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The Healthcare Education – Industry Partnership

The Healthcare Education – Industry Partnership. A program of Minnesota State Colleges and Universities. Background on the Healthcare Education – Industry Partnership. Founded in 1998 by Minnesota Legislature as one of five ‘Targeted Industry Partnerships’

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The Healthcare Education – Industry Partnership

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  1. The Healthcare Education – Industry Partnership A program of Minnesota State Colleges and Universities

  2. Background on the Healthcare Education – Industry Partnership • Founded in 1998 by Minnesota Legislature as one of five ‘Targeted Industry Partnerships’ • Continued funding and support from grants and Minnesota State Colleges and Universities

  3. Mission of the Healthcare Education - Industry Partnership Working in partnership to provide innovative leadership to guide the education and training of a high quality workforce in a rapidly changing industry

  4. Healthcare Education – Industry Partnership • Minnesota State Colleges and Universities – educating 80% of nurses, 50% allied health • Engage healthcare providers, state agencies in strategic planning • Led by Partnership Council • Collect and analyze workforce data • Identify and implement solutions

  5. Initiatives • Immigrant and Refugee • Community Health Worker • Commission on the Emerging Worker • Career Pathways • Nursing • Core Curriculum • Clinical Sites • Simulation • Articulation • Faculty • K-12 • Youth Apprenticeships • HOSA • Core Curriculum

  6. Initiatives • Immigrant and Refugee • Community Health Worker • Commission on the Emerging Worker • Career Pathways • Nursing • Core Curriculum • Clinical Sites • Simulation • Articulation • Faculty • K-12 • Youth Apprenticeships • HOSA • Core Curriculum • Allied Health

  7. Why Healthcare Providers Should Care About Allied Health • Healthcare shortages/fewer schools producing healthcare professionals • Other industries want our skilled workforce • Provide most of the diagnostic data needed for our providers to make decisions • Healthcare facilities could not stay open without this skilled workforce

  8. Allied Health Concerns/Issues • Rad Tech • General rad tech is stable • Need for specialties – MRI, CT • Possible loss of programs? • CV Tech • Small programs; none in the Twin Cities Metro area • Incumbent training • Entry-level personnel • Dental Hygiene and Assisting • Ability to address dental shortage through expanded functions • Clinical Laboratory

  9. HEIP’s Clinical Laboratory Workgroup • Working together to address workforce shortages since 1999 • Comprised of laboratory managers of urban and rural hospitals, biomedical industry representatives, Minnesota Department of Health, laboratory educators, Minnesota Hospital Association • Meets monthly

  10. Organizations Involved • Aerotek • Allina • Children’s Hospital • DEED • Fairview Health System • Fairview-University Medical Center • HealthEast • Hennepin County Medical Center • Hibbing Community College • Kanabec Hospital • MDH • North Hennepin Technical College • Saint Paul College • South Central Technical College • University of Minnesota • Winona Health System

  11. Shortage • Documented need for 200 + baccalaureate degree laboratory personnel annually • Accredited CLS programs have a waiting list • 50% of students at U of M programs have a previous BS degree • 45% “diversity” in newest class • In contrast, CLT (A.S.) programs have unused capacity (50% filled in 2002) and are trying to recruit more students

  12. Shortage (cont.) • Vacancy Rate 10-20% • 120,000 incremental positions (12,000 per year) • 75,000 new jobs • 45,000 vacancies (retirements) • 4,100 graduates per year from accredited programs • Shortage = 8,000/year

  13. Reasons for Increased Demand • 70% of objective information used in diagnosis and treatment comes from the laboratory • Aging population needs care in increasing numbers • Acuity and complexity of patient population increasing • Automation improves productivity, but new technology and new tests, especially DNA based testing, maintain the demand for those with skills • Expanded roles for clinical laboratory staff, both in health care and the biotech industry • Need for laboratory capacity to respond to emerging infections, bioterrorism, emergency preparedness

  14. Reasons for Decreased/Stagnant Supply • Other options in healthcare and industry are more attractive • Hours • Salary • Education • “Unknown” profession • Availability of educational institutions

  15. Activities of HEIP Clinical Laboratory Workgroup • Legislative/Advocacy • New Curriculum Model • Biomedical Partnerships • Compensation • Histotech

  16. Legislative/Advocacy Subcommittee • Advocacy Day in April and November • Communication with others • HEIP Policy Council • Presence at public hearings • Department of Health bioterrorism committees • Hospital Association members/workforce committee

  17. Laboratory Education in MN • 3 CLS/MT programs in the state • Hennepin County Medical Center (8) • Fairview (5) • University of Minnesota (40)

  18. Laboratory Education in MN • 3 CLS/MT programs in the state • Hennepin County Medical Center (8) • Fairview (5) • University of Minnesota (40) • Stressful year for the laboratory community which mobilized members to preserve and strengthen the program at the U of M • Current outlook is good

  19. Compensation Subcommittee • Salary survey interpretations and accuracy • How to help current surveys improve • How to gather accurate lab-specific information • How to distribute and publicize salary information • Upcoming Survey

  20. Biotech/Biomed Partnerships • Medical Alley • U of M program working with biotech/biomed employers to meet their educational needs • Exploration of a biotech/biomed track at the U of M

  21. New Curriculum • Feasibility of a curriculum revision or additional curricular option for “core bench” MLT/CLTs • Survey of laboratory managers • Sent to 285 lab managers throughout the state • Collected information on lab size and use of MLT/CLTs • The use of CLT/MLTs varies considerably between urban and rural • Several competencies being taught are actually not required by rural providers but the time investment those competencies require has not been investigated

  22. Histotech • Newest subcommittee • Just starting to strategize solutions

  23. Conclusions • Shortages Require: • Expansion of programs – Metro & Greater Minnesota • Commitment to solutions • Collaboration

  24. Questions ? Valerie DeFor Healthcare Education – Industry Partnership 124 Myers Field House Mankato, MN 56001 507/329-2140 valerie.defor@mnsu.edu

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