Risk Profile: Human Resources – Recruitment/retention

Risk Profile: Human Resources – Recruitment/retention (PDF version)

This risk relates to attracting, retaining and developing skilled resources and maintaining a flexible, high-performing work environment. The risk of burnout or loss of staff morale during periods of understaffing and the risk of failing to engage staff is also identified. This document contains information entered by your peers in the Risk Register application to help you manage this risk.

Ranking/ratings[1]

  • Likelihood – 3.33
  • Impact – 3.60

The Risk Register allows for risks to be assessed on a five-point likelihood and impact scale, with five being the highest.

Key controls/mitigation strategies

  • Recruitment
    • Review of staffing levels in recruitment plans
    • Comprehensive recruitment strategy to stabilize front-line staff and leadership
    • Update Human Resources policies and procedures
    • Review, revise and implement volunteer recruitment plan
    • Active recruitment with local universities and colleges
    • Specialized nursing sponsorship programs (e.g. critical care and the operating room)
    • Enhanced training for new nurses
    • Encourage student placements
    • Host targeted job and career fairs
    • Ongoing physician recruitment program
    • Social media postings and candidate searches
    • New graduate initiative (e.g. orientation, training buddy system)
    • Financial incentives to attract talent (e.g. physicians)
    • Compelling brand – Top Employer
  • Retention and engagement
    • Complete onboarding in a timely manner
    • Ministry engagement for ongoing discussion on retention concerns related to monetary compensation
    • Cross-training to make sure that more than one individual has expertise
    • Cross appointments with other healthcare organizations
    • Comprehensive benefits and salary program
    • Develop and support succession planning
    • Full-time positions added to fill identified gaps in vacation scheduling and to assist with discharge planning
    • Quarterly resource planning meetings
    • Ongoing feedback and support to staff
    • Regular performance reviews for staff
    • Performance management plan and program (tool for feedback, communication, employment engagement, training and other support)
    • Conduct and review employee satisfaction surveys
    • Staff forums
    • Education and tuition assistance program
    • Alternative work arrangement program
    • Education and training opportunities
    • Financial support for educational opportunities
    • Leadership development (e.g. training and tools)
    • Long-service awards
    • Employee recognition (shout out boards/social events)

Monitoring/indicators

  • Legislative requirements
  • Union activity and collective agreements
  • Staff turnover, retention, absenteeism, retirement , vacancy, grievance rates
  • Time to fill vacant positions
  • Average length of service
  • Percentage of volunteer turnover
  • Percentage of employee and volunteer satisfaction
  • Supply and demand data
  • Agency usage
  • Staff well-being
  • Patient feedback
  • Monthly monitoring of key strategies and gaps
  • Employee engagement survey results
  • Trends related to exit interviews
  • Trends related to interdepartmental transfers

[1] As of January 1 , 2018

Note: information presented in this document has been taken from the shared repository of risks captured by HIROC subscribers participating in the Integrated Risk Management program.

© 2018 HIROC. For quality assurance purposes.