WORKFORCE DEVELOPMENT


» Clearly define career progressions for professional and staff positions in senior living that increases overall workforce and retention


» Encourage the widespread use of an Argentum-developed toolkit that provides senior living job facts and information


» Increase enrollment in Argentum-rec- ommended professional development and training for senior living profession- als and staff


» Increase number of professionals and staff that achieve credentials above required state minimum qualifications


» Increase availability of online learning opportunities for senior living profes- sionals and staff


In order to work toward these goals, three subcommittees have been established to focus more closely on specific objectives:


1. Research and Metrics Subcommittee This subcommittee is tasked with determin- ing metrics for employee turnover, employee retention, and employee engagement, as well as identifying meaningful information for senior executives and leadership across the industry regarding an analysis of those metrics.


2. Awareness and Outreach Subcommittee This subcommittee is responsible for re- viewing current awareness campaigns, identifying opportunities for awareness and outreach collaboration, and ensuring outreach efforts deliver the key messages of ‘service to seniors,’ ‘culture of service,’ and


similar concepts that resonate with younger generations of workers. Additionally, this group will work to develop career progres- sions for jobs in senior living and work to reach students in high schools and beyond to raise awareness about the benefits of working in senior living.


3. Professional Development and Academic Partnership Subcommittee This subcommittee will look to determine professional development and training needs of senior living executives (executive directors through C-Suite) and also identify opportunities for Argentum to support those needs. Additionally, this group will focus on identifying university and community college-level programs and courses that provide training and development oppor- tunities and look to collaborate and partner with those educational institutions.


The Argentum workforce development committee and the research and metrics subcommittee have launched a pilot proj- ect seeking to establish consistent industry metrics focusing on employee turnover and retention, with a goal of expanding the project in 2018. The project seeks to establish uniform


employee turnover and employee retention data by calculating company information using a set calculation for each metric. Ini- tially, the project will look at retention and turnover for executive directors/general managers, nursing staff, community sales associates, caregivers, and dining staff. A pilot group of participating companies


will report the information on overall turn- over and retention data based on indepen-


dent living, assisted living, and memory care communities; company size, geographic re- gion, and metropolitan and rural locations. “Understanding turnover is vital to the


task of developing workforce solutions, developing ways to slow the turnover and address its causes,” Pettit said. “Right now we don't know the turnover numbers with any confidence.” The metrics project aims to address this


gap. The plans is to develop common defini- tions to create a shared vocabulary around turnover and a uniform reporting system so that communities can share their data in a common industry pool, which then could serve to deliver baseline reporting and help to track key trends. “There are some of us who for 25 or 30


years have dreamed of building a more professional industry. We've laid the ground- work, and now all those pieces are coming together,” Pettit said.


ATTEND THE 2017 ARGENTUM WORKFORCE DEVELOPMENT SYMPOSIUM


September 14, City Club of Washington, Washington, D.C.


Learn more about symposium speakers, registration information and eligibility, and other program details at argentum.org/symposia.


sponsored by


LEARN MORE IN ARGENTUM QUARTERLY


Argentum Quarterly Issue 2 2017 looks at colleges and universities offering degrees in gerontology and adult development  aging, why workforce metrics are important to senior living, how different generations view careers in senior living, and quarterly data on the state of the senior living workforce. Argentum members can access a digital version of this publication at argentum.org/store.


sponsored by


28 SENI LIVIN EECTIVE / ISSUE 3 2017


ISSUE 2 2017 QUARTERLY


CULTIVATING CAREER PATHS


240 Institutions of higher learning oering degrees in te fields of


gerontology  adult services  aging


WORKFORCE METRICS Calculating eployee


turnover and retention


PUBLIC PERCEPTIONS OF CAREERS IN SENIOR LIVING


A loo at responses y age coort


STATE OF THE SENIOR LIVING WORKFORCE 2017 Q1


Sponsored by:


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68