12 Recruiting and Retaining the Next Generation

Click here to load reader

  • date post

    30-May-2018
  • Category

    Documents

  • view

    221
  • download

    0

Embed Size (px)

Transcript of 12 Recruiting and Retaining the Next Generation

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    1/22

    Recruiting and Retaining the Next Generation of Human Service Workers

    rtc.umn.edu/dsp

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    2/22

    14.8%

    20.2%

    27.3%34.3%

    40.5%

    48.

    0%

    10%

    20%

    30%

    40%

    50%

    60%

    Total U.S.Employment

    LicensedPractical Nurses

    RegisteredNurses

    Nursing Aides Personal CareAttendants

    HomeAi

    U.S. Demand for Workers Projections[2002 2012]

    Source: Occupational Employment Projections February 2004, U.S. Bureau of labor Statistics .

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    3/22

    Wages Matter Wyoming 2002 Wage Initiative:

    Investment $7.6 million state; $14.7 million federal

    But Wages arent the only thing

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    4/22

    Recruitment and Retention InterventionStrategies

    Finding and Welcoming New Employees Recruitment and marketing

    Marketing Toolkit Inside recruitment sources Marketing campaigns

    Selection and hiring Structured interviews Realistic Job Previews

    Orientation and Socialization Competency-based training and career paths

    College of Direct Support

    Mentoring programs Apprenticeship and credentialing

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    5/22

    Recruitment and Retention InterventionStrategies

    Improving organizational management practices Professionalizing DSP roles (NADSP) Creating a culture of respect and empowerment Team building Participatory management

    Recognition Programs Enhancing the skills of frontline supervisors

    Core Competencies College of Frontline Supervision and Management

    Systemic solutions Wage and benefit campaigns

    Statewide workforce initiatives Improve quality improvement efforts Core competencies for DSPs

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    6/22

    Niche GroupMarketing

    Gen X and Yrs Faith communities

    Retirees Students Displaced workers Stay at home

    parents

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    7/22

    Realistic Job Previews

    Present non-distortedinformation

    to job applicantsabout the joband the organization

    before a job offer hasbeen made

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    8/22

    WA: Referral and Workforce ResourceCenters Expanding the Universe of Workers

    Funding Source: CMS Direct Service Workforce Demonstration Grant Interventions:

    Online worker referral registry matching consumers to available individual providers (1,800 individual providers wereregistered by Feb 2006 and 676 referrals had been provided)

    Provides resources to consumers about how to hire, interview and supervise individual providers Realistic job preview info for individual providers including web site, self-assessment and video Peer mentoring for individual providers Professional development for individual providers Insurance for individual providers

    Under the Home Care Quality Authority www.hcqa.wa.gov

    Serves consumers receiving in-home services and the independent providers they directly hire in four regions

    http://www.hcqa.wa.gov/http://www.hcqa.wa.gov/http://www.hcqa.wa.gov/
  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    9/22

    CMS Real Choice Systems Change Grants

    20 states First awarded in 2001 Designed to improve recruitment in

    retention of direct support workers inboth health and human services

    Recruitment efforts public awareness campaigns, job fairs, worker registries, back up systems or nontraditional

    populations; Training and career ladders

    pre-service training,

    specialized skill training, training delivery strategies, career ladders;

    Extrinsic reward efforts wages, health benefits, access to loans;

    Culture changes worker associations, caregiver support groups, improved work environments, consumer directed programs;

    Systems administration and planningefforts data development,

    state policy changes job profiling.

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    10/22

    Strategies Workforce plan Trained 522 supervisors Interventions

    RJP video shown to 491DSPs KSDSP org started College of Direct Support

    for 371 DSPs Piloted apprenticeship

    model Targeting Marketing

    Results DSP turnover reduced

    from 58% to 49% FLS turnover reduced

    from 23% to 16% Early turnover reducedfrom 48% to 41%

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    11/22

    National Training Institute for FrontlineSupervisors and Technical Assistance

    Project Comprehensive ApproachesParticipants 5 States and 8 Organizations 17 Trainers Trained in 2 Train the

