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

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practice

The Future of HealthCare •

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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:

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Largest # of Voluntary and Involuntary terminations were in the first 3 months of employment

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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:

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improving communication skills

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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

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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

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Overwhelmed

Stressors • Desperate to succeed • Unfamiliar with traveling required in Community Care • Don’t know where to go to solve problems encountered

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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

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“ 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

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CHHA • Complete 36 hrs. of Enhanced Trng on Geriatric Issues

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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

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GCW II includes salary increase • Both attend Booster Sessions every other month

Mentor Training Details & Retention Techniques See you in Break-out Session!