RETENTION POLICY

1. PURPOSE:

 1.1 The purpose of the policy is:
   1.1.1 To effectively retain the staff by using retention techniques.
   1.1.2 To prevent the loss of competent staff from Island Home Health Care.
   1.1.3 To attract and retain competent staff
   1.1.4 To retain key staff members whose services are regarded as critical to achieve the
   vision and mission of Island Home Health Care.
   1.1.5 To identify an individual’s potential for assuming a higher degree of responsibility.
   1.1.6 To help develop a skill base for succession planning.
   1.1.7 To create and sustain a pleasant humane working environment where employees
   are given the opportunity to thrive.
   1.1.8 To identify posts which require specialized skills and to determine the level of
   scarcity thereof.

2. POLICY:

 2.1 Island Home Health Care recognizes that its most valuable asset is its Human Resources.
   A great deal of time and money is invested in the recruitment, training and development of
   employees and as such, every effort should be made to retain those employees who have
   scarce or critical skills

3. DEFINITION:

 3.1 Retention – is a process of ensuring that employees with valued or needed skills or
   experience in a scarce / critical field where recruitment is difficult are kept within the
   service of Island Home Health care by using various techniques.

4. PROCEDURE:

 4.1 Scarce Skills
   4.1.1 IHHC conducts skills audit to identify scarce and critical skills on an annual basis
   and classify the current skills need and the future needs by using the performance
   appraisal system.
 4.2 Service Providers.
   4.2.1 Every effort will be made to use the skills or create capacity within the department
   before engaging the services of service providers.
 4.3 Encourage Performance
   4.3.1 IHHC believes that employees are encouraged when they are given exciting jobs.
   This gives them the determination to do their job.
   4.3.2 Overloading will be avoided to top performers with secondary tasks.
   4.3.3 Staffs are rewarded, who is performing well so that those who are under performing
   can be motivated. e.g. Employee of the Month.
   4.3.4 Performance level will be balanced by pairing new staff or under performers with top
   performers.
 4.4 Morale Building
   4.4.1 IHHC Senior Staff / Employee will lead by example to achieve better results.
   4.4.2 IHHC Staff / employees will be given a chance to develop by trusting them with high
   profile.
   4.4.3 When a staff has performed well, will be appreciated and issue certificate as and
   when needed.
   4.4.4 Staff needs will be attended well.
   4.4.5 A conducive environment will be provided where a staff /employee can learn from
   her mistake.
   4.4.6 Staff / Employees will be valued when they are performing well and make them feel
   value.
 4.5 Sense of Ownership:
   4.5.1 Less supervision is important. Staff will not be followed at each and
   every step they take because they may not feel trusted with the work they are doing.
   4.5.2 Staffs are involved in decision – making process. This will make the employees
   have sense of ownership of what has been proposed and they will do their best to achieve
   high results.
   4.5.3 De-motivating of employees is avoided because once they are de-motivated it is
   difficult to motivate them again. To overcome this, rotation of employees is done to allow
   for exposure to learn new activities.
 4.6 Communication
   4.6.1 Island Home Health Care interacts equally with the staff / employees.
   4.6.2 Staff / Employees ideas will be listened and also taken them seriously.
   4.6.3 Employee will be encouraged to give feedback and exchange ideas by meeting in
   an informal basis. Technology will be used effectively to communicate corporate
   messages like job openings; new initiatives, etc.
 4.7 Employee Bonding:
   4.7.1 Get together will be conducted on all special occasions and also celebrated with
   significant achievement of the organization to encourage staff / employee bonding.
 4.8 Staff Development and Training
   4.8.1 Staff development and training will be given to gain the formal and informal
   knowledge, skills, attitude, thinking and habits required of an employee to render quality
   service and secure her a rewarding career.
   4.8.2 Practices that promote staff development will be encouraged include self-
   development, career development, job rotation and job enrichment.
   4.8.3 Staff / Employees who obtain higher qualifications will be given preference in the
   filling of vacant post which require such qualifications.
   4.8.4 In a situation where the employee cannot be accommodated in a suitable post, her
   job should be reviewed with an intention of adding more responsibilities and re-evaluating
   the post to ensure the maximum utilization of the employee’s potential.

5. RESPONSIBILITY:

 5.1 Human Resources will monitor & communicate this policy effectively to all Island Home Health Care staff and employees.

6. APPENDICES

 Nil

7. REFERENCES:

 7.1 CARF 2016 Medical Rehabilitation Standards Manual, Human Resources 1.I.8.b. (2) (a)-(b)