Hello,
As I write this message, Audrey Beauchesne, our new Director of Nursing, is in her second week with us. Her arrival allows us to implement long-awaited things, find solutions to various issues, and more, for our employees' and residents' betterment. Once again, welcome, Audrey!
The harmonization caused a lot of new implementations for our Finance and Human Resources (HR) departmetns. Unfortunately, the lack of support from the Ministère de la Santé et des Services sociaux I referred to last month, including tools that they have not yet sent us, leads us to use a step-by-step approach as there are far too many things to start at once. Anything related to the harmonization that involves money, such as premiums that are not yet activated, will be paid retroactively.
For HR, as mentioned we are transitioning right now, which may seem very long for you as you have questions related to the new budgets and ratios, I undersand that this period is stressful. We had a plan that required reworking but our goal, if things continue as-is, is to meet with you in the second week of May. There will be different meetings and written information disseminated, but the first meetings will be dedicated to some of the working conditions about which we would like to share information, such as statutory holidays, the difference between hire date, seniority, and experience, sub-list, and overtime. Simultaneously, we are finalizing the work related to the new CHSLD budgets and ratios. As soon as we have the required information, we will meet with you, probably sometime in May.
I sincerely want to thank you for your patience. We want to have as much information as possible when we meet with you. We are either sent tools in French, which we then need to translate, or we do not receive the tools we request, so we must build our own. Please do not forget you can access the CHSLD working conditions at https://g26.pub.msss.rtss.qc.ca/Formulaires/Circulaire/ConsCirculaire.aspx?enc=/rs4F7qYDyA.
RECRUITMENT:
Immigration Employees:
With the strike that started the week of Monday, April 17th, 2023 for many federal services, immigration was impacted. We have no clue how this walk-out affected our employees' arrival times. Last month's delays are listed in the table below. The only change to this table is that we decided not to persevere with the food services attendant and maintenance worker that were supposed to arrive in eight months as the delay is too long for our needs. We are also revising our strategy by meeting with an immigration consultant soon to discuss a corrected employment plan.
Job Title | Employee File wih Sebastien Aubé | Employee File with ISA Firm |
Beneficiary attendants |
|
8 should arrive next fall |
Nurses | 4 should arrive next fall. 2 dropped the process after the interview | |
Food services attendants |
|
4 should arrive before the summer |
Maintenance worker | 1 should arrive in 8 months* |
*We decided not to persevere with these employees as the delay is too long for our needs.
Access to the Santé Montréal recruitment platform:
We started publishing our positions on Santé Montréal. Our first postings' presentation did not go as we thought, however, the postings were out, and we acted so the postings will appear as we want. Depending on the strike's duration, we might adjust our strategy as the delays are way past what was originally expected. With the information we received at the beginning of this immigration journet, most of the employees should have been here by now. While waiting for them, we have put some recruitment on hold, but if the delays increase a lot, we will need to revise this strategy. You can access this platform at the following link: http://v1.santemontreal.qc.ca/rh/pub/fr/default.asp.
Positions:
In the CHSLD, the Executive Assistant is still not filled. Candidates for the Unit Manager positions were interviewed during the week of Monday, April 24th, 2023. They have been hired. Audrey will provide you with more information shortly, including their start dates. We also need to hire a four-day per week Dietician-Nutrionist, a five-day per week Gerontology Technician, and a maternity leave replacement for our Communications Technician. We had some applications, but none met the requirements.
AGENDRIX:
Our Accounting and HR departments are still working to make the platform as effective as possible for pay information transfer. Regular meetings are held to solve issues after each pay. Such a system change is major; therefore, a lengthy adjustment period is normal. Additionally, many things were added due to the harmonization, which must be done manually and complicates the work. Thank you for your patience.
