Strategic Workforce Interventions Andrew L. Reitz Barbara Schmitt Child Welfare League of America

Session Goal What I Won’t Do: Provide Easy Solutions to Your Workforce Problems What I Will Do: Describe a Process for Finding Your Own Solutions

Why Workforce Interventions Fail 1. Lack of Commitment 2. Lack of Focus 3. Inadequate Under- standing of the Issues 4. Poor Follow Through

The Nine Step Strategic Plan 1. Establish a Workgroup 2. Define the Workforce Vision 3. Identify Gaps Between the Vision and Practice 4. Generate Hypotheses Re: Causes of the Gaps 5. Establish Baseline Performance and Goals

The Nine Step Strategic Plan 6. Identify Intervention Strategies 7. Implement the Interventions 8. Evaluate Intervention Outcomes 9. Incorporate Strategies into Organizational Practice

Establish Your Workgroup Membership Broad representation Include “experts Your first intervention Process How will the group function?

Process Issues How will the group meet? Who will lead the group? How will the group be structured? What are the expectations for members? What are the timeframes? What resources are available for the group’s operation?

More Process Issues What is the scope of the group’s responsibility? What are the budget constraints for recommendations? How will the group make decisions? How much decision- making authority does the group have?

Defining Your Workforce Vision Two Critical Components: Core Ideology Who you are Discovered Unchanging Envisioned Future Where you are going Built Constantly created

Sample Vision Statement Core Ideology The workplace at the Wee Care Pre-School will foster and support competent, caring, and consistent supervision; cohesive teamwork; constant staff learning and professional development; and a family- friendly work environment.

Sample Vision Statement Envisioned Future All agency supervisors will be well trained, will meet at least weekly with each of their workers, and will consistently demonstrate care and concern. All staff members will be trained in the skills needed to be good team players, will demonstrate those skills on a consistent basis, and all major agency functions will utilize team processes.

Sample Vision Statement Envisioned Future The agency will provide intensive staff training for all employees, will encourage and fund college and other professional develop- ment activities, and 100% of staff will participate. The agency’s will provide for family leave, flexible hours, family insurance coverage, and additional family friendly benefits.

Identify Gaps: Vision vs. Reality Analyze available data Identify areas where needed data are unavailable Collect needed data Evaluate data and report on critical gaps Use feedback to finalize gap analysis

Analyze Why Gaps Exist Why? Every gap (or problem) has a number of possible causes Each cause is likely to require a different intervention How? Further review of data Interviews with involved personnel

Sample Gap Analysis Questions Is there enough training? Do we teach the right skills? Do we teach effectively? Are skills being mastered? Are the trainers skilled? Do we train at the right times? Do supervisors follow up?

Establish Baseline Levels and Goals Turnover and Vacancy Baseline Goals Each Identified Target Area Baseline Goals

Selecting Interven- tion Strategies Obvious by now Research review Other agencies Fine tune the details Assess cultural fit

Implementing the Interventions Clear description of each intervention Assess implications in related areas Step-by-step plan Review likely barriers Cheerlead

Evaluating Impact of the Interventions Four Levels of Impact 1. Did it happen? 2. Did it work? 3. Did it impact retention/recruitment? 4. Did it result in better services/outcomes?

Actions Based on Your Evaluation Discard Revise and try again Adopt

Incorporating Inter- ventions into Practice Assign responsibility Ensure adequate resources Ensure extra short-term support Review frequently at first Evaluate to ensure continued effectiveness