DSW
Call Summary: Challenges of Evaluation. North Carolina ’s
CMS Direct Service Workforce grant is implementing three interventions
within five provider agencies, some very small and some with over
100 employees. The interventions are subsidized health insurance, a career ladder
(with several components including an employee assistance program) and a merit
based recognition program. Click
Here.
Evaluation Topic Conference Call Series. Call
Summary:Surveying Supervisor/Managers: Administration and Methodology.
The UNC team began by sharing their experience administering supervisor/ administrator
surveys statewide. There is a diverse group of facilities in North Carolina and
the team surveyed supervisors and administrators of Nursing Home, Adult Home,
Hospice, and Home Health agencies. Their primary instrument was an 8 page mail
survey. Click
Here.
Evaluation Topic Conference Call Series. Call
Summary: Surveying Direct Service (Care) Workers:
Administration and Methodology.
They had only planned to do in-person interviews but ended up also doing telephone
interviews as well to accommodate availability of staff for research purposes.
Survey was conducted through in-person interviews and focus groups. Click
Here.
Evaluation Topic Conference Call Series. Call
Summary: Measuring Turnover and Retention.
The Pennsylvania State University Department of Health Policy and
Administration is conducting the evaluation of the Better Jobs, Better
Care program. One of the more important outcomes they are interested
in for the evaluation of the BJBC program is turnover/retention because
of its relationship to job satisfaction and quality of care. Click
Here.
DSW
DSW Site-specific Evaluation Plans: 2003 and 2004 Grantees.
This report was prepared under a contract with the Centers for
Medicare & Medicaid
Services (CMS)and includes site-specific evaluation plan summaries
for each of the agency’s 2003 “Demonstration to Improve
the Direct Service Community Workforce”grantees.
Click
Here.
Workforce Status and Outcomes Survey.
Helps to determine your success in recruitment and retention efforts. http://www.rtc.umn.edu/pdf/statusandoutcomes.pdf
Assessing Retention Outcomes.
This document will help you to determine your turnover and vacancy
rates to choose strategies for retention, identify reasons your agency
experiences turnover, and provide a benchmark for how well current
interventions are working. http://www.rtc.umn.edu/pdf/retention.pdf
New Staff Survey. This survey
assesses the extent to which a new employee's experiences matched
his or her expectations. Averages scores of less than 4 on the five
point scales identify areas in which better information should be
provided during the hiring process. http://www.rtc.umn.edu/pdf/newstaffsurvey.pdf
Staff Satisfaction Survey.
This survey is a general satisfaction survey for staff. It also collects
opinions about the best aspect of organizations, what organizations
can do differently to help people in their jobs, factors that make
people want to leave and factors that make employees want to stay
at the organization. http://www.rtc.umn.edu/pdf/staffsatisfaction.pdf
Policy Research Brief. A
newsletter summarizing research on policy issues affecting persons
with developmental disabilities. Published by the Institute's Research
and Training Center on Community Living. http://ici.umn.edu/products/newsletters.html#prbrief
Annual DSS Turnover and Vacancy
Rate Worksheet. This form will help you to determine your
turnover and vacancy rates to choose strategies for retention,
identify reasons your agency experiences turnover, and provide
a benchmark for how well current interventions are working. http://www.rtc.umn.edu/pdf/turnover.pdf
Exit Survey. This is an adaptation
of the staff satisfaction survey specifically designed to learn the
opinions of staff who are leaving. Because the questions are parallel,
scores can be compared to those for staff who are current employees. http://www.rtc.umn.edu/pdf/exitsurvey.pdf
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