Using a Delphi Technique to Define Primary Care Behavioral Health Clinical Supervision Competencies.

There is an increasing need for Primary Care Behavioral Health (PCBH) workforce development (i.e., increase in well-trained PCBH providers) given the growth of behavioral health (BH) integration into primary care, specifically at a time when behavioral health needs are increasing because of the COVID-19 pandemic (Kanzler and Ogbeide in Psychol Trauma 12(S1):S177-S179, https://doi.org/10.1037/tra0000761 , 2020). Therefore, it is imperative to provide current and future behavioral health clinical supervisors in primary care settings specific competencies, given there are no current competencies specific to clinical supervision within the PCBH Model. Using a Delphi process, the authors identified and reached expert consensus on competencies for BH clinical supervisors in primary care. A purposive sample (in: Patton, Qualitative evaluation and research methods, Sage, Newbury Park, 1990) of fifteen experts (n = 15) in PCBH clinical training and education evaluated quantitative and qualitative domains and specific competencies associated with PCBH supervision gathered during an initial in-depth qualitative interview. This was followed by two subsequent rounds of quantitative Delphi surveys to reach consensus. The response rates from our panel of experts were 100% (15/15) for all stages (interviews, round one and round two surveys). Three domains (Primary Care Knowledge, Clinical Supervisor Development, and Clinical Supervision Skills) were rated as essential for providing clinical supervision with PCBH for pre-licensure level learners. The development of competencies will further support BH clinical supervisor needs, professional development, and provide a concrete way to evaluate progress towards teaching and training excellence. This will also have a great impact on the development of the future BH workforce within primary care.

Pediatric Behavioral Health during the COVID-19 Pandemic: Expert Advice for Preparedness, Response, and Recovery.

The COVID-19 pandemic exacerbated the child mental health crisis and existing disparities. Child anxiety, depression, suicide attempts and completions, and mental-health-related emergency department visits significantly increased. In response to this crisis, the Administration for Strategic Preparedness and Response (ASPR) developed behavioral health task forces associated with funded pediatric centers of disaster excellence. The Health Resources and Services Administration (HRSA) funded the Pediatric Pandemic Network (PPN) to prepare for future endemics and pandemics, with behavioral health identified as a priority in mitigation, preparedness, response, and recovery. This commentary provides insights from pediatric disaster preparedness and response behavioral health subject matter experts. Our roles have been to identify how to build behavioral health professional competencies across disciplines and various medical settings and to strengthen emergency interdisciplinary behavioral health care capability regionally and at the national level. Specific examples of interdisciplinary training and demonstration projects are included as models for enhancing behavioral health situational awareness and developing curricula to support preparedness and response for the current ongoing pandemic and future natural and biological disasters. This commentary also includes a call to action for workforce development to move beyond a boots-on-the-ground mentality for pediatric behavioral health disaster preparedness and response toward a more inclusive role for behavioral health providers of varied specialties. This means that behavioral health providers should become more informed of federal programs in this area, seek further training, and find innovative ways to collaborate with their medical colleagues and community partners.

Centering race equity within youth workforce development: utilizing critical race theory

COVID-19 has exacerbated stark racial and class inequities long present in the United States and other countries. As a field, workforce development supports and serves individuals at the intersections of multiple marginalized identities, with youth being a particularly important target population. The workforce development field can benefit from critically considering how racial equity can be formalized within activities. We offer Critical Race Theory (CRT) to advance theoretical understanding of the intersection of race and workforce development practice and use data from our recent research to examine how workforce development can approach efforts to further racial equity. First, we briefly review the literature related to racial disparities in employment and workforce training. We then describe CRT and its potential application to workforce systems. Finally, we present data from a recent study of local workforce development boards and conclude with suggestions to further race equity in employment and training for youth. [ FROM AUTHOR] Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

Knowledge, perceptions, and expectations of Artificial intelligence in radiography practice: A global radiography workforce survey.

