Training New Sanitarians in Virginia

Abstract

EVERY community in Virginia today is served by an organized health department. Ten years ago such services were available to only one-half the State. Concomitant with this rapid growth in local health units has been the demand for broader services to match a higher standard of living and changes in the social structure. The expansion of both health units and programs imposed upon the public health administrative force of the State the problem of recruiting personnel to fill the new positions and to provide the varied services anticipated by the public. Especially difficult was the recruitment of enough sanitarians to staff the new jobs. Furthermore, turnover in this field often exceeded replacements, and many positions remained vacant for extended periods. The inadequacy of the staff and recruiting program of the Virginia Department of Health in coping with the situation prompted the search for a solution. Early in 1952 the Virginia Department of Health launched a study of its recruiting and training needs. Training programs and salary scales for sanitarians in other States were reviewed, and the resources of industry, universities, and the Public Health Service were used. The State then designed a recruiting and training program that was geared to its own requirements. Two major characteristics of the program are, first, flexibility to facilitate modifications and, second, tying in training with recruiting. Fused with this process is the understanding of the need for frequent salary changes. The administrative responsibility for the inservice training program is assigned to the Virginia Department of Health. A section of sanitation training was established in the division of local health services to plan, coordinate, and evaluate the training. Program costs are borne by the State health department, with county health departments paying a percentage of trainee salaries. Recruiting is centralized at the personnel bureau of the State health department. The basic structure of the program involves the following major stages: * Recruiting and indoctrinating new sanitarians. * Supervising new sanitarians while on the job. * Giving new sanitarians 12 weeks of basic fundamentals in sanitation. * Conducting topical short refresher courses for experienced sanitarians. * Offering academic study leading to the master of public health degree for qualified, experienced sanitarians.