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Ensuring Competent Public Health Nursing Leaders through Succession Planning

2. Objectives. Provide an Overview of the PHN Workforce in the Florida DOHDiscuss Accessible Data SourcesIdentify TrendsDiscuss the Importance of Succession Planning Discuss Plans for the Future. 3. DOH Nurse Workforce Overview. Department of Health (DOH) Data Sources:All Active PHN Employees

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Ensuring Competent Public Health Nursing Leaders through Succession Planning

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    1. Ensuring Competent Public Health Nursing Leaders through Succession Planning

    2. 2 Objectives Provide an Overview of the PHN Workforce in the Florida DOH Discuss Accessible Data Sources Identify Trends Discuss the Importance of Succession Planning Discuss Plans for the Future

    3. 3 DOH Nurse Workforce Overview Department of Health (DOH) Data Sources: All Active PHN Employees Nursing Class Titles Nursing Class Codes Years of Service Demographics Payroll Data Deferred Retirement Option Plan

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    7. 7 DOH Senior Nurse Leaders The following data is a tenure “snapshot” of senior nursing leadership in the Florida Department of Health as of July 2008

    8. 8 DOH Senior Nurse Leaders Senior Nurse Leaders Nursing Class Titles Nursing Services Director Executive Nursing Director (A.G. Holley) CMS Nursing Director (CMS) CHN Director Assistant CHN Director Senior CHN Director Executive CHN Director

    9. 9 Other Leadership Positions Registered Nursing Consultants (RNC) Mid-level and Senior Level Number of Positions 29 at Central Office 13 at County Health Departments Nursing Program Specialists (NPS) Mid-Level and Senior Level 195 positions at Local County Health Departments Other Division Directors Bureau Chiefs CHD Administrators/Asst Directors Deputy Secretary

    10. 10 DOH Senior Nurse Leader Overall Findings Senior Nurse Leaders 120 filled Positions: Age Groups 92 (78%) are 50 years old and older 31 (26%) are 60 years old and older 63 (53%) are 55 years old and older Years of Service 43 (36%) have 20 or more years of service 77 (64%) have less than 20 years of service

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    12. 12 Senior Nurse Leader Overall Findings by Unit Type

    13. 13 Moving Forward…

    14. 14 Where do our leaders come from? Do current CHNs/supervisors have opportunities to be developed for higher leadership levels? What if the organization doesn’t have the resources to create formal training for succession planning? Does succession planning guarantee employees a promotion?

    15. 15 Succession Planning Definition The ongoing process of identifying future leaders in an organization & developing them so they’re ready to move into leadership roles Description Having the right people, in the right place, at the right time Purpose To prepare an organization for challenges & opportunities associated with changes in critical key positions

    16. 16 Why Practice Succession Planning? Replacement Hiring A narrow approach, restrictive A quick fix Usually results in the selection of the “best” person available at that moment based on credentials, interviews, etc. Succession Planning More flexible Proactive process to address the need before it exists Allows time to focus on selection of the best candidate for the position & to align with organization’s strategic plan

    17. 17 Points for Consideration Assess the Workforce Determine Key Positions Identify Competencies for Key Positions Identify & Assess Potential KSAs & Personal Goals Individual Development Plans Measure, Monitor, Report, & Revise Ongoing & Continuous “Recruitment” Applicant Pool

    18. 18 Best Practices Focus on Critical Positions Integrate Employee Career Plans Encourage Proactive & Actionable Development Plans Evaluate Depth, Breath, & Cohesiveness of Technology Solutions Use of Existing Options

    19. 19 Existing Tools to Support Local Efforts Educational Leave With Pay, Tuition Waiver, Leadership Institute, Certified Public Manager, Tuition Reimbursement, Other Flexed Work Schedules, Telecommuting Job Sharing/Shadowing, Job Rotations, Key Assignments, Taskforce Membership, Coaching, Mentoring, Added Responsibilities Orientation for New Nursing Leaders Public Health Nursing Competencies Program Certifications

    20. 20 3-part professional development program based on the Quad Council PHN Competencies Online competency overview course Self-Assessment tool to guide the nurse’s evaluation of personal strengths and weaknesses Construction of an individual development plan to set goals for professional growth Guides statewide training development Enhancing Nursing Leadership through PHN Competencies

    21. 21 Current Activities Salary Review – Market Driven Nursing Student Loan Forgiveness Program Seeking Scholarship Funding Exploring Academic Options – Accelerated Programs, Bridge Programs, etc. Promoting Educational Opportunities, Using Existing Policies & Procedures Mentoring

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