Staff Selection Plan for Public Health District Office

This document discusses the aims and objectives of the staff selection plan for the Public Health District Office. It also outlines the selection procedures, human resource plan, and physical resource plan. The document includes a budget and a list of resources needed for the office.

Running head: HEALTHCARE
Healthcare
Name of the Student
Name of the University
Author Name

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Aims and objective of the staff selection plan
The aim of the staffing proposal is to recruit sufficient and appropriate employees in order to
address the unique challenges as well as needs of the Southwestern U community. Considering
the fact that the current population of the mentioned community is 250,000, the mentioned
community has met the state requirement for the establishment of a new public health district
office. The chief role of the public district office will be to detect as well as prevent outbreak of
diseases like measles, food borne illnesses and tuberculosis. Along with this, the management
will also be responsible for looking after the basic requirements of the residents. For instance,
considering the fact that the community is currently facing lack of housing, it is highly crucial to
provide them with temporary housing till permanent houses are constructed. The chief
objectives of the new public health district office are as follows:
1. To enhance the number of skilled engineers and machinists and manual labors in the
community.
2. To provide the homeless individuals of the community with mobile housing until more
permanent housings are constructed.
3. To develop the infrastructure of the area for a more refined and polished look.
4. To prevent as well as eradicate health issues like HIV along with food borne and
waterborne diseases
5. To enhance the degree of immunization in schools.
In order to address as well as fulfill the abovementioned objectives it is highly crucial for the
leader to design a staffing plan based o the specific requirements of the community. Considering
the fact that the organization will currently be able to recruit only 15 staffs, the task assigned to

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each and every staff should be designed efficiently so that all the issues can be eradicated.
Hence in the following paragraphs detailed roles and responsibly of each staffs along with their
selection process will be discussed. Along with this, this excel sheet will also contain a short
evaluation and control plan along with the staffing plan of the public health office.
Selection procedures
Staffs will be recruited both from inside as well as outside the community. Both online as
well as offline application forms are published. Interested employees can approach the recruiter
for direct interview. A preliminary and a final interview will be conducted and candidates will
be selected based on the basis of those interviews. The major factors on the basis of which the
recruitment will be conducted are as follows:
1. Emotional as well as physical state of the candidate: Frequent physical issues can
impose adverse impact on the performance as well as productivity of a candidate.
Similarly excessive nervousness, anxiety, depression or other psychological issues can
result in decrement in the productivity of the same. Hence candidates with high mental
stability and physical fitness will be given preference.
2. Educational qualification: While selecting candidates for the posts of clinician and
nurses, job experience of the candidates along with educational qualifications will be two
of the major factors that will be given priority. Prolonged work experience and effective
educational qualification demonstrate that the candidates possess the potential to
understand the issues more efficiently and take action on the basis of his or her
understanding

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3. Communication skills and cultural competence: Considering the fact that all the job
roles available for recruitment needs effective communication with the members of the
community n order to understand the issues faced by them, effective communication
skills as well as cultural competence will be two chief factor that we be given importance
during the time of recruitment.
4. Effective decision making skills: while working with the communality members, several
situations may arise while the employees have to make instant decision based on the
scenario. Hence, while recruitment, recruiters will employ employees based on their
instant decision making skills.
5. Along with the above mentioned skills employees will be recruited based on their
nontechnical skills like interpersonal, reasonable ability, ability to handle stress and
assertiveness. When it comes to work habits, the recruiters will also access
conscientiousness, motivation, organizational citizenship, initiative and self-discipline of
the candidates.
Human Resource plan
As per the discussion with the management, it has been decided that a total number of 15
employees will be recruited in the public health office. The chief 6 job roles on the basis of
which the recruitment will take place include manager, clinicians, nurses, outreach workers and
support workers. In the previously discussed management plan, a set of issues has been assessed.
After assessing the issues, it has been found that in order to minimize and eventually eliminate
majority of the issues, a good number of outreach workers as well as support workers will be
needed. For instance to recruit skilled engineers and mechanists from the community in order to
enhance the agricultural businesses, outreach and support workers are needed. Along with that,

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in order to develop the area infrastructure and the school immunization issues, outreach workers
as well as support workers are needed. Among the five issues detected for addressing two issues,
clinicians and nurses will be required. Outreach workers and support workers will be recruited
by 40 percent and 30 percent of the total workforce. Considering the issues assessed in the
mentioned community, the number of employees needed in each of the mentioned fields are as
follows.
Job roles available in the team Percentage of total workforce in
the team
Number of people per job role
clinician 10 percent 2
nurses 20 percent 3
outreach worker 40 percent 5
Support workers 30 percent 4
Along with the above mentioned job roles, a manger will be recruited for supervising the
operations of the employees and providing guidance to them. In the following table roles and
responsibility of each of the staffs along with their designation criteria and basic requirements
has been discussed.
Job role General
responsibilities
Specific
responsibilities in the
community
number
of
person
recruite
d
Non technical skills
required
Shift
timin
g
Manage  Planning as 1. Supervise the 1 1. Strong 10

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r well as
controlling
organization
al changes
 Managing
the quality
assurance
programmes
 Researching
new
technologies
as well as
alternative
methods of
efficiency
 Setting as
well as
reviewing
managing
costs and
budgets
 Overseeing
distribution
performance
of the
subordinates
2. Arranging the
necessary
resources
needed
3. Reviewing
the steps
taken for a
particular
reform and
granting the
same
4. Reviewing
the budget
and granting
the same
5. Communicate
with the
higher
management
in case of any
communication
skills both
verbal and
written
2. Effective
emotional
intelligence
3. Collaboration
skills
4. Flexibilities
and creativity
am to
6 pm

