building your workforce using one tool at a time presented by: mary berg, msw
Post on 21-Dec-2015
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Building Your WorkforceUsing One Tool at a Time
Presented by:
Mary Berg, MSW
What do you know?
Take A Stand!
In one study, the average cost of turnover was $10,000.
Take a Stand!
Recent research has shown that staff turnover has no effect on maltreatment recurrence rates.
Take a Stand!
In one study, factors that led to lower turnover were increased salaries, a policy of no on-call work, and a strong effort to complete and approve case plans.
Take a Stand!
There is a 30% chance of a child achieving permanency in 12 months when she has had two workers.
Take a Stand!
Turnover results in all of these issues:
* Unrealistic workloads/caseloads* Unpredictable hours * Too much paperwork* Lack of quality supervision
Take a Stand!
The Western Regional Recruitment & Retention Project (WRRRP)
• University of Denver was one of eight federal child welfare training grants focusing on staff recruitment and retention
• Five sites in the greater Rocky Mountain region: Colorado, Arizona, and Wyoming
• Urban and rural child welfare settings• Jefferson County
The Western Regional Recruitment & Retention Project (WRRRP)
• Strong focus on developing and implementing a team model for organizational change.
• Technical assistance to provide assessment and strategic planning.
• Technical support for implementing site specific organizational intervention.
• Development and delivery of specific training to meet site needs.
• Project tools, resources and trainings.
Jefferson County Getting Started
• Commitment from top leadership• Broad representation of all levels on
steering committee • Organizational assessment• Surveys and focus groups• Listen and accept reality• Organizational culture change necessary• OD is a slow, steady process
Recruitment
Selection
Training
Retention
Strategic Planning
• Supervision (Yankeelov, Barbee, Sullivan, & Antle, 2009; Strand & Bosco-Ruggiero, 2008; WRRRP, 2007; Scanapieco & Connell-Carrick, 2007; Strolin-Goltzman, Auerbach, McGowan, & McCarthy, 2008)
• Work-life fit (Strolin-Goltzman, 2008; SUNY, 2006; Strolin-Goltzman et al., 2008)
• Organizational culture (Ellett, 2009, Strand & Bosco-Ruggiero, 2008; Weaver, Chang, Clark, & Rhee, 2007)
• Job Stress (Kim & Stoner, 2008; Hopkins & Cohen-Callow, 2007)
Factors most influencing Retention
• Job Satisfaction (WRRRP, 2007; Weaver et al, 2007; SUNY, 2006; Strolin-Goltzman, 2008)
• Training (Strand & Bosco-Ruggiero, 2008; Scanapieco & Connell-Carrick, 2007, SUNY, 2006)
• Caseloads (Scanpieco & Connell-Carrick, 2007; Weaver et al, 2007)
• Clarity & Coherence (Strolin-Goltzman, 2008; WRRRP, 2007; SUNY, 2006)
Factors most influencing Retention
• Identify the issue
• Develop solutions using multiple strategies
• Issue Solution
Implementation Approach
Recruitment Issue / Solution
• Issue: Caseworkers surprised about the challenges of the position and resign within months after being hired Solution: Inform applicants about position with a Realistic Job Preview video
Recruitment Issue / Solution
• Issue: Staff applicant pools do not meet the cultural/language needs of clients.Solution: Partner with bilingual radio station for recruitment efforts.
• Issue: Random approach to interviewing and screening of new applicants
Solution: Develop standard questions and best practice answers.
Role play and interactive case scenarios.
Selection Issue/Solution
Training Issues / Solutions
• Issue: Ill-prepared workforceSolution: Provide standard On the Job Training with competency standards, structured practice and evaluation.Develop continuous training opportunities and tracks.
Retention Issues / Solutions
• Issue: Fear based organizational culture
Solution: Leadership training
and organizational culture and practice change
Retention Issues / Solutions
• Issue: Work/life balance Solution: Flexible/ Alternative work schedules
• Issue: Vacant positions from turnover (workload distribution)Solution: Pre-vacancy positions
Impact on PracticeCFSR Outcomes
• Re-entry into out of home care
• SFY 05-06 - 14.4% • SFY 06-07 - 13.4% • SFY 07-08 - 11.8%
• Re-involvement
• SFY 05-06 – 11.2%• SFY 06-07 – 9.4%• SFY 07-08 – 7.7%
Questions