Plan for Workforce Training
Gaston County Health Department
Introduction
This document outlines public health preparedness and core public health
training needs as indicated by the public health workforce of the Gaston County
Health Department. An online Workforce Development System Training Needs
Assessment was conducted in 2004 through the North Carolina Center for Public
Health Preparedness (NCCPHP) at the North Carolina Institute for Public Health,
the service and outreach arm of the University of North Carolina School of Public
Health.
NCCPHP and the Gaston County Health Department will work together to outline
training needs for the public health workforce. The goal of this partnership is to
encourage the development of an agency-based preparedness training plan and
adopt a model for lifelong learning among staff at the Gaston County Health
Department.
Table of Contents
Section
Resources
Contacts
Community Data and Area Information
Agency Profile
Current Workforce Development Status
Staff Training Needs Assessment Results
 All Staff
 Administrative Staff
 Allied Health Staff
 Environmental Health Staff
 Personal Health Services Staff
Recommendations for Workforce Development
Workforce Development Plan
Authorization
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Resources and Contacts
Suggested resources for training in North Carolina:
The North Carolina Center for Public Health Preparedness
http://www.sph.unc.edu/nccphp/
The North Carolina Center for Public Health Preparedness (NCCPHP) offers online training
modules, training packages, courses, and certificate programs. Train-the-trainer and
face-to-face trainings are also available, and NCCPHP can provide technical assistance
and content expertise upon request. Most trainings are free and can be completed in an
hour or less.
Office of Public Health Preparedness and Response
http://www.epi.state.nc.us/epi/phpr/training.html
The Office of Public Health Preparedness in the North Carolina Division of Public Health
sponsors a large number of trainings in public health preparedness. A training calendar
is available on their website at http://www.epi.state.nc.us/epi/phpr/calendar.html.
Public Health Regional Surveillance Teams
http://www.epi.state.nc.us/epi/phpr/regions.html
Public Health Regional Surveillance teams are another source of technical assistance and
subject matter expertise. Each of seven regional teams includes a team leader, nurse
epidemiologist, industrial hygienist, and administrative coordinator.
Many other resources are also available, including those from professional associations,
schools of public health, universities and community colleges, Public Health Training
Centers, and Centers for Public Health Preparedness. Other training sources include:
The North Carolina Institute for Public Health at
The University of North Carolina School of Public Health
http://www.sph.unc.edu/nciph/
Centers for Disease Control and Prevention,
Emergency Preparedness and Response
http://www.bt.cdc.gov/training/index.asp
Federal Emergency Management Agency
http://www.fema.gov/tab_education.shtm
United States Department of Health and Human Services
http://www.hhs.gov/emergency/index.shtml
American Health Information Management Association
http://www/ahima.org
Centers for Medicaid and Medicare Services
http://www.cms.gov
HIPAA Administrative Simplification
http://www.cms.gov/hipaa/hipaa2/default.asp
North Carolina Healthcare Information and Communications Alliance
http://www.nchica.org
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Contacts
Resources and Contacts
Samantha Dye, Bioterrorism Coordinator, Gaston County Health Department
sdye@co.gaston.nc.us (704) 853-5230
Chris Dobbins, Assistant Health Director, Gaston County Health Department
cdobbins@co.gaston.nc.us (704) 853-5196
Lisa Macon Harrison, Research Associate, Workforce Development, NCCPHP
Lisa_Harrison@unc.edu (919) 843-5559
Erin Rothney, Research Associate, Workforce Development, NCCPHP
