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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

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

Strategies

  • A–Streamline and improve application process

    In Progress

    • Utilize text messages to support applicant engagement
    • Create a phased application process, deepening engagement and commitment at each step

    Completed

    • Provide multiple application pathways (virtual, in-person, hybrid)
  • B–Implement effective recruitment marketing

    In Progress

    • 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
  • C–Create a supportive onboarding process

    In Progress

    • 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
  • D–Offer opportunities for career growth

    In Progress

    • 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
  • E–Convert contract/temp staff into employees

    In Progress

    • Pay scheduled overtime and create more flexible schedules

    Completed

    • Develop a formal "temp to hire" program
Objective 2—Broaden outreach efforts to target new groups of potential employees

Strategies

  • A–Market being a DSP as a second(ary) career
  • B–Connect with students not pursuing 4-year degrees

    In Progress

    • Train people with IDD to become Direct Support Professionals
  • C–Connect with local workforce development programs
Objective 3—Create new ways for people to be employed

Strategies

  • A–Implement paid internships and co-working partnerships

    In Progress

    • Become a host site for Maryland DSCI Maryland Corps program
  • B–Create new roles for DSPs with special focuses
  • C–Create positions focused on transferrable skills

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

WC–Goal 2
Objective 1—Decrease unintended employee turnover

Strategies

  • A–Establish career ladder for all positions

    In Progress

    • Evaluate existing DSP career ladder programs/opportunities already available
    • Create and implement a DSP career ladder specific to The Arc Montgomery County
  • B–Focus onboarding on building connections
  • C–Research motivation for working at The Arc
  • D–Create team-building focused on fun and fellowship
Objective 2—Implement new flexibilities valued by employees

Strategies

  • A–Survey employees to determine their needs

    In Progress

    • Review currently available survey data and share with employees
    • Develop new surveys which focus specifically on front-line employee needs
    • Implement short "pulse" surveys quarterly to provide ongoing feedback
    • Improve participation rates by delivering surveys to people where and when they work
  • B–Focus on equity instead of equality

    In Progress

    • Provide a menu of benefits and allow employees to select what they need/want
    • Identify and implement ways to support a largely immigrant workforce
    • Implement self-scheduling to provide more flexibility
    • Create permanent, full-time floater positions in all departments

    Completed

    • Restructure holiday leave policy to better suit a variety of faiths and priorities
  • C–Support employees in balancing work with their personal lives

    In Progress

    • Create and implement policies that specifically support front-line supervisors
    • Partner with community vendors to offer discounts to employees
    • Share information about currently available benefits frequently and regularly
    • Partners with other organizations to offer free/low-cost information and ongoing support
    • Support employees with policies and procedures that are low-cost but offer high-impact
Objective 3—Implement two new training programs for supervisors and employees

Strategies

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, deborah.mark@thearcmoco.org or 301.984.5777 x1245.

Progress as of July 2023
Phone 301.984.5777
Contact
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