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The World Health Organization estimates a shortfall of 10 million healthcare workers by 2030 mostly in low- and middle-income countries. There is currently a gross under-investment in education and training, and upskilling and reskilling current health workforce. A competent and capable public health workforce is quintessential to carry out routine and emergency public health functions within NPHIs. Many NPHI strategic plans identify Public Health Workforce challenges, but there are seldom plans in place to ensure that workforce challenges and gaps can be met.
Module Goal
Module Goal
Develop guidance, tools, and workforce planning approaches to analyze, attract, retain, and nurture talent to meet current and future public health needs to effectively deliver on core NPHI functions.
Module Objectives
Module Objectives
Provide tools to analyze and articulate current and future workforce needs (capabilities and capacity) based on identified core public health functions
Set the strategic direction of an NPHI’s workforce plan to ensure alignment with NPHI’s vision, mission, structure, and core public health functions
Complete workforce analyses to assess and define the current workforce, the future workforce, and gaps between the two for one job function
Provide guidance to identify strategies that address key workforce gaps and begin the development of a workforce development plan
Module Steps
Module Steps
The module begins with an initial assessment of where NPHIs are in the workforce planning process. Facilitators then select from a suite of tools and activities tailored to the status of an NPHIs workforce planning process to ensure it is aligned with the mission, goals, and core functions to align with workforce planning planning process and their specific requests.
The next step is to complete a supply analysis for the current workforce, including numbers of different public health cadres, kill sets, and competencies to profile the NPHI’s current workforce. This step in the module contains guidance and templates for developing and administering and presenting the findings of a workforce survey.
After assessing workforce supply, it is important to conduct a demand analysis to forecast the need for current and future workforce. This step outlines an activity in which NPHI’s assess their strategic plan to determine if they currently have the right capacity (staff numbers) and capability (staff skills).
Once the supply and demand analyses are completed, the next step is to compare the results from each to identify and prioritize the gaps between the NPHI’s current workforce and the future desired workforce state.
After determining gaps and prioritizing them, it is time for an NPHI to action plan. This step included an action plan template and presentation reviewing best practices for workforce planning and development.
OPTIONAL: Culture, Core Values, and Workforce
OPTIONAL: Culture, Core Values, and Workforce
After determining gaps and prioritizing them, it is time for an NPHI to action plan. This step included an action plan template and presentation reviewing best practices for workforce planning and development.
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