Resource Library

Holistic review is a university admissions strategy that assesses an applicant’s unique experiences alongside traditional measures of academic achievement such as grades and test scores. It is designed to help universities consider a broad range of factors reflecting the applicant’s academic readiness, contribution to the incoming class, and potential for success both in school and later as a professional. Holistic review, when used in combination with a variety of other mission-based practices, constitutes a “holistic admission” process. Many colleges and universities have employed a holistic admission process to assemble a diverse class of students with the background, qualities, and skills needed for success in the profession.

This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.

Urban Universities for HEALTH is a partnership effort of the Coalition of Urban Serving Universities (USU)/Association of Public and Land-grant Universities(APLU), the Association of American Medical Colleges (AAMC) and the National Institutes of Health (NIH) National Institute on Minority Health and Health Disparities (NIMHD). The project aims to improve evidence and the use of data that will help universities enhance and expand a culturally sensitive, diverse and prepared health workforce with the goal of improving health and health equity in underserved urban communities.

This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.

Providing holistic support for caregivers’ physical, emotional and financial well-being is more important than ever.

This resource is found in our Actionable Strategies for Health Organizations: Empowering Worker & Learner Voice (Worker & Learner Engagement).

[This is an excerpt.] Unions help protect the health, safety, wages and retirement security of working Americans. Workers represented byunions feel safer voicing concerns about workplace safety and health, wage theft, discrimination and harassment, andother violations of worker protections. Unions help enforce workers’ legal rights. Supporting workers as they try to formunions helps the Department of Labor carry out our mission. Check out the resources below to understand your right to organize a union without retaliation. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Workers & Learners: What Workers & Learners Can Do AND Actionable Strategies for Government: Empowering Workers & Strengthening Leadership and Governance (Strengthening Protections to Speak Up)

[This is an excerpt.] Title VII of the Civil Rights Act of 1964 (Title VII)This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business. The Equal Pay Act of 1963 (EPA)
This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Government: Aligning Values & Improving Diversity, Equity & Inclusion (Improving Diversity, Equity & Inclusion).

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[This is an excerpt.] “You broke the rules for us, and it made all the difference.” This statement, made by a family member recalling how a nurse “broke” a hospital rule regarding visitation so that a new mom and her baby were able to visit one another inspired an idea. It got members of the IHI Leadership Alliance thinking: How many rules do we currently have in place that were likely created with the best of intentions but don’t benefit patients, families, or staff? [To read more, click View Resource.]

This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Reducing Administrative Burdens).

[This is an excerpt.] NACHC’s leadership development and career advancement training programs target the essential workforce competencies and tools that health center leaders need to skillfully address short- and long-term challenges and goals. Educational events, resources and technical assistance is offered on a broad range of relevant and timely topics. All TTA programs are responsive to the stated training needs of health centers and their partners at state and regional levels. [To read more, click View Resource.]

The LDP Toolkit supports state association affiliates and ASHA’s related professional organizations in offering leadership development to help grow their members’ skills. The Toolkit provides instructions to develop and implement an LDP utilizing ASHA’s Leadership Academy webinars as the primary content for the program.  All webinars in ASHA’s Leadership Academy are free to register and view to minimize the financial impact to an association’s budget. The Toolkit provides step-by-step instructions including forms, templates, timelines, and suggested meeting agendas for associations to use as much or as little of the information to fit their organization’s needs.

[This is an excerpt.] The American Nurses Credentialing Center (ANCC) is pleased to present the next generation model for its esteemed Magnet Recognition Program^®. This new model is designed to provide a framework for nursing practice and research in the future, as well as serving as a roadmap for organizations seeking to achieve Magnet recognition. ANCC commissioned a statistical analysis of Magnet appraisal team scores from evaluations conducted using the 2005 Magnet Recognition Program Application Manual. This analysis clustered the sources of evidence into more than 30 groups. These groups of sources of evidence yielded an empirical model for the Magnet Recognition Program. To provide greater clarity and direction, as well as eliminate redundancy within the Forces of Magnetism, the new model configures the 14 Forces of Magnetism into 5 Model Components. The new, simpler model reflects a greater focus on measuring outcomes and allows for more streamlined documentation, while retaining the 14 Forces as foundational to the program. The Commission on Magnet created a new vision to communicate the importance of Magnet organizations in shaping future changes that are essential to the continued development of the nursing profession and to quality outcomes in patient care. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Professional Associations: Spotlights: Professional Associations Relational Strategies (Commitment & Governance).

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[This is an excerpt.] The Medicaid-to-Medicare fee index measures each state's physician fees relative to Medicare fees in each state. The Medicaid data are based on surveys sent by the Urban Institute to the forty-nine states and the District of Columbia that have a fee-for-service (FFS) component in their Medicaid programs (only Tennessee does not). These fees represent only those payments made under FFS Medicaid. The Medicare-to-Medicaid fee index is a computed ratio of the Medicaid fee for each service in each state to the Medicare fee for the same services. Comparable Medicare fees are calculated using relative value units, geographic adjusters, and conversion factor. Separate primary care indices were calculated for physicians eligible for the primary care fee bump and those ineligibe for the fee bump. Click here for a discussion of the methodology. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Government: Optimizing Workload & Workflows (Support & Ensure Safe Staffing).

