PEERMENTORS
Making a POSITIVEImpact on Retention Statistics
andImproving Job Satisfaction
Presenters:
• Penny Abulencia Loretto VP Community Services Executive Director PACE CNY
• Cheryl Holava Director of Loretto Community
Based Education & Peer Mentor Co-ordinator
Presenters:
• Shelley McCann Peer Mentor Supervisor
• Kim Lanno Peer Mentor
• Deidre Johnson Peer Mentor
Need Observed:Idea practice
The Future of HealthCare
pool of skilled direct care workers
• Need to keep the workforce we have.
• Provide on-going learning opportunities for growth – personally and professionally
The Mentor Program
• PACE CNY recognized the value in the concept of mentoring as a support for our Direct Care Workers and actively pursued development of that plan 2005-2007.
An idea whose time has come!
Victor Hugo
Opportunity Knocks!
• 2006, Project Home Community Workforce Development Grant.
• The Union Training Fund • Connection with a consultant from
PHI to prepare us• Mentor Training Program.
Retaining the New Employee
At the end of 2007, we studied the year’s total “departures from employment” for specific reasons:
Largest # of Voluntary and Involuntary terminations were in the first 3 months of employment
We brainstormed to create a variety of approaches to address the issues that we can have some influence over.
Program Designed after collection of information from:
• Staff focus groups
• Purpose: develop program goals and created criteria for choosing Mentor candidates.
• Staff “buy-in” is critical.
Design
• Issues that we could impact:
improving communication skills early intervention to relieve the predictable stressors
Design
• The Mentor Supervisor’s role became a dedicated position
Lay the foundation
• Do not underestimate the importance of the preliminary ground work.
It will determine the success of the program
Major OrganizationalAttitude Change
• Not just about training a few exceptional Aides
• Need for considerable thought and preparation
Leadership Support
• Be a champion
• Explain the plan and everyone’s role in it, clearly to all staff.
• Acknowledge the value
Training Peer Mentors involveshelping them to:
• Develop good interpersonal communication skills
• Become more self-aware
• Build a Leadership role model potential around a positive attitude including pride in their work
Program Goals
• Assist new aides in developing problem solving strategies, guide them-don’t solve for them
• Understand differences in the way people learn
• Accept the need to be non-judgmental of differences
Your first week at a new job?
• No matter the level of employment – there are feelings
Please think about your own feelings the first week you were at your current job.
Common Stressors met in the 1st 3 months
• We collected input from the workforce. Common issues and feelings were reported:
FEAR inadequate skillsbeing in unfamiliar territoryFeeling or looking “stupid”exclusion by co-workers or Participants “new kid” syndrome
How fast can they get out the door?• Frustrated
• Lost
• Lack of confidence
Overwhelmed
Stressors
• Desperate to succeed
• Unfamiliar with traveling required in Community Care
• Don’t know where to go to solve problems encountered
Afraid to complain or suggest
Support
•Next question,
“So what can a mentor do about these issues?”
Mentor training
•Join us at our Break-out Session to see HOW?
Important Learning
•“ This could benefit my entire life ! ”
Benefits
•positive career move
•recognition of their worth
•increased job satisfaction
Benefits
New skills influenced other seasoned aides
• positive inter –actions• constructive problem solving• role modeling of respect for others• future opportunity to become a Peer Mentor.
Retention and Statistics
Improvements begin!new aides retained through their 1st 6 months of employment
• 2005 Estimated = 52%• 2006 = 72% ???• Peer Mentoring Practiced• 2007 = 76%• 2008 = 81.75%• 2009 = (Jan.-June) 61% ??? (July-Dec.) 80%• Last 6 mos. (10/09-03/10) = 93%
Another initiative
• Addressing Long-term Valuable Employees needing to revitalize
• Career Ladder HHA GCW Mentor GCW II
Geriatric Care Workers IICareer Ladder Development
• Graduate from 13 day Certificate Class CHHA
• Complete 36 hrs. of Enhanced Trng on Geriatric Issues GCW
• Complete 30 hrs training to become a Peer Mentor
• 8 GCWs Applied for & Completed 30 hrs. of concentrated Trng. on Dementia Care, Behavioral Mngmt. & EoL Care – be prepared to support Home Care Nurses and Aides with challenging cases GCW II includes salary increase
• Both attend Booster Sessions every other month
Mentor Training Details &Retention Techniques
See you in Break-outSession!