United Helpers Launches Mentoring Program as Part of Recruitment & Retention Efforts

Growing Strong Roots Mentor Tristan Remi reviews charts with
Jake Wells, a new CNA at RiverLedge

OGDENSBURG – For a company with nearly 1,000 employees recruiting new employees and then retaining them for an extended period of time is an important part of its operations.

United Helpers Human Resources Manager Jean Rowe said that in a typical year the company has an employee turnover percentage of roughly 20 percent, a number that has climbed higher in each of the past two years.

Ms. Rowe said that in 2015 the percentage was 25.97%, while 2016’s employee turnover percentage climbed to 32.6%

“The turnover for 2016 was astronomical,” Ms. Rowe said. “We normally hover right around 20 percent, so the past two years have been higher than normal.”

Recognizing this, the company’s recruitment and retention committee formed an on-boarding sub-committee that began meeting late in the first quarter of 2016. That committee recently presented its work to the company’s leadership group.

That work included the unveiling of an on-boarding program designed to help new employees feel comfortable at United Helpers, and hopefully stay with the company for an extended period of time.

“On-boarding is the process of acclimating and welcoming new employees into an organization and providing them with the tools, resources, and knowledge to become successful and productive,” Ms. Rowe said, noting the process began with a survey of the company’s newest hires.

“Sixty-four percent of them reported that a mentor or buddy would have been beneficial,” she said, adding that the plan to assign volunteer buddies to new hires has been approved by company management and will be implemented in the very near future.

Mosaic Assistant Administrator Colleen Aldridge, who served on the committee, said, “Their buddy isn’t necessarily going to be the person who is training them, but they’ll be someone new hires can go to for questions about anything.”

“To help us retain employees, this will definitely be a valuable tool,” Ms. Rowe said, noting that she’s seen data that suggests as many as 90% of employees decide whether they plan on staying with a company within their first six months of employment there.

When asked if there was an organizational goal, Ms. Rowe said goals connected to turnover percentage will be left up to each individual campus.

On the nursing side of the company, both RiverLedge and Maplewood have already implemented a mentoring program for CNAs that began in October of 2016. Since that time, both campuses say they’ve already seen a reduction in turnover.

At Maplewood, Staff Development Assistant Robin Leonard said they’ve hired 22 new CNAs with only two leaving the company. At RiverLedge, Staff Development Assistant Jennifer LaFlair said they’ve hired 11 new CNAs, all of whom are still employed there.

The program, known as Growing Strong Roots, includes 14 mentors at Maplewood and 15 mentors at RiverLedge.

Both Ms. Leonard and Ms. LaFlair reported though, that new hires aren’t the only ones benefitting from the program.

“One of our mentors said that going through this program has made her an even stronger CNA,” Ms. Leonard recalled.

“Going through this program has helped our more experienced staff learn new ways of doing things and handling different situations,” said Ms. LaFlair.

Larita Flanagan, a mentor at Maplewood, agreed. “I really enjoy teaching people, but I found they’re not the only ones who are learning,” she said.

If you’re interested in a career at United Helpers visit us online at www.unitedhelpers.org/employment.

Growing Strong Roots Mentoring Program Launched at Maplewood, RiverLedge

CANTON - Roughly 10 veteran CNAs from both our Maplewood and RiverLedge skilled nursing facilities will become mentors through the newly launched Growing Strong Roots program.

A veteran CNA works with a new hire at Maplewood.

"It's a CNA mentorship program designed to help us with employee retention," said Maplewood Staff Development Assistant Robin Leonard, who led the effort to bring the program to United Helpers.

"This program is designed to help new CNAs, not just with their skills, but also with social aspects of life in the workplace," she said.

Veteran CNAs who are selected as mentors will be recognized and received additional compensation for their efforts, but the program isn't meant for people just seeking out a raise.

"Applicants have to have good attendance, good job performance and submit recommendations from their supervisor, as well as a peer," Ms. Leonard said, adding once a CNA becomes a mentor, there is no guarantee they will continue to be a part of the program.

"After about a month the mentor will evaluate the orientees and vice versa," she said, explaining "Mentors will be evaluated based on their performance as mentors to ensure the programs stays meaningful."

Prior to becoming a mentor those selected to participate in the program will undergo a one day training session.

"Some of our highest turnover rates are among our CNAs and obviously we want to reduce that," Ms. Leonard said. "One of the main reasons people tell us for leaving is that they "didn't feel a connection.'" This program is designed to give people a connection and introduce them to someone who will befriend them and not just act as a trainer."

Ms. Leonard said mentors will spread out across all shifts to ensure each new hire is given time with a mentor regardless of when they work.