Methods

Participation

The PH WINS Islands Pilot was conducted in 8 United States Territories and Freely Associated States. Each participating health department submitted a list of the names and email addresses of all staff in their department for a total of 8,913 individuals. The PH WINS Islands Pilot was sent to all individuals on February 3, 2025, via Qualtrics, a web-based survey platform. Additionally, a general link was created so that individuals could complete the survey even if they did not receive a direct email. This was different from PH WINS 2024. During data cleaning, all instances of the survey were matched to staff lists provided by participating departments. The PH WINS Islands Pilot received 2,530 responses, a 28% response rate – the survey closed on April 5, 2025. Data were cleaned, managed, and analyzed in STATA (version 19.0; StataCorp LLC, College Station, Texas). Taylor series weights were constructed to adjust for nonresponse. adjust for nonresponse.

Analysis Considerations

1. Sampling design: Non-response assessment shows that primary potential for bias lies with differential non-response from individuals. Taylor series weights account for non-response at the department level.
2. Response rates: Non-response bias is always a concern for surveys in general, particularly ones that assess sentiment and perception, such as the PH WINS Islands Pilot. The PH WINS Islands Pilot received 2,530 responses, a 28% response rate. This represents the first administration of PH WINS in the U.S Territories and Freely Associated States.
3. Staffing inclusion criteria: Departments participating in the PH WINS Islands Pilot were asked to include all staff associated with their departments, which in many cases included public health staff and healthcare staff. The staff list for each department designated who was considered public health staff or healthcare staff. All staff are included in analyses, however there are options to filter out healthcare staff. This decision may have some implications for researchers that would like to make comparisons to PH WINS results from state and local health departments.

Interpreting Data

Interpreting Estimates

As described in the user guide, data labels are provided for each row in a graph. Those data labels represent the percentage or point estimate for each row in the graph and represent the percentage of the workforce that selected a specific response for a survey question.

Interpreting Confidence Intervals

As described in the user guide, confidence intervals are provided for each estimate on the dashboard.

In some cases, you may see confidence intervals with large widths (>15%), meaning that we can be less confident about the result. These appear when the overall population size is small. While the estimates are still accurate, they should be interpreted and used with some caution.

Suppression Rules

To protect respondent confidentiality and ensure data reliability, suppression rules have been applied to the survey results:

• Response Suppression: Survey responses with fewer than 10 responses are suppressed and not reported to prevent the potential identification of individual respondents. Only questions with 10 or more responses are included in the dashboard.
• Filtering Criteria: Users of the PH WINS Islands Pilot dashboard can filter results by various demographics and workforce characteristics. However, filters are only applied if 10 or more respondents meet the selected criteria for a given filter.

Combined View

On the PH WINS Islands Pilot dashboard, categories may appear in a combined view rather than showing a full breakdown of subcategories. This approach is used to ensure respondent confidentiality and maintain data reliability, particularly for agencies with smaller staff sizes.

Why is data combined?
When there are fewer than 10 responses in a specific subcategory, those responses are grouped into a broader category to prevent potential identification of individuals. This may be seen when reviewing data associated with supervisor level.

How to interpret the combined view?
If you see a combined category on the dashboard, it means that individual subcategories did not meet the minimum reporting threshold and have been grouped together. This ensures agencies can still analyze workforce trends while protecting respondent privacy. By applying these data suppression and combination rules, the PH WINS Islands Pilot maintains the integrity of the data while providing meaningful insights for workforce development.

Survey Questions

This section provides the specific survey questions and response options that directly correspond to the data for the topic or sub-topic you are viewing. The PH WINS Islands Pilot dashboards do not include all survey questions asked, and this document only contains the questions relevant to the data displayed. To access the full PH WINS Islands Pilot survey instrument in English, click here or in Spanish, click here. If you are interested in additional data not shown in the dashboards, you can submit a data request here.

Topic: Demographics

The Demographics topic examines the personal attributes of the workforce such as sex, race and ethnicity, age, educational attainment, public health training, and student loan burden.

Sub-topic: Sex

Respondents were asked the following question related to their sex assigned at birth. Understanding this information is important for ensuring that all employees have an equal opportunity to succeed.

Filter Option:Did you know you could filter by this item? Try filtering by Sex or refining your population to male or female to explore your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q27. What sex were you assigned at birth?

• Male
• Female

27. ¿Qué sexo le fue asignado al nacer?

• Masculino
• Femenino

Sub-topic: Age

Respondents were asked to identify their age. Understanding the age distribution of the workforce can help support cross-generational collaboration and knowledge sharing.

Filter Option: Did you know you could filter by this item? Try filtering by Age or refining your population to 35 and under, 36-55 years of age, or 55 and above to explore your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q29. What is your age in years? Please round to the nearest whole year. [write in]

29. ¿Cuál es su edad en años? Redondee al año entero más cercano [escriba]

Sub-topic: Educational Attainment

Respondents were asked to identify their educational attainment. Understanding this information helps leverage expertise, support workforce development, and assess recruitment needs.

Filter Option: Did you know you could filter by this item? Try filtering by educational attainment or refining your population to no college degree, associates, bachelors, masters, or doctoral to explore your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q32. Please indicate which degrees you have attained. Check all that apply.

• High school or equivalent
• Associate’s degree in nursing
• Other associate degree
• BS/BA
• BSN
• BSPH/BAPH
• Other baccalaureate degree
• MA/MS
• MBA
• MHSA
• MPA
• MPP
• MPH
• MSN
• MSW
• Other master’s degree
• DDS/DMD
• DrPH
• PhD in Public Health
• ScD in Public Health
• Other public health doctorate
• DNP
• DVM/VMD
• JD
• MD/DO, or international equivalent
• PharmD
• PhD/ScD/other non-public health doctorate
• I am currently pursuing a degree

