1 Keeping Competent and Committed Staff

Keeping Competent and Keeping Competent and Qualified Staff: Promising Qualified Staff: Promising

StrategiesStrategies

Keeping Competent and Keeping Competent and Qualified Staff: Promising Qualified Staff: Promising

StrategiesStrategies

By Freda Bernotavicz and Nancy DickinsonBy Freda Bernotavicz and Nancy Dickinson

Spring 2008, Pennsylvania Leadership AcademySpring 2008, Pennsylvania Leadership Academy

By Freda Bernotavicz and Nancy DickinsonBy Freda Bernotavicz and Nancy Dickinson

Spring 2008, Pennsylvania Leadership AcademySpring 2008, Pennsylvania Leadership Academy

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Keeping Competent and Committed Staff

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Recruitment: Finding the BestRecruitment: Finding the Best Realistic Understanding of the Job

Inside source recruiting

Goodness of Fit: Applicant and Work

Applicant Characteristics:

Human caring, motivation to make a difference, persistence, ability to multi-task, enjoying fast paced work, likes a challenge, etc.

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North Carolina: North Carolina: Jordan Institute, University of North CarolinaJordan Institute, University of North Carolina

Develop a Recruiting Message and a Plan

Professional Materials (posters, fliers, public service announcements (PSA), paid advertisements)

Use diverse methods to reach potential employees (job fairs, community events, regional cable, print media, internet job sites, agency website, press releases, etc.)

Involve supervisors!

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Sample AdvertisementSample Advertisement CW Agency is a fast paced, supportive

and stimulating place to work. We are looking for child welfare workers who desire challenging, meaningful work and welcome the opportunity to make a difference for families and children. If this describes you, consider applying for a public child welfare position at….

You’ll never be bored!

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SelectionSelection Job analyses leading to

• Structured interviews and Work Sample Tests

• Consistent, well trained selection teams

• Strong selection processes! HR is our friend…

Realistic Job Previews

Video introduction to the job

Balanced view of opportunities and challenges

Client and worker perspectives

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Impact of a Realistic Job Preview: Impact of a Realistic Job Preview: University of MichiganUniversity of Michigan

Workers who saw the RJP were significantly more likely to: Indicate a commitment to remain in child welfare for

five years Say that the application and selection process helped

them cope with job pressures Say that the agency’s honesty made them feel more

loyal, and

Less likely to say they would “never have taken the job if they had known what it was like.”

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Arizona Realistic Job Preview: Arizona Realistic Job Preview: Butler Institute, University of DenverButler Institute, University of Denver

Developed by team of agency workers and supervisors in Phoenix

Supported by a trained group of current workers who are on call to answer questions from applicants.

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Keeping the BestKeeping the Best

Supervisors are the key to success!

Almost every aspect of the worker’s experience with clients and the agency is mediated by the supervisor.

Supervision quality and quantity count

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Iowa Supervisor Training: Iowa Supervisor Training: University of IowaUniversity of Iowa

Supervisor curriculum focuses on human resources functions

case practice supervision

clinical supervision, and

supervisor’s role in leading positive change and promoting worker resilience.

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Training Strategies

Support a culture of development

Ensure that all training is linked to the practice model and agency mission

Provide competency-based training

Promote transfer to on-the-job behavior

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Connecticut’s Mentoring Program: Connecticut’s Mentoring Program: Fordham UniversityFordham University

Formal mentoring program connects new workers with experienced workers, supervisors and managers.

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Professional Development

Strategies Accessible and affordable opportunities for

professional development Incentives for MSW achievement; link

promotional opportunities to professional development

Resources for professional development• membership dues, professional conferences,

journal subscriptions & continuing education

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Agency/University Partnerships

Infusing child welfare content into courses/ agency staff as adjuncts

Providing pre and in-service training Providing educational benefits: tuition

support, educational leave Internship programs

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Keeping the BestKeeping the Best Organizational interventions are also

critical to success! Leadership for recruitment and retention

begins at home. Organizational interventions can be

facilitated by outside partners, who can provide time, support and focus.

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Role of Leadership

Inspiring vision Congruence of agency/individual values,

mission and practice Provide resources to do job Learning and high performance

organizations Communication channels Celebrate performance

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Leadership Development Strategies

Model of leadership Leadership academy Mentor programs Job shadowing Succession planning

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Wage and Benefits

Adequate Salary Wide pay bands Pay for performance Retention/length of stay

incentives

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Performance Management

Strategies Clear goals Aligned with practice standards and core

competencies 360 degree evaluations Promotions based on equity Career ladders Flexible career/classification systems

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Performance Management Process

Performance Assessment

Agency Goals / Performance Culture

CoachingSupport

Feedback

Assessment

DocumentationCommunication

Activities

Performance Evaluation

Performance Execution

Performance Planning

Professional Development

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Quality of Work Life

Wellness, EAP, addressing trauma Flexible HRM approaches Recognition/appreciation for contributions Support for work/life balance Structures for worker input Team approaches

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Design Teams: Design Teams: State University of New York, AlbanyState University of New York, Albany Local agency design

teams focusing on organizational culture and work issues.

Workers, supervisors, and managers served on design teams.

New York District Commissioner

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ConclusionConclusion There are serious workforce challenges facing

child welfare. Solutions involve both recruiting and selecting

the best candidates and managing organizations such that we can keep them.

This is not an easy journey, but it is an essential one.

There are effective strategies and useful partners than can help.