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Background. By 2023, 1,080,000 cases of COVID-19 have been reported in Harris County. Systemic inequity and vaccine hesitancy have contributed to COVID-19 disparities. Community Health Workers provide health education and instrumental support to alleviate health disparities among vulnerable communities. We conducted an analysis of Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis in June 2022 among a broad coalition of Community Health Work stakeholders to better understand the local landscape in the context of the COVID-19 pandemic. Methods. We recruited 33 community health workers and industry stakeholders in Harris County, Texas, to participate in the SWOT analysis. Participants were asked to describe their opinions on the SWOT facing the Community Health Work landscape and then rank the outcomes of the analysis to prioritize action. Results. A total of 19 themes were identified. Weaknesses included lack of respect and resources for Community Health Workers and poor coordination and capacity among the workforce infrastructure. Limited funding and lack of appreciation for Community Health Workers were deemed important threats. Diversity and community connection were critical strengths, and strong education, training, and raising awareness for community health work were considered opportunities to overcome identified weaknesses and threats. Discussion. Increased funding, greater coordination, greater respect, and amplified training can improve capacity for Community Health Workers and, therefore, improve public health outcomes for respiratory illness and viral infections such as COVID-19. This analysis helps fill an important research gap on the topic Community Health Workers responding to public health crises with racially disparate outcomes. [ABSTRACT FROM AUTHOR]

Unmet health-related social needs contribute to high morbidity and poor population health. Improving social conditions are likely to reduce health disparities and improve the health of the overall U.S. population. The primary objective of this article is to describe an innovative workforce model, called Regional Health Connectors (RHCs), and how they address health-related social needs in Colorado. This is a program evaluation that analyzed field notes and interview data from 2021-2022. We applied our findings to the framework developed by the National Academies of Sciences, Engineering, and Medicine's (NASEM's) report on strengthening social care integration into health care (2019). We found that RHCs address the following health-related social needs most commonly: food insecurity (n = 18 of 21 regions or 85% of all regions), housing (n = 17 or 81% of all regions), transportation (n = 11 or 52% of all regions), employment opportunities (n = 10 or 48% of all regions), and income/financial assistance (n = 11 or 52% of all regions). RHCs interacted across many sectors to address health-related social needs and provided multiple types of support to primary care practices at the organizational level. Examples of emerging impact of RHCs are described and mapped onto the NASEM framework. Findings from this program evaluation add to the growing landscape of knowledge and importance of detecting and addressing health-related social needs. We conclude that RHCs are a unique and emerging workforce that addresses multiple domains needed to integrate social care into health care. [ABSTRACT FROM AUTHOR]

At Te Kunenga ki Pūrehuroa (Massey University), Aotearoa New Zealand, we have declared our stance as a Te Tiriti o Waitangi-led institution. This necessitates the embodiment and enactment of the principles and provisions of Te Tiriti o Waitangi and the embedding of Indigenous Māori knowledge, values and belief systems in curriculum design and implementation. This article outlines the beginning of our journey toward indigenizing our postgraduate public health curriculum at Te Kunenga ki Pūrehuroa. We describe the redevelopment of the Master of Public Health curriculum that embeds mātauranga Māori (Māori knowledge), te reo Māori (Māori language), tikanga Māori (Māori values and belief systems), and Māori pedagogy (culturally sustaining teaching and learning practices). Here, we focus on how curriculum redevelopment and pedagogy have enabled the utility of Māori knowledge and processes to be reflected at every level of the program and give life and relevancy to Te Tiriti o Waitangi. Te Tiriti o Waitangi guides our teaching practice and ensures that students can safely develop their confidence in Māori ways of knowing, being, and doing to effectively partner with Māori as Tangata Whenua. Our program aims to produce agentic graduates who are champions and advocates for Māori aspirations in health. [ABSTRACT FROM AUTHOR]

Cardiovascular disease (CVD) and stroke are major contributors to chronic disease burden in the United States. Despite the high prevalence of stroke, 90% of all stroke events are preventable and can be attributed to seven key modifiable risk factors (MRFs)—high blood pressure (BP), high cholesterol, diabetes mellitus (DM), smoking, obesity, unhealthy diet, and physical inactivity. In the United States, stroke prevention interventions led by community health workers (CHWs) have been proven to be highly effective in preventing the onset of MRFs. We conducted a scoping review of the competency assessment methods used in CVD and stroke-focused CHW training programs. We searched six online databases: PubMed, Cochrane, CINAHL, Embase, Web of Science, and HaPI, from all available years until January 2021. Of the 1,774 initial articles found, we identified 30 eligible articles to be included in the review. Nine of these studies used previously validated instruments, whereas the remaining 21 studies used tools from the training curriculum or independently developed instruments. Only five of these validated tools reported psychometric properties; none of them were designed for the CHW population. Our scoping review of literature revealed that CHW-specific competency assessment methods were limited, with few or no domain-referenced tools on CVD or stroke risk factors that complied with established measurement standards. We conclude that there is an urgent need for the development of a comprehensive and valid assessment instrument in CVD and stroke prevention to evaluate CHW performance and optimize their credibility, representing important first steps toward integrating CHWs into health care systems. [ABSTRACT FROM AUTHOR]

