in their current position. Only 8% said they were not satisfied. Of the changes they would like to see, 37% of the respondents stated an increase in pay would be desired; 18% would like to see an increase in sta to help with their workloads and that of their coworkers; 14% would like to see improvements in manage- ment or administration, human resources, and elected ocials; and 8% would prefer a more defined or focused job description, as they felt their duties were too broad and encompassing. Most respondents (66%) felt they were able to meet their personal or family obliga- tions. In comparison, one third (33%) noted they were experiencing stress in the form of feeling worn out, mentally and physically exhausted, financially stressed, needing a more balanced lifestyle, feeling guilty if they contemplated retirement or leaving, and rely- ing on other family members to fill in when they could not meet family needs. Most respondents (77%) felt their orga- nization was not adequately staed and a similar number (73%) said they were aware of hiring needs within their organization. To make their position more satisfying, respon- dents indicated they would like an increase in pay (37%) and indicated they needed more help (25%), flexibility (16%), and support (13%). Furthermore, respondents indicated a need for better interaction with management (6%), more input from county attorneys (5%), and more time o (5%). Other sugges- tions included aordable housing; advance- ment opportunities; company transportation; reduction of the negativity associated with the field; better recordkeeping systems, com- puters, and resources; proper oce space; in- person meetings; and more outreach events. Despite the stress associated with their jobs and the highlighted needs, almost all respondents (97%) expressed positive feel- ings about their position. Most expressed a love for their job outright, feeling satisfied as they work with and help the public, busi- nesses, and coworkers. They enjoyed the out- come of their work and being challenged and reported feeling fulfilled by their jobs. They also reported enjoying working in the field and protecting the public. Only a few respon- dents cited autonomy or flexibility related to their jobs as positive attributes of their work. Some negative feelings related to the job that respondents reported included low pay (14%), conflicts with the public (14%), hav-
ing to defend their jobs from attacks (20%), and a hostile oce environment (13%). Other concerns that respondents mentioned were dealing with unclear and unenforced regulations (10%), lacking support or feel- ing undervalued and underappreciated (10%), feeling overworked (10%), experi- encing conflicts with management and law- makers (4%), dealing with too much politics in public health (8%), and feeling stressed (10%). A few respondents reported negative feelings stemming from insecurity, inexperi- ence, and the dangers associated with their job (1%); that they could not aord to live where they worked (1%), and that their work of reporting and compiling cases was not followed through by the county attor- ney’s oce (5%). Retention and Recruitment Of the respondents, 23% indicated that they were not planning to retire; however, 60% reported thinking about it. Some were unsure when they might retire (23%), 9% said they may retire in 1–2 years, 14% in 2–5 years, and 11% thought they would retire within 6–10 years. Having the option to retire was one of the major reasons people contemplated leaving (30%). Other factors included better pay (29%), the desire for reduced stress or to meet family needs (13%), to leave a hostile and unsupportive environment (13%), to have more flexibility (5%), or out of general frustration (2%). Additional reasons (3%) reported included poor management, cur- rent workload, career advancement, or job change. Currently, 91% of respondents say their employer oers retirement benefits and most (89%) participate in the plans. When asked about recruitment, 18% of respondents thought that websites such as Indeed.com were eective at reaching quali- fied candidates. Others reported that they thought social media and word of mouth (13% each) were eective, while websites operated by EH organizations such as MEHA (10%) and NEHA (8%) were thought to be helpful. A few respondents thought that job boards of other organizations or job postings in journals were good options for recruitment. Consistent with previous responses, 21% of respondents felt higher salaries would be eective tools for retention within the EH profession. Other suggestions included more
flexible work schedules (15%), increased support from management (15%), respect and support from the public (15%), improved state funding for the department (12%), more comprehensive insurance plans (10%), and better retirement benefits (9%). Emerging Issues Respondents felt the EH databases (17%) and ArcGIS (14%) were key areas where EH pro- fessionals need skills to meet future needs in EH and public health. Additionally, addressing racial equity, cultural competence, and social justice issues were priority areas for 17% of respondents. Learning data apps and change management were reported as important by 11% of respondents. Big data was identified by 8% of respondents as a future issue. Other future areas identified included emotional intelligence (8%), using remote sensors (5%), and wearable technology (2%). Across the board, respondents were open to various methods for training and education. They cited online classes (22%) and in-person workshops (20%) as the preferred methods for training and education on emerging issues. Others reported attending MEHA annual con- ferences (19%), in-person seminars (18%), in- oce service learning (13%), and NEHA (6%) as other forums for training. Discussion Due to the high response rate (74%), our needs assessment represents the opinions held by many EH professionals across Mon- tana, and the results provide additional insight into the practices and challenges associated with the COVID-19 pandemic in Montana. The results also provide infor- mation about characteristics, concerns, and perceptions of the EH workforce in Mon- tana. Modern EH professionals must prac- tice in considerably more complex condi- tions, environments, and expectations than in past times (Gerding et al., 2020; McCor- mick, 2020). Results reveal that while most EH professionals in Montana self-identify as White, the balance of self-identified gender is comparable to national numbers. While pro- fessionals report being adequately trained, there is a need for more training. Consistent throughout our results are concerns about low stang levels and low salaries, even though many EH professionals report some level of satisfaction with their job.
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