Expanding options to recruit, grow, and retain the public health workforce.

Health affairs scholar Pub Date : 2024-12-04 eCollection Date: 2024-12-01 DOI:10.1093/haschl/qxae115
Kate Beatty, Laura Hunt Trull, Christen Minnick, Kawther Al Ksir, Kristen Surles, Michael Meit
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Abstract

The public health workforce continues to atrophy due to mass and early retirement, under-funding, slow hiring processes, lack of advancement opportunities, and shifting policies. Organizational research into workforce sustainability is crucial for ensuring a robust, diverse staff capable of delivering essential public health services. We examined career ladders, a potential solution to workforce challenges, through interviews with 10 health departments (HDs) across seven states. Interview participants were recruited from HDs using or planning career ladders held administrative positions, and had a role in the hiring process. Many health department positions have traditionally included steps within certain job classifications that promote pay adjustments with increasing years of service. Career ladder approaches, however, specifically focus on providing opportunities for health continuing education, leadership development, or movement into formal leadership roles. Findings indicate that HDs have begun utilizing career ladders for professional development and critical role maintenance. Career ladders have been applied mostly for retention with limited impact on recruitment and increasing staff diversity. Challenges include civil service requirements, funding limitations, and complex recruitment that might exclude diverse candidates. This study emphasizes the importance of transparent development, engaging front-line staff, offering advancement pathways, and providing insights to enhance workforce recruitment and retention.

扩大招聘、发展和留住公共卫生人力的选择。
由于大量人员提前退休、资金不足、招聘过程缓慢、缺乏晋升机会以及政策变化,公共卫生队伍不断萎缩。对劳动力可持续性的组织研究对于确保有一支强大、多样化的员工队伍来提供基本的公共卫生服务至关重要。我们通过对 7 个州的 10 个卫生部门(HDs)进行访谈,研究了职业阶梯这一解决劳动力挑战的潜在方案。访谈参与者来自使用或计划使用职业阶梯的卫生部门,担任行政职务,并在招聘过程中发挥作用。传统上,许多卫生部门的职位都包括某些工作分类中的阶梯,随着服务年限的增加而调整薪酬。然而,职业阶梯方法特别注重提供卫生继续教育、领导能力发展或进入正式领导岗位的机会。研究结果表明,房署已开始利用职业阶梯促进专业发展和关键角色的保持。职业阶梯主要用于留住人才,对招聘和增加工作人员多样性的影响有限。面临的挑战包括公务员制度要求、资金限制以及可能将不同候选人排除在外的复杂招聘。本研究强调了透明发展、吸引一线员工参与、提供晋升途径的重要性,并为加强劳动力招聘和留用提供了见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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