The California Community College (CCC), the largest system of higher education and provider of workforce training in the nation, serves approximately 2.1 million students across its 116 campuses. CCCs work to reduce barriers to academic success by providing mental health services (MHS). However, CCCs provide MHS on a short-term model because of limited staffing and high demand with most campuses placing a restriction of six to eight sessions per academic term. A referral list of local agencies is typically provided for students who need continued care, though students often do not know how to explore options or navigate their health insurance benefits. During the 2020-2021 academic year, an MH navigator program was piloted at four community colleges in a San Francisco Bay Area county. Participants included 10 students with academic/career interests in social work, nursing, and the social sciences. Fall Semester 2020 focused on increasing students' knowledge on mental health topics, while Spring Semester 2021 focused on experiential learning through case management of student clients. The navigator pilot program showed promising results with navigators gaining practical experience and exposure to mental health careers while assisting their peers from campus-based to community-based care. Future efforts will focus on cultivating stronger relationships between navigators and MH liaisons. Doing so will help staff develop greater familiarity of the navigator's role, thus ensuring an increase in usage of its services and allowing the student–client a smoother transitioning experience from campus-based to community-based care. [ABSTRACT FROM AUTHOR]

A decline in the HIV workforce has led to a crisis of insufficient expertise to manage people with HIV (PWH), roughly a quarter of whom are coinfected with hepatitis C. Task shifting to nonspecialist providers can contribute to solving the HIV workforce shortage problem, but nonspecialist providers require sufficient training and support to acquire and retain the necessary knowledge and skills. Digital tools including mobile applications (apps) and telementoring which utilizes telecommunication technology for education and skill acquisition can be used for professional development. Described is the development and dissemination of a mobile app specifically for providers managing HIV/HCV coinfection in the United States. The app, through provider professional development, facilitates access to curative HCV treatment in PWH, encourages integration of HCV care into primary care and contributes to national goals to eliminate HIV and viral hepatitis by 2030. [ABSTRACT FROM AUTHOR]

As public health practitioners and program evaluators for a state health department, we look forward to public health conferences for the opportunity to hear from leaders in the field and inform our own practice. While we feel that most presentations describe the work and why it matters, many of us leave sessions thinking, "Now what?" In other words, how do we apply what we learned to public health practice? As American Public Health Association (APHA) looks to celebrate its 150th year in 2022, now is an ideal time to focus on expanding the impact of our work. We offer several suggestions for how conference presenters can make their work more applicable to public health practitioners. We ground our recommendations in John Driscoll's reflective model for health care practitioners. This framework guides the audience through three questions designed to move from a description of what happened ("what?") to the potential significance of their findings ("so what?") and finally to the actions we can take as a result ("now what?"). These strategies are meant to help presenters describe processes and implications in addition to outcomes and theory. We hope that public health professionals can continue to look to the APHA Annual Meeting and other public health conferences as not only sources of innovative research but also as forums for practitioners to share the practical applications of their work. [ABSTRACT FROM AUTHOR]

Although great progress has been made to define the field of health education and provide a voluntary certification system for professionals, research about the governmental health educator and health education specialist workforce is limited. The 2017 PH WINS (Public Health Workforce Interests and Needs Survey) provides valuable data on understanding the workforce demographics, attitudes, and training needs of governmental public health workers, including health educators, and informs future investments in workforce development efforts nationally. The purpose of this article is to examine demographics, job engagement and satisfaction, training needs, certification, and other characteristics of health educators and certified health education specialists (CHES) from PH WINS. We analyzed the data to describe the health educator workforce and compared it with the national governmental workforce across a range of variables. Compared with the national 2017 PH WINS sample, health educators were relatively younger, more ethnically diverse, more likely to be educated with an advanced degree, and were predominately employed in local versus state public health agencies. Health educators sampled were significantly more knowledgeable of all public health concepts compared with the national 2017 PH WINS respondent workforce. Comparison of CHES versus non-CHES professionals is also provided, along with practice and policy implications based on the data. This is the first detailed analyses of health educators in state and local health departments, with important findings and implications related to workforce composition, satisfaction, retention, and training. Further cross-sectional workforce research is needed to understand the current strengths and gaps in the health education workforce. [ABSTRACT FROM AUTHOR]

Navigating a tenure-track position can sometimes feel like walking the high wire, teetering from side to side wondering when that next overload course, research paper, or service project will topple you from your scholarly perch. Many of these positions lack significant formalized mentorship and guidance to help navigate and balance the workload of academia. Even with experience, the tenure and promotion process can be ambiguous. Workload balance is imperative to achieve tenure and promotion. Once you are in a tenure-track position, it is important to balance and understand the tenure and promotion process and its value. We provide a roadmap for early career academic professionals on how to balance their teaching, research, and service to obtain tenure and promotion. We inform the next generation of academicians about how researchers address public health problems through teaching, scholarship, and service. Finally, we explore five critical areas relevant to successful tenure and promotion: (a) classification and organizational culture, (b) the "Big Three" (teaching, research, and service), (c) professional development and network, (d) mentorship, and (e) work–life balance. [ABSTRACT FROM AUTHOR]

