Date of Award

Fall 10-11-2006

Degree Type

Thesis

Degree Name

Master of Public Administration (MPA)

Abstract

Seneca Center Oak Grove, a last stop for the severely emotionally disturbed children and their families, has experienced some very major staffing shortages in its lifetime of five years. This study intends on identifying some key factors that create such a dangerous turnover of staff and ultimately to supply the agency with some recommendations on retention.

The following composition first identifies a threefold hypothesis stating turnovers to be caused by first, a great divide between the direct care staff and the administration team. The hypothesis assumes this is d~e to a lack in understanding of what it is the administration does, and insufficient communication and verbal support directed towards the direct care staff. Second, indications that direct care staff is burnt out and/or are too afraid to work directly with the clients in the environment with "so little pay." Third, the direct care staff is fresh out of college and looking to build some experience to move onto bigger and better employment elsewhere. In addition to, they are finding the urges to go back to college to pursue higher education degrees.

Background literature provides a historical path of mental health identifying the foundations of community-based services. The article moves on to discuss basic formatting of not-for-profit agencies including mission, diversity, leadership, organizational chart, and employee growth. Finally, an identification of training and development, and recruitment is reviewed to encompass the question, why is the employee turnover rate so high at Seneca Center Oak Grove?

The research methods include surveys, interviews, and secondary data from the Human Resource and Accounting Departments with secondary data on turnover rates. The data collected from these methods will provide recommendations on how to curb staff turnover and create a better equipped agency that can respond to client and employee needs.

The top recommendations include base wage increases, brainstorming to bridge the gap between the administrative team and the direct care team, monthly appreciations of employees, and greater commitments to employees returning to college.

Finally, the project concludes that with these recommendations the agency will have a better chance. in ultimately fulfilling its mission, suggesting areas for further research to include agency wide surveys to current and departing employees, and a "comments" section on the agency intranet.

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