In this edition of Fresh Takes, we sit down with HealthForce NH’s new Senior Director, Kate Luczko who talks about progress to date and efforts afoot to address NH’s healthcare workforce shortage.

What brought you to HealthForce NH?

Kate: My journey to HealthForce NH began in 2010 when I was hired as the first employee of Stay, Work, Play New Hampshire. This organization aims to attract and retain young talent in the state. During my seven-and-a-half years with Stay, Work, Play, I focused on workforce development for 20- and 30-year-olds across the state. The work of HealthForce NH resonates with me because of its similarities with the challenges and initiatives I had previously worked on. HealthForce's mission to address healthcare workforce challenges in the state, including recruitment and retention of talent, aligns with my background and passion for connecting people and building relationships and making New Hampshire an even better place for both current and future generations.

What are the most pressing healthcare workforce challenges?

Kate: Healthcare workforce challenges are significant, both nationally and in New Hampshire. Even before the COVID-19 pandemic, New Hampshire was grappling with a shortage of healthcare professionals. The state had seen a decline in the in-migration of a young workforce, and while it is often touted as one of the most highly educated states, the rate of individuals relocating to New Hampshire had slowed down. The challenges in the healthcare sector include:

1. Workforce Shortages: The healthcare sector in New Hampshire is projected to add about 10,000 jobs to the economy by 2030, but there is a shortage of healthcare professionals to meet this demand. The most unfilled jobs in the state are in healthcare.

2. Burnout and High Turnover: Burnout is a significant issue among healthcare workers, leading to high turnover rates. Some healthcare professionals are leaving the industry due to better pay and work-life balance opportunities elsewhere.

3. Recruitment and Retention: Attracting and retaining healthcare talent, particularly young professionals, is a challenge. Many healthcare workers are retiring, and there is a need to replace them while also keeping younger professionals engaged in the field.

4. Diversity and Inclusivity: Ensuring a diverse healthcare workforce to meet the varied needs of the population is another challenge.

These challenges were exacerbated by the impact of the pandemic, making it even more critical to address the healthcare workforce issue in New Hampshire.

The Giving Care Plan includes more than a hundred strategies to address New Hampshire’s healthcare workforce shortage. How will HealthForce NH implement such a comprehensive plan?

Kate: Implementing an ambitious strategy like the Giving Care Plan requires a strategic and phased approach, considering both short-term and long-term goals:

Near Term:

• Conducting a thorough review and update of the Giving Care Plan to assess the progress made and identify priorities.

• Engaging in a listening tour, meeting with stakeholders across the state, and understanding their current needs and perspectives.

• Establishing relationships with organizations, agencies, and individuals in the healthcare sector to foster collaboration.

• Developing internal structures, such as our advisory board and volunteer committees, to identify gaps and ensure diverse representation.

• Initiating a marketing and branding effort to promote healthcare as an attractive career choice and educating people on the sector.

• Identifying critical areas for immediate attention, such as roles with severe shortages, like nursing.

Long Term:

• Continuously updating and refining the Giving Care Plan based on evolving needs and priorities.

• Expanding the role of HealthForce NH to focus on specific roles with high demand and low availability.

• Exploring opportunities for regional advisory boards to address local workforce challenges.

• Collaborating with agencies and organizations beyond healthcare, such as those in housing, childcare, and tourism, to address ancillary issues.

• Leveraging relationships with state agencies, such as economic development and tourism, to create a holistic approach to workforce development.

• Working toward a proactive approach to workforce development, shifting from reacting to challenges to anticipating and addressing them effectively.

Implementing this multifaceted plan will require coordination, adaptability, and a commitment to making a positive impact on New Hampshire's healthcare workforce.

Who is getting involved in this growing movement to address healthcare workforce challenges in New Hampshire?

Kate: The movement is gaining momentum and it involves a diverse range of people and organizations:

1. Healthcare Providers: Primary care providers, hospitals, mental health facilities, community health centers, in-home care services, dental clinics, and long-term care facilities, among others, are actively engaged in addressing workforce challenges.

2. Nonprofits: Several nonprofit organizations are committed to improving the healthcare workforce situation in the state.

3. State Agencies: State agencies, including the Department of Health and Human Services (DHHS), Employment Security, and Economic Development, are involved in this effort.

4. Advisory Boards: HealthForce NH has established an advisory board with members who were part of the initial creation of the Giving Care Plan.

5. Educational Institutions: Higher education institutions play a vital role in workforce development, and there are efforts to involve them in this initiative.

6. Community Partners: Various community partners are contributing to the movement, such as regional planning councils and childcare providers.

Our goal is to coalesce these groups into a unified effort to effectively address healthcare workforce challenges statewide.

