Workforce Development Plan

Version 1.0

Developed April 4, 2014

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Adopted April 16, 2014

Workforce Development Plan - DPH

Table of Contents Purpose and Introduction.................................................................................................................................. 3 Introduction ....................................................................................................................................................... 3 Agency Profile......................................................................................................................................................... 4 Location & population served ..................................................................................................................... 4 Governance ......................................................................................................................................................... 5 Organizational structure ............................................................................................................................... 5 Learning culture ............................................................................................................................................... 6 Funding ................................................................................................................................................................ 6 Workforce policies ........................................................................................................................................... 6 Workforce Profile.................................................................................................................................................. 7 Introduction ....................................................................................................................................................... 7 Current workforce demographics ............................................................................................................. 7 Future workforce ............................................................................................................................................. 7 Core competencies for agency..................................................................................................................... 8 Focus on competency checklists and training ...................................................................................... 9 Training.................................................................................................................................................................. 10 Introduction .................................................................................................................................................... 10 Training needs assessment results ........................................................................................................ 10 Mandatory training....................................................................................................................................... 10 Goals, Objectives, & Implementation Plan................................................................................................ 11 Introduction .................................................................................................................................................... 11 Roles & responsibilities .............................................................................................................................. 12 Communication plan .................................................................................................................................... 13 Evaluation & Tracking ...................................................................................................................................... 13 Introduction .................................................................................................................................................... 13 Evaluation & Tracking ................................................................................................................................. 13 Conclusion/Other Considerations ............................................................................................................... 14 Other agency documents and plans ....................................................................................................... 14 Review of plan ................................................................................................................................................ 14 Appendix A – DPH Organizational Chart................................................................................................... 15 Appendix B – Curricula and Training Details .......................................................................................... 16

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Workforce Development Plan - DPH

Purpose and Introduction Introduction In an effort to meet the changing health needs of the community, it will be necessary to expand our workforce capacity to offer both direct service delivery and population-based public health practice. Denver Public Health (DPH) is fortunate to employ skilled, dedicated and diverse staff. These individuals, who personify our values, will need to learn new skills to help us bridge our present with our future. When existing staff feel they are learning and growing personally and professionally and performing well they are more likely to stay with an organization and provide continuity by teaching and training others to become great employees. DPH has identified gaps in knowledge, skills, and abilities through the assessment of both organizational and individual needs, and addresses these gaps through targeted training and development activities. Workforce development opportunities identified in this plan align with DPH strategies in the DPH Strategic Plan. This document provides a comprehensive workforce development plan for DPH. It also meets the documentation requirement for Accreditation Standard 8.2.1: Maintain, implement, and assess the health department workforce development plan that addresses the training needs of the staff and the development of core competencies. Questions The workforce development plan is maintained by the Workforce Development Committee. Members represent staff from all sections of DPH and include: Katie Amaya, MPH Arthur Davidson, MD Melissa Edel, RN Laura Ginnett, MNM Terri Olivieri Sarah Rodgers, MNM

Kathryn Root James Sampson, NP Deryk Sanchez Standring, MA Terry Stewart Heather Weir, MPH, RD

For any questions regarding the DPH Workforce Development plan, contact: Terry Stewart, Prevention Training Center Manager [email protected] 303-602-3642

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Workforce Development Plan - DPH

Agency Profile Vision: Denver will be the healthiest community in which to live, learn, work, and play. Mission: Denver Public Health will collaborate with partners to inform, educate, offer services, and promote policy change to create communities where all people can be healthy. Core Values: Continuous Improvement, Fostering Innovation, Dedicated to Excellence, Compassionate Service, and Strength through Collaboration Denver Public Health will have greater impact on population health by aligning departmental resources and efforts, communicating effectively, and collaborating with partners.

