| dc.description.abstract | The majority of staff in local public health departments do not have a formal degree in public health. A key component in improving public health infrastructure and strengthening the public health system is public health workforce development and training. To investigate public health workforce development, the purpose of this study was to conduct a case study on a local public health department in Texas. Specifically, the case study examined: (1) workforce development experiences of public health department staff without a degree in public health, (2) what motivates staff to seek out workforce development opportunities, and (3) how staff describe their workforce development experiences that are included during new employee orientation.
Three types of data collection methods were used to complete the case study. First, formal semi-structured interviews were conducted with seven staff at a local health department to explore public health workforce development experiences and motivations to learn. Second, an observation of a new employee orientation at a local health department that included eleven staff members was conducted. Finally, a documentation review of the local health department’s new employee orientation materials was completed for context and understanding of what workforce development opportunities occur during the onboarding process.
Four main themes of workforce development were identified during the semi-structured interviews. These themes include opportunities to learn and grow as a public health worker, motivation to learn, workforce development experiences during new employee orientation, and training barriers. Out of the seven staff members that were interviewed, six of them mentioned the tour that occurred during the New Employee Orientation.
A competent public health workforce is necessary to ensure effective public health programs, create positive health outcomes, and create healthy communities. On the job. Public health workforce development strategies should recognize the need for different types of trainings and should prioritize trainings that fill public health competency gaps in staff without formal public health training. | en |
