Resource Search Results

STAR² Talks Compensation Planning (2019). Resource Type: Archived Webinar. Description: 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...

Recruiting, Training, and Retaining LGBTQ-Proficient Clinical Providers: A Workforce Development Toolkit (2019). Resource Type: Publication. Description: As lesbian, gay, bisexual, transgender, and queer (LGBTQ) people increasingly access care at health centers, the clinical workforce needs to be prepared to meet the unique health needs of LGBTQ patients. Finding LGBTQ-proficient providers, however, can present a challenge, especially outside major metropolitan areas.In this toolkit, we provide tips and strategies for: 1)Recruiting providers who are either already proficient in LGBTQ health care, or who demonstrate an interest in, and capacity for proficiency in LGBTQ health care; 2) Developing the knowledge and skills of providers to care for LGBTQ patients through training and other professional development opportunities, and; 3)Implementing changes to workplace culture, policies, and processes in order to retain LGBTQ-proficient providers. More Details...

Effective Onboarding Strategies (2018). Resource Type: E-Learning. Description: 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...

Administrative Strategies for Increasing Retention (2018). Resource Type: E-Learning. Description: This course focuses on steps you can take to increase retention at your health center. There are many things you can do to increase retention at your health center. While there is not a "one size fits all" recipe to increase retention, it is important to look at all aspects of retention. More Details...

Recruitment & Retention Case Studies: Stories from the Field (2018). Resource Type: Publication. Description: 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...

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

2017 Compensation Strategy Webinar Series (2017). Resource Type: Archived Webinar. Description: This four-part webinar series was hosted in 2017 by the STAR² Center with presenter Ed Ura of Merces consulting. More Details...

Staffing Models, Program Elements, and Performance Expectations: A HITEQ Center Resource (2017). Resource Type: Publication. Description: 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...

Orientation Follow-up Survey (2016). Resource Type: Publication. Description: This follow up survey is given to the employee following the first 2-4 months of employment. This follow up survey is given to the employee following the first 2-4 months of employment. This information is used to inform the supervisor how helpful the orientation was and what, if any, information was missing. It can help improve the new employee orientation for future employees. More Details...

New Employee Orientation Evaluation Form (2016). Resource Type: Publication. Description: 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...

Benefits and Tools for Onboarding and Orientation of New Staff Members: Guidance and Methods for Health Centers (2016). Resource Type: Publication. Description: This document outlines the ways in which effective onboarding and orientation methods will result in shorter learning curves, improved job satisfaction, and improved retention.  This document outlines the ways in which effective onboarding and orientation methods will result in shorter learning curves, improved job satisfaction, and improved retention. It then provides explicit direction for how to organize an effective process, complete with checklists for supervisors to use to plan the process, and surveys for the employee to fill out immediately following the orientation and then again 2-4 months afterwards. More Details...

Workforce Self-Assessment Tool (2015). Resource Type: Toolkit. Description: This self-assessment tool (updated in 2022) has been designed to assist your health center in exploring your organization’s strengths and challenges in your workforce program. More Details...

Strategies for Mitigating Burnout Among the Health Center Workforce (0024). Resource Type: Publication. Description: As the health center workforce continues to struggle with burnout, it is imperative for leadership to understand its root causes and the psychological, behavioral, and physical effects it has on staff. It is crucial for health center leadership to make needed organizational changes that address this growing problem. While burnout among the healthcare workforce is not new, it continues to have very serious implications for the workforce and organizations. This factsheet will provide insight into the way burnout continues to plague employees across all roles of an organization. Through a high-level overview of this workplace and system phenomenon, individuals will gain a better understanding of how to recognize and mitigate burnout, while also exploring concrete examples that support staff well-being through the implementation of organizational changes that prioritize wellness and the needs of the health center workforce. More Details...

The Evolving Role of Nurse Practitioners in Health Centers and Considerations for Provider Satisfaction (44348). Resource Type: Publication. Description: This publication discusses the evolving role of nurse practitioners and reccomendations to improve job satisfaction and prevent burnout. More Details...