Embed Size (px)
Citation preview
Onboarding WISe Care Coordinators: Recruiting & Retaining a
Competent Workforce
Megan French, MSW, CMHS
Andrea Peyton, BA, MHP
Amber Gonzalez, MSW
2
RecruitingWhere do we find them?
Employee Word of Mouth
Community Reputation
Craigslist or Indeed
01
02
03
04 Nearby Colleges and Universities
3
DESIRE
Do they want THIS position, at THIS agency?
InterviewingFINDING QUALITY CANDIDATES
INTERVIEW PANEL
Three individuals: Current position, Supervisor, Family
Support
LIVED EXPERIENCE
Questions that invite sharing of lived experience and
skills. “Tell me about a time…” vs “How would you
handle…”
OPENNESS TO NEW IDEAS
Creative contributions, responsible risk taking,
organizational skills, willingness to learn.
GOOD FIT
4
Sample Interview Questions
What is the most creative idea or contribution you
made in your last organization?
Can you tell us about an
accomplishment you are proud of and
what steps you took to achieve it?
Tell us about a conflict you experienced with an individual or in a group and what steps
you took to resolve it?
When was the last time you took a
risk and what did you learn from it?
What are you looking for in terms of career development
in the next 5 years?
Tell us about a time where you
plans (personally or
professionally) did not work out
and how you adapted to the
situation?
What is the most interesting thing about you that we wouldn’t learn from your
resume alone?
Who is your role model and why?.
What is your spirit animal and why?
How do you define success in your
own life?
Do you have any questions for us?
Is there anything else you’d like us
to know about you?
5
What are your favorite interview questions?
1000% Sure
Filling an Empty
Position
VS.
Only 900% sure? Schedule a second interview.
7
Onboarding:a system designed to welcome staff, introduce agency culture and build an organized, competency-driven set of interventions to provide staff with the
knowledge and skills necessary to do their jobs.
WARM WELCOME
Sign, swag, sweets
NEW HIRE BINDER
AGENCY TOUR
Meet the team and
supervisors
SELF-DIRECTED LEARNING
Online training, training logs,
VARK Inventory,
OBSERVATIONS BEGIN
See the work you will be doing
8
Care Coordinator Apprenticeship
Tiered Growth
PAIRING
Paired with a Lead Care
Coordinator: Learn the basics.
SHADOWING & OBSERVATION
See each element of the
process completed.
SHADOWING & PRACTICE
Completing each element with
the support of the Senior.
TRANSITION TO COACHING
Wraparound competencies
completed.
Lead Care Coordinator
New Hire
Certified Wraparound
Facilitator
9
Onboarding DataNEW HIRE SURVEYS: 3 MONTHS EMPLOYED
“I value that I’m not being thrown in over my head. I feel valued as an employee that I’m getting the training I need in order to be successful in my position.”
“I felt welcomed from day one. I felt supported with both tasks to do on my own and group trainings. I love working here. Thanks for being welcoming, organized and all around awesome.”
“I have felt so supported by management, supervisors, senior care coordinators and other staff. I never feel like I’m in trouble or doing something wrong, I only feel supported. I really appreciate that.”
“The onboarding process was great! Well planned, accessible, delivered well and I have learned so much!”
PARTNERSHIP
Created with Laura Burger Lucas of ohana coaching,
leveraging her experience offering training, coaching, and
consultation to systems of care across the country.
PURPOSE
Developed to address the training needs of our staff,
community and our state.
REPUTATION
3 Rivers Wraparound has built a reputation as a premier
wraparound program in Washington state over the past 15
years.
11
3 Rivers Wraparound Learning CenterTraining Opportunities
• Wraparound 101
• SNCD
• Support Planning
• Skill Based Interventions
Wraparound WISe
• Facilitation 101
• Peer Support
• Mental Health Clinicians
FASD
• Certified FASD trainers
offer workshops and
training on Fetal Alcohol
Spectrum Disorder to
parents and providers
Presentations
• Community
• Statewide conferences
and symposiums
• National conferences
12
Coaching Framework
TRAINING COACHING SUPERVISION
13
Coaching Framework
TRAINING
Training is an expert led educational experience designed to introduce or reinforce a theoretical framework. It may occur in live or virtual settings.
14
Coaching Framework
TRAINING COACHING SUPERVISION
Coaching is an intentional process designed to help staff apply information learned in training in real world settings. It is a future oriented intervention that leverages staff knowledge and experience to
enhance critical thinking and build generalizable skills. Coaching is collaborative - goals are grounded in competencies associated with desirable practice standards.
15
Coaching Framework
TRAINING COACHING SUPERVISION
Supervision is a directive process
designed to reinforce agency
policy and procedures, monitor
and ensure compliance and
facilitate improvement in specific
areas of practice.
16
Reflective Learning Theory
The goal of the coaching framework is to develop
independent, competent facilitators with developed
critical thinking skills, who can effectively move
Child and Family Teams through the wraparound
process and achieve the outcomes that families
have defined for themselves.
Experience and Developing Skills
Agency Culture
AGENCY VALUES
Everything is an expression of
our values of wraparound
RESPONSIBLE RISK
Trust enough, risk requires
trust
INNOVATION
Being comfortable with staff
pushing stretching themselves
CREATIVITY
Promoting an environment
where creativity is supported
and encouraged
WHAT DOES THAT LOOK LIKE?
STAFF RETREAT AND APPRECIATION
All-Staff lunches, Employee of the Year, monthly awards
STAFF FEEDBACK
Staff CFT, providing tools to do job better
STAFF GROWTH OPPORTUNITIES
Invite staff to training, Senior Care Coordinator, Facilitator
Certification
Promoting Agency CultureQUALITY AND VARIETY
STAFF UNITY
T-Shirts, staff working assumptions, artwork in hallways
represents culture
CELEBRATIONS
Birthdays, Calendars, Themed holiday decorating, Secret
Santa and Christmas Party
SELF-CARE ACTIVITIES
Book club, Burn Out Buddies, personal space
What does your agency do to promote culture?
What are your ideas?
20
Staff Working Assumptions
See their coworkers as capable and
resilient.Have their
leadership team be proud of
them.
Find purpose in their work.
Be proud of their work.
Feel like an important part of
the team.
Have their talents recognized and
utilized.
Have the principles shape the work they do and how they interact with staff and families.
Have a chance to grow and
advance.
Be accepted by their peers.
Until proven otherwise, we believe that all staff want to:
21
THANKS
MEGAN FRENCH, PROGRAM MANAGER
(509) 735-6446
ANDREA PEYTON, PROGRAM SUPERVISOR
AMBER GONZALEZ, LEAD CARE COORDINATOR
(509) 735.6446
(509) 735-6446
