Staff attrition rates are high Staff attrition is above normal It is difficult to recruit It is not difficult to recruit a for the organization’s size, for the organization’s size, some positions few key positions type, and location type, and location Staff attrition is typical for attrition is relatively Salaries and advancement the organization’s size, low for the organization’s have few opportunities potential are very low type, and location size, type, and location for career advancement and salary increases Most staff are dissatisfied Staff have some Staff have significant with the organization or their opportunities for career opportunities for career positions advancement and salary advancement and salary increases increases Most staff are partially Most staff are satisfied satisfied with the organization Staff professional Most staff have high with the organization and and their positions development needs are not satisfaction with the their positions identified organization and their positions Staff professional professional Rarely provide training and development needs are not development needs are Staff professional other staff development adequately identified periodically identified, but development needs are opportunities for staff less than once a year routinely identified at least Occasionally provide training once a year and staff development Regularly provide training opportunities for staff, but the Regularly provide an and other staff amount or quality may be appropriate amount and development weak quality of training and opportunities for staff, but other staff development more is needed opportunities for staff Recruitment and Retention 1. How does the organization recruit new staff? 2. What does the organization do to retain existing staff? 3. Is the recruitment and hiring process open and transparent? How are positions announced or advertised? 4. Who is involved in screening applications and interviewing and selecting candidates? Are candidate references and salary history consistently checked? 5. How do staff attrition rates compare to other organizations of this size, type, and location? 6. Does the organization offer significant opportunities for career advancement and salary increases beyond inflation? 7. How satisfied are staff with the organization and their positions? 8. Are staff professional development needs regularly identified? What training and staff development opportunities are available? Are these opportunities relevant, appropriately designed, and well used?
Staff attrition rates are high for the organization’s size, type, and location Salaries and advancement potential are very low Most staff are dissatisfied with the organization or their positions Staff professional development needs are not identified Rarely provide training and other staff development opportunities for staff Staff attrition is above normal for the organization’s size, type, and location have few opportunities for career advancement and salary increases Most staff are partially satisfied with the organization and their positions Staff professional development needs are not adequately identified Occasionally provide training and staff development opportunities for staff, but the amount or quality may be weak It is difficult to recruit some positions Staff attrition is typical for the organization’s size, type, and location Staff have some opportunities for career advancement and salary increases Most staff are satisfied with the organization and their positions professional development needs are periodically identified, but less than once a year Regularly provide training and other staff development opportunities for staff, but more is needed It is not difficult to recruit a few key positions attrition is relatively low for the organization’s size, type, and location Staff have significant opportunities for career advancement and salary increases Most staff have high satisfaction with the organization and their positions Staff professional development needs are routinely identified at least once a year Regularly provide an appropriate amount and quality of training and other staff development opportunities for staff Recruitment and Retention 1. How does the organization recruit new staff? 2. What does the organization do to retain existing staff? 3. Is the recruitment and hiring process open and transparent? How are positions announced or advertised? 4. Who is involved in screening applications and interviewing and selecting candidates? Are candidate references and salary history consistently checked? 5. How do staff attrition rates compare to other organizations of this size, type, and location? 6. Does the organization offer significant opportunities for career advancement and salary increases beyond inflation? 7. How satisfied are staff with the organization and their positions? 8. Are staff professional development needs regularly identified? What training and staff development opportunities are available? Are these opportunities relevant, appropriately designed, and well used?
ocawithfacilitatorsguidewithnupas7.27.2015.docx