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[This is an excerpt.] Practicing medicine in today’s changing environment presents its own unique difficulties. We are all aware of the increased scrutiny from the government, mounting regulations on reimbursements, Meaningful Use requirements, MACRA, and a variety of other factors influencing the way we practice medicine. In many cases, we have been forced to turn our attention away from quality patient care just to keep up with the demands of paperwork, documentation, and record-keeping. [To read more, click View Resource.]

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[This is an excerpt.] The following resources are mostly free, confidential, and available to health care providers. Many are also available to the general public. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Government: Ensuring Workers' Physical and Mental Health (Support Workers' and Learners' Mental Health & Well-Being).

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The time is now to focus on workplace mental health with a growing number of people experiencing mental health conditions. Our nation has experienced a trifecta of a global pandemic, high racial and political tensions, and economic uncertainty. More and more people expect their employers to address mental health and well-being.

Employers are uniquely positioned to positively impact employee mental health and well-being, which is the right thing to do and improves productivity and performance, attracts and retains top performers, lowers overall health care costs, and creates a safe and inclusive work culture.

Leadership is key as leaders create the culture within organizations. With that overriding principle, this guide covers three essential areas in planning a workplace mental health initiative and other keys to success: Complete with a checklist for planning your workplace mental health initiative.

This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Mental Health) AND Actionable Strategies for Professional Associations: Spotlights: Professional Associations Operational Strategies (Ensuring Physical & Mental Health).

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This tool allows you to obtain a customized list of measures to assist in your evaluation of efforts to enhance and expand a diverse, culturally sensitive, and prepared health and scientific workforce.

This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.

The NIOSH WellBQ measures "worker" well-being as a holistic construct rather than simply "workplace" or "work-related" well-being. The questionnaire intends to help researchers, employers, workers, practitioners, and policymakers. It will help users understand workers' well-being and target interventions to improve worker well-being, among other applications.

This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Occupational Safety).

Funded by the Health Resources and Services Administration (HRSA) as the organization responsible for The National Training and Technical Assistance Partnership (NTTAP) on Clinical Workforce Development, Community Health Center, Inc. (CHC) and its Weitzman Institute under Moses/Weitzman Health System, Inc. provides a model of free technical and training assistance to Federally Qualified Health Centers (FQHCs) across the United States.

This free training and technical assistance is data driven, cutting edge and focused on quality and operational improvement to support health centers and look-alikes. CHC and its Weitzman Institute specialize in providing education and training to interested health centers in Transforming Teams and Training the Next Generation through:

• National Webinars
• Activity Sessions for groups of health centers in which CHC will provide guidance and consulting on specific topics related to FQHCs’ objectives. For more information on registering for upcoming webinars and activity sessions, click here to contact Bianca Flowers.
• Learning Collaboratives with intensive coaching designed to efficiently move participating FQHC’s from planning to implementation of replicable models. For more information on NTTAP learning collaboratives, click here to contact Meaghan Angers.
• NTTAP Learning Collaborative Common Application Now Available! We are excited to announce our Common Application for all NTTAP 2023-2024 Learning Collaboratives is now open! Click here to learn more.

This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Safe & Appropriate Staffing).

In alignment with AONL's strategic initiatives, the AONL Workforce Committee and subcommittees identified best practices and innovations to help strategize and manage the complexities of the nursing workforce. The goal of the AONL Workforce Compendium is to bring these best practices and innovations together to be shared widely, to support and empower nurse leaders in attaining, retaining, and sustaining environments where nurses want to work and feel like they belong. Information in this compendium will be updated periodically as information becomes available.

This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Safe & Appropriate Staffing) AND  Meaningful Rewards& Recognition (Meaningful Recognition)

[This is an excerpt.] 1 in 4 nurses are abused in the workplace. Overall, the likelihood of health care workers being exposed to violence is higher than prison guards or police officers. Workplace violence in healthcare settings can be prevented, with collaborative approaches. However,few health care employers have engaged nurses and other staff to establish effective plans to prevent workplace violence, putting nurses and others at risk on a daily basis.The American Nurses Association (ANA) believes that public policy must therefore play a role to encourage employers to make meaningful commitments to prevent workplace violence. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Government: Ensuring Workers' Physical and Mental Health (Strengthen Occupational Safety and Health Policies) AND Actionable Strategies for Professional Associations: Spotlights: Professional Associations Operational Strategies (Ensuring Physical & Mental Health).

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This e-tool is intended for use by people in charge of occupational health and safety for health workers at the national, subnational and facility levels and for health workers who want to know what WHO and ILO recommend for the protection of their health and safety.

This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Occupational Safety).

[This is an excerpt.] Learn about the OVC awards and resources to improve virtual care. [To read more, click View Resource.]