Position vacant The impact of - position filled Catholic identity - PowerPoint PPT Presentation

10/30/2013 Position vacant The impact of - position filled Catholic identity and mission - mission flourishing on what we do and how we do it Getting recruitment and induction right. 9-10 October 2013 www.centacareballarat.org.au www.centacareballarat.org.au Centacare Centacare Ballarat Diocese Our Vision •Ballarat, Mildura, Warrnambool, Geelong, Horsham, Life-giving communities in a Just Society Swan Hill, Hamilton Approximately 200 staff Our Mission Broad range of programs Mainly government funded To provide services which empower people to live with choice and opportunity www.centacareballarat.org.au www.centacareballarat.org.au 1

10/30/2013 Challenges Centacare •Mission drift Values: Respect We treat everyone with respect and dignity •Recruitment Inclusion We build inclusive communities that value and embrace diversity Integrity We act according to our values in working for •Isolation a fair and just society Accountability We act honestly, transparently and •Growth of Organisation take responsibility for our actions www.centacareballarat.org.au www.centacareballarat.org.au Why Bother? Cost of staff turnover 100 employees Quality service to our clients 18% turnover rare $75, 000 gross salary Saves $$ Turnover costs of 75% of salary (cost of recruitment etc) = $1 million per annum source insync surveys www.centacareballarat.org.au www.centacareballarat.org.au 2

10/30/2013 Turnover Why do people leave? Reduction of turnover by 5% Structural Home Life = $280,000 per annum per 100 The Job employees (enrichment) Interpersonal Environmental www.centacareballarat.org.au www.centacareballarat.org.au Turnover drivers in community Factors services • Job Satisfaction Job Enrichment Factor • Level of Challenge • Career opportunities 51% 1. Job Satisfaction (40%) • Professional development • Job security Structural Factor • Pay and conditions • Incentive plan 2. Balancing work and life demands (39%) 41% • Equipment, resources and infrastructure • Work stress • Relationship with manager Interpersonal 3. Work stress (38%) • Relationship with work team factor 25% • Fit with organisational culture 4. Career opportunities (34%) Home life factor • Location of job • Balancing work and life demands 46% • Personal reasons 5. Professional development (31%) Environmental factor • Approached with better job offer 34% Insync surveys www.centacareballarat.org.au www.centacareballarat.org.au 3

10/30/2013 Survey What can you influence? Energise Execute Engage • Engagement There is only so much you can do • Long term direction • Team leadership • Senior leadership • Team effectiveness • Accountability culture • Performance culture • Investment in people • Investment in systems • External focus www.centacareballarat.org.au www.centacareballarat.org.au Centacare profiles as a “passionate” organisation Survey • The framework is based on research by Weiss and Molinaro (2005) • The rankings between 1 and 100 compare Centacare to other organisations in the benchmark database • The higher the ranking the better • Organisations with high engagement and low alignment are defined as ‘passionate’, whereas those with low engagement and high alignment are defined as ‘driven’ A passionate organisation is characterised by higher levels of engagement than alignment www.centacareballarat.org.au www.centacareballarat.org.au 4

10/30/2013 Survey Survey www.centacareballarat.org.au www.centacareballarat.org.au Survey What did we find? % % Favourable Survey item Unfavourable (6-7) (1-3) � Centacare profiles as a “passionate” organisation 7.11 Centacare helps me to achieve the ideal work-life balance (Investment in people) 57% 7% • higher levels of engagement than alignment 8.6 I am confident in the skills and knowledge of our IT department (Investment in 65% 12% systems) � Strengths to leverage include 6.7 I have never been encouraged to “bend the rules” to get a result (Performance 75% 9% culture) • strong emotional attachment of staff to the organisation and the work they do 10.10 I can envisage a future for myself in Centacare (Engagement) 62% 8% � Areas for improvement opportunity focus include 7.10 Centacare has effective processes for dealing with concerns about bullying and 51% 13% harassment (Investment in people) • clarifying the organisations long term direction and aims at all levels 7.8 I am paid fairly for my current role (Investment in people) 25% 41% • supporting leaders to cascade these messages throughout Centacare, and 4.9 My work group regularly reports on how well it has performed compared to its 31% 23% • investing in the leadership and management capabilities of program plans, budgets and forecasts (Team effectiveness) managers 1.4 I understand how Centacare expects to achieve its overall aims (Long term 31% 23% direction) 9.8 Centacare is committed to being environmentally responsible (External focus) 20% 27% 9.1 Centacare consistently shows its commitment to achieving long term customer 35% 18% loyalty (External focus) www.centacareballarat.org.au www.centacareballarat.org.au 5

10/30/2013 What are we doing? Recruit the Right People • Comprehensive advertisements • Comprehensive PD’s that require KSC to be completed at •Workforce Plan time of application •New Human Resource Information System • Panel interviews with generally x3 people including program/general manager, coordinators and HR (HRIS) 2 nd round interviews if we need to delve further or have • •HR Manager two close candidates •Staff Alignment Survey (Insync Surveys) • DISC profiling if we feel we need to know more about a candidate •Developing material for Induction and In- • Comprehensive reference checking service • Working with children checks and police checks •Appointed an Agency Identity person • Induction & orientation program (including new buddy system) •“Leading Teams” • 6 month probation period • Monthly formal supervision with line manager www.centacareballarat.org.au www.centacareballarat.org.au Holding the Right People Who do you want to keep? • The ethos of the agency, values, purpose & mission • Centacare is a supportive workplace with a caring nature 10 • Family friendly workplace including flexibility if 9 V 8 required a 7 l 6 • Paid maternity leave u 5 e 4 • Salary sacrificing arrangements s 3 2 • Purchase leave 1 1 2 3 4 5 6 7 8 9 10 • Generous personal leave entitlements • Professional Development Skills • Training • Performance reviews • Recruitment referral program?? www.centacareballarat.org.au www.centacareballarat.org.au 6

10/30/2013 Census Catholic / Agency Identity Approx. 25% of population is What are they? Catholic Are they the same? In Ballarat Diocese approx. 10% of these are practising How do you engage staff? In Centacare 200*.25*.10= 4 staff www.centacareballarat.org.au www.centacareballarat.org.au Why Mission & Values Catholic Social Teaching “We now live in an ethical and political space characterized by an excess of political fear, lots of manufactured intolerance, some quite real selfishness and a lot of authentic complacency. Governments generate endless and complacent Human Rights talk about the need for security, freedom, self- reliance, the values of the market, and the peculiar kind of rationality said to characterize the market.” Reframing the Welfare-to-work debate: rights, values and a new politics. Draft Paper. Rob Watts. RMIT University. 2006 Reframing the discussion www.centacareballarat.org.au www.centacareballarat.org.au 7

10/30/2013 Human Rights Approach Common Good • A central expression of Centacare’s service ‘the sum total of social conditions and Christian vision of life in society which allow people, either as groups • Tightly linked to religious identity or as individuals, to reach their • Shared by all on staff fulfilment more fully and more • Moral standards that hold everyone accountable and empower individuals to easily’. ( Catechism of the Catholic Church, § 1906) claim and demand their due • Fundamentally connected to the common good www.centacareballarat.org.au www.centacareballarat.org.au Human Rights Ethic Duties/Responsibilities • Personal Rights • acknowledge and respect the rights of others • a preferential duty/responsibility to provide justice • Social Rights for the underprivileged and the vulnerable • Social Inclusion • to act with prudence on behalf of our clients • Protection Rights • collaborate mutually • Political Rights • respect individual autonomy • care for clients with sensitivity • Economic Rights • act for others in a responsible manner • Familial Rights • respect the confidentiality and privacy of clients • Religious Rights • preserve life and live life with integrity • Rights of Movement • to listen and speak to clients respectfully • respect the freedom of religion, thought and conscience www.centacareballarat.org.au www.centacareballarat.org.au 8

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