What is your philosophy as you lead the efforts to address healthcare workforce challenges in New Hampshire?

Kate: My leadership style is characterized by an entrepreneurial spirit and a commitment to building relationships and collaboration. Here are some key elements of my philosophy:

1. Relationship Building: I believe in the power of relationships and connections. Building strong relationships with individuals and organizations is fundamental to achieving our goals.

2. Entrepreneurship: Approaching challenges with an entrepreneurial mindset means being open to innovative solutions, a willingness to take calculated risks, and adaptability in the face of changing circumstances.

3. Listening and Learning: Active listening and continuous learning are essential to understanding the intricacies of the challenges we face. We will be open to diverse perspectives and ideas.

4. Collaboration: Collaboration is at the heart of our efforts. HealthForce NH will be a central resource and convener, bringing together stakeholders to work collectively on solutions.

5. Flexibility and Adaptability: Healthcare workforce challenges are complex and dynamic. Being flexible and adaptable in our approach allows us to respond effectively to evolving needs.

6. Communication and Branding: Effective communication and branding efforts are essential to reach a broader audience and promote healthcare as an attractive career choice.

7. Strategic Prioritization: Given the multitude of strategies in the Giving Care Plan, prioritization is crucial. We will focus on initiatives that have the most significant impact in the short and long term.

8. Proactive Problem-Solving: We will shift our approach from reactive problem-solving to proactive planning. This involves anticipating future challenges and opportunities.

Overall, HealthForce NH will work to foster a collaborative, innovative, and adaptable environment to strengthen and sustain New Hampshire’s healthcare workforce.

What are the headwinds that HealthForce NH faces?

Kate: Leading efforts to address healthcare workforce challenges in New Hampshire comes with several primary challenges:

1. Magnitude of the Challenge: The sheer scale of the workforce shortage is a significant challenge. To overcome this, we must prioritize strategies and initiatives that have the most immediate and long-term impact.

2. Resource Limitations: HealthForce NH is a relatively new organization with limited resources. We need to be creative and resourceful as we seek partnerships and leverage existing infrastructure and programs to maximize our impact.

3. Diverse Needs: Healthcare encompasses various roles and settings, each with its unique challenges. We must tailor our solutions to meet the diverse needs of healthcare providers, from primary care to specialized roles.

4. Ancillary Issues: Addressing workforce challenges often requires consideration of ancillary issues such as housing, childcare, and transportation. Collaborating with organizations outside the healthcare sector will be essential.

5. Perception: Changing the broader perception of New Hampshire and promoting it as an attractive place for healthcare professionals to live and work is a long-term challenge. We will invest in marketing and branding efforts to address this.

Solving healthcare workforce challenges is a long-term endeavor. We need to maintain momentum and avoid becoming complacent as we work toward sustainable solutions.

What does New Hampshire stand to gain with a strong healthcare workforce?

Kate: Successfully addressing the healthcare workforce issue in New Hampshire holds numerous potential benefits for the state:

1. Improved Healthcare Access and Quality: A well-staffed healthcare sector means shorter wait times, better access to medical services, and higher quality care for residents. Improved healthcare access can lead to better health outcomes.

2. Enhanced Public Health: A robust healthcare workforce contributes to overall public well-being. Preventative care, early diagnosis, and timely treatment can reduce the prevalence of chronic illnesses and mitigate health crises.

3. Economic Growth: A thriving healthcare sector can stimulate economic growth. Meeting the demand for healthcare services can lead to more job opportunities, increased healthcare facilities, and a healthier workforce.

4. Lower Healthcare Costs: A stronger healthcare workforce encourages timely care, reducing the need for costly medical interventions. This, in turn, can lower healthcare costs in the long run.

5. Increased Innovation: A well-supported healthcare workforce fosters an environment of innovation. More professionals mean a higher likelihood of new medical technologies, treatments, and practices being developed.

6. Enhanced Education and Training: Investment in healthcare workforce development can lead to improved educational programs, mentorship opportunities, and training initiatives, raising the standard of healthcare education in the state.

7. Community Well-Being: A strong healthcare workforce contributes to community well-being. Local healthcare providers become pillars of their communities, providing not only medical care but also community engagement and support.

8. Attraction of Talent: As New Hampshire successfully addresses its healthcare workforce challenges, it becomes an attractive destination for healthcare professionals from other states, drawing talent from across the nation.

9. Long-Term Sustainability: Solving the healthcare workforce issue isn't just about immediate gains; it's about securing a brighter and healthier future for all residents. A strong healthcare sector can withstand crises and adapt to changing demographics.

Addressing the healthcare workforce challenge is an investment in our state’s future health, economy, and overall quality of life. By working together and strategically addressing this issue, New Hampshire can secure a brighter and healthier future for its residents.