Processes for Implementing Community Health Worker Workforce Development Initiatives

Community Health Workers (CHWs) are key to extending health care services, especially to marginalized communities to reduce challenges related to health care access. The study objective was to qualitatively explore the comprehensive role of CHWs in bridging the gap for Medicaid managed care organization (MCO) members' access to health care providers, managed care, and community-based organizations to address health-related social needs (HRSN). We conducted a retrospective thematic analysis of narratives developed by CHWs on their role and Medicaid member lives. Three CHWs were embedded in four predominantly Black neighborhoods of Pittsburgh, Pennsylvania, by an MCO for six-months (January-June 2017) to connect its members with the managed care, health care system, and HRSN. In total, 46 MCO members remained throughout the program. The CHWs developed narratives on 13% (n = 6) of MCO members as part of a quality improvement project. These documented narratives became raw data for this study. The age of MCO members ranged from 25 to 58 years and were Black (n = 6). The narrative had 50% of males and females. Three overarching themes in the narratives about CHWs' role were improving members' access to health care system (providers and medication), helping members with HRSN, and connecting members to managed care case management and member services. CHWs as MCO staff embedded in communities could help improve its members' health care continuity, care coordination, and HRSN access. Our study demonstrates that CHWs are instrumental in bridging the gap between different systems for Medicaid MCO members. They play a crucial role in connecting the members to primary care providers, specialists, prescription drugs, MCO benefits, case management, and addressing their HRSN such as food, childcare, and housing. Future research should focus on program effectiveness by measuring member experience, health care utilization, health outcomes, and costs in Medicaid managed care settings.

We conducted a survey of community health worker (CHW) employers in Texas to understand the employment context and workforce development needs of Texas CHWs. An electronic, mixed-methods survey was emailed to 841 CHW employers across Texas in Spring 2020. The survey consisted of 51 questions. The response rate was 22% (n = 182). Responses were analyzed using SPSS, Microsoft Excel, and N.Vivo. We found that most CHW employers directly employ their CHWs, and CHWs are typically part of a multidisciplinary healthcare team. Most respondents required their CHWs be certified by the state’s health department and have at least a high school diploma or GED. The most common services that CHWs provide are health education/promotion and information referral. The main health issues that CHWs address are diabetes, hypertension, and mental/behavioral health. Current CHW workforce development needs include continued training on topics including chronic disease self-management and health promotion. CHW employers differ in their capacity to implement workforce development activities. There is significant variety in the employment context and workforce development needs of CHWs across Texas. Results reinforce previous findings on the need for specialized, continuing training for CHWs and the development of pathways, resources, and opportunities that could advance the CHW profession even more. These results can inform those interested in employing CHWs in their CHW program development. Findings from this study can be used to guide development of tailored curriculum for continuing education units, specialized certifications, or other professional development resources for CHWs.

BackgroundProfessional certification of community health workers (CHWs) is a debated topic. Although intended to promote CHWs, certification may have unintended impacts given the grassroots nature of the workforce. As such, both intended effects and unintended adverse effects should be carefully evaluated. However, there is a lack of published literature describing such effective evaluations with a robust methodology. In this methods paper, we describe a key component of evaluating CHW certification in Massachusetts-the Massachusetts CHW Workforce Survey.MethodsDesign of the surveys was informed by a program theory framework that delineated both positive and negative potential impacts of Massachusetts CHW certification on CHWs and CHW employers. Using this framework, we developed measures of interest and preliminary CHW and CHW employer surveys. To validate and refine the surveys, we conducted cognitive interviews with CHWs and CHW employers. We then finalized survey tools with input from state and national stakeholders, CHWs, and CHW employers. Our sample consisted of three frames based on where CHWs are most likely to be employed in Massachusetts: acute care hospitals, community-based organizations, and ambulatory care health centers, primarily community health centers and federally qualified health centers. We then undertook extensive outreach efforts to determine whether each organization employed CHWs and to obtain CHW and CHW employer contact information. Our statistical analysis of the data utilized inverse probability score weighting accounting for organizational, site, and individual response.Anticipated resultsWave one of the survey was administered in 2016 prior to launch of Massachusetts CHW certification and wave two in 2021. We report descriptive statistics of the three sample frames and response rates of each survey for each wave. Further, we describe select anticipated results related to certification, including outcomes of the program theory framework.ConclusionsThe Massachusetts CHW Workforce Survey is the culmination of 5 years of effort to evaluate the impact of CHW certification in Massachusetts. Our comprehensive description of our methodology addresses an important gap in CHW research literature. The rigorous design, administration, and analysis of our surveys ensure our findings are robust, valid, and replicable, which can be leveraged by others evaluating the CHW workforce.

BackgroundLittle is known about strategies for optimising the scale and deployment of community health workers (CHWs) to maximise geographic accessibility of primary healthcare services.MethodsWe used data from a national georeferenced...

