Personell

Sunshine Farm

Workforce Development and Management Practices

Sunshine Farm’s workforce development and management practices reflect several key aspects of the organization:

A. Mission

Sunshine Farm’s mission statement is included in all employee handbooks. These are given at the onset of employment, and again annually every year. All workforce development and management activities align with and support this mission, ensuring that the staff is dedicated Sunshine Farm’s goals.

B. Culture

– The culture at Sunshine Farm emphasizes collaboration, innovation, inclusivity, and respect for the individual. Workforce practices foster this culture by team-building activities, open communication, regular staff meetings and consultation.

C. Person-Centered Philosophy

– Sunshine Farm adheres to a person-centered philosophy, focusing on the needs and preferences of the individuals served. Workforce development includes training on person-centered practices and encourages staff to prioritize the well-being and choices of participants. This includes meetings which focus on inclusivity and Cultural respect.

D. Performance Measurement and Management System

– Sunshine Farm has a robust performance measurement and management system. Annual staff evaluations as well as staff feedback forms are done.

E. Risk Management Plan

– Sunshine Farm’s existing risk management plan, which aligns with CARF standards, is an integral part of workforce development. Staff are trained on risk management protocols and practices to ensure a safe and secure environment for both staff and participants. This can be found in our risk management policy.

F. Strategic Plan

– The strategic plan of Sunshine Farm, also aligned with CARF standards, guides workforce development and management. This plan outlines long-term goals and objectives, with specific strategies for workforce growth and development to meet these goals.
– Alignment of workforce development activities with organizational goals.

Ongoing Workforce Planning

Sunshine Farm’s ongoing workforce planning includes the following components:

A. Workforce Analysis

– Conduct regular workforce analysis to assess current staffing levels, skills, and competencies.
– Identify gaps and areas for improvement to align with Sunshine Farm’s strategic goals.

B. Written Job Descriptions

– Maintain clear and comprehensive written job descriptions for all positions.
– Ensure job descriptions include roles, responsibilities, qualifications, and expectations.

C. Review and Update of Written Job Descriptions

– Regularly review and update job descriptions to reflect Sunshine Farm’s evolving needs and requirements.
– Involve relevant stakeholders in the review process to ensure accuracy and relevance.

D. Recruitment

– Develop and implement effective recruitment strategies to attract qualified candidates.
– Utilize various channels and methods to reach a diverse pool of applicants.

E. Selection

– Use a standardized selection process to evaluate and choose the best candidates.
– Use fair and objective criteria to assess applicants’ suitability for the roles.

F. Retention

– Implement retention strategies and positive reinforcement, to keep talented staff engaged and committed to Sunshine Farm.
– Offer competitive salaries, benefits, professional development opportunities, and a positive work environment.

G. Succession Planning

– Develop a succession plan to ensure continuity in key positions as needed.
– Identify and prepare potential candidates for future leadership roles through mentoring and training programs.