24 LONG TERM CARE TODAY Spring/Summer 2019 QUALITY & INNOVATION AWARDS 2018 CHARTWELL AYLMER: ENHANCING STAFF ORIENTATION AND RECOGNITION In recent years, Chartwell Aylmer has taken measures to strengthen their workplace through numerous staff hiring, training and retention initiatives. These include involving residents in the hiring interview process, as well as a redesigned PSW “new hire” experience with a streamlined documentation process, extended orientation period, new tools and designated support resources to help new arrivals feel welcomed and equipped to assume their role. “We wanted to make our onboarding process more inviting for new staff and improve the experience for existing staff as well,” says Lori Demaiter, Administrator at Chartwell Aylmer. “Rather than starting a new PSW in the morning, we switched to starting new PSWs on the evening shift and extending the orientation period to make sure they are comfortable and prepared to work all shifts and all floors. It makes it easier for staff who are training and a better experience all around.” Workplace of the Year Chartwell Aylmer and F.J. Davey’s stories inspired awards judges Further staff initiatives include a staff appreciation week in May. Chartwell Aylmer brought in a popular motivational speaker, foot care specialists, special meals and implemented peer-to-peer recognition activities. The centrepiece of the week was a “Spreading the Sunshine” activity, where staff were asked to record positive attributes they appreciate about their co-workers on a personalized scroll and paper “suns,” which were then presented to each member. “When we asked staff to confidentially tell us something they like or admire about their co-workers, we were pleasantly surprised with the responses – there was a lot!” Demaiter says. “When we handed them out, staff were visibly moved by the kind words that were shared. The recognition from their peers – people they respect and who really know what they do – meant a lot.” The paper suns can still be found throughout the home on people’s desks, cabinets and bulletin boards. “It brought a positive energy that still lingers,” Demaiter adds. Feedback from these initiatives has been overwhelmingly positive and the staff retention rate has improved significantly. When asked for advice for other homes, Demaiter had three tips: 1. Involve residents in the interview process. “The impact is stunning for both residents and potential staff,” she says. 2. For new hires, consider implementing changes to their start time, orientation tools, length of training and designated contact person to help them through the process. They need to feel welcome and valued as part of the team. 3. Find ways for staff to learn that the people they work with think they are amazing. Encourage them to share their stories and look for the ‘Wow’ moments that put the people (both residents and staff) before the tasks. “Having a longer orientation may sound daunting and unaffordable, but you will have much better retention rates and a dedicated group of staff,” says Demaiter. “And involving residents Judges for the 2018 Ontario Long Term Care Association Workplace of the Year Award decided two homes merited recognition for their exceptional efforts: Chartwell Aylmer Long Term Care Residence and the F.J. Davey Home. Chartwell Aylmer