Sparkrock Blog

6 Proven Strategies for Recruiting and Retaining Talent in Human Services

by   Meghan Holmes on 08.08.17

In 2016, the turnover rate for Direct Support Professionals rose to a staggering 51%. Although there are admittedly many barriers that human services agencies face when it comes to recruiting and retaining employees, this number is extremely high. And with over half of most agencies’ staff being replaced every year, it becomes not only increasingly expensive to replace employees (the average turnover cost at $3,000-$5,000 per employee), but there's also a direct impact on existing staff who are burdened with an increased workload and on the clients who receive a lower quality of care.

Topics: Workforce Management , Workforce , Operations

The 4 Main Barriers Human Services Face with Recruiting and Retaining Talent

by   Meghan Holmes on 07.24.17

Workforce recruitment and retention in the Human Services industry is at a crisis level. Organizations are reporting staff vacancies of 20% and an astonishingly high average turnover rate of 51%. This leaves us all wondering - what's stopping qualified talent from working (and staying) in human services? 

Topics: Workforce Management , Workforce , Operations

Why a Role-based Permissions Strategy is Critical for Human Services Agencies

by   Cait Abernethy on 06.02.17

Protecting your network and financial data and ensuring the integrity of sensitive client information rate high on the priority lists of every Human Services agency. In addition, more stringent privacy laws have imposed new levels of confidentiality on institutions that deliver health-related services, and as a result, permissions management has become a critical component in ensuring information security and access control.

Topics: Finance , Workforce Management

The Differences between In-House Payroll vs Outsourced Payroll [Part 2 of 2]

by   Stefanie Gause on 05.30.17

Welcome to Part 2 of Sparkrock’s three-part series on In-House vs Outsourced Payroll. If you haven’t done so already, please feel free to read Part 1 to get a basic understanding of the difference between the two methods of payroll.

Topics: Workforce Management

The Benefits of In-House Payroll vs Outsourcing [Part 1 of 2]

by   Andrew Cheung on 05.22.17

Organizations are often thinking about how to better manage their payroll, and it’s no surprise why this is always top of mind - employees are the lifeblood of organizations and can account for around 80% of overall expenditure in the public sector. Ensuring that they are paid on time and correctly is of the utmost importance.

Topics: Workforce Management

How to Create a Volunteer Handbook

by   Cait Abernethy on 05.02.17

People volunteer for an endless variety of reasons. Many people want to gain experience, acquire new skills, meet new people, or expand their network of contacts as a way to get a new job or start a career. Others just want to give back to their community, help a friend, or promote a worthwhile activity. They do it because it makes them feel good. It gives them what some describe as a "private smile."

Even though volunteers are willing to give a great deal of their talents and free time, they are an asset that is largely underutilized. If your organization is thinking about developing a volunteer program but don't know how to create a volunteer handbook, look no further. Here are six important sections to make sure you include in your handbook:

Topics: Workforce Management , Workforce

Guide to Hiring an Exceptional Executive Director at your Nonprofit

by   Cait Abernethy on 04.26.17

Hiring an executive director is one of the most important actions that the governing board of a nonprofit agency will take. The board depends on its director to achieve the agency’s purposes and objectives within the constraints of its budget on a day-to-day basis—not an easy task to accomplish year in and year out. Also, the working relationship between the director and the board, the staff, volunteers, clients, funding organizations, and other service agencies can significantly influence the agency’s effectiveness and reputation in the community. But finding a great Executive Director can be a tricky process as they are senior positions, but tend not to be as well paid as in the private sector, meaning that hiring someone who is in it for more than just financial compensation, someone who is in it because of passion, is critical.

 

Topics: Finance , Outcomes-Impact , Workforce Management , Workforce