CareerSTAT Healthcare Workforce Development Academy
Beginning in November 2017, CareerSTAT brought together 11 healthcare organizations for the CareerSTAT Healthcare Workforce Development Academy. This year-long learning experience helps healthcare organizations develop more diverse talent pipelines, better retain and advance their entry-level staff, and proactively fill critical healthcare positions. An initiative of the National Fund for Workforce Solutions, CareerSTAT is a network of nearly 300 healthcare professionals who are committed to advancing healthcare’s frontline workers. The Academy supports CareerSTAT’s goal to accelerate the adoption of business practices that support frontline worker education, training, and advancement. Over the coming months, we are profiling each of the Academy participants and their progress. Read profiles of other CareerSTAT Academy Members here.
To Address Turnover, Engage Managers
Loretto is a leader in comprehensive healthcare services. Located in Central New York, they have close to 1,500 frontline workers. These frontline workers help to care for nearly 10,000 people a year. Loretto is working with managers and staff at all levels to understand the importance of training, retaining, and helping frontline workers succeed.
With a focus on improving retention, Loretto is providing frontline workers with career coaches and creating opportunities for professional advancement. A key component to successfully implementing these services is support from managers and staff at all levels.
Frontline supervisors and managers play a pivotal role in the retention and growth of incumbent frontline workers. Loretto trains managers on the PHI Coaching Approach to Supervision® to develop their ability to provide support, guidance, and build relationships with frontline workers. Loretto has invested in this strategy, expanding the role supervisors have as coaches. Loretto is successfully using a train-the-trainer model, which is now a critical component of the orientation process for new supervisors.
To address turnover directly, Loretto is developing a new performance management system that ties organizational goals and retention of frontline workers to performance. Loretto shares turnover data with managers and convenes a retention committee which meets monthly to discuss the data and how it impacts their work, share successes, and explore ideas for improvement. These activities highlight how vital retention is to Loretto’s future.
Loretto also offers complementary services that support workers on their path to success. In partnership with a local credit union, they offer an exclusive program for Loretto employees who are committed to improving their credit and financial wellness while receiving an affordable auto loan. A financial assistance program called the “We Care Fund” fund allows Loretto family to support fellow co-workers who are experiencing an unexpected and severe event in their lives that is beyond their control.
Loretto is starting to see improvements. The new coaching approach to supervision and performance management system are now part of training for all managers. Loretto expects to see an increase in retention of frontline workers and an increase in those seeking career advancement. They are currently tracking retention data for 90-day turnover, terminations by reason, diversity, and more.
As an organization on a journey to better support frontline workers, Loretto is working to build out these programs. They have a career coach on staff and are considering bringing on a second career coach to focus solely on licensed practical nurses and registered nurses. The performance system tied to retention is expanding to include all staff and efforts to advance frontline workers are gaining support from managers.