Recruit, Train, and Retain in NW Michigan

1. Recruit, Train, and Retain in NW Michigan Healthcare Regional Skills Alliance of Northwest Michigan Spring 2006

2. Purpose of the RSA Develop and implement sustainable solutions for the employer and meet the needs of the healthcare industry workforce.

3. Objectives • Build upon existing partnerships for a more comprehensive, sustainable system, so that we may... • Increase the pool of qualified, entry level workers. • Increase the number of students entering healthcare programs. • Expand training & professional development opportunities for those in the field. • Fill gaps in the training network.

4. Partners-over 100! • Extended care facilities • Home health agencies • Educational institutions • Community Services Network • Hospitals • Health & Hospital Assoc. • Area Agency on Aging • Mi. Rehab. Services • Michigan WORKS! • NW Mi. Council of Governments

5. RSA Activities First Year 1. Survey of healthcare employers 2. Summer camps for youth 3. Basic Healthcare Training 4. Certified Nurse Aide Training 5. Staff Development Training 6. Health Professional Recovery Program 7. Web site www.nwm.org/rsa

6. Purposeof Survey • Response to the State’s “Voices from the Front” which gleaned data from DCW. • Our RSA took that data and queried employers of DCW to understand their needs and perspectives on workforce issues- “achieving buy-in.” • Method of introduction, disseminated information and “marketed” the new RSA. • Provided a mechanism to compare/contrast Statewide concerns to rural northern Michigan. • Increased/ Expanded Partnerships.

7. Survey Impact • 11 Counties; 10,000 Square Miles • 297 Organizations (from 2-3,000 employees) • 28% response rate • Increased partnerships to over 100 in healthcare-related field • Gave the RSA membership a shared idea of what others were facing & acted as a launching site for working together

8. Information Implemented • Specific information from the survey, other research and input from the partners was used for: • Curriculum design • Program development • Recruitment strategy • Resource allocation

9. Recruiting Potential Workforce • Recruitment of entry-level workers was not indicated as a huge barrier by employers. • It was strongly perceived that pre-employment training would increase retention (except in AFC homes). • Retention was seen primarily as “luck” or as a result of good wages, and/or good treatment.

10. Mi Works! Career Counselors • A key to recruiting and retaining an entry-level HHA or a C.N.A. starts with educating business liaisons and career counselors about the skills needed and training available. • At first, some career counselors cautious about referring customers to Basic Healthcare Classes instead of directly to costly C.N.A. classes. • It was the employers who attested that BHC graduates were better prepared and desirable.

11. Recruiting • All employers stated that they recruited through newspaper ads and word of mouth; some had walk-ins. • MiWorks! staff create flyers, posts, and newspaper ads for specific training sessions. • Employers, business liaisons, career counselors and training coordinators work together with the program developer to implement training opportunities that will directly impact worker shortage and employer need in northwest Michigan

12. Screening Process • MiWorks career counselors in northwest Michigan keep a list of customers who have indicated a desire work in healthcare • There are several assessment profiles, such as Work Keys, a healthcare career profile, criminal background check, aptitude test, etc.

13. Basic Healthcare Training • 121participantsin 4 locations (sub-regional) • 60 hours of training over 2 week period • NWMCOG contracted with 2 training partners

14. Basic Healthcare Trainingprovided • Groundwork for success on the job • Teamwork, work habits, attitudes, time management, courtesy, appearance, communication, etc. • Ethics, confidentiality, diversity, patient rights, elder abuse, infection control, record keeping, etc. • Specifics for success on the job • CPR, vital signs, nutrition, body mechanics, aging/dementia, body systems, medical terminology, technology used, death & dying, job shadowing

15. BHC • Provides a venue for trainers, career counselors, employers and students to meet. • Gives students hands-on knowledge of the skills and aptitude needed for direct care. • Offers a view of the career ladder available in the healthcare industry, which provides alternatives and motivation. • The course work prepares this person for work as a home health companion or aide.

16. Certified Nurse Aide Training • BHC students wanted to continue • Extended care facilities expressed need • Discovered lack of training opportunities for adults in the Grand Traverse area; lack of available certified trainers • TBAISD Career Tech Center came forward: after 3 p.m. & on weekends • 12 students participated in Sept. ‘05, • 12 more begin April 17, 06; recruiting concentrated on Benzie county-highest need.

17. Staff Development Training • All survey respondents stated a need for training for incumbent workers; some provided orientation training, some on-going, and others had none. • It was agreed that training was a key element for retaining employees. • It was also agreed that most budgets could not meet training needs, and often in home health organizations there was no room to “free” staff for training.

18. Training Needs Solutions • Employers identified training topics in order of importance. • The RSA responded with WIA dollars to offer customized training for these organizations in their own community to reduce time away from work and travel costs. • The RSA also offered area hospitals small grants to allow them to supplement costs of specialized training their staff needed.

19. Staff Development Topics • Dementia Intensive • Body Mechanics • Stress and Time Management • Elder Abuse • Professional Ethics • Activities of Daily Living • Family Dynamics/Death and Dying

20. Impact(First Year of RSA only) • 54 new entrants into the healthcare field • 112 young students introduced directly to healthcare occupations • 241 current healthcare staff receiving skills upgrading Training gaps filled • New partnerships formed & previous partnerships enhanced • State funds were leveraged effectively

21. Follow-up • After one year of recruitment and training activities our RSA decided to “take it on the road”… • The 11 county area was divided into 5 sub-regions and all partners were invited to attend a luncheon for them in their community.

22. Community Luncheons • We gained feedback on our activities and most importantly the different organizations “talked” between themselves for the first time and began to create their own solutions. • Interesting feedback between education institutions and provider organizations.

23. In Conclusion • It takes collaboration on many different levels to successfully recruit and train workers in order to enter and stay in the healthcare industry. • Once the DCW is placed, it is the work environment that retains that worker. • We know that workers need mentoring, team building skills, transportation, support, acknowledgement and fair wages. • We train workers in person-centered care by using adult learning theory, and we support culture change in care settings.

24. Continuing Work • Northwest Mi. Works has 90 people on a C.N.A. waiting list. • We are working to develop a permanent community-based Rover program for the Greater Grand Traverse Area. • We are contracting with Community Services Network to provide staff development training and to implement new topics. • We participate in the C.N.A. curriculum update and development committees.

25. Thank You! Thank you for listening to how our Healthcare Regional Skills Alliance of Northwest Michigan includes both employer partners and consumers in our continuing effort to... develop sustainable solutions to employer and workforce needs in the healthcare industry.