Recruitment and Retention of Direct Care Staff

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Recruitment and Retention of Direct Care Staff

• Great caregiving can only be done by great
  caregivers

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Training Day Topics

• Module 1 Knowing is Half the Battle
  Understanding Your Workforce
• Module 2 Recruitment Hiring the Right Person
  the First Time
• Module 3 Caring for Your Caregivers
• Module 4 The Retention Formula Respect
  Recognition Commitment

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Training Day Agenda

• Each module will consist of approximately 15 to
  20 minutes of content delivered via on-line web
  module.
• After the completion of each web module, there
  will be a 10-15 minutes activity/exercise.
• The total time to complete this training is
  approximately 2 hours.

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Module 1 Knowing is Half the Battle
Understanding Your Workforce

• This module reintroduces the participants to
  the current workforce, the workforce
  shortage/crisis, issues surrounding todays
  caregiver, and the impact of the organizational
  culture on recruitment and retention.

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Module 1 Learning Objectives

• At the conclusion of this module, participants
  will be able to
• Have a familiarity with the current workforce of
  caregivers
• Understand the current workforce shortage/crisis
  and how it impacts caregiving organizations
• Understand how organization culture impacts
  recruitment and retention

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Workforce Crisis

• Direct care workers are essential to achieving
  quality care and to preserving, to the greatest
  extent possible, the dignity and independence of
  persons who must rely on other for help with care
  needs.
• The direct care workforce crisis is an issue for
  not only agencies and facilities providing care,
  but also for every one who has a loved one in a
  caregiving organization.

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The Workforce Crisis

• According to the US Bureau of Labor for the
  period 2000 through 2010, the growth of direct
  care workers is more than double that of
  projected growth in overall employment
• In the same period, the nation will need an
  additional 874,000 direct care workers (a 36
  increase).

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Workforce Crisis

• The direct care worker crisis is due to both the
  growth in the elderly population and drop in the
  traditional direct care worker (those workers
  defined as women age 20 to 54).
• The US General Accounting Office reports that the
  traditional direct care worker available will
  drop from 16.1 per person 85 and older in 2000 to
  8.5 by 2030.

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Todays Caregiver

• Characteristics
• 25 are parents of children under 18
• 50 are unmarried
• Majority are women ages 20 to 54
• 80 of those who enter the field of caregiving
  leave within the first year and most often within
  the first three months

• Issues Surrounding
• Demands of the work
• Poor wages and benefits
• Inadequate orientations
• Inadequate levels of training
• Lack of opportunity for advancement

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Organizational Culture

• Organizational culture is defined as a set of
  shared assumptions, beliefs and practices about
  people and work, which defines the nature of the
  workplace and leads to common work habits and
  interaction patterns.
• It also includes shared attitudes and values.
• In other terms, it is the personality of the
  organization.

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Organizational Culture

• Organizational culture can also be defined in
  terms of the following
• Outcomes
• Defines culture as a manifest pattern of behavior
  - The way we do things around here
• Process
• Defines culture as a set of mechanisms creating
  cross individual behavioral consistency

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Types of Behavior Culture Controls

• Innovation versus Stability
• Strategic versus Operational Focus
• Outcome versus Process Orientation
• Task Versus Social Focus

• Team versus Individual orientation
• Customer Focus versus Cost Control
• Internal verses External Orientation

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Types of Behavior Culture Controls

• Power Distance
• Conformity versus Individuality
• Ad hockery versus Planning

• Centralized versus Decentralized decision making
• Cooperation versus Competition

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Module 1 Exercise 1

• Think about the particular organizational culture
  of your facility.
• Go over each of the behaviors influenced by
  culture
• How might the culture be changed to increase job
  satisfaction of the workforce and the quality of
  care provided?

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Module 1 Exercise 2

• What is the dominant source of motivation that
  characterize your direct care workforce? What is
  the dominant source of motivation on which
  managers focus? Is there a strong
• Instrumental Orientation- focus is on pay and
  equity
• Status Orientation- focus is on titles, status
  symbols, allocation of credit and recognition
• Internal Standard Orientation- focus is on
  achievement, challenge and individual growth
• Goal Orientation- focus is on service to
  customers, clients, and quality