Provider Workforce Development Plan (P-WFDP)
Other Lines of Business (LOB) Providers; Excluding ACC & RBHA
About this page
Mercy Care, Arizona Complete Health, Banner University Family Care, Health Choice Arizona, Molina Complete Care and United Healthcare Community Plan, encourage that all contracted agencies with designated AHCCCS Provider Types, develop and maintain an annual P-WFDP as it is considered a crucial business process. Provider organizations across all lines of business are strongly encouraged to establish a comprehensive plan that emphasizes workforce development initiatives. By prioritizing these initiatives, organizations can enhance service delivery and improve the overall quality of care provided to members.
Workforce Development Planning
The objective of Workforce Development Planning is to foster collaboration with internal stakeholders to ensure that members receive services from a sustainable workforce that is qualified, competent, and adequately staffed, as outlined in AHCCCS Policy ACOM 407.
A sustainable workforce plays a crucial role in establishing and maintaining continuity of care for members. The approach to Workforce Development is rooted in a comprehensive, systematic, and measurable structure that incorporates best practices at all levels of service delivery. It embraces Adult/Children's Guiding Principles, Adult Learning Theories/Methods, Trauma-informed Care, Equitable Services, and Culturally Competent practices.
Providers are encouraged to continually assess their progress and adapt strategies to ensure the ongoing success and effectiveness of Workforce Development initiatives. The ultimate goal is to foster continuous growth and improvement within the organization, ensuring the delivery of high-quality services to members.
To enhance workforce planning efforts, organizations should incorporate the following strategic components into their P-WFDP (Provider Workforce Development Plan)
Components of a Provider Workforce Development Plan
Conducting a thorough analysis of the organization's current workforce and future needs. This involves identifying skill gaps, assessing employee competencies, and determining the organization's long-term goals and objectives.
Needs Assessment
Establishing clear and measurable goals that align with the organization's strategic objectives. These goals should address specific areas of workforce development, such as skill enhancement, leadership development, or diversity and inclusion initiatives.
Organizational Goals and Objectives
Designing and implementing education programs to address identified skill gaps and enhance employee competencies. This may include both internal training programs and external partnerships with educational institutions or professional development providers.
Employee Education, Development, & Training Programs
Identifying key positions within the organization and developing strategies to ensure a pipeline of qualified candidates for future leadership roles. This may involve mentoring programs, talent identification, and career development plans.
Succession Planning
Implementing performance management systems to monitor and evaluate employee performance. This includes establishing clear performance expectations, regularly assessing employee performance, and taking appropriate actions to support and improve performance.
Performance Management
Deliverables by Provider Type