The proven School at Work system will help you...

• Reduce turnover. This “hard dollar” benefit is the easiest to quantify and the most compelling for prospects that are numbers-driven. RoI studies have demonstrated 8-23% higher retention in SAW students than category average.
  
  
• “Grow from Within”. SAW is used:
  
  
  • To build a pipeline to fill future critical needs by increasing the number of internal promotions, especially into nursing and allied health positions.
    
    
  • As “college prep”. SAW students need a “bridge” before entering local community college certificate and degree programs. 33% of SAW students enroll in continuing education within 90 days of completing School At Work.
    
    
• Diversify clinical and management staff. A number of hospitals wish to have a caregiver workforce which mirrors their patient population. SAW classes are typically 65-70% ethnically diverse. For organizations looking to increase the number of minority employees in clinical and management positions, SAW is a way to identify and propel high-potential employees.
  
  
• Increase Employee Engagement
  
  
  • Boost employee morale and loyalty: Annual RoI studies show that employees feel the hospital (and management) really cares about them and their future.
    
    
  • Improve performance and productivity in current position: Supervisor feedback shows improvement in a variety of job indicators. View the complete report.

“We have just completed our first School at Work program, and the results have been outstanding. This program has given our staff confidence to seek promotional opportunities and return to school to further their education. At Baptist Health, our vision for workforce development is to develop staff at all levels. The SAW program is an important strategy in support of this vision.” Beth Mehaffey Vice President of Human Resources Baptist Health System Jacksonville, FL

“SAW helped me a lot.  Since SAW, my writing skills have improved, and I'm more efficient with my work; I communicate well with the patients!  I can help my kids with their schoolwork.  It has been a long time since I've been in school.” Marshell King Administrative Secretary, Pursuing Law at J. Seargeant Reynolds Bon Secours St. Mary's Richmond, VA

Research shows that: • Filling clinical, clerical, and support positions internally reduces average turnover costs by 50 percent • Advancement opportunities motivate employee productivity and attendance • Emphasis on internal promotion increases employee morale. Happier employees provide higher quality service leading to patient satisfaction.

“The program has provided each participant a prospective of what can be, and has given them the tools to accomplish their professional and in some cases personal goals.  The benefit we receive at Magee is a motivated workforce and longer term, more educated employees.  This program will help us to grow our own workforce.”  (at seven months into the program 50% of Magee's SAW students had already been accepted into college / university programs.) Ed Petka VP of HR Magee Rehabilitation Hospital Philadelphia, PA