Erin_Rothney@unc.edu (919) 843-0837
Administration
Selenna Moss, Administrative Services Administrator, Gaston County Health
Department
smoss@co.gaston.nc.us (704-853-5271)
Allied Health
Bill Gross, Allied Health Administrator, Gaston County Health Department
bgross@co.gaston.nc.us (704) 853-5103
Environmental Health
Curtis Hopper, Environmental Health Administrator, Gaston County Health
Department
chopper@co.gaston.nc.us (704) 853-5201
Personal Health Services
Paula Black, Interim Personal Health Services Administrator, Gaston County
Health Department
pblack@co.gaston.nc.us (704) 853-5013
Office of Public Health Preparedness & Response:
Barbara Callahan, Bioterrorism Education & Training Coordinator
barbara.callahan@ncmail.net 919-715-1311
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Community Data
Demographic Profile of Gaston County
GASTON COUNTY
NC
US
Number
Number
165.25
79.56
POPULATION
Number
Total population
190,365
Square miles (land)
356.21
Population per square mile
GENDER
534.41
Male
Female
AGE
15 or younger
16-24
25-44
45-64
65+
Number
Percent
Percent
Percent
92,094
98,271
48.4
51.6
49.0
51.0
49.1
50.9
Number
Percent
Percent
Percent
39,492
23,082
59,096
44,710
23,985
20.7
12.1
31.0
23.5
12.6
20.5
13.9
31.1
22.5
12.0
21.4
13.9
30.2
22.0
12.4
Number
Number
Number
36.89
36.32
36.22
Average age (years)
RACE AND ETHNICITY
White
Black or African American
American Indian and Alaska native
Asian
Native Hawaiian and other Pacific islander
Some other race
Two or more races
Hispanic or Latino
Number
Percent
Percent
Percent
157,965
26,405
525
1,814
50
1,958
1,648
5,719
83.0
13.9
0.3
1.0
0.0
1.0
0.9
3.0
72.1
21.6
1.2
1.4
0.0
2.3
1.3
4.7
75.1
12.3
0.9
3.6
0.1
5.5
2.4
12.5
Sources: U.S. Census Bureau, 2000 Census; http://www.epodunk.com/cgi-bin/popInfo.php?locIndex=19304
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Community Data
Community Information
County seat: Gastonia
There are 17 communities, 10 libraries, and 1 school district in Gaston County.
Gaston County government Web site: http://www.co.gaston.nc.us/
Gaston County communities:
Alexis, Gaston County
Belmont (city), Gaston County
Bessemer City (city), Gaston
County
Boogertown, Gaston County
Cherryville (city), Gaston County
Cramerton (town), Gaston County
Crowders, Gaston County
Dallas (town), Gaston County
Gastonia (city), Gaston County
High Shoals (town), Gaston County
Lowell (city), Gaston County
McAdenville (town), Gaston County
Mount Holly (city), Gaston County
Ranlo (town), Gaston County
South Gastonia, Gaston County
Spencer Mountain (town), Gaston
County
Stanley (town), Gaston County
QuickFacts: Gaston County, North Carolina
Population, 2003 estimate
Population, percent change, April 1, 2000 to July 1, 2003
Population, 2000
Population, percent change, 1990 to 2000
Persons under 5 years old, percent, 2000
Persons under 18 years old, percent, 2000
Persons 65 years old and over, percent, 2000
Female persons, percent, 2000
Foreign born persons, percent, 2000
Language other than English spoken at home, pct age 5+, 2000
High school graduates, percent of persons age 25+, 2000
Bachelor's degree or higher, pct of persons age 25+, 2000
Persons with a disability, age 5+, 2000
Mean travel time to work (minutes), workers age 16+, 2000
Housing units, 2002
Homeownership rate, 2000
Housing units in multi-unit structures, percent, 2000
Median value of owner-occupied housing units, 2000
Households, 2000
Persons per household, 2000
Median household income, 1999
Per capita money income, 1999
Persons below poverty, percent, 1999
193,097
1.5%
190,365
8.9%
6.7%
24.6%
12.6%
51.6%
3.3%
5.7%
71.4%
14.2%
41,483
24.6
81,432
68.8%
13.7%
$90,300
73,936
2.53
$39,482
$19,225
10.9%
Source: US Census Bureau State & County QuickFacts: http://quickfacts.census.gov/qfd/states/37/37071.html
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Agency Profile
Gaston County Health Department
Gaston County Health Department is the primary public health care facility in the
county.
