Building an Industry Based Approach to Workforce Change in Healthcare

1. Building an Industry Based Approach to Workforce Change in Healthcare Presentation, October 16, 2013 Laura Chenven, Director, H-CAP

2. What and Who is H-CAP • A national union and employer collaborative supporting career pathways and professional career education for the incumbent healthcare worker • A national network of joint l/m training funds and industry based training organizations that engage healthcare unions

3. Where H-CAP Partnerships are Located

4. Impact of ACA on Workforce Education and Training • Increased recognition of the value of front line workforce in achieving health outcomes that “count” • Teams, integration and care coordination –dialogue and interdisciplinary training – emphasis on communication and safety • Transition of workers into new roles • Recognition of need for common skill sets • Blending workforce and academic education for the frontline worker

5. Challenges and Barriers for an Industry/Education Partnership • Trust – the WIFM • Articulation • Credit for prior learning • Paying for value and value based purchasing • Scheduling and support • Changes for the instructors - customization and industry pressures • The gap between academic and workforce departments

6. Some Innovations and Promising Practices • A modular Medical Assistant program that facilitates credit for prior learning – WA community colleges • Competency based BSN completion – WGU • Training and basic skills in environmental sustainability; preparation for credit bearing course with PBL and dual instructors – labor/employer/local colleges in 4 states • Advanced home care training– CA, WA, NY, IL, other • Care Manager – A NY model

7. What is a Care Manager? • The generic title describes a variety of jobs that are frontline, paraprofessional healthcare workers involved in any type care coordination, such as: • Patient Care Technicians/Associates • Social Work Assistants • Unit Clerks • Patient or Care Navigators • Registrars • Case Workers • Customer Service Liaisons • Community Health/Outreach Workers • Health Education Counselors • Medical Assistants • Home Care Workers

8. Overview • Gateway training for care managers and non-professional staff engaged in care coordination • Modular curriculum -24 modules, total 48 hours • Utilizes adult education principals and constructivist approach to learning, relying heavily upon participants’ experience and an interactive learning process • Can be easily customized to work site • Training includes: • Overview of ACA and quality care goals • Communication – active listening, motivation interviewing, understanding interdisciplinary care teams • Basics of common chronic diseases/health and wellness • Basics of mental illness and crisis management • Bias, culture and values in healthcare/ health disparities • Accessing patient resources, including housing and nutrition • Third part payer systems • Transitions in care - avoiding readmissions

9. Objectives • To provide frontline staff with the tools they need to operate within the new healthcare system--- a system that rewards preventative care, where funding is linked to patient satisfaction and positive health outcomes. • Improve quality and reduce costs through care coordination that prevents avoidable hospitalizations, improves chronic disease management and improves follow-up care.

10. How was it developed? • The 1199 Training and Upgrading Fund, a Joint l/m organization, convened employers and union from across the region • Employers and union defined core competencies • Curriculum written by fund and contractor then reviewed and revised by the initial group for revision and adjustment

11. Is the training effective? • Evaluation / Evidence Basis, training participant survey

12. Is the training effective? • Evaluation / Evidence Basis, health system enrollee survey

13. Working with Higher Education • Curriculum developed by the industry • Training Fund trained college in the adult learner centered curriculum and modality of instruction • Curriculum approved for a credit bearing course at NY City College of Technology … but only when they offer the course • No credit for prior training – so hundreds have taken this course – same as that offered by the college – but no chance of credit - yet

14. A time for partnerships • Each stakeholder contributes to success • Employer – Investment in the experienced workforce, ability to adjust schedules, engagement of front line managers, opportunities for promotion, knows required competencies, values diversity ,resources - space, simulation, clinical placements • Labor – recruitment, publicity, help with schedule changes and time off, advocacy, support for worker centered and cohort programs, support outcomes of increased participation in education • L/M programs – facilitate relationships, wrap around supports, case management and navigation of the education system, career counseling, cohort organization, industry conveners for competency based curriculum • Education – expertise in curriculum and instruction, certifications and stackable credentials, degrees, cohort based education, dual instructor models, hybrid and on line instruction

15. The benefits of working together • The WIFM • Skilled employees and retention • Quality patient outcomes • Higher retention and completion rates • Career advancement and economic gain for families and community • Education that combines knowledge, skill, and the competencies needed for today’s rapidly changing healthcare industry.

16. Thank you! Laura Chenven, Director, H-CAP Laura.Chenven@1199funds.org www.h-cap.org