Monday, September 17, 2018
Presented by Jane Oates, Monday, Sept 17 – 8:10-9:00
Over the last eighteen years we have seen jobs across sectors ebb and flow. Some, like manufacturing and retail, still struggle to regain their dominance in the market, and others like construction and transportation and logistics, have had peaks and valleys. Healthcare stands alone as the sector that has seen steady growth. During the first recession of the Century, 2001-2002, healthcare added 530,000 jobs. Since 2007, the sector has added 1.85 million clinical and non-clinical positions –up an amazing 10.7%. In addition to the pure job growth, hospitals and healthcare providers have been the economic engines of their communities, supporting not only sub-contractors, but also creating new businesses and entrepreneurial pathways.
The Bureau of Labor Statistics is forecasting a healthcare worker shortfall of a million workers by 2024. There are successful strategies being employed to address the crisis—efforts to promote in-demand healthcare jobs in schools, retraining incumbent workers, marketing to dislocated workers and rethinking off-boarding strategies as talent retires.
We will have a discussion on where the jobs are in this dynamic industry and what are the highest quality pathways; how technology has impacted the workforce; and what the future might hold. We will also look at where these jobs are –hospitals, alternative providers, public health and long term care. We will examine both the successful models, the promising practices and the remaining challenges.
This discussion will set the stage for “Developing a Talent Pipeline for the Healthcare Industry” and we hope that you will add your voice to the employers, funders, workforce professionals and educators already joining us at the conference.
Presented by Dr. Roy Swift, 9:00-10:00 am, Monday Sept. 17
The pace of health care transformation is accelerating. There is an increased focus on improving the quality of patient care outcomes and what is often called the “Triple Aim”: (1) achieving lower per capita costs, (2) improving patients’ experience of care, and (3) improving the health of populations. To this end, new models of delivering care is emerging and evolving. A critical element in achieving the Triple Aim vision, which is not being sufficiently addressed, is the retooling of the health care workforce. Changes in how health care services are being delivered demand new roles and skills for health care workers. Developing these new roles and concurrent skills will require collaborative, consensus-based efforts among the health care systems and governmental agencies. Creating a new workforce will have to become more competency oriented versus profession oriented.
Presented by: Eileen Cipriani, 10:00-10:45, Monday, Sept 17
Healthcare has been and will continue to be a growth industry in Pennsylvania. Dynamics in PA demographics show that our population is shifting and aging. Baby Boomers are retiring and the population in the younger age brackets is declining. This shift coupled with low unemployment has caused a high number of open positions in healthcare professions across the board. The Healthcare industry is predicted to grow as the population ages needing increased services. The predicted growth and unfilled jobs, makes the need for workforce development in healthcare more acute than other industries. Pennsylvania has developed numerous pipeline development programs, Business Education Partnerships, Teacher in the work Place and Summer Internships. And, Pennsylvania has begun several Next Generation Sector Partnerships in Healthcare. These models provide a promising way for healthcare providers to work together around the providers needs to coordinate workforce, education and economic development to meet their needs. There will be another round of Next Gen grants this fall as part of the Pennsylvania Smart initiative. In addition to potential funding, learn in this session about the team of consultants and staff that will help a partnership get going if the local area can find a few businesses to lead them.
