Learn from the best how to tackle these critical management areas for your organization!
For five consecutive Wednesdays (June 9, 16, 23, 30, and July 7) the top performers for retention and turnover as part of ANCOR's Performance Excellence Benchmarking Project will offer in-depth explanations of model practices they have developed, which have led to superior workforce statistics.
Find out how these providers are succeeding - motivating and rewarding staff, reducing turnover and the associated costs - and how you can do the same.
Each session will feature an organizational overview, sample document(s) and/or tools and plenty of time for your questions. You'll also have an opportunity to connect with your peers online via the ANCOR Connected Community, to continue networking and dialogue on workforce issues.
Session 1: Overview of the PE Project, Top Performer OHI (ME) Shares Secret for Success (Wednesday, June 9, 1:00 - 2:00 pm Eastern)
Rebecca Childs, Senior Research Analyst, Deyta
Bonnie Jean Brooks, CEO, OHI (ME)
For two successive years, OHI was rated within the Top 5 for staff retention among PE Benchmarking participants. This session will outline how OHI worked with Deyta to analyze the results and strategically developed an action plan to share positive and negative results. Hear how OHI empowered its staff to help lead internal improvements without additional resources. The sample Action Plan OHI developed will be shared in this session, with Q & A to follow.
Session 2: Top Performer New Horizons Resources Shares Secret for Success (Wednesday, June 16, 1:00 - 2:00 pm Eastern)
Regis Obijiski, CEO, New Horizons Resources
Sam Laganaro, Director of Human Resources, New Horizons Resources
In 2009, turnover at New Horizons Resources (NHR) was less than 5%. NHR attributes much of their success to their commitment to identifying the second most important person in the organization as the DSP. Representatives from NHR will share how this commitment is relected in the organization's strategic objectives and organizational behavior objectives.
Session 3: Top Performer Liberty (NY) Shares Their Secret for Success ( Wednesday, June 23, 1:00 - 2:00 pm Eastern)
Mike Decker, COO, Liberty
Liberty's developed the Very Good To Excellence Initiative, to improve on satisfaction and retention data that was already among the highest in the field. Hear how they effectively leveraged supports from the Studer Group, ANCOR's PE Initiative, Baldridge Criteria for Performance Excellence and the Council on Quality and Leadership to develop a positive approach that improved turnover and retention levels, along with employee, family and consumer satisfaction. You'll hear how their tools and techniques can be applied in any provider agency.
Session 4: Top Performer Ability Beyond Disability Shares Their Secret for Success (Wednesday, June 30, 1:00 - 2:00 pm Eastern)
Kristine Foss, Manager of Workforce Development, Ability Beyond Disability (CT, NY)
Learn how Ability Beyond Disability put together a workforce development strategy based on national research, and then took steps to increase retention and engage the direct support workforce. Specific focus will be on the Pathways to Excellence program: a career-path program for the direct support workforce with 124 graduates and a retention rate of 96% among participants! You'll learn how you can get started today on steps and strategies to reduce your workforce turnover.
Session 5: Driving Positive Outcomes in a Self-Directed Environment: Top Performer SOREO (AZ) Shares Their Secret for Success (Wednesday, July 7, 1:00 - 2:00 pm Eastern)
Wendy Sokol, CEO, SOREO
SOREO provides ONLY in home supports in the consumer's own home across disability groups (aging, physical disabilities and developmental disabilities) and has carved out a niche supporting individuals and families whose primary language is not English. In this session you will learn how SOREO recruits, trains and supports a non-typical workforce to support their consumers. SOREO's DSPs are primarily family members and friends of the consumer's who they support. You will learn not only how to recruit this workforce but also how to successfully support their unique needs and manage some of the unique challenges. SOREO's 2009 turnover rate was 18.6% and they credit their low turnover to the successful management of this rather unique workforce.