32. Indique qué títulos o grados ha obtenido Marque todas las opciones que correspondan

• Escuela superior o equivalente
• Grado asociado en enfermería
• Otro grado asociado
• Bachillerato en ciencias/Bachillerato en artes (BS/BA)
• Bachillerato en ciencias de la enfermería (BSN)
• Bachillerato en ciencias en salud pública/Bachillerato en artes en salud pública (BSPH/BAPH)
• Otro título de bachillerato
• Maestría en artes/Maestría en ciencias (MA/MS)
• Maestría en administración de empresas (MBA)
• Maestría en administración de servicios de salud (MHSA)
• Maestría en administración pública (MPA)
• Maestría en política pública (MPP)
• Maestría en salud pública (MPH)
• Maestría en ciencias de la enfermería (MSN)
• Maestría en trabajo social (MSW)
• Otro título de maestría
• Doctor en cirugía dental/Doctor en medicina dental (DDS/DMD)
• Doctor en salud pública (DrPH)
• Doctorado en salud pública (PhD in Public Health)
• Doctor en ciencias de la salud pública (ScD in Public Health)
• Otro doctorado en salud pública
• Doctor en práctica de enfermería (DNP)
• Doctor en medicina veterinaria (DVM/VMD)
• Juris doctor (JD)
• Doctor en medicina/Doctor en medicina osteopática o equivalente en otros países (MD/DO)
• Doctor en farmacia (PharmD)
• Doctorado (PhD), Doctorado en Ciencias (ScD) u otro doctorado no relacionado con la salud pública
• En este momento estoy estudiando para obtener un título

Sub-topic: Public Health Training

Respondents who reported having other associate, BS/BA, Other bachelor’s degree, MA/MS, Other master’s degree, PhD, or ScD, were asked whether their major or concentration was in public health. Understanding the educational background of the workforce helps agencies tailor professional development opportunities and assess recruitment needs.

Filter Option: Did you know you could filter by this item? Try filtering by Public Health Training or refining your population to no public health degree or public health degree to view your PH WINS Islands Pilot data in different way. Learn more about how to use the filters here.

Q33d. [Show if Other associate, BS/BA, Other bachelor’s degree, MA/MS, Other master’s degree, PhD, or ScD] Was the major or concentration for your _________ [pipe in each degree] public health?

• Yes
• No

33d. ¿La especialidad o área de concentración de su [insertar cada título] fue salud pública?

• Sí
• No

Topic: Workforce Characteristics

The Workforce Characteristics topic examines the general characteristics of respondents’ jobs and the work they do.

Sub-topic: Public Health or Health Care

Agencies participating in the PH WINS Islands Pilot submitted a staff list containing employee information such as names, email addresses, and whether the employee works in public health or health care. This information was used to classify staff by sector. Understanding the distribution of employees across public health and health care provides an opportunity to explore differences and similarities between the two sectors, and to identify ways to strengthen collaboration and maximize impact across the workforce.

Filter Option: Did you know you could filter by this item? Try filtering by Public Health or Health Care or refining your population to Public Health to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Sub-topic: Supervisory Status

Respondents were asked to identify their supervisory status. Understanding this information helps assess workforce structure and informs professional development initiatives that support career advancement.

Combined view note: If you are seeing a combined view, it means that a subcategory has fewer than 10 responses and has been grouped into a broader category to protect respondent confidentiality. Individual subcategories did not meet the minimum reporting threshold and were combined to maintain privacy while still providing meaningful workforce insights.

Filter Option: Did you know you could filter by this item? Try filtering by Supervisory Status or refining your population to non-supervisors, supervisors and managers, or executives to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q1. What is your supervisory status?

• Non-supervisor: you do not supervise other employees
• Supervisor: you are responsible for employees' performance appraisals and approval of their leave, but you do not supervise other supervisors
• Manager: you are in a management position and supervise one or more supervisors
• Executive: member of Senior Executive Service or equivalent

1. ¿Cuál es su estatus de supervisión?

• No es supervisor: usted no supervisa a otros empleados
• Supervisor: usted es responsable de las evaluaciones de desempeño de los empleados y de la aprobación de sus licencias, pero no supervisa a otros supervisores.
• Administrador: usted trabaja en una posición gerencial y tiene a su cargo a uno o más supervisores
• Ejecutivo: usted es miembro del Servicio Ejecutivo Senior o un puesto equivalente

Sub-topic: Job Type

Respondents selected the classification that best represented their current role from a list of more than 70 job classifications. "Other" responses were recoded into the appropriate category where possible. Understanding this distribution highlights key workforce areas, reflecting the workforce’s priorities.

Data was analyzed to align job categories with existing job classifications, such as those defined for the CDC’s Public Health Infrastructure Grant and the federal Standard Occupational Classifications. Below is the crosswalk of job classifications to job categories (“types”).

Administrative Staff & Leadership
Application/Software Developer
Attorney or Legal Counsel
Business Support - Accountant/Fiscal
Business Support Services - Administrator
Clerical Personnel - Administrative Assistant
Clerical Personnel - Secretary
Custodian
Customer Service/Support Professional
Database Manager/Data Storage Architect
Department/Bureau Director
Deputy Director
Facilities or Operations Worker
Grants or Contracts Specialist
Health Officer
Human Resources Personnel
Information Systems Manager/Information Technology Specialist
Other Business Support Services
Other Data/Computer Scientist
Other Executive Leadership
Planning or Accreditation Specialist
Public Health Agency Director
Quality Improvement Worker

Clinical, Behavioral, & Social Services
Bio Medical Technician
Community Health Worker
Disability Claims/Benefits Examiner or Adjudicator
Emergency Medical Technician/Advanced Emergency Medical Technician/Paramedic
Health Assistant
Licensed Practical or Vocational Nurse
Medical Assistant
Mental Health or Substance Abuse Counselor
Nurse Assistant/ Medical Assistant
Nurse Practitioner
Nutritionist or Dietitian
Other Community Health Professional
Other Health Professional/Clinical Support Staff
Peer Counselor
Pharmacist
Physical/Occupational/Rehabilitation Therapist
Physician Assistant
Physician Generalist
Physician Specialist
Psychologist
Public Health Dentist
Public Health/Preventive Medicine Physician
Registered Nurse - Public Health or Community Health Nurse
Registered Nurse - Unspecified
Social Worker/Social Services Professional

Public Health Programs, Research, Assessment, & Surveillance
Animal Control Worker
Data or Research Analyst
Data Scientist
Disease Intervention Specialist/Contact Tracer
Economist
Emergency Preparedness/Management Worker
Engineer
Environmental Science and Protection Specialist
Environmental Science and Protection Technician
Epidemiologist
Health Communications Specialist
Health Educator
Health Navigator
Laboratory Aide or Assistant
Laboratory Quality Control Worker
Laboratory Scientist/Medical Technologist
Laboratory Technician
Licensure/Regulation/Enforcement Worker
Medical/Vital Records Staff
Other Health Communications Professional
Other Laboratory Professional
Other Program Staff
Other Public Health Science Professional
Policy Analyst
Population Health Specialist
Program Coordinator
Program Director
Program Evaluator
Public Health Informatics Specialist
Public Health Manager or Program Manager
Public Information Officer
Public Information Specialist
Sanitarian or Inspector
Statistician
Worker Safety

Other
Other (please specify)
Property Manager
Purchasing Specialist
Student, Professional or Scientific

Q2. Please identify the classification that best represents your current role in the organization. This question refers to the type of role you serve in. This is NOT the same as your union/civil service title. The classifications have been organized by category to make it easier to find your role. You will be asked about your program area in the next question. Some job classifications are listed differently than you’d expect. For example, Epidemiologist can be found the Data/Computer Sciences category.