Capacity building and training help empower the community and population health organizations to partner with local health departments and collaboratively design multisectoral interventions that account for the complexity of public health and health promotion challenges in the era of COVID-19 and beyond. Ideally, training programs should be informed by an understanding of the needs and priorities of the professionals for whom they are intended. This brief report focuses on the results of a pilot online survey conducted as part of a larger pilot study by the New York State Association of County Health Officials and the Region 2 Public Health Training Center among population and community health professionals (n = 27) from four counties in New York State during the COVID-19 pandemic. Survey participants included a diverse group of staff members from various large and small nonprofit organizations, federally qualified health centers, academic institutions, hospitals, and insurers. Survey findings provide preliminary insights into the extent to which these organizations have been involved in the COVID-19 response in partnership with LHDs, barriers they faced in responding to the needs of the populations they serve and adjusting their work routines/operations to COVID-19 guidelines, and their top emerging organizational and training needs. Lessons learned from conducting an online survey during a public health emergency and implications for future training interventions for population and community health professionals are also discussed within the context of promoting multisectoral collaboration with local health departments, solving complex public health problems, and advancing health equity. [ABSTRACT FROM AUTHOR]

The treatment and cure of hepatitis C (HCV) in people with HIV is particularly important as progression of their liver disease is quicker compared with those who have HCV monoinfection. Innovative approaches are needed to maximize access to curative HCV treatment. Integration of HCV care into HIV primary care with education and support of nonspecialist providers via telementoring offers a solution to specialist workforce shortages. Using focus group qualitative methodology, health care workers' perspectives regarding this approach, particularly with the Extension for Community Healthcare Outcomes (ECHO) telementoring model, were obtained and are described. Successful integration of HCV care into HIV primary care has demonstrated benefits to patients, including allowing them to remain in their medical home for care. Factors beyond disease that influence their health and wellbeing must also be considered. [ABSTRACT FROM AUTHOR]

Black women are change agents actively working within their power to combat systemic racism in academia, while constantly battling injustices. Understanding lived realities and experiences of racial ethnic minority women as "outsiders within" is crucial for confronting long-standing racism embedded within academic spaces. Institutions may be outwardly addressing racial injustice, and perpetuating injustices internally, whether known or unknown. Using a relational dialectics framework and letter writing style, the purpose of this commentary is to describe the complexities present in experiences of Black women as they navigate academia as change agents, from the perspectives of tenure track and tenured faculty members in predominately White institutions. Black women academics contend with the push and pull of being in relationship with students, colleagues, and predominately White institutions; these tensions illuminate the experience of both/and-ness creating a constant presence of uncertainty/certainty, pushing/pivoting, and conforming/disrupting among others. Black women faculty are actively working to overcome barriers in research and practice and actively recognizing how racism is acting in academic settings. Black women are dealing with their own personal/professional situations, while also advocating interpersonally through mentorship, institutionally through incorporating underrepresented voices in research/practice, and strategically through addressing policies prompting action. This commentary shares the breadth, scope, and uniqueness of Black women experiences in higher education. This article concludes with implications for practice, including utilizing dialectic introspection to illuminate Black women, disrupting the norm by utilizing letters to center Black women, and building collectives to foster connections. [ABSTRACT FROM AUTHOR]

In this descriptive case series, we detail the theoretical basis, methodology, and impact of a small-scale pilot implementation of graphic medicine workshops as an innovative approach to well-being and resilience in the age of COVID-19 and increasing awareness of racial injustice. The data provided in this article are anecdotal and based on participation in the workshops. Images created during the workshops are also shared as examples of the types of reflection that graphic medicine can enable. The workshops themselves were designed collaboratively and are based on the theoretical principles of graphic medicine, narrative medicine, and racial and social justice. They were conducted as part of a larger wellness initiative and were offered to health care-focused faculty at our academic medical institution. Our findings suggest that this was a beneficial activity which helped participants to reflect and reconsider their experiences with the COVID-19 pandemic and surging awareness of racial injustice. Reflections also showed that drawings were correlated with ProQOL scores and may, in larger numbers, also help to mitigate or bring attention to issues of burnout in frontline providers. Drawings shared show the tremendous impact of COVID-19 and the simultaneous chaos and emptiness of practicing during dual pandemics. Our workshops engaged about 20 frontline health care providers and other health care faculty and highlight the utility of graphic medicine as a tool for building resilience and encouraging self-reflection. Further study is necessary, as is more rigorous analysis of the relationship between the graphics created and the ability to recognize and mitigate burnout. [ABSTRACT FROM AUTHOR]

Low racial/ethnic diversity among public health academics undermines our research, teaching, and practice. One important step for addressing this problem is to increase the diversity of applicant pools for open faculty positions. In this commentary, we share our experience conducting a tenure-track faculty search at a large public university. Through consultation with leaders within and beyond our school, we identified strategies to maintain a diverse pool of applicants across the search process. These strategies were to (a) convene and train well-rounded teams, including equity advocates, (b) write and advertise job announcements to welcome diverse applicants, (c) set and monitor data-informed diversity goals, and (d) evaluate applicants equitably. For each strategy, we share available data and resources. Although much work remains, search committees can benefit from emerging best practices in hiring to recruit applicants who better reflect the vibrant diversity of the students and communities that public health seeks to serve. [ABSTRACT FROM AUTHOR]

