Excellent Client Care During Times of High Staff Turnover NATSAP - - PowerPoint PPT Presentation

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Excellent Client Care During Times of High Staff Turnover NATSAP - - PowerPoint PPT Presentation

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Excellent Client Care During Times of High Staff Turnover NATSAP Annual Conference 2019 What is essential? Less is more (Lost productivity + Hiring + Onboarding + Development + Unfilled Time) X (Number of Employees X Annual Turnover

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Excellent Client Care During Times of High Staff Turnover

NATSAP Annual Conference 2019

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What is essential?

Less is more

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(Lost productivity + Hiring + Onboarding + Development + Unfilled Time) X (Number of Employees X Annual Turnover Percentage) = Annual Cost of Turnover Annual turnover percentage under 10-12% is good

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Center for American Progress: There are Significant Business Cost to Replacing Employees by Heather Boushey and Sarah Jane Glynn

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Annual Salary Hourly Rate Turnover Cost Annual Cost $20,000.00 $9.42 16.1% $3,220.00 $25,000.00 $11.77 16.1% $4,025.00 $30,000.00 $14.12 16.1% $4,830.00 $35,000.00 $16.48 16.1% $5,635.00 $40,000.00 $18.83 16.1% $6,440.00 $45,000.00 $21.19 16.1% $7,245.00 $50,000.00 $23.54 19.7% $9,850.00 $55,000.00 $25.89 19.7% $10,835.00 $60,000.00 $28.25 19.7% $11,820.00 $65,000.00 $30.60 19.7% $12,805.00 $70,000.00 $32.96 19.7% $13,790.00 $75,000.00 $35.31 20.4% $15,300.00

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Burnout & High Turnover

  • Low pay
  • Demanding work conditions
  • Lack of recognition in the

value of their work

  • Lack of input in important

decisions

  • Physical, mental and

emotional exhaustion

Source: Staff Perceptions and Experiences at a Residential Treatment Center, Miranda Ochoa (2012)

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https://www.casey.org/turnover-costs-and-retention-strategies/

Burnout & High Turnover

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Generational Differences

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Traits of Top Staff Members

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People Change People’s Lives

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Excellent Team Members

  • Show up ready to work
  • Relational w/ boundaries
  • Follow Medication Protocol
  • Feedback to clients
  • Feedback of clinicians
  • Intuitive
  • Support program
  • Team Oriented
  • Trust the process
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The other 23 hours

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Recruiting

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State Rate - Nov 2018 Rank Hawaii 2.4 1 Iowa 2.4 1 New Hampshire 2.5 3 Idaho 2.6 4 Vermont 2.7 5 Minnesota 2.8 6 Nebraska 2.8 6 North Dakota 2.8 6 Virginia 2.8 6 Missouri 3 10 South Dakota 3 10 Wisconsin 3 10 Kansas 3.2 13 Utah 3.2 13 Colorado 3.3 15 Florida 3.3 15 Oklahoma 3.3 15 South Carolina 3.3 15 Maine 3.4 19 Massachusetts 3.4 19 Georgia 3.5 21 Arkansas 3.6 22 Indiana 3.6 22 North Carolina 3.6 22 Tennessee 3.6 22 Montana 3.7 26 Texas 3.7 26 Delaware 3.8 28 Rhode Island 3.8 28 Michigan 3.9 30 New York 3.9 30 Oregon 3.9 30 Alabama 4 33 Maryland 4 33 New Jersey 4 33 California 4.1 36 Connecticut 4.1 36 Wyoming 4.1 36 Illinois 4.2 39 Pennsylvania 4.2 39 Washington 4.3 41 Nevada 4.4 42 Kentucky 4.5 43 New Mexico 4.6 44 Ohio 4.6 44 Arizona 4.7 46 Mississippi 4.7 46 Louisiana 5 48 West Virginia 5.2 49 District of Columbia 5.6 50 Alaska 6.3 51

https://www.bls.gov/web/laus/laumstrk.htm

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How do you find your staff

  • Online (Indeed, Monster)
  • Online (Craigslist, social

media)

  • Word of mouth
  • Staff bonus
  • Job fairs
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Job postings are for candidates not employers

  • Can they understand the job?
  • Can they picture themselves

doing the job?

  • What appeals about the job?
  • Media rich
  • Aid their curiosity
  • Searchable
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Hiring

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Are they a fit?

  • Skill set
  • Culture
  • Personality
  • Maturity
  • Emotional health
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What other careers would be good indicators of success?

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Hiring Best Practices

  • Team input
  • Visitation
  • Interview
  • Observe in other settings
  • References
  • Snooping
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Onboarding

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Standard Onboarding

7.5 15 22.5 30 1 2 3 4 5 6 7 8 9 10 11 12

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Progressive Onboarding

7.5 15 22.5 30

  • 2
  • 1

1 2 3 4 5 6 7 8 9 10 11 12

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Pre-start

  • Parking
  • Dress code
  • Necessary Forms/Documents
  • General plan for first week
  • Food
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Orientation

  • People
  • Place
  • Culture
  • Treatment
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Overconfident

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Under-confident

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Silent Listening Advising Questioning Paraphrasing Supporting Analyzing Evaluating You Are Capable You Need Me

Levels of Communication

Empathizing

Adapted from Tim Alexander’s summary of: Adler, Ronald B., Lawrence B. Rosenfeld, and Russell F. Proctor. Interplay: The Process of Interpersonal

  • Communication. New York: Oxford UP, 2004. Print.
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Training

  • Mentor
  • Systems
  • Interpersonal
  • De-escalation
  • Team process
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Development

  • Continued Eduction
  • Exposure to behind the

scenes

  • Special Projects
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Probation Ends

  • How do you know if it isn’t a

fit?

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Retention

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Pay

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Advancement

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Continuing Development & Growth

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NEXT STEP

▸ Email Follow-up ▸ NATSAP to 44222 ▸ chuck@projectpatch.org

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Chuck Hagele - chuck@projectpatch.org Colleen Donald -cdonald@projectaptch.org