keeping your healthcare heroes strong and well
TRANSCRIPT
Keeping Your Healthcare Heroes Strong and Well
September 29, 2021
Thank You!!
The “Great Resignation”
• Resignations are rising among mid-career workers, ages 30-45• Managers’ resignation rates have increased• The healthcare and high-tech industries are seeing the most
resignations between March 2020 and March 2021• Healthcare industry saw resignation rates rise by 3.6%
attributed to:• Increased job stress and burn out• Higher pay with travel opportunities, staffing agency or
competitors (inside and outside of the healthcare industry)
Employment Impacts in Healthcare
Minimum Wage Increase Tomorrow!
Healthcare Sector Strategy
The Brevard Healthcare Workforce Consortium (BHWC) is an employer-driven partnership with education providers, workforce development and community stakeholders that focus on the workforce needs of healthcare employers in the
Brevard County.
Committees’ FocusStaffing and Education Committee
Recruitment, training, employment and retention • Increase the talent pipeline of HHAs, CNAs, LPNs, and RNs entering training programs
• Training candidate recruitment• Scholarship and grant resource location
• Develop strategies to promote workforce retention• Career pathway development• Job quality enhancement
• Fill Nursing Faculty Vacancies Soft Skills Committee
Increase leadership skills, interpersonal skills and work readiness skills in the current and future workforce. Our current focus is providing tools and strategies to support workforce resiliency.
Talent Campaign InitiativesNursing Career and Training Convention CNA Talent Attraction – Scholarships and Training
Facebook, Social Media and Community Events Campaign
Nursing Faculty Recruitment and Retention Task Force
Why Teach? Nursing Faculty Enjoy:
• Making a difference in healthcare through teaching• Sharing knowledge and experience with future nurses• Physical requirements of the job are not as demanding• The ability to work a school schedule, (no more nights, weekends,
and take summers off if you choose)• Pension benefits are available through the Florida Retirement
System by working for public institutions
• Earnings are based on 165 days of teaching
Registered Apprenticeship Healthcare Accelerator
Model:• Paid job, learn while you earn• Work-based learning, on the job training• Customized classroom learning• Wage progression as knowledge and skills are
demonstrated over time• Nationally recognized credential attainment
Healthcare Training and On the Job Training Opportunities Through
CareerSource Brevard
On the Job Training
Overview• Designed to bridge a skill gap • Provides knowledge or skills essential to the full and adequate performance of the job.• A permanent and fulltime position of 30 hours per week or more
Program Reimbursement• CareerSource Brevard will reimburse for up to 50% of the training wages • As an employer, you will be hiring, training, and paying your employee as you normally would.
CareerSource Brevard will reimburse your business on a monthly basis.
Suitable OJT positions• The candidate is somewhat qualified but requires training in order to be independent in the
position• Examples: New graduate Medical Assistant, Medical Secretary, Phlebotomist, LPN, RN, CNA,
HHA, Caregiver etc.
Requirements
OJT Employers also Must• Wait to start the individual in employment until all the paperwork has been approved and
contracts have been signed.• Provide periodic progress reports and allow on-site monitoring of training.• Provide the required reimbursement documentation of signed timecard and record of
employee payment.
Requirements• Provide a fulltime position that pays a minimum of $12.00 per hour• Provide a “formalized” training program that is specific to the candidate• Provide wages, benefits and working conditions equal to those provided to regular
employees• Prior to hiring, you will determine an appropriate training plan for your OJT employee
based on your business needs and the candidate’s skill set. The hours needed to train will bring the employee up to speed to successfully perform the job.
Eligibility
EligibilityThis is not an exhaustive list. People who qualify may include:• Low-income workers, including those receiving SNAP• Those who earn less than $20 an hour and have a family income that doesn’t exceed 250% of the Lower
Living Standard Income Level• Laid-off workers who are receiving or have received re-employment compensation,• Those who were providing unpaid services in the home but is no longer supported by spouse’s income
(displaced homemaker),• Formerly self-employed and are unemployed due to the economy,• Recently separated Veterans, or• Spouses of active duty military.
Scholarships AvailableWhat Programs Can We Pay For?