Background: Five data-to-action workshops were conducted during 2016–2019 with participants from 38 countries. The purpose of the workshops is to use data to inform and disseminate tobacco prevention and control strategies. We evaluated the workshops using the Kirkpatrick Model for evaluation of trainings. Methods: We evaluated the data-to-action workshops in three topic areas: (1) if the workshop was clear, useful, engaging, and relevant to the participant's work, (2) self-reported knowledge and skills for tobacco control topics, and (3) intention to apply the knowledge learned. We used nonparametric tests (one-sided Wilcoxon signed-rank test) and conducted descriptive analysis to assess the difference between pre- and postworkshop scores in each topic area. Free text data from open-ended responses were analyzed in Excel using thematic content analysis. Results: Participants reported the workshop had a clear purpose (93.6%, n = 73), was well organized (94.9%, n = 74), and relevant to their work (96.2%, n = 76). There was a statistically significant increase in median learning scores across all three knowledge and five skills topic areas (p < 0.05); more than 95% of participants intended to apply the knowledge they obtained during the workshop and planned to perform new skills learned in the workshop. Conclusions: Programs interested in replicating a similar successful model may incorporate a mix of modes of instruction and hands-on experiences, as well as focus on the selection of the right audience, for their workshops. These workshops pose an opportunity for countries to enhance use and dissemination of their tobacco control data. [ABSTRACT FROM AUTHOR]

Latinx is the largest minority population group in the United States and disproportionately affected by health disparities. Efforts to address such health disparities require a concerted, multipronged approach that should involve training the next generation of Latinx health professionals to become part of a culturally competent workforce. This article describes a formative assessment of a faculty mentored undergraduate research program at the University Massachusetts–Boston, called " Avancemos! : Advancing Research Skills and Professional Career Opportunities in Health Sciences for Latinx Undergraduate Students" designed to provide mentorship, research training, and professional career development skills for undergraduate Latinx students. We employed a mixed-method approach in the formative assessment of the program. Our results showed that over the course of four academic semesters the program served a majority female, first-generation, immigrant low-income Latinx undergraduate students. Our qualitative assessment of students' perceived benefits of participation in the program suggests positive effects on a number of areas including the acquisition of concrete and marketable research skills, enhanced understanding and application of knowledge gained in other courses, increased network, enhanced sense of belonging to the academic community, increased professional self-confidence, and enhanced preparedness and plans to pursue graduate studies. Furthermore, our findings suggest that participation in community-engaged research activities offered opportunities for students to realize the role research plays in reducing health disparities. Faculty-mentored undergraduate research programs such as the Avancemos! offer essential opportunities to build partnerships between academia and underserved Latinx communities to address health disparities, while contributing to the development of culturally competent health professions workforce. [ABSTRACT FROM AUTHOR]

Reducing health disparities is a national public health priority. Latinos represent the largest racial/ethnic minority group in the United States and suffer disproportionately from poor health outcomes, including cardiovascular disease risk. Academic training programs are an opportunity for reducing health disparities, in part by increasing the diversity of the public health workforce and by incorporating training designed to develop a skill set to address health disparities. This article describes the Training and Career Development Program at the UCLA Center for Population Health and Health Disparities: a multilevel, transdisciplinary training program that uses a community-engaged approach to reduce cardiovascular disease risk in two urban Mexican American communities. Results suggest that this program is effective in enhancing the skill sets of traditionally underrepresented students to become health disparities researchers and practitioners.

A bystander to racial violence is conventionally thought of as someone who witnesses an overt act of racial oppression at the interpersonal level, such as police brutality. However, racial violence in health research, pedagogy, and practice often shows up more covertly, like through epistemic injustice, deficits-based framing, and racial essentialism. We aim to expand how we think about bystanders and perpetrators of racial violence within health institutions, and how antiracism bystander behavioral approaches can be deployed to intervene against such violence. Existing public health antiracism frameworks, such as the Public Health Critical Race Praxis and the PEN-3 Cultural Model, offer valuable constructs and processes through which health practitioners, researchers, and academics can disrupt racial violence. Such antiracism frameworks are well suited to provide individuals within public health and health care with the knowledge, skills, and efficacy to intervene as engaged bystanders against racism within their contexts. To illustrate how constructs within antiracism frameworks can be applied by bystanders in various health settings, we outline case examples of antiracism bystander interventions across three scenarios. The more bystanders there are within health institutions that are equipped with antiracism tools, the more likely normative behaviors uplifting White supremacy within these institutions can be disrupted and health equity can be actualized. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic placed significant burden on public health professionals, with many experiencing burnout and leaving the profession. The New York State Public Health Association (NYSPHA) recognized the impact of the pandemic on the state’s public health workforce and sought professional development opportunities to support current and future generations of public health professionals. To achieve this goal, NYSPHA solicited input from its members and potential members via survey and focus groups as part of its New Directions Initiative. Seventy individuals participated in listening sessions, and 850 responded to the survey. While more than half felt that NYSPHA is invested in the health and wellness of New Yorkers, fewer considered NYSPHA a leader in public health or a go-to source for public health information. Only about one-third felt connected to NYSPHA as a public health professional. Participants identified multiple professional development opportunities that would encourage them to join or renew their membership including sections or special interest groups (57.4%), opportunities to gain leadership experience (56.7%), volunteering (58.1%), a new committee that addresses public health in the community (55.9%), and mentorship (48.4%). NYSPHA used the results of the survey and focus groups to provide several professional development opportunities including a mentorship program, a new Public Health in Action Committee, and special interest groups in mental health and climate change that have already made a difference in local New York State communities. Similar organizations may use NYSPHA’s experience as an example for supporting their workforce to maximize impact on the communities they serve. [ABSTRACT FROM AUTHOR]

