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QUESTION: We are exploring adjustments to how we staff our Residential Program. We currently hire staff for a specific house in a very traditional method. Have other providers implemented or considered any other methods? We hire for specific houses and hours. We also hire part-time and full time subs who work where they are needed. We also hire employees who select nontraditional shifts e.g. 3 - 12 hour days. We consider specific openings (houses, shifts) as part of our recruitment process and do typically keep DSPs working in a location or locations consistently. However, we are clear from the initial interview forward that the position is a DSP for the Agency. Where and when they work is an assignment, and that assignment can be changed based upon changing needs. We found this necessary when we had some locations severely understaffed while other locations bordered on being over staffed, and staff refused to work in a different location. This has also been part of a larger cultural/philosophical shift that we are one agency and are there for all our clients and all of our co-workers. We found that most continuing staff and all new staff support and welcome this philosophy, with some applicants specifically citing this as the reason they are looking to leave their current employer and work with us. We hire staff specific to a house as we want the personalities to be right. We also have them to work in other homes as needed. We typically work with individuals based on their schedule and where they are willing to travel to. It does make it harder filling shifts. We also did a lot more sharing of staff between homes/cross training prior to COVID. We have had to cut back on that right now. Our residential is small. We have 9 residents. We have 3 shifts and a split shift. Our biggest issue is keeping staff (DSPs) due to what we can pay. Currently, we are three full time staff down. The system at The Hope Link, may not be very helpful as far as giving insight to others. We are a very small business and 90% of our folks live with family and probably 70% of our staff are family members to the people they serve. We actually started The Hope Link to be a smaller, family centered, provider. The goal is to help families remain together with increased supports and knowledge. If you want to learn more about the system at The Hope Link, Founder/President, Chayla Foster is open to having a covnersation with other providers. Phone: 574-269-3946 / Email: chayla@thehopelink.org / www.thehopelink.org This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
QUESTION: We are exploring adjustments to how we staff our Residential Program. We currently hire staff for a specific house in a very traditional method. Have other providers implemented or considered any other methods?