2016 Regional Spring Conference Workforce Development April 19-20, 2016 in French Lick, IN

Transcription

1 2016 Regional Spring Conference Workforce Development April 19-20, 2016 in French Lick, IN Conference Time Zone: EST Tuesday, April 19 12:00pm 4:00pm 1:00pm 2:00pm Registration & Exhibitor Showcase Clifton Foyer General Session: They Drive Me Crazy! Bridging Today s Unique Generational Divide (Cara Silletto) This is the generational presentation you've NEVER heard! Come hear, from a Millennial, exactly why the youngest generation in the workforce thinks so differently than previous generations. Learn how to overcome the gaps, and more importantly, why anyone should care. Millennial turnover is skyrocketing and the organizations who understand their employees' unique perspective and expectations will be the successful ones moving forward. - Define the generational cohorts and reasons each group's definition of "professionalism" varies - Uncover why Millennials think and act so differently than previous generations and how exactly those generational differences are showing up in the workplace - Share strategies for improving management effectiveness in order to reduce unnecessary employee turnover, particularly among the youngest generation in the organization 2:00pm 2:15pm 2:15pm 4:00pm General Session: The Art of Employee Selection (Kevin Parker) This presentation is designed to expose hiring managers to important elements associated with hiring the right employees for a targeted open position. This presentation will define specific job-related requirements and thorough practical course exercises & the development of a competency profile; what to look for when triaging resumes; to gain exposure and have the ability to put into practice the Plan, Gather & Collaborate model; to understand & utilize the S.T.A.R model to effectively craft the most effective interview questions; understand how to apply the principles of behavior-based interviewing; and how to identify and avoid the use of common evaluation mistakes during the selection process. - To describe and apply the principles of behavior-based interviewing to plan and facilitate an effective interview to effectively identify the best candidate for the targeted position to better prepare for AHCA Quality Initiative Staff Stability Measures - Participants will identify and recognize the need for reducing employee turnover from both a cost and efficiency point of view - Participants will identify a competency profile for a specific position - Participants will develop a behavior-based interview using a template provided 4:00pm 5:00pm Attendee Appreciation Reception

2 Wednesday, April 20 7:30am 10:00am 8:00am 9:00am Registration & Exhibitor Showcase Clifton Foyer Breakout A: Where s Everyone Going? Reducing Unnecessary Employee Turnover (Cara Silletto) As the economy improves, many facilities are finding unnecessary employee turnover running rampant, particularly among the newest generation in the workplace, costing $5,000-$25,000 to replace each one. This session addresses key areas of the business that, when focused on and improved, provide higher retention rates and greater profitability for your facility! - Identify the top reasons employees leave their organizations - Calculate the costs associates with employee turnover - Learn best practices of how successful organizations built strong cultures to retain talent Breakout B: Domestic Violence and the Workplace (Natalie Phillips, Patricia Fields) 1 in 3 women and 1 in 7 men experience domestic violence in their families, but do you know how to deal with domestic violence as a co-worker, employer, or health care professional? Participants will receive information about various types of abuse, how to approach employees or clients that may be experiencing domestic violence, creating an environment where employees are comfortable disclosing, accessing local resources, how to respond if an employee is a perpetrator of domestic violence, and tools to create a domestic violence workplace policy. - Define and understand the types of domestic violence, why people stay in abusive relationships, and who is most likely to experience abuse. - Recognize signs and respond to disclosures of domestic abuse concerning employees or coworkers. - Create workplace policies and environments that assist employees experiencing domestic violence and limit the company s liability. 9:00am 9:15am 9:15am 10:15am Breakout A: Servant Leadership: A Marathon Not a Sprint (Lori Davenport) There are challenges confronting the LTC industry every single day and many factors affecting quality of care. A supportive organizational culture, consistent leadership, appropriate staff and staffing levels, are fundamental and necessary for successful outcomes. Employee turnover has detrimental effects on the success of an organization. Not only are there the direct costs recruitment, selection and training employees, there are also indirect costs, such as poor or diminished hospitality, substandard care and loss of human capital and potential leaders. Understanding the value of attracting and keeping excellent employees is the first step in developing a culture where employee commitment is high, resident satisfaction is exceptional, quality measures are above standards, compliance is sustained and financial performance improves. - Understand the 7 pillars of Servant Leadership.

