Employer Partnership Launched in Michigan to Improve Workforce Recruitment and Retention
Earlier this month, PHI Michigan kicked off the Long-Term Supports and Services (LTSS) Employer Partnership with three home and community-based providers in the Detroit Metro area.
This initiative, funded by the Detroit Regional Workforce Fund (DRWF) operated by the United Way of Southeastern Michigan, marks a unique opportunity to bring to employers in the region PHI’s “Raising Floors and Building Ladders” workforce development framework. PHI promotes a workforce development strategy that focuses on both improving the quality of direct-care jobs and identifying opportunities for advancement for direct-care workers.
“We are very excited to work in the Detroit-area to bring together employers focused on finding solutions to the challenges that employers face in meeting the growing demand for this workforce,” said Tameshia Bridges, Michigan senior workforce advocate and convener of the LTSS Employer Partnership.
“The DRWF is thrilled to support an investment with Paraprofessional Healthcare Institute,” said Program Officer Kylee Mitchell. “We value PHI’s national presence and expertise and we are certain that they will help improve the workforce system for long-term care workers in our region.”
Over the course of the 15-month grant from DRWF, PHI will work with Adult Well-Being Services, AHS Community Services, and Community & Home Supports, Inc. to address the challenges they face in recruiting and retaining direct-care staff.
“Community & Home Supports is excited to be a part of this partnership,” said President and CEO Sharon Lapides. “Working together provides us with the opportunity to pool our knowledge and resources to address and find solutions to improving the quality of our workforce.”
The LTSS Employer Partnership‘s initiative includes introducing the PHI Coaching Approach to Communication to strengthen communication, problem solving, and team building among all direct-care staff within these organizations. The partners will also identify other interventions to support a stronger direct-care workforce –- for example, building career ladders, stabilizing hours, or linking staff with needed community supports.
“Learning different techniques to effectively communicate with each other and our staff will enhance our ability to continue to provide quality services to the people we serve and our communities,” Lapides said. “We believe this partnership has the ability to make some real change and look forward to being a part of this change.”
– by the PHI Michigan team
