BUILDING CAREER LADDERS AND SKILLS WITH FRONT LINE STAFF

Transcription

1 BUILDING CAREER LADDERS AND SKILLS WITH FRONT LINE STAFF E LAINE SPRAINER SPHR, MBA

2 OBJECTIVES Defining the Purpose of Addendum Positions Describing the Process for Identifying Areas of Responsibilities Using Addendum positions to Develop Skills and Support Succession Planning Benefits to the Employee/Benefits to the Employer

3 BACKGROUND ReMed was growing needed to ensure consistency training, policies and procedures Administrative office location and travel to programs Development of Pittsburgh program Requirements of CARF Accreditation and State Licensure

4 PURPOSE Increase skills of front line staff Staff Development: ReMed a flat organization looking for ways for staff to grow Creates direct feedback loop between front line staff and management Ensure that key responsibilities and tasks are completed

5 IDENTIFYING TASKS / NEEDS Training of new staff was not being completed in a timely or consistent manner Need for support to ensure front line staff attended annual trainings Prepping for DHS (DPW) inspections and CARF surveys identified key Health and Safety tasks which were not being completed

6 HEALTH & SAFETY Health & Safety Addendum one of the first two developed Key Responsibilities: Monthly drills conducted and documented Monitors and orders first aid supplies Completes internal inspections of programs as required (4 per yr) Trains new staff in fire safety procedures and universal precautions

7 HEALTH & SAFETY Key Responsibilities con t.: Participates in monthly Safety Committee and disseminates information to staff Participates in development and revision of policies and procedures Monitors work environment for safety risks for staff as well as clients Participate in reviewing data for H&S quality monitors incident reports, falls 5% Workers Comp Discount through the State

8 STAFF TRAINER Staff Trainers in individual programs was also one of first Addendum positions developed Key Responsibilities: Works with Program Management to schedule new staff all required classes Touch base person for new staff New staff mentoring and shadowing Provides feedback to new staff Participates in 30, 60 day evaluations of new staff

9 STAFF TRAINER Key Responsibilities con t.: Ensures completion of Staff Training Checklist Assists in monitoring annual training requirements for all staff in program: inservice hours, CPR, First Aid, Med recert, etc. Participates in bimonthly Staff Training Committee Meetings Disseminates information regarding training and conference opportunities

10 STAFF TRAINER Key Responsibilities con t.: Participates in development and revision of policies and procedures related to training Participate in reviewing data for Staff Training quality monitors training completion, timeliness, CPR, First Aid Develop and revise training curriculum to meet changing needs of clients

11 ADDITIONAL NEEDS IDENTIFIED Needed to recognize staff who were completing additional duties Increased dietary needs of clients Increased behavioral needs of clients Complexity of medication management Staff expressed interest/demonstrated skills in these areas

12 OTHER ADDENDUMS Medication Manager Behavior Tech Food Service Manager First Aid / CPR instructor CPI Training Instructor Shift Leader*

13 MEDICATION MANAGER Key Responsibilities: Managing medication inventory ordering, receiving Maintain med room supplies, cleanliness Participate in semi-annual medication audit quality monitor Support implementation and training of all medication policies

14 BEHAVIOR TECH Key Responsibilities: Support implementation of Behavior Strategies Data Collection Train staff in strategy and data needed Monitoring Client Progress Attend team meetings and report on data Write treatment report section on behavior

15 FOOD SERVICE MANAGER Key Responsibilities: Ensure adequate inventory of food, drink and supplies Menus and Shopping Train new staff in safe food handling methods and dietary needs of clients Cleanliness of kitchen and all food storage areas

16 TRAINING INSTRUCTORS Identified staff for internal training instructor positions: First Aid, CPR Crisis Prevention Institute (CPI) DPW Medication Administration Trainer Certified Brain Injury Specialist Trainer (ACBIS Academy for Certification of Brain Injury Specialists) Train new and existing staff

17 SHIFT LEADER Why Developed/Key Responsibilities: Needed single point of contact for On-Call staff Provides for continuity of response/care Manages in the moment changes Serves as a communication bridge between shifts Ensures all documentation is completed Disseminates client change of status information to staff

18 PROCESS AND STRUCTURE Typically one addendum per program exception Shift Leader Increase pay for staff started at $.25, increased to $.50 hr. / $.75 not factored into annual increase Internal postings, apply and interview Training in new role Evaluate performance part of annual performance review

19 REAL LIFE EXAMPLE - BRANDON Started as intern/direct care staff Health and Safety Addendum Added Staff Training Addendum Completed Masters degree ACBIS certification Took interim Case Manager position (6 mo) Promoted to Program Site Mgr (Operations)

20 REAL LIFE EXAMPLE - LAURA Started as direct care staff Medication Manager Addendum Staff Training Addendum, Shift Leader Promoted to Lead BIS (Brain Injury Specialist) ACBIS certification Promoted to Assistant Case Manager

21 REAL LIFE EXAMPLE - ALLIE Started as direct care staff Health and Safety Addendum, Shift Leader ACBIS certification Med Manager Addendum Behavior Specialist position

22 BENEFITS - EMPLOYEE Developing new skills, expanding knowledge base Taking ownership of key responsibilities Professional and Personal Development Change of job duties improves staff energy/satisfaction Readiness for promotion increase your value!!! Connections to Leaders - increased visibility Learn more about the business and industry More money!!!!

23 BENEFITS - EMPLOYER Staff Trainer / Health & Safety Reduced turnover under 25% for the past 10 years (1998 = 38%) More staff with increased skills ready for promotion Improved staff satisfaction More accountability at staff level Key tasks are being completed Increased readiness for inspections

24 PSYCHOLOGICALLY HEALTHY WORKPLACE AWARD 2012 ReMed recognized as National Psychologically Healthy Workplace Winner Additionally Recognized for Best Practices for Employee Growth and Development ReMed staff surveyed by 3 rd Party, key part of this process

25 QUESTIONS??? Further comments and thoughts