BACKGROUND: Artificial Intelligence (AI) technologies have already started impacting clinical practice across various settings worldwide, including the radiography profession. This study is aimed at exploring a world-wide view on AI technologies in relation to knowledge, perceptions, and expectations of radiography professionals. METHODS: An online survey (hosted on Qualtrics) on key AI concepts was open to radiography professionals worldwide (August 1st to December 31st 2020). The survey sought both quantitative and qualitative data on topical issues relating to knowledge, perceptions, and expectations in relation to AI implementation in radiography practice. Data obtained was analysed using the Statistical Package for Social Sciences (SPSS) (v.26) and the six-phase thematic analysis approach. RESULTS: A total of 314 valid responses were obtained with a fair geographical distribution. Of the respondents, 54.1% (157/290) were from North America and were predominantly clinical practicing radiographers (60.5%, 190/314). Our findings broadly relate to different perceived benefits and misgivings/shortcomings of AI implementation in radiography practice. The benefits relate to enhanced workflows and optimised workstreams while the misgivings/shortcomings revolve around de-skilling and impact on patient-centred care due to over-reliance on advanced technology following AI implementation. DISCUSSION: Artificial intelligence is a tool but to operate optimally it requires human input and validation. Radiographers working at the interface between technology and the patient are key stakeholders in AI implementation. Lack of training and of transparency of AI tools create a mixed response of radiographers when they discuss their perceived benefits and challenges. It is also possible that their responses are nuanced by different regional and geographical contexts when it comes to AI deployment. Irrespective of geography, there is still a lot to be done about formalised AI training for radiographers worldwide. This is a vital step to ensure safe and effective AI implementation, adoption, and faster integration into clinical practice by healthcare workers including radiographers. CONCLUSION: Advancement of AI technologies and implementation should be accompanied by proportional training of end-users in radiography and beyond. There are many benefits of AI-enabled radiography workflows and improvement on efficiencies but equally there will be widespread disruption of traditional roles and patient-centred care, which can be managed by a well-educated and well-informed workforce.

Day-Labor Worker Centers: Advancing New Models of Equity and Inclusion in the Informal Economy

Day-labor worker centers are labor market intermediaries that target their interventions to underregulated segments of residential construction and allied industries. As sites of rulemaking in the informal economy, worker centers raise standards and enforce worker protections in sectors that lie beyond the reach of government enforcement. In addition to strengthening wage floors, worker centers are now acting as "disaster recovery hubs” that can help local communities following natural disasters. As the economy was shuttered by the COVID-19 pandemic, worker centers pivoted to provide emergency assistance to unemployed workers. This paper assesses these two emerging areas of worker center activity through a survey of disaster-recovery workers in Houston in the aftermath of Hurricane Harvey and a national survey of worker centers that administered emergency assistance to immigrant workers during the COVID-19 pandemic. These case studies reveal promising new interventions that could lead to more inclusive forms of workforce development. © The Author(s) 2023.

Centering Work: Integration and Diffusion of Workforce Development Within the U.S. Manufacturing Extension Network

As the U.S. economy rebounds from the COVID-19 pandemic, strategies that promote long-term transformation toward quality jobs will be critical. This includes workplace-improving interventions that enable employers to upgrade existing jobs, often while enhancing their own competitive position. This article focuses on the U.S. Manufacturing Extension Partnership (MEP), a national network of federally funded centers that support small- and medium-sized manufacturing firms. The authors document the range of workforce- and workplace-enhancing strategies that MEP centers have adopted since the network's inception in the mid-1990s. While workforce development is unevenly implemented across today's MEP network, leading centers within it are devising transformative strategies that shape underlying business practices in ways that can improve the quality of frontline manufacturing jobs. The pandemic recovery, along with federal commitments to reenergize domestic supply chains, presents an opportunity to establish National Institute of Standards and Technology (NIST)-MEP as a national workforce development leader, while also strengthening localized institutional partnerships to center that effort on inclusive economic development and recovery. © The Author(s) 2023.

COVID-19, the New Urban Crisis, and Cities: How COVID-19 Compounds the Influence of Economic Segregation and Inequality on Metropolitan Economic Performance

This paper examines the connection between measures of a U.S. metropolitan area's new urban crisis (i.e., unaffordable housing, economic inequality, and residential segregation) and its year-over-year employment change in the period immediately before and during the COVID-19 pandemic. Results show that measures of the new urban crisis did not generally have a statistically significant association with year-over-year employment change between January and September of 2020, which captures the period before COVID-19 and the beginning of the pandemic (e.g., shutdown). The severity of a region's economic segregation and inequality, however, are associated with higher rates of employment decline in the early recovery months of October to December of 2020. These findings suggest that places that rate worse for indicators of the new urban crisis were less able to recover from the negative economic shocks related to COVID-19. © The Author(s) 2023.