    Trainer Intensives

    Supervisor Training 590 Attended RRD Training 317 Learners Completed 3,075

    CFSM Lessons Online 238 Attended Other TrainingDSP Training 101 Trained using CDS 222 Got Revised Training

    Other Intervention Examples 2090 Saw RJP 552 Got Revised Interview 505 Welcomed in a New Way

    85 Participated in a Mentoringprogram 320 Promoted 382 Participated in NADSP

    Project funded by the National Institutes onDisability and Rehabilitation ResearchH133G030058

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    12/22

    DSP Turnover 2003 to 2006 NTIFFS Pa rticipa

    0%

    10%

    20%

    30%

    40%

    50%

    60%

    70%

    80%

    A B C D E F A verage

    T u r n o v e r

    DSP Turnover Reduced an Average of 18%in 2.5 Years: NTIFFS

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    13/22

    Measuring Outcomes: Pennsylvania 2005Collecting and Monitoring Information

    36%39%

    14%

    5%

    17%

    0%

    5%

    10%

    15%

    20%

    25%

    30%

    35%

    40%

    45%

    Turnover % left w/in 6 months Vacancy Rate

    P e r c e n

    tDSP

    FLS

    42% in 1999 PA legislative

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    14/22

    Direct Service Workforce DemonstrationGrants (CMS)

    Awarded in 2003 and 2004, 10 states

    Delaware, Louisiana, Maine, New Mexico, North Carolina, Arizona, Indiana, Kentucky, Virginia and Washington state

    Designed to reduce in DSP vacanciesand turnover rates in health andhuman services.

    Interventions: providing access to health care

    benefits, realistic job previews, orientation and socialization

    programs, enhanced training or education

    programs, peer mentoring programs, marketing and recruitment

    campaigns, worker registries, recognition programs

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    15/22

    Direct Service Workforce DemonstrationGrants (CMS): SPEAK Improve hiring practices

    0%

    10%

    20%

    30%

    40%

    50%

    60%

    70%

    2004 2005 2006

    T u r n o v e r

    R a t e s

    Interventions: Pre-service orientation Realistic job previews

    Orientation andsocialization withmentors

    Enhanced training andeducation

    Recognition

    www.dspspeak.org

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    16/22

    National Alliance for Direct SupportProfessionals (NADSP) Identity and Image

    The NADSP promotes thedevelopment of a highly competenthuman services workforce whichsupports individuals in achieving their life goals.

    Resources include: NADSP Membership NADSP Web site NADSP Credentialing Program Code of Ethics

    Frontline Initiative Moving Mountains Awards

    www.nadsp.org

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    17/22

    National DSPCredential Program

    On July 1, 2006, a nationalcredentialing program for DSPswas launched by the NADSP. Industry driven and VOLUNTARY Establishes national patterns for work-

    based learning and related instruction Based on nationally validated

    competencies (knowledge, skills, andattitudes), the NADSP Code of Ethicsand DSP Professionalism

    Affordable, flexible, portable, andnationally recognized

    Verification process to confirm DSPcertification status

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    18/22

  • 8/14/2019 12 Recruiting and Retaining the Next Generation

    19/22

    Direct Support WorkforceResources

    The Lewin Group (Medicaid)*www.lewin.com

    Paraprofessional Healthcare Institute (long-term care)*www.paraprofessional.org

    Research and Training Center on Community Living, University of Minnesota(community supports for people with disabilities)*

    http://rtc.umn.edu/dsp The Westchester Consulting Group (personal assistance)*

    www.westchesterconsulting.com Institute for the Future of Aging Services (aging)*

    www.futureofaging.org Annapolis Coalition on Behavioral Health Workforce (SAMSA)

    http://www.annapoliscoalition.org

    Cornerstone for Kids (children) http://www.cornerstones4kids.org

    www.dswresourcecenter.org

    http://www.lewin.com/http://www.paraprofessional.org/http://rtc.umn.edu/dsphttp://www.westchesterconsulting.com/http://www.futureofaging.org/http://www.annapoliscoalition.org/http://www.cornerstones4kids.org/http://www.dswresourcecenter.org/http://www.dswresourcecenter.org/http: