Work of the Future

Even during the COVID-19 pandemic, it's important to make time to learn.

Priscilla Gill and Dawn Nelson of Mayo Clinic emphasized the importance of learning while working during Kaiser Permanente's Future Ready webcast February 25.

"The future of work is about learning," said Gill, director of Workforce Learning. "We all should strive for continuous learning and to be lifelong learners."

"Everyone is some form of a leader," said Nelson, nurse administrator for Education and Professional Development. "Think about how you can grow your personal leadership skills."

Because of the increasing importance of lifelong learning, Labor Management Partnership unions and Kaiser Permanente have negotiated industry-leading resources to assist union members in adapting to change, including tuition reimbursement and education trusts — which had record usage in 2020. Future Ready, hosted by National Workforce Planning and Development, is part of the Workforce of the Future initiative to prepare employees for tomorrow's jobs.

"This is something we've been doing for years and has become even more important with the global pandemic," said Monica Morris, senior director for National Workforce Planning and Development.

3 types of learning

Gill and Nelson agreed, noting the shift this past year to virtual education.

"COVID truly accelerated a lot of our plans," Gill told moderator Peggi Winter, Kaiser Permanente's nurse educaiton leader. "It has indeed moved us at least 5 years into the future."

The webcast, which detailed examples specific to nursing, highlighted learnings that can be applied to many job classifications across Kaiser Permanente.

Mayo Clinic, an integrated health system, emphasizes learning from day one through each career step. This includes learning:

• Experientially on the job
• Socially through learning communities, mentoring and coaching
• Formally with programs, courses, workshops and conferences

"As leaders, we should get to know our staff and understand what their dreams and aspirations are," Gill said. "In doing so, we can help them craft a career plan."

For nurses, learning starts with onboarding, then continues with professional development, a nurse leadership program and nurse leader growth opportunities.

"It is important for staff to be encouraged and guided to find their areas of interest in leadership," Nelson said.

To learn more, view a webcast recording for internal Kaiser Permanente use only.

The training and education resources negotiated by Kaiser Permanente and the Partnership unions are helping employees advance their careers. These opportunities are making KP’s promise of a diverse and inclusive workplace come to life. Learn more from employees, managers and leaders who shared their stories during the first virtual Workforce Development Week.

Addie Darby, UFCW Local 1996, quality control, Health Information Management, Georgia

With the help of the Ben Hudnall Memorial Trust and encouragement of manager Sophia Wilson, Darby has earned an associate degree in business management, a bachelor's in health administration, and a master's in health technology and education. She’s not stopping there. Darby is enrolled in a doctorate program and plans to graduate this year (2021).

Sadao Nakachi, UNAC/UHCP, emergency room nurse, Southern California

After leveraging workforce development opportunities to become an RN and earn a bachelor’s degree in nursing, Nakachi went on to get a master’s in business for veterans. He holds numerous professional certifications and connects fellow nurses to educational opportunities. “I always try to find courses that’ll overall maximize my potential at KP,” he says. Follow him on Instagram @NurseScholar.

Crystal Muir, OPEIU Local 2, clinical assistant, Mid-Atlantic States

Muir is using tuition reimbursement to pursue her bachelor’s degree in nursing. She’s also used the Ben Hudnall Memorial Trust’s Individual Stipend Program to attend school once a week, which she says, “I've been fortunate to do with trying to balance school, work and life being a mom.” She aims to graduate in 2022.

Sophia Wilson, supervisor, Health Information Management, Georgia

“I encourage all my staff to pursue education to stay marketable and relevant,” Wilson says. “I tell managers, ‘Please do not be so rigid as to make it harder for your employees to soar.’ If you put the resources into your staff, it can be nothing but a win-win.”

Philidah Seda, director, Specialty Care, Georgia

Not only does Seda encourage her staff to use workforce development resources, but she herself is studying for her doctoral degree. “The health care environment is getting more and more complex,” she says. “For us to prepare the workforce of the future, we have to invest in their learning.”

Eula Smith, SEIU-UHW, medical assistant, Northern California

Ask Smith why she wanted to work in health care, and she will bluntly tell you she didn’t. She started at KP as a shuttle bus driver. When that department was outsourced, Smith was offered the opportunity to train as a medical assistant with the help of the SEIU UHW-West & Joint Employer Education Fund. She has overcome her initial reluctance to deal with patients, saying “I love it now.”

Ingris Solares, SEIU Local 105, medical lab technician, Colorado

Solares began her career at KP as a phlebotomist before getting trained in her current field in an apprenticeship program with the help of SEIU Local 105 and the SEIU UHW-West & Joint Employer Education Fund. She intends to get more education to become a clinical lab scientist. “I knew I wanted more because I'm the first generation here in the United States,” she says. “My parents came from Guatemala, so I always felt like I needed to make the trip here worth it.”

Michael Brown, senior vice president, HR Consulting, National Functions

Before embarking on a career path that would bring him to KP as an HR leader, Brown went to law school. His father was frank with him: As a Black man, he needed an advanced degree to position himself for the same opportunities that others had.

“Before I even started working, I knew that education was going to be the equalizer.” That’s why he encourages KP employees to use workforce development programs and cultivate learning agility by trying different shifts, joining different departments and seeking informal leadership roles.

Kerrin Watkins, manager, Dental Office, Northwest

It's hard to lose top performers, but amazing to see them grow. “Invest in your employees and let them know you want to see them succeed,” Watkins says. “This will benefit you in the long run, because you will have employees that will feel more valued. If you take care of your employees, your employees will take care of your business.”

