Workforce Development Committee: Metrics and Research
Argentum Workforce Development Committee
Committee Charter Purpose The Workforce Development Committee advises and supports all Association activities related to recruiting and retaining a strong and professional workforce.
Committee Key Responsibilities To accomplish its charter the committee shall have the following responsibilities: • Examines and recommends positions to the Senior Living Public Policy Committee on those government proposals or actions that either impeded or promote the industry’s ability to recruit and retain a strong and professional workforce. • Oversees the Association’s research and information services related to recruiting and retaining a strong and professional workforce. • Conceives, develops, plans and oversees products and programs to support the recruitment and retention of a strong and professional workforce, including but not limited to credentialing initiatives. • Oversees the development of plans, programs and policies that enhance the interest, understanding and confidence of the public in the industry related to recruiting and retaining a strong and professional workforce.
Committee Members • • • • • • • • • • • • • •
William Pettit Oscar Cardona Jerry Finis Tana Gall Mercedes Kerr Daniel Lawson Mike Leader Sally Michael Paul Mullin Mathew Peponis Collette Valentine Doug Lessard Mark Woodka Paul Williams
Merrill Gardens (Chair) Holiday Retirement Pathway Senior Living Blue Harbor Senior Living Welltower Brandywine Living Country Meadows Retirement Communities California Assisted Living Association (CALA) Silverado Greenfield Senior Living Integral Senior Living Belmont Village Senior Living OnShift Argentum (Staff)
Subcommittees • Research & Metrics (Oscar Cardona, Chair) • Awareness & Outreach (Sally Michael, Chair) • Professional Development & Academic Partnerships (Tana Gall, Chair)
Proposed Turnover and Retention Metrics
Goals • Establish consistent industry wide metrics for: • Turnover • Retention • Engagement • Others • Start small – 1-3 key metrics • Make it simple • For members to report • For members to digest • Expand as necessary
Approach • Look for existing methods within and outside of senior living • Ensure data is easily accessible to report for members • Use an approach that gives useful, accurate data • Don’t skew data to make it look better or worse
• Get started quickly and refine from there • Full time vs. Part time • Full time is > 30 hours/week • Part time is < 30 hours/week
Turnover, Retention and Stability Employee Turnover
number of separations / number of employees at period end
Employee Retention
number of people on the payroll today that were on it a year earlier / number of employees at period end
Stability
relationship between turnover and retention
Proposed Turnover Definition # of Terminations In period Turnover % = Active Employee Count At End of Period • Measures employees leaving • Quantifies how much of a community’s active staff left the organization across a given time span • Only Turnover % with the same time spans are comparable • Other industry turnover definitions use annual/12-month time span
• The one-time “end-of-span” active employee count denominator is comparably accurate and a lower reporting burden than “Average Employee Count”
Proposed Retention Definition # of Continuously Employed In Period Retention % = Active Employee Count At End of Period • Measures how much of the roster has stayed • Same denominator as the Turnover metric, but very different numerator • 12-month continuously employed is standard used by other industry definitions
Staff Stability: the number of times the same positions turn over
Optional Stability Index Stability Index = Turnover% 100 - Retention%
Retention %
100 90 80 70 60 50 40 30 20 10 0
10.0 5.0 3.3 2.5 2.0 1.7 1.4 1.3 1.1 1.0 100
9.0 4.5 3.0 2.3 1.8 1.5 1.3 1.1 1.0
8.0 4.0 2.7 2.0 1.6 1.3 1.1 1.0
7.0 3.5 2.3 1.8 1.4 1.2 1.0
6.0 3.0 2.0 1.5 1.2 1.0
5.0 2.5 1.7 1.3 1.0
4.0 2.0 1.3 1.0
3.0 1.5 1.0
2.0 1.0
1.0
90
80
70
60
50
40
30
20
10
0
Turnover %
• Measures turnover concentration - the number of times the same positions turn over • Higher number = concentrated turnover targeted solutions • Lower number = widespread turnover global solutions
Examples â&#x20AC;&#x201C; 100 Employee Community â&#x20AC;˘ If 80 percent of employees are retained and turnover is 40 percent, the same positions have turned over 2 times 40% (100%-80%)
= 40% 20% = 2
â&#x20AC;˘ If 50 percent of employees are retained and turnover is 60%, the same positions have turned over 1.2 times 50% = 50% (100%-60%) 40% = 1.2
Job Codes • Executive Director • Wellness Director/Nurse Leadership • Other Community Directors – Food Service, Activities, Maintenance, Sales, etc. • Line Staff • Caregivers, chefs, laundry, wait staff, wellness nurses, activities, maintenance, BOM, etc.
• Rollups for analysis • Community leadership • Line staff by department
Value of Using This Methodology • Fairly simple reporting requirement for members • Snapshot of staff at month’s end avoids issue of averaging averages • Consistency with other metrics would enable benchmarking between skilled nursing and senior living (when desirable)
Near Term Additions • Retention and Turnover Analysis by • Ethnicity • Age group • Other?
Engagement Metrics • Generally survey oriented • Many doing annual survey • Very qualitative • Lots of variability company to company
• ENPS – Employee Net Promotor Score • On a scale of 0-10 how likely are you to recommend us as place to work • 9-10 are promotors • 7-8 are neutral • 0-6 are detractors
• ENPS = (# of promoters - # of detractors) / total # of respondents • Range of scores is -100 to +100
Next Steps • Review and discuss • • • • • •
Review and input of Argentum Workforce Development Committee Review and input of Argentum Human Resources Executive Roundtable Review and input of Argentum Board of Directors Approach and calculations/determination of additional metrics Initial timing of submissions (i.e. monthly, quarterly, etc.) Discuss 3rd party hosting strategy and options
• Refine multi-year Senior Living Workforce Development Committee Plan • Adoption of multi-year Senior Living Workforce Development Committee Plan by Argentum Board of Directors
Questions? Argentum 1650 King Street, Suite 602 Alexandria, VA 22314
(703) 894-1805