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Below you will find posted examples of how others have used the core competencies in their workforce development efforts. If you would like to add an example, use the "Submit Examples" button on the left or click here.

Examples are sorted by category of use, then by date, most recent to oldest.

Curriculum review and development

Posted on 03/15/2002 by

University of Illinois at Chicago
1603 West Taylor Street
Chicago, IL 60612
Category: Curriculum review and development
The UIC-SPH/Illinois Public Health Preparedness Center under the direction of Dr. Bernard Turnock has developed online training programs in a unique instructor-led, self directed format which address the need for: 1) basic "Public Health 101" and "Bioterrorism Preparedness 101" courses for all public health workers who lack formal education and training in public health; and 2) a more extensive series or approximately 45 courses based on a framework that emphasizes cross cutting public health skills for key categories of public health professionals. The core competencies served as a framework for designing the courses and all 68-core competencies are addressed in the overall training series. For more information about this training program, please visit: . You can also view examples of the tools used to develop this program at: http://www.phf.org/Link/tools.htm

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Posted on 05/03/2001 by

New Jersey Department of Health & Senior Services
P.O. Box 360
Trenton, NJ
Category: Curriculum review and development
- In 1998, New Jersey adopted the core competenies included in "Public Health Workforce: An Agenda for the 21st Century" and implemented a new initiative to build workforce competencies. The completion of continuing education and training courses, accredited by the State Health Department, was added as a requirement for the re-licensure of local health officers and environmental health specialists (Note: For over 100 years, NJ has required that these professionals be licensed). A total of 15 contact hours must be completed annually to maintain an active license and to practice public health in New Jersey. For local health officers, 8 of these hours must be from approved public health leadership and management courses. New Jersey will be expanding this program to include other public health professionals, e.g., nurses, health educators, etc, in 2001.

- New Jersey is a partner in the Northeast Regional Public Health Leadership Institute which provides leadership training and competency development education to state and local public health officials.

- In partnership with colleges, universities, hospitals, local health departments and others, a statewide distance learning network which takes advantage of CDC's Public Health Training Network and other programming has been implemented and is under continuous development. This activity is tied to and partially supported by federal funding for Bioterrorism Preparedness/Health Alert Network activities. Greater access to desktop and self-paced distance learning opportunities is also being developed and will include courses offered by the Public Health Foundation's TrainingFinder clearinghouse.

- New Jersey's Local Health Performance and Practice Standards are currently under revision (to be adopted in 2001). These regulations will bring greater focus to the importance of a competent public health workforce based on entry-level qualifications, continuing education and competency development. They will also build a high level of regional specialized expertise at the local level for epidemiology, disease surveillance, community health planning, nursing, health education, information technology, emergency preparedness and response, etc. New Jersey expects to be adopting CHES certification for its health educators and, in cooperation with the state's nurse associations, will be developing a workforce development program for public health nurses.

- In partnership with the New Jersey School of Public Health, new initiatives have been developed that increase public health worker access to educational programs that will lead to a Master in Public Health degree. The Department also works close with the School in curriculum development for is degree program.

- Funding is provided to Rutgers -The State University for the development and provision of a 12 week preparatory course for prospective environmental health specialists. This program provides both classroom training and field internships with the state health department and local health departments. Participants are also eligible to sit for New Jersey's Registered Environmental Health Specialist (sanitarian) licensing examination. In cooperation with the New Jersey City State University, a similar but web-based program is being developed for prospective local health officers.

- Organizations and agencies receiving state health service grants are encouraged to set aside a portion of their funding to support summer public health internships for high school students. More than twenty students participated in this program at a variety of public health settings across the state during the summer of 2000.

- State Aid funding is provided on an annual basis to local health departments, a portion of which supports workforce development through training, education, competency and leadership development.

- A chapter has been included in Healthy New Jersey 2010 entiltled "Strenghtening Public Health Capacity." An objective aimed at increasing workforce competencies is one of several objectives pertaining to public health infrastructure and tied to performance standards.