Academic institutions and community organizations engaged community health workers (CHWs) in creating a community-appropriate CHW workforce capacity-building program in an area without a previously established CHW professional group. From 2009 to 2010, we solicited New Orleans-based CHWs' opinions about CHW professional development through a survey, a community conference, and workgroup meetings. Throughout 2011 and 2012, we created and implemented a responsive 80-h workforce development program that used popular education techniques. We interviewed CHWs 6months post-training to assess impressions of the course and application of skills and knowledge to practice. CHWs requested training to develop nationally-recognized core competencies including community advocacy, addresses issues unique to New Orleans, and mitigate common professional challenges. Thirty-five people completed the course. Among 25 interviewees, common themes included positive impressions of the course, application of skills and community-specific information to practice, understanding of CHWs' historical roles as community advocates, and ongoing professional challenges. Engaging CHW participation in workforce development programs is possible in areas lacking organized CHW groups. CHW insight supports development of training that addresses unique local concerns. Trained CHWs require ongoing professional support.

Systems are investing in workers who come from the communities they serve to meet patient needs that extend well beyond clinic walls.

Background: Community health workers (CHWs) promote health education, address social determinants of health, and bridge the gap between healthcare systems and underserved populations, but the lack of sustainable funding remains a challenge to greater CHW utilization. Medicaid reimbursement has been identified as a promising mechanism to fund CHWs, however, state policies vary widely. A comparative policy analysis can guide future reimbursement strategies. Methods: We conducted a comparative policy analysis of Medicaid reimbursement for CHWs. State government websites and legal databases were searched utilizing keyword search terms related to CHWs and Medicaid reimbursement. We identified and analyzed relevant statutes, regulations, and administrative codes for reimbursement mechanism, rates, supervision, certification, and scope of practice. Results: 26 states currently reimburse CHWs through Medicaid; 3 states started reimbursement in the last six months. 16 states authorize payment through State Plan Amendments (SPAs), 3 use Section 1115 demonstration waivers, 10 use Medicaid managed care organization contracts, and 4 use blended strategies. 13 states require certification and supervision for reimbursement, although the supervising licensed professional can vary. The scope of practice of CHW also varies between states. There is a large range for reimbursement rates; for example, billing code 98960 currently used by 14 states varies from $9.70 in Indiana to $55.25 in Arizona for a 30 minute visit. Policy Implications: This study can inform sustainable reimbursement models through Medicaid for CHWs in Indiana and other states. An SPA may be the most expedient way for Indiana to increase reimbursement for CHWs, but its narrowness and inflexibility could hinder CHWs' positive impact. The variety of strategies currently in use demonstrates that there is no single path to sustainable financing. Protocols for a set of scoping reviews will result from this comparative analysis for more in-depth investigations of key peer-reviewed and grey literature.

Task sharing: stopgap or end goal?

Background: Hypertension, a major risk factor for cardiovascular disease, is the leading risk factor for global mortality. Increasing access to hypertension care is critically important to reducing the burden of global cardiovascular disease. The use of community health workers (CHWs) to increase access to care represents a potential strategy to improve hypertension treatment and control; however, it is not known how rural communities in low- and middle-income countries perceive the use of CHWs for this purpose. Our study therefore aims to examine community perceptions of CHWs in hypertension management. Methods: Traditional community gatherings and focus group discussions (20 sessions, 411 participants) were organized in rural western Kenya. Discussion topics included chronic diseases, factors related to linkage to care, and the role of CHWs in hypertension management. We performed inductive content analysis of transcripts from these sessions using NVivo 10 software. Coded items were grouped together into distinct themes, and relationships among these themes were formulated. Results: Six themes emerged from our analysis, each with implications regarding CHWs’ role in linkage and retention to hypertension care (Table). These themes included (1) CHWs’ intimate knowledge of the community; (2) CHWs’ role in providing health education; (3) CHWs’ role in facilitating logistical support to enable community members to access care; (4) the importance of psychosocial support that CHWs can provide; (5) the need for ‘professionalization’ of the CHW workforce; and (6) negative perceptions towards CHWs. Conclusions: Our themes are consistent with findings in the literature regarding the work that CHWs traditionally perform for communicable diseases and maternal/child health. Use of CHWs for hypertension management, leveraging the prior experience of other CHW programs, may be an effective strategy to reduce the burden of hypertension in low-resource settings.

Shortly after the government took office in April 1977 Raj Narain the then Janata Health Minister announced a new policy for health care in India. The government proposed that each village with a population of 1000 would select its own community health worker (CHW). This person would receive three months training in elementary health care. The CHW was expected to become a "peoples health guard" a representative of the community on health matters. The CHW would essentially be an agent for health education inculcating better nutritional practices and mobilizing the community on such issues as environmental sanitation immunisation and family planning. In only 6 months of Mr. Narains tenure his Ministry initiated the worlds biggest effort to train "barefoot doctors" outside of China. The primary objective is to train over 500000 CHWs by the end of the current 5-year plan (1978-1983). The first type of criticism of this program has come primarily from the powerful lobby of physicians who claim that the CHWs will do great harm by handing out medicines in inadequate dosages. They argue also that India has a large number on unemployed physicians and the government should first act to employ this group. Those sympathetic to the plan also identify several flaws including the fact that the training of the CHWs has been left to primary health care doctors who in the past have shown little interest in rural health problems. Th Indian CHW is primarily a pill-pusher and the question arises as to their capability to handle that job. Ministry of Health officials maintain that CHWs have been particularly helpful in providing treatment for minor ailments in distributing eye ointments in disinfecting drinking water wells by chlorination and in some areas in motivating couples to use family planning methods.

