Transcript The Impact of Staff Development on Retention

The Impact of Staff
Development on Retention
Mark Cerkvenik OD Specialist
Margarette Kim RN, Nurse Educator
Jo Quetsch RN, OR Manager
PLAN
• Project Aim Statement:
– Historically Loyola’s Operating Room has experienced a
high turnover of staff, resulting in an average staff
turnover of 21% . Therefore, Operating Room leadership
collaborated with Organizational Development to
improve staff retention through a series of activities and
projects focusing on communication, supervisory and
conflict resolution skills.
• Measurement Goal & Target:
– OR Vacancy rate goal less than 10% (national average)
– Staff turnover rate goal less than 10%
– Agency use (% of FTEs) goal 0%
DOFostering a Team Approach
• OR Staff team building
– Customized learning map to address EOPS planning
and retention initiatives
– Development of OR ground rules & 7 Deadly Sins
– Peer recognition program
• OR Staff training
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“Increasing Our Accountability”
Cross-generational awareness
OR Preceptor
“Keeping Calm When Emotions Run High”
DOFostering a Team Approach
• OR Leadership Training
• Manager, Educator, Team Leaders, Charge
Nurses, Administrative support
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“The Oz Principle”
Leadership development courses 1, 2 and 3
Coaching meetings with key OR leaders
Team Leader Development meetings
Mentor Training
“Increasing Our Accountability”
– “Managing Across the Generations”
DOThe Power of Mentoring
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New Orientees - 6 month/12 meeting
structured program
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Objectives:
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Aid in learning departmental policy and procedures.
Aid in learning LUHS physical plant.
Aid in understanding the complexities of Loyola.
Contribute to creating a culture of positive
communication.
Improved ability in handling conflict between peers and
between nurse and physician.
Improve new employee retention.
Specific activities for each meeting
Post orientation focus group sessions
OR specific conflict management video and
training
Note: Conflict Management video will run on continuous loop during fair at our display
OR Learning Map
7 Deadly Sins
Having a
negative
attitude
Gossipin
g
Not
being
truthful
7
Deadl
y Sins
Being
lazy
Being
disrespectfu
l
Backstabbing
Not acting
like a team
player
OR staff turnover rate has
decreased by 16% since FY03
Operating Room Staff Turnover Rates
#Staff Resignations/#Budgeted FTE's
25%
23%
21%
20%
Turnover Percent
20%
15%
December 2004
Retention Activities Initiated
10%
7%
5%
0%
FY03
FY04
FY05
Year
FY06
2006 Loyola OR staffing statistics
are better than national averages
Loyola FY 0506
National 2004
OR Manager,
2004
Vacancy rate
0%
10.1%
Turnover Rate
7%
14 %
Agency use - %
of total FTE
0%
7.7%
OR Measure
NEXT STEPS
• Further development of Team Leader
supervisory skills
– “Essential Skills for Frontline Leaders”
– “Crucial Conversations” course
• Team Leader peer feedback/360
Evaluations
• Crucial Conversations course for select
teams
• Mini Employee Opinion Survey