HPAC Scholar's Day 2019 CHW_Assessment_Key_Findings | Page 25

It was also suggested that in order to move
towards a more established profession, CHWs
move from certification to licensure which
could assist with reimbursement issues as
CHWs could directly bill for services. Given
the identified barriers to certification that
exist in Ohio, this is likely not a viable option.
Additionally, moving towards licensure
would presumably increase the level of
education needed to become a CHW and
thus the qualities that employers most
desire in CHWs, that is, that they are from
the communities they serve, would likely be
lost in a licensure process. However, moving
towards title protection of certified CHWs
may be a step to standardize the scope of
the profession and assist in providers and
professionals understanding what that title
and certification means.
Certification
Regarding certification, there were a variety
of opinions regarding whether every CHW
should become certified or not. But it was
clear from the interviews that barriers do
exist to becoming certified, namely the
length and cost of training, the cost of
certification, and previous felonies. Through
these discussions there was interest in trying
to develop a tiered approach where CHWs
could begin work as non-certified CHWs and
move their way to certification and beyond.
CHW Definition
Finally, there was consensus from the key
informants that there is great value in
CHWs representing the definition of a CHW
from the APHA, which is “a frontline public
health worker who is a trusted member and/
or has an unusually close understanding
of the communities served. This trusting
relationship enables the worker to serve
as a liaison/link/intermediary between
health/social services and the community to
facilitate access to services and improve the
quality and cultural competence of service
delivery.” This assessment attempted to
identify if the CHWs in Ohio represent this
definition of a CHW through the survey and
focus groups.
Finally, it was also noted from key informants
that because CHWs are traditionally from
the community that they serve, employers
need to realize that continuing development
and support is needed regarding self-
care and behavioral health needs so that
these individuals can be successful in their
positions.
Key Informant Interviews
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