Community health workers (CHWs) have been successful partners in addressing public health and health care challenges but have yet to be engaged in efforts to promote family health history (FHH) collection. FHH information is a key factor in determining disease risk and supporting screening and prevention across multiple diseases. The collection of FHH information could be facilitated by the existing cadre of CHWs already working alongside clients and families. In this qualitative study, we interviewed 30 CHWs from Georgia to better understand the current level of knowledge about FHH, perceptions of how FHH collection aligns with their role, and barriers and facilitators in order to support more active involvement of CHWs in FHH collection. Interviews were completed, transcribed, and double coded by three study team members. More than half of CHWs reported knowing their own FHH information. CHWs showed a strong interest and support for collecting FHH in their job, despite limited current engagement in this role. CHWs acknowledged the collection of FHH as being an opportunity to empower clients to have conversations with their providers. To better support this work, CHWs requested training in using and integrating FHH tools into their workflow and support in communicating about FHH with their clients. Our findings suggest that with support and training, CHWs are uniquely positioned to improve FHH collection among their client base. Ultimately, improving FHH collection skills among the population could allow for better integration of risk-stratified approaches that are informed by FHH information for the prevention, management, and treatment of disease. [ABSTRACT FROM AUTHOR]

Government health departments at all levels make meaningful contributions to advancing the public health of communities, yet state health departments lack the time and infrastructure to share their findings with the broader scientific community. To address this gap in data dissemination, the South Carolina Department of Health and Environmental Control developed a "collaborative writing team" (CWT) pilot. As part of this pilot program, teams of staff members leveraged existing data to advance the public health knowledge base, with an emphasis on public health practice. The six steps of the CWT included (1) identify team members' skills/strengths, (2) discuss available data, (3) determine opportunities to share data, (4) divide responsibilities based on team members' strengths, (5) write and submit product, and (6) debrief. Between December 2019 and November 2020, the team had six abstracts accepted to two national conferences, one abstract accepted to a state public health conference, and one editorial published in a peer-reviewed journal. Feedback from participants indicated that self-efficacy in areas including writing, project facilitation, and analysis had increased among team. CWTs are a framework for people working within public health practice settings to disseminate findings. [ABSTRACT FROM AUTHOR]

The Triple M (Mobilizing Meaningful Mentorship) program is a leadership development initiative at the public health branch of the Regional Municipality of York (York Region Public Health) that uses individual and team coaching and mentoring strategies. The Triple M program consists of one-on-one mentoring, stretch assignments, a Triple M challenge, team coaching and LEADS seminars. Triple M has the following benefits (a) organization-wide and cross-departmental connections, (b) application of leadership concepts and theory to a practical stretch assignment, (c) guidance and support from mentors to navigate challenges, and (d) the formation of the next generation of public health leaders. The lessons learned from this initiative include (a) that additional time is needed to apply program learnings during stretch assignments and (b) that adequate protected time is required to actively participate in the mentorship component of the program. The next steps for Triple M include (a) exploring ways to increase the duration of stretch assignments and (b) introducing an online platform to promote accessibility to participate in the program. [ABSTRACT FROM AUTHOR]

The University of South Florida, College of Public Health, is dedicated to providing career planning and professional development services for students in varying formats. However, changing public health training needs and an emerging need for focused attention on professional development necessitated the development of an evaluative program to better understand our students' needs in these areas. Specifically, anecdotal student feedback about feeling unprepared professionally and survey feedback from students, preceptor feedback regarding the need for students to be better trained in core professional concepts, and low rates of attendance in standard professional development events resulted in a quality improvement study to identify students' perceived career planning and professional development needs. Findings were used to redesign current services and provided the basis for developing more targeted trainings to ensure that public health graduates are better prepared to meet employer expectations and to excel in the workforce. This article provides an overview of this transformative process, including the results of the qualitative survey on student, faculty, alumni, and community preceptor perspectives, and resulting prototypes developed for the professional development pilot along with preliminary insights. [ABSTRACT FROM AUTHOR]

