Submitted by Frank Lazzaro, Administrative Director of Human Resources; Jeanne Locklear, Director of Education Services and Community Health; Debbie Cook, Coach; Libby Niles, Coach

• Recipient of the Missouri Home Health Administrative Assistant Award
• Successfully completed the GED Examination
• Enrolled in the Certified Dietary Managers Course
• Promoted from Materials Management to direct patient care position
• Applied and accepted into Nursing School
• Applied and accepted into a desired lateral position
• Attended college for the first time
• Enrolled in a Certified Materials Management Course

Bridgeport Hospital launched School at Work in 2006 and has successful completed three sessions. The first class in 2006 graduated with a 100% completion rate; 65% of the students went on to accept job advancements. A second session has had outstanding outcomes with a 40% job advancement rate. In addition to SAW, the hospital has encouraged job advancement through its “Careers for Life Academy”. The “Academy” has four pillars:

• Career Development Center
• Community Placement Division
• Internal Placement Division
• Professional Development Division

CLC Founder Lynn Fischer presents award to co-coaches Marge Stehman and Lorraine Iversen.

Northport VA Medical Center embraces the concept of training staff at all levels of the organization. Management has been proactive in supporting programs, such as School at Work and other local mentoring/leadership programs, to strengthen ‘high potential’ employees and to enhance understanding of the inner workings of the medical center. The School at Work program fits perfectly as it focuses on entry level employees who have the will to advance and the motivation to do so. A logical next step for SAW graduates who are entry and support-level employees at Northport VA Medical Center is to enter into the local leadership programs such as CHAMPIONS (Career Help and Mentoring for Personal Improvement and Networking) and ACES (Accelerated Career Exploration). Participants work with mentors to develop Individual Development Plans (IDP) as they participate in various learning activities for career development and personal growth. Participants also identify areas of strength and weakness, pinpoint their preferred learning style, participate in stretch assignments, and develop IDPs with the goals of continued training and education for career advancement. This training is offered in varying modalities including an extensive catalog of online courses, classroom presentations, self-study, shadowing and one-to-one training with mentors. Mentees are provided with materials, websites, and a listing of suggested readings related to resume writing, financial aid, scholarships and grants. Each mentee is required to submit a “Lesson Learned” via the Virtual Learning Center (VLC) as a graduation requirement. The VLC is a Web-based knowledge management tool VA employees and leaders use to share their successful practices and career-related knowledge.

Coach Belanic accepts award from CLC Founder Lynn Fischer.

The first class for the St. John’s Hospital SAW program started with 10 participants in September of 2006 with eight graduating in June of 2007. Of this first class, five are currently enrolled in continuing education, two of whom are currently completing the prerequisites for nursing school. Five individuals in the first class have also had job advancements or have moved into patient care positions. The 2007-2008 class began with fifteen individuals; all fifteen graduated. During the course, two received job advancements with another three receiving promotions within the first month after graduation. One student enrolled in a local community college to study and received her GED, passing with honors and receiving a scholarship to attend the community college for this fall semester. Seven other individuals have pre-enrolled for the fall term and well on their way to continuing their education. The success of the program has created a buzz: current registration for the next SAW course has at least 60 applicants to fill the allocated 20 positions.

Aboard the Star of Louisville, Coach Dee Manning and Chief Human Resources Officer Jim Brookhart accept award for entire St. John's team.

Every successful endeavor begins with a person of vision. When Jim Brookhart, Chief Human Resource Officer for St. John’s Health, first heard of School At Work while attending a conference in early 2006, he could see the positive impact that such a program would have for the health system and the participants of the program. Immediately he began “paving” the path for an immediate implementation by enlisting the support of the system leadership council, enlisting the education and human resources departments and supporting the budgetary and logistical necessities to start the program as soon as possible. Jim quickly assembled and engaged the directors and managers of departments with a high percentage of entry level coworkers for our first focal group class, identified and supported the training for the coaching team and allocated funds for the course fees and contracts with Catalyst Learning. Joining Jim on this vision and complementing his work at every turn is Ann Meuser, Vice President for Mission Integration for St. John’s Health System. Ann provides the heart of the program in her compassion and understanding of how the SAW program can transform and improve the lives of the students.

From the beginning, the Education and Human Resources Departments have been equal partners for the implementation of the program. Each department offered their best gifts that support the two prong promotion that results in a successful SAW program - the enhancement of knowledge and self confidence and the promotion for job advancement and continuing education. St. John’s Hospital’s School At Work program acknowledges its success is ultimately due to every person on the team promoting the success of all the other team members. The foundation for the whole team is the Mercy Heritage and St. John’s Hospital culture.

Completion Rate (2005-2006): 70%
Job Advancements: 26%
Continuing Education: 48%

Coach Mike Hargrave has been driven by passion and dedication to ensure his students successfully navigate their career path. He sponsors fieldtrips to all major departments of the hospital, which provides opportunities to ask questions about education, training, and salaries. This also provides exposure in “real time” to what it means to work in different professions. The site has created an additional week of studies for review of the mathematics portion of SAW to increase confidence and skills. In addition, representatives from community colleges speak about enrollment, financial aid, and course availability.

Aboard the Star of Louisville, Coach Mike Hargrave and Regional Human Resources Director Pam Kennedy accept award from CLC Founder Lynn Fischer.

Beside the measurable results, this hospital has seen improved work ethic, dedication, improved self-esteem, confidence, team building skills. CHRISTUS graduates have reported that participation in SAW has impacted their families: children's grades have improved as a result of watching the changes in parents.

Advocate Lutheran launched School at Work in 2006 and has graduated three classes. What began as a small project has blossomed into one of the most talked-about and successful programs offered at the hospital. Results have been incredible.

• Completion Rate: 74%
• Job Advancements: 24%
• Continuing Education: 29%

In addition 58% of participants have elected to utilize Advocate Lutheran’s Career Coaching programs which give students further guidance and recommendations. The department that has provided the largest number of participants has experienced a significant decline in turnover since SAW began. Turnover has been reduced from 23% to 6%.

Emory University Hospital launched School at Work in 2006 and has graduated three classes. Emory Healthcare (EHC) has three professional educators serving as SAW Coaches. Each has areas of expertise SAW participants can access in obtaining job information, networking, and career assessment and planning. In addition, the EHC SAW Coaches review alternatives to SAW for qualified SAW applicants. This practice contributes to increased motivation from those who choose to participate in the program.

The team consists of a nurse educator and two human resources development (HRD) specialists. The nurse educator provides job information about nursing roles of interest to the SAW participants. One HRD specialist uses her knowledge of job skills in coaching on how to apply these on the job. Career assessment, exploration and planning are provided by the other HRD specialist.

These coaches serve as a ‘brain trust’ for the SAW participants in helping them plan for a positive and productive experience.

Submitted by Tony Long, Manager of Workforce Development; Brandi Mitchell, Education Coordinator

East Alabama Medical Center has graduated three SAW classes, each with outstanding outcomes.

• Completion Rate: 85%
• Job Advancements: 65%
• Continuing Education: 31%

Several students have accomplished goals on two fronts: enrolling in continuing education and accepting job advancements. One example is student June Reed, who participated in EAMC’s first SAW class in 2005. She has just graduated from her Health Information and Coding program at Columbus Technical College and was duly promoted from a Care Assistant. EAMC will grow more such employees as it launches a fourth class this fall.

Aboard the Star of Louisville, Coach Rusty Arnett accepts award from CLC Founder Lynn Fischer.