Administrative

• Attorney or Legal Counsel
• Business Support - Accountant/Fiscal
• Business Support Services – Administrator
• Clerical Personnel - Administrative Assistant
• Clerical Personnel – Secretary
• Custodian
• Customer Service/Support Professional
• Facilities or Operations Worker
• Grants or Contracts Specialist
• Human Resources Personnel
• Quality Improvement Worker
• Medical/Vital Records Staff
• Other Business Support Services

Clinical

• Bio Medical Technician
• Emergency Medical Technician/Advanced Emergency Medical Technician/Paramedic
• Health Assistant
• Home Health Aide
• Licensed Practical or Vocational Nurse
• Medical Assistant
• Medical Examiner
• Mental Health or Substance Abuse Counselor
• Nurse Assistant/Medical Assistant
• Nurse Practitioner
• Nutritionist or Dietitian
• Pharmacist
• Physical/Occupational/Rehabilitation Therapist
• Physician Assistant
• Physician Generalist
• Physician Specialist
• Phycologist
• Public Health Dentist
• Public Health/Preventive Medicine Physician
• Public Health Veterinarian or Veterinarian Technician
• Registered Nurse - Public Health or Community Health Nurse
• Registered Nurse – Unspecified
• Other Health Professional/Clinical Support Staff

Communications

• Health Communications Specialist
• Public Information Specialist
• Public Information Officer
• Other Health Communications Professional

Community Health

• Community Health Worker
• Health Educator
• Health Navigator
• Other Community Health Professional

Data/Computer Sciences

• Application/Software Developer
• Database Manager/Date Storage Architect
• Data or Research Analyst
• Data Scientist
• Economist
• Epidemiologist
• Information Systems Manager/Information Technology Specialist
• Public Health Informatics Specialist
• Statistician
• Other Data/Computer Scientist

Laboratory

• Laboratory Aide or Assistant
• Laboratory Technician
• Laboratory Quality Control Worker
• Laboratory Scientist/Medical Technologist
• Other Laboratory Professional

Leadership

• Health Officer
• Public Health Agency Director
• Department/Bureau Director
• Deputy Director
• Other Executive Leadership

Program (General)

• Program Coordinator
• Program Director
• Program Evaluator
• Public Health Manager or Program Manager
• Other Program Staff

Public Health Sciences

• Animal Control Worker
• Disease Intervention Specialist/Contact Tracer
• Emergency Preparedness/Management Worker
• Engineer
• Environmental Science and Protection Specialist
• Environmental Science and Protection Technician
• Licensure/Regulation/Enforcement Worker
• Peer Counselor
• Policy Analyst
• Population Health Specialist
• Sanitarian or Inspector
• Student, Professional or Scientific
• Other Public Health Science Professional
• Worker Safety

Social Services

• Disability Claims/Benefits Examiner or Adjudicator
• Social Worker/Social Services Professional

Other

• Other

Q2b. [Show if ANY other] Please specify _________

2. Identifique la clasificación que mejor describa su rol actual en la organización. Esta pregunta se refiere al tipo de rol que usted desempeña. Esto NO equivale a su cargo de la unión o del servicio civil. La siguiente pregunta trata sobre su área en el programa. Las áreas de programa se han organizado por categoría para que le sea más fácil encontrar su(s) programa(s). Por ejemplo, Epidemiólogo se puede encontrar en la categoría Ciencias de la computación/Ciencia de datos.

Administrativo

• Abogado o asesor legal
• Apoyo comercial - Contabilidad/Fiscal
• Servicios de soporte comercial - Administración
• Personal de oficina - Asistente administrativo
• Personal administrativo - Secretaria
• Personal de limpieza/Conserje
• Profesional de atención al cliente/soporte
• Trabajadora de instalaciones u operaciones
• Personal de recursos humanos
• Trabajador de mejora de la calidad
• Personal de registros médicos/vitales
• Otros servicios de apoyo comercial
• Especialista en subvenciones o contratos
• Especialista en planificación o acreditación
• Administrador de la propiedad
• Especialista en compras

Clínico

• Técnico biomédico
• Técnico en emergencias médicas/Técnico avanzado en emergencias médicas/Paramédico
• Asistente de cuidado de la salud
• Asistente de salud en el hogar
• Enfermera práctica o vocacional con licencia
• Médico forense
• Consejero de salud mental o abuso de sustancias
• Auxiliar de enfermería/auxiliar médico
• Enfermero practicante
• Nutricionista o dietista
• Farmacéutico
• Terapeuta físico/ocupacional/de rehabilitación
• Asistente médico
• Médico general
• Médico especialista
• Psicólogo
• Dentista de salud pública
• Médico de salud pública/medicina preventiva
• Veterinario de salud pública o técnico veterinario
• Enfermera registrada - Enfermera de salud pública o de salud comunitaria
• Enfermera registrada - Sin especificar
• Otros profesionales de la salud/personal de apoyo clínico
• Asistente de salud a domicilio

Comunicaciones

• Especialista en comunicaciones de salud
• Especialista en información pública
• Oficial de información pública
• Otros profesionals de comunicaciones en salud

Salud comunitaria

• Trabajador de salud comunitario
• Educador en salud
• Navegador de salud
• Otros profesionales de salud comunitaria

Ciencias de la computación/Ciencia de datos

• Desarrollador de aplicaciones / software
• Administrador de base de datos/Arquitecto de almacenamiento de datos
• Analista de datos o investigación
• Científico de datos
• Economista
• Epidemiólogo
• Gerente de sistemas de información/Especialista en tecnología de información
• Especialista en ciencia de datos
• Estadístico
• Especialista en otras ciencias de datos/computación

Laboratorio

• Auxiliar o asistente de laboratorio
• Técnico de laboratorio
• Trabajador de control de calidad de laboratorio
• Científico de laboratorio/Tecnólogo médico
• Otro profesional de laboratorio

Liderazgo

• Funcionario de salud
• Director de agencia de salud pública
• Director de departamento/Oficina
• Director adjunto
• Otro liderazgos ejecutivos