There is an increasing demand for public health workers due to the unmet needs of the poor and underserved populations. However, through field placement experiences, students can actively engage in their own learning while also addressing critical needs of rural and medically underserved populations. In this mixed-methods evaluation, we explored experiences of emerging public health practitioners who participated in the Region IV Public Health Training Center's Pathways to Practice Scholars program between 2014 and 2018. Based on student confidence level ratings and descriptions of field placement experiences, scholars participated in meaningful and enriching field placement experiences in rural areas or on behalf of medically underserved populations. Across all eight Council on Linkages Core Competency Domains, students recorded increased pre- to post-confidence scores, and for many, the field placement experience appeared to affirm their interest in addressing the needs of these communities in the future. [ABSTRACT FROM AUTHOR]

Many public health professionals (researchers and practitioners) do not regularly spend time writing. We often receive no formal training in the practices that lead one to become a productive writer. In addition, many internal (mental/emotional) and external (schedules/distractions) barriers make writing consistently even less appealing and may lead to a cycle of avoidance followed by binge writing. This commentary demonstrates how one writing group became an effective means of providing career and professional development. Each week for 9 months we held a 1-hour writing group meeting designed around a commitment to ground rules, accountability, training opportunities, and feedback. Our experiences suggest that engaging in a writing group can help us develop as writers by allowing us to learn new practices and skills. Adopting new practices like writing regularly for short blocks of time, in turn, led to benefits like reduced anxiety and increased productivity. In the process, we became better writers, reviewers, and mentors. We provide recommendations and resources for groups and individuals who are interested in improving their writing as an essential component of their continuing education and professional development. Whatever your professional role, using a writing group to become a more powerful and productive writer will make you more effective. [ABSTRACT FROM AUTHOR]

Organizations often fail to establish a clear awareness of what employees consider fair when implementing changes to employee benefits in the workplace. In 2016, the Johns Hopkins Health System (JHHS) enhanced their tobacco control efforts. In addition to enhanced smoking cessation benefits, employees were offered an increased reduction in their insurance premiums if they were nonsmokers. To qualify for the reduction, employees participated in testing rather than relying on self-reporting as had been done in the past. The shift to testing prompted a concern by some senior management at JHHS who did not want employees to feel they were not trusted. As the program unfolded at JHHS, the four-component model of procedural justice was applied to provide a framework for reviewing the implementation of the new voluntary tobacco testing at JHHS from a fairness lens. The purpose of this article is to illustrate the application of the four-component procedural model of justice to the tobacco testing process at JHHS. As approximately 75% of employees participated in the program, the experience at JHHS can be instructive to other employers who are looking to implement changes in their workplaces and how to minimize unintended consequences with their employees. [ABSTRACT FROM AUTHOR]

There are many unwritten rules in the academy, and much of the advice that doctoral students receive about the academic job search is from their mentors. For many doctoral students, navigating the academic job market can be bewildering. In this article, an associate professor of public health with experience navigating the job market as well as experience on numerous job search committees provides tips on preparing for and navigating the esoteric academic job market for early career professionals seeking academic faculty positions. [ABSTRACT FROM AUTHOR]

Despite access to a growing menu of evidence-based interventions, public health practitioners continue to underuse them, in part because practitioners may require new knowledge, skills, and resources to do so. Numerous foundations, universities, governmental agencies, and consultants are providing trainings to address the gaps in practitioners’ capacity. To most significantly affect population health, these trainings need to reach practitioners who may have limited access to on-site trainings. Despite the number of organizations offering trainings, little is known about how to scale up trainings to efficiently extend their reach or how to tailor trainings to the needs of different intervention. The Cancer Prevention and Control Research Network and its collaborating centers have developed a training curriculum and delivered it in both in-person and distance formats to a range of audiences. The purpose of this article is to describe the training curriculum and findings from the Network’s evaluation of approaches used to scale up delivery of the “Putting Public Health Evidence in Action” curriculum and tailor content for specific evidence-based interventions. [ABSTRACT FROM AUTHOR]

There is a critical need to build the capacity of our current and future public health workforce and the communities we serve to engage in public health advocacy. Advocacy should be an integral piece of our intervention strategies and public health discourse. Incorporating public health advocacy into public health training, practice, and research serves as a long-term investment for the public's health. Advocacy can achieve systemic change by addressing the social determinants of health. We developed an advocacy training program that embeds students in community-based organizations (CBOs) for 9 months, providing students with experiential education through the application of advocacy skills and CBOs with opportunities to expand and broaden their advocacy efforts. We have three priority populations: graduate students, CBOs serving Los Angeles County, and the broader Los Angeles County community, focusing on vulnerable populations. Our multifaceted approach addresses the necessity of public health advocacy among the health professions. Through changing how we train students and how communities and universities collaborate, we can strengthen the public health workforce and build healthier communities. [ABSTRACT FROM AUTHOR]

