Skip to main content
search

Strategic Planning

Workforce Crisis

We will combat an unprecedented workforce crisis by investing in onboarding, career ladders, mentoring, and other employee priorities.

Goal 1—Create and sustain a robust pipeline of passionate people who may be interested in or curious about working with people who have IDD

Click here to jump to Goal 2

Objective 1—Increase applications from people with the skillset to succeed as Direct Support Professionals (DSP)

Click on any purple text to learn more about the recommended tactics that will be used to reach this goal.  Black text does not yet have tactics.

  • Streamline and improve application process
    • Provide multiple application pathways (virtual, in-person, hybrid)
    • Utilize text messages to support applicant engagement
    • Create a phased application process, deepening engagement and commitment at each step
  • Implement effective recruitment marketing
    • Ensure applicants can speak with a "real" person at any time
    • Recruit at events, at office locations, and by using buttons and other visuals
    • Hire DSPs as recruitment ambassadors
    • Invest in non-traditional postings, like community newsletters and school job boards
    • Build partnerships to connect with target audiences
    • Build up an online recruitment presence
  • Create a supportive onboarding process
    • Reduce Orientation to two days and offer on varying days and times
    • Review required training to ensure accessibility (including other languages)
    • Create a formal peer mentoring process for new hires
    • Introduce new employees to people supported, families, and other team members
  • Offer opportunities for career growth
    • Create career ladders with increasing responsibilities and financial incentives
    • Highlight career ladders in recruitment efforts
    • Create paid internships for entry-level openings
    • Offer professional development designed to provide skills required for next career step
  • Convert contract/temp staff into employees
    • Develop a formal "temp to hire" program
    • Pay scheduled overtime and create more flexible schedules
Objective 2—Broaden outreach efforts to target new groups of potential employees
  • Market being a DSP as a second(ary) career
  • Connect with students not pursuing 4-year degrees
  • Connect with local workforce development programs
Objective 3—Create new ways for people to be employed
  • Implement paid internships and co-working partnerships
  • Create new roles for DSPs with special focuses
  • Create positions focused on transferrable skills

Goal 2—Reimagine behaviors, practices, and policies to intentionally foster a thriving workforce

Click on any purple text to learn more about the recommended tactics that will be used to reach this goal.  Black text does not yet have tactics.

Objective 1—Decrease unintended employee turnover
  • Establish career ladder for all positions
  • Focus onboarding on building connections
  • Research motivation for working at The Arc
  • Create team-building focused on fun and fellowship
Objective 2—Implement new flexibilities valued by employees
  • Survey employees to determine their needs
  • Focus on equity instead of equality
Objective 3—Implement two new training programs for supervisors and employees
  • Establish a leadership development program
  • Provide training focused on transferrable skills

WC Group 1—Carrie Barrett, Cindy Boyle, Rachel Chung, Julie Croker, James Gipson, Niambi Heyward, Kelly Mitchell, Tom Mavrikes, Ayoola Oluyomi, Christina Young.

If you would like to join a Strategic Plan work group, please contact Deborah Mark, DeborahM@arcmontmd.org or 301.984.5777 x1245.

Progress as of July 2023
Phone 301.984.5777
Contact
MENU CLOSE