Mission: To lead Gaston County in becoming a healthier community with
healthy people living in a healthy environment.
There are approximately 175 full time equivalent employees (FTE) in the Gaston
County Health Department as of January 2005.
Agency's divisions, departments or units include: Gaston County Health
Department is made of 4 Divisions: Administrative Services, Environmental
Health, Allied Health, and Personal Health Services
Agency's services include: Gaston County Health Department provides patient
care to citizens of Gaston County, serving the indigent population of our County.
These services include, Pediatrics, Immunizations, Maternal Care, Family
Planning, Communicable Disease, STD/HIV, WIC (Women Infant Children's)
Program, as well as TB.
Does the agency have a plan specific to employee training or learning?
Through the Strategic Planning Team, Gaston County Health Department
implemented a formal Employee Orientation Program effective August 19, 2005.
Personal Health Services: We offer and support (as much as the budget will
allow) continuing education of all disclipines. We utilize UNC-CH School of
Public Health for the majority of the education because it is pertnitent to public
health. Supervisors look for opportunities through professional organizations
and in nursing journals as well.
Other health system partners in the community include: Gaston Family
Health Services, Local Providers, Gaston Memorial Hospital...
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Workforce Development Status
Current Workforce Development Status
Policy &
Resources
Describe current agency training-related polices. All new employees
receive County orientation on their first date of hire. Gaston County Health
Department administers a formal Health Department orientation on the
Friday following the employees hire date and each Division provides job
specific orientation.
Environmental Health: For interns, a six-week Centralized Training
program in Raleigh followed by practice inspections and site evaluations.
Annual continuing education required to maintain Registration (15 Hours).
Describe human resource or personnel policies of the agency
related to performance improvement and salary increases. Gaston
County Health Department follows the Personnel Policies and Procedures
implemented by Gaston County.
Environmental Health: Completion of six-month probation salary =pay
grade/step 13-3.
Completion of Centralized training and receiving two authorizations=14-3.
Two years experience and Registered Sanitarian status=14-10
Four years experience=15-7.
Training
Programs
Describe current training efforts within the agency. Are there any
specific incentives to offer employees? In development
Describe any training that is required for all agency employees.
Please include the title of the training and the number of hours
required for each training. OSHA, HIPAA, Fire Safety (Mandatory- no
specified hours)
Administrative Services: Staff are required to obtain a minimum of 4
CE hours per year related to their position. The Medical Records
Coordinator as an RHIT is required to obtain a minimum of 20 CE per 2
years).
Environmental Health: Defensive driving is required for staff who drive
county vehicles and/or receive reimbursement for mileage. 4 hours.
CIT or centralized intern training is required for all personnel wishing to
become registered as sanitarians. Six weeks in Raleigh.
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Workforce Development Status
Technology
Describe current technologic capabilities and use, including
technology available for training. Web-based training, teleconferences,
off-site training, over-head, in-house sessions. Have the Learning Resource
Room with computers that all staff have access to.
Learning
Culture &
Leadership
Describe the learning culture, supports and rewards for training
and innovation, and leadership for learning within the agency.
Include not only where the agency is now, but a vision for the
future.
Administration: Employee evaluations reflect initiative. Individual
Divisions within the Health Department such as Administrative Services
may provide reward programs such as the Shining Star award
implemented for FY 06 for Administrative Services personnel which
includes employee initiative..
Allied Health: Current: As an administrator, I have many opportunities to
further my professional growth & development, leadership, & technical
skills. I feel deeply supported in these endeavors. I believe nonadministrative employees feel less supported & encouraged because of
limited budgets & the limited vision of their supervisors.
Vision: I’d like to see us define a relative & ideal health department so all
staff can see where we may be heading & for them to sort out what
education & training they will need to work in that environment.
Environmental Health: Currently, the rewards are half-step increases in
the pay grade system. The county covers the cost for outside training,
however, those funds may be targeted in the future.
Training
Needs
Use the following table to list the training needs or training
requirements for staff in each of the job categories. Please include
number of hours and titles of trainings required or
certificate/license/registration approving agencies when
applicable.
