Learning Collaborative on

Improving Workforce Recruitment

& Retention:

The Pandemic & Beyond

Orientation Webinar

Sponsored by:

Central East MHTTC

DC DBH

Collaborative Leaders:

Michael Hoge, Ph.D.

Manuel Paris, Jr. Psy.D.

Welcome!

§ The Sponsors§ Central East MHTTC§ DC Department of Behavioral Health

§ The Technical Assistance ProviderAnnapolis Coalition on the Behavioral Health Workforce§ Michael Hoge, Ph.D.§ Manny Paris, Psy.D.

§ A brief history of the Collaboratives

Learning Collaborative Process§ Collaborative launch – 3 sessions§ Plan development§ Leadership approval§ Plan implementation§ Ongoing technical assistance§ Plan updates & progress reports§ Three Virtual Meetings on

interventions, progress, obstacles & sustainability

§ Final report & evaluation

Learning Collaborative Content§ Education about:

§ Identifying R&R challenges & goals§ Best practices in R&R§ Measurement of R&R§ Strategies for creating change in your

organization§ Sustaining plans and change

§ Templates for building a R&R plan§ Peer learning

The Focus

Recruitment & retention1. During the pandemic2. Longer-term post-pandemic

challenges3. Building structures & processes to

sustain improvement

Launch Sessions

§ Each session is 2.5 hours§ 1 session per week over 3 weeks§ All 3 Change Management Team

members should attend§ Blend of presentation, group discussion

& break outs§ Dates in November to be finalized over

the next week

Preparation before the launch sessions§ Gather relevant information on R&R:

§ Your challenges and priorities§ What R&R data you have§ What you’ve tried and how it worked§ Ideas about what you might do next§ Obstacles to success and how you

might overcome them§ Where to find this information

§ By talking to your leaders and staff§ In your institutional memory§ In documents

§ Meet once as a team before the launch

Data

§ HR data you collect and store§ Workforce variables you measure§ Possible types of data:

§ Recruitment: application volume, offer & acceptance rate

§ Retention: turnover & vacancy rates§ Characteristics: tenure, diversity§ Staff attitudes: satisfaction,

engagement, exit interview findings§ Is this data analyzed in any way? (e.g.,

by type of worker, program, supervisor)

Download Data Handout

Realistic Expectations

§ Whatever you can gather in advance will help jump start your planning

§ In terms of data have at least:§ 1 measure of recruitment § 1 measure of retention

§ You’ll discuss your information during the launch meetings (with your team, the consultants, and perhaps peers)

Instructions for the launch sessions§ Team members do not need to be in

the same building§ We ask that each team member be in

different rooms in front of their own computers with their own webcams

§ Have the information you collected§ Download documents sent in advance

shortly before each session§ At least one team member should be

ready to take notes for the team with their computer

Of the jobs you’ve had…

§ How did you get the position (what’s your personal recruitment story)?

§ What kept you there (what’s your personal retention story)?

Please reminisce in advance about these questions and bring at least one thought about this to the first session

Questions?

If you have questions emailMichael.hoge@yale.edu

We look forward to working with you!