Staffing shortages are hitting almost every industry, and afterschool care is no exception. Recruiting and retaining afterschool staff is an evergreen conundrum for administrators, but the problem is particularly acute now.
Many childcare agencies, including those that offer after school care, are attempting to expand during a time of record-low unemployment. In some cases, they cannot take advantage of funding opportunities because they cannot guarantee the appropriate staffing levels to implement new work.
This problem is affecting both urban and rural areas, though the hurt is felt more acutely in the suburbs. Respondents to a Edge Research Survey for the Afterschool Alliance reported that suburban program providers were having more trouble finding and keeping employees than urban and rural providers.
Holding on to talented employees is critical to maintaining a successful afterschool program. In this time of worker shortages, here are some tips for recruiting and retaining afterschool staff.
Review and Raise Pay Rates
While most qualified teaching staff in your ideal candidate pool probably don’t want to work retail or customer service, they are understandably reluctant to seek professional positions that pay less than a job slinging hamburgers. People want to be paid what they are worth.
Wages are the most significant expenditure in high-quality afterschool programs. However, attempting to cut costs by paying lower wages or avoiding pay raises, especially for increasing responsibilities, serves no one. Take some time to review wages and see if there is an opportunity to offer your employees and open positions more.
If there’s just no room in the budget, you can consider other methods of providing additional financial incentives beyond wages. Can you offer tuition assistance and reimbursement for those attending the appropriate educational opportunities? Are there additions in your health benefits package you could work out with your insurance provider?
Think about offering career development and continuing education classes or training. Employees are more likely to stay at their jobs if they feel supported by management. Show your employees that you appreciate them, in more than just words.
Americorps and other entities, including the Child Care and Development Block Grant program, can provide support as well.
Improve Your Onboarding Program
The Society for Human Resource Management cites a survey showing new workers provided a structured orientation are 69% more likely to remain with an organization in three years than those who did not receive such an orientation.
Onboarding introduces new employees to your organization and makes them feel more competent when performing their jobs and understanding their organizational roles. They integrate better with other employees and
adapt more readily to the organizational culture. The formal onboarding process also improves employee retention, satisfaction, and performance.
Do you have a formal onboarding process? Getting the process down in writing might be extra work at first, but it will streamline future onboarding processes. A well-organized program also helps to instill an employee’s confidence in your business and leadership. It shows that management has thought about every part of bringing in new staff and values new employees from their very first day forward.
Creatively Recruit
Many high schools and colleges have students interested in teaching and child development. Local institutions could be fertile recruiting grounds for co-teaching and co-leading programs with a qualified professional. Consider creating a partnership with local schools; this will offer practical experience for students and a qualified candidate pool for you.
Reach out to your clients, alums, and former employees. Let them know you are hiring and ask them to spread the word. Local parent groups can help amplify your quest, while an email blast to families enrolled in your program can help you reach qualified job-seekers in their networks.
Engage staff and partners in your quest for employees who may be looking for a long-term position. Local staffing agencies often have clients searching for full-time, permanent positions.
Improve Retention and Employee Administration with Software
Childcare and afterschool management software can help improve staff management and relieve administrative effort.
Manage demographics, participation, scheduling, and attendance in a single solution that can help you and your employees keep track of everything from hours worked to certifications earned. An automated solution may even help you reduce the administrative load on office staff, which is an opportunity for significant cost savings.
Afterschool software can streamline scheduling and staffing for multiple facilities. You can associate a staff member with multiple sites or locations and link staff members to the sessions they conduct. Scheduling is a snap, and employees can easily access their information anytime they desire.
Wrapping Up
Staff retention concerns are at an all-time high, and shortages and lucrative offers from other employers can sap the talent pool. To help improve retention rates, revisit wages and benefits, develop an effective onboarding program, find creative ways to recruit new candidates, and make the most of automated afterschool management software.
Hopefully these tips can help you attract qualified job-seekers to your afterschool program.