HPAC Scholar's Day 2019 CHW_Assessment_Key_Findings | Page 24

overwhelmingly there is value and great
interest in utilizing CHWs in Ohio, but funding
sustainability surrounding CHW training,
certification, and employment is the greatest
concern of the key informants. It was widely
noted in great detail that CHWs have value
and are needed in Ohio’s health system. In
fact, in addition to the value they bring to
the health team, it was discussed by several
key informants that there is a great deal of
support from state agencies regarding the
CHW profession in Ohio and their integration
into the health system. For example, the
ODM allows managed care plans to have
the flexibility to use any provider they deem
necessary to advance population health
outcomes, which include CHWs, and OBN
has the infrastructure necessary to support
the profession and to provide oversight for
training and certification.
Additionally, ODH, ODM, and OBN have been
active participants in this assessment to
understand CHW capacity in Ohio as well
as having supported CHW initiatives in the
past. However, the key informants identified
that funding is variable across organizations
and there is not a consistent or sustainable
reimbursement mechanism currently in place
for all organizations in Ohio to participate in
CHW programs. It is clear from the interviews
that there is support for this profession from
a variety of stakeholders including state
agencies, but a sustainable infrastructure to
maintain the profession is needed.
Training
In terms of training, the major concept that
recurred often is that training programs do
not address or do not adequately address the
soft skills necessary for CHWs to be successful
in a position from an employer’s perspective.
Two key informants who employ CHWs noted
that they had to spend a great deal of time
and investment to teach their CHWs how to
act professionally, how to dress for work,
how to write reports, how to arrive on time,
etc. However, these employers were very
invested and believed in CHW programs.
CHWs who lack the soft skills who seek
employment with employers who are not as
knowledgeable about CHWs or as invested in
their success may find it difficult to attain and
maintain employment. Therefore, all training
programs should make a conscious effort
to address these soft skills in their training
programs so that CHWs are successful in
obtaining and retaining employment.
Additionally, in terms of continuing
education, there appear to be many barriers
to obtaining low cost or free trainings that
CHWs are able to attend. Sources of online
continuing education at low or no cost
as well as an annual CHW conference for
continuing education credits should be
explored.
Scope of Practice and Professional
Identity
Furthermore, one key takeaway from the
interviews was that professionals do not
have clear and consistent information about
this profession. Key informants frequently
cited the need for clearly defining the roles
and scope for CHWs, as well as differentiating
between different titles that certified
and non-certified CHWs may currently be
known as in Ohio. A major concept that
was continually discussed regarding this
profession is the need to establish evidence
of the effectiveness of CHWs for providers to
be able to establish the business case to hire
these professionals. CHW stakeholders may
want to consider looking at mechanisms to
standardize collection of CHW outcomes with
a method of openly sharing the data across
the state.
Key Informant Interviews
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