The State of the US Public Health Workforce: Ongoing Challenges and Future Directions.

Between the 2009 Great Recession and the onset of the COVID-19 pandemic, the US state and local governmental public health workforce lost 40,000 jobs. Tens of thousands of workers also left during the pandemic and continue to leave. As governmental health departments are now receiving multimillion-dollar, temporary federal investments to replenish their workforce, this review synthesizes the evidence regarding major challenges that preceded the pandemic and remain now. These include the lack of the field's ability to readily enumerate and define the governmental public health workforce as well as challenges with the recruitment and retention of public health workers. This review finds that many workforce-related challenges identified more than 20 years ago persist in the field today. Thus, it is critical that we look back to be able to then move forward to successfully rebuild the workforce and assure adequate capacity to protect the public's health and respond to public health emergencies.

Creating Comics to Address Well-Being and Resilience During the COVID-19 Pandemic.

In this descriptive case series, we detail the theoretical basis, methodology, and impact of a small-scale pilot implementation of graphic medicine workshops as an innovative approach to well-being and resilience in the age of COVID-19 and increasing awareness of racial injustice. The data provided in this article are anecdotal and based on participation in the workshops. Images created during the workshops are also shared as examples of the types of reflection that graphic medicine can enable. The workshops themselves were designed collaboratively and are based on the theoretical principles of graphic medicine, narrative medicine, and racial and social justice. They were conducted as part of a larger wellness initiative and were offered to health care-focused faculty at our academic medical institution. Our findings suggest that this was a beneficial activity which helped participants to reflect and reconsider their experiences with the COVID-19 pandemic and surging awareness of racial injustice. Reflections also showed that drawings were correlated with ProQOL scores and may, in larger numbers, also help to mitigate or bring attention to issues of burnout in frontline providers. Drawings shared show the tremendous impact of COVID-19 and the simultaneous chaos and emptiness of practicing during dual pandemics. Our workshops engaged about 20 frontline health care providers and other health care faculty and highlight the utility of graphic medicine as a tool for building resilience and encouraging self-reflection. Further study is necessary, as is more rigorous analysis of the relationship between the graphics created and the ability to recognize and mitigate burnout.

Barriers to Meeting Community Needs in New York State during COVID-19: Results From a Pilot Survey of Nongovernmental Population and Community Health Professionals.

Capacity building and training help empower the community and population health organizations to partner with local health departments and collaboratively design multisectoral interventions that account for the complexity of public health and health promotion challenges in the era of COVID-19 and beyond. Ideally, training programs should be informed by an understanding of the needs and priorities of the professionals for whom they are intended. This brief report focuses on the results of a pilot online survey conducted as part of a larger pilot study by the New York State Association of County Health Officials and the Region 2 Public Health Training Center among population and community health professionals (n = 27) from four counties in New York State during the COVID-19 pandemic. Survey participants included a diverse group of staff members from various large and small nonprofit organizations, federally qualified health centers, academic institutions, hospitals, and insurers. Survey findings provide preliminary insights into the extent to which these organizations have been involved in the COVID-19 response in partnership with LHDs, barriers they faced in responding to the needs of the populations they serve and adjusting their work routines/operations to COVID-19 guidelines, and their top emerging organizational and training needs. Lessons learned from conducting an online survey during a public health emergency and implications for future training interventions for population and community health professionals are also discussed within the context of promoting multisectoral collaboration with local health departments, solving complex public health problems, and advancing health equity.

Can we "Claim” the Workforce? A Labor-Focused Agenda for Economic Development in the Face of an Uncertain Future

The COVID-19 pandemic accelerated three trends that were already transforming economic development theory and practice. A backlash to economic restructuring and inequality, driven by globalization and technology, is now manifesting in reshoring and union movements. The resurgence of small and midsized cities, originally driven by increasing housing costs in coastal cities, has been reinforced by a rise in remote work. The uncertainty of today's complex economy is exacerbating long-term challenges of tracking economic change, making "shoot anything that flies” more important than ever. These trends highlight the need to focus economic development on building and supporting the workforce.

