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

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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


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The impact of Catholic identity and mission

  • n what we do and how we do it

9-10 October 2013

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Position vacant

  • position filled
  • mission flourishing

Getting recruitment and induction right.

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Centacare

Ballarat Diocese

  • Ballarat, Mildura, Warrnambool, Geelong, Horsham,

Swan Hill, Hamilton

Approximately 200 staff Broad range of programs Mainly government funded

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Centacare

Our Vision

Life-giving communities in a Just Society

Our Mission

To provide services which empower people to live with choice and opportunity

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Centacare

Values:

Respect We treat everyone with respect and dignity Inclusion We build inclusive communities that value and embrace diversity Integrity We act according to our values in working for a fair and just society Accountability We act honestly, transparently and take responsibility for our actions

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Challenges

  • Mission drift
  • Recruitment
  • Isolation
  • Growth of Organisation

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Why Bother?

Quality service to our clients Saves $$

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Cost of staff turnover

100 employees 18% turnover rare $75, 000 gross salary Turnover costs of 75% of salary (cost of recruitment etc) = $1 million per annum

source insync surveys

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Turnover

Reduction of turnover by 5% = $280,000 per annum per 100 employees

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Why do people leave?

Structural Home Life Interpersonal Environmental

The Job

(enrichment) www.centacareballarat.org.au

Factors

  • Job Satisfaction
  • Level of Challenge
  • Career opportunities
  • Professional development

Job Enrichment Factor 51%

  • Job security
  • Pay and conditions
  • Incentive plan
  • Equipment, resources and infrastructure
  • Work stress

Structural Factor 41%

  • Relationship with manager
  • Relationship with work team
  • Fit with organisational culture

Interpersonal factor 25%

  • Location of job
  • Balancing work and life demands
  • Personal reasons

Home life factor 46%

  • Approached with better job offer

Environmental factor 34%

Insync surveys

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Turnover drivers in community services

  • 1. Job Satisfaction (40%)
  • 2. Balancing work and life demands (39%)
  • 3. Work stress (38%)
  • 4. Career opportunities (34%)
  • 5. Professional development (31%)
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What can you influence?

There is only so much you can do

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Survey

Energise

  • Long term direction
  • Senior leadership

Execute

  • Team leadership
  • Team effectiveness
  • Accountability culture
  • Performance culture
  • Investment in people
  • Investment in systems
  • External focus

Engage

  • Engagement

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Survey

  • The framework is based on research by

Weiss and Molinaro (2005)

  • The rankings between 1 and 100

compare Centacare to other

  • rganisations 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’

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Centacare profiles as a “passionate” organisation

A passionate organisation is characterised by higher levels of engagement than alignment

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Survey

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Survey

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Survey

Survey item % Favourable (6-7) % Unfavourable (1-3) 7.11 Centacare helps me to achieve the ideal work-life balance (Investment in people) 57% 7% 8.6 I am confident in the skills and knowledge of our IT department (Investment in systems) 65% 12% 6.7 I have never been encouraged to “bend the rules” to get a result (Performance culture) 75% 9% 10.10 I can envisage a future for myself in Centacare (Engagement) 62% 8% 7.10 Centacare has effective processes for dealing with concerns about bullying and harassment (Investment in people) 51% 13% 7.8 I am paid fairly for my current role (Investment in people) 25% 41% 4.9 My work group regularly reports on how well it has performed compared to its plans, budgets and forecasts (Team effectiveness) 31% 23% 1.4 I understand how Centacare expects to achieve its overall aims (Long term direction) 31% 23% 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 loyalty (External focus) 35% 18%

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What did we find?

Centacare profiles as a “passionate” organisation

  • higher levels of engagement than alignment

Strengths to leverage include

  • strong emotional attachment of staff to the organisation and the work they

do Areas for improvement opportunity focus include

  • clarifying the organisations long term direction and aims at all levels
  • supporting leaders to cascade these messages throughout Centacare, and
  • investing in the leadership and management capabilities of program

managers

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What are we doing?

  • Workforce Plan
  • New Human Resource Information System

(HRIS)

  • HR Manager
  • Staff Alignment Survey (Insync Surveys)
  • Developing material for Induction and In-

service

  • Appointed an Agency Identity person
  • “Leading Teams”

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Recruit the Right People

  • Comprehensive advertisements
  • Comprehensive PD’s that require KSC to be completed at

time of application

  • Panel interviews with generally x3 people including

program/general manager, coordinators and HR

  • 2nd round interviews if we need to delve further or have

two close candidates

  • DISC profiling if we feel we need to know more about a

candidate

  • Comprehensive reference checking
  • Working with children checks and police checks
  • Induction & orientation program (including new buddy

system)

  • 6 month probation period
  • Monthly formal supervision with line manager

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Holding the Right People

  • The ethos of the agency, values, purpose &

mission

  • Centacare is a supportive workplace with a caring

nature

  • Family friendly workplace including flexibility if

required

  • Paid maternity leave
  • Salary sacrificing arrangements
  • Purchase leave
  • Generous personal leave entitlements
  • Professional Development
  • Training
  • Performance reviews
  • Recruitment referral program??

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Who do you want to keep?

10 9 8 7 6 5 4 3 2 1 1 2 3 4 5 6 7 8 9 10 Skills V a l u e s

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Catholic / Agency Identity

What are they? Are they the same? How do you engage staff?

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Census

  • Approx. 25% of population is

Catholic In Ballarat Diocese approx. 10% of these are practising In Centacare 200*.25*.10= 4 staff

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Why

“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 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

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Mission & Values

Catholic Social Teaching Human Rights Reframing the discussion

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Human Rights Approach

  • A central expression of Centacare’s service

and Christian vision of life in society

  • Tightly linked to religious identity
  • Shared by all on staff
  • Moral standards that hold everyone

accountable and empower individuals to claim and demand their due

  • Fundamentally connected to the common

good

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Common Good

‘the sum total of social conditions which allow people, either as groups

  • r as individuals, to reach their

fulfilment more fully and more easily’. (Catechism of the Catholic Church, § 1906)

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Human Rights Ethic

  • Personal Rights
  • Social Rights
  • Social Inclusion
  • Protection Rights
  • Political Rights
  • Economic Rights
  • Familial Rights
  • Religious Rights
  • Rights of Movement

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Duties/Responsibilities

  • acknowledge and respect the rights of others
  • a preferential duty/responsibility to provide justice

for the underprivileged and the vulnerable

  • to act with prudence on behalf of our clients
  • collaborate mutually
  • respect individual autonomy
  • care for clients with sensitivity
  • act for others in a responsible manner
  • respect the confidentiality and privacy of clients
  • preserve life and live life with integrity
  • to listen and speak to clients respectfully
  • respect the freedom of religion, thought and

conscience

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