Download
1 / 13

Retention Toolkit: Resources for Retaining Valued Staff - PowerPoint PPT Presentation


  • 168 Views
  • Uploaded on

Retention Toolkit: Resources for Retaining Valued Staff. VOICES Conference Workshop Ann Arbor, Michigan June 26, 2009. Agenda. Joint Effort/Background Goals and Objectives Retention Issues and Challenges What is the Retention Toolkit Who is Involved/ What are their Roles

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Retention Toolkit: Resources for Retaining Valued Staff' - edan-odonnell


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Retention toolkit resources for retaining valued staff

Retention Toolkit: Resources for Retaining Valued Staff

VOICES Conference Workshop

Ann Arbor, Michigan

June 26, 2009


Agenda

Agenda

Joint Effort/Background

Goals and Objectives

Retention Issues and Challenges

What is the Retention Toolkit

Who is Involved/ What are their Roles

Pilot Experience

Website


Joint effort
Joint Effort

Business and Finance, Health System, Dearborn Campus

Project Team Members

Rebekah Ashley, Academic HR

Nancy Kelly, HSHR

Veretta Nix, HSHR

Anthony Walesby, Office of Institutional Equity

Darrell Washington, UHR

Tim Wood, UHR

Champions

Deborah Childs, HSHR

Laurita Thomas, UHR


Background
Background

  • Recommendation from the Faculty and Staff Recruitment Sub-committee Report and the Diversity Blueprints Final Report , 2007

  • Both reports indicated a concern for faculty and staff at risk of leaving the University for other opportunities

  • Human Resources’ Strategic Plan 2010 Goal to develop leading practices in the recruitment, retention and development of outstanding faculty and staff

  • FY 08/09 Business and Finance Diversity Plan Action Item #5 - develop tools and templates to be used in a retention interview process

  • A Steering Committee was appointed in the Spring of 2008 to research the issues and make recommendations


Goals and objectives
Goals and Objectives

Develop web-based diagnostic tools and templates for managers and supervisors to proactively identify retention risks and career issues or concerns

Develop discussion guidelines for managers and supervisors to conduct retention interviews and career discussions

Develop career reflection questionnaire for staff members to inventory their career and identify their aspirations, opportunities, issues, and concerns

Align the process with existing HR processes (e.g., work planning sessions, supervisor training programs-FOSII)

Develop action plan to track individual progress

Design for self-service delivery


Retention issues and challenges
Retention Issues and Challenges

People tend to seek other opportunities during the first 3 years of service

“Cascade effect: when one person leaves, others follow”

“Diversity in small numbers. Feeling of isolation. Don’t feel part of the community”

“Employees want to be able to provide feedback about their work experience, issues or concerns regarding career goals/aspirations in a positive, non-threatening setting ”

Number of employees becoming eligible for retirement through 2014 is increasing for the majority of staff career families (these estimates include UMHS)

African American and Hispanic Managers are among the highest eligible for retirement through 2014


What is the retention toolkit
What is the Retention Toolkit

The Retention Toolkit is a set of web-based tools and discussion guidelines designed to help managers and supervisors conduct interviews and career discussions with staff that are at risk of leaving the University for other opportunities. The tools include resources for employees to inventory their career aspirations and focus their career development plans. The discussion guidelines provide a foundation for a positive two-way interview to determine if staff career expectations are being met and whether an action plan for job satisfaction and growth is necessary. The Retention Toolkit is not intended for performance related issues.


Web based toolkit
Web-Based Toolkit

Understand Retention Risks and How to Minimize Them

How do I know if I have or may experience a Retention Issue?

Identify Staff that may be a Retention Risk

Retention Risk Matrix 4 Panel Chart and Instructions

Prepare for and Conduct Retention Interviews/Career

Supervisor Pre-Interview Worksheet

A Sample Interview with a Staff Member

Supervisor Interview Notes Form

Career Reflection Questionnaire for Staff

Take Action

Job Satisfaction and Growth Action Plan


Who is involved what are their roles
Who is Involved? What are their Roles?

Manager/Supervisor/

Identify staff that may represent a retention risk using the 4 Panel Matrix Chart

Schedule retention interview and/or career discussion

Give staff the Career Reflection Questionnaire to complete before the interview

Complete a Pre-Interview Worksheet

Practice using the Sample Retention Interview

Conduct interview - take notes using the Supervisor Interviewer Note sheet

Discuss Job Satisfaction and Growth Plan actions


Who is involved what are their roles continued
Who is Involved? What are their Roles? continued

Staff Employees

Complete Career Reflections Questionnaire

Participate in the interview

Develop a Job Satisfaction and Growth Plan, if necessary

HR

Make process available as an on-line, self service tool

Be a resource as required


What did we learn from the pilots
What did we learn from the Pilots

Staff better able to align career goals with the department’s goals and unit/business priorities

Toolkit allows for staff to express their career issues, concerns, and aspirations and the positive factors of working at the University to be reaffirmed

Process can be easily incorporated into the staff coaching, feedback, and annual work planning sessions

Process can be used to effectively engage diversity staff around career issues or concerns

Entire process only takes 30 minutes to 1 hour



ad