Programa (general)

• Coordinador de programa
• Director de programa
• Evaluador de programas
• Administrador de salud pública o Administrador de programa
• Otros miembros del personal del programa

Ciencias de la salud pública

• Trabajador de control animal
• Especialista en intervención de enfermedades/Rastreador de contactos
• Trabajador de preparación/manejo de emergencias
• Ingeniero
• Especialista en ciencias y protección ambiental
• Técnico en ciencias y protección ambiental
• Trabajador de licenciamiento/regulación/cumplimiento
• Consejero de pares
• Analista de políticas
• Especialista en salud de la población
• Salubrista o inspector
• Estudiante, profesional o científico
• Seguridad del trabajador
• Otro profesional de ciencia de la salud pública

Servicios Sociales

• Evaluador o adjudicador de reclamaciones/beneficios por incapacidad
• Trabajador social/Profesional de servicios sociales

Otro

• Otro (especifique)

Sub-topic: Program Area

Respondents selected their program area(s) from a list of 45 programs. Participants’ primary program was determined based on the percentage of time working in each selected program area. "Other" responses were recoded into the appropriate category. Understanding this information is important for assessing the workforce’s strengths and priorities and presents an opportunity to enhance collaboration to maximize the impact of public health initiatives.

Data was analyzed to reflect program area categories that align with the Foundational Public Health Services framework. Below is the crosswalk of program area to the program area categories.

Assessment & Surveillance
Community Health Assessment/Planning
Disability services, including disability determinations
Enforcement/Inspection/Licensing/Certification of Facilities (includes health care facilities, long-term care facilities, nursing homes, and child care facilities)
Epidemiology Surveillance
Informatics
Medical Examiner
Public Health Genetics
Public Health Laboratory
Vital Records

Chronic Disease & Injury Prevention
Health Promotion/Wellness
Injury/Violence Prevention
Non-Communicable Disease/Chronic Disease (including cancer, diabetes, heart disease, obesity, etc.)

Clinical Health Care & Social Services
Clinical Services (excluding TB, STI, family planning)
Emergency Medical Services
Immunizations - clinical services
Immunizations - non-clinical
Mental and Behavioral Health
Oral Health/Clinical Dental Services
School Health
Substance Abuse, including tobacco control programs

Communicable Disease Control
Communicable/Infectious Disease - HIV
Communicable/Infectious Disease - Influenza
Communicable/Infectious Disease - STI
Communicable/Infectious Disease – Tuberculosis
Communicable/Infectious Disease - Viral Hepatitis
COVID-19 Recovery
Other Communicable/Infectious Disease

Communications & Policy
Communications/Public Information
Health Education
Policy, Legislation, and Government Affairs

Emergency Preparedness & Response
Emergency Preparedness, Planning, and Response

Environmental Public Health
Animal Control
Environmental Health

Maternal, Child, & Family Health
Children and Youth with Special Health Care Needs
Maternal, Child, and Adolescent Health
Maternal, Child, and Adolescent Health - Family Planning
Maternal, Child, and Adolescent Health - WIC

Organizational Competencies
Administration/Administrative Support
Equity/Health Equity
Financial Management, Contract, and Procurement
Information Technology (IT) Services
Program Evaluation
Training/Workforce Development

Other
Global Health
Other Program Area (specify)

Filter Option: Did you know you could filter by this item? Try filtering by Program Area or refining your population to Chronic Disease & Injury Prevention, Clinical Health Care & Social Services, Communicable Disease Control, Communications & Policy, Emergency Preparedness & Response, Environmental Public Health, Maternal, Child, & Family Health, Organizational Competencies, or Other to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q3. Please specify your current program area(s) . Select all that apply. The program areas have been organized by category to make it easier to find your program (s).

All Hazards

• Emergency Preparedness, Planning, and Response

Assessment

• Community Health Assessment/Planning
• Disability services, including disability determinations
• Enforcement/Inspection/Licensing/Certification of Facilities (includes health care facilities, long-term care facilities, nursing homes, and child care facilities)
• Epidemiology Surveillance
• Informatics
• Medical Examiner
• Public Health Genetics
• Public Health Laboratory
• Vital Records

Chronic Disease & Injury

• Health Promotion/Wellness
• Injury/Violence Prevention
• Non-Communicable Disease/Chronic Disease (including cancer, diabetes, heart disease, obesity, etc.)

Communicable/Infectious Disease

• COVID-19 Recovery
• HIV
• Influenza
• STI
• Tuberculosis
• Viral Hepatitis
• Other Communicable/Infectious Disease

Communications

• Health Education
• Communications/Public Information

Environmental Health

• Animal Control
• Environmental Health

Maternal, Child, and Adolescent Health

• Children and Youth with Special Health Care Needs
• Family Planning
• Maternal, Child, and Adolescent Health
• WIC

Organizational Infrastructure

• Administration/Administrative Support
• Equity/Health Equity
• Financial Management, Contract, and Procurement
• Information Technology (IT) Services
• Policy, Legislation, and Government Affairs
• Program Evaluation
• Training/Workforce Development

Health Care

• Clinical Services (excluding TB, STI, family planning)
• Emergency Medical Services
• Immunizations - clinical services
• Immunizations - non-clinical
• Mental and Behavioral Health
• Oral Health/Clinical Dental Services
• School Health
• Substance Abuse, including tobacco control programs

Other

• Global Health
• Other Program Area (specify)

Q3b. [Carryforward program area responses from the previous question] Items shown are those you selected in the previous question. Please estimate the % time you currently serve in each of those program areas. (Your total should add up to 100%, regardless of whether you are a full-time or part-time employee.)

• Program Area 1 _________%
• Program Area 2 _________ %
• Program Area 3 _________ %
• ...

3. Especifique cuáles son sus áreas de programa actuales. Seleccione todas las opciones que correspondan. Las áreas de programa se han organizado por categoría para que sea más fácil encontrar su(s) programa(s).

Todos los riesgos

• Preparación, planificación y respuesta ante emergencias

Evaluación

• Evaluación/planificación de la salud comunitaria
• Servicios para personas con incapacidad, incluidas las determinaciones de incapacidad
• Cumplimiento/inspección/licenciamiento/certificación de instalaciones (incluye instalaciones de atención médica, instalaciones de atención a largo plazo, hogares de ancianos e instalaciones de cuidado infantil)
• Vigilancia epidemiológica
• Informática
• Médico forense
• Genética de salud pública
• Laboratorio de salud pública
• Registros vitales

Enfermedades crónicas y lesiones

• Promoción de la salud/el bienestar
• Prevención de lesiones y violencia
• Enfermedades no transmisibles/enfermedades crónicas (incluyendo cáncer, diabetes, enfermedades cardíacas, obesidad, etc.)