Kaiser Permanente offers many resources to help you advance your career.

Looking to get started? View sessions from Workforce Development Week and follow these 5 recommendations from the October virtual event.

1. Keep learning.

Kaiser Permanente encourages lifelong learning. Resources range from mentoring to tuition reimbursement for everyone to education trusts for eligible union members.

Sadao Nakachi, an emergency room registered nurse and UNAC/UHCP member in the Southern California Region, advanced professionally by using tuition reimbursement and the Ben Hudnall Memorial Trust to earn bachelor’s and master’s degrees.

Ingris Solares, an SEIU Local 105 member in the Colorado Region, began as a phlebotomist before completing a yearlong apprenticeship program with the SEIU UHW-West & Joint Employer Education Fund to become a medical lab technician.

View their success stories in the Day 1 and Day 2 employee panels.

2. Have a growth mindset.

Feel stuck in your current job? Reframe your thinking, says Michael Brown, vice president of Human Resources in the Georgia Region.

“You’re really not stuck. What you’re doing is developing expertise on that job. It provides you an opportunity to deliver strong results. That is good currency that you can take with you to that next position,” Brown said in a career expert panel.

View a recording of the leader panel.

3. Talk with your manager.

Managers should encourage employees’ career growth, says Kerrin Watkins, Dental Office manager in KP’s Northwest Region. She discusses workforce development with team members to understand their needs, inform them about resources and support their use of education trusts.

“Invest in your employees,” Watkins says. “If you take care of your employees, your employees will take care of your business.”

View Day 3 videos from Watkins and Georgia Region managers Philidah Seda and Sophia Wilson and learn more in the Manager’s Guide to Workforce Development.

4. Follow your professional dreams.

It’s never too late to develop your career, says Dennis Dabney, senior vice president, National Labor Relations and Office of Labor Management Partnership.

When Dabney was 40 and working in Human Resources for an automotive parts supplier, he decided to go to law school. He studied nights and weekends to get his degree. His extra work paid off, opening doors to career growth. Learn more in Dabney’s Day 1 video.

5. Just do it.

Kaiser Permanente employees can receive tuition reimbursement of up to $3,000 each year for successfully completing eligible courses.

Hiren Patel, a senior systems administrator in the Northern California Region, started as a pharmacy tech. He moved up in the organization using tuition reimbursement to get a bachelor’s degree and is currently pursuing a master’s degree.

“Make a plan and be flexible,” Patel says. “Just do it.”

Listen to Patel’s story on the Day 2 launch of the Excel Yourself podcast and explore the event’s website for additional episodes, Ask an Expert sessions, videos and more.

National Workforce Planning and Development hosted Workforce Development Week in collaboration with the Alliance of Health Care Unions and Coalition of Kaiser Permanente Unions.

Even during a pandemic, it’s important to keep learning.

When Kaiser Permanente storekeeper Vincent Woodard heard about skills days in May at Oakland Medical Center, he signed up.

“You’ve got to keep up with the times,” says Woodard, an SEIU-UHW member who orders and delivers supplies for doctors and nurses. “I’m always wanting to learn more. The more I know, the more I can teach and share.”

Kaiser Permanente encourages lifelong learning. With COVID-19 reshaping health care from the emergence of new roles to increased virtual care, the 2 Labor Management Partnership-supported education trusts are tailoring trainings to help employees adapt by building career resilience and digital skills.

Partnership Supports Upskilling

Northern California’s Workforce Planning and Development Committee was planning skills days when COVID-19 hit. The committee wanted to proceed. The administration agreed. In 2 weeks, labor and management organized skills days with the SEIU UHW-West & Joint Employer Education Fund.

“It’s a trying time with workflows changing to adapt to COVID-19,” says committee labor co-chair Sonya Allen-Smith, an SEIU-UHW contract specialist. “You have to stay skilled up because the work world is constantly changing.”

More than 80 employees participated in 2 Oakland sessions. Housekeepers, medical assistants and radiology techs met in a large conference room, wearing masks and keeping social distance, learning in person and virtually about communication, leadership and emotional intelligence.

Woodard, a 7-year Kaiser Permanente employee and longtime youth basketball coach, related to lessons about teamwork, bringing positive energy and managing frustrations.

“I’m definitely going to use this,” Woodard says. “You’re not always going to get your way. You’ve got to know when to walk away. Hold yourself accountable.”

Northern California is looking to expand skills days. Other regions also are exploring virtual skills days.

“This training is good for labor and management,” says Janis Cruz, support services administrator for the East Bay. “It helps develop soft skills to navigate uncertainty and ignite interest in continued learning.”

Building career resilience

To help adjust to changes, Kaiser Permanente and the education trusts offer online critical skills courses in collaboration, consumer focus, digital fluency and performance improvement.

In May, the Ben Hudnall Memorial Trust launched the Career Resilience Quest, an online course that explores the characteristics of resilience — the ability to adjust to workplace change as it happens.

“We’re experiencing drastic change,” says Ben Hudnall career counseling project manager David Rosenberg. “Developing resilience in general, and career resilience specifically, really helps to respond constructively.

“Career resilience characteristics are like muscles. We need to exercise those muscles, so they’re strong.”

Pharmacy assistant Sergio Romero, a UFCW Local 324 member in Southern California, knows the power of resilience. A few years ago, his mother and roommate died months apart.

He reflected on his career, worked with Ben Hudnall career counselor Jan Cummings, completed a certification program and then began the resilience course.

“With this pandemic, there’s a lot of hopelessness,” Romero says. “The resilience quest boosted me back up. It kept me going.”