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| 8.2
Key issues in developing and retaining staff |
Once we have our staff, what do we have to do to provide them with
the skills necessary to carry out the job and ensure that we
retain them?
This section focuses on strategies and good practices for effective
development and retention of staff working with people with TBI.
Strategies for effective staff management include:
- orientation/induction
- ongoing training and education
- performance management
Orientation/induction
To introduce new staff to your team, consider having a formal induction
process that includes the following:
- planned orientation
- in-service/buddy shifts
- overview of policies and procedures
- overview of organisation philosophy
- overview of organisational information
Training and education
To keep your staff, consider a formal staff development
process that includes:
- mandatory education
- TBI information
- specific client information
- identifying training needs
– internal training
course
– external training course
Performance management and supervision
To keep your staff, consider a formal process that includes:
- increasing staff skills and responsibilities
- supervision – formal
and informal
- team approach
- buddy system
Keep in mind
- Performance
management is both a method of personal development for the worker
and a process for identifying training needs.
- Organisational
structures are important in managing staff.
- Policies
and Procedures are an essential resource for staff.
- Staff
training and development is a key component for developing and
maintaining staff.
- Training focuses
on a number of areas:
Attitudes – personal
views towards a person with a TBI are shaped by cultural, religious,
social, educational and personal factors
Knowledge – about
people with an acquired brain injury, including demographic issues, legalities,
agency policies
Skill – working with individuals and professional development
Confidence
and supervision – team or joint approach
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