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of resources,
goods as
well as
facility
layout.
crucial issue
that is
hampering
the progress
of the
workers
clinicia
n
 Managing
the illness of
the
healthcare
service
providers
 Providing
appropriate
medication
 Referring to
the surgeon
in case of
major issue
detected
 Providing
instruction to
1. The clinicians
need to
conduct a
periodic
health check
up campaigns
in the
community.
2. Along with
this,
campaigns
should also
be created in
order to make
the residents
understand
2 1. Ability to
manage
excessive
pressure
2. Effective
practical skills
3. Problem
solving skills
4. Effective
descision
making skills
5. Effective
analytical
ability
6. Compassion
and
10
am to
6 pm

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the nurses
about how to
deal with the
patient.
the harmful
consequences
of HIV.
3. Measures to
prevent HIV
discussed by
the clinician
in the
campaigns
4. Clinicians
should work
on
developing
strategies to
prevent
immunization
related issues
in school
children
5. Resources
that are
require
preventing
communication
skills

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issues like
immunization
and HIV will
be listed don
by the
clinician and
forwarded to
the mangers.
6. Provide
medication to
the patients
suffering
from
immunization
and instruct
the nurses
about the
treatment
required.
nurses  Assessing as
well as
planning
nursing car
1. Follow the
instruction
provided by
the clinicians
3 1. Cultural
Awareness
2. Attention to
detail
10
am to
6 pm

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requirements
 Provision of
pre as well
as post
operation
care
 Writing don
the records
 Monitoring
as well as
administratin
g medication
as well as
intravenous
infusions
 Supervising
the junior
staffs
 Organizing
the workload
2. Provide
appropriate
mediation to
the patients
as per
instruction
3. For the HIV
patients,
provide them
with effective
metal as well
as medication
on time
4. Providing
vaccination
and
immunization
as per the
instruction of
the doctors.
3. Professionalis
m
4. Critical
thinking
5. Compassion
6. Communicatio
n
7. Time
Management
Outreac
h
workers
 Volunteer
recruitment
 Volunteer
1. The outreach
workers will
act as a
5 1. Honesty
2. Integrity
3. Effective
10
am to
6 pm

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organization
and
leadership
 Volunteer
training and
education
 Being a
liaison with
community
partners
 Creation,
development
and
implementati
on of
community
fundraisers
 Creation of
strategies to
retain current
partners,
volunteers
and donors
mediator
between the
selected
engineers,
mechanists
and forestry
workers and
agricultural
organizations
2. Communicate
with the
contractors so
that more
mobile
housing can
be created
3. Apply to the
local
government
and trusty
boards
4. Will collect
resources
communication
skills
4. Effective
understanding
ability
5. Cultural
awareness

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 Creation,
development
and
implementati
on of media
campaigns
required for
medication
required for
HIV affected
patients
5. Will provide
the clinicians
with
resources that
is required to
conduct
survey
Support
workers
 Providing
emotional
support to
individuals
and their
families
 Monitoring
as well as
supporting
the
healthcare
1. organizing
survey in
order to find
out the
number of
skilled
engineers and
mechanist in
the
community
2. Conducting
4 5. Honesty
6. Integrity
7. Effective
communication
skills
8. Effective
understanding
ability
9. Cultural
awareness
10
am to
6 pm

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requirements
along with
administratin
g medication
as well as
temperature
checks
 Supporting
the learning
of new
skills or
gaining
employmen
t.
 Teaching
life skills,
such as
budgeting
and paying
bills.
 Helping
them to
access
survey in
order to find
out the
number of
patients
suffering
from HIV in
the
community
3. Helping the
outsources to
collect
resources
4. Providing the
people with
effective
facilities.

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facility in the
community
along with
including in
the
community
groups.
Physical Resource Plan
Resources Units
1. Table 5
2. Chairs 10
3. Bench 4
4. Bed 6
5. Electric Generator 1
6. Electrical materials 20
7. Desktops 4
8. Cabinet 6
9. Water storage and purification equipments 5
10. Medical engine and diagnosis equipments 7
11. Personal Protective Equipments for staffs 15

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Budget
The total amount of financial support provided by the governor iris 1.1 dollars. However,
according to current budget, the total amount of money that we be needed includes 107,425
dollars. Hence, currently, the organization does not require any financial help from any charity
home or government. The total expenses till now on the salary of the employees are 436,000
dollars. Along with this the expanses on direct costs include 270,000 dollars. The direct cost
includes rent, legal and ethical consultant, domestic travel, building and infrastructure, legal and
ethical consultant, procurement materials, promotion and campaigns and maintenance.
Evaluation and control
The whole process will be evaluated by the manager. Periodic surveys will be conducted
in order to found out the improvement in the health condition of the residents. Not only this,
monthly report needs to be submitted to the manager in order to demonstrate the growth rate of
the number of mobile house and the decrement of the homeless people within the community.
While external surveys will be organized in order to understand the specific needs of the
community members, in order to understand the specific requirements of the employees, a
periodic monitoring will be done by the manager. This will help the manager to understand the
employee satisfaction rate. For intrinsic motivation, fun sessions will be held. An early appraisal
for the employees should also be introduced in order to enhance the extrinsic motivation of the
staffs.

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