NEW RESOURCE: CDC and FDA Recommendation to Pause Use of Johnson & Johnson COVID-19 Vaccine (Talking Points)

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COVID-19 Vaccination Clinic Implementation Toolkit (2021). This is a toolkit for decision-makers and implementers of vaccine clinics. Our goal was to create a “vaccination clinic in a box” that could be replicated in, and tailored to, many types of settings. The guide includes prompts for questions you may need to ask, examples of many types of documents that you may need (and information about where to find more documentation), and lessons-learned from our experience. More Details...

COVID-19 Vaccine Communication: Electronic Patient Engagement Vendor Discussion: HITEQ and WELL Health vendor discussion event (2021). View a brief presentation by HITEQ and WELL Health followed by facilitated questions and discussion on their electronic patient engagement platform and the features within the platform that can assist health centers with COVID vaccine communication and dissemination. 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...

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...

STAR² Talks Compensation Planning (2019). Are you looking to update your current compensation plan but just don’t know where to begin? Review this webinar series hosted by ACU’s STAR² Center!  This series took a look at all things compensation including the finances of provider recruitment and retention, internal engagement about compensation plans, developing a compensation plan, provider incentive plans, rolling out your compensation plan and how to stay involved in the conversation about compensation.  More Details...

Recruitment Budget (2019). In this course we will take a closer look at the expenses associated with the recruitment process. It is important to know how much it costs you to hire an employee and through this course we will prepare you to budget for those expenses. While many of these costs can be associated with hiring any employee, this course will look at the costs associated with hiring a clinical provider at your organization. More Details...

Effective Onboarding Strategies (2018). This is a course about the important topic of onboarding. You'll learn the differences between orientation and onboarding, why onboarding is a vital part of retaining your employees and even gain ideas about implementing your own onboarding program. More Details...

Building the Recruitment Team (2019). In this course you will learn how to put together your recruitment team and who should be involved in the recruitment process. We'll highlight that recruitment is an organizational effort. More Details...

NNOHA Health Center Workforce Survey Analysis of 2018 Results (2018). NNOHA conducts a survey every 5 years to its members on the trends of the dental workforce in health centers. The most recent survey is from 2018. This document provides an analysis of the results from this survey. More Details...

Workforce Self-Assessment Tool (2015). The Self-Assessment Tool’s primary purpose is to help you identify strategies that may improve your success with provider recruitment and retention. Using your responses, the Self-Assessment Tool will provide brief recommendations on those topics you might want to pursue. Many topics covered in the tool have corresponding resources in the STAR² Center resource center, and the tool can inform TA provided to the health centers. The report generated from this tool can be used with the individual health center recruitment and retention profile to paint a comprehensive picture of workforce challenges at an organization and next steps to address those challenges. More Details...

Staffing Models, Program Elements, and Performance Expectations: A HITEQ Center Resource (2017). The following document describes Quality and HIT staffing models for a low, middle, and high resourced health centers.  These models are intended to be both normative (e.g., How does my middle resource health center compare? Do I have all of these positions covered?) and aspirational (e.g., What benefits could we get if we move to the next level?).  The following document describes Quality and HIT staffing models for a low, middle, and high resourced health centers.  These models are intended to be both normative (e.g., How does my middle resource health center compare? Do I have all of these positions covered?) and aspirational (e.g., What benefits could we get if we move to the next level?).  Each model includes: Descriptions of staff Critical quality program elements at each stage How incentive payments could be allocated, and Performance expectations.  The model includes factors to consider when moving between stages and a staff position glossary to help define the different positions. As anyone who has worked in health centers knows, health centers are highly variable.  For this reason, this document is meant to help executives and quality staff think more deeply about their quality program.  It is not intended to be a literal guide. More Details...

Screening and Interviewing Candidates (2018). In this course, we will walk through the steps of the recruitment processes involving phone screening and interviewing candidates. More Details...

Resource Center (2017). Over 250 resources on workforce sortable by topic and/or content type More Details...

Report: The Financial Impact of Workforce (2018). This report covers the costs associated with a provider vacancy at a health center beyond the dollar value and provides recommendations for steps to bolster a plan for recruitment and retention to avoid these costs in the future. More Details...

Recruitment & Retention Case Studies: Stories from the Field (2018). This report is the result of interviews conducted in March 2017 with staff at five health centers around the country who have dealt with a variety of specific challenges in their recruitment and retention efforts. Documenting the challenges faced by these health centers the report, details the interventions that have been employed to address them, and the processes and resources that were helpful in implementing these interventions. Each interviewee stressed that their “best practices” are a work in progress and that they are constantly looking to improve. More Details...

Professional Organizations and Associations for Health IT/Quality Staff: Resource Listing and Background (2016). This is a list of professional and industry organizations and associations that can serve as a resource for staff interested in Health IT and quality and for those wanting to become more immersed in the field. Some of these may be appropriate for staff to join. This is a list of professional and industry organizations and associations that can serve as a resource for staff interested in Health IT and quality and for those wanting to become more immersed in the field. Some of these may be appropriate for staff to join. They offer resources such as training, conferences, research, literature, networking, and in some cases, certification. More Details...

New Employee Orientation Evaluation Form (2016). This is an evaluation form to give to a new employee immediately following the orientation program. This is an evaluation form to give to a new employee immediately following the orientation program. The feedback generated from its completion will help the supervisor learn what can be done to make the orientation more effective in the future for future employees as well as on what topics the new employee still may need clarification. More Details...

Job Postings: A template for Human Resources and Hiring Managers (2016). The following resource provides links to organizations that include job postings for Health IT and Quality jobs. This may be helpful to those both seeking employment or simply looking to learn more about the field and the kinds of positions that are available. The following resource provides links to organizations that include job postings for Health IT and Quality jobs. This may be helpful to those both seeking employment or simply looking to learn more about the field and the kinds of positions that are available. Job titles are not standard across the industry so perusing the various job openings will give a sense of the types of functions people perform in the Health IT/Quality area. In addition, employers may post openings on many of these sites. More Details...

How To Get Care at Your Health Center Tool  (2015). To support health centers’ outreach and registration efforts, NCFH has created an educational tool titled How to Get Care at Your Health Center. With the use of photos, this easy-to-read, 4-page brochure, explains to patients the steps they should follow to access services at the health center and have a good experience during their visit. It guides the reader on making and get ready for an appointment, what to expect during the visit, and how to pay for services. More Details...

Hiring Test to Screen Possible Candidates for Data Knowledge: Gauging an Applicant’s Basic Data Knowledge and Abilities (2016). This test is intended to gauge an applicant’s basic data knowledge and abilities.  Applicants are to go through all the tabs in order and follow the instructions in the red boxes. Included is an answer key that accompanies the Hiring Test. After giving a candidate the test, the hiring manager can use the Answer key to assess how the candidate did on the test. This test is intended to gauge an applicant’s basic data knowledge and abilities.  Applicants are to go through all the tabs in order and follow the instructions in the red boxes.  Hiring managers can administer this test as they see fit: they can email it to the applicant after a phone interview to see if they want to offer them an in-person or second interview it can be completed after the interview to determine whether the applicant has the basic skills needed for the position if the person is the right choice for the company because of mission-fit and soft skills, it can be used as a training assessment This also allows employees to assess if the job is the right fit for them. Note: Patients listed are fictitious examples 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.