To: Debbie Oesch-Minor

From: Team Copper Trace: Michael, Sara, Avery, Emily, Karen

Date: February 24th 2022

Subject: Team Proposal and Research on Evidence-Based Retention Programs

 

Copper Trace has noted that its retention rates of both certified nursing assistants (CNAs) and registered nurses (RNs) are lower than the industry average of 40%. Our team's goal is to find strategies to increase retention of CNAs and RNs to at least industry standard rates. Our team proposal will focus on finding evidence-based practices to improve retention that will work best based on Copper Trace’s specific environment and employees and how to implement those methods effectively.

 

Thank you to the Women4Change group for the layout and formatting of this memo.

 

Client: Nancy Pollock, Executive Director of Copper Trace Assisted Living Facility 

Nancy Pollock is the executive director of Copper Trace. During our team’s meeting on February 18th, 2022 with her we were also introduced to Chelsea Russel, her administrative assistant, who will be taking over as a point of contact during the bulk of this project. The team also met the facilities Director of Nurses and Human Resource Officer, however they are not direct points of contact. Nancy specified during our meeting that she would like us to focus on retention of RNs more than CNAs, but literature seems to indicate some similarities between turnover and retention of the two groups. Nancy also requested that our team focus on rewards based programs, training of employees, and management to improve retention amongst CNAs and RNs.

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Project Focus: Improving Employee Retention Within The First 90 Days

 

For the Client:

In our project we are focusing on ways to improve employee retention within the first 90 days. The client specified during our initial meeting that they would like the project to focus on retention of CNAs and RNs.

 

A key aspect of this recommendation report will be to research retention methods that have been studied for effectiveness in nursing homes and other related fields. After methods have been selected we hope to tailor them to the needs and situation of the client to maximize usability and effectiveness. Current team research has shown that employee empowerment strategies, exceptional patient care standards, and consistent and friendly upper-management personnel contribute to higher retention and lower turnover of our groups of interest. With the right retention strategies, we envision Copper Trace meeting or exceeding the industry standard 40% retention rate the client mentioned during our initial meeting.

Research Objectives and Methods: Using Google and IUPUI  Resources 

 

Research Questions and Objectives:

How has the facility tried to approach increasing employee retention and reduce turnover? How successful have previous efforts been? What does the client think has been successful in the past? Which employees would the client want us to find methods to improve retention of? How would the client report current retention rates? Are there any methods of retention that client is particularly interested in pursuing/receiving research on?  

 

Research Through Online Databases:

Resources the group will use to gain a base understanding of the industry standard retention programs and the terminology used to describe them as well as strategies shown to be ineffective. 

 

With this research on methods to increase employee retention and decrease employee turnover we will be able to make recommendations specific to Copper Trace based on size, type of employee, and payscale. This research also allows our group to find recent research on retention methods found to be effective during the post-COVID 19 work environment and economy. The culmination of this research will be a series of methods based on client recommendation and research findings along with a descriptor of how best to adapt them to Copper Trace to increase employee retention rates during the initial 90 days of employment.

 

Search Terms and Databases:

Our team will utilize a variety of databases to complete the research necessary for the project; including Proquest, Medline, and Google Scholar. Search terms used on these databases will include:

• “Employee retention” OR “Employee retention methods” OR “Employee retention in nursing homes” OR “Employee retention in assisted living” (Proquest, Medline and Google Scholar)

• “CNA” AND “RN” AND “Employee retention” (Proquest, Medline, and Google Scholar)

• “Work engagement” 

• “Job satisfaction” AND “CNA” AND “RN” (Proquest and Google Scholar)

• “Nurse preceptor” AND “Mentoring Programs” AND “Nursing Homes” (Proquest, Medline, and Google Scholar)

• “How to retain employees”  and “How to improve employee retention in healthcare” (Google Scholar)

• “Nursing home” will be searched in conjunction with “Assisted living facility” and “Elder care”

• “Employee retention” will be searched in conjunction with “Employee turnover” 

 

Team Strengths and DISC Profiles:

Our five-member group shares similar but unique characteristics which allows us to work well as a team. We value the differences between our members as they contribute to a more well-rounded team. The pattern of cooperation and goal-oriented members in our group should facilitate a team that is able to work together to complete assignments in a timely and complete manner.

