How do you deal with staff turnover?

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.


– Jutta

2 thoughts on “How do you deal with staff turnover?”

  1. One of our educators has a small child, another goes to school in the evening, I’m just old :). So, when scheduling programs, we try to make it easier on everyone according to their schedules. None of us have big egos, and we can all do the job of facilitating EBPs and/or Parent/community workshops with the same comfortability.

    We allow new educators to not only go to required trainings, but to shadow other educators many times before having to facilitate on their own. We also ask for their input. If they have a way of facilitating that is different, we hear them out and allow for change.

  2. We have an open position for an educator that we have not been able to fill. It’s been posted since the end of August. I am a firm believer that we can teach the SKILLS needed but I cannot teach CHARACTER & VALUES. I need someone committed to stick to the EBP, able to drive everyday (and be there on time), has good teen-adult boundaries, and is comfortable with sexual health. I’m told I’ve set the bar too high. Sigh.
    I’ve now lost 2 good candidates who simply could not return a phone call or email in 3 business days.
    I’d like to think about different ways to recruit potential applicants. Where do you find the best applicants? We’ve been using local classifieds, indeed, facebook jobs, and local colleges.

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