Shut Down the Revolving Door Become the Employer Of Choice Presented By Linda Cobb and Toni Wiggins The Arc of Atlantic County

The Challenges in the Workplace Employee turnover highest in years More employees leave due to disconnections that exist between employer and employee, poor supervision and poor working conditions Pressure to work longer, faster, and harder. A typical employee will hold more than 6 different jobs between the ages of 18 and 32. (Bureau of Labor Statistics)

The Challenges in the Workplace Job seekers no longer turn to want ads but to the Web pages. There are less people for jobs available Work / Family Balance is a Priority New Generation – New/Different Rules

Look at what you have now and what is not working well. Where do you start? Look at what you have now and what is not working well.

Looked to our Board of Directors We Needed Help! Looked to our Board of Directors Initiated a strategic planning process Identified Employees as one of the priorities Worked with Council on Quality and Leadership Utilized Department of Labor Grants for Training

in the strategic planning process Things We Learned in the strategic planning process We had not revised our staff selection process in years Some employees were not productive Lack of training on interview and hiring techniques Needed to stop impulse hiring because we needed a warm body

Things We Learned cont. We needed more flexible benefits that meet needs of all employees. New focus - Reducing the impact of turnover not just reducing turnover.

Making Changes Created a Workgroup to focus on Recruitment and Retention issues Changed Agency Culture to reflect our Vision, Mission and core values Changed our style of ads in newspaper, and more web based ad placement Revised our interviewing and selection procedures Added Talintel screenings Redesigned Job descriptions Improved our Training for Supervisors Developed a New Employee Orientation Training

What it looks like today. Prospective employee- completes application and passes Talintel . Screening interview scheduled at main office. With 2 administrative staff. Utilizing screening packet Utilizing DVD realistic job preview 2nd Interview at program with individuals that live/work there. Utilizing interview packet References checked Calling businesses not person Offer Made

What it looks like today. Orientation scheduled and attended (approx.2 weeks) On-site Orientation completed (5 shifts) Completing onsite training packet Meeting with Program Director for In charge and Medication approvals. Completing In-Charge packet and Medication Follow-up

Seeing Success ! 8% vacancies lowering impact of staff leaving Employee’s are staying longer

You can do it to!!! All you need is a simple plan

2)Teams Recruitment Plan 1)Need THE GET RESULTS Define present needs. Current job descriptions. Future projections of need. THE Select personnel to be on the recruitment and retention workgroup Design attractive ads. Build and maintain a first impression. Identify various media Build a referral program. 2)Teams GET RESULTS

4)Impressions Recruitment Plan 3)Process COUNT Interviews that work and are relevant. All management are trained on interview process. Update all job descriptions. Clear expectations and relevance to the company, team and individual are discussed. Review company literature. Select space you are proud of. Determine who will make the offer. Who will check references. What does your offer package look like in eyes of the employee? 4)Impressions COUNT

2)Relationships Retention Plan 1)Imprint THE BUILD RETENTION Pre-employment: shape and feed expectations. First week: be ready, to shape expectations. Review progress: after 1,3, 6 months. Determine job appropriateness, future development of employee. Coach up not out THE Make employees feel valued. Address special needs of off-site employees. Build and maintain an effective stream of communication. 2)Relationships BUILD RETENTION

4)Culture Retention Plan 3)Training INVESTMENT YOUR Personal coaching. Coach up not out! Education Reimbursement Offer Seminars On-site training INVESTMENT Are Employees valued Appreciation Awards Longevity awards Birthday cards Discounts (Verizon, local gyms etc.) Celebrate Direct Support Professional week Employee newsletter YOUR 4)Culture

Retention Plan 5)Referral PLANS Employee referrals Referral bonuses Talk about your agency out in the community Build reciprocal relationships with colleges for internships Internships lead to possible employees Increase your volunteer base, volunteers lead to possible employees PLANS