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APHL-Association of Public Health Laboratories
Laboratory System Improvement Program (L-SIP)

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Essential Service #8 - Assure a competent public health and personal health care workforce


Key = Optimal Activity = Significant Activity = Moderate Activity = Minimal Activity = No Activity

ES #1 ES #2 ES #3 ES #4 ES #5 ES #6 ES #7 ES #8 ES #9 ES #10

Indicator 8.1 Workforce Competencies 83.5%
- Position requirements for all laboratory position categories within state and local public health laboratories are identified
- The SPH Laboratory System has tools to assess competencies of the workforce
Indicator 8.2 Staff Development 50%
- The SPH Laboratory System identifies staff development needs
- The SPH Laboratory System assures that resources for staff development are available for laboratorians
Indicator 8.3 Assuring Laboratory Workforce 33%
- The SPH Laboratory System maintains an environment that attracts and retains exceptional staff
- The SPH Laboratory System addresses workforce shortage issues

    Next Steps for Action, Essential Service #8:
  1. Establish consistent competencies across system (high priority)
  2. Consider licensure of CLS (this has state and national ramifications, but steps can be taken at state level) (high)
  3. Foster partnership between University and MDH to prepare new and provide ongoing training for existing laboratory professionals (i.e., IT, understanding how “system” works)(high)
  4. Clarify and communicate competency/certification requirements for staff/laboratories
  5. Clarify national environmental standards
  6. Borrow from other national/local best practices to learn how best to assure workforce competency (high)
  7. Establish/address standards for assessing workforce competency
  8. Clarify one, consistent SPHL contact point for communication with partners
  9. Establish system to “validate” new methods and technologies for emerging science, assure quality and if testing is performed on more than one plane, certify results
  10. Establish system to link staff credentials with person actually performing test
  11. Assure gap analysis - so as training/education needs emerge, they are addressed – for individual organizations and system wide
  12. Provide access to and incentives for continuing education (current system is punitive)
  13. Follow-through on identified staff development needs
  14. Assure approaches for planning, funding, time, and resources for training and collaborate on training when some labs are not at same level as the definitive lab
  15. Establish training that goes beyond competitive barriers
  16. Increase salaries (high priority)
  17. Offer expanded career pathways (high)
  18. Continue existing workforce initiatives (i.e., HEIP)(high)
  19. Promote awareness of value of laboratory profession and respect for professionals (high)


Updated Tuesday, 22-Nov-2011 08:26:31 CST