Translating statewide needs assessment data into workforce training on diversity and succession planning

It is estimated that up to 35% of local public health workers in Minnesota are currently eligible for retirement. This imminent shortage of public health workers, along with the lack of public health workers who reflect the increasingly diverse demographics of the state, suggest that local health departments (LHDs) could benefit from training in diversity and succession planning. A statewide needs assessment was conducted among county, city, and tribal LHDs throughout Minnesota. Respondents were contacted via e-mail to complete an electronic survey, with phone follow-up as needed. Of the 81 LHD administrators contacted in Minnesota, 76.5% (n=62) responded to the survey. More than half of respondents (55%) cited succession planning as a high to very high concern, yet 61% did not have a succession plan. The vast majority (74%) of respondents did not have a plan to increase diversity, even though 49% rated it as a high or very high concern. These results indicate that despite concerns, most LHDs are not ready to meet these challenges. In response to the survey, several LHDs were identified to receive individualized, in-person trainings in diversity and succession planning. In addition, recorded trainings in diversity and succession planning, along with tools for developing policies and procedures, will be archived online. By translating needs assessment data into customized trainings in diversity and succession planning, the workforce needs of LHDs are being met.