Presented by: Marcine Pickron-Davis, Ph.D. and Paul Watkins
11:00-11:45, Monday, Sept 17
A major priority of the Office of Diversity and Community Relations at the Philadelphia College of Osteopathic Medicine (PCOM) is to prepare culturally competent practitioners in healthcare and for the workplace. The Current trends in Medical Education report released by the Association of American Medical Colleges indicates that Blacks/African Americans (5.7%) and Hispanics/Latinos (4.7%) comprised less than 10% of all medical school graduates in 2015. The report prompted the College to ask two important questions: what are the barriers minorities face and how could we address them? Participants will be introduced to PCOM’s theory of change: address our region’s growing demand for diverse, culturally-competent and skilled workers in the STEM+M professions by exposing underrepresented middle and high school students to STEM+M fields. Launched in summer 2016, the PCOM Science and Math Summer Academy represents a signature initiative that aims to address healthcare disparities by increasing the diversity of the health care workforce. The annual summer program, which is held on the Philadelphia and Georgia campuses, was created to increase diversity in the STEM+M fields (science, tech, engineering, math and medicine) by enhancing awareness of, and interest in, careers in those fields among African-American and Latino students. During the academic year, PCOM offers several pipeline initiatives targeting middle and high students from underrepresented communities in the region. PCOM has recently fostered a partnership with Cabrini University, a regional faith-based institution of higher education that has been identified as an emerging Hispanic-Serving Institution (HSI). The college is exploring the creation of an Undergraduate Summer Research initiative targeting African American and Hispanic males in science to be launched in 2019. Faculty mentors and students will spend the summer on research in Biomedical science and Anatomy.
Rowan University School of Osteopathic Medicine, (RowanSOM) has historically been a leader in the recruitment and retention of underrepresented minorities and disadvantaged students. As part of its mission, “the school seeks to develop clinically skillful, compassionate physicians from diverse backgrounds who will become leaders in their communities.” In August 2018 the school matriculated 200 medical students into its’ first year class. This is the largest entering class in the school’s history and the largest entering class of the five medical schools in New Jersey. The class size increase is an attempt to address the physician shortage, more specifically in the primary care fields. The school has created a series of pipeline programs of which a large percentage of the participants are from underrepresented groups. The programs offer a 360º view of medicine and the health professions. Participants will become acquainted these pipeline initiatives and their success in the development of physicians and health care practitioners. The school has partnered with the local Girl Scout organization to create a STEAM conference designed to promote science, technology, engineering, the arts and math to middle school girls in the sixth through the eighth grade. Since 1983 the medical school has offered a Medical Science Academy for local South Jersey high school students. The students learn about various aspects of medicine twice a week for 28 weeks during the academic year. The school also partners with The Woodland Community Development Corporation, (WCDC) to provide a free SAT Prep program for disadvantaged 11th grade students. The SAT Prep Program takes place ten consecutive Saturdays from February through April each year on the RowanSOM campus. The SAT Prep Program has become a pipeline for students to participate in the Medical Science Academy and the D.O. ShaD.O.w Program a pipeline program that enables students in the 10th through the 12th grade to shadow a medical student for the day. More recently RowanSOM received funding to create the Summer RAISE Program (Recognizing Achievement and Inspiring Student Excellence) a medical school immersion program for high achieving 11th and 12th grade students interested in the sciences. RowanSOM also recently received a five year Health Resources and Services Administration, (HRSA) grant award enabling the school to enhance its’ current pipeline initiatives and to provide increased academic support to disadvantaged students. The development and implementation of pipeline programs provides a unique opportunity to address the growing disparity in economic opportunities and healthcare outcomes among Hispanics/Latinos and Blacks/African Americans by leveraging its healthcare services, community outreach and workforce development.
Panel on Apprenticeship in Healthcare
Presented by: Healthcare Career Advancement Program (HCAP), Daniel Bustillo, Rebecca Hall, and Tamara Robinson
11:45-12:30, Monday, Sept. 17
Though registered apprenticeship does not have a long history of formal adoption in healthcare, significant inroads have been made over the past few years to develop registered apprenticeship as a sustainable workforce model for healthcare. This panel will provide guidance to address the key components of a registered apprenticeship program; opportunities, challenges, and lessons learned; steps to developing a registered apprenticeship program in healthcare, and resources available to help interested parties start their own programs.
Presented by Dave Gregorio, Monday, Sept 17 – 1:30-2:30 pm
With healthcare experienced veterans identified as the third largest cohort of underemployed veterans nationally, the Heroes to Healthcare mission is working together with leading healthcare organizations, the DOL, DOD and the VA to identify, develop and retain healthcare experienced veterans as high performing professionals in the healthcare industry.
