Public Health Disease Intervention Job Posting Analysis: Current Trends to Build a Future Workforce

OBJECTIVES: To identify employer expectations regarding knowledge, skills, abilities, and other characteristics (KSAOs), compensation capacity, and the structural and population needs influencing a broadly defined disease intervention (DI) workforce. DESIGN: Cross-sectional quantitative job posting analysis using publicly available postings from major public health job boards, public health agency websites, and professional organization sites. SETTING: Nationally representative sample of DI-related job postings available from February to June 2025. PARTICIPANTS: Forty-one job postings from 24 public health agencies across 19 states, 8 Health and Human Services regions, and 30 service counties. MAIN OUTCOME MEASURE: Characteristics of (1) posting agencies, (2) geographic service locations, and (3) job-specific requirements, including KSAOs and compensation. RESULTS: Thirty-seven distinct DI-related job titles were identified across multiple jurisdictional levels. Most postings originated from Public Health Accreditation Board-accredited, mid-sized or large agencies in the Southern United States. Required KSAOs emphasized knowledge of disease characterization, strong communication and collaboration skills, and confidentiality. The ability to serve diverse and highly vulnerable populations is critical for the DI workforce. Employer expectations also reflected the operational realities of DI work, with many postings requiring nontraditional hours or on-call availability. Salary ranges and benefits varied across position groups, illustrating how organizational structure and resource capacity shape compensation and workforce needs. CONCLUSIONS: This study provides the first systematic description of DI-related job titles and role expectations from position postings across US public health agencies in the context of a more broadly defined DI workforce. Findings highlight the combined importance of technical competencies, interpersonal skills, and organizational factors such as compensation structures and work-hour requirements. These insights offer a foundation for strengthening DI workforce development, informing academic preparation, guiding recruitment strategies, and supporting uptake of Certified in Disease Intervention certification.