building career ladders and skills with front … · building career ladders and skills with front...
TRANSCRIPT
BUILDING CAREER LADDERSAND
SKILLS WITH FRONT LINE STAFF
ELAINE SPRAINER SPHR, MBA
OBJECTIVES
• Defining the Purpose of Addendum Positions
• Describing the Process for Identifying Areas of
Responsibilities
• Using Addendum positions to Develop Skills and
Support Succession Planning
• Benefits to the Employee/Benefits to the Employer
BACKGROUND
• ReMed was growing – needed to ensure
consistency – training, policies and procedures
• Administrative office location and travel to
programs
• Development of Pittsburgh program
• Requirements of CARF Accreditation and State
Licensure
PURPOSE
• Increase skills of front line staff
• Staff Development: ReMed a flat organization –
looking for ways for staff to grow
• Creates direct feedback loop between front line
staff and management
• Ensure that key responsibilities and tasks are
completed
IDENTIFYING TASKS / NEEDS
• Training of new staff was not being completed in a
timely or consistent manner
• Need for support to ensure front line staff attended
annual trainings
• Prepping for DHS (DPW) inspections and CARF
surveys identified key Health and Safety tasks which
were not being completed
HEALTH & SAFETY
• Health & Safety Addendum one of the first two
developed
• Key Responsibilities:
Monthly drills conducted and documented
Monitors and orders first aid supplies
Completes internal inspections of programs as
required (4 per yr)
Trains new staff in fire safety procedures and
universal precautions
HEALTH & SAFETY
• Key Responsibilities con’t.:
Participates in monthly Safety Committee and
disseminates information to staff
Participates in development and revision of
policies and procedures
Monitors work environment for safety risks for staff
as well as clients
Participate in reviewing data for H&S quality
monitors – incident reports, falls
5% Workers Comp Discount through the State
STAFF TRAINER
• Staff Trainers in individual programs was also one of
first Addendum positions developed
• Key Responsibilities:
Works with Program Management to schedule
new staff all required classes
“Touch base” person for new staff
New staff mentoring and shadowing
Provides feedback to new staff
Participates in 30, 60 day evaluations of new staff
STAFF TRAINER
• Key Responsibilities con’t.:
Ensures completion of Staff Training Checklist
Assists in monitoring annual training requirements
for all staff in program: inservice hours, CPR, First
Aid, Med recert, etc.
Participates in bimonthly Staff Training Committee
Meetings
Disseminates information regarding training and
conference opportunities
STAFF TRAINER
• Key Responsibilities con’t.:
Participates in development and revision of
policies and procedures related to training
Participate in reviewing data for Staff Training
quality monitors – training completion, timeliness,
CPR, First Aid
Develop and revise training curriculum to meet
changing needs of clients
ADDITIONAL NEEDS IDENTIFIED
• Needed to recognize staff who were completing
additional duties
• Increased dietary needs of clients
• Increased behavioral needs of clients
• Complexity of medication management
• Staff expressed interest/demonstrated skills in these
areas
OTHER ADDENDUMS
• Medication Manager
• Behavior Tech
• Food Service Manager
• First Aid / CPR instructor
• CPI Training Instructor
• Shift Leader*
MEDICATION MANAGER
• Key Responsibilities:
Managing medication inventory – ordering,
receiving
Maintain med room – supplies, cleanliness
Participate in semi-annual medication audit –
quality monitor
Support implementation and training of all
medication policies
BEHAVIOR TECH
• Key Responsibilities:
Support implementation of Behavior Strategies
Data Collection
Train staff in strategy and data needed
Monitoring Client Progress
Attend team meetings and report on data
Write treatment report section on behavior
FOOD SERVICE MANAGER
• Key Responsibilities:
Ensure adequate inventory of food, drink and
supplies
Menus and Shopping
Train new staff in safe food handling methods and
dietary needs of clients
Cleanliness of kitchen and all food storage areas
TRAINING INSTRUCTORS
• Identified staff for internal training instructor
positions:
First Aid, CPR
Crisis Prevention Institute (CPI)
DPW Medication Administration Trainer
Certified Brain Injury Specialist Trainer (ACBIS –
Academy for Certification of Brain Injury
Specialists)
• Train new and existing staff
SHIFT LEADER
• Why Developed/Key Responsibilities:
Needed single point of contact for On-Call staff
Provides for continuity of response/care
Manages “in the moment” changes
Serves as a communication bridge between shifts
Ensures all documentation is completed
Disseminates client change of status information
to staff
PROCESS AND STRUCTURE
• Typically one addendum per program – exception
Shift Leader
• Increase pay for staff – started at $.25, increased to
$.50 hr. / $.75 – not factored into annual increase
• Internal postings, apply and interview
• Training in new role
• Evaluate performance – part of annual
performance review
REAL LIFE EXAMPLE - BRANDON
2010 - Started as intern/direct care staff
2011 - Health and Safety Addendum
2013 - Added Staff Training Addendum
2013 - Completed Masters degree
2014 - ACBIS certification
2014 - Took interim Case Manager position (6 mo)
2015 - Promoted to Program Site Mgr (Operations)
REAL LIFE EXAMPLE - LAURA
2009 - Started as direct care staff
2010 - Medication Manager Addendum
2013 - Staff Training Addendum, Shift Leader
2013 - Promoted to Lead BIS (Brain Injury Specialist)
2014 - ACBIS certification
2015 - Promoted to Assistant Case Manager
REAL LIFE EXAMPLE - ALLIE
2011 - Started as direct care staff
2013 - Health and Safety Addendum, Shift Leader
2013 - ACBIS certification
2014 - Med Manager Addendum
2014 - Behavior Specialist position
BENEFITS - EMPLOYEE
• Developing new skills, expanding knowledge base
• Taking ownership of key responsibilities
• Professional and Personal Development
• Change of job duties improves staff
energy/satisfaction
• Readiness for promotion – increase your value!!!
• Connections to Leaders - increased visibility
• Learn more about the business and industry
• More money!!!!
BENEFITS - EMPLOYER
• Staff Trainer / Health & Safety - 1990
• Reduced turnover – under 25% for the past 10 years
(1998 = 38%)
• More staff with increased skills – ready for promotion
• Improved staff satisfaction
• More accountability at staff level
• Key tasks are being completed
• Increased readiness for inspections
PSYCHOLOGICALLY HEALTHY WORKPLACE AWARD
• 2012 ReMed recognized as National Psychologically
Healthy Workplace Winner
• Additionally Recognized for Best Practices for
Employee Growth and Development
• ReMed staff surveyed by 3rd Party, key part of this
process
