Pathway to the Future: How Workforce Development and Quality Jobs Can Promote Quality Care Conference Package. The Impact of Workforce Initiatives on Recruitment, Training, and Retention

05/01/2004

Michael Elsas
Cooperative Health Care Associates

OVERVIEW

  • CHCA’s Philosophy.
  • CHCA’s Model for Recuritment, Training, and Retention.
  • Outcomes.

THE PHILOSOPHY

  • To create high-quality jobs for home care workers by offering enhanced training, a supportive work environment, and opportunities for personal and professional growth.
  • To improve the quality of care delivered to the chronically ill, elderly and disabled by creating a stable workforce.

THE MODEL

  • CHCA’s model for recruitment, training, and retention encompasses five elements:
    • Targeted recruitment.
    • Enhanced entry-level training.
    • Supportive services.
    • Opportunities for advancement.
    • Wage and benefit enhancements.

TARGETED RECRUITMENT

  • Assessment and Selection
    • 35% of those who interview are enrolled in the training program.
    • 80% complete the program and are hired by CHCA.
  • Recruitment Partnerships
    • CHCA has built strategic relationships with human service organizations.

ENHANCED TRAINING

  • Adult Learner Centered Training.
  • Communication and problem solving.
  • Three Months of “On the Job” training.

SUPPORT SERVICES

  • Employment Counseling.
  • Peer Mentor Program.
  • “Coaching As Supervision”

PERSONAL AND PROFESSIONAL GROWTH

  • Worker Participation
    • Worker Council.
    • Regional Meetings.
  • Leadership Development.
  • Policy Action Group.

OPPORTUNITIES FOR ADVANCEMENT

  • Senior Aide.
  • Peer Mentor.
  • Associate Instructor.
  • Administrative Staff.

WAGES AND BENEFITS

  • Higher Base Wages.
  • Wage Differentials.
  • Guaranteed Hours Program.
  • Benefits
    • Health insurance.
    • 401K.
    • Paid vacation and sick leave.
    • Annual dividends for worker owners.

OUTCOMES

  • For individuals hired between July 2002 and June 2003:
    • 84% were employed for at least 90 days.
    • 64% achieved their 365 day employment milestone.
  • Overall Paraprofessional turnover rate between July 2002 and June 2003 was 23.3%.

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