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Displaying records 1 through 12 of 12 found.

Recruiting, Training, and Retaining LGBTQIA-Proficient Clinical Providers (2021). The Fenway Institute highlights resources and best practices that strengthen a CHC’s ability to recruit, train, and retain LGBTQI+-Proficient Clinical Providers and workforce staff. More Details...

NNOHA Operations Manual - Workforce Chapter (2020). This chapter of NNOHA's Operations Manual provides helpful tools and resources for tackling the issues related to workforce in Health Center oral health programs. More Details...

Chief Workforce Officer Toolkit (2020). The Association of Clinicians for the Underserved (ACU) and the STAR² Center in partnership with the National Association of Community Health Centers (NACHC) are excited to announce the release of the Chief Workforce Officer (CWO) Toolkit. Our organizations have collaboratively developed this timely and relevant new resource to assist community health centers (CHCs) and primary care associations (PCAs) in recruiting and retaining workforce leaders who are strategic and effective at meeting the complex needs of the CHC workforce. In the toolkit, users will find CWO core competencies, a CWO job description template, and much more.. More Details...

NNOHA Operations Manual: Workforce Chapter V2 (2020). This chapter provides helpful tools and resources for tackling the issues related to workforce in Health Center oral health programs. Topics include recruitment and retention of dental team members, staffing ratios, and strategies to decrease burnout. More Details...

Staffing Considerations During COVID-19 (2020). NACHC and partners at BKD, LLP collaborated to produce a five-part podcast series to help health centers manage their fiscal solvency during COVID-19 response and recovery. Based on the NACHC-BKD video series, Financial Office Hours: Strategies to Manage Financial Operations During COVID-19, podcast topics include managing your health center’s cash flow, paycheck protection, provider relief funding, grants management, and staffing. More Details...

Success Stories: Health Centers & Military Veterans (2019). This compilation showcases 10 health centers from around the country and their innovative programs to serve the Veteran patient population, to advance collaboration with the Veterans Administration and to support providers and workforce in caring for Veterans and their families. More Details...

Samples of Job Functions for a Clinical Informatics Specialist: Skills and Job Descriptions for Health IT Staff (2016). This job description tool provides a position summary for a Clinical Informatics Specialist. HR staff can share it with supervisors to identify the types of functions a position will be responsible for, and the skills and experience necessary to accomplish the job. The various functions can be used as a menu to pick and choose from different categories to build a job description. This job description tool provides a position summary, sample job functions, sample skill requirements, and sample education and experience requirements. This tool is intended to be used like a menu.  HR staff can share it with supervisors to identify the types of functions a position will be responsible for, and the skills and experience necessary to accomplish the job. The various functions can be used as a menu to pick and choose from different categories to build a job description. This role provides analytic support to follow clinical outcomes for proper disease management and population health management.  Helps develop, implement, and support clinical information systems.  Works across the organization to provide continuous clinical information system support, troubleshooting, and identify improvements. More Details...

Samples of Job Functions for a Clinical Informatics Coordinator: Skills and Job Descriptions for Health IT Staff (2016). This job description tool provides a position summary for a Clinical Informatics Coordinator. sample job functions, sample skill requirements, and sample education and experience requirements. This role coordinates efforts to follow clinical outcomes for proper disease management and population health management. This job description tool provides a position summary, sample job functions, sample skill requirements, and sample education and experience requirements. This tool is intended to be used like a menu.  HR staff can share it with supervisors to identify the types of functions a position will be responsible for and the skills and experience necessary to accomplish the job. The various functions can be used as a menu to pick and choose from different categories to build a job description. This role coordinates efforts to follow clinical outcomes for proper disease management and population health management. Serves as a liaison between front-line care teams and the Information Technology team to continuously improve the electronic health record and related clinical systems.  Provides data management support and statistical analyses for Health IT projects. Works across the organization to provide continuous clinical information system support, troubleshooting, and identify improvements. More Details...

RM Information Bulletin 3: Managing Employment-Related Risk (2017). As employers, health centers are subject to numerous laws that address employment relationships. Even though a health center may make significant efforts to comply with employment-related laws, the center may get sued by employees or former employees. While it is impossible to eliminate all employment-related risk, this information bulletin provides tips and techniques for managing employment-related risk through carefully crafted and implemented changes to health center policies and practices. More Details...

Job Function Decision Tree: A Matrix of Skills and Job Descriptions for Health IT Staff (2016). The following document is intended to assist health center staff create new job descriptions and/or modify existing job descriptions to more clearly incorporate Health IT and quality-related responsibilities. The matrix provides responsibilities across three categories of roles: Medical Leadership, Quality, and Health IT. It differentiates these responsibilities based on typical job functions (e.g., Quality Improvement, Compliance, Meaningful Use). More Details...

HITEQ Job Function Decision Tree: A Matrix of Skills and Job Descriptions for Health IT Staff (2016). The following document is intended to assist health center staff create new job descriptions and/or modify existing job descriptions to more clearly incorporate Health IT and quality-related responsibilities.  The matrix provides responsibilities across three categories of roles:  Medical Leadership, Quality, and Health IT.  It differentiates these responsibilities based on typical job functions (e.g., Quality Improvement, Compliance, Meaningful Use).    The following document is intended to assist health center staff create new job descriptions and/or modify existing job descriptions to more clearly incorporate Health IT and quality-related responsibilities.  The matrix provides responsibilities across three categories of roles:  Medical Leadership, Quality, and Health IT.  It differentiates these responsibilities based on typical job functions (e.g., Quality Improvement, Compliance, Meaningful Use).    This tool is helpful in two distinct ways. First, the matrix can provide language to modify existing job descriptions to ensure that for each function, responsibilities are articulated across all appropriate health center roles. Second, the matrix can help an organization that has determined the need for additional Quality and Health IT staff, such as a Data Analyst or Quality Coordinator.  The tool can assist in determining which functions will be incorporated into the new role, and then developing the job description from the chosen functions. More Details...

Hiring for Team Fit (2017). This archived webinar recording explains the importance of hiring for "Team Fit" to the patient experience and describes best practice examples for hiring for "Team Fit" More Details...

This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) as part of an award totaling $6,375,000 with 0 percentage financed with non-governmental sources. The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by HRSA, HHS, or the U.S. Government. For more information, please visit HRSA.gov.