Where Public Health Educators are Working: A National Study of the Hiring Practices and Manpower Needs of Local Health Departments

Abstract

This study collected data typically included in professional manpower reports for the purpose of establishing a manpower profile of health educators in local health departments (LHD) in the United States. Using a table of random numbers, a nationally representative sample of 670 LHD was mailed a 43-item questionnaire which assessed four basic areas: geographic jurisdiction, personnel, attitudes toward health education credentialing, and demographics of each agency top executive. Usable questionnaires were received from 279 LHD, a return rate of 41.6 percent. The data reveal that a tight job market for health educators exists in LHD. While a large majority (84 percent) of LHD are known to provide health education/risk reduction services, fewer than 60 percent of LHD in the sample employed a health educator. Among those LHD who did employ health educators, less than one-half had a full-time health educator on-staff. Using a weighting formula and interpolation as methods to make projections, there are between 3,570 and 4,040 positions (full-time, part-time, and vacant) nationwide (M = 3.08 or 1.60 measured in FTE). The personnel profile suggests that the majority of health educators in LHD are female (79.5 percent) and white (80.3 percent), that they come from varied academic backgrounds (indicated by degrees held), and hold an assorted number of certifications and licenses. Approximately one-in-seven hold the certified health education specialist (CHES) credential. Although nearly one-in-five LHD (18.3 percent) indicated that certified candidates are given preference in hiring, only a small percentage (4.9 percent) indicated that credentialing is a factor in negotiating entry level salary; only one indicated that CHES is required. Although health education has taken major strides in several areas in the past two decades, to achieve gains in a tough marketplace we need to do a better job educating those who might have a significant effect on our hiring. In addition, there exists a need for development of a comprehensive surveillance system for routinely monitoring, recording, and disseminating employment data in all health education settings.