BackgroundUse of diagnostics in integrated community case management (iCCM) of fever is recognized as an important step in improving rational use of drugs and quality of care for febrile under-five children. This study assessed household access, acceptability and utilization of community health workers (CHWs) trained and provided with malaria rapid diagnostic tests (RDTs) and respiratory rate timers (RRTs) to practice iCCM.MethodsA total of 423 households with under-five children were enrolled into the study in Iganga district, Uganda. Households were selected from seven villages in Namungalwe sub-county using probability proportionate to size sampling. A semi-structured questionnaire was administered to caregivers in selected households. Data were entered into Epidata statistical software, and analysed using SPSS Statistics 17.0, and STATA version 10.ResultsMost (86%, 365/423) households resided within a kilometre of a CHW’s home, compared to 26% (111/423) residing within 1 km of a health facility (p < 0.001). The median walking time by caregivers to a CHW was 10 minutes (IQR 5–20). The first option for care for febrile children in the month preceding the survey was CHWs (40%, 242/601), followed by drug shops (33%, 196/601).Fifty-seven percent (243/423) of caregivers took their febrile children to a CHW at least once in the three month period preceding the survey. Households located 1–3 km from a health facility were 72% (AOR 1.72; 95% CI 1.11–2.68) more likely to utilize CHW services compared to households within 1 km of a health facility. Households located 1–3 km from a CHW were 81% (AOR 0.19; 95% CI 0.10–0.36) less likely to utilize CHW services compared to those households residing within 1 km of a CHW.A majority (79%, 336/423) of respondents thought CHWs services were better with RDTs, and 89% (375/423) approved CHWs’ continued use of RDTs. Eighty-six percent (209/243) of respondents who visited a CHW thought RRTs were useful.ConclusionICCM with diagnostics is acceptable, increases access, and is the first choice for caregivers of febrile children. More than half of caregivers of febrile children utilized CHW services over a three-month period. However, one-third of caregivers used drug shops in spite of the presence of CHWs.

Community Health Workers (CHWs) are trusted individuals who bridge communication gaps between community members and healthcare providers. CHWs perform a myriad of services within their scope of practice to promote the health and wellness of the communities they serve, including health education and outreach efforts. This study examines CHW programs and criteria from three higher education institutions in three states; Ohio, Indiana, and West Virginia, and provides contrasting information on program standards, populations served, and workforce development. Two of the institutions are in the Appalachian region. Community health work is tailored to each community’s unique challenges and opportunities. By reviewing the training programs in these locations through a critical lens, this study aims to identify the successes and opportunities to improve program criteria and how they are developed and deployed to impact CHW capacities. Moreover, specific challenges and disparities are revealed. The value is that by offering insight of CHW programs, the goal to advance public health becomes more attainable. Consequently, as researchers we have a responsibility to understand the current landscape and identify opportunities for CHWs to expand their role in achieving health equity. Throughout the review, strengths and opportunities for improvement are identified in all three programs. Addressing the identified vulnerabilities paired with the establishment of standardized criteria will fortify each program's resilience and contribute to the overall advancement and standardization of CHW training initiatives on a broader, and possibly global scale.

Hope and despair 3/3: pluses and minuses for community health assistants in rural Zambia

Valuing community health workers (CHWs): Opportunity costs and out-of-pocket spending among CHWs in the Indonesian stunting prevention program

<title>Abstract</title> Background Certified Community health workers often encounter limited opportunities for career progression, prompting a desire for greater recognition, career development, and educational pathways to advance into higher-level health positions. Investing in the development of the CHW workforce can lead to better retention of manpower in the health sector and help reduce the health workforce gap that is growing and likely to become worse in coming years. We examine career progression and aspirations of certified CHWs in Baltimore, Maryland. Methods A mixed-method study design was used and CHWs were interviewed using a semi-structured questionnaire (n = 30). Participants were CHWs serving in Baltimore, Maryland, USA and each had been trained at the same center and certified in the state. The interviews were conducted virtually and taped, then transcribed and reviewed by 2 authors to extract information on the CHWs and univariate analysis was conducted. The interview guide has been provided as supplemental material to this paper. Results The participants reported that the CHW training they underwent facilitated their certification and helped them secure employment. There were no hindrances or delays in obtaining their certification and finding jobs. Additionally, CHWs demonstrated initiative by pursuing further education, which represented a significant life-changing event aimed at enhancing their life course outcomes. Age was not associated with being employed and with education level, although the mean age was higher at each level up in education. Age was also not associated with salary and salary was not associated with education level. A larger sample size would be needed to tease out the factors associated with having successful CHW careers in the health sector. Conclusions Our research shows that Community Health Workers (CHWs) improved their socioeconomic standing by continuing their education after certification. Most want to continue to pursue careers in public health and social work. Prioritizing the use of existing personnel and offering them additional training and educational opportunities is a key strategy in addressing healthcare workforce shortages