Training

and

Development

Foundation training and

how it affects strong agency

practice and retention

Training Manager

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WELCOME

Joanne O’CallaghanSheri Dowler

Child Welfare Training Supervisor

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20 year pinning ceremony with Mayor Hancock, November 2015

WHY ODYSSEY?

MISSIONTo recruit, develop, and retain a highly skilled

workforce

GOALTo find new ways to better support and provide the

skills & knowledge necessary for new workers to be

successful and to better service families and the

community at large

BACKGROUND18 years in Child Welfare

Loss of staff

Evolving and impactful practice

Children safety and partnering with families

WHAT IS ODYSSEY?

• Cohort-based learning• Child Welfare State Academy• Denver County in-service trainings• Field Mentoring• Practice Mentorship Program• Bridging theory with practice for new learners• Shadowing opportunities• Weekly supervision• Ongoing support through Alumni groups• Professional coaching

What we provide

LEARNERS BECOMING LEADERS

Training and Development on essentials in

Child Welfare

• Colorado’s Children’s Code• Volume VII• Child Welfare Core Competencies• Best Practice in Child Welfare (evidence-based)

STRUCTURE

HIRING AND PROCESS

RECRUITMENT PROCESS

• MEET AND GREET

• INTERVIEW PROCESSPanelo Inclusion of staff for various units in the interview processo Minimum 3 staff on interview panel

o AsdfQuestionso Competency & behavioral based interview questions

o Standardized hiring process – focus on candidate competencieso Writing sample

Screen outo Supplemental questions – graded by HRo Writing sampleo Candidate evaluation through competency & behavioral based

questions

In the workso CVI

Who we hireo Also determined by vacancies throughout Child Welfareo Direct services/ specialized programs

COMPETENCIES Interviewer

1

Interviewer

2

Interpersonal relations 5 5

Self-awareness/ confidence 4 5

Analytical thinking 5 5

Adaptability 4 3

Observational skills 3 3

Sense of mission 5 4

Communication skills 4 5

Motivation 5 4

Planning and organization 4 4

Teamwork 3 3

TOTAL 42 41

EXAMPLE

Victoria’s overall score is: (41+42) / 2 = 41.5

The minimum score to qualify is 35. She has exceeded that.

Victoria is eligible for consideration.

Training and Retention Challenges

PROGRAM GROWTH - staff

3 x bigger

PROGRAM GROWTH - learners

The training and Development Program has hired 112 learners since it’s implementation on 03/31/15

270 FULL TIME EMPLOYEES

54 VACANCIES

375 FULL TIME EMPLOYEES

17 VACANCIES

17%

83%

Vacancy Report - 2014Child Welfare Division at Denver Human Services

vacancies filled positions

5%

95%

Vacancy Report - CURRENTChild Welfare Division at Denver Human Services

vacancies filled positions

RETENTION

9.5%

90.5%

Last 12 months of Training and Development

Program (9/30/15 to 9/30/16)

employees hired employees departed

TURNOVER= 18.9%

81.1%

18.9%

12 months prior to implementation of Training and Development Program (2014)

employees hired employees departed

TURNOVER= 9.5%

RETENTION

0

20

40

60

80

100

cohort 1 cohort 2 cohort 3 cohort 4 cohort 5 cohort 6 cohort 7 cohort 8

Re

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ate

%

Odyssey Retention Rate by Cohortsince 03/31/15

Overall Odyssey Retention Rate

80.24%

PRACTICE MENTOR & PROFESSIONAL COACHING

- $603,194.55(=22 employees)

Development of Coaching Program

MISSION STATEMENT

A structured process in which a Coach/ Practice Mentor and Learner establish individual goals and specific strategies which are used to improve job performance, agency practice, job satisfaction, and staff retention

COACHING

Practice Mentor

TOTAL = 24 MENTEES

Professional Coach

SURVEYS

Train and place caseworkers

Feedback loop for process improvement,

retention

Implementation of feedback into program

ODYSSEY FEEDBACK

Overall, Odyssey has provided a strong foundation for my Child Welfare practice

88% TRUE

5% FALSE

7% OTHER

The Odyssey environment and culture was supportive 95% TRUE

5% FALSE

7% OTHER

ALUMNI FEEDBACK

I see myself working here in three years91% TRUE

0% FALSE

9% MAYBE

yes no maybe

Solution-Focused Training and Retention Strategies

QUESTIONS ?

“If I had known how powerful coaching was when I started, I would have utilized my time more wisely because I got so much out of it!”

“The training cohorts are like a little nest of eggs, they hatch and grow up together and then leave the nest, but remain a little

family.”

“I never knew my potential until coaching, I finally believe I can be a leader.”