1. PEER MENTORS Making a POSITIVE Impact on Retention Statistics and Improving Job Satisfaction

2. Presenters: Penny Abulencia Loretto VP Community Services Executive Director PACE CNY Cheryl Holava Director of Loretto Community Based Education & Peer Mentor Co-ordinator

3. Presenters: Shelley McCann Peer Mentor Supervisor Kim Lanno Peer Mentor Deidre Johnson Peer Mentor

4. Need Observed: Idea  practice

5. The Future of HealthCare  pool of skilled direct care workers Need to keep the workforce we have. Provide on-going learning opportunities for growth – personally and professionally

6. The Mentor Program PACE CNY recognized the value in the concept of mentoring as a support for our Direct Care Workers and actively pursued development of that plan 2005-2007.

7. An idea whose time has come! Victor Hugo

8. Opportunity Knocks! 2006, Project Home Community Workforce Development Grant. The Union Training Fund Connection with a consultant from PHI to prepare us Mentor Training Program.

9. Retaining the New Employee At the end of 2007, we studied the year’s total “departures from employment” for specific reasons:  Largest # of Voluntary and Involuntary terminations were in the first 3 months of employment  We brainstormed to create a variety of approaches to address the issues that we can have some influence over.

10. Program Designed after collection of information from: Staff focus groups Purpose: develop program goals and created criteria for choosing Mentor candidates. Staff “buy-in” is critical.

11. Design Issues that we could impact:  improving communication skills  early intervention to relieve the predictable stressors

12. Design The Mentor Supervisor’s role became a dedicated position

13. Lay the foundation Do not underestimate the importance of the preliminary ground work. It will determine the success of the program

14. Major Organizational Attitude Change Not just about training a few exceptional Aides Need for considerable thought and preparation

15. Leadership Support Be a champion Explain the plan and everyone’s role in it, clearly to all staff. Acknowledge the value

16. Training Peer Mentors involves helping them to: Develop good interpersonal communication skills Become more self-aware Build a Leadership role model potential around a positive attitude including pride in their work

17. Program Goals Assist new aides in developing problem solving strategies, guide them-don’t solve for them Understand differences in the way people learn Accept the need to be non- judgmental of differences

18. Your first week at a new job? No matter the level of employment – there are feelings  Please think about your own feelings the first week you were at your current job.

19. Common Stressors met in the 1 st 3 months We collected input from the workforce. Common issues and feelings were reported: FEAR inadequate skills being in unfamiliar territory Feeling or looking “stupid” exclusion by co-workers or Participants “new kid” syndrome

20. How fast can they get out the door? Frustrated Lost Lack of confidence  Overwhelmed

21. Stressors Desperate to succeed Unfamiliar with traveling required in Community Care Don’t know where to go to solve problems encountered  Afraid to complain or suggest

22. Support Next question, “So what can a mentor do about these issues?”

23. Mentor training Join us at our Break-out Session to see HOW?

24. Important Learning “ This could benefit my entire life ! ”

25. Benefits positive career move recognition of their worth increased job satisfaction

26. Benefits New skills influenced other seasoned aides positive inter –actions constructive problem solving role modeling of respect for others future opportunity to become a Peer Mentor.

27. Retention and Statistics

28. Improvements begin! new aides retained through their 1 st 6 months of employment 2005 Estimated = 52% 2006 = 72% ??? Peer Mentoring Practiced 2007 = 76% 2008 = 81.75% 2009 = (Jan.-June) 61% ??? (July-Dec.) 80% Last 6 mos. (10/09-03/10) = 93%

29. Another initiative Addressing Long-term Valuable Employees needing to revitalize Career Ladder HHA GCW Mentor GCW II

30. Geriatric Care Workers II Career Ladder Development Graduate from 13 day Certificate Class  CHHA Complete 36 hrs. of Enhanced Trng on Geriatric Issues  GCW Complete 30 hrs training to become a Peer Mentor 8 GCWs Applied for & Completed 30 hrs. of concentrated Trng. on Dementia Care, Behavioral Mngmt. & EoL Care – be prepared to support Home Care Nurses and Aides with challenging cases  GCW II includes salary increase Both attend Booster Sessions every other month

31. Mentor Training Details & Retention Techniques See you in Break-out Session!