Established as the only National Registered Apprenticeships specifically designed to maximize the transition potential for mid enlisted level training and experience, this coalition of healthcare innovators will improve the lives of veteran employees and the health of our nation’s healthcare industry.
For employers, the Heroes to Healthcare mission is a great way to:
- ESTABLISH A NEW TALENT POOL
- VALIDATE SKILLS AND COMPETENCIES
- GAIN HIGHLY-SKILLED, EXPERIENCED AND CREDENTIALED EMPLOYEES
- REDUCE ATTRITION
- INCREASE PRODUCTIVITY
- CREATE A MORE DIVERSE WORKFORCE
- MAXIMIZE AVAILABLE ECONOMIC INCENTIVES
- STRENGTHEN LEADERSHIP COMPETENCIES
- SAVE AN AVERAGE OF 40% COMPARED TO NONVETERAN HIRE
Presented by Dr. Glenna Crooks, Monday, Sept 17 – 2:30 – 3:30 pm
In her latest innovation, as told in The NetworkSage: Realize Your Network Superpower, Glenna Crooks, Ph.D. describes a new way to help lessen the overwhelm of modern life, address work-life balance, performance, productivity and family caregiving by understanding and better managing eight networks that support working adults. Initially catalyzed by a comment made by Robert Downey, Jr. in an interview, it set her off on what would become a decade of deep ethnographic research into the lives of people ages 7-87. In this workshop, she’ll describe the essential components of a method she calls ACTSage and provide materials participants can use in their lives inside and outside of work.Heroes to Healthcare
Making Measurement Actionabale: Closing the Skills Gap through Labor Linked Program Planning
Presented by: Todd Oldham, Monroe Community College, (NY), Monday, Sept. 17 -3:30-4:30
As the primary producer of the technical workforce, community colleges are expected to graduate more workers for in-demand occupations that are increasingly in shorter supply within the labor market. The challenge faced by community colleges is in obtaining a regional focus in measuring middle-skills gaps in the local economy and achieving action through an efficient and organized response with a labor linked regional program plan. In this session, Monroe Community College will share an innovative labor linked program template that measures skill gaps across a region and actions that measurement with a cohort-based instructional model that has led to higher completion rates and direct employment of students within occupations showing deficits. Presenters will highlight how to apply a labor market template to organize a regional education collaborative and how they adapted existing curriculum to achieve measurable impact. Learning Outcomes: How select labor market data and coordinated marketing efforts can be leveraged into a powerful tool to address challenges of developing an educational pipeline leading to employment in technical occupations for a regional economy.
Tuesday, September 18, 2018
Dr. Glenna Crooks: Tuesday, September 18, 8:00 – 8:45 am
Ever since a landmark British Civil Servant study, it has been known that the wealthier a person is, the healthier they will be. What is less well-known, but which has been far better documented, is that the healthier a person is, the wealthier they will become. In fact, except for primary school education, health is a better predictor of wealth than is education. Glenna Crooks, Ph.D. will discuss this data and how the health impact on wealth applies to individuals, families, companies, geographic regions, and nations.
Presented by Dr. Charles Pollack, 8:45-9:30, Tuesday Sept. 17
Healthcare delivery has changed substantially over the past twenty years, but education for careers in health science and related fields has not kept pace. Perhaps more than any other industry, health science education–while responding to advances in technology and drug development–has not evolved to prepare graduates to function at the highest level in the socioeconomic environment in which healthcare is now delivered. Other fields have more rapidly discarded the apprentice model and abandoned the expectation that the market will always come to them. Until the past two years, education of physicians and nurses has scarcely changed over the past half-century. At Jefferson, we have launched unique and innovative updated curricula and learning models for training healthcare professionals, changed the expectations of “qualifications” for advanced study, and become much more proactive in training our students to meet the expectations of healthcare delivery in the 21st century–out-of-hospital care, remote or telephonic care, individualized care plans, more intensive case management, higher empathy in care. We are also launching new curricula to train healthcare workers at the lower ends of the clinical spectrum–community health workers, medical assistants, telehealth facilitators. We are also training the scientists and clinicians of tomorrow in previously neglected fields in healthcare such as the therapeutic use of cannabinoids, management of large data sets, implementation of best practices, and population health.
