Training Employment Retention Specialist Home Health Aide Training Program

The Training Employment Retention Specialist is responsible for directly supporting Home Health Aide and Personal Care Aide trainees, ensuring a smooth transition from training to employment and fostering long-term engagement with the agency. This role combines counseling, assistance with social services, and retention strategies to reduce turnover while addressing trainees' personal and professional challenges. The specialist acts as a bridge between the trainees, social services, and the organization during the training phase and the first 90 days of employment.

Duties and Responsibilities

1. 1. Trainee Support and Case Management
   • Interview and assess program applicants to determine their needs and barriers.
   • Advocate, refer, and problem-solve social service issues such as public entitlements, childcare, and transitional benefits.
   • Provide crisis intervention counseling and referrals when necessary.

1. 1. Training Integration and Onboarding
   • Assist trainees with transitioning from training to employment by providing continuous support during the critical first 90 days.
   • Facilitate developing and coordinating the Caregiver’s Collaborative Forum, creating a supportive platform where caregivers can connect, share knowledge, and engage in open discussions to express their challenges and experiences.
   • Oversee the peer mentorship program.
   • Help trainees navigate organizational resources and company culture.

1. 1. Career Development
   • Work with trainees to develop personalized career pathways, identifying opportunities for continuing education and career advancement (e.g., CNA, LPN) through the support of 1199’s Education Fund.
   • Serve as the primary liaison to the 1199 Education Fund, coordinating and facilitating workshops to inform home care workers about the services, benefits, and opportunities available through the fund.
   • Collaborate with the training department to ensure trainees have access to relevant upskilling opportunities within the Training Program (PCA to HHA).

1. 1. Employee Engagement and Wellness
   • Conduct regular check-ins with trainees and new hires to gather feedback and provide support.
   • Promote wellness programs and provide resources related to work-life balance, stress management, and self-care.

1. 1. Data Analysis and Reporting
   • Analyze retention data to identify trends and causes of turnover.
   • Provide regular reports to management on retention metrics, challenges, and proposed solutions.

1. 1. Cross-Departmental Coordination
   • Work closely with HR, service delivery teams, and training coordinators to ensure smooth transitions for trainees.
   • Participate in program planning and evaluation meetings to enhance the ongoing development of training and retention efforts.

Qualifications

• • Bachelor’s[AT1] degree in human services, Social Work, Public Health, or a related field.
  • Minimum of 3 years of counseling, case management, or workforce development experience, preferably in a community-based or human service organization.
  • Familiarity with home care services is a strong plus.
  • Bilingual (Spanish/English) language proficiency in reading, writing, and speaking.
  • Strong communication, organizational, and follow-through skills.
  • Experience with Microsoft Word, Salesforce, and data analysis tools is a must.

Skills and Competencies

• • Empathy and a deep understanding of challenges faced by Home Care Workers.
  • Strong problem-solving skills to address personal and professional barriers.
  • Ability to design and implement programs that promote engagement and career development.
  • Familiarity with case management and support services.

Physical Demands

• • The role involves bending, sitting, standing, and computer data entry.

Reporting Structure

• • Reports to: Director of Home Health Aide Training Program.
  • Works closely with Training Program staff, Human Resources, and Home Care Operations Managers.

Key Performance Indicators (KPIs)

• • Retention rates within the first 90 days and one year of employment.
  • Employee satisfaction is measured through regular surveys.
  • Reduction in the annual turnover rates within the HHA/PCA workforce.