Shirley Haberman, PhD, CHES Jane Emmeree, PhD, CHES From Content to Process: The Transition of a Health Promotion Department
Shirley Haberman, PhD, CHESJane Emmeree, PhD, CHES
From Content to Process: The Transition of a
Health Promotion Department
Learning Objectives
Identify two or more limitations of a health education content specialization model
List two or more staff functional roles in a health promotion department
Discuss steps in transitioning from a topic-based model to a functional role model
Background
July 1, 2009 – GatorWell Health Promotion Services transitions from the Student Health Care Center under the College of Medicine to the Division of Student Affairs
Transition Timeline
Consultant Recommendations
Department reports to Counseling Director
Separation of clinical nutrition services from health promotion
Transition from Content to Functional Model
Transition Timeline
Background
March 2010 – Moved to new building Became affiliated with
the Counseling and Wellness Center
Separation of medical nutritional therapy from nutritional health promotion
Initiated new functional model
Transition Timeline
Content Model
AdvantagesServices
organized by topic
Staff as content experts
Based on medical model
Content Model
Disadvantages
Lack of flexibility
Staff expected to possess diverse skill sets
Topical programs planned in isolation
Content Model
DisadvantagesStaff work in silos, turf issues.Whole student neglectedIncongruence with the SPHPHE, Hiring
Guidelines
Process Model
Department organized around functional needs
Professionals develop relevant skill sets
Encourages team work
Hiring of generalists vs. specialists
Creates consistency & reduces redundancy
Develops flexibility and new identity among professional staff
Potential Functional Roles
Assessment & Evaluation Coordinator
Health Communications & Marketing Coordinator
Technology & Social Media Coordinator
Professional Development & Training Coordinator
Potential Functional Roles
Resources Coordinator
Student Development & Leadership Coordinator
Residential Outreach ProgramsCoordinator
Discussion Questions
What do you think about moving away from a content model to a process model?
Can you envision ways to incorporate this model into your department?
Which functional roles would work best for you? If you had to pick 1 or 2 roles, which would you choose?
Steps To Transition
Assess staff support for model
Identify relevant functional roles
Assign a coordinator for each role
Steps to Transition
Create specific duties for each role
Update job descriptionsAssign coordinator to
corresponding division-widecommittees
Create professional development plans
Develop strategic plans
Assessment & Evaluation Coordinator Duties
Facilitates departmental assessments and evaluationsCreates annual assessment/evaluation plan and
calendar of projects Conducts or provides consultation for literature
reviews.Coordinates the development of assessment and
evaluation IRB proposals, plans, surveys, analyses and reports
Prepares reports of assessment and evaluation results. Edits all assessment reports for accuracy. Provides data reports/graphs upon request by the director. Vettes all data requests through the director.
Serves on the Division’s Assessment Team
New Job Description Language
“Provides expertise and facilitates
departmental coordination in one or more of the following functional responsibility areas: assessment & evaluation, student leadership and development, residential programs, grant writing, professional development and training, health communication/marketing or social media/technology.”
Assign Coordinators to Existing Committees
Professional Development Plan
Identify skills that need improvement for each coordinator role
Create a 2-3 year plan to expand coordinator’s skill set Conferences and workshops Self-study (On-line options, webinars, books, etc.)
Develop Strategic Plan by Function
Our Outcomes/Results
Hybrid model
Staff assigned to coordinate major topic(s) and function(s)
More responsive to new needs, projects and interests
More congruence with division-wide committees
More interdepartmental collaboration
Outcomes/Results
More consistency/less redundancy
Increased control over website
Increased skills and expertise in functional areas
Challenges/Lessons Learned
Sorting out responsibilities where roles overlap
Setting priorities between and within functional and content areas
Skill development takes systematic plan, time and resources
Summary
Limitations of a topic specialization model and benefits of adding functional roles
Types of functional roles
Steps and strategies for incorporating functional roles into existing model