Enfermedades transmisibles/infecciosas

• Recuperación post COVID-19
• VIH
• Influenza
• Infecciones de transmisión sexual
• Tuberculosis
• Hepatitis viral
• Otras enfermedades transmisibles/infecciosas

Comunicaciones

• Educación para la salud
• Comunicaciones/Información pública

Salud ambiental

• Control animal
• Salud ambiental

Salud materna, infantile y adolescente

• Niños y jóvenes con necesidades especiales de cuidado de la salud
• Planificación familiar
• Salud materna, infantil y adolescente
• WIC

Infraestructura organizacional

• Administración/Soporte administrativo
• Equidad/Equidad en la salud
• Administración financiera, contratos y compras
• Servicios de tecnología de la información (IT)
• Políticas, legislación y asuntos gubernamentales
• Evaluación de programa
• Capacitación/Desarrollo de la fuerza laboral

Cuidado de la salud

• Servicios clínicos (no incluye tuberculosis, infecciones de transmisión sexual y planificación familiar)
• Servicios médicos de emergencia
• Inmunizaciones - servicios clínicos
• Inmunizaciones - no clínicas
• Salud mental y conductual
• Salud oral/Servicios dentales clínicos
• Salud escolar
• Abuso de sustancias, incluidos los programas de control del tabaco

Otro

• Salud global
• Otra área del programa (especifique)

3b. Los ítems que se muestran son los que seleccionó en la pregunta anterior. Calcule el porcentaje de tiempo que sirve actualmente en cada una de esas áreas del programa. (Su total debe sumar 100%, independientemente de si es un empleado a tiempo completo o parcial).

1. Área de programa 1 %
2. Área de programa 2 %
3. Área de programa 3 %
4. ….

Sub-topic: Tenure in Position, Agency, and Public Health Practice

Respondents were asked to indicate their tenure in their position, agency, and public health practice. Understanding how many employees bring new talent (0-5 years in their role) versus seasoned experience (21 or more years) helps assess workforce composition. Similarly, tenure within an agency provides insight into retention and institutional knowledge. Understanding tenure across these areas presents an opportunity to foster mentorship programs that bridge generations and enhance workforce impact.

Filter Option: Did you know you could filter by this item? Try filtering by Tenure in Agency or refining your population to 0-5 years, 6-10 years, 11-15 years, 16-20 years, or 21 or above to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q4. Please move the sliders to indicate how long you have been in each of the following (in years). Please round to the nearest year.

• In your current position _________

Q4. Please move the sliders to indicate how long you have been in each of the following (in years). Please round to the nearest year.

• With your current agency in total (in any position) _________

Q4. Please move the sliders to indicate how long you have been in each of the following (in years). Please round to the nearest year.

• In public health/healthcare practice in total (in any agency, in any position) _________

4. Mueva los controles deslizantes para indicar cuánto tiempo ha estado en cada uno de los siguientes entornos (en años). Redondee al año más cercano.

• En su puesto actual _________

4. Mueva los controles deslizantes para indicar cuánto tiempo ha estado en cada uno de los siguientes entornos (en años). Redondee al año más cercano.

• Con su agencia actual en total (en cualquier puesto) _________

4. Mueva los controles deslizantes para indicar cuánto tiempo ha estado en cada uno de los siguientes entornos (en años). Redondee al año más cercano.

• En la práctica de salud pública/cuidado de la salud en total (en cualquier agencia, en cualquier puesto) _________

Sub-topic: Annualized Salary

Respondents were asked to indicate whether their pay is based on an annual salary or hourly wage. Those who selected annual salary were asked to report their current salary. Understanding salary distribution among employees helps evaluate pay structures and supports efforts to ensure fair and competitive compensation for all employees.

Filter Option: Did you know you could filter by this item? Try filtering by Annualized Salary or refining your population to less than $35,000, $35,000.01 - $55,000, $55,000.01 - $75,000, or more than $75,000 to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q33. Is your pay based on an annual salary or hourly wage?

• Annual salary
• Hourly wage

31. ¿Su salario se basa en un salario anual o en un salario por hora?

1. Salario anual
2. Salario por hora

Q32b. [Display if annual] What is your current annual salary?

• Less than $15,000
• $15,000.01 - $25,000
• $25,000.01 - $35,000
• $35,000.01 - $45,000
• $45,000.01 - $55,000
• $55,000.01 - $65,000
• $65,000.01 - $75,000
• $75,000.01 - $85,000
• $85,000.01 - $95,000
• $95,000.01 - $105,000
• $105,000.01 - $115,000
• $115,000.01 - $125,000
• $125,000.01 - $135,000
• $135,000.01 - $145,000
• More than $145,000

32b. ¿Cuál es su salario anual actual?

• Menos de $15,000
• $15,00001 - $25,000
• $25,00001 - $35,000
• $35,00001 - $45,000
• $45,00001 - $55,000
• $55,00001 - $65,000
• $65,00001 - $75,000
• $75,00001 - $85,000
• $85,00001 - $95,000
• $95,00001 - $105,000
• $105,00001 - $115,000
• $115,00001 - $125,000
• $125,00001 - $135,000
• $135,00001 - $145,000
• Más de $145,000

Topic: Engagement & Satisfaction

The Engagement & Satisfaction topic examines the workforce’s satisfaction with and perceptions of the workplace, supervisors, and organization.

Sub-topic: Job Satisfaction

Respondents were asked to rate their level of agreement with statements about their satisfaction with their job, pay, and benefits. Understanding these metrics provides insight into workforce climate and culture. Fostering a supportive work environment can help improve retention and enhance productivity.

Q10. Please rate your level of agreement with the following items

9. Evalúe qué tan de acuerdo está con los siguientes ítems.

Sub-topic: Organization Satisfaction

Respondents were asked to rate their level of agreement with the statements about their satisfaction with their organization, unit, and supervisor. Understanding these metrics provides insight into the well-being of an organization’s culture.

Q10. Please rate your level of agreement with the following items

9. Evalúe qué tan de acuerdo está con los siguientes ítems.

Sub-topic: Thriving at Work

Respondents were asked to indicate their level of agreement with the statements shown. These data assess whether employees are thriving in key areas, including job satisfaction, fair treatment and compensation, work-life balance, autonomy, communication, and psychological safety. Understanding employee well-being helps identify areas of success and opportunities for improving workplace culture.

