Staffing Solutions at Safer

By:
Ashleigh, Jeff, Joe, Liqi, Olivia, Michael

Summary
Brief description about Safer (Situation and
Goals)
Steps for approaching this project
Deliverable project overview to Safer
Relevant Human Resource topics
Recommendations and Justifications
Project Experiences
Overall thoughts

Situation and Goals

1 year 40% CRC-1 turnover rate
Goal : reduce 1st year turnover to 30% or less
Create no-cost method of measuring
recruiting effectiveness
Develop non-monetary methods of employee
recognition and retention

Our Steps
1. Brainstorm questions to uncover details on
the job, company operations, and reward
structure.
2. Communicate these questions to organization
facilitator and HR director
3. Brainstorm personal recommendations
4. Google Doc slides are created for adding
content

Our Steps Continued

5. Research case studies on successful
strategies using ProQuest, Textbook, other
sources as needed.
6. Survey and recruiting template are designed
7. Group reviews current state of presentation.
8. Presentation commences.

Safer Foundation Security

Job Overview

Understanding the CRC-1 job

1. $10-$12/ hour pay by experience
2. Supervising 200+ full-time residents
3. Securing the physical facility
4. Mandatory overtime
5. High school diploma or previous
work experience required

Current Retention Methods

1. Annual employee survey
2. 90 day follow up for new employees
3. HR consultant is available for labor concerns
4. Mandatory training

Causes of Turnover
1. Job is not personal best fit
2. Excessive overtime
3. Low compensation
4. Friction with management
5. Lack of opportunities

HR Topics Covered
Chapter 4:
Conducting a job analysis
Job enrichment (Empowering the worker)
Job analysis interview
Chapter 5:
Workforce planning and Forecasting
The need for effective recruiting

HR Topics Covered
Chapter 10:
Direct & indirect financial payment (Pay for
performance).
Preparing for the job evaluation from employees
(Identifying the need)

Recommendations
1. Institute 360 degree evaluation process
2. Host group activities (employee bowling
night) to build employee cohesion and
loyalty
3. Monitor efficacy of recruiting sources
(Which sources yield lowest turnover?)

Recommendations Continued
4. Prioritize interviewing candidates with
previous security or non-profit experience
5. Personality testing of candidates.
6. Build engagement by asking employees to
reflect on the values of the organization
(Beckbridge).
7. Stay/Exit interviews

Recommendations Continued
8. Promote from within if possible
9. Be clear on what Safer is all about
-Culture
-Vision
-Mission

Justification
1. Survey of volunteers revealed that the most
important factors to volunteer satisfaction
was
2. Recognize favorable employee actions
3. Connect employee contributions to their
effect on organization
4. Encourage Open Communication
(P. 80,Kummerfeldt)

Justification
1. Nonprofits should differentiate themselves with strong
mission.
2. Consider applicants based on their fit with the mission.
3. Nonprofit employees stay because of their belief in the
mission
4. When employee values are in line with organizational
values, it builds trust and engagement (Beckbridge).
(P. 14 Collins)

Justification
Reasons for leaving nonprofits
1. Loss of morale
2. Insufficient recognition
3. Company breaks promises
4. Value mismatch
5. Lack of voice
(P. 26, Collins)

Deliverables
1. Recruitment source effectiveness template
2. Employee entry and exit survey

Reflections
Project acted as a real-world case study
Hands on experience in the HR field

The Project Experiences

The Good
1. Safer team was very
eager to help.
2. Team was able to
cooperate effectively.
3. Better understand the
Human Resource
content.

The Not So Good

1. Communication delays
between client and team
through emails.
2. Conflicting teammate
schedules.
3. Some limited availability
of successful case
studies.

Overall thoughts
What would we do differently?
Talk to our clients in the beginning instead
of emails.

Questions?

Work cited
Kummerfeldt, Vickie D. "Human Resource Management Strategies for Volunteers: A Study of Job
Satisfaction, Performance, and Retention in a Nonprofit Organization." Order No. 3449692 Capella
University, 2011. Ann Arbor: ProQuest. Web. 24 Feb. 2015.
Collins, Laurene E. "Will they Stay? Exploring Mission Attachment and Organizational Commitment
among Employees in a Nonprofit Organization." Order No. 3481002 Capella University, 2011. Ann Arbor:
ProQuest. Web. 24 Feb. 2015.
Beckbridge, Leslie. Keys to Nonprofit Employee Retention. Nonprofit HR. N.p., 14 Jan. 2014. Web. 5
Mar. 2015.