Online Program

Comprehensive assessment of community health worker (chw) readiness to deliver asthma education in the community: Innovative approaches to chw hiring, training, and the evaluation of job performance

Monday, November 4, 2013

Jessica Ramsay, MPH, AE-C, Sinai Urban Health Institute, Sinai Health Systems, Chicago, IL
Gloria Seals, Sinai Urban Health Institute, Sinai Health Systems, Chicago, IL
Jamie Campbell, MPH, Sinai Urban Health Institute, Sinai Health System, Chicago, IL
Melissa A. Gutierrez, MS, Sinai Urban Health Institute, Sinai Health System, Chicago, IL
Interest in the Community Health Worker (CHW) model has grown tremendously in the past decade. Several studies demonstrate CHW effectiveness in improving chronic health conditions and increasing access to care. With a national focus on innovation and identification of best practices, it is relevant to share novel, effective CHW workplace practices. This presentation describes the development and implementation of the Sinai Urban Health Institute's innovative and systematic hiring, training, and evaluation process for its CHW home-based asthma program. A senior CHW, who co-created the process, will lead the presentation in conjunction with a Certified Asthma Educator. Practices discussed are informed by 12 years of experience recruiting, training, and deploying the CHW workforce to deliver health education, community outreach, and assistance with system navigation. CHW candidates are recruited from target communities and invited to attend an asthma “pre-training” session. Staff observes potential candidates' timeliness, social skills, and enthusiasm prior to the interview process. Knowledge retention is evaluated by pre-post tests and role-play activities. CHWs hired undergo a rigorous 75-hour comprehensive asthma and CHW core competency training. CHWs are then evaluated via three mock education sessions and assessed by independent evaluators using the CHW Education Evaluation Tool. CHWs must meet competency requirements to pass each role-play level. Upon completion, CHWs are deemed proficient in asthma management and ready to deliver asthma education in the community. CHWs are randomly observed in the field to maintain quality assurance. Documentation of these employment practices provides an effective model of CHW hiring, training, and performance evaluation.

Learning Areas:

Administer health education strategies, interventions and programs
Chronic disease management and prevention
Conduct evaluation related to programs, research, and other areas of practice
Implementation of health education strategies, interventions and programs
Public health or related education

Learning Objectives:
Discuss new and innovative ways to recruit, hire, and train CHWs. Describe the content of the rigorous 75-hour asthma and CHW core competency training. Identify ways to evaluate CHW readiness to deliver health education in the community. Explain the importance of critically evaluating the training and education process of CHWs to provide effective services to the target population and maintain the quality of the intervention.

Keyword(s): Training, Asthma

Presenting author's disclosure statement:

Qualified on the content I am responsible for because: I have worked on the Sinai Asthma Program for the past 12 years. I helped create the content and evaluation tool for the Sinai Asthma Program CHW training. Additionally, I assist in the CHW hiring process at the Sinai Urban Health Institute.
Any relevant financial relationships? No

I agree to comply with the American Public Health Association Conflict of Interest and Commercial Support Guidelines, and to disclose to the participants any off-label or experimental uses of a commercial product or service discussed in my presentation.