Q9. The following items relate to how you perceive your work day-to-day. Please indicate how often, if at all, you generally felt that way about your work over the last month.

8. Los siguientes ítems se relacionan con la manera en que percibe usted su trabajo en el día a día. Indique con qué frecuencia, si es que ha ocurrido, se ha sentido de esa manera sobre su trabajo en el último mes.

Sub-topic: Belonging

Respondents were asked to indicate their level of agreement with the statements shown below. Understanding employee’s sense of belonging is important for evaluating and strengthening workplace culture.

Q12. Please rate your level of agreement with the following items.

10. Evalúe qué tan de acuerdo está con los siguientes ítems

Topic: Staying & Leaving

The Staying & Leaving topic examines the workforce’s plans to stay at or leave the organization and their reasons for doing so.

Sub-topic: Leaving, Retiring, or Staying

Respondents were asked to indicate whether they are considering leaving their organization within the next year. Understanding reported intensions to leave provides valuable insights for assessing retention strategies and succession planning.

Filter Option: Did you know you could filter by this item? Try filtering by Staying & Leaving or refining your population to staying, leaving in one year, or retiring in one year to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q16. Are you considering leaving your organization within the next year?

• Yes
• No

15. ¿Está considerando dejar su organización dentro del próximo año?

• Sí
• No

Sub-topic: Plans after Leaving

Respondents who indicated they are considering leaving their organization within the next year were asked the following question. Understanding the intensions of those planning to leave can help inform retention strategies and identify opportunities for career development.

Q16b. If yes, what are you planning to do?

• Retire
• Pursue further education
• Take another governmental job in public health
• Take another governmental job not in public health
• Take a non-governmental job in public health
• Take a non-governmental job not in public health
• Leave the workforce

15b. Si es así, ¿qué planea hacer?

• Retirarse
• Continuar su formación académica
• Aceptar otro trabajo gubernamental en salud pública
• Aceptar otro trabajo gubernamental en una rama distinta de la salud pública
• Aceptar un trabajo en salud pública fuera del gobierno
• Aceptar un trabajo en una rama distinta de la salud pública fuera del gobierno
• Abandonar la fuerza laboral

Sub-topic: Reasons for Leaving

Respondents who indicated they are considering leaving their organization within the next year were asked the following question. Understanding these factors presents an opportunity to address workplace concerns, strengthen retention efforts, and foster an environment that encourages employees to stay.

Q17a. Please select the most important reason(s) why you are considering leaving your organization.

• Better opportunities outside of the agency on-island
• Better opportunities outside of the agency off-island
• Job instability (e.g., loss of funding, reduction in force (RIF), layoffs)
• Job satisfaction
• Lack of acknowledgement/recognition
• Lack of flexible work schedule (e.g., flex hours)
• Lack of opportunities for advancement
• Lack of support from coworkers
• Lack of training
• Leadership changeover
• Organizational climate/culture
• Pay
• Reasons unrelated to my job (e.g., family obligations, health reasons, lack of affordable child-care options, moving, etc.)
• Remote work policies
• Retirement
• Satisfaction with your supervisor
• Stress
• Weakening of benefits (e.g., retirement contributions/pensions, health insurance)
• Work overload / burnout
• Other (Please Specify)

16a. Seleccione la(s) razón(es) más importantes por las que está considerando dejar su organización. Seleccione todas las opciones que correspondan.

• Mejores oportunidades fuera de la agencia, en la isla
• Mejores oportunidades fuera de la agencia, fuera de la isla
• Inestabilidad laboral (por ejemplo, pérdida de fondos, reducción de personal (RIF, por sus siglas en inglés), despidos)
• Satisfacción laboral
• Falta de reconocimiento
• El horario de trabajo no es flexible
• Falta de oportunidades de progreso
• Falta de apoyo de los compañeros de trabajo
• Falta de capacitación
• Cambio en el liderazgo
• Clima/cultura organizacional
• Sueldo
• Razones no relacionadas con mi trabajo (por ejemplo, obligaciones familiares, motivos de salud, falta de opciones de cuidado infantil asequibles, mudanza, etc.)
• Políticas de trabajo remoto
• Retiro
• Satisfacción con su supervisor
• Estrés
• Deterioro de los beneficios (por ejemplo, aportaciones para retiro/pensiones, seguro médico)
• Sobrecarga de trabajo / burnout
• Otro (especifique)

Sub-topic: Reasons for Staying

Respondents who indicated they are not leaving their organization within the next year were asked the following question. Understanding these factors highlights organizational strengths and provides a foundation to further enhance employee engagement, recruitment, and retention efforts.

Q17. Please select the most important reason(s) why you are staying at your organization.

• Acknowledgement/recognition for your work
• Benefits (e.g., retirement contributions/pensions, health insurance)
• Exciting and challenging work
• Flexible work schedule (e.g., flex hours)
• Job satisfaction
• Job stability
• Lack of stress
• Mentorship opportunities
• Opportunities for advancement
• Organizational climate/culture
• Pay
• Pride in the organization and its mission
• Remote work policies
• Satisfaction with your agency’s leadership (e.g., Health Commissioner, Senior Deputy, etc.)
• Satisfaction with your supervisor
• Support from coworkers
• Training opportunities
• Unsatisfactory opportunities outside of the agency
• Other (please specify)

16. Seleccione la(s) razón(es) más importantes por las que permanece en su organización. Seleccione todas las opciones que correspondan.

• Apreciación/reconocimiento por su desempeño
• Beneficios (por ejemplo, aportaciones para retiro/pensiones, seguro médico)
• El trabajo es apasionante y desafiante
• Horario de trabajo flexible
• Satisfacción laboral
• Estabilidad laboral
• Ausencia de estrés
• Oportunidades de mentoría
• Oportunidades de progreso
• Clima/cultura organizacional
• Sueldo
• Orgullo por la organización y su misión
• Políticas de trabajo remoto
• Satisfacción con el liderazgo de su agencia (por ejemplo, Secreatario de Salud,Sub secretario etc.)
• Satisfacción con su supervisor
• Apoyo de los compañeros de trabajo
• Oportunidades de capacitación
• Las oportunidades fuera de la agencia no son satisfactorias
• Otro (especifique)

Topic: Workplace Well-being

The Well-Being topic examines the well-being of the workforce, including their general mental and emotional well-being, burnout, fairness, and sense or organizational support for well-being.

