You might be wondering what the importance of Workforce Strategy Spending is. Well, there are significant financial penalties for not meeting the PPS commitment to this workforce spending. Specifically, a PPS that does not meet the workforce Achievement Value (AV) will lose funding across all 11 projects. This penalty may be in the hundreds of thousands of dollars. As you can see, workforce spending is an incredibly important part of DSRIP reporting.
Before we get into what the 4 Workforce Strategy Spending Categories are, please note that funds may be shifted from one category to another, within the workforce budget, as long as the PPS stays true to their overall spend commitments.
FOUR WORKFORCE STRATEGY SPENDING CATEGORIES:
- Retraining
- This category includes training and retraining for existing, newly hired staff relative to DSRIP projects/goals. PPSs should include the cost of trainers, training materials, and other costs incurred as a result of training. The cost of salary and benefits for those staff who provide backfill coverage for employees who attend training may be included. The costs of staff (salary and benefits) attending the training should not be included.
PPSs are advised to utilize an independent third party to assist in capturing wage specific data to ensure they do not inadvertently violate anti-trust laws.
- Redeployment
- This category includes the cost of retraining for employees who are redeployed as a result of DSRIP*. All other costs are associated with redeployment. Examples of other costs associated with redeployment include incentives to redeploy, assistance to redeploy and other costs incurred as a result of redeployment (i.e. testing, etc.).
- *This information is based on guidance released by the NY State Department of Health on 1/29/16 and is subject to change. We will have the latest information on the New York DSRIP blog, so be sure to check the blog often. Also, follow HWapps on Twitter and Facebook for the latest updates.
- New Hires
- This category includes all costs associated with recruiting personnel under DSRIP projects/goals. Examples include the costs of advertising, testing, incentives, reimbursement of expenses relative to recruitment (i.e. travel and hotel), and recruitment firms.
- The cost of on-boarding new hires should be reported under Training/Retraining (see above).
- Other
- This category includes all other costs associated with workforce not specified above. Examples include workforce vendor fees and other consultant fees relative to workforce, meeting costs associated with workforce, salary/benefits for staff members whose primary job responsibilities are to manage PPS Workforce areas, such as coordination, development, and delivery of training.
PPSs are advised to utilize an independent third party to assist in capturing wage specific data to ensure they do not inadvertently violate anti-trust laws.
- Ongoing costs associated with PPS Project Management staff cannot be charged to workforce funds (e.g. their salary, benefits, etc.); however, costs associated with hiring, retraining, etc. for those staff may be allocated appropriately under the appropriate budget category (or categories). Source: New York State Department of Health Workforce Guidance Issued 12/2/15.
TYPES OF TRAINING
Each PPS should include the cost of the following types of training (with respect to DSRIP): PAM, SBIRT, Cultural Competency/Health Literacy, HIT, Mental Health/Behavioral Health, Motivational Interviewing and any other training (with respect to DSRIP). Please not that this list is not meant to be exhaustive of all the possible training that may be included, these are only examples.
TYPES OF RECRUITMENT
Each PPS should include the cost of recruiting the following new hires (with respect to DSRIP): Primary Care Physicians and Physician Extenders (NPs; PAs), Social Workers, RN/Case/Care Managers, All PPS Staff Positions, Patient Navigators, Community Health Workers, Behavioral Health Workers, Patient Education Workers, Health Information Technology Workers, and any other staff related to DSRIP. Please note that this list is not meant to be exhaustive of all the possible training that may be included, these are only examples.
DEFINITIONS
(New York State Department of Health Workforce Guidance Issued 12/2/15)
- New Hires: New hires are all personnel hired as a result of DSRIP, exclusive of personnel who are redeployed (see definition below). New Hires include all new employees who support the DSRIP projects and PPS infrastructure, including but not limited to executive and administrative staff, professional and para-professional clinical staff, and professional and para-professional care coordination staff.
- Redeployed Personnel: Redeployed employees are people who are currently employed by any PPS partners in DSRIP Year 1 and who transition into another job title, including those who transition to another job with the same employer.
- Retraining: Retraining is defined as training and skill development provided to current employees of PPS partners for the purpose of redeployment or to employees who are at risk of lay-off. Skill development includes classroom instruction whether provided by a college or other training provider. It can include, particularly for at-risk employees, longer term training to support transition to high demand occupations, such as Care Manager or Nurse Practitioner.
- Training: For the purposes of DSRIP, training includes all formal skill development provided to any employees who provide services for the PPS selected projects or central support for the PPS. Skill development includes classroom instruction whether provided by a college or other training provider. It can include longer term training to build talent pipelines in high demand occupations, such as Nurse Practitioner. Training includes skill development provided to incumbent workers whose job titles do not change but who are expected to perform new duties. Training also includes skill development for new hires.
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