In 2013, the Nebraska Department of Health & Human Services, Division of Public Health (Nebraska's State Health Department); and the University of Nebraska Medical Center, College of Public Health developed a comprehensive approach to assess workforce training needs. This article outlines the method used to assess the education and training needs of Division staff and develop comprehensive workforce development plans to address those needs. The EDIC method (Engage, Develop, Identify, and Create) includes the following four phases: (1) Engage Stakeholders, (2) Develop Assessment, (3) Identify Training Needs, and (4) Create Development Plans. The EDIC method provided a process grounded in science and practice, allowed input, and produced buy-in from staff at all levels throughout the Division of Public Health. This type of process provides greater assurance that the most important gaps in skills and competencies will be identified. Although it is a comprehensive approach, it can be replicated at the state or local level across the country. [ABSTRACT FROM AUTHOR]

Emerging professionals and new Certified Health Education Specialists often lack academic training in and actual experience in National Commission for Health Education Credentialing Area of Responsibility VII: Communicate, Promote, and Advocate for Health, Health Education/Promotion, and the Profession. For undergraduate and graduate students who have an opportunity to complete an internship or practicum experience, gaining experience in Competencies 7.2: Engage in advocacy for health and health education/promotion and 7.3: Influence policy and/or systems change to promote health and health education can have a profound impact on their career development and their ability to advocate for policies that promote health and health equity. Compelling evidence suggests that interventions that address social determinants of health such as poverty and education and those that change the context through improved policy or healthier environments have the greatest impact on public health, making it vital for emerging public health professionals to gain experience in policy advocacy and systems change. In this commentary, students and faculty from two large universities in the U.S.–Mexico border region reflect on the value of policy advocacy in academic internship/fieldwork experiences. Based on their experiences, they highly recommend that students seek out internship opportunities where they can participate in policy advocacy, and they encourage university faculty and practicum preceptors to provide more opportunities for policy advocacy in both classroom and fieldwork settings. [ABSTRACT FROM AUTHOR]

This commentary provides insight from Community Health Education and Master of Public Health students on the benefits of participating in a state-level Advocacy Experience and provides a theoretical framework for increased advocacy intention among students as a result of participating in a state-level Advocacy Experience. Providing students the opportunity to translate what they learn about advocacy in the classroom into advocacy in action with policy makers is vital to the career development of our future health education professionals and is key to increasing advocacy capacity within our profession. This article builds on previous work from emerging public health professionals highlighting the role of policy advocacy in professional development and provides additional perspectives from the next generation of health education specialists. [ABSTRACT FROM AUTHOR]

A growing number of public health organizations are applying the power of social media (SM) for health promotion and behavior change. This cross-sectional study of health education specialists (n = 353) examined which demographic and occupational factors were associated with SM self-efficacy, and evaluated SM self-efficacy related to each of the Seven Areas of Responsibility. A series of one-way analyses of variance were conducted to determine whether differences in SM self-efficacy existed by sex, age, years of work experience, and SM access at work. A multiple linear regression examined the relationship between SM self-efficacy and SM experience when controlling for demographic and occupational factors. Statistically significant differences in SM self-efficacy existed by age, F(2, 289) = 6.54, p = .002. SM experience (β = 1.43, t = 11.35, p < .001) was a statistically significant predictor of SM self-efficacy, even after controlling for age, sex, years of work experience, and level of SM access, F(5, 290) = 30.88, p < .001, R2 = .35. Results revealed statistically significant differences in mean SM self-efficacy scores by the Areas of Responsibility, F(4.69, 1425.46) = 22.46, p < .001. Professional health organizations should have policies in place and trainings that are conducive to learning and applying SM for health education research and practice. [ABSTRACT FROM AUTHOR]

Job analysis projects play a critical role in the health education profession by validating what is constant in the profession and identifying emerging patterns of effective practice. In this regard, the Role Delineation Project, Competencies Update Project (CUP), and Health Educator Job Analysis Project (HEJA) have provided frameworks for the accreditation of professional preparation programs, credentialing, and continuing education of health education specialists. To date, projects (CUP, HEJA, and Health Education Specialist Practice Analysis) have revalidated the framework to help describe the contemporary practice of health education specialists. Evidence is lacking regarding exactly how the frameworks have been integrated into applied practice and what guides the practice of health educators. In context of the Areas of Responsibility for health education specialists, the purpose of this qualitative study was to examine the gap between the “state of the art” and the “state of the practice” among health education practitioners in a range of workplace settings. Data were collected through structured interviews and analyzed for emergent themes. Major themes included the use of formal and informal assessment methods, program-specific planning materials and implementation strategies, supplemental materials for planning and conveying information, and the influence and work with organizations. Based on the emergent themes, the gaps between the “state of the art” and the “state of the practice” were described, with suggestions for advancing the profession. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various reports within the issue on topics including community health worker (CHW) education and training, leadership development and CHW's promise and contributions to improve patient and community health.

