Workforce Development & Healthcare

On November 14th, the Institute of Politics convened a group to discuss the workforce development challenges facing the healthcare industry. The speakers made many interesting points. Many speakers emphasized the fact that workforce availability and quality impacts quality of care. There were also numerous remarks about the the skill shortages that exist across a broad range of occupations. (Workfore shortages go far beyond just nursing.) Many speakers also commented on the need for early and continuous career education. Finally, the need for collaboration across divergent groups is essential. No singular institution is going to fix the problem. Of course, being a researcher -- I walked away from the event with more questions. Any answers out there?

1. Nancy Zionts’ remarks emphasized the connection between workforce development and quality of care. If quality of care is the ultimate goal – which workforce development strategies are the most effective?
2. Most of the panelists focused on building the pipeline of future workers. However, the PA Workforce Investment Board and numerous national groups have identified constraints in the educational pipeline such as a lack of faculty and clinical sites. How can the region overcome these pipeline problems?
3. Jill Clements remarks briefly mentioned the impact of regulation on the healthcare industry. Credentialing, regulation and reimbursement policies have a major impact on the sector and the workforce. What do legislators need to know about how these regulations impact workforce quality and availability?
4. Kathy Malloy and Jay Cannon mentioned the challenges of keeping pace with the rapidly changing educational requirements of the healthcare industry. One innovation that is reshaping the industry is the movement towards electronic health records. How does this innovation increase skill requirements for the workforce? Are our educational institutions prepared to meet this challenge?
5. Steve Herzenberg discussed the need for a collaborative approach to workforce development. Are the region’s healthcare providers working collaboratively towards addressing workforce challenges or is it still a “go-it-alone” strategy?

Manufacturers Bemoan "Dearth of Career Counseling"

Yet another report (this one by NAM, the Manufacturing Institute and Deloitte Consulting) reports that a strong majority (83 percent) of manufacturers are struggling to serve customers because there are not enough qualified workers. Read more here. Part of the problem is the image of manufacturing but skills are also in short supply. The NAM survey cited "significant dissatisfaction among manufacturers with the quality of kindergarten-to-grade 12 education and the dearth of adequate career counseling." A NAM representative summarized the challenge, "We must update the image of modern manufacturing in the minds of young people, their parents and educators, and encourage more students to study math and science or follow a technical career path." One local group trying to make a difference in this area is the Advanced Manufacturing Careers Collaborative. There are many wonderful resources available on their website. Check it out.

Macy's Parade Workforce Development

Yet another article proves that there's no such thing as unskilled work. Balloon handlers need skills, too. This interesting NYTimes article discusses the training (or lack thereof) for the 2,000 balloon handlers who keep the Macy's Thanksgiving Day Parade afloat. My favorite quote -- "Please do not inhale helium escaping from the balloon." Amen.

Butler Students Learn About Healthcare Careers & WISER

Today, Butler HS students visited HCPI and took a tour of WISER -- the Peter Winter Institute for Simulation, Education and Research. WISER is one of the most active training institutes in the US -- serving more than 6000 trainees a year. This picture shows one of the simulation rooms and a SimMan.

Retention Initiatives on the Rise

Are employers finally figuring out that people really do matter? A recent SHRM survey reports that as the U.S. economy and the job market improve, a significant majority of workers are searching for new employers. Three out of four workers who are employed and responded to the survey said they are job searching actively or passively. Not only are people looking for jobs -- they're finding them. The report points out the increase in voluntary resignations and resulting concern amongst HR professionals. What's an employer to do? Many more organizations are looking towards retention strategies to address this business challenge. Almost half (49 percent) of HR professionals said their organizations were implementing special retention processes as a direct result of perceived improvements in the economy and the job market—up from 35 percent in 2004. Learn more on the SHRM website.

Live from DC -- People Do Matter!

Live from Washington DC... It's the Pinnacle Awards! I'm here in Washington DC with fellow Pittsburgh Human Resource Association Board members (Faith Stipanovich, John Oliverio, and Kelly Scott) to accept the pretigious Pinnacle Award for outstanding chapter achievement. The PHRA is being recognized for the organization's role as a founding partern of the People Do Matter Initiative -- a program aimed at recognizing outstanding HR practices in the Pittsburgh region. This is great news for all of the PDM partners and the Pittsburgh region. The size, scope and quality of this conference is impressive -- more than 900 chapter leaders from across the country are in attendance. Last night we toured the rather impressive home office for SHRM (home to 300 employees and a whopping 87 million budget). More photos later from the main stage. Better go sign autographs ;-)

Road Trip Nation Inspiration

A lot of us career development geeks are big fans of Road Trip Nation -- a tv show about two college students who went on a roadtrip to learn how successful business leaders found their career path. Personally, I love the show because it's so much more human and realistic than the average career guide. It celebrates the very imperfect journey we all take. Learn more from the WSJ... Or visit RTN online.

Will PA Really Pass Career Ed Standards?

It seems like PA is finally inching towards the rest of the nation and getting one step closer towards establishing state standards for career education. Proposed regulatory changes to Chapter 4 Proposed State Standards for Career Education and Work will be published in the November 5, 2005 edition of the Pennsylvania Bulletin and will undergo a 30-day public comment period. Why does this matter? Simply put, it's a lot easier to get somewhere if you know where you're going. View the proposed changes to Chapter 4. and the proposed changes for Career Education and Work .

There's No Place Like Home

When talking to HS kids about their future plans, it's fairly clear that most are looking forward to getting out of their parents' house. So why are THE MAJORITY of students headed back home after graduation? An Oct. 15 article in the Washington Post that said 60 percent of 2005 graduates planned on moving back home after graduation. And Census Bureau data indicates that "in 2003, 50 percent of all 18- to 24-year-olds and 27 percent of 18- to 34-year-olds were living with their parents." The clearest reason for the return to the nest -- economics. Many kids don't have jobs lined up immediately upon graduation. Told you you should have gone to Career Services! Read more...

Proficiency Concerns

A report compiled by the Pennsylvania Economy League titled "Jobs of the Future" shows that highly skilled workers must be proficient in reading and math to compete for future jobs. The study points out the following concerns: 1. ) There will be jobs for people with only a high school degree, but more than one-half of the region's 11th graders are not proficient in math, and more than one-third of them are not proficient in reading. 2. ) More than 80 percent of the job openings will require only a high school diploma or a two-year degree. 3.) The Center for Workforce Information and Analysis estimates that, on average, nearly 85 percent of the future openings in the region will be replacement jobs, i.e. openings due to retirements, promotions, etc.

Read more online at www.alleghenyconference.org.