PALTgrow Careforce Retention Mini Self-Assessment: Fostering Belonging

PALTgrow Careforce Retention Mini Self-Assessment: Fostering Belonging

This assessment takes approximately 5 minutes to complete. The last two questions are optional.

Tips for use:

Utilize this mini self-assessment, with members of your QAPI Committee, to reflect on aspects of your careforce retention structure, the way you use data and to consider opportunities to enhance your retention initiatives
Consider your overall assessment of each numbered question (bullets are examples of types of strategies)
Revisit semi-annually or annually to highlight and celebrate progress and establish next priorities for continuous improvement.

FOR EACH QUESTION, SELECT THE OPTION THAT MOST CLOSELY FITS WHERE YOUR FACILITY IS ON YOUR RETENTION JOURNEY

Organization (your nursing center)*

Note: Information from this self-assessment will be aggregated and shared in summary form only. All identifying information including organization, name, etc. will be kept confidential.

First Name*

Enter the first name of the individual completing the self-assessment. If more than one person completes the self-assessment, use the link to complete multiple entries.

Last Name*

Enter the last name of the individual completing the self-assessment

Role*

Current role in your organization

Length of time in your current role*

Select

Current onboarding Process*

Our current onboarding process includes at least 3 of the following elements:

Opportunities to actively engage with senior operational and clinical leaders beginning with the first day of employment
A "welcoming" or other program that introduces new employees to the organization's mission, vision, values and culture
A peer-to-peer or mentoring program to support new hires in adjusting to their new role
Onboarding process maps for general and job specific orientation
Regular touch base meetings with supervisor (i.e., within first 10 days, weekly) to build trust, answer questions, resolve challenges)
Individual goal setting for the first 180 days
A process for onboarding relief workers

Select

1st Year Retention Strategies*

Our current retention strategies to help retain employees in their first year include elements such as:

Peer-to-peer or mentoring program to support new hires in adjusting to new role
Active coaching with feedback occurs throughout the year and addresses progress towards goals
Regular leadership meets with Department Managers that have a standing agenda including discussion of new employees, their adjustment, pulse check, progress towards goals
Shared Gover opportunities (e.g. Nurse Councils or other structures)
Expanded goal setting for 180-365 days
Staff-led performance improvement projects

Select

Careforce Retention as a QAPI Initiative*

We have systems that effectively collect, analyze, and display our turnover, retention and employee satisfaction data and:

We discuss data, analyze trends and establish action items as a standing QAPI agenda item
Turnover, retention and employee satisfaction data is aggregated by tenure and a minimum of one other factor (e.g., age, ethnicity, ESL, unit assignment)
All staff (including weekend, per diem, 3rd shift) have regular opportunity to see turnover, retention and employee satisfaction data and to contribute ideas to improve

Select

Internal Leadership Pipelines*

Our current retention program includes at least 1 of the following elements:

A defined succession plan for leadership positions
Leadership development to assure that managers and leaders know how to give timely feedback, create psychological safety and build trust
Float Nurse Managers
Career pathways

Select

Safety Culture

Our current safety culture includes:

A strategy to mitigate burnout
A strategy to prevent workplace violence
A strategy to support employee wellness
Leadership rounds
Just Culture and psychological safety enable employees to feel safe reporting safety concerns and near misses

Select

Leadership Culture*

We foster a leadership culture that includes:

Shared governance (participation in decision making)
Constructive feedback
Consistent, effective communication

Select

Resident and Care Partner Engagement*

Our current retention program helps new staff feel connected to residents they will be caring for and fosters a sense of community within the facility by (includes at least 1 of the following strategies)

At least 1 resident and/or care partner is an active part of the structured Day 1 orientation agenda
Resident-led facility tours highlight key areas and resident experiences
Meet and Greet events
Resident-led welcome sessions sharing stories and experiences

Select

Training for new treatments or services*

Training for new skills and service lines occurs prior to acceptance or retention of a resident requiring new treatments or clinical competencies to treat.

Select

Staff Engagement with Identifying Training Needs*

There is a defined process for staff to identify and help prioritize training needs.

Select

Path for Learning & Performance Milestones*

All team members have a well-explained path for learning and performance milestone (e.g.,)

Staff are provided with internal career ladder opportunities
Staff are supported to obtain specialty certifications
Staff are eligible for tuition support
Staff are eligible for leadership development programs

Select

Strategy of Most Interest

One strategy (does not have to be one listed on the assessment) I'd be more interested in learning more about is:

One best practice I have

One best practice I have in place that is not listed in the assessment is:

Send me a copy of my responses

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