Public health organizations—whether community-based nonprofits, centers affiliated with a university, or some other entity—can benefit greatly from partnering with students to build capacity and grow in a variety of ways. However, there are many issues to consider before taking on students as interns or volunteers. These include realistic considerations of supervisory time and effort, determining if you can actually match student skills with organizational programming not to mention legal requirements based on federal and state laws. This article provides a detailed overview of steps that organizations interested in partnering with students should follow once determining that taking on a student or multiple students is viable. These include issues around time lines, scheduling, the student selection process, supervising, ongoing mentoring, as well as expectations after the practicum or volunteer experience has ended. [ABSTRACT FROM AUTHOR]

In this Career Development commentary, the author highlights the value of tailored mentoring and experiential learning from the perspective of a first-generation college student. University faculty and practitioners in diverse settings have the opportunity to mentor emerging public health professionals but may not have experience mentoring first-generation college students. We hope that this commentary encourages our readers to reflect on mentoring strategies, opportunities, and benefits for first-generation college students. [ABSTRACT FROM AUTHOR]

Practitioners in health departments, university extension programs, and nonprofit organizations working in public health face varied challenges to publishing in the peer-reviewed literature. These practitioners may lack time, support, skills, and efficacy needed for manuscript submission, which keeps them from sharing their wisdom and experience-based evidence. This exclusion can contribute to literature gaps, a failure of evidence-based practice to inform future research, reduced ability to educate partners, and delays in advancing public health practice. Our article describes the writing workshops offered to Division of Nutrition, Physical Activity, and Obesity (DNPAO), Centers for Disease Control and Prevention (CDC) funded programs in 2021. This project consisted of three 60-minute introductory writing webinars open to all recipients, followed by a Writing for Publications workshop, an 8- to 9-week virtual learning/writing intensive for selected writing team applicants. The Society for Public Health Education staff, consultants, and CDC/DNPAO staff developed, refined, and presented the curriculum. The workshop for public health practitioner writing teams was offered to two cohorts and included extensive coaching and focused on potential submission to a Health Promotion Practice supplement, "Reducing Chronic Disease through Physical Activity and Nutrition: Public Health Practice in the Field" (see Supplemental Material), which was supported by CDC/DNPAO. We describe the webinars, the workshop design, modifications, evaluation methods and results. [ABSTRACT FROM AUTHOR]

Mind–body interventions (MBIs) have become increasingly popular. In the current article, we examine the potential role of MBIs for improving health and promoting wellness. We first describe typologies of MBIs and prevalence of their use. We also examine the efficacy evidence about how MBIs offer many psychological and physiological benefits, including reductions in disease symptoms and improvements in coping, behavior regulations, quality of life, and well-being. We further discuss how the health education discipline has long supported the inherent holism of the human being, the importance of healing potential of the mind on one’s health, and values capacity for self-regulation and describe the potential opportunities for health educators as it relates to MBIs. Finally, we discuss implications for the profession of health education and promotion. [ABSTRACT FROM AUTHOR]

This article focuses on an innovative “virtual” practicum arrangement and provides insight for public health professionals seeking a meaningful practicum experience. The traditional practicum model where a student physically reports to work at the field site with a near full-time commitment has become increasingly challenging and often limiting in terms of field site choices and experiences available to a student depending on the location of a school and the student’s area of interest. This is particularly true with students who are enrolled in a distance learning program. The experience obtained from a practicum is more important than ever before as rapid changes occur in health service delivery models as a result of the Patient Protection and Affordable Care Act. Career development through a practicum can be vitally important to a mid-career student seeking to remain relevant and in demand within a changing job market. To fulfill these needs, while still obtaining the benefits of a practicum, a virtual practicum arrangement could provide a solution. This case study provides practical tips based on the successful experience of a recent MPH graduate. [ABSTRACT FROM PUBLISHER]

The purpose of this article is to provide a brief background of quality assurance efforts in health education, provide a brief overview of the new Council on Education for Public Health (CEPH) accreditation process for stand-alone baccalaureate public health programs that prepare health education specialists, and describe the experience of two academic programs in reviewing their curricula for coverage of the newly approved CEPH requirements. The University of Alabama and the University of North Carolina Wilmington undertook a curriculum mapping exercise identifying which courses in their programs Introduced, Reinforced, and/or Covered each of the Critical Components Elements identified by CEPH. The mapping process is described, and recommendations for other programs considering accreditation under the newly adopted CEPH standards are provided. [ABSTRACT FROM PUBLISHER]

Introduction. Training community health workers (CHWs) builds a workforce that is essential to addressing the chronic disease crisis. This article describes a highly replicable CHW training program that targets heart disease risk among African American women. Background. African American women suffer disproportionately from heart disease mortality and morbidity. Well-trained CHWs are uniquely positioned to close this disparity gap. Method. We used a Learning Circle approach to train CHWs in heart health education. The curriculum blended web-based, self-directed learning and in-person peer coaching. CHWs learned through (a) peer-to-peer sharing, (b) problem solving and brainstorming, and (c) leadership and experiential activities. Training evaluation measures were CHWs’ (a) self-confidence, (b) heart health knowledge, (c) satisfaction with training, (d) training retention, and (e) replication of training within 90 days after training. Results. This training resulted in appreciable effects on four of five outcome measures. Heart health knowledge increased significantly among experienced CHWs (p = .011). CHWs were satisfied with training and retention was 100%. CHWs initiated and subsequently delivered 122 person hours of community heart health education and CHW training in their communities. Discussion/Conclusion. CHW heart health training using Learning Circles is a practical and replicable method of training CHWs and holds significant potential for building capacity in resource-poor community organizations. [ABSTRACT FROM PUBLISHER]