IHS Retention Briefs | Volume 3 — Issue 3
April 2016
Photo of Employees

“A health care provider’s sense of belonging in the community is a critical aspect in staying with that facility.”

Preparing Your Community for a New Hire: Businesses

The IHS Office of Human Resources (OHR) Division of Health Professions Support (DHPS) is pleased to bring you the third eNewsletter in our Retention Briefs series for 2016.

This issue of Retention Briefs continues our series on Preparing Your Community to welcome incoming clinicians and their families and discusses how to prepare your local businesses for a new hire and his or her family.

Most physicians and other health care providers who practice in rural areas and facilities say that a sense of belonging in the community is a critical aspect in staying with that facility. Not surprisingly, family situations, educational and work opportunities, as well as recreational and cultural activities, are also top factors that influence retention.

From Pet Supplies to Pizza Delivery

Transitioning to a rural or remote area is far easier if a new hire and his family are comfortable living in and interacting with the local community. Familiarity with daily services and businesses like those frequented in a previous community makes for a more enjoyable moving experience, particularly when the location of and contact information for the local bank, pizza parlor, veterinarian and convenience store (for starters) are made available early on. Getting local business owners involved in welcoming a family to the area can be a great way to introduce available services and businesses.

For this reason, we’ve provided a downloadable letter of introduction to send from your facility to local merchants and business owners to introduce them to your new health provider. Encourage them to include any coupons, loyalty cards or special “Welcome” offers as part of their correspondence. This small step can make a huge difference in the eyes of a new family in town and can help local businesses recognize the new additions to the community so they can offer a friendly welcome.

Three Tips to Head Off High Turnover

Forbes Inc.* recently published a study from Seattle-based employee engagement firm TINYpulse that identified three organizational problems that can lead to high staff turnover:

  1. A culture that discourages new ideas — Employees become frustrated when there’s no outlet for sharing their ideas and suggestions. To fill this innovation gap, you need to create an organizational culture where speaking up and sharing ideas is encouraged and praised.
  2. Unclear roles and responsibilities — Lack of clarity in these areas tells employees that leaders don’t know what they (leaders) want. This results in a spiral of uncertainty, redundant efforts and wasted time that add up to frustration and ultimately, turnover. But if leaders are clear and concise in their mission’s language, the roles and responsibilities will clearly emerge.
  3. Not providing enough feedback — Intermittent course correction, whether quarterly or annually, is like attempting to navigate a ship without checking your compass. Frequent feedback to employees keeps the rudders pointed in the right direction. The more often feedback sessions take place, the more aware your employees become of what is working, what isn’t and when they need to adapt.

* Source: Forbes.com.

DHPS Online Fulfillment System

Did you know that not only is the DHPS Online Fulfillment System a resource for informative, up-to-date Loan Repayment Program, Scholarship and Recruitment materials, but the fulfillment system also has Retention materials? Printed materials are available to order at no cost to you. Some materials are available electronically on the Retention website as well. To access a list of materials and to order, click here. Contact the administrator for a username and password if you do not already have one.


Organizational Onboarding Guide

One of the newer pieces available from the DHPS Online Fulfillment System is our step-by-step orientation guide to successfully onboarding new hires. The 12-page large-format guide describes the benefits of having a structured onboarding program to ensure employee retention and decrease vacancies. The guide outlines a detailed action plan for organizations with essential steps to follow to help new employees successfully integrate into a new community and workplace, from the date of hire through the first six months of employment. The guide also includes best practice tactics, describes how to evaluate your onboarding program and provides onboarding success stories.

This essential retention tool is available to IHS and Urban Indian Program facilities and Tribes who buy back 100 percent of their recruitment shares. The brochures can be ordered online from the Fulfillment System website and delivered to your door or downloaded electronically in PDF form.

Recruiters Look to Retention

Employee retention will be a top priority among recruiters in the next year, according to a new survey of corporate recruiters. The LinkedIn report, Global Recruiting Trends 2016 finds 32 percent of those surveyed consider employee retention a top priority. Among other findings:

  • 59 percent are investing more in their employer brand compared to last year.
  • 39 percent agree that quality of hire is the most valuable metric for performance.
  • 26 percent consider employee referral programs to be a long-lasting trend.

The report is based on surveys of 3,894 talent acquisition decision makers who work in a corporate HR department and have some authority in their company’s recruitment solutions budgets.

The policy of the IHS is to provide absolute preference to qualified Indian applicants and employees who are suitable for federal employment in filling vacancies within the IHS. IHS is an equal opportunity employer.

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