Location & population served The City and County of Denver is the capital of Colorado with a total 2012 estimated population of 634,265, Denver ranks as the 23rd most populous U.S. city. Located in the South Platte River Valley on the western edge of the High Plains, it lies just east of the Front Range of the Rocky Mountains. Nicknamed the Mile-High City, its official elevation is exactly one mile or 5,280 feet above sea level. The 10-county Denver-Aurora-Broomfield, CO Metropolitan Statistical Area had an estimated 2011 population of 2,599,504 and ranked as the 21st most populous U.S. metropolitan statistical area. The following figures describe the population served:

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Workforce Development Plan - DPH

Race/Ethnicity: Denver, 2010

60.0%

52.2%

40.0%

31.8%

20.0%

9.7% 0.6%

2.3%

3.4%

American Indian or Alaskan Native

Other Race

Asian or Pacific Islander

0.0% Black, not of Hispanic Origin

Hispanic

White, not of Hispanic Origin

Source: US Census

Governance DPH provides a wide range of services that promote, improve and protect the health and well-being of the residents of Denver and beyond. We partner with Denver Environmental Health, a department of the Denver City and County government, to provide the 10 Essential Public Health Services. Much of the work we do is in partnership with community organizations located throughout Denver’s diverse communities. Our services include the following:  Birth and Death Records  Clinical Care  Community Health Data  Educational Opportunities  Health Promotion Activities  Outbreak Detection and Investigation Services  Public Health Emergency Preparedness Denver Public Health is a department of Denver Health and Hospital Authority (Denver Health), an integrated health system whose mission is to provide care for all Denver residents, regardless of ability to pay. Denver Health includes an acute care hospital (Denver Health Medical Center), emergency response system, community-based clinics in Denver’s low-income areas, medical and surgical specialty clinics, behavioral health services (including the city’s detoxification unit), school-based health centers, and the Rocky Mountain Poison and Drug Center.

Organizational structure As a department of Denver Health, the Director of DPH reports to the Denver Health CEO. The DPH Director shares leadership with the Associate Director and the DPH Administrative Director. The leadership structure of DPH includes multiple divisions headed by Directors, who report to the DPH Director. Program areas are managed by teams of Program Managers/Supervisors. See Appendix A for the Organizational Chart. 5

Workforce Development Plan - DPH

Learning culture The talents and skills of staff are a primary focus within our quality improvement strategies for accreditation. Our patients and clients deserve public health staff that are current, proficient, and challenged to perform at the highest level of their abilities. The intended result is greater customer satisfaction, better public health outcomes, and more effective use of resources. DPH invests in our employees and their continued growth. To provide equal opportunities for all employees to achieve personal and professional growth, our workforce development committee has created this department-wide plan. Despite an era of recent budget cuts, DPH leadership has prioritized the value of workforce development. Funds have been established to support internal and external training and skill building opportunities, where funds can provide an incentive for greater return on investment. However, emphasis has been placed on finding in-house or (relatively) free training opportunities when possible.

Funding Denver Public Health is funded through a diverse stream of funding, which can vary across categories each year. In 2013, funding for DPH came from the following sources:  46% Federal  28% State  23% City and County  3% Other DPH is committed to supporting staff in their professional development goals through financial assistance and/or devoted time to work on those goals. As allowed, grant budgets will have a standing line item for professional development. In addition, City and Special Revenue Funding (SRF) funding may be used for certain activities. If no other funding source has been identified, the Department will allot $200 per year for staff that have a 0.5 or greater FTE status. Use of any of these funding resources should be negotiated between the employee and his/her supervisor. Denver Health physicians and Allied Health professionals are offered funding and support through Denver Health for professional development and so they are therefore excluded from DPH Departmental professional development funds.

Workforce policies DPH, as a department of Denver Health, is included as a part of the enterprise-wide intranet. Found in this site are Denver Health Principles and Practices (P&Ps), which include P&Ps on Employee Competence. Additionally, a Public Health SharePoint site within this intranet includes the DPH Workforce Development Plan. All of these internal sites are accessible to all public health employees.

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Workforce Development Plan - DPH

Workforce Profile Introduction This section provides a description of the current and anticipated future workforce needs. The table below summarizes the demographics of the department’s current workforce as of March 31, 2014.

Current workforce demographics Category

# or % 138

Total # of Employees: Gender:

Female: Male:

71% 29%

African American: American Indian/Alaska Native: Asian/Pacific Islander: Hispanic/Latino: White/Caucasian:

9% 60:

8.0% 26.8% 21.0% 32.6% 11.6%

Professional Disciplines/Credentials*: Medical Directors/Physicians: Managers/Supervisors: Nurses: Informatics: Epidemiology/Preparedness: Health Promotion: Trainers: DIS/Linkage to Care/Patient Navigators/Social Workers: Health Care Partners: Support Staff: Other: Employees