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!