Moving Psychiatric Rehabilitation Workforce Training and Support Online During COVID-19: Strategies and Reach

During the COVID-19 pandemic, many traditional psychiatric rehabilitation staff training and support strategies were disrupted or discontinued. This article describes the strategies used by one state system to rapidly migrate many state psychiatric rehabilitation training and support activities to a website. Site analytics showed high use of the website in the first year, with 6,673 unique visitors and 4,529 visits to the site's staff support materials. Additionally, more than 4,879 online trainings were accessed on the website. Given the low cost;ease of development, implementation, and maintenance;and the high access rate of this website, migration of some staff training and support activities online may be appropriate and feasible for other state psychiatric hospital systems both during and after the pandemic. Copyright © 2020, University of Nebraska Press. All rights reserved.

CEO lessons on workforce development and success in a global pandemic

Purpose>The purpose of the current study is to explore the lessons learned by CEOs during the pandemic on how to develop themselves and their workforce to bring success during this chaotic and uncertain time.Design/methodology/approach>Thirty CEO interviews were conducted with two trained interviewers that lasted an average of 76 minutes. Three independent reviewers conducted a content analysis.Findings>Through the content analysis, six main themes emerged that we have labeled "success lessons”: Your workforce really is your most important resource, leaders, at all levels, must lead effectively and with empathy, leaders must practice 360° two-way communication with honesty and transparency, equip your workforce for success and leverage technology, trust and empower your workforce, and invest more time reinforcing and celebrating victories.Originality/value>The size and scope of the pandemic provides for lessons on leadership and workforce development never experienced before. The current study provides in-depth insights from CEO experiences during the pandemic.

Continuing Contributions of Field Epidemiology Training Programs to Global COVID-19 Response.

We documented the contributions of Field Epidemiology Training Program (FETP) trainees and graduates to global COVID-19 preparedness and response efforts. During February-July 2021, we conducted surveys designed in accordance with the World Health Organization's COVID-19 Strategic Preparedness and Response Plan. We quantified trainee and graduate engagement in responses and identified themes through qualitative analysis of activity descriptions. Thirty-two programs with 2,300 trainees and 7,372 graduates reported near-universal engagement across response activities, particularly those aligned with the FETP curriculum. Graduates were more frequently engaged than were trainees in pandemic response activities. Common themes in the activity descriptions were epidemiology and surveillance, leading risk communication, monitoring and assessment, managing logistics and operations, training and capacity building, and developing guidelines and protocols. We describe continued FETP contributions to the response. Findings indicate the wide-ranging utility of FETPs to strengthen countries' emergency response capacity, furthering global health security.

COVID-19 Response Roles among CDC International Public Health Emergency Management Fellowship Graduates.

Since 2013, the US Centers for Disease Control and Prevention has offered the Public Health Emergency Management Fellowship to health professionals from around the world. The goal of this program is to build an international workforce to establish public health emergency management programs and operations centers in participating countries. In March 2021, all 141 graduates of the fellowship program were invited to complete a web survey designed to examine their job roles and functions, assess their contributions to their country's COVID-19 response, and identify needs for technical assistance to strengthen national preparedness and response systems. Of 141 fellows, 89 successfully completed the survey. Findings showed that fellowship graduates served key roles in COVID-19 response in many countries, used skills they gained from the fellowship, and desired continuing engagement between the Centers for Disease Control and Prevention and fellowship alumni to strengthen the community of practice for international public health emergency management.

Can we “Claim” the Workforce? A Labor-Focused Agenda for Economic Development in the Face of an Uncertain Future

The COVID-19 pandemic accelerated three trends that were already transforming economic development theory and practice. A backlash to economic restructuring and inequality, driven by globalization and technology, is now manifesting in reshoring and union movements. The resurgence of small and midsized cities, originally driven by increasing housing costs in coastal cities, has been reinforced by a rise in remote work. The uncertainty of today's complex economy is exacerbating long-term challenges of tracking economic change, making "shoot anything that flies" more important than ever. These trends highlight the need to focus economic development on building and supporting the workforce.

The Use of Virtual Research Experiences for Appalachian Career Training in Oncology (ACTION) Program High School Participants During the COVID-19 Pandemic.