 

Sara Haddad

Sara’s DISC results were S and D. She is organized and values competency and quality. Her supportive and peacemaking personality facilitates collaboration in the team. Sara’s attention to detail and consistency with her work makes her a reliable team member.

 

Avery Belch-Watson

Avery’s DISC results were S and C. She is calm and objective which promotes equal sharing of points of view within the team. Showing steadiness and having fixed goals contributes to the team’s strength.

 

Michael Peck

Michael’s DISC result was a C. He is motivated to deliver accurate and quality work in a timely manner. Michael’s determination and assertiveness encourages team members to stay on-schedule. Cooperative and independent personality contributed to a well-balanced team.

 

Karen Adan

Karen’s DISC results were a combination of D, S, and C. Her attentiveness, independence, and calm manner strengthened her attention to details. Karen’s awareness of others and willingness to accommodate brings stability to the team.

 

Rules and Expectations: 

In order to effectively complete the requirements of this course, we set in place some rules and expectations to hold ourselves accountable. 

• Complete work on time and meet the minimum requirements of assignments.

• Attend classes, group meetings, and participate in activities.

• Communicate absences or personal issues that disrupt class duties; Attend class via zoom.

• Communicate professionally and effectively amongst peers and clients.

• Show retention of information within assignments.

• Communicate with the group about findings and research relevant to the project.

• Use credible sources for information, use correct citations, paraphrase, NO plagiarism!

 

Communication: 

We expect communication amongst the team members to be civil and professional. Teammates are also expected to provide effective communication of relevant findings and recommendations for research. 

• Contact through group message via phone number, email, or shared google doc.

• Utilize the created team google doc folder for team documents to allow for access by all group members

• Check team notes google doc to keep up to date with meetings history and current goals

• Text in the groupchat created with all members and ensure timely responses.

• Send important documents and research findings that are time-sensitive via emails, which have been shared via team notes google doc and text thread.

 

Policies: 

Attendance Guidelines:

• Team members will try to attend every meeting they can, both in and out of class.

• Members will alert groupmates if they will be absent at least an hour before the meeting.

  • Unless valid reason can be given (i.e. emergency).

• Attendees at meetings will be attentive and contribute to the meeting.

• Members that miss a meeting will do their best to stay caught up and understand the responsibility to stay caught up is on them.

• Members that miss a meeting will take it upon themselves to see what they missed.

  • Check team notes doc first, then ask groupmates.

 

Work Division and Quality Guidelines:

• Team members will turn work in on time.

  • By due date or agreed upon date; barring any serious interference (i.e. emergencies).

• Individuals will turn in complete work and work that fulfills the requirements of the assignment.

• Individuals' work will match the standards set by others in the group, if work fails to live up to groups standards, individuals will redo work to be up to the team’s standards.

• Team members will evenly distribute work on assignments turned in as a group.

  • Members who do not show up to a meeting void the right to choose the section(s) they work on.

• If any of the above rules on quality or completion are broken a meeting with the professor will be held to address the issue.

 

Communication and Conflict Resolution Guidelines:

• Team members will be polite, respectful, and professional in all correspondence.

• Team members will be prompt in responses (with 48 hours).

  • If a large assignment is due within 24 hours response time will be expected within the hour (within reason).

• Team members will be mindful of the time at which they contact each other.

• Conflicts should be attempted to be resolved peacefully and respectfully.

  • If group members fail to resolve conflict, the professor will be contacted and the situation will be addressed.

 

Conclusion:

Our team believes that by conducting all of this initial and continuing research we can find methods of employee retention that will help improve Copper Trace’s retention rates within the first 90 days of employment. Additionally, our group will begin to look into the possibility of surveying current Copper Trace employees to get an even more specific picture of methods that would work for Copper Trace. The recommendation report will utilize cutting edge research alongside situationally relevant information gathered from current Copper Trace employees to identify effective strategies for the client to reduce employee turnover and increase retention. During this project our team will build professional writing skills alongside research experience and a greater understanding of the hiring and retention process. Aiding Copper Trace in their employee retention will also aid in their ability to continue to ensure exceptional care for their elderly residents.

 

If you have any questions, suggestions, or concerns please contact any member of our group via the email addresses provided below.

 

mxpeck@iu.edu

abelchwa@iu.edu

sarahadd@iu.edu

kaadan@iu.edu