703: Leading Orientation Efforts - PowerPoint Presentation

Slide1

703: Leading Orientation EffortsSlide2

Agenda

Introductions

The importance of staff orientation Orientation strategies grounded in best practiceAssessming the strengths and gaps Action planningSummary and workshop closure

2Slide3

Learning Objectives

Identify the relationship between staff orientation and other organizational factors

Identify components of an effective orientation programAssess the strengths and gaps in agency capacity to enhance orientation practiceIdentify quick wins to support the orientation of new workers3Slide4

According to Research…

Children

with one caseworker had a 74.5% chance of permanency compared to 17.5% for children with two workers, and 5.3% for children with three workers. (Flower et al., 2005).4Slide5

Caseworker Turnover

Many workers admit to not having been provided the resources and opportunities to develop the needed

skills to perform successfully in child welfare. They attribute their own lack of competence and that of their co-workers and supervisors to negatively affecting job satisfaction. This has been identified as a major cause of casework turnover.

(Hewitt, Larson, &

Lakin

, 2000; Larson,

Lakin

, &

Bruininks

, 1998).

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According to Research…

Reducing

stress and providing realistic information about job stresses to new employees after hire can reduce turnover. (Larson, S., Hewitt, A., 2012)

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Onboarding

or

Orientation?7Slide8

Two Main Functions of an Orientation Process

To introduce new employees to the culture of the organization and provide opportunities to acculturate.

To foster understanding of how a new employee’s job functions connect to the larger agency. 8Slide9

Reflective Thinking Activity

D

iscuss the questions on page 7 of the Participant Guide.Identify at least one main reason you would be interested in enhancing your orientation program?Document this reason on page 8 of the Participant Guide.  9Slide10

Why Take the Time?

What is the

main reason you would be interested in enhancing your orientation program?10Slide11

County Examples

Which aspects

of a model orientation program speak to the needs of your agency?11Slide12

Comparing and

Prioritizing Activity

Answer the questions on page 14 of the Participant Guide:Compare and contrast your list on page 13 of the Participant Guide. Identify three ideas that as a group, you think will have the most impact if implemented. Identity what impact would they have.

Of

the

three

pick one that the group agrees will

have the most impact on the

success of the

orientation program/retention

of

staff.

(For report-out)

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Strengths, Gaps, and

Remedies Activity Instructions

Refer to Participant Guide pages 16-17, discuss, and identify the following in small groups:What are the strengths that will help your agency achieve the main outcome you identified? (report-out top 3)What are the gaps/barriers that keep you from reaching your outcome? (report-out top 3)What are the reasons for the gaps

identified/remedies?

(report-out top 3)

Which remedies are most easily addressed?

Identify

three main themes or areas for improvement. 

13Slide14

Quick Wins/Next Steps Activity

Identify

at least three “quick wins” you can do immediately to support your agency’s identified orientation effort. 14Slide15

You Must Have Questions!

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Learning Objectives

Identify the relationship between staff orientation and other organizational factors

Identify components of an effective orientation programAssess the strengths and gaps in agency capacity to enhance orientation practiceIdentify quick wins to support the orientation of new workers16