1. Department of Administrative Services Nursing Summit April 5, 2001 Jim Hutt

2. April 5, 2001 2 Retention Strategies  Always assume that employees have another job waiting  There is no single strategy that will retain people  Linked to organizational goals and employee satisfaction

3. April 5, 2001 3 Retention Strategies (continued)  Integrated themes that collectively deliver the organization’s retention message: 1)New Hire Socialization Program 2)Managerial Transformation 3)Effective Communication 4)Employee Career Development 5)Total Compensation/Benefits Package

4. April 5, 2001 4 1) New Hire Socialization Program  Based on the premise that new employees will be staying for 20 years  Incorporates formal sponsorship and mentoring programs  Teaches organizational values leading to values that are shared

5. April 5, 2001 5 1) New Hire Socialization Program (Continued)  Connects the actual work setting to the orientation curriculum  Delivering employees quickly to work is not the major goal  Synchronizes the HR, education, and clinical setting components  Is an ongoing process with no established time limits

6. April 5, 2001 6 2) Managerial Transformation  Shift from clinical focus to human relations/management focus  Continuous learning programs for managers and supervisors  Advance the goals of the organization by accepting the “hard” challenges

7. April 5, 2001 7 2) Managerial Transformation (Continued)  Direct responsibility for new hire programs  Assist in learning the tasks of the job  Provides an understanding in the employee’s role in the group/unit  Ensures that true sponsorship and mentoring is occurring  Provides timely feedback on performance  Responsible for employee career development

8. April 5, 2001 8 3) Effective Communication  Shared and continuous  Used to form group objectives  Encourages constructive feedback including diverse and dissenting suggestions  Information disclosure

9. April 5, 2001 9 4) Employee Career Development  Focus is on career mobility in the organization  Dual career tracks  Managerial-focus primarily on the skills to benefit managers  Clinical-focus primarily on the skills to benefit bedside nurses  Fellowship programs for non-specialty RN’s

10. April 5, 2001 10 5) Total Compensation/Benefits Package  Competitive salary and benefits  Flexible benefits to meet personal needs  Effective quality of work life programs  Reward programs tied to organizational/personal goals  Must be deliverable Non-monetary options

11. April 5, 2001 11 The Employee Value Proposition The Employee Value Proposition (EVP) is the reason(s) why our employees come to work everyday. The role of HR professionals and line managers is to know the organization’s EVP, strengthen it, and build jobs that maximize it.

12. April 5, 2001 12 What Is Your EVP? Agency values and culture Nature of the work Agency image and reputation Quality of colleagues Compensation and lifestyle

13. Retention comes from building emotional bonds between the workers and the employer that are strengthened WHEN managers pay attention to issues that are important to their workers.