metro public health (mph) atlanta, georgia mph 548: human resource management students: nicole...
TRANSCRIPT
Metro Public Health (MPH)Atlanta, Georgia
MPH 548: Human Resource Management
Students: Nicole Johnson, Costa Ndayisabye, Sharon McNeil, & Norleen Oliver
Professor: Dr. Hollie PavlicaAugust 20, 2015
Group 2
Context of the Presentation
Relevant Legal or Ethical Frameworks to the Organization
Job Description of a Vacant Role in the Organization
Training & Development Needs
Performance Management & Tools
Current Trends in Health Human Resources Relating to the Organization
Presentation Outline
Metro Public Health Established in 1962
Context of Presentation
4
Nicole Johnson, Program Specialist Educator
Non-profit
HR Responsibilities
HIV Prevention Research
HIV by age
Context of Presentation
5
Confidentiality: HIPPAPatient Protection and Affordable Care Act (PPACA)Workplace HazardsWhat can go wrong?How likely is a hazard to occur? (Fried & Fottler, 2011)Job Hazard AnalysisJob with the highest rates of injury or illnessPotential to cause severe or disabling injuries or illnessOne simple human error could lead to severe accident or
injury (Fried & Fottler, 2011 Occupational Safety and Health Act (OSHA)Retention strategies
Legal & Ethics
6
Prevention & disease management
Patient Safety
Technology for communication
Family Organization
Legal & Ethics
As Public Health Educator you will be responsible for providing HIV testing, education and counseling to at-risk youth (ages 12 to 24) at Metro Public Health Department —Georgia’ largest provider of HIV testing services for adolescent to young adult. Furthermore, you will also be responsible for providing health education through community-based activities and group-level intermediations.
7
Job Description
8
Monitor phone calls and refer caller to applicable programs and/or resources.
Supply all clients with appropriate registration materials for medical/testing and register them accordingly.
Make sure all required registration documents are completed accurately and record the registration information into metro public health department management system.
Schedule new and returning patients according to registration practices in the MPH patient management system.
Principle Duties & Responsibilities
9
Provide eligible clients with anonymous risk reduction counseling sessions, administering the testing
device, reading and delivering test results, linking HIV-positive youth to care (if necessary), and documenting service delivery in electronic health records
Conduct client-centered HIV and sexually transmitted disease (STD) testing and counseling, in accordance with agency policies, at MPH and in other community-based settings.
Principle Duties & Responsibilities Cont.
10
Provide one-on-one and group health education to youth participating in Metro Public Health departments various programs, including but not limited to daily
and evening drop-in programming.
Initiate, organize and manage community-based quarterly HIV prevention education workshops, educational health fairs, in addition to testing services targeting high-risk youth.
Principle Duties & Responsibilities Cont.
11
Maintain accurate HIV data and develop and improve prevention skills by attending regular trainings.
Advocate health department and program policies and procedures, including confidentiality.
Attend all required trainings and meetings.
Principle Duties & Responsibilities Cont.
12
Be responsible for providing administrative assistance to program staff.
Perform as acting director in emergencies.
Execute on call administrator duties once a month during the weekend
Principle Duties & Responsibilities Cont.
13
PeopleSystem
ProcessTools
Organizational Development (OD)
1.Organization-Specific Information
Overview of MPH
Policies
2. Employee-Centered Information
Job Description
Compensation and Benefits
Shadowing and Office Tours
14
New Hire Orientation
Employee diversity : Metro Public Health considers diversity as an important asset that contribute to the organization success.
Workplace safety : MPH employees are responsible to promote safety within the organization.
3. Workplace sexual harassment: Mutual respect is mandatory among MPH of different gender. Employees are required to respect each other and immediately report to the supervisor on any sexual harassment case.
15
New Hire Orientation Cont.
Information Technology: Reporting and communication system using MPH
software.
16
MPH
New Hire Orientation Cont.
Define MPH expectations
Employees’ goals are well defined and documented
Monitoring and Evaluation plan
Recognition of well-performed employees
Training plans for poor-performed employees
17
Performance Management
18
Performance Appraisal (Part One)
19Adapted from HR Florida International University (2007)
Performance Appraisal (Part Two)
Increasing Leadership Competencies and Compensations
Succession Planning
Physician Leadership
Staff Engagement
(B. E. Smith, 2015)
20
Current Trends in Health Human Resources
Utilization of Technology and Software Applications
Impact of the Affordable Care Act
Aging Workforce
(B. E. Smith, 2015)
21
Current Trends in Health Human Resources Cont.
All the current trends specified in the previous slides will
have an impact on Metro Public Health (MPH). Regardless of
the type of organization, governmental, non profit, or
privately owned healthcare organization, these trends
would still need to be closely managed and MPH being a
non profit organization, it is no exception.
22
Impact of Current Trends on MPH
23
ReferencesB. E. Smith. (2015). Top four trends affecting healthcare human resources executives in 2015. Retrieved from https://www.besmith.com/thought-leadership/executive- briefs/top-4-trends-affecting- healthcare-human-resource- executives-2015Career Center. (2015). http://careers.npo.net/jobs/7436850/health-educator-broadway-youth- center?utm_source=Indeed&utm_medium=organic&utm_campaign=IndeedCenters for Disease Control. (2015). HIV by group. Retrieved from http://www.cdc.gov/hiv/group/index.htmlCenters for Disease Control & Prevention (2014). HIV prevention research. Retrieved from http://www.cdc.gov/hiv/prevention/research/index.htmlFried B. J. & Fottler, M. D. (2011). Fundamentals of Human Resources in Healthcare. Chicago, IL. Health Administration Press.HR Florida International University. (2007). Staff performance appraisal. Retrieved from http://hr.fiu.edu/uploads/file/forms/elr/usps_appraisal.pdfNCBI. (2015). Information and communications systems: The backbone of the health care delivery system. Retrieved from http://www.ncbi.nlm.nih.gov/books/NBK22862Hrcouncil.ca (2002). Learning, training and development. Retrieved from http://hrcouncil.ca/hr-toolkit/learning- ready.cfmPublic Health Foundation. (2015). Performance management . Retrieved from http://www.phf.org/focusareas/performancemanagement/Pages/Performance_Management.aspx
Society for human Resource Management (2013). SHRM Calls for Flexibility in Applying Health Care Mandate/Public health job description and duties. (2015). Retrieved from http://www.allalliedhealthschools.com/health-careers/public-health/public-health-job-description/Public health education(2015) http://www.publichealth.org/careers/education/Society for Human Resource Management [SHRM]. (2013). SHRM workplace forecast. Retrieved from http://www.shrm.org/research/futureworkplacetrends/documents/13- 0146%20workplace_forecast_full_fnl.pdfUnicorn HRO. (2015). HR trends in healthcare companies. Retrieved from http://www.unicornhro.com/articles/hr-trends-in-health-care-companiesWooldridge, S. (2014). Five biggest challenges, trends for 2015. In Benefitspro. Retrieved from http://www.benefitspro.com/2014/12/16/5-biggest-hr- challenges-trends-for-2015