3 - List at least 5 principals of a servant leader. - List three 3 advantages of Servant Leadership to the organization as a whole. - Understand Servant Leadership practices and approaches you can use to transform culture. Breakout B: Pitfalls in Performing Background Checks (Mark Harmon) The background screening industry has grown and changed substantially in the past 10 years. The EEOC, CFPB, FTC, Federal, state and local governments and a host of other agencies are looking at the whole process and imposing massive fines on companies for numerous reasons. HR Professionals are required to run background checks in some industries and are being punished for using them in others. Fingerprinting is seen as the best option when it s really one of the worst. Do HR Professionals even want risk using this valuable tool to make hiring decisions? The bottom line is that background checks should be seen as an asset to HR Departments and not a liability. This session will put it all in black and white and simple terms for you. - To get a good working understanding of the pitfalls and potential liabilities in performing background checks for pre-employment screening and how you can effectively use them to your advantage. 10:15am 10:30am 10:30am 11:30am Breakout A: Increasing Staff Stability: Keeping your Clinical Staff From Moving On (Laurie Brewis) By attending this presentation the learner will be provided an overview of the reasons that staff, particularly bedside clinical staff, leave, the warning signs and how to effectively react to and maintain staff stability. It provides learners with a basic working knowledge of health law. It is a comprehensive and inclusive review of a wide variety of health care legal issues. Learners are provided with a realistic knowledge of health law and its application to the real world. - Identify the key metrics that identify reasons clinical staff leave and the actual and estimated cost of turnover - Describe work life and personal life integration in staff satisfaction and retention strategies. - Describe practical strategies that improve the quality of leadership interactions with staff and the relationship of these interactions to staff retention. Breakout B: New Developments in Best Hiring Practices (Laurie Martin, Allyson Emley) Solid applicant screening and hiring practices can help employers improve retention and avoid liability for claims of discrimination or other illegal hiring practices. This session will cover best practices including drafting useful job descriptions, interviewing dos and don ts, and strategies for making (or withdrawing) contingent job offers. This program will also cover recent developments in hiring practices, including the ban the box movement, guidelines for use of social media to screen applicants, and navigating the ins and outs of proper reference checks. - Participants will learn best practices for preparing job descriptions and interviewing to both improve retention and avoid liability for discriminatory or illegal practices. - Participants will learn about recent developments related to employee background checks, including both employer-conducted and third-party reference checks, the impact of the ban the

4 box movement, considerations when using social media to screen applicants, and EEOC guidance on use of criminal history in making employment decisions. - Participants will learn how to consistently and effectively articulate and document the basis for employment decisions. 11:30am 12:30pm General Session & Luncheon: Leading the New Workforce: Retaining Talent as Employee Expectations Evolve (Cara Silletto) For most products, yesterday's luxury items have become today's standard features. It's no different with employee expectations. As times change, employees will no longer stick around for just a paycheck and stability. Instead, they expect (and often demand) more from their employers, including a positive culture, flexibility, transparency, empowerment, meaningful work and opportunities for advancement. As the battle for talent continues, are you making the necessary adjustments to meet employee expectations? Come hear insights into the shifting workforce and learn strategies for retaining the talent you can't afford to lose! - Identify the current state and trends of the shifting workforce - Uncover the differences behind an employer vs. employee market and how businesses are impacting in each situation - Learn best practices and strategies for retaining talent when employees have the upper hand 12:30pm 12:45pm 12:45pm 1:45pm Breakout A: Leading Change in Long Term Care (Shelly Maffia) The ability to change is crucial to the success of every organization and has never been more important than it is in today s evolving healthcare environment. Effective leadership is essential for change to be successful. This session will focus on facility leadership s role in implementing change in facilities, and avoiding common mistakes that hinder positive change initiatives. Some of the important traits for leading an organization through the change process will be reviewed, along with qualities that leaders should embrace during times of change. Participants will learn practical strategies to assist in implementing and sustaining change efforts. Learning Objectives - Identify important traits that are necessary for leading an organization successfully through the change process - Identify qualities that leaders should embrace during times of change - Learn strategies to assist in implementing changes in the facility in a way that anticipates needs and shows concerns for employees. - Understand the role of strategic planning in the change process - Learn skills and strategies for sustaining change efforts Breakout B: Preventing Wage and Hour Liabilities in the Healthcare Industry (Jeff Risch, Suzanne Newcomb) One of the most complex areas for employers in the healthcare industry is wage and hour compliance. Understanding the technical rules regarding overtime, timely payment of wages, travel time, compensatory vs. non-compensatory time, and exempt vs. non-exempt classification of workers is a difficult task. Implementing appropriate procedures to ensure wage and hour compliance is even more

5 elusive. Employers operating in the healthcare industry face scrutiny by the government and the courts. Class action lawsuits are on the rise throughout the industry. This presentation will examine the latest trends and developments unique to healthcare employers and provide practical discussion and explanations on wage and hour law. - Participants will learn effective administration of unpaid rest, break and meal periods - Proper documentation and record keeping of compensatory vs. non-compensatory time - Accurate classification of exempt vs. non-exempt employees - Proactive policy implementation to diminish wage and hour liabilities - Unique trends and developments impacting healthcare employers 1:45pm 2:00pm 2:00pm 3:00pm Breakout A: Engaging a Motivational Workplace (Patricia Fields) Engaging a Motivational Workplace will enable leaders to learn how to create an engaging environment that inspires superior performance by helping employees satisfy their basic psychological needs. Participants will identify how to recognize and leverage these basic needs that supports employee satisfaction, build stronger working relationships, communicate with employees in an informational way, and increase engagement by generating opportunities for employee choice in meeting business objectives. - How to create an environment that supports needs satisfaction; - Adopt the employee s perspective to build stronger working relationships; and - Increase engagement by generating opportunities for employee choice in meeting business objectives. Breakout B: Accommodating Your Workforce Under the ADA (Kaitlyn Jakubowski) This presentation explains the basics of the Americans with Disabilities Act ( ADA ) as it may apply to the employment relationship within a long-term care setting. Attendees will leave with an understanding of when the ADA applies, when an employee is one with a disability for purposes of the ADA, and the circumstances under which an employer much provide a reasonable accommodation to an employee with a disability. Cases and real life examples will be offered to help attendees understand how these issues come up in the employment relationship and how they might be most effectively addressed to ensure harmony between employer and employee. - Who is covered by the ADA and who is an individual with a disability under the ADA - What is a reasonable accommodation and when is a reasonable accommodation required - Examples of reasonable accommodations