Occupational
Category
(# employees)
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Training Hrs
Required &
Requested
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Training & Accreditation Resources
NCCPHP
Workforce Training Plan
Administrative
& Managerial
(n=__4___ )
Workforce Development Status
Required:
Requested: _4__ to
_6__ hrs/yr in computer
training, bioterrorism
awareness, core public
health competencies
Medical Records Coordinator required to
maintain 20 CE credits every 2 years.
Will require that the Accounting Supervisor have
a minimum of 2- 4 hrs/yr of training specifically
related to Government Accounting.
Will require Patient Accounts Supervisor to have
a minimum of 4 - 8 hrs/yr of training specific
Medical Billing
Support &
Clerical
(n=__18___ )
Required: none
Allied Health
()
(n=__7___ )
Health
Education
Required: ___ hrs/yr
for _____
WIC
(n=__14___ )
Required: ___ hrs/yr
for _____
More topics on office management & process
improvement.
Requested: _5___ to
_10___ more/less
hours of training;
more topics on
___________ and
fewer topics on
___________
Fewer topics :
Keep existing program offerings.
Required: 15 hrs/yr
for RS
Accrediting body for environmental health
training hours and official registration or
certification is the North Carolina State of
Practice Committee (SOP).
http://www.sph.unc.edu/oce/sop/
NC State Board of Sanitarian Examiners
regulates the practice of environmental health
through enforcement of state laws and rules.
The board conducts examination that includes
oral, essay, and nationally-accepted exam
questions; determines eligibility; and accepts
training to meet the continuing education
requirements.
http://www.rsboard.com/
Environmental
Health &
Occupational
Safety
(n=_14__ )
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Requested: _4__ to
_6__ hrs/yr in computer
training, bioterrorism
awareness, core public
health competencies
More topics on: Community development, social
ability(?), working with other cultures, & low
literacy skills.
Requested: ___20_ to
_25___ more/less
hours of training;
more topics on
___________ and
fewer topics on
___________
Requested: _5__ to
_10_ more hours of
training; more topics
on _general
environmental health
thru online services.
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Workforce Training Plan
Public Health
Nursing
(n=__40___ )
Workforce Development Status
Required:
 50 hrs/yr for FNPs
 __0_ hrs/yr for RNs
 __0_ hrs/yr for
LPNs
 ___ hrs/yr for
_______
Requested: _10___ to
__40__ more/less
hours of training;
more topics on
_practice topics (NST
workshop) and fewer
topics on _____
Laboratory
(n=__6___ )
North Carolina Public Health Nursing
Continuing Education Advisory Committee
assesses continuing education needs and provide
educational offerings for practicing public health
nurses.
The UNC School of Public Health Office of
Continuing Education and the Department of
Health Human Services Office of Public Health
Nursing and Professional Development
coordinate, design, develop, implement, and
evaluate educational offerings on topics
identified by PHNCEAC.
http://www.sph.unc.edu/oce/phnceac/index.htm
Required: ___ hrs/yr
Requested: ____ to
____ more/less hours
of training; more
topics on
___________ and
fewer topics on
___________
Other
Workforce
Development
Information
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Workforce Training Plan
Assessment Results
Staff Training Needs Assessment Results
Methodology
The North Carolina workforce development training needs assessment was
developed as part of the CDC’s charge to Centers for Public Health Preparedness, to
improve the capacity of the public health workforce to prepare for and respond to
bioterrorism and other emerging public health threats.
The assessment was implemented with employees in the 85 local public health
departments in North Carolina in 4 phases. Health directors and bioterrorism
coordinators served as initial contacts for permission to conduct the assessment at
local health departments. Based on information provided by local health directors,
there are 8306 public health workers in local health departments throughout North
Carolina, although this number varies over time depending on turnover, attrition, and
local funding sources.
Interpreting Top Priority Training Needs
A color code was used to identify the percent of the workforce who indicated each
competency as a training need.
