Numerous recruitment sources are targeted
throughout Country Meadows’ service areas. The director of career outreach develops mutually beneficial relationships with schools, chambers of commerce, businesses, trade associations, and other resources. Observational experiences within the communities complement outreach and have resulted in successful recruiting of high-quality applicants. “It’s about doing many things well, including
educating young people about our industry,” Newcomer said. “We are constantly in front of our applicants, encouraging and welcoming them to our industry even if they have never worked in our field.” Once staff members are on board, the company provides opportunities for advancement, which improves employee satisfaction and retention. A formal Career Paths program improves retention by providing staff with the chance to progress within the company. Coworkers who choose to advance on a Career Path are rewarded with a new title and higher pay. They take on greater responsibilities, such as mentoring new coworkers. The first Career Path was established more than a decade ago to offer development to personal care associates. During the past several years, Career Paths have been added for dining and culinary associates, housekeeping, and nurses.
Coworkers attending Country Meadows Management Seminar gather to complete team-building skills such as this game of Giant Jenga.
COUNTRY MEADOWS Developing a Workforce for the Future
Country Meadows has taken on the dual challenge of the growing senior population and shrinking labor force with a new initiative called Developing a Workforce for the Future. The program is a comprehensive plan to recruit, develop, and retain staff members. The recruiting end of the equation includes engagement with students through Pittsburgh Skills USA and HOSA-Future Health Professionals and by providing internships, externships, and opportunities to tour the communities. “We’ve found that once students, applicants, and even our contacts are exposed to our [communities] and residents, we increase both our applicant flow and the quality of the applicants,” said vice president of human resources Tracy Newcomer.
In addition, a training and development coordi- nator is onsite at every Country Meadows commu- nity. The coordinator introduces new hires to the community, guides their onboarding experience, and maintains ongoing contact with each associ- ate. Other staff development initiatives include management training, leadership seminars, and financial assistance for eligible staff to pursue continuing education in gerontology. Successful retention initiatives include the formation of a retention committee at every Country Meadows community. The committees meet monthly to examine employee performance with the goal of helping each coworker be successful in his or her role. Retention is further enhanced through an employee as- sistance program, grief counseling, staff-planned events such as picnics and pool parties, staff thank-you gifts, the Power to Influence employee newsletter, and rounding, in which program managers chat with coworkers on the job to discuss how things are going. Staff members also have a unique opportunity to provide input via the Stupid Rules program, which allows associates to anonymously share their thoughts and ideas with Country Meadows president and CEO Michael Leader through a private web page. As a result of the Developing a Workforce for the Future initiative, Country Meadows has dramatically increased its number of referral sources, increased its presence on school advisory boards, and helped coworkers feel more valued and supported.
MARCH/APRIL 2018
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