Transcript Improving Staff Retention with policies, scheduling and

IMPROVING STAFF RETENTION
WITH POLICIES, SCHEDULING
AND ENGAGEMENT
OBJECTIVES
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Participants will be able to discuss
 The impact of having attendance policies and
following them consistently.
 The benefits to the organization of having
multiple schedule options available.
 The benefits of including staff in quality
improvement.
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Let’s hear from the audience: Polling question
ATTENDANCE POLICIES
History of Sherbrooke Village Attendance Policy
 Benefits to consistent policy/enforcement
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All staff aware of expectations and consequences
 Easier for managers to know how to proceed with
discipline
 All managers follow same policies
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Risks
Staff know loop holes
 If not all managers enforce the same, creates
dissention among staff/departments
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Let’s hear from the audience: polling
CREATIVE SCHEDULING
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Pitfalls of traditional staffing modules
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Hard shift change times create high levels of noise
and pulls all staff away from resident care at the
same time
Increased noise increases behaviors
Increased staff distraction leads to more falls
Limited options for coverage for call-offs
Does not provide added coverage at times of greatest
need – meals/get-up/lay-down times
CREATIVE STAFFING
Goal of Sherbrooke was to become the preferred
St. Louis employer
 Implemented a combination of 8, 10 and 12 hour
shifts
 Nurses
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4 – 10 hour shifts Monday – Thursday
 3 – 12 hour shifts Friday – Sunday; two nurses
around the clock
 Traditional 8 hour shifts on long term neighborhood
 Overlapping allows 1 – 2 hours for nurses to wrap up
and complete charting at the end of their shift
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CREATIVE SCHEDULING
 CNAs
8, 10, 12 hours options
 Allows for increased coverage for
meal/get-up/lay-down times
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CREATIVE SCHEDULING
 Benefits
Increased options for coverage for call-offs
 Eliminated differential, increased overtime
pay for staff BUDGET NEUTRAL
 Improved staff quality of life due to fewer days
at work
 Eliminated hard shift changes and
noise/chaos/staff distraction associated with
shift change
 Improved coverage at high risk times
 Schedules are pre-determined
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CREATIVE SCHEDULING
 Challenges
Staff not wanting to stay on Weekend
Option long-term
 Charting responsibility when CNAs
come and go at all different times
 10/12 hours shifts were less effective in
long term neighborhood
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 What
does the audience say: polling
GETTING STAFF INVOLVED
 Gallup’s
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Basic Needs
 What do I get? – Do I have everything I
need?
Management Support
 What do I give? – My opinion is valued
Teamwork
 Do I belong here? – Wider perspective
beyond their job
Growth
 How can we grow? – We, not necessarily I
2005 Gallup, Inc
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Engagement Hierarchy
GETTING STAFF INVOLVED
 Employee
Satisfaction Surveys
 Position staff, family, residents as experts
 Incremental Improvement Program – not
a suggestion system
 Leadership development to support staff
ideas
 Supporting staff retention
WRAP UP
Clearly defined, consistently enforced
attendance policies decrease confusion and
improve attendance and staff retention.
 Having multiple options of schedules that are set
allow staff to have control over their lives and
quality of life.
 Giving staff the opportunity to have a say in the
governance of the facility increases ownership.
 People want to work where there are high,
clearly defined standards to which all are held
accountable.
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