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Training the MCH workforce: the Time for Change is now
Jonathon P Leider1, Jamie Stang2, Zobeida E Bonilla2
1School of Public Health, University of Minnesota, Mayo A301, 420 Delaware St SE, 55455, Minneapolis, MN, United States. leider@umn.edu.
The Maternal and Child Health (MCH) workforce has fewer public health degrees, but trends show improvement. A coordinated strategy is essential to enhance MCH services for diverse populations.
Area of Science:
- Public Health
- Health Services Research
- Workforce Development
Background:
- Maternal and Child Health (MCH) services are vital for vulnerable populations.
- Workforce shortages and training gaps hinder public health system capacity.
- Characterizing the MCH workforce is crucial for developing recruitment and retention strategies.
Purpose of the Study:
- To characterize the MCH workforce, including applicants and graduates.
- To analyze MCH program data within a national context.
- To inform the development of MCH recruitment and retention strategies.
Main Methods:
- Utilized data on public health program applicants and employment outcomes.
- Analyzed worker perceptions and demographics.
- Stratified data by MCH and total public health workforce, and by employment level (local, state, national).
Main Results:
- MCH staff comprise 11% of the governmental public health workforce.
- MCH staff exhibit comparable diversity, higher education, and more nursing degrees than the general public health workforce.
- Only 14% of MCH staff hold a public health degree, with ~5% of master's applicants in MCH programs (2017-2021).
Conclusions:
- The MCH workforce has a lower proportion of formal public health training, though improvements are emerging.
- A multi-faceted recruitment and retention strategy, involving diverse stakeholders, is critical.
- Addressing the disconnect in the MCH academic-to-practice pipeline is essential for system capacity.
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