Metro Public Health (MPH)Atlanta, Georgia

MPH 548: Human Resource Management

Students: Nicole Johnson, Costa Ndayisabye, Sharon McNeil, & Norleen Oliver

Professor: Dr. Hollie PavlicaAugust 20, 2015

Group 2

Context of the Presentation

Relevant Legal or Ethical Frameworks to the Organization

Job Description of a Vacant Role in the Organization

Training & Development Needs

Performance Management & Tools

Current Trends in Health Human Resources Relating to the Organization

Presentation Outline

Metro Public Health Established in 1962

Context of Presentation

4

Nicole Johnson, Program Specialist Educator

Non-profit

HR Responsibilities

HIV Prevention Research

HIV by age

Context of Presentation

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Confidentiality: HIPPAPatient Protection and Affordable Care Act (PPACA)Workplace HazardsWhat can go wrong?How likely is a hazard to occur? (Fried & Fottler, 2011)Job Hazard AnalysisJob with the highest rates of injury or illnessPotential to cause severe or disabling injuries or illnessOne simple human error could lead to severe accident or

injury (Fried & Fottler, 2011 Occupational Safety and Health Act (OSHA)Retention strategies

Legal & Ethics

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Prevention & disease management

Patient Safety

Technology for communication

Family Organization

Legal & Ethics

As Public Health Educator you will be responsible for providing HIV testing, education and counseling to at-risk youth (ages 12 to 24) at Metro Public Health Department —Georgia’ largest provider of HIV testing services for adolescent to young adult. Furthermore, you will also be responsible for providing health education through community-based activities and group-level intermediations.

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Job Description

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Monitor phone calls and refer caller to applicable programs and/or resources.

Supply all clients with appropriate registration materials for medical/testing and register them accordingly.

Make sure all required registration documents are completed accurately and record the registration information into metro public health department management system.

Schedule new and returning patients according to registration practices in the MPH patient management system.

Principle Duties & Responsibilities

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Provide eligible clients with anonymous risk reduction counseling sessions, administering the testing

device, reading and delivering test results, linking HIV-positive youth to care (if necessary), and documenting service delivery in electronic health records

Conduct client-centered HIV and sexually transmitted disease (STD) testing and counseling, in accordance with agency policies, at MPH and in other community-based settings.

Principle Duties & Responsibilities Cont.

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Provide one-on-one and group health education to youth participating in Metro Public Health departments various programs, including but not limited to daily

and evening drop-in programming.

Initiate, organize and manage community-based quarterly HIV prevention education workshops, educational health fairs, in addition to testing services targeting high-risk youth.

Principle Duties & Responsibilities Cont.

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Maintain accurate HIV data and develop and improve prevention skills by attending regular trainings.

Advocate health department and program policies and procedures, including confidentiality.

Attend all required trainings and meetings.

Principle Duties & Responsibilities Cont.

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Be responsible for providing administrative assistance to program staff.

Perform as acting director in emergencies.

Execute on call administrator duties once a month during the weekend

Principle Duties & Responsibilities Cont.

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PeopleSystem

ProcessTools

Organizational Development (OD)

1.Organization-Specific Information

Overview of MPH

Policies

2. Employee-Centered Information

Job Description

Compensation and Benefits

Shadowing and Office Tours

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New Hire Orientation

Employee diversity : Metro Public Health considers diversity as an important asset that contribute to the organization success.

Workplace safety : MPH employees are responsible to promote safety within the organization.

3. Workplace sexual harassment: Mutual respect is mandatory among MPH of different gender. Employees are required to respect each other and immediately report to the supervisor on any sexual harassment case.

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New Hire Orientation Cont.

Information Technology: Reporting and communication system using MPH

software.

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MPH

New Hire Orientation Cont.

Define MPH expectations

Employees’ goals are well defined and documented

Monitoring and Evaluation plan

Recognition of well-performed employees

Training plans for poor-performed employees

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Performance Management

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Performance Appraisal (Part One)

19Adapted from HR Florida International University (2007)

Performance Appraisal (Part Two)

Increasing Leadership Competencies and Compensations

Succession Planning

Physician Leadership

Staff Engagement

(B. E. Smith, 2015)

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Current Trends in Health Human Resources

Utilization of Technology and Software Applications

Impact of the Affordable Care Act

Aging Workforce

(B. E. Smith, 2015)

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Current Trends in Health Human Resources Cont.

All the current trends specified in the previous slides will

have an impact on Metro Public Health (MPH). Regardless of

the type of organization, governmental, non profit, or

privately owned healthcare organization, these trends

would still need to be closely managed and MPH being a

non profit organization, it is no exception.

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Impact of Current Trends on MPH

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ReferencesB. E. Smith. (2015). Top four trends affecting healthcare human resources executives in 2015. Retrieved from https://www.besmith.com/thought-leadership/executive- briefs/top-4-trends-affecting- healthcare-human-resource- executives-2015Career Center. (2015). http://careers.npo.net/jobs/7436850/health-educator-broadway-youth- center?utm_source=Indeed&utm_medium=organic&utm_campaign=IndeedCenters for Disease Control. (2015). HIV by group. Retrieved from http://www.cdc.gov/hiv/group/index.htmlCenters for Disease Control & Prevention (2014). HIV prevention research. Retrieved from http://www.cdc.gov/hiv/prevention/research/index.htmlFried B. J. & Fottler, M. D. (2011). Fundamentals of Human Resources in Healthcare. Chicago, IL. Health Administration Press.HR Florida International University. (2007). Staff performance appraisal. Retrieved from http://hr.fiu.edu/uploads/file/forms/elr/usps_appraisal.pdfNCBI. (2015). Information and communications systems: The backbone of the health care delivery system. Retrieved from http://www.ncbi.nlm.nih.gov/books/NBK22862Hrcouncil.ca (2002). Learning, training and development. Retrieved from http://hrcouncil.ca/hr-toolkit/learning- ready.cfmPublic Health Foundation. (2015). Performance management . Retrieved from http://www.phf.org/focusareas/performancemanagement/Pages/Performance_Management.aspx

Society for human Resource Management (2013). SHRM Calls for Flexibility in Applying Health Care Mandate/Public health job description and duties. (2015). Retrieved from http://www.allalliedhealthschools.com/health-careers/public-health/public-health-job-description/Public health education(2015) http://www.publichealth.org/careers/education/Society for Human Resource Management [SHRM]. (2013). SHRM workplace forecast. Retrieved from http://www.shrm.org/research/futureworkplacetrends/documents/13- 0146%20workplace_forecast_full_fnl.pdfUnicorn HRO. (2015). HR trends in healthcare companies. Retrieved from http://www.unicornhro.com/articles/hr-trends-in-health-care-companiesWooldridge, S. (2014). Five biggest challenges, trends for 2015. In Benefitspro. Retrieved from http://www.benefitspro.com/2014/12/16/5-biggest-hr- challenges-trends-for-2015