Purple = identified as training need by more than 66% of workforce
Red = identified as training need by 50% to 66% of the workforce
Orange = identified as training need by 33% to 49% of the workforce
Gray = identified as training need by less than 33% of the workforce
For emergency preparedness and response competencies, individuals were asked to
respond to the following questions using the scale shown.
My personal confidence to do this activity: 1=Low, 2, 3, 4=High
My level of need for training: 1=Low, 2, 3, 4=High
The level of need for training in emergency preparedness competencies was
identified by ranking the percent of participants who indicated low confidence to
perform the activity (1 or 2) and a high need for training (3 or 4).
Emergency preparedness competencies were ranked according to the number of
employees who indicated each competency as a training need. The 5 competencies
with the highest percentages were identified as top emergency preparedness
training needs.
For public health core competencies, individuals were asked to respond to the
following questions using the scale shown.
This skill is important to my job: 1=Low, 2, 3, 4=High
My level of need for training: 1=Low, 2, 3, 4=High
The level of need for training in core public health competencies was identified by
ranking the percent of participants who indicated high importance to their job (3 or
4) and a high need for training (3 or 4).
Public health core competencies were also ranked according to percent, and the 8
competencies with the highest percentages were identified as top core competency
training needs.
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Workforce Training Plan
Assessment Results
Gaston County Training Needs Data- All Staff
Number of Responses
Of the 8306 public health employees in North Carolina, 7087 (85%) submitted assessment data
by October 1, 2004. In Gaston County, 148 of 166 employees (89%) completed an assessment
by this date.
Emergency Preparedness and Response Competencies
Percent of public health employees in Gaston County who indicated low personal confidence to do this activity and
high need for training:
57%
Describe the signs and symptoms of exposure to chemical agents
50%
Describe the incident command system in your community
50%
Describe the signs and symptoms of exposure to biological agents
44%
Use emergency communication equipment
40%
Describe your health department’s emergency response plan
Public Health Core Competencies
Percent of public health employees in Gaston County who indicated high importance to job and high need for
training:
43%
Stay informed of public health laws and regulations
42%
Interact effectively with people from diverse cultural, socioeconomic, educational backgrounds
39%
Maintain the security and confidentiality of personal and public health information
38%
Work with interpreters to provide public health services to non-English speaking members
36%
Communicate effectively both in writing and speaking
35%
Provide health promotion and disease prevention information to groups or individuals
34%
Explain your technical/computer needs to the appropriate people
33%
Advocate for public health programs and resources
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Workforce Training Plan
Assessment Results
Gaston County Training Needs Data- Administration Division
Number of Responses
Of the 8306 public health employees in North Carolina, 7087 (85%) submitted assessment data
by October 1, 2004. In Gaston County, 19 of 24 employees (79%) in the Administration Division
submitted assessment data by October 1, 2004.
Emergency Preparedness and Response Competencies
Percent of administrative employees in Gaston County who indicated low personal confidence to do this activity and
high need for training:
53%
Describe the incident command system in your community
42%
Describe the signs and symptoms of exposure to chemical agents
37%
Describe your health department’s emergency response plan
37%
Use emergency communication equipment
37%
Find resources that will help you carry out your responsibilities during an emergency
37%
Describe the signs and symptoms of exposure to biological agents
Public Health Core Competencies
Percent of administrative employees in Gaston County who indicated high importance to job and high need for
training:
47%
Maintain the security and confidentiality of personal and public health information
32%
Explain your technical/computer needs to the appropriate people
32%
Communicate effectively both in writing and speaking
32%
Interact effectively with people from diverse cultural, socioeconomic, educational backgrounds
26%
Be aware of amount of each important health problem in your community
26%
Present information or data on health issues to other health professionals or to the general public
26%
Advocate for public health programs and resources
26%
Plan and implement effective emergency response services
26%
Stay informed of public health laws and regulations
26%
Explain public health regulations to community
26%
Refer clients to other agencies where appropriate to receive personal health services
26%
Create appropriate staff development and training plans for employees
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Workforce Training Plan
Recommendations
Gaston County Training Needs Data- Allied Health Division
Number of Responses
Of the 8306 public health employees in North Carolina, 7087 (85%) submitted assessment data
by October 1, 2004. In Gaston County, 16 of 22 employees (73%) in the Allied Health Division
submitted assessment data by October 1, 2004.
