio Skills Bank lgahr@lakelandcc.edu; 440-525-7587
  63. 63. Advancing the NEO Allied Health Workforce Action Plan Other Updates on Actions Relative to NEO Allied Health Workforce Development?
  64. 64. Regional Allied Health Workforce Development Recommendations 1. Create a regional alliance to coordinate the clinical placement of A.H. students 2. Expand the # of A.H. clinical faculty 3. Increase access to clinical training opportunities 4. Build capacity of employers to provide A.H. career awareness and workforce development opportunities. 5. Educate and encourage employers to invest in career awareness and workforce development. 6. Establish a regional A.H. website to support training, recruitment, employment, career pathways and more
  65. 65. For a Copy of the Northeast Ohio Allied Health Workforce Action Plan Report and Appendices, Please Visit Akron Regional Hospital Association: www.arha.org University System of Ohio/Ohio Skills Bank http://uso.edu/opportunities/ohioskillsbank/index.php Center for Health Affairs: www.chanet.org/home/CHA/NEONI/
  66. 66. Open Mic – Your Thoughts, Please! Are there other actions being taken that support the implementation of our action plan?
  67. 67. Open Mic – Your Thoughts, Please! What is being done or what can be done within our own institutions?
  68. 68. Open Mic – Your Thoughts, Please! What must be done through regional collaborations to advance our plan?
  69. 69. Open Mic – Your Thoughts, Please! What benchmarks do you suggest we use to measure our progress over time?
  70. 70. Regional A.H. Workforce Recommendations 1. Create a regional alliance to coordinate the clinical placement of A. H. students. 2. Expand # of A.H. clinical faculty. 3. Increase access to clinical training opportunities. 4. Build employers’ capacity to provide A.H. workforce development opportunities. 5. Secure employer investments/incentives in A.H. career awareness and development. 6. Establish a regional A.H. website for recruitment, career awareness, employment, development
  71. 71. Next Steps and Concluding Remarks Deidre Windom, Chair, NEO HealthForce and Human Resources Director, Humility of Mary Health Partners
  72. 72. Thank you to our Sponsors!  EMH Regional Healthcare System  Lakeland Community College  NEO HealthForce  Northeast Ohio Health Science & Innovation Coalition  Summa Foundation
  73. 73. 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

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