Sub-topic: Mental Health

Respondents were asked to rate their mental or emotional health. Examining employee well-being helps identify opportunities to prioritize mental health support and resources, fostering a healthier and more resilient workplace.

Q14. In general, how would you rate your mental or emotional health? (No forced response)

• Excellent
• Very good
• Good
• Fair
• Poor

13. En general, ¿cómo calificaría su salud mental o emocional? (No proporcione una respuesta forzada)

• Excelente
• Muy buena
• Buena
• Regular
• Pobre

Sub-topic: Burnout

Respondents were asked to describe their current level of burnout based on their experience with burnout symptoms. Understanding burnout levels can help decision-makers prioritize strategies to reduce its impact, such as promoting work-life balance, enhancing mental health resources, and fostering a supportive work environment.

Q15. Burnout is a state of physical, mental, and emotional exhaustion caused by excessive stress, particularly in the workplace. It is characterized by a range of symptoms including:

• Physical symptoms: exhaustion, fatigue, or headaches
• Mental symptoms: depression, excessive worrying, or frustration
• Behavioral symptoms: short temper or quiet quitting

Based on the definition of burnout provided above, how would you describe your current level of burnout?

• I have no symptoms of burnout
• I have one or more symptoms of burnout that come and go away
• I have one or more symptoms of burnout that won’t go away
• I am completely burnt out, my symptoms won’t go away

14. El burnout o desgaste laboral es un estado de agotamiento físico, mental y emocional causado por estrés excesivo, particularmente en el lugar de trabajo. Se caracteriza por una variedad de síntomas que incluyen:

• Síntomas físicos: agotamiento, fatiga o dolores de cabeza.
• Síntomas mentales: depresión, preocupación excesiva o frustración.
• Síntomas conductuales: irritabilidad o desvinculación silenciosa (quiet quitting)

Basándose en la definición proporcionada anteriormente, ¿cómo describiría su nivel actual de burnout?

• No tengo síntomas de burnout.
• Tengo uno o más síntomas de burnout que aparecen y desaparecen.
• Tengo uno o más síntomas de burnout que no desaparecen.
• Tengo burnout todo el tiempo, mis síntomas no desaparecen.

Sub-topic: Fairness

Respondents were asked to rate their level of agreement with the following statements. Employees' perceptions of fairness related to age, race, gender, and sexual orientation are essential for fostering an inclusive workplace. Addressing these perceptions can strengthen workplace culture, promote inclusivity, and enhance overall employee satisfaction.

Q10. Please rate your level of agreement with the following items.

10. Evalúe qué tan de acuerdo está con los siguientes ítems.

Sub-topic: Policies & Practices

Respondents were asked to rate their level of agreement with the following statements. Understanding perceptions of how an organization's policies and practices support work-life balance and well-being can help identify areas for improvement and strengthen initiatives aimed at promoting work-life balance, preventing burnout, and enhancing overall employee well-being.

Q25. Please rate your level of agreement with the following items:

24. Evalúe qué tan de acuerdo está con los siguientes ítems:

Sub-topic: Workload

Respondents were asked to rate their level of agreement with the following statements. Evaluating employee perceptions of workload appropriateness can help leaders and supervisors identify workload challenges and develop strategies to prevent overburdening, promote a healthier work environment, and enhance job satisfaction.

Q25. Please rate your level of agreement with the following items:

25. Evalúe qué tan de acuerdo está con los siguientes ítems:

Topic: Training

The Training topic examines training needs, strengths, and interests of employees, as well as the support they need to seek training.

Note: Due to a programming error, supervisors, managers, and executives in Puerto Rico did not receive any questions associated with Training. It is recommended to refine the population to non-supervisors when making comparisons between Puerto Rico and other groups .

Sub-topic: Training Needs and Strategic Strengths

Respondents were asked to rate their own proficiency with skills identified as very important or moderately important to their work, tailored to their supervisory level. The items have been adapted from multiple frameworks and competency models and are organized to reflect 9 domains of the Strategic Skills for Public Health: Effective Communication; Data-Based Decision Making; Budget & Financial Management; Change Management; Systems and Strategic Thinking; Community Engagement; Cross-Sectoral Partnerships; Policy Engagement; and Programmatic Expertise.

A training need is defined as skill that is of high importance and low proficiency. Addressing these training needs will help foster a more skilled workforce and improve overall performance.

A strategic strength is defined as skill that is of high importance and high proficiency. Leveraging these strengths can maximize performance, foster a culture of excellence, and promote leadership.

Q19. Please note, skills levels are defined as follows:

• -- Unable to perform: lacking the necessary skills to perform
• -- Beginner: able to perform with assistance
• -- Proficient: able to perform independently
• -Expert: able to assist or teach others

18. Tenga en cuenta que los niveles de habilidad se definen de la siguiente manera:

• -- Incapaz de realizar: carece de las habilidades necesarias para realizar la tarea
• -- Principiante: capaz de realizar la tarea con ayuda
• -- Competente: capaz de realizar la tarea de forma independiente
• -- Experto: capaz de ayudar o enseñar a otros

Sub-topic: Skill-Building Interests

Respondents were asked to select the skills they would most like to receive training on, based on the skills they identified as very important in the training needs and strategic strengths question. Identifying these training interests can help organizations support employee growth and strengthen overall workforce capabilities.

Q21. Items shown are those you identified as "Very Important" to your current position from the last three pages. Select the most important item you would seek training on given your current responsibilities.

20. Los ítems que se muestran son aquellos que usted identificó como “Muy importantes” para su puesto actual en las últimas tres páginas Seleccione el más importante sobre el cual buscaría capacitación dadas sus responsabilidades actuales

Sub-topic: Support for Training

Respondents were asked to rate their level of agreement with the following statements. Understanding employee perceptions of the time and resources available for training provides an opportunity to improve access to professional development, empower employees to enhance their skills, and foster a culture of continuous learning.

Q22. Please rate your level of agreement with the following statements:

21. Evalúe qué tan de acuerdo está con las siguientes afirmaciones:

Topic: Flexibility & Benefits

The Flexibility & Benefits topic examines the current and preferred work situation of employees as well as the importance of non-traditional benefits such as flexible work time, financial benefits, and caregiver support.

Sub-topic: Current Remote Status

Respondents were asked to indicate their current work situation using the following question.

Filter Option: Did you know you could filter by this item? Try filtering by Current Remote Status or refining your population to currently in-person, currently mostly in person- some remote, currently remote some in person, or currently remote to view your PH WINS Islands Pilot data in a different way. Learn more about how to use the filters here.

