Health Care Initiative by wangnianwu


									U.S. Department of Labor’s,
Apprenticeship Training,
Employer and Labor Services

Health Care Initiative
Health Care Initiative
     Analysis has determined that we are
 heading for a healthcare crisis. The
 Secretary of Labor has deemed that the
 healthcare profession needs assistance with
 this pending crisis and that the Registered
 Apprenticeship Model can assist by
 providing another training methodology.
Health Care Initiative recognizes:
¨ The Healthcare Profession makes an enormous
  contribution to the nation’s economy and quality
  of life.
¨ The growth of healthcare professionals and the
  aging population are diametrically opposed. Hence
  there is a much greater need for more healthcare
  professionals than ever before.
¨ Traditional training methodologies cannot keep up
  with the needed capacity to maintain status quo.
¨ Both the capacity issue and the need for greater
  reciprocity and portability of credentials are
  critical to the future economic health and well-
  being of our nation.
      Economic Development
¨ Healthcare facilities are critical to any
  community. They provide emergency
  services and sustain the overall health of the
  populace through preventive care. They also
  provide economic stability for the
     Workforce Development
¨ Adequate staffing can be problematic.
¨ Traditional methods of competing with
  other businesses for a small or diminished
  talent pool is costly to all concerned.
¨ Recruiting individuals through training or
  monetary enticements is also costly and can
  be ineffective in the long run.
      Predictors of Success
¨ Traditional methods of   ¨ Hands-on experience
  hiring are based on        is recognized as a
  degree attainment and      valuable indicator, but
  professional               how can it be
  certifications. While      measured with any
  both are critical          amount of certainty or
  elements, they are not     standardization that
  always strong              employers can readily
  indicators of high         recognize?
      Proven Training Strategy
¨ The best method for attaining high performance is
  to have a cohesive process which links all three
  elements: degree, certifications, and a
  standardized process of delivering and measuring
  hands-on/on-the-job learning (OJL).
¨ For decades, Registered Apprenticeship Programs
  have been successful using the 2-pronged method
  of combining both OJL and classroom theory.
  Professional Competency Levels
¨ Consider a bell curve
  showing a normal or
  representing a current
¨ The far left 1/3
  represents those having
  no knowledge up to a
  basic skill level.
 Professional Competency Levels
¨ The middle 1/3
  represents staff who
  fall somewhere
  between basic and
¨ The far right 1/3
  represents those
  considered to be
  competent to highly
Professional Competency Levels
¨ Now consider the workforce pool of
  candidates applying to your institution.
  Where exactly do they fall within the
¨ How reliable are those resumes and/or
  degrees in accurately assessing their skill
¨ How well will they perform on the job?
Professional Competency Levels
                    ¨ What if the
                      skewed thus
                      increasing the
                      left 1/3 group?
     Ideal Conditions
¨ The ideal situation would be to have every
  professional you hire be able to perform at
  the exact level presented on their resume.

¨ Likewise, it would be wonderful to have a
  standard competency level established by
  the employer with a plan to support and
  implement that standard.
Registered Apprenticeship Model
¨ This highly flexible system of training
  allows the employer to establish the
  standards of proficiency required of their
¨ Both internal and external factors are taken
  into account when establishing those
  standards of proficiency.
¨ Local and national partnerships are
Standards of Proficiency
¨ Formal classroom education/related training
  is a necessary standard in the healthcare
  profession. For the purposes of this training
  model, this component can occur
  simultaneously with the other components.
¨ On-the-Job Learning occurs during full-time
  employment of the intern.
¨ Certifications can come from either an
  association or a product vendor.
Internal/External Factors
¨ Budgetary constraints
¨ Community demands
¨ Availability of training delivery agents
¨ Workforce (unemployed, underemployed)
¨ Staffing needs and limitations
¨ Legislative limitations
It is the combination of….
¨ Subject knowledge   …that leads to a
                       full learning
¨ Task knowledge       experience for
                       each student and
¨ Task performance…    ensures the
                       attainment of
  Sample CNA to LVN Career Lattice
                                        Pathways into Apprenticeship
 Certified Nurse Aide (CNA)             üCurrent   employees
                                        üWorkforce    Dev. Center One-stop
                                        üHigh    School Career Pathways
Nurse Assistant
                                        üTexas    Job Corps
Work Process (2000 hrs)
                                        üRural   Health Aide/CNA
Related Instruction: Competency-based
Delivery Methods: Classroom,
Telemedicine, Interactive Courseware,     Serve as Nurse Assistant for 6
Self-Study                                months to 1+ years
USDOL Certificate of Completion

Licensed Vocational Nurse
Work Process (2000 hrs)                    Serve as LVN for 1 year minimum
Credit for Previous Experience
Related Instruction: Competency-based
USDOL Certificate of Completion             Registered Nurse training
Stakeholders and Partners
 There can be any number or combinations of
  partnerships in this process.

 –   Colleges and Universities
 –   Independent School District
 –   Workforce Development Boards
 –   AHEC - Area Health Education Centers
 –   US Dept of Labor, ETA, ATELS
 –   Chambers of Commerce
 –   SER - Jobs for Progress National, Inc.
¨ For the purpose of
  simplicity, consider
  the 5 planes of a

¨ It is considered one of
  the strongest structural
  shapes known.
¨ Employers are the base!

¨ They provide one of the key elements: On-
  the-job learning.

¨ They also help to ensure stability and
  motivation through a progressive wage
Related Training Providers
¨ Related Training Providers are also a major
  player in the success of this model!
¨ They provide the theory so necessary to
  comprehensive learning.
¨ Sometimes we need to bring the classroom
  to the student through distance learning.
¨ For highly-specific technology, the training
  may need to come from a vendor via a CD-
  Rom or some other method.
¨ Of course, we couldn’t possibly forget the other
  critical player – the Intern!
¨ In today’s tough job market, it is easier and more
  advantageous to “grow your own”!
¨ Where will they come from?

   Ø Current employees
   Ø Under-employed
   Ø Unemployed
   Ø School-to-Apprenticeship programs

¨ AHEC - Area Health Education Centers
¨ SER - Jobsfor Progress National, Inc.
¨ Colleges and Universities
¨ Independent School District
¨ Workforce Development Boards
¨ Chambers of Commerce
¨ An Apprenticeship & Training
 Representative will provide technical
 assistance throughout the process of
 registering your training program with the
 Department of Labor.
A solid structure to build on!
                  ¨ Employer

                  ¨ Related training

                  ¨ Intern

                  ¨ Partners

                  ¨ Consultants
A Win-Win solution!
¨We’re not successful if you’re
 not! It’s that simple.

¨All parties win…especially the
 public we serve!
For Further Information:
Toni M. Dean
Apprenticeship & Training Representative
Thank you!

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