shirley haberman, phd, ches jane emmeree, phd, ches from content to process: the transition of a...

Shirley Haberman, PhD, CHESJane Emmeree, PhD, CHES

From Content to Process: The Transition of a

Health Promotion Department

Learning Objectives

Identify two or more limitations of a health education content specialization model

List two or more staff functional roles in a health promotion department

Discuss steps in transitioning from a topic-based model to a functional role model

Background

July 1, 2009 – GatorWell Health Promotion Services transitions from the Student Health Care Center under the College of Medicine to the Division of Student Affairs

Transition Timeline

Consultant Recommendations

Department reports to Counseling Director

Separation of clinical nutrition services from health promotion

Transition from Content to Functional Model

Transition Timeline

Background

March 2010 – Moved to new building Became affiliated with

the Counseling and Wellness Center

Separation of medical nutritional therapy from nutritional health promotion

Initiated new functional model

Transition Timeline

Content Model

AdvantagesServices

organized by topic

Staff as content experts

Based on medical model

Content Model

Disadvantages

Lack of flexibility

Staff expected to possess diverse skill sets

Topical programs planned in isolation

Content Model

DisadvantagesStaff work in silos, turf issues.Whole student neglectedIncongruence with the SPHPHE, Hiring

Guidelines

Process Model

Department organized around functional needs

Professionals develop relevant skill sets

Encourages team work

Hiring of generalists vs. specialists

Creates consistency & reduces redundancy

Develops flexibility and new identity among professional staff

Potential Functional Roles

Assessment & Evaluation Coordinator

Health Communications & Marketing Coordinator

Technology & Social Media Coordinator

Professional Development & Training Coordinator

Potential Functional Roles

Resources Coordinator

Student Development & Leadership Coordinator

Residential Outreach ProgramsCoordinator

Discussion Questions

What do you think about moving away from a content model to a process model?

Can you envision ways to incorporate this model into your department?

Which functional roles would work best for you? If you had to pick 1 or 2 roles, which would you choose?

Steps To Transition

Assess staff support for model

Identify relevant functional roles

Assign a coordinator for each role

Steps to Transition

Create specific duties for each role

Update job descriptionsAssign coordinator to

corresponding division-widecommittees

Create professional development plans

Develop strategic plans

Assessment & Evaluation Coordinator Duties

Facilitates departmental assessments and evaluationsCreates annual assessment/evaluation plan and

calendar of projects Conducts or provides consultation for literature

reviews.Coordinates the development of assessment and

evaluation IRB proposals, plans, surveys, analyses and reports

Prepares reports of assessment and evaluation results. Edits all assessment reports for accuracy. Provides data reports/graphs upon request by the director. Vettes all data requests through the director.

Serves on the Division’s Assessment Team

New Job Description Language

 “Provides expertise and facilitates

departmental coordination in one or more of the following functional responsibility areas: assessment & evaluation, student leadership and development, residential programs, grant writing, professional development and training, health communication/marketing or social media/technology.”

Assign Coordinators to Existing Committees

Professional Development Plan

Identify skills that need improvement for each coordinator role

Create a 2-3 year plan to expand coordinator’s skill set Conferences and workshops Self-study (On-line options, webinars, books, etc.)

Develop Strategic Plan by Function

Our Outcomes/Results

Hybrid model

Staff assigned to coordinate major topic(s) and function(s)

More responsive to new needs, projects and interests

More congruence with division-wide committees

More interdepartmental collaboration

Outcomes/Results

More consistency/less redundancy

Increased control over website

Increased skills and expertise in functional areas

Challenges/Lessons Learned

Sorting out responsibilities where roles overlap

Setting priorities between and within functional and content areas

Skill development takes systematic plan, time and resources

Summary

Limitations of a topic specialization model and benefits of adding functional roles

Types of functional roles

Steps and strategies for incorporating functional roles into existing model

Questions?

Shirley Haberman, PhD, CHESshirleyh@ufl.edu

Jane Emmeree, PhD, CHESemmeree@ufl.edu