Recruit, Train, and Retain in NW Michigan - PowerPoint PPT Presentation

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Recruit, Train, and Retain in NW Michigan

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CPR, vital signs, nutrition, body mechanics, aging/dementia, body systems, ... in home health organizations there was no room to 'free' staff for training. ... – PowerPoint PPT presentation

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Title: Recruit, Train, and Retain in NW Michigan


1
Recruit, Train, and Retain in NW Michigan
  • Healthcare
  • Regional
  • Skills
  • Alliance
  • of
  • Northwest
  • Michigan
  • Spring 2006

2
Purpose of the RSA
  • Develop and implement sustainable solutions for
    the employer and meet the needs of the healthcare
    industry workforce.

3
Objectives
  • Build upon existing partnerships for a more
    comprehensive, sustainable system, so that we
    may...
  • Increase the pool of qualified, entry level
    workers.
  • Increase the number of students entering
    healthcare programs.
  • Expand training professional development
    opportunities for those in the field.
  • Fill gaps in the training network.

4
Partners-over 100!
  • Extended care facilities
  • Home health agencies
  • Educational institutions
  • Community Services Network
  • Hospitals
  • Health Hospital Assoc.
  • Area Agency on Aging
  • Mi. Rehab. Services
  • Michigan WORKS!
  • NW Mi. Council of Governments

5
RSA Activities First Year
  • 1. Survey of healthcare employers
  • 2. Summer camps for youth
  • 3. Basic Healthcare Training
  • 4. Certified Nurse Aide Training
  • 5. Staff Development Training
  • 6. Health Professional Recovery Program
  • 7. Web site www.nwm.org/rsa

6
Purpose of Survey
  • Response to the States Voices from the Front
    which gleaned data from DCW.
  • Our RSA took that data and queried employers of
    DCW to understand their needs and perspectives on
    workforce issues- achieving buy-in.
  • Method of introduction, disseminated information
    and marketed the new RSA.
  • Provided a mechanism to compare/contrast
    Statewide concerns to rural northern Michigan.
  • Increased/ Expanded Partnerships.

7
Survey Impact
  • 11 Counties 10,000 Square Miles
  • 297 Organizations (from 2-3,000 employees)
  • 28 response rate
  • Increased partnerships to over 100 in
    healthcare-related field
  • Gave the RSA membership a shared idea of what
    others were facing acted as a launching site
    for working together

8
Information Implemented
  • Specific information from the survey, other
    research and input from the partners was used
    for
  • Curriculum design
  • Program development
  • Recruitment strategy
  • Resource allocation

9
Recruiting Potential Workforce
  • Recruitment of entry-level workers was not
    indicated as a huge barrier by employers.
  • It was strongly perceived that pre-employment
    training would increase retention (except in AFC
    homes).
  • Retention was seen primarily as luck or as a
    result of good wages, and/or good treatment.

10
Mi Works! Career Counselors
  • A key to recruiting and retaining an entry-level
    HHA or a C.N.A. starts with educating business
    liaisons and career counselors about the skills
    needed and training available.
  • At first, some career counselors cautious about
    referring customers to Basic Healthcare Classes
    instead of directly to costly C.N.A. classes.
  • It was the employers who attested that BHC
    graduates were better prepared and desirable.

11
Recruiting
  • All employers stated that they recruited through
    newspaper ads and word of mouth some had
    walk-ins.
  • MiWorks! staff create flyers, posts, and
    newspaper ads for specific training sessions.
  • Employers, business liaisons, career counselors
    and training coordinators work together with the
    program developer to implement training
    opportunities that will directly impact worker
    shortage and employer need in northwest Michigan

12
Screening Process
  • MiWorks career counselors in northwest Michigan
    keep a list of customers who have indicated a
    desire work in healthcare
  • There are several assessment profiles, such as
    Work Keys, a healthcare career profile, criminal
    background check, aptitude test, etc.

