Survey for the Retention of CIS Practitioners

1. Survey for the Retention of CIS Practitioners Children’s Integrated services – community of practice call Retention data and strategies presentation Wednesday December 7, 2016 Natalie Whitfield, personnel development coordinator

3. What is a CSPD? • A comprehensive system of personnel development (CSPD) is the how the state ensures that children and families are provided services by qualified personnel… • …and that sufficient numbers of these personnel are available in the state to meet service needs. • An effective system must coordinate and address state needs for: • the number of personnel (Recruitment & Retention) • the degree to which those personnel are supported (Preservice and Inservice) • And the degree to which those personnel are qualified for their roles in the service system (State Personnel Standards) “Integrating, aligning and coordinating Vermont’s Early Childhood system to support and retain qualified personnel.” 

4. Subcomponent 5: Recruitment and Retention These visioning indicators are based on TA support from the Early Childhood Personnel Center (ECPC) Quality Indicator 9: Comprehensive recruitment and retention strategies are based on multiple data sources, and revised as necessary. Quality Indicator 10: Comprehensive recruitment and retention strategies are being implemented across disciplines. Recruitment and Retention Strategies: • are based on data, research and stakeholder input. • targetdiscipline-specific shortages. • are tracked, reviewed and updated. • targetopportunities for advancement: • Articulation/coordination between IHEs • Career pathways • increase support: • Induction/orientations • Administrative support • Mentoring • address incentives: • Recognition programs • Financial compensation • Scholarships • Service obligations • Loan reimbursement • Tuition reimbursement • Alternative routes to certification • Online recruitment system

5. Retention Survey - Process • Research-based factors: “Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other Human Service Employees: What Can We Learn from Past Research? A Review and Metanalysis” • Job satisfaction • Role overload • Support from coworkers and supervisors, mentoring • Cooperative, team-based interactions and peer support groups • Just and fair pay procedures • Burnout, stress and support • Survey Monkey Professionally Certified Survey Template with baseline industry-wide benchmark data. • CDD’s Workforce Survey Findings from “Vermont’s Early Childhood and Afterschool Workforce.” Some of their questions were incorporated.

6. Retention Survey – Preliminary Results • 201 Total Respondents (out of 250-275 Total CIS Practitioners) • Around 75% response rate • All five services are represented. 50% are from Early Intervention • 25% are supervisors; 62% are direct service providers • All regions are represented • 50% have a Bachelor’s degree • 40% have a Master’s degree

7. Retention Survey – Preliminary Results Job Satisfaction questions are positively stated. For example: “I am satisfied with…” Scores: 1 = Strongly Disagree 5 = Strongly Agree

8. Retention Survey – Community Café • PURPOSE: The Strategic Planning Team was asked to engage in a brain dump, to brainstorm targeted Retention Strateg(ies) for the next year; and a vision for 3-5 years. • What CAN we do? I swear… • Three Tables, Heterogeneous groups of 4-6, 20 minutes at each table • Table 1: Compensation and Benefits • Table 2: Career Development and Work Engagement • Table 3: Work Environment and Relationship Management • Four Questions • 20 Minutes to read through the data and answer 4 questions • Parking Lot for additional/tangential thoughts, questions, ideas.

9. Retention Survey – 4 Questions

10. CONFIDENTIALITY We guaranteed the anonymity of participants. For the purposes of dissemination, we did not include the comments, some of which contained identifying information. However we did include summary data of themes from the comments. Due to low response rates in four regions, we are unable to break down the data by region at this time. As we disseminate this survey annually, we hope increased response rates will ensure confidentiality, and allow us to provide data broken out by region.

11. Key: The graph on the left is CIS Responses: Box Plot Chart on right is responses from up to 200 Non-Profit organizations: This compares the average score of all CIS responses to the average scores from other non-profits. The black line represents the average response of CIS. The white line represents the average response of all other non-profits. The green box represents the middle 50% of all non-profit average responses. Compare the black and white lines to see if CIS is above or below industry responses. • Strongly Disagree is on top. • Strongly Agree is on the bottom.

12. Career Development #4 out of 6

13. Q7: 72% are satisfied with their career.

14. Q8: 52% aresatisfied with theiropportunities for professional growth.

15. Q9: 32% are pleased with the career advancement opportunities available to them.

16. Q10: 63% agree ‘my organization is dedicated to my professional development.”

17. Q11: 60% are satisfied with the job-related training their organization offers.

18. Q13: 70% are satisfied they have the opportunity to apply their talents and expertise.

19. Q14: 57% are satisfied with the investment their organization makes in training and education.

20. Q15: Where do you see yourself in 3-5 years?

21. Q16: 75% plan on staying with CIS for 3-10 more years.

22. Q17: Top 3 Reasons why you might choose to leave CIS: **

25. Work Engagement #2 out of 6

26. Q20: 84% are inspired to meet their goals at work.

27. Q22: 56% get excited about going to work.

28. Q24: 97.5% are determined to give their best effort at work each day.

29. Q26: 73% adapt quickly to difficult situations.

30. Q27: 81% always keep going when the going gets tough.

31. Q28: 66% proactively identify future challenges and opportunities.

32. Q29: 85% take the initiative to help other employees when the need arises.

33. Q30: 73% are willing to take on new tasks as needed.

34. Q31: 56% willingly accept change.

35. Q32:

37. Compensation #6 out of 6

38. Q34: 22% are satisfied with their overall compensation.

39. Q35: 25% are satisfied they are compensated fairly, relative to my local market.

40. Q36: 27% agree they can live on their salary.

41. Q37: 14% are satisfied with the amount and frequency of raises they receive.

42. Q38: 10% are satisfied with the future financial possibilities of my career.

44. Relationship Management #3 out of 6

45. Q41: 58% agree communication between leaders and employees is good.

46. Q44: 93% agree they have a good working relationship with their co-workers.

47. Q45: 53% agree that senior management and employees trust each other.

48. Q47: 77% agree the team they collaborate with helps them develop as a professional.

49. Q48: 83% agree they have a good working relationship with their Administrative Supervisor.

50. Q51: 70% are satisfied that their administrative supervision allows them to reflect on and improve their practice.