**** For additional information on New Jersey's Workforce Development Program and initiatives, please contact Ms. Beverly Rivell, Project Manager, Workforce Development at x 8 or at

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Discipline-specific competency development

None Posted

Workforce needs assessment

Posted on 03/21/2002 by

Utah Department of Health, Division of Community and Family Health Services
P.O. Box 142001
Salt Lake City, UT,
Category: Workforce needs assessment
The Utah Department of Health, Division of Community and Family Health Services, under the direction of Dr. George Delavan, has utilized the list of Public Health Core Competencies to develop a questionnaire for supervisory and managerial staff to self-assess their level of competence in each of the eight domain and skill areas. By using the list as a training assessment tool, the Division was able to determine in which areas their program managers had high levels of proficiency and where training needs were the greatest. The results have assisted to guide workforce-training development.

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Posted on 07/10/2001 by

State of Connecticut Department of Public Health
410 Capitol Avenue
Hartford, CT
Category: Workforce needs assessment
· Connecticut seeks have its public health workforce attain a level of expertise in their areas of specialty, interest, and responsibility. The Department of Public Health's (DPH) goal is to become a demonstration state for education and certification of the public health workforce.

· Toward this end DPH has established an Office of Public Health Workforce Development under the direction of the Commissioner's Office/Chief of Staff. The Office of Public Health Workforce Development studies, monitors, and evaluates workforce issues including health care professions recruitment, professional workforce shortages, and public health workforce competencies.

· To achieve the goal of an expert public health workforce, DPH is working closely with Connecticut's academic community and local public health agencies through the Connecticut Partnership for Workforce Development (CPWD). CPWD is an academic-practice partnership that includes Connecticut's schools of public health, and Area Education Health Centers (AHECs). CPWD assesses, plans, and employs a variety of training formats and distance learning modalities to make available competency based training and education to the currently employed public health workforce. Discussions are focusing on providing basic technical, scientific, managerial, and leadership training opportunities, centered on skills needed to provide the 10 essential public health services.

· CPWD is part of a larger grant initiative, the New England Alliance for Public Health Workforce Development, which unites statewide initiatives from the six New England states to increase educational opportunities for practitioners, particularly those who worked in underserved areas.

· To apply the Council on Linkages' core competency tool for state public health employees, DPH is working with CPWD and its partners. The tool will be used by DPH staff to self-evaluate their own core competencies, including basic public health skills, cultural competencies, communication skills, community dimensions of practice, financial planning and management, leadership and systems training, and policy development/program planning skills. Once the data is collected, a gap analysis will be conducted to identify training needs and to develop and provide appropriate educational opportunities, leading to staff certification in specific core competencies. In the future, we intend to extend this program to local public health staff when resources become available.


University of Connecticut (UCONN) MPH program surveys public health competencies of its alumni

The University of Connecticut Graduate Program in Public Health periodically asks its alumni how well their educational experience in the program prepared them for their professional roles. Our summer 2001 survey will use the list of core competencies for public health professionals developed by the Council on Linkages Between Academia and Public Health Practice.

Each skill is scored according to three considerations: importance to the person's current job responsibilities, the person's proficiency compared to others who do similar work, and contribution of the program's education to skill development. A 5-point rating scale is used, ranging from 5=very high to 1=very low.

The primary mission of the UCONN program is to contribute to public health workforce development for Connecticut. Its course schedule facilitates part-time evening study of working professionals. One-half of its faculty of about 60 instructors are community based public health practitioners. The program, accredited by the Council on Education for Public Health, has produced close to 400 MPH graduates.

In addition to the core competencies, DPH is interested in field testing the Council on Linkages' Core Legal Competencies for Public Health Practitioners.

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Performance measurement

None Posted

Personnel system refinement

Posted on 07/23/2002 by

Washtenaw County Public Health Department
P.O. Box 915
555 Towner
ypsilanti, MI
Category: Personnel system refinement
We have begun using behavioral based interviewing in our County recruitment and hiring process. This involves defining competencies for each position when you begin the process of recruitment and hiring. We have made extensive use of these competencies in the professional/technical area in particular but also in the areas of quality service, communication, individual leadership/influencing, and teamwork. It has helped us refine a generic County process to better meet the needs of the Public Health Department. We are having success with this new hiring process.

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None Posted


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