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ResolveToSaveLives.org
  • Introduction
  • Glossary
  • Future vision for public health
  • Checklists
    • Contact tracing protocols & forms
    • Public health workforce
    • Technology solutions
    • Case reporting
    • Clinical consultation
    • Services to support people in isolation and quarantine
    • Facilities for out-of-home isolation and quarantine
    • Public communication
    • Metrics & monitoring
    • Privacy and data sharing
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  • Checklist
  • 1. Staffing needs and resources
  • 2. Current workforce assessment
  • 3. Organizational chart
  • 4. Recruitment
  • 5. Workforce onboarding and training
  • 6. Workforce management system
  • 7. Ongoing staff development
  • 8. Liability protections
  • 9. Incentives and retention strategies.
  • Implementation Tools

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  1. Checklists

Public health workforce

A checklist for establishing a scaled-up public health workforce for COVID-19 contact tracing.

Checklist

1. Staffing needs and resources

Important parameters to consider:

  • Number of staff needed for case investigation. This includes: locating and interviewing cases; determining infectious period; eliciting contacts; providing instructions for isolation; referring to social/medical services.

  • Number of staff needed for contact notification. This includes: notifying contacts about exposure; providing instructions about quarantine; referral for testing; referral for social/medical/human services.

  • Number of staff needed for case and contact follow-up. This includes: daily check-in; responding to questions; referral to services.

  • Number of staff needed to supervise/manage the contact tracing staff.

  • Consider current and projected needs; to ensure staffing will meet needs throughout the local epidemic, use upper estimates.

Cluster and outbreak investigation workforce estimation:

  • Estimate number of clusters or outbreaks that may need to be investigated and controlled simultaneously.

    • Consider current and projected needs; to ensure staffing will meet needs throughout the local epidemic, use upper estimates.

  • Estimate the number of staff needed to investigate and control clusters and outbreaks.

    • Multiply the expected number of clusters or outbreaks needing simultaneous investigation and control by the number of investigators per team (for example, three people per investigation team).

    • Consider redirecting existing Field Epidemiologists, or other contact tracing and outbreak investigation and response staff, to fill this role.

Workforce estimation calculators:

2. Current workforce assessment

Existing public health staff that can fill contact tracing roles:

  • Case Investigators: Disease Intervention Specialists (DIS), Public Health Associate Program (PHAP) Assignees, Public Health Nurses, Epidemiologists

  • Contact Tracers: Disease Intervention Specialists (DIS), Public Health Investigators, Public Health Associate Program (PHAP) Assignees, Public Health Nurses, Epidemiologists

  • Contact Tracing Team Leads: Supervisory Public Health Nurses, Senior Epidemiologists

  • Cluster Outbreak Investigators/Field Epidemiologists: Infection Control Practitioners (Nurses or Physicians), Hospital Acquired Infection Practitioners (Nurses or Physicians), Hospital Epidemiologists, Occupational Health Liaisons, Field Epidemiologists

  • Care Resource Coordinators: Patient Navigators, Linkage to Care Specialists, Disease Intervention Specialists (DIS)

  • Data Managers: Epidemiologists, Data Managers, Public Health Informatics Specialists

  • Self-Isolation and Self-Quarantine Monitors: Community Health Outreach Workers

  • Clinical Consultants: Practicing Registered Nurses, Public Health Nurses, Nurse Practitioners, Physician Assistants, Physicians

3. Organizational chart

4. Recruitment

5. Workforce onboarding and training

Adapt existing training resources:

6. Workforce management system

7. Ongoing staff development

8. Liability protections

9. Incentives and retention strategies.

Implementation Tools

  • Workforce calculators

  • Massachusetts Community Tracing Collaborative Workforce Modeling and Structure Resources

  • Training resources

    • Massachusetts Community Tracing Collaborative Training Resources:

  • Sample job descriptions

  • Sample contact tracing staff orientation and professional development materials (under development)

  • Sample contact tracing staff evaluation criteria, measures, and expectations (under development)

PreviousContact tracing protocols & formsNextTechnology solutions

Last updated 4 years ago

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CDC:

Johns Hopkins Bloomberg School of Public Health:

Resolve to Save Lives:

George Washington Mullan Institute:

See .

4.c. Identify or develop processes and tools for assessing applicant qualifications and rating applicants. (See )

See

ASTHO/NCSD:

CDC:

Johns Hopkins University:

South University:

Public Health Foundation’s TRAIN Learning Network:

7.a. Plan ways in which contact tracing staff can grow, improve their knowledge, and refine their skillset. (See )

CDC: (See Section 2: Contact Tracing Implementation Guides and Tools for the Public Health Workforce)

CDC:

Resolve to Save Lives:

George Washington Mullan Institute:

CDC:

CDC: (See Section 3: Training Resources)

ASTHO/NCSD:

CDC:

Johns Hopkins University:

South University:

Public Health Foundation’s TRAIN Learning Network:

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LIVING DOCUMENT This playbook is a dynamic, "living" document. Global knowledge pertaining to COVID-19 is rapidly evolving. Feedback and suggestions can be sent to .

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