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Employee Engagement & Retention January 9, 2018

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Topics & Format • Train to Retain • Attract Millennials • Review and Report • Support the Stragglers Rapid Fire

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Train to Retain

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Train to Retain

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Train to Retain: Hire for Fit

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Train to Retain: Welcome & Connect

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Train to Retain: Energize and Enrich

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Train to Retain: Recognize & Refuel

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Train to Retain Monthly reporting / Workout sessions / Setting expectations with new hires

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Attract Millenials

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Attract millennials

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Attract millennials • Benefit offerings • Nurse Residency Program – Cohorts – Monthly development based on University Health Consortium Curriculum – Peer training – 2 year commitment Future considerations: • Rotations • Experienced Nurses First year RN retention 71.3% in July 2014 to 88.2% in November 2017 NRP Participants: 94% first-year retention rate, 88% 18-month retention rate

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Review & Report

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Review & Report • Monthly Metrics – First year retention (system, facility, cost center) – 1-3 year retention – Overall retention – RN retention • Leader Incentive Plans • Retention Filter • Engagement Celebrations

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Review & Report: Cost of Turnover • Time to fill • Time to start • Orientation • OT costs during vacancy • Cost per hire • Background check • Occupational health visit Calculation developed in partnership with Finance Re-calculated quarterly for RNs and non-RNs

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Cost of Turnover Per Employee TOTAL COST OF TURNOVER PER EMPLOYEE Nursing Average Non-Nursing Non-Exempt Cost of Time to Fill (backfill) $24,966.00 $22,371.43 Cost of Time to Start (backfill) $6,156.00 $6,942.86 Cost of Orientation (backfill + new hire rate) $27,360.00 $4,500.00 Recruiting Cost Per Hire $1,564.00 $1,564.00 Cost of Background Check $60.00 $60.00 Cost of Occ Health Visit $500.00 $500.00 Total Cost of Turnover per EE $60,606.00 $35,938.29 16

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Support the Stragglers

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Support the Stragglers Support vs punish

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Kim Garcia, SPHR, SHRM-SCP VP, Human Resources TMC, Physician Enterprise, System Services kim.garcia@memorialhermann.org 713-338-5433