Darlene called Family Council meeting to order at 6:15 p.m.

Attending: Ramona Strom, Pat Egan, June Bennett, Pat Smith, Darlene Scott, Shelly Wynia, Michael Jenson, Jody Docken, Mary Thirsten

Invited not attending: Rose Joarnt, Larry Quist, Kate Dwyer, Wally Sherseth, Gene & Florence Englebrecht, Jo Bredesen, and Roxanne Sands

Agenda for this meeting is to review our recruitment and hiring practices. Shelly Wynia and Michael Jenson in our Human Resources Department were present to talk about Phoenix current practices.

Michael shared current practices in recruiting. Phoenix advertises in several newspaper (Employment News, Job Dig, church bulletins, as well as smaller local papers). Due to cost we try to limit advertising in Star Tribune and Pioneer Press. We also use as internet to recruit employees.

Employee referrals and walk-in is another mechanism for how applicants come to Phoenix.

We also have a referral bonus where if current employees refer someone to work at Phoenix and they are hired that the employee who made the referral is eligible for a bonus. The employee who made the referral would receive a bonus of $100.00 at the 60 day, six-month and year anniversary, provided the person they referred remains employed with Phoenix.

All persons interested in Support Professional jobs must come to fill out application on site. Michael then reviews application to see if it’s complete and accurate. Also reviews work history (are there large gaps in employment, does the person jump from job to job frequently, why did they leave their last job, etc.)

Michael then accepts or declines applications. Applicants are notified either way. Applications that are accepted are then categorized based on the times that the applicant has indicated they are available to work.

Hiring managers then review the applications that have been accepted and select applicants to interview. HR will conduct a screening/phone interview, if they pass the phone interview HR will then schedules a second interview.

Interviews include a written portion, where applicant must complete a written response to a question and then the interview. The interview questions are considered behavioral based questions (reviewed through the questions asked). HR and Manager then score the interview based upon established criteria. There are some questions that the applicant must answer correctly in order to pass the interview.

If the applicant passes the interview HR will then do verification of past employment (Reference checks). If this checks out then an employment offer is made. The job offer is a conditional based upon applicant meeting all other criteria.

Drug test - applicant has 24 hours from time of job offer to complete the drug test

Mantoux test - Test for Tuberculosis

Background Study - A criminal background study is run through a national data base.

I-9 - Eligibility to work in the United States

Once all conditions of employment are met, the applicant is officially an employee and then is enrolled in new employee orientation.

Shelly then went on to explain the make up of Support Professional

• Generally between 18-34
• HS Diploma or GED
• Single mothers
• Usually working 1-2 or more part time jobs
• Diverse cultural, ethnic and linguistic backgrounds

Support Professional Wages

• Median wage in US - $9.71/hour
• Median wage in MN - $10.99/hour
• Median wage in Twin Cities - $11.69/hour

Phoenix starting wage for SP: $11.13-$12.30 per hour depending on qualifications

Program Manager/Coordinator

• Industry starting salary - $30,627/year
• Average salary range - $33,738-$41,037

Phoenix Program Manager/Coordinator wages

• Average salary - $34,195/year
• Salary Range - $30,243-$37,170

Turnover (yearly)
2006 Turnover rate - 40% (46% if including reserve staff)
2007 Turnover rate (as of 9/2007) - 36% (46% if including reserve staff)

Industry average in turnover 45%

Turnover within 60 days
2006 - 19%
2007 - 35%
Turnover within 6 months
2006 - 38%
2007 - 54%

Industry turnover rate
45% for Support Professional
24% for Managers

6 month industry turnover rate 41% for Support Professionals

We feel that part is what is driving our turnover is benefits (particularly health insurance) and the lack of full-time positions. We are also finding that employee accept the job and once they get into the job they don’t like it or it’s not what they expected.

We are also looking at our recruitment strategies; Some of the things we are pursing:
Obtaining a video called A Day in the Life; show to applicants before they fill out an application. Shows a realistic preview of the job.

Also look at developing a list of job expectations that would be reviewed with applicant at time of interview (more detailed than the job description).

Looking at conducting interviews on site vs at central office. This would give the applicant a chance to see the work environment, meet the individuals living in the home.

We will be forming an internal work group to look at moving these ideas forward.

Next meeting will be January 24, 2007 at 6:15 p.m. at The Phoenix Residence, Inc - Colorado Street.

Meeting was adjourned at 7:15 p.m.