BUILDING CAREER LADDERS AND SKILLS WITH FRONT LINE STAFF E LAINE SPRAINER SPHR, MBA
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
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
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
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
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
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
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
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
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
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
OTHER ADDENDUMS Medication Manager Behavior Tech Food Service Manager First Aid / CPR instructor CPI Training Instructor Shift Leader*
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
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
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
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
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
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
REAL LIFE EXAMPLE - BRANDON 2010 - Started as intern/direct care staff 2011 - Health and Safety Addendum 2013 - Added Staff Training Addendum 2013 - Completed Masters degree 2014 - ACBIS certification 2014 - Took interim Case Manager position (6 mo) 2015 - Promoted to Program Site Mgr (Operations)
REAL LIFE EXAMPLE - LAURA 2009 - Started as direct care staff 2010 - Medication Manager Addendum 2013 - Staff Training Addendum, Shift Leader 2013 - Promoted to Lead BIS (Brain Injury Specialist) 2014 - ACBIS certification 2015 - Promoted to Assistant Case Manager
REAL LIFE EXAMPLE - ALLIE 2011 - Started as direct care staff 2013 - Health and Safety Addendum, Shift Leader 2013 - ACBIS certification 2014 - Med Manager Addendum 2014 - Behavior Specialist position
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!!!!
BENEFITS - EMPLOYER Staff Trainer / Health & Safety - 1990 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
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
QUESTIONS??? Further comments and thoughts esprainer@remed.com