PEER
MENTORS
Making a POSITIVE
Impact on Retention Statistics
and
Improving Job Satisfaction
Presenters:
• Penny Abulencia
Loretto VP Community Services
Executive Director PACE CNY
• Cheryl Holava
Director of Loretto Community
Based Education & Peer Mentor
Co-ordinator
Presenters:
• Shelley McCann
Peer Mentor Supervisor
• Kim Lanno
Peer Mentor
• Deidre Johnson
Peer Mentor
Need Observed:
Idea  practice
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
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.
An idea whose time has
come!
Victor Hugo
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.
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.
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.
Design
• Issues that we could impact:
improving communication
skills
early intervention to relieve
the predictable stressors
Design
• The Mentor Supervisor’s role
became a dedicated position
Lay the
foundation
• Do not underestimate the
importance of the preliminary
ground work.
It will determine the success of
the program
Major Organizational
Attitude Change
• Not just about training a few
exceptional Aides
• Need for considerable thought
and preparation
Leadership Support
• Be a champion
• Explain the plan and everyone’s
role in it, clearly to all staff.
• Acknowledge the value
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
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 nonjudgmental of differences
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.
Common Stressors met in the 1st
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
How fast can they get
out the door?
• Frustrated
• Lost
• Lack of
confidence
 Overwhelmed
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
Support
• Next question,
“So what can a mentor
do about these issues?”
Mentor training
•Join us at our
Break-out Session
to see
HOW?
Important Learning
•“ This could benefit
my entire life ! ”
Benefits
• positive career move
• recognition of their worth
• increased job satisfaction
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.
Retention
and
Statistics
Improvements begin!
new aides retained through their 1st 6 months of employment
•
•
•
•
•
•
2005 Estimated =
2006 =
Peer Mentoring Practiced
2007 =
2008 =
2009 = (Jan.-June)
(July-Dec.)
• Last 6 mos. (10/09-03/10) =
52%
72%
???
76%
81.75%
61% ???
80%
93%
Another initiative
• Addressing Long-term Valuable
Employees needing to revitalize
• Career Ladder
HHA
GCW
Mentor
GCW II
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
Mentor Training
Details &
Retention Techniques
See you in Break-out
Session!