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Impacting Public Health

Success Stories

See firsthand stories of impact from the PHIG grant. From small wins to transformative changes, PHIG is fostering widespread innovation in public health systems and structures.

  • Philadelphia DPH Uses Exit Interviews to Guide Workforce Retention Strategies

    For the first time, the Philadelphia Department of Public Health (PDPH) can capture detailed information on both contract and civil service employees who leave the department, giving them the data they need to understand how to best support their workforce and reduce the rate of separations. This work began in 2024 when PDPH submitted a PHIG technical assistance request to explore using exit interviews. In response to the request, Public Health Management Corporation—NNPHI's PHIG Hub for Regions 2 and 3—guided the unit in collecting in-depth information about why employees were leaving the department. While developing the exit interview questionnaire and process, PDPH received advice and resources on best practices from ASTHO and another PHIG recipient's health department. The department began conducting exit interviews in the winter of 2024 and plans to use the findings to inform and improve retention strategies.

    A woman shakes hands with the person across the desk in a professional interview setting.

  • How PHIG Is Strengthening Infrastructure and Communications in Nashville and Davidson County

    PHIG funding is helping modernize the Metro Public Health Department of Nashville and Davidson County’s (MPHD) main conference rooms at the Lentz Public Health Center, where the infrastructure and equipment—now 14 years old—have exceeded their expected service life. The upgrades will include new teleconferencing capabilities and improvements to support ADA compliance, ensuring these spaces are more accessible and functional. Beyond the conference rooms, PHIG is also supporting investments in digital touch-driven, multi-language display kiosks in MPHD facilities to meet the growing demand for linguistic capability and educate the public about MPHD’s services.

    Staff sitting in conference room in the Lentz Public Health Center.

  • PHIG Supports Tulsa Health Department in Salary Review and Retention Efforts

    In January 2024, the Tulsa Health Department (THD) utilized PHIG funds to revise its salary structure and job grading system, leading to salary adjustments for 150 of 340 employees. The evaluation highlighted the need to address wages for entry-level positions, such as groundskeepers and clerks, which require a high school diploma. THD also introduced a salary modification system to better recognize experience and education, ensuring that new hires with five or more years of experience or advanced education beyond the job’s requirements receive higher starting pay. These changes have already shown promising results. Preliminary data indicates an increase in applications for open positions and improved retention rates compared to the same period in 2023.

    Hands of worker shown using a calculator and taking notes.

  • Nashville and Davidson County Enhance Maternal and Child Services with PHIG Support

    Metro Public Health Department of Nashville and Davidson County uses PHIG funding to cover continuing education to enhance maternal and child health services. PHIG covers the cost of key certifications for employees, including education for Certified Lactation Counselors, International Board-Certified Lactation Consultants, Dieticians, and Certified Medical Interpreters. The funding also covers multiple nursing licenses for Registered Nurses, Nurse Practitioners, Licensed Practical Nurses, and Advanced Practice Registered Nurse/Family Nurse Practitioners. These certifications and trainings elevate the ability of the department to serve the families in its community with exceptional care.

    A nurse standing in her office doorway.

  • PHIG Support Helps Vermont Department of Health Leverage Data to Improve Employee Well-Being and Satisfaction

    With PHIG support, the Vermont Department of Health's (VDH) Workforce Development Director and Evaluation Director analyzed, summarized, and visualized the Vermont Department of Human Resources Employee Engagement Survey results. They created clear, department-specific reports and presentations highlighting VDH’s results within the broader statewide data. This marks the first time since the survey’s launch in 2014 that VDH could conduct this level of analysis and reporting, ensuring that the results are widely understood and applicable. This work aligns with the first goal in the department’s 2024-2029 Strategic Plan: to foster an inclusive workplace culture that promotes employee well-being and satisfaction. The findings from this analysis will inform the development of future measures for progress.

    A magnifying class is held up to several wooden blocks with an outline of a person.

  • NYC Advances Public Health Workforce Data Literacy Through PHIG

    With PHIG support, the New York City Department of Health and Mental Hygiene’s Center for Population Health Data Science (CPHDS) launched efforts to enhance data literacy across its public health workforce and public health literacy across its technology workforce, through micro-clinics, demonstrations, trainings, and regular updates on infrastructure and governance initiatives. PHIG funding also supported the growth of public health surveillance work through the expansion of the agency’s in-house survey panel to 35,000 adults and new qualitative analyses to better understand mental health, the long-term impacts of COVID-19, and reproductive healthcare access and experiences in the city.

    Woman speaking at a meeting
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