Transcript PEER MENTORS
PEER MENTORS Making a POSITIVE Impact on Retention Statistics and Improving 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 Organizational Attitude 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 involves helping 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 1 st 3 months • We collected input from the workforce.
Common issues and feelings were reported:
FEAR
inadequate skills being in unfamiliar territory Feeling 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 1 st 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 II Career 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-out Session!