13
Basic Healthcare Training
  • 121participants in 4 locations (sub-regional)
  • 60 hours of training over 2 week period
  • NWMCOG contracted with 2 training partners

14
Basic Healthcare Trainingprovided
  • Groundwork for success on the job
  • Teamwork, work habits, attitudes, time
    management, courtesy, appearance, communication,
    etc.
  • Ethics, confidentiality, diversity, patient
    rights, elder abuse, infection control, record
    keeping, etc.
  • Specifics for success on the job
  • CPR, vital signs, nutrition, body mechanics,
    aging/dementia, body systems, medical
    terminology, technology used, death dying, job
    shadowing

15
BHC
  • Provides a venue for trainers, career counselors,
    employers and students to meet.
  • Gives students hands-on knowledge of the skills
    and aptitude needed for direct care.
  • Offers a view of the career ladder available in
    the healthcare industry, which provides
    alternatives and motivation.
  • The course work prepares this person for work as
    a home health companion or aide.

16
Certified Nurse Aide Training
  • BHC students wanted to continue
  • Extended care facilities expressed need
  • Discovered lack of training opportunities for
    adults in the Grand Traverse area lack of
    available certified trainers
  • TBAISD Career Tech Center came forward after 3
    p.m. on weekends
  • 12 students participated in Sept. 05,
  • 12 more begin April 17, 06 recruiting
    concentrated on Benzie county-highest need.

17
Staff Development Training
  • All survey respondents stated a need for training
    for incumbent workers some provided orientation
    training, some on-going, and others had none.
  • It was agreed that training was a key element for
    retaining employees.
  • It was also agreed that most budgets could not
    meet training needs, and often in home health
    organizations there was no room to free staff
    for training.

18
Training Needs Solutions
  • Employers identified training topics in order of
    importance.
  • The RSA responded with WIA dollars to offer
    customized training for these organizations in
    their own community to reduce time away from work
    and travel costs.
  • The RSA also offered area hospitals small grants
    to allow them to supplement costs of specialized
    training their staff needed.

19
Staff Development Topics
  • Dementia Intensive
  • Body Mechanics
  • Stress and Time Management
  • Elder Abuse
  • Professional Ethics
  • Activities of Daily Living
  • Family Dynamics/Death and Dying

20
Impact(First Year of RSA only)
  • 54 new entrants into the healthcare field
  • 112 young students introduced directly to
    healthcare occupations
  • 241 current healthcare staff receiving skills
    upgrading Training gaps filled
  • New partnerships formed previous partnerships
    enhanced
  • State funds were leveraged effectively

21
Follow-up
  • After one year of recruitment and training
    activities our RSA decided to take it on the
    road
  • The 11 county area was divided into 5 sub-regions
    and all partners were invited to attend a
    luncheon for them in their community.

22
Community Luncheons
  • We gained feedback on our activities and most
    importantly the different organizations talked
    between themselves for the first time and began
    to create their own solutions.
  • Interesting feedback between education
    institutions and provider organizations.

23
In Conclusion
  • It takes collaboration on many different levels
    to successfully recruit and train workers in
    order to enter and stay in the healthcare
    industry.
  • Once the DCW is placed, it is the work
    environment that retains that worker.
  • We know that workers need mentoring, team
    building skills, transportation, support,
    acknowledgement and fair wages.
  • We train workers in person-centered care by using
    adult learning theory, and we support culture
    change in care settings.

24
Continuing Work
  • Northwest Mi. Works has 90 people on a C.N.A.
    waiting list.
  • We are working to develop a permanent
    community-based Rover program for the Greater
    Grand Traverse Area.
  • We are contracting with Community Services
    Network to provide staff development training and
    to implement new topics.
  • We participate in the C.N.A. curriculum update
    and development committees.

25
Thank You!
  • Thank you for listening to how our Healthcare
    Regional Skills Alliance of Northwest Michigan
    includes both employer partners and consumers in
    our continuing effort to...
  • develop sustainable solutions
  • to employer and workforce needs
  • in the healthcare industry.
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