Vision. Mission Working together with. Shared Responsibility Commitment to Quality Family Wellness

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1 SCF s Unique Approach to Onboarding and Ongoing Learning and Development for Employees Vision A Native Community that enjoys physical, mental, emotional and spiritual wellness Mission Working together with the Native Community to achieve wellness through health and related services SOUTHCENTRAL FOUNDATION GOALS Shared Responsibility Commitment to Quality Family Wellness 1

2 Operational Principles Relationships between customer owner, family and provider must be fostered and supported Emphasis on wellness of the whole person, family and community (physical, mental, emotional and spiritual wellness) Locations convenient for customer owners with minimal stops to get all their needs addressed Access optimized and waiting times limited Together with the customer owner as an active partner I ntentional whole system design to maximize coordination and minimize duplication Outcome and process measures continuously evaluated and improved Not complicated but simple and easy to use Services financially sustainable and viable Hub of the system is the family I nterests of customer owners drive the system to determine what we do and how we do it Population based systems and services Services and systems build on the strengths of Alaska Native cultures Core Concepts: Work together in relationship to learn and grow Encourage understanding L isten with an open mind L augh and enjoy humor throughout the day Notice the dignity and value of ourselves and others Engage others with compassion Share our stories and our hearts Strive to honor and respect ourselves and others It s all about RELATIONSHIPS! 2

3 Objectives Share Discuss the importance of onboarding as an integral foundation to SCF s Commitment to Quality and Shared Responsibility Explore the role of onboarding in increasing productivity and employee satisfaction Describe the use of onboarding in career development Onboarding is a Commitment to Customer Owners and Employees Onboarding demonstrates SCF s Commitment to Quality and Shared Responsibility Why Onboarding? Understanding the corporate culture Establishing a sense of belonging and feeling connected Decreasing the learning curve Standardizing expectations More productive within the first few months 3

4 Why Onboarding (cont.)? Explain short and long term expectations Provide regular feedback on progress, job performance and results More confident employees Morel likely to stay with their job and the company Sets the stage for success Builds relationships, both internally and externally SCF s Comprehensive Onboarding Orientation Programs: New Hire Orientation Departmental Orientation New Manager Orientation Annual Reorientation SCF s Comprehensive Onboarding Training Programs: Administrative Support Training Program Dental Assistant Training Program Core Concepts, led by President/CEO Certified Medical Assistant/Licensed Practical Nurse Training Program RAISE Program Behavioral Services Division Onboarding Program 4

5 New Hire Orientation 3.5 days, all employees Mission & Vision woven throughout modules One full day dedicated to customer service and cultural awareness Administrative Support Training Program (ASTP) Eight weeks, paid training Comprehensive curriculum Computer immersion training Relationship skills Increased retention rates National Recognition Excellence in Practice citation from American Society for Training & Development Brandon Hall Excellence Award for Best Onboarding Program Administrative Support Training Program (ASTP) Unique approach Temporary hire Intentional up front training Growing future leaders Comprehensive professional development skills Intra & inter personal skills Emotional intelligence Career planning Personal and professional life vision 5

6 Core Concepts Three day training, all employees Led by President/CEO Build and sustain healthy relationships How we impact others How to articulate story from your heart Certified Medical Assistants (CMA) / Licensed Practical Nurse (LPN) Training Program CMA/LPN Positions Currently SCF employs ~100 CMAs/LPNs Primary Care/Behavioral Health Women s Health Pediatrics Urgent Care Home Based Services 6

7 Before CMA/LPN Onboarding Program Only 62 percent CMA/LPN retention rate Low employee satisfaction rate on corporate surveys Low manager satisfaction rate on corporate surveys Human Resources Committee asked, WHY? Conducted focus groups of CMAs/LPNs: 1. Wanted upfront training 2. Needed continued education 3. Desired workplace satisfaction (job expectations) 4. Increased wages was one of the lowest responses CMA/LPN Orientation A four day medical competency and SCF philosophy training Transition to the SCF culture Policies and procedures Training is for previously certified CMAs/LPNs 7

8 CMA/LPN Orientation Clinical competencies: Oxygen therapy Pediatric care and assessment Laboratory procedures and findings Medication administration and calculations Point of care testing and results But, More Importantly Nuka System of Care Cultural appreciation Mission, Vision, Key Points Focus on RELATIONSHIPS Clear department expectations and job descriptions Introduction to data collection and analysis Did It Work? After implementation of Orientation Programs: Increased the retention rate from 62% to 90% Giving way to an increase in Alaska Native/American Indian CMA/LPN hiring 8

9 The Learning Continues Assessments Mentorships Annual follow ups What s Next? RN Internship New Alaska Native and American Indian Registered Nurses 18 month program Providing necessary experience for full time employment Inpatient and outpatient care experience Works directly with a mentoring team Behavioral Services Division Onboarding New program piloted in 2012 for all frontline staff Provides basic Mental Health First Aide certification Incorporates extensive cultural awareness and sensitivity training Uses Alaska Native traditional knowledge, constructivism and a participatory approach 9

10 BSD Onboarding Demonstration Copyright 2011 Southcentral Foundation. All Rights Reserved. BSD Onboarding Introduces skills in employing trauma informed care Based on best practices Engages participants in learning their roles in the Nuka System of Care Focus on self care and employees as exemplars of leading lives in health & wellness Extensive practice in basic interventions Participant Feedback I have yet to look back over my professional experience and recall a training so enriching as BSD Onboarding. I truly appreciated the balance between learning more about our roles in behavioral health at SCF and self care. I continue to use and carry my journal with me to collect thoughts, provide balance and help me return to center. It was such a great group of people and I feel remarkably blessed to have connected with each of you. 10

11 BSD Onboarding Future Potential university credit Adapting the program for advanced clinical staff Expanding post training follow up Potential development of a certification program Questions? Feedback? For More Information Please contact: The Nuka Institute Southcentral Foundation Or log onto our website at Copyright 2011 Southcentral Foundation. All Rights Reserved. 11

12 Qaĝaasakung Aleut Mahsi' Gwich in Athabascan Quyana Yup ik Tsin'aen Ahtna Athabascan Thank You! Quyanaq Inupiaq Igamsiqanaghhalek Siberian Yupik T oyaxsm Tsimshian Quyanaa Alutiiq Awa'ahdah Eyak Háw'aa Haida Gunalchéesh Tlingit Chin an Dena ina Athabascan Copyright 2011 Southcentral Foundation. All Rights Reserved. 12

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