Emergency Preparedness and Response Competencies
Percent of allied health employees in Gaston County who indicated low personal confidence to do this activity and
high need for training:
Key + = we need - = we don’t need
81%
Describe the signs and symptoms of exposure to biological agents -
81%
Describe the signs and symptoms of exposure to chemical agents -
69%
Describe your health department’s emergency response plan +
63%
Use emergency communication equipment -
56%
Describe the responsibilities of a health department during an emergency situation +
56%
Describe the incident command system in your community -
56%
Find resources that will help you carry out your responsibilities during an emergency +
Need all of the ones below.
Public Health Core Competencies
Percent of allied health employees in Gaston County who indicated high importance to job and high need for training:
69%
Work with interpreters to provide public health services to non-English speaking members
63%
Interact effectively with people from diverse cultural, socioeconomic, educational backgrounds
56%
Refer clients to other agencies where appropriate to receive personal health services
50%
Provide health promotion and disease prevention information to groups or individuals
44%
Stay informed of public health laws and regulations
Coordinate with other groups and agencies to ensure appropriate health care services are
provided to your community
44%
44%
Adapt healthcare service programs to take into account cultural differences in the population
38%
Conduct community assessments including identifying needs, assets, and priorities
38%
Read scientific literature to keep up-to-date with knowledge of new diseases and risk factors
38%
Explain your technical/computer needs to the appropriate people
38%
Communicate effectively both in writing and speaking
38%
Identify cultural, social, and behavioral factors that affect health problems in your community
38%
Advocate for public health programs and resources
38%
Apply principles of group dynamics to develop effective partnerships
38%
Create appropriate staff development and training plans for employees
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Recommendations
Gaston County Training Needs Data- Environmental Health
Number of Responses
Of the 8306 public health employees in North Carolina, 7087 (85%) submitted assessment data
by October 1, 2004. In Gaston County, 16 of 17 employees (94%) in the Environmental Health
Division submitted assessment data by October 1, 2004.
Emergency Preparedness and Response Competencies
Percent of environmental health employees in Gaston County who indicated low personal confidence to do this
activity and high need for training:
69%
Describe the signs and symptoms of exposure to chemical agents
63%
Describe the signs and symptoms of exposure to biological agents
50%
Describe your health department’s emergency response plan
44%
Describe the incident command system in your community
44%
Use emergency communication equipment
Public Health Core Competencies
Percent of environmental health employees in Gaston County who indicated high importance to job and high need for
training:
75%
Maintain the security and confidentiality of personal and public health information
63%
Communicate effectively both in writing and speaking
63%
Use regulations to promote health in your community
56%
Communicate with other agencies to identify new disease cases in your community
56%
Present information or data on health issues to other health professionals or to the general public
56%
Solicit input from individuals and organizations about important health issues in the community
56%
Use public health software like EPI-INFO
56%
Collect biological or environmental samples to better understand a health problem
56%
Help conduct health promotion campaigns and programs
56%
Explain public health regulations to community
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Recommendations
Gaston County Training Needs Data- Personal Health Services
Number of Responses
Of the 8306 public health employees in North Carolina, 7087 (85%) submitted assessment data
by October 1, 2004. In Gaston County, 76 of 113 employees (67%) in the Personal Health
Services Division submitted assessment data by October 1, 2004.