HUMAN RESOURCES INDICATORS FROM SUNDAY, FEBRUARY 26TH, 2023 TO SATURDAY, MARCH 25TH, 2023:
The following list contains different indicators' highlights. For more details, please see the tables below:
- Globally, we hired two new employees and two left; we have one morenurse and one less food services attendant. We are still collaborating with agencies to fill our missing shifts
- During this period, four employees tested positive for COVID-19, seven less than the previous period, leading to ten shifts to be replaced. We are nearing the end of COVID-19 at the Wales
- Compared to the last As the Wales Turns edition, shifts left uncovered increased 4.2 percent to 4.7 percent or 132 shifts. We can see in the detailed table that the increase in maternity leave and preventive leave contributed to the increase. Preventive leaves increased thirty percent last period and twenty-nine percent this period. Although the numbers in those categories are small, the impact on uncovered shifts is large. On the clinical schedule, weekends are still hard to complete with the harmonization's seven-day week and once we have recruited those employees will help us. On the non-clinical schedule, weekdays are more problematic. With the students being available full-time soon, our position will improve, and will cotninue to do so when the immigrants arrive
- We have twenty-five uncovered positions, including four in Administration. The table below shows these uncovered positions' impact:
Administration | Clinical and Non-Clinical Schedules | ||
Uncovered Positions | Uncovered Shifts Per Week | Uncovered Positions | Uncovered Shifts Per Week |
4 (stable) | 20 (stable) | 21 (↑1) | 91 (↑6) |
- There were forty-three call-ins, a decrease of seventeen or twenty-eight percent compared with the last period
- We can see that the clinical staff call-ins reduced significantly, and the non-clinical staff increased, however we need to be careful and consider the total number of clinical versus non-clinical employees; there are fewer non-clinical employees, therefore variations have bigger impacts. An employee had a complicated day surgery that resulted in five call-ins. Taking that and four call-ins related to COVID-19 into consideration, we would have only had thirty-four call-ins, a significant reduction from last period
- The days with the most call-ins, four, were:
- Tuesday, February 28th, 2023
- Thursday, March 9th, 2023 (spring break)
- Friday, March 10th, 2023 (spring break)
- Call-ins reduced significantly on Norton 2, Central, and Manning and Shaw 2
- Call-ins reduced significantly on each shift
- Overall, overtime slightly increased on the clinical schedule, decreased on the non-clinical schedule, and increased in HR, related to staffing issues and the harmonization
Staff Movement:
Employees Hired | Departures | Employees on Sick Leave | Employees on Maternity Leave | Employees on CNESST, including Reassigned Pregnant Employees |
1 food services attendant 1 nurse |
2 food services attendants |
|
|
|
2 (↓3) | 2 (↓2) | 12 (↓1) | 7 (↑1) | 11 (↑4 including two preventive leaves) |
To those numbers, we need to add four employees who were off work due to COVID-19, a decrease of seven. Accordingly, the number of missing shifts related to COVID-19 was reduced from thirty-eight to ten. Thirty-four people, a decrease of three, therefore, were absent during this period, spread across different job titles:
- One food services attendant, a decrease of four
- One housekeeping attendant, a decrease of two
- Three clinical aides (stable)
- Seventeen beneficiary attendants, an increase of seven
- Seven LPNs, an increase of two
- One nurse (stable)
- Four others, an increase of one
As we improved on the non-clinical schedule, the clincial one had less available employees.
We are pleased to welcome:
- Hannah Gardner Bean, food services attendant
- Audrey Beauchesne, Director of Nursing
Uncovered Positions:
We had the following uncovered positions:
- Four full-time Administration positions: Director of Nursing, two Unit Managers, and Executive Assistant, representing twenty shifts per week (stable)
- Five food services attendants for a total of twenty-four shifts per week (stable)
- One assistant cook for a total of five shifts per week, a decrease of one four-shift per week position
- One clinical aide for a total of four shifts per week (stable)
- Nine beneficiary attendants for a total of forty-three shifts per week, an increase of two positions totaling ten shifts per week
- Two LPNs for a total of ten shifts per week (stable)
- Three nurses for a total of five shfits per week (stable)
Uncovered Shifts Comparison:
Sunday, October 9th, 2022 to Saturday, November 5th, 2022 | Sunday, November 6th, 2022 to Saturday, December 3rd, 2022 | Sunday, December 4th, 2022 to Saturday, December 31st, 2022 | Sunday, January 1st, 2023 to Saturday, January 28th, 2023 | Sunday. January 29th, 2023 to Saturday, February 25th, 2023 | Sunday, February 26th, 2023 to Saturday, March 25th, 2023 | |
Missing shifts due to sick leave | 124 | 116 | 44 | 67 | 134 | 169 (↑26%) |
Missing shifts due to maternity leave | 107 | 123 | 128 | 128 | 102 | 121 (↑19%) |
Missing shifts due to preventive leave | 80 | 72 | 67 | 53 | 69 | 89 (↑29%) |
Missing shifts due to CNESST | 6 | 24 | 37 | 33 | 50 | 64 (↑28%) |
Missing shifts due to COVID-19 | 6 | 24 | 37 | 106 | 38 | 10 (↓74%) |
Total of missing shifts | 337 | 372 | 316 | 387 | 393 | 453 (↑15%) |
Total of shifts left uncovered | 73 | 74 | 85 | 98 | 120 | 132 (↑32%) |
Total shifts per month at the Wales | 2,836 | 2,836 | 2,836 | 2,836 | 2,836 | 2,836 |
Percentage of shifts left uncovered | 73/2836 = 2.6% | 74/2836 = 2.6% | 85/2836 = 3% | 98/2836 = 3.5% | 120/2836 = 4.2% | 132/2836 = 4.7% |
Call-Ins:
There were forty-three call-ins, a decrease of seventeen or twenty-eight percent compared with the last period. Variations of fifty percent or more are highlighted below. We need to be very careful and look at the numbers and not just the percentages.
