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

NORTHEAST OHIO REGIONAL ALLIED

HEALTH WORKFORCE SUMMIT III

Welcome!

Opening Remarks

August A. Napoli, Jr.Chairman

Northeast Ohio Health Science & Innovation Coalition

andPresident and Chief Operating Officer

Summa Foundation

Allied Health Summit III Sponsored by:

EMH Regional Healthcare SystemLakeland Community CollegeNEO HealthForceNortheast Ohio Health Science & Innovation

CoalitionSumma Foundation

Thank you to These Planning Partners

Akron Regional Hospital AssociationCenter for Health AffairsNEO HealthForceNortheast Ohio Council on Higher EducationNortheast Ohio Health Science & Innovation

CoalitionOhio Hospital AssociationOhio Skills Bank

Opening Remarks

Stacia EdwardsDirector

Workforce Development InitiativesEconomic Advancement Division

Ohio Board of Regents

NEO Allied Health Planning Process

Barb Greeneand

Carla SibleyProcess Co-Facilitators


Allied Health Roundtable Dialogues held in July 2008: hosted by NOCHE and NOHSIC


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


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


Allied Health Action Team Planning January – July 2010Diverse Allied Health stakeholders Co-leadersEach team addressed one critical Allied

Health issue, conducted additional research and made recommendations for a regional Allied Health Action Plan


Allied Health Action Teams

Access to Allied Health TrainingK-16 Allied Health Career Awareness and

Academic Preparation Incumbent Allied Health Workforce

DevelopmentAllied Health Faculty DevelopmentAlignment 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 ClinicMichael Glonek, Youngstown State UniversityCara Padin, Southwest General Health CenterMarquita Rockamore, City of ClevelandJohn Thornton, Stark State CollegePam 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

FactorsPotential 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

Workforce Need

Ideal Access BarriersEvening, 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 Orientatio

n Employ the Best

Results

Workforce Need

Ideal Access

BarriersEvening, Nights & Weekends


Respiratory Therapy(n=23)

Affiliation(n=18)

5.26 297369(24%)(n=17)

Staff (6.78)

Productivity (5.56)

Yes Potential EmployeesEmploy the

Best Shortens

OrientationStaff

Competence Engages Staff

Results

Workforce Need

Ideal Access



LaboratoryMT(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

BestShortens

OrientationEngages Staff

Results

Workforce Need

Ideal Access



RehabOT(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 EmployeesRetention Employ the

Best Professional Responsibilit

y

Employ the Best Potential

EmployeesRetention

Results

Workforce Need

Ideal Access



RehabPT (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)



Yes

Yes

Potential Employees

Professional Responsibilit

y Shortens Orientation

Potential Employees

Engages StaffProfessional Responsibilit

yRetention

Results

Workforce Need

Ideal Access



RehabSpeech(n=18)

Affiliation(n=6)

5.27 16 17(6%)(n=6)

Staff (7.50)Others(<3.00)

Yes(Evenings Only)

Potential Employees

Professional Responsibilit

y Shortens

Orientation

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 simulationCreate 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

teachingIncrease 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

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

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


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


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


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


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


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.healthy-careers.org

HealthCareer options, educational Prep

Career Assess, Field trips, facility tours, Hands On, View proced-ures

Tri-C MetroCampus

N/A Free 2 weekSummerDay Camp2 Sessions

Session110th and 11th GradeSession 27th, 8th and 9th grade

“B” average, Counselor recom-mend, parent consent, online app, Greater Cleveland

40 each session


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


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

http://www.healthy-career.org/


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

http://www.healthy-careers.org/

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 AkronBarb Demyan, Southwest General Health

CenterCarol Drennan, Kent State University-

AshtabulaBarbara Leisinger, Summa Health SystemBarbara Pisanelli, Summa Health SystemMonika Mokos, Southwest General Health

Center

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?

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 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 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.

http://www.naacls.org/

RESEARCH TOOLS

Summit I survey with high demand occupation dataHigh 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



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 CurriculumLakeland CC: HRSA Grant - Train the

Trainer; MEDS program, Pharmacy TechTri-C: Faculty Development Course Online Grant Applications: DOL, TANF, OBR, CAELNEONI Nursing Forecasting ModelSTNA + 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 TherapyCareer Centers/ABLE: Medical Readiness: nearly

400 served to dateNEOHealthForce/1 Stops: Quarterly Healthcare

Career WorkshopsMCTA (One Stop): Career Pathways GrantBusiness Resource Network – success, expansionEGCC: Federal Grant for healthcare pathways

(new)

ALLIED HEALTHCARE SUMMIT III

THANKS TO ALL OUR PARTNERS!

Linn Gahr, C0-AdministratorRegion 8, Ohio Skills [email protected]; 440-525-7587

mailto:[email protected]

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

1. Create a regional alliance to coordinate the clinical placement of A.H. students

2. Expand the # of A.H. clinical faculty3. Increase access to clinical training opportunities4. 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

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 Bankhttp://uso.edu/opportunities/ohioskillsbank/index.php

Center for Health Affairs: www.chanet.org/home/CHA/NEONI/

http://uso.edu/opportunities/ohioskillsbank/index.php

http://uso.edu/opportunities/ohioskillsbank/index.php

http://www.chanet.org/home/CHA/NEONI/

http://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?


What is being done or what can

be done within our own institutions?


What must be done through regional collaborations to advance our plan?


What benchmarks do you suggest we use to measure our

progress over time?

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

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 SystemLakeland Community CollegeNEO HealthForceNortheast Ohio Health Science & Innovation

CoalitionSumma Foundation

Thank you to These Planning Partners

Akron Regional Hospital AssociationCenter for Health AffairsNEO HealthForceNortheast Ohio Council on Higher EducationNortheast Ohio Health Science & Innovation

CoalitionOhio Hospital AssociationOhio Skills Bank

Date post:	22-Nov-2014
Category:	Health & Medicine
Upload:	jared56
View:	619 times
Download:	1 times

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

Health & Medicine