Covenant creates a healthy talent pool: Training program solves the succession problem

摘要

This paper aims to describe how Covenant Health has developed an ongoing talent pool of health-care aides (HCAs) to staff its health-care facilities at St Therese Villa (STV), a designated assisted-living (DAL) seniors' care facility in Southern Alberta. Design/methodology/approach: The paper explains the reasons for the initiative, the form it takes and the results it is achieving. Findings: The paper reveals that the STV training program starts with 15 days in a classroom dealing with proper lifting procedures, medication delivery and caring for dementia patients. Each candidate then job shadows other experienced HCAs for 12 shifts. They are evaluated by their future peers and the experienced HCAs submit written evaluations. Successful candidates are then offered a casual HCA position and begin covering shifts. They then serve a 500-hour probationary period and complete a recognized HCA certificate through an accredited Canadian college. Practical implications: The paper explains that the program allows STV consistently to have a pool of people available who are trained exactly how the facility wants them to be. It anticipates turnover and provides recruits in advance of that turnover, who can step into a position immediately. This process also allows employees to learn and grow in a safe environment with constant supervision around them. Social implications: The paper highlights how a similar type of training program could be adapted in some other high-labor-turnover fields. Originality/value: The paper provides the inside story of a successful succession-planning initiative.