In our experience of CAPP and PREP, staff turnover happens frequently. Educators may stay for a year or less and move on to other positions. We also see Health Educator Supervisors move on to other jobs, although this occurs less frequently.
This dilemma leads me to ask…
What strategies have you used to prevent educator turnover? Not all projects experience frequent staff turnover. Since increasing salaries is usually not an option, I am especially interested in finding out what practices you have found to be effective in keeping educators engaged and motivated to stay on the job.
What strategies do you use to screen potential candidates? How do you find the best candidate for the job, a candidate with some staying power?
What do you do to prepare and onboard new educators and supervisors to the CAPP and PREP project? I think many projects would love to hear about your experiences and effective practices. Please share your ideas by commenting on this post.
Remember the CAPP and PREP Toolkits? Last year we put together toolkits for CAPP and PREP Supervisors with in order to create an institutional memory about the project, its purpose and goals, and key implementation strategies. Our hope was that it would help orient new staff to the project. Toolkit binders were distributed to each project at Provider Day—it may be somewhere in your office right now! We recently updated the CAPP and PREP Toolkits and made them available on the ACT website. Browse the list—you may find a new resource, or one you had forgotten.