Objective: Kentucky has the highest cancer incidence and mortality rates in the nation, with rates greatest in the Appalachian region due to poor health behaviors and inequities in social determinants of health. The Appalachian Career Training in Oncology (ACTION) Program at the University of Kentucky Markey Cancer Center engages 20 Appalachian-native high school students annually in cancer education, research, and outreach activities. During the COVID-19 pandemic, programming was disrupted, and alternative activities were implemented, including virtual research experiences. Methods: The program's goals were to improve students' biology and cancer content knowledge and research skills and help students make career decisions. Virtual laboratories were used to help accomplish these goals. This study aimed to evaluate the use of virtual laboratories embedded in the program and determine if such experiences helped reach the program's goals. A survey was used to measure students' perceptions of the virtual labs. Results: Results indicated that students perceived they gained content knowledge, obtained research skills, and considered entering science and cancer-related careers. Conclusion: The decision to incorporate virtual laboratories into the ACTION programming during the COVID-19 pandemic was a sound instructional choice. Evidence provided herein gives researchers and program developers information necessary to consider using virtual labs in their programs.

State of infection prevention and control in nonacute care US settings: 2020 APIC MegaSurvey.

BACKGROUND: Strengthening infection prevention and control programs in nonacute care settings is a national priority. Efforts require thorough and ongoing appraisal of organizational structures, human resources including personnel training and competencies, system challenges and adaptive strategies implemented. Assessment of those in infection preventionist (IP) roles outside of the acute care setting is necessary to capture ongoing changes and challenges in the IP profession. METHODS: This cross-sectional study utilized data derived from the 2020 APIC MegaSurvey and applied descriptive and bivariate analyses to describe the state of infection prevention and control programs and personnel across nonacute clinical settings in the United States. RESULTS: Of 1,991 respondents, 57% of frontline IPs or administration/director IPs (1,051) indicated working in 1 or more nonacute care clinical settings. Of these, 33% (343) worked exclusively in only 1 type of nonacute care setting. Consistent with findings from the 2015 APIC MegaSurvey, IPs employed in nonacute care settings are a homogenous group with 88% of respondents indicating they are white, non-Hispanic (88%), female (94%), with nursing as their primary discipline (95%). A notable change in the proportion of time spent on health care-associated infection (HAI) activities in general was found, with a 31% decrease in reported time spent compared to respondents from the 2015 survey. Nearly half (47%) of respondents reported an annual salary of $50,000-$80,000; only 35% of respondents reported they were satisfied with their overall compensation. More than half (57%) of respondents reported having 5 or less years' experience in IPC and the majority, 82% reported they expected to be working in the IP profession in the next 5 years. CONCLUSIONS: The majority of IPs in nonacute care settings also worked in acute care. Of those who exclusively worked in nonacute care settings, they were predominately female, white, and had an educational background in nursing. A decrease in time spent on HAI activities was noted compared to respondents in 2015. Although the 2020 APIC MegaSurvey captured information previously not assessed in 2015, further studies are necessary to more robustly characterize the IP profession in nonacute care settings. Enhancements to current resources and services provided by APIC may serve to fill gaps in nonacute care settings related to gaining experience in research, general expertise, advocacy, and diversity.

Enumeration of the Public Health Workforce in New York State: Workforce Changes in the Wake of COVID-19.

The governmental public health workforce in the United States has faced staffing shortages for over a decade that have been exacerbated by the COVID-19 pandemic. To assess this critical issue, the Region 2 Public Health Training Center collaborated with the New York State Association of County Health Officials to enumerate the city and county public health workforce in New York State. The organizations used an online survey to: (1) count employees and full-time equivalent (FTEs) staff in local health departments in 2021; (2) assess workforce trends since the COVID-19 pandemic; and, (3) identify challenges local health departments encounter in recruiting and retaining qualified public health workers. To assess trends, findings were compared with secondary data from 2019. Despite playing a central role in COVID-19 mitigation, local health departments experienced no overall increase in staffing in 2021 compared to 2019, with many health departments experiencing large increases in vacant positions. Recruitment challenges include noncompetitive salaries, difficulties finding qualified candidates, and lengthy hiring processes. This study complements accumulating evidence indicating that long-term investment in local public health infrastructure is needed to bolster the workforce and ensure that communities are protected from current and future health threats.