STAY, GROW or GO
Session Planning — Executive Summary

"Aging workforce" was reading two different ways — bringing seniors into the workforce vs. the current workforce aging out. The group replaced it with the three reasons people actually leave a role, which gives the panel a clean three-question spine:

Format is settled

• Panel, not a single speaker — multiple inputs, and it keeps energy up in an afternoon slot.
• Plan to 45 minutes: roughly 30–35 minutes of moderated panel, then 10 minutes of open-mic response from the floor.
• Three panelists, two-to-three questions. Deliberately few questions so each panelist can answer with real depth rather than a rehearsed line.

The room votes too — live

• Attendees scan a QR code and rate their own organization's confidence on the same three questions. Results appear on the projected slide, de-identified, right after the panel answers.
• That live number becomes the panel's second question: "Only 28% of this room has a GO plan — what do we do about that as a Network?" It forces a real answer instead of a prepared one, and it protects individual organizations from being singled out.
• Strategic bonus: this doubles as the Network's working demonstration of what an interactive Summit session can be — useful even if no other session goes interactive this year.

Who should be on the panel

• Geographic spread: one Phoenix-metro, one Southern Arizona, one rural voice.
• Career-stage spread (Dr. Rob's overlay): an early-career employee being courted away (STAY), a mid-career person in development (GROW), and a senior leader or HR veteran who has actually run succession (GO).
• The vetting filter: a concrete example beats a title — someone with a working reach-back mentorship, a real succession plan, or a retention program that held. A candid employee-advocate voice was also floated as a high-energy alternative.
• A bonus find: an Arizona clinician or nurse leader who stayed engaged after retiring — board service, association leadership, mentoring — as living proof that wisdom doesn't have to walk out the door.

Roles

• Rosa Ramos — moderator. Frames each force, runs the clock, calls the reveal.
• Lucy Howell / The Force for Health — session technology. Interactive slides, the audience poll, the live dashboards, and the data that opens the session.
• Dr. Rob Gillio — content framing and question design.

Opening with data

• The session opens on a trend line of exit rates from the healthcare workforce, to set the stakes before anyone speaks.
• FfH's PHIT Scorecard (Population Health Intelligence Tracker) already supplies county-level workforce supply/demand — Maricopa, Pinal and Gila were pulled live on the call and Rosa confirmed the Molina distribution looked right (~89% Maricopa).
• Gap to close: the scorecard does not yet carry exit and retention data. FfH is sourcing that.
• Context: the morning already covers supply-and-demand data and the pathway/pipeline story, so this segment stays deliberately on retention and succession and does not re-tread pathways.

• Molina leadership meeting. Rosa to open the door for a walk-through of the full Force for Health capability set — PHIT Scorecard, Pathway to Professionals (~20 healthcare careers), the family health-ambassador model, and the Sickle Cell Foundation of Arizona platform as a working example.
• Rural Health Transformation Grant. Lucy asked whether Molina is responding, and where — Pinal, Gila, Yavapai, Yuma. FfH is looking at where it can serve as an amplifying resource for statewide partners.
• Molina's own signals, worth carrying into the panel: heavy turnover in behavioral health driven by caseload; provider turnover on pay competition; and Rosa's stated concern about readiness of entry-level younger staff — professionalism, writing, and how AI is changing what they need to be taught. That last point maps directly onto the Network's pre-apprentice priority from Summit 3.