Retention of Community Health Workers in the Public Health Workforce: Public Health Workforce Interests and Needs Survey, 2017 and 2021.

Abstract

<b>Objectives.</b> To investigate the organizational factors contributing to the intent of community health workers (CHWs) to quit their jobs in local and state health departments in the United States. <b>Methods.</b> We used the 2017 (n = 844) and 2021 (n = 1014) Public Health Workforce Interests and Needs Survey data sets to predict CHWs' intent to leave with Stata 17 balanced repeated replication survey estimations. <b>Results.</b> CHWs dissatisfied with organizational support, pay, or job security had high probabilities of reporting an intent to leave (50%, <i>P</i> < .01; 39%, <i>P</i> < .01; and 42%, <i>P</i> < .01, respectively) relative to satisfied or neutral workers (24%, <i>P</i> < .01; 21%, <i>P</i> < .01; and 26%, <i>P</i> < .01, respectively). <b>Conclusions.</b> Improving organizational support, pay satisfaction, and job security satisfaction in public health agencies can significantly improve CHW retention, potentially lowering overall organizational costs, enhancing organizational morale, and promoting community health. <b>Public Health Implications.</b> Our findings shed light on actionable ways to improve CHW retention, including assessing training needs; prioritizing diversity, equity, and inclusion; and improving communication between management and workers. (<i>Am J Public Health.</i> 2024;114(1):44-47. https://doi.org/10.2105/AJPH.2023.307462).