10 Highlights from the PH WINS 2024 Supplement: A Look into the Government Public Health Workforce

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This entry is part 1 of 2 in the series PH WINS 2024

The PH WINS 2024 Supplement, published in the Journal of Public Health Management & Practice (JPHMP), captures a critical moment for the government public health workforce. Through data-driven analysis and reflections from public health researchers, leaders, and practitioners, the supplement offers a robust view of individual employees’ perspectives on workforce challenges and successes—from burnout and belonging to leadership and skill-building.

As the only nationally representative survey of the state and local government public health workforce, PH WINS continues to shape how we understand and strengthen the people who power public health. The supplement features voices from across the public health system.

Below are ten highlights from the supplement you won’t want to miss:

Things to Know About the Supplement

  1. PH WINS is expanding its reach.

The 2024 survey cycle saw record participation. Since 2014, PH WINS has captured the voices of US government public health employees, shaping workforce investments and policy decisions. Nearly 1,200 state and local health departments participated in PH WINS, marking the highest numbers in PH WINS history. Alperin et al. expand on the role of Public Health Training Centers in recruiting more local health departments, giving more public health professionals the opportunity to raise their voices.

 

  1. Employee perspectives offer a snapshot of the larger workforce.

PH WINS 2024 captures the experiences, interests, and needs of almost 57,000 state and local public health professionals on key topics such as training needs, workplace engagement, satisfaction, and intent to leave. Articles written by Meyers et al., Balio et al., and Gilmore et al., provide a snapshot of the state, rural, and big city workforces.

 

  1. Flexibility is shaping satisfaction.

Retention continues to be a key challenge, with data showing a strong intent to leave among early- and mid-career professionals. Major factors influencing retention include job satisfaction, supervisor support, and flexible schedules. Articles written by Krasna and Karra, and Gee et al. explore tools we can use to retain the workforce, such as nontraditional benefits and remote work opportunities.

 

  1. The workforce is recalibrating, and there are signs of progress in satisfaction and well-being.

Five years post-pandemic and decreased staff capacity at health departments, as noted in Robins et al., there’s still encouraging news: workforce satisfaction and mental well-being are on the rise. Many workers report improved job satisfaction, citing flexible work options and supportive supervisors as key.

 

  1. Burnout and belonging remain key predictors of retention.

Although burnout remains widespread among the workforce and is strongly linked to intent to leave, the conversation around workforce well-being is shifting from awareness to action. Findings from McCall et al. suggest that “organizational culture is predictive of whether LPHPs choose to remain in their jobs.” Their findings underscore the importance of agencies providing policies and practices that support mental well-being for a thriving workplace.

 

  1. New analytic tools are deepening our understanding.

Onal et al. used machine learning models to predict turnover intent. These advanced methods reaffirmed that job, organization, and pay satisfaction are among the most powerful predictors of retention. The authors show that small improvements in these areas can lead to meaningful gains in workforce stability.

 

  1. The workforce’s leadership skillset is strong, but generational differences persist.

The public health workforce continues to evolve, with a growing demand for skills in budget and financial management, policy engagement, and systems and strategic thinking. Burton-Anderson et al., Popalis et al., and Schaffer et al. explore how different age generations compare in their perceived training needs, the demand for skills in policy engagement at large local health departments, and the need to improve effective and persuasive communication in the workforce.

 

  1. Representation and community alignment emerge as key priorities.

Campbell et al. reflect on how closely the workforce mirrors the communities it serves. Findings indicate there is still work to do to align race, ethnicity, and sex, which is a crucial step in ensuring that public health systems are inclusive in both structure and practice.

 

  1. Pay remains a critical challenge.

Singh et al. note that while average salaries have risen by 27% since 2017, inflation-adjusted wages have barely moved, and pay gaps based on sex and race still exist. These disparities continue to threaten workforce morale and retention, suggesting that sustainable progress requires not only training and wellness but also investment.

 

  1. The workforce needs broader pipelines into public health.

Close to a quarter of the workforce is 35 years of age and under. A research brief by Najjar et al. and a commentary by authors from the CDC’s Public Health Infrastructure Center uplift this workforce age group, prompting a call to invest in the next leaders in public health. Building a stronger, more diverse pipeline will help sustain the workforce long term.

A Call to Action

Read the PH WINS 2024 Supplement

We invite you to read the PH WINS 2024 Supplement and explore the newly redesigned PH WINS data dashboards. Whether you’re a practitioner curious about national workforce trends or a health department leader eager to see how your team compares, there’s something in the supplement for you. The PH WINS 2024 Supplement is more than a publication—it’s a reflection of the people who make public health possible. Together, these findings provide a foundation for action and a vision for the future.

About the Author

Lindsey Burton-Anderson
Lindsey Burton-Anderson MPH, CHES, is a Research Associate at the de Beaumont Foundation. She works closely on the Public Health Workforce Interests and Needs Survey (PH WINS)—the only nationally representative survey of the state, local, and territorial government public health workforce—to elevate the voices of public health workers across the country. Lindsey earned her MPH from the Rollins School of Public Health at Emory University.

PH WINS 2024

Celebrating 10 Years of the Public Health Workforce Interests and Needs Survey (PH WINS)
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