Increasing HUMAN Resource Capabilities in California's Public Health Laboratories

Objective: To assess workforce status and shortage areas of California's Public Health Laboratories (PHL); to identify barriers to recruitment and training of PHL employees; and to suggest policy recommendations to address PHL labor market concerns.

Method: An on-line and mailed survey was sent to California's 38 PHL directors, Spring 2007. Survey items included Likert Scale and open-ended questions. Data were collected in the following areas: (1) Profiles of Staffing Capacities and Needs; (2) Outreach and Recruitment Strategies; and (3) Teaching, Education & Professional Development. Frequency distributions, means and summary content analyses were used to analyze PHL director responses.

Results: The survey response rate was 95% of all PHL directors (n=36). PHL directors and PH microbiologists will experience the highest anticipated vacancy rate over the next 3 years. By 2010, 158 new PHL employees will be needed with 17 of these director positions. A majority of PHL directors (68 %) (n=31) indicated that time and/or funding severely limited their capacity to promote outreach and recruitment, and 82% of PHL directors (n=22) stated their capacity to conduct all elements required for Public Health Microbiologist Certification training is limited.

Conclusions: A critical workforce shortage of PHL directors and line employees in California suggests a need for centralized and coordinated outreach and recruitment. Recruitment focused at the undergraduate, graduate and post-doctoral training levels and coordinated statewide training is needed. In addition, steps should be taken to increase availability of web based training opportunities and to employ on-line communication systems to enhance learning.