• Approved Training Programs listHttps://careersourcebrevard.com/wp-content/uploads/2018/10/Region-13-State-List.pdf
• Training that is approved in other areas of Central Florida can also qualify for scholarships.• Approved training ranging from Home Health Aide to an A.S. Degree in Registered Nursing.• CSB can award scholarships after the student has been accepted to a limited entry program.
What Do We Pay For?• Tuition, fees, books, testing, uniforms, etc.• Not guaranteed 100% (based on a program maximum)
Is There Unlimited Money Available?• No, but usually• Funding renews annually• Scholarships rewarded for length of training• The funding for training comes from the government, so there is an eligibility component
Eligibility vs SuitabilityEligibilityThis is not an exhaustive list. People who qualify may include:• Low income workers, including those receiving SNAP
• Earn less than $20 an hour and have a family income that doesn’t exceed 250% of the Lower Living Standard Income Level
• Are laid-off workers who are receiving or have received re-employment compensation,
• Were providing unpaid services in the home but is no longer supported by spouse’s income (displaced homemaker),
• Are formerly self-employed and are unemployed due to the economy,
• Are recently separated Veterans, or
• Are spouses of active duty military.
SuitabilityMeeting eligibility doesn’t entitle a person to a training scholarship:• Aptitude and interest assessments will be conducted by Career Counselors
The purpose of any scholarship award is to help the job seeker enter related employment immediately after training, and also to do our part to provide workers to
the healthcare industry.
Awarding Funding
How is funding training awarded?• The Career Counselor compiles assessment information and the cost of
training and submits it to the internal scholarship unit for approval• Requests are usually approved in a day or two• Once approved, expenses are paid for through vouchers made out to the
schoolWhat else is involved for the CSB customer?
• A continuum of services will be provided by Career Counselors• Assessments (aptitude/interest)• Training• Job Placement• Monthly meetings are important to track progress and prepare for
employmentAfter the training is over
• Direct Placements or On-The-Job Training opportunities• One year of quarterly follow up services
Questions?
Initiatives to Recruit, Develop and Retain Career-Entry Healthcare Heroes
Panelists
Initiatives to Recruit, Develop and Retain Healthcare Heroes
• Patient Care Attendant Training Program - Houston Prater, LPN Staff Development and Mary Nave, PCA/CNA Instructor, Viera Del Mar
• CNA Recruitment, Preparation and Training Partnership - Teri Jones, Executive Director, METCA’s Elderly Compassionate Care Program and Ann Marie Prendergast, Administrator, Brevard Nursing Academy
• Rehabilitation Nursing Technician Job Expansion -Nupur Vanderlick, MS, SHRM-CP Human Resources Director and Kerri Fackler, Director of Quality and Risk Management/Interim CNO, Encompass Health - Sea Pines Rehabilitation Hospital
Strategies and Resources to Foster Resiliency
Sustaining our Healthcare Heroes
Panelists
Strategies and Resources to Foster Resiliency
• Yellow Card and Community Resources – Elizabeth Fears, Community Outreach Specialist, Eckerd Connects
• Frontline Nursing During COVID-19 – Rayna Letourneau, PhD, RN, Assistant Professor, University of South Florida College of Nursing
Break Out Sessions
Breakout Session Individual Goals
• Meet one new peer during your breakout session• Share one idea or concern• Take away one new idea to help with recruitment,
retention/resiliency or professional development
Breakout Session Group Goals
• Share your name, where you work and provide an answer to the question your facilitator will ask
• Brainstorm for solutions to the breakout session topics• Identify the group spokesperson• Share your ideas when we return to the main session
Three Sessions – Randomly Selected
Break Out Sessions – Brainstorming for Solutions – Amy Thompson, Bossibly
• Preparing Career Entry Adults for Training and Employment – Identifying needs and brainstorming solutions – Facilitator – Ann Marie Prendergast, BNA
• Recruitment and Retention Strategies – Attracting hidden talent to work in healthcare – where are they and how do we get them into healthcare careers? – Nupur Vanderlick, Sea Pines
• Resiliency Strategies – Identifying resiliency challenges and recommendations for supporting resiliency in the workplace – Rayna Letourneau, USF
Break Out Session Feedback