Panel Discussing Their Local Efforts Toward Putting Together a Healthcare Partnership Sector Strategy in Scranton, PA
Presented by: Julene Campion, Brian Ebersole, Terri Bickert, Ida Castro, Lindsay Grady and Dr. Tracy Brundage
9:30-11:00, Tuesday, Sept. 18
This interactive session is designed to begin a conversation about our united vision for the region related to building a future talent pipeline for healthcare. Some potential questions we will explore together include:
- What are the future trends related to the healthcare workforce?
- What is our shared vision for the region’s economic and workforce development?
- What are the strengths and weakness of the region’s economic and workforce development?
- What are the goals we need to establish for our region?
- Who are the public and private partners and key stakeholders we need to assemble including support associations/organizations, educational connections that support healthcare workforce and economic development, etc.
- Who else in our region is also concentrating on economic and workforce development for healthcare?
- How can we leverage our shared resources to develop a talent pipeline for healthcare in our region?
Pursuing excellence in Healthcare organizations and Communities: Workforce impact
Presented by Bob Bitner and Stephanie Norling, 11:00- 11:45, Tuesday, Sept 18
Organizations everywhere are looking for ways to effectively and efficiently meet their missions and achieve their visions. The Baldrige Performance Excellence Framework is a proven systems framework that can improve an organization’s performance and get sustainable results. It is a comprehensive management approach that focuses on results in all areas, including organizational and personal learning, and knowledge sharing. Because of its success, in 2010, a small group of leaders took this proven performance excellence framework one step further. They developed the hypothesis that this systems framework – the Baldrige Framework – could be adapted to transform the health and well-being of residents across an entire community. Bob Bitner, President/CEO of the Mid-Atlantic Alliance for Performance Excellence and Communities of Excellence 2026 Director Stephanie Norling will describe the Baldrige Framework and the journey, from idea to execution of adapting this framework from an internal organizational framework to something that can be applied across a community. They will discuss their takeaways about the competencies needed to bring sectors and generations together to improve community outcomes and conclude with an exploration of the factors that influence success and sustainability.
Promoting Economic Development Stability despite the Retirement of Millions of Business Owners from the Baby Boomer generation (the Grey Tsunami!).
Presented by Kevin McPhillips, Ken Baker, Matthew Hancock – Sept 18 11:45 – 12:30 pm
In 1974, Congress enacted a law that allows business owners to sell some or all of their company for full fair market value to their employees. Employees pay nothing for the shares. Rather, owners are paid through a note, secured by the business, which is paid back over time. The portion of the business that is sold pays no Federal or PA State tax on profits……Forever. The tax savings serves to pay off the note! Through an ESOP, productivity improves dramatically, business owners are rewarded, and employees have real investment and retirement savings. Yet very few people know and understand this remarkable program.
This talk will focus on healthcare organizations that have adopted ESOP’s and Co-op models…but they can apply to any industry!
The world cafe will allow attendees and presenters to download and debrief information they received at the summit and think about how to put that information into actionable steps for their region. The questions of the world cafe will center on the three goals of the summit:
Round One: What do we mean when we say “fulfill healthcare consumer demand in our region” now and for the future in our region?
Round Two: What does it mean to our region to “provide the highest quality healthcare?”
Round Three: What does it mean to say, “We have a healthy community?”
Round Four: Which question is your first priority? Why does it matter most?