Job Title or Department | Number of Call-Ins | Unit or Department | Number of Call-Ins | Shift | Number of Call-Ins | |||
Last Period | This Period | Last Period | This Period | Last Period | This Period | |||
Housekeeping attendants | 0 | 1 (↑100%) | Norton 1 | 11 | 10 (↓9%) | Day | 35 | 28 (↓20%) |
Food services attendants | 0 | 8 (↑800%) | Norton 2 | 15 | 6 (↓60%) | Evening | 15 | 8 (↓47%) |
Clinical aides | 10 | 1 (↓90%) | Norton 3 | 16 | 16 (stable) | Night | 10 | 7 (↓30%) |
Beneficiary attendants | 38 | 26 (↓32%) | Central | 5 | 1 (↓80%) | |||
LPNs | 10 | 5 (↓50%) | Manning and Shaw 1 | 4 | 3 (↓25%) | |||
Nurses | 3 | 2 (↓33%) | Manning and Shaw 2 | 5 | 1 (↓80%) | |||
Other | 0 | 0 (stable) | Dining Room | 0 | 0 (stable) | |||
Kitchen | 0 | 6 (↑600%) | ||||||
Other | 5 | 3 (↓40%) |
Overtime:
Overtime percentages must be interpreted cautiously. The greater the number of hours the more the percentage is valid.
Department* | Sunday, October 9th, 2022 to Saturday, November 5th, 2022 | Sunday, November 6th, 2022 to Saturday, December 3rd, 2022 | Sunday, December 4th, 2022 to Saturday, December 31st, 2022 | Sunday, January 1st, 2023 to Saturday, January 28th, 2023 | Sunday, January 29th, 2023 to Saturday, February 25th, 2023 | Sunday, February 26th, 2023 to Saturday, March 25th, 2023 |
Beneficiary attendants | 260 | 349.25 | 282.5 | 500.25 | 451 | 455.75 (↑1%) |
LPNs | 103.25 | 125.75 | 85.5 | 159.25 | 105 | 122.5 (↑17%) |
Nurses | 43.25 | 38.75 | 56.25 | 60.25 | 75.25 | 96 (↑36%) |
Clinical aides | 22 | 19 | 27.5 | 31.75 | 7.25 | 25 (↑245%) |
Food services attendants | 58 | 84.5 | 50.5 | 84.25 | 86.25 | 83 (↓4%) |
Assistant cooks | 21 | 5 | 3 | 15.25 | 7 | 3.5 (↓50%) |
Housekeeping attendants | 47.25 | 21.25 | 32 | 24.25 | 17.25 | 11.25 (↓35%) |
Human Resources | 85 | 13.75 | 6.25 | 21 | 23.5 | 55.5 (↑136%) |
Therapy | 0 | 3.5 | 3 | 7.25 | 12.25 | 2.75 (↓78%) |
Activity | 8.5 | 4.5 | 11.5 | 2 | 4.25 | 0 (↓425%) |
Finance | N/A | N/A | N/A | 5.75 | 5 | 2.75 (↓45%) |
Maintenance | N/A | N/A | N/A | 3.25 | 0 | 2 (↑200%) |
*To respect confidentiality, overtime hours are not displayed for departments with a single employee, like the Purchaser or IT Technician.
Chantal Richer
Director of Quality and Administrative Services
819-826-3266 extension 274