Onboarding WISe Care Coordinators: Recruiting & Retaining a Competent Workforce. Megan French, MSW, CMHS Andrea Peyton, BA, MHP Amber Gonzalez, MSW

Transcription

1 Onboarding WISe Care Coordinators: Recruiting & Retaining a Competent Workforce Megan French, MSW, CMHS Andrea Peyton, BA, MHP Amber Gonzalez, MSW

2 2 Recruiting Where do we find them? Employee Word of Mouth Community Reputation Craigslist or Indeed Nearby Colleges and Universities

3 3 Interviewing FINDING QUALITY CANDIDATES INTERVIEW PANEL Three individuals: Current position, Supervisor, Family Support LIVED EXPERIENCE Questions that invite sharing of lived experience and skills. Tell me about a time vs How would you handle OPENNESS TO NEW IDEAS Creative contributions, responsible risk taking, organizational skills, willingness to learn. GOOD FIT DESIRE Do they want THIS position, at THIS agency?

4 4 Sample Interview Questions What is the most creative idea or contribution you made in your last organization? Can you tell us about an accomplishment you are proud of and what steps you took to achieve it? When was the last time you took a risk and what did you learn from it? What are you looking for in terms of career development in the next 5 years? How do you define success in your own life? Who is your role model and why?. What is the most interesting thing about you that we wouldn t learn from your resume alone? What is your spirit animal and why? Tell us about a conflict you experienced with an individual or in a group and what steps you took to resolve it? Tell us about a time where you plans (personally or professionally) did not work out and how you adapted to the situation? Is there anything else you d like us to know about you? Do you have any questions for us?

5 What are your favorite interview questions? 5

6 1000% Sure VS. Filling an Empty Position Only 900% sure? Schedule a second interview.

7 7 Onboarding: a system designed to welcome staff, introduce agency culture and build an organized, competency-driven set of interventions to provide staff with the knowledge and skills necessary to do their jobs. WARM WELCOME Sign, swag, sweets AGENCY TOUR Meet the team and supervisors OBSERVATIONS BEGIN See the work you will be doing NEW HIRE BINDER SELF-DIRECTED LEARNING Online training, training logs, VARK Inventory,

8 8 Care Coordinator Apprenticeship New Hire Tiered Growth Certified Wraparound Facilitator Lead Care Coordinator PAIRING Paired with a Lead Care Coordinator: Learn the basics. SHADOWING & OBSERVATION See each element of the process completed. TRANSITION TO COACHING Wraparound competencies completed. SHADOWING & PRACTICE Completing each element with the support of the Senior.

9 Onboarding Data NEW HIRE SURVEYS: 3 MONTHS EMPLOYED 9 I value that I m not being thrown in over my head. I feel valued as an employee that I m getting the training I need in order to be successful in my position. I have felt so supported by management, supervisors, senior care coordinators and other staff. I never feel like I m in trouble or doing something wrong, I only feel supported. I really appreciate that. I felt welcomed from day one. I felt supported with both tasks to do on my own and group trainings. I love working here. Thanks for being welcoming, organized and all around awesome. The onboarding process was great! Well planned, accessible, delivered well and I have learned so much!

10 PURPOSE Developed to address the training needs of our staff, community and our state. PARTNERSHIP Created with Laura Burger Lucas of ohana coaching, leveraging her experience offering training, coaching, and consultation to systems of care across the country. REPUTATION 3 Rivers Wraparound has built a reputation as a premier wraparound program in Washington state over the past 15 years.

11 3 Rivers Wraparound Learning Center Training Opportunities 11 Wraparound WISe FASD Presentations Wraparound 101 SNCD Support Planning Skill Based Interventions Facilitation 101 Peer Support Mental Health Clinicians Certified FASD trainers offer workshops and training on Fetal Alcohol Spectrum Disorder to parents and providers Community Statewide conferences and symposiums National conferences

12 Coaching Framework 12 TRAINING COACHING SUPERVISION

13 Coaching Framework 13 TRAINING Training is an expert led educational experience designed to introduce or reinforce a theoretical framework. It may occur in live or virtual settings.

14 Coaching Framework 14 TRAINING COACHING SUPERVISION Coaching is an intentional process designed to help staff apply information learned in training in real world settings. It is a future oriented intervention that leverages staff knowledge and experience to enhance critical thinking and build generalizable skills. Coaching is collaborative - goals are grounded in competencies associated with desirable practice standards.

15 Coaching Framework 15 TRAINING COACHING SUPERVISION Supervision is a directive process designed to reinforce agency policy and procedures, monitor and ensure compliance and facilitate improvement in specific areas of practice.

16 Reflective Learning Theory Experience and Developing Skills 16 The goal of the coaching framework is to develop independent, competent facilitators with developed critical thinking skills, who can effectively move Child and Family Teams through the wraparound process and achieve the outcomes that families have defined for themselves.

17 Agency Culture WHAT DOES THAT LOOK LIKE? AGENCY VALUES Everything is an expression of our values of wraparound RESPONSIBLE RISK Trust enough, risk requires trust INNOVATION Being comfortable with staff pushing stretching themselves CREATIVITY Promoting an environment where creativity is supported and encouraged

18 Promoting Agency Culture QUALITY AND VARIETY STAFF UNITY T-Shirts, staff working assumptions, artwork in hallways represents culture STAFF RETREAT AND APPRECIATION All-Staff lunches, Employee of the Year, monthly awards CELEBRATIONS Birthdays, Calendars, Themed holiday decorating, Secret Santa and Christmas Party STAFF FEEDBACK Staff CFT, providing tools to do job better SELF-CARE ACTIVITIES Book club, Burn Out Buddies, personal space STAFF GROWTH OPPORTUNITIES Invite staff to training, Senior Care Coordinator, Facilitator Certification

19 What does your agency do to promote culture? What are your ideas?

20 Staff Working Assumptions Until proven otherwise, we believe that all staff want to: 20 See their coworkers as capable and resilient. Have their leadership team be proud of them. Find purpose in their work. Be accepted by their peers. Feel like an important part of the team. Have their talents recognized and utilized. Be proud of their work. Have a chance to grow and advance. Have the principles shape the work they do and how they interact with staff and families.

21 21 THANKS MEGAN FRENCH, PROGRAM MANAGER (509) ANDREA PEYTON, PROGRAM SUPERVISOR (509) AMBER GONZALEZ, LEAD CARE COORDINATOR (509)