Q23. Which of the following best describes your current work situation?

• Completely in-person
• Mostly in-person, with some remote work
• Mostly remote, with some in-person work
• Completely remote

22. ¿Cuál de las siguientes opciones describe mejor su situación laboral actual?

• Es presencial completamente
• Es presencial principalmente, con algo de trabajo remoto
• Mayormente remota, con algo de trabajo presencial
• Es remota completamente

Sub-topic: Preferred Remote Status

Respondents were asked to indicate their preferred work situation. Understanding employees’ current and preferred work situations can help identify flexible work options that align with employee preferences and support recruitment and retention efforts.

Q24. Considering your role, which of the following best describes your preferred work situation?

• Completely in-person
• Mostly in-person, with some remote work
• Mostly remote, with some in-person work
• Completely remote

23. Considerando su rol, ¿cuál de las siguientes opciones describe mejor su situación laboral preferida?

• Es presencial completamente
• Es presencial principalmente, con algo de trabajo remoto
• Mayormente remota, con algo de trabajo presencial
• Es remota completamente

Sub-topic: Flexible Worktime

Respondents were asked to rate how important they felt it was for their organization to offer benefits related to flex time and ad-hoc remote work. Understanding employees' perceptions of these benefits provides an opportunity to incorporate flexible work options into workplace policies, which can support work-life balance and strengthen recruitment and retention efforts.

Q26. Below is a list of non-traditional employee benefits that may or may not be currently offered at your agency. Please rate how important you feel it is that your agency provides each benefit to employees.

25. A continuación, se muestra una lista de beneficios no tradicionales para los empleados que pudieran o no estar disponibles actualmente en su agencia Califique la importancia que tiene para usted que su agencia proporcione cada uno de estos beneficios para el personal

Sub-topic: Financial Benefits

Respondents were asked to rate how important they felt it was for their organization to offer benefits related to professional development funds, tuition assistance, and student loan repayment or forgiveness. Understanding employees' perceptions of these benefits provides agencies with opportunities to explore tuition assistance and student loan repayment programs as strategies to strengthen recruitment and retention efforts, support employee growth, and reduce financial burdens.

Q26. Below is a list of non-traditional employee benefits that may or may not be currently offered at your agency. Please rate how important you feel it is that your agency provides each benefit to employees.

25. A continuación, se muestra una lista de beneficios no tradicionales para los empleados que pudieran o no estar disponibles actualmente en su agencia Califique la importancia que tiene para usted que su agencia proporcione cada uno de estos beneficios para el personal.

Sub-topic: Parent-Focused Support

Respondents were asked to rate how important they felt it was for their organization to offer caregiver support benefits, such as on-site childcare, backup childcare options, a childcare stipend, and lactation facilities. Providing these benefits can help alleviate employees' childcare challenges, support work-life balance, and strengthen recruitment and retention efforts.

Q26. Below is a list of non-traditional employee benefits that may or may not be currently offered at your agency. Please rate how important you feel it is that your agency provides each benefit to employees.

25. A continuación, se muestra una lista de beneficios no tradicionales para los empleados que pudieran o no estar disponibles actualmente en su agencia Califique la importancia que tiene para usted que su agencia proporcione cada uno de estos beneficios para el personal.

Topic: Community Engagement

The Community Engagement topic examines the workforce’s commitment to infusing the community into its work, engaging community members, and collaborating with external organizations.

Sub-topics: Infusing the Community into Work, Engaging Community Members, and Collaborating with External Organizations

Respondents were asked to rate their level of agreement with the statements related to each Community Engagement construct. The range of choices included strongly agree, agree, disagree, and strongly disagree. By exploring these constructs, health departments can:

1. Understand how employees integrate the community into their work allowing for improved community outcomes and enhanced program impacts.
2. Actively incorporate community perspectives to enhance public trust, better address local needs, and strengthen the overall impact of public health initiatives.
3. Leverage these partnerships to support efforts that address community priorities, improve community engagement, and enhance the effectiveness of public health programs.

Additional Filter Options

The following describes options that will appear in the ‘filter by’ or ‘refine to’ features of the dashboard not previously mentioned. For more information on these different filtering types and other dashboard features, please review the user guide.

Workforce Group

Workforce groups are defined by a combination of responses to questions on program area, job classification, education, and certifications. Refine your population to one of the following to explore PH WINS Islands Pilot data specific to that workforce group. Learn more about how to use filters here. Below is how each workforce group was defined.

Emergency Preparedness & Response

• Program Area: Emergency Preparedness
• Job Classification: Emergency Preparedness/Management Worker

Chronic Disease

• Program area: Non-Communicable/Chronic Disease

Environmental Health

• Program Area: Environmental Health
• Job Classification: Environmental Health Worker

Epidemiology

• Program Area: Epidemiology Surveillance
• Job Classification: Epidemiologist

Infectious/Communicable Disease

• Program Area:
  • Communicable/Infectious Disease – HIV
  • Communicable/Infectious Disease – STI
  • Communicable/Infectious Disease – Tuberculosis
  • Communicable/Infectious Disease – Influenza
  • Communicable/Infectious Disease - Viral Hepatitis
  • Other Communicable/Infectious Disease

Maternal, Child, and Adolescent Health

• Program Area:
  • Maternal, Child, and Adolescent Health
  • Maternal, Child, and Adolescent Health - Family Planning
  • Maternal, Child, and Adolescent Health – WIC
  • Children and Youth with Special Health Care Needs

Nurses

• Job Classification:
  • Other Nurse - Clinical Services (not in 2024)
  • Registered Nurse - Public Health or Community Health Nurse
  • Registered Nurse – Unspecified
  • Home Health Aide
  • Licensed Practical or Vocational Nurse
  • Nurse Practitioner
• Educational Attainment
  • Associate’s degree in nursing
  • BSN
  • MSN
  • DNP
• Certifications
  • Nurse certification

Laboratory Professionals

• Job Classification:
  • Laboratory Aide or Assistant
  • Laboratory Technician
  • Laboratory Quality Control Worker
  • Laboratory Scientist/Medical Technologist
  • Other Laboratory Professional
• Program Area: Public Health Laboratory
• Certification: Laboratory Certification

Community Health Workers

• Job Classification: Community Health Worker
• Certification: Certified Community Health Worker

Communications Professionals

• Program Area: Communications/Public Information
• Job Classification:
  • Health Educator
  • Public Information Officer
  • Other Health Communications Professional
  • Health Communications Specialist
  • Public Information Specialist