Emergency Preparedness and Response Competencies
Percent of personal health employees in Gaston County who indicated low personal confidence to do this activity and
high need for training:
54%
Describe the signs and symptoms of exposure to chemical agents
47%
Describe the incident command system in your community
45%
Use emergency communication equipment
42%
Describe the signs and symptoms of exposure to biological agents
32%
Carry out your role and responsibilities in an emergency response
Public Health Core Competencies
Percent of personal health employees in Gaston County who indicated high importance to job and high need for
training:
48%
Stay informed of public health laws and regulations
44%
Work with interpreters to provide public health services to non-English speaking members
42%
Interact effectively with people from diverse cultural, socioeconomic, educational backgrounds
40%
Recognize a disease outbreak in your community or nearby communities
38%
Maintain the security and confidentiality of personal and public health information
38%
Identify cultural, social, and behavioral factors that affect health problems in your community
38%
Read scientific literature to keep up-to-date with knowledge of new diseases and risk factors
38%
Provide health promotion and disease prevention information to groups or individuals
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Recommendations
Recommendations for Workforce Development
Introduction
Together, NCCPHP and the Gaston County Health Department make the
following recommendations based on a training needs assessment process.
These recommendations will be reviewed, discussed and updated regularly
based on the needs of the local public health workforce.
Number 1
Designate a facilitated learning team with representation of each division or
section within the health department. Members of this committee will be
responsible for making recommendations about training needs for the
agency, will identify barriers to training, and will champion efforts within the
organization as peer leaders for training incentives and encouragement.
Justification: A facilitated learning team can effectively move the agency
to a culture of continued learning.
Number 2
Establish that each public health employee completes a minimum of 4 hours
of preparedness training each year.
Justification: Preparedness training remains a high priority in local public
health departments, and it is necessary for each individual in public health to
be at least aware of the competencies in emergency preparedness and
response. Depending on job duties and responsibilities, a level of skill or
proficiency in the emergency preparedness competencies may also be
required.
Number 3
Provide incentives for training and allow time for employees to take online
and/or face-to-face trainings.
Justification: Public health has not had a nationally recognized
coordinated mandate for continuing education of public health workers.
With bioterrorism and emergency preparedness funding, emerging health
threats, and consistent community response needs, continued preparedness
training for the public health worker is advised.
Number 4
Use online training systems and modules to connect to just-in-time training
and to enhance connection of training needs to opportunities.
Justification: Individual training plans are available online and free of
charge to each public health employee through
publichealthpreparedness.org.
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Workforce Training Plan
Number 5
Recommendations
Partner with local, state, and national resources to accomplish training goals.
Justification: Many resources exist to develop and provide training to
individuals, occupational groups and agencies.
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Workforce Training Plan
Workforce Development Plan
Workforce Development Plan
Introduction
Based on workforce development system training needs assessment results,
a workforce development plan was created to meet the specific needs of
staff in the Gaston County Health Department. Additional training needs
have been analyzed by division to include training priorities and training
plans for Environmental Health, Personal Health, Allied Health, and
Administrative Services.
Activity 1
Preview lifelong learning program with leadership team
Responsible party: Lisa, Erin, Sam, Chris
Approximate timeline: February, 2005
Activity 2
Present lifelong learning program goals and review PHWDS functions with
staff.
Responsible party: Lisa and Erin
Approximate timeline: May, 2005
Activity 3
Provide on-site training via NCCPHP training website for competencies
outlined by Gaston County Health Department.
Responsible party:
Approximate timeline: ?
Activity 4
Partner with PHRST, North Carolina Office of Public Health Preparedness and
Response, and local community emergency management experts to provide
training in emergency preparedness and response
Responsible party:
Approximate timeline: August, 2005
Activity 5
Exercise:
Responsible party:
Approximate timeline: ?
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Workforce Training Plan
Activity 6
Workforce Development Plan
?:
Responsible party:
Approximate timeline:
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Workforce Training Plan
Authorization
Authorization of acceptance
In order to express commitment to this plan, please acknowledge below
acceptance of this agreement.
Gaston County Health Department
Signature:
Name: (print)
Title: (print)
Date: (Month/Day/Year)
Contact Person: Name
Contact Information
Signature:
Name: (print)
Title: (print)
Date: (Month/Day/Year)
Contact Person: Name
Contact Information
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