Hello,
I am writing these lines as the CHSLD is in its first day of its agreement, which is very exciting! Although the harmonization is an extremely positive event, naturally many questions, concerns, and even stressesarise; these reactions are the very nature of change, even when beneficial.
We would like to be able to transition at the snap of a finger and go from non-conventionné to conventionné, but unfortunately this rapidity is not possible. I know that you are waiting for information on work organization according to budget and ratios. We are working intensively on this topic and meetings will be scheduled in April to discuss any changes with you.
The various stages of the agreement are sometimes difficult with the MSSS. We sometimes do not receive the support we require, since no establishments have become conventionné in the last forty years. As we are one of the fist, we are leading the way.
Additionally to this information on work organization, we would like to share facts about the pension plan, the sick leave process, and more. We are currently discussing these various topics with the MSSS so they provide us with the tools necessary to easily transmit this information to you. If we must wait too long, we will develop these communication tools ourselves. As soon as possible, we will send you the relevant information. In the meantime, please do not hesitate to contact us with your questions. We will answer them to the best of our abilities with the information we currently have. You can also consult your working conditions at the following link: https://g26.pub.msss.rtss.qc.ca/Formulaires/Circulaires/ConsCirculaire.aspx?enc=/rs4F7gYDyA=.
Information was transmitted by email and Agendrix on Thursday, March 23rd, 2023 regarding the new organizational charts and changes in the Activitym Social Work, and Therapy departments. This agreement is new for us; thank you for your understanding and cooperation.
EMPLOYEE RELATIONS COMMITTEE:
Thank you to those who have shown interest in actively participating in the Employee Relations Committee (ERC) and those who nominated their colleagues. As mentioned in Katy St-Cyr's memo on Tuesday, March 21st, 2023, due to the harmonization agreement starting on Sunday, March 26th, 2023, we need to postpone resuming this committee's activities. We will keep you posted. We did not manage to recruit some of the required members, so further recruitment is our next step.
RECRUITMENT:
Immigation employees:
Nothing has changed since last month. Below, you will find our expectations for these employees' arrival:
Job Title | Employee File with 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 |
The immigration process is complicated, so the timeframe can change, but at this time, these are the expected delays.
Access to the Santé Montréal platform for postings:
We just received our access to the Santé Montréal recruitment site, which we hope will give us more recruitment success. You can access this platform at the following link: http://v1.santmontral.qc.ca/rh/pub/fr/default.asp.
Positions:
In the CHSLD, the Executive Assistant and two Unit Manager positions are still not filled. We also need to hire a four-day per week Nutrionist and a five-day per week Gerontology Technician. We will use the Santé Montréal sitre for these postings.
AGENDRIX:
We can now consider Agendrix as implemented. While different job titles may currently be using the software differently, we will eventually unify its services, as we have now adjusted to Agendrix. Thank you for your collaboration. Our Accounting and HR departments are still working to make the platform as effective as possible.
HUMAN RESOURCES IDNICATORS FROM SUNDAY, JANUARY 29TH, 2023 TO SATURDAY, FEBRUARY 26TH, 2023:
The following list contains different indicators' highlights. For more details, pelase see the tables below.
- Globally, we hired five new employees and four left; we have one more food services attendant, one less LPN, and one more beneficiary attendant. We are still collaborating with agencies to fill our missing shifts
- During this period, eleven employees tested positive for COVID-19, twenty-four less than the previous period, leading to thirty-eight shifts to be replaced. This decrease demonstrates COVID-19's slow departure
- Compared with the last As the Wales Turns edition, shifts left uncovered increased 3.5 percent to 4.2 percent or 120 shifts; these statistics can be explained by fatigue kicking in and a particular situation wherein an agency left us temporarily with less coverage than usual
- We have twenty-four 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) | 20 (stable) | 85 (stable) |
- There were sixty call-ins, an increase of sixteen or thirteen percent compared with the last period. Lots of people were tested and some, despite a negative result, were still sick. If the employee tested negative, each sick day constitutes one call-in, whereas if they are positive, the entirety of their sick days constitute a single call-in. Here are the highlights:
- The day with the most call-ins was Monday, January 30th, 2023 with six. This number is very high compared to regular call-ins and was followed by:
- Saturday, February 4th, 2023 with five call-ins
- Saturday, February 18th, 2023 with five call-ins
- Call-ins increased significantly for nurses, LPNs, and beneficiary attendants which is normal as we were still in an outbreak and they are the ones most exposed to residents for longer periods, even though they wear PPE
- Call-ins increased significantly on Norton 3, Central, and for other employees
- Call-ins increased significantly on evening and night shifts
- The day with the most call-ins was Monday, January 30th, 2023 with six. This number is very high compared to regular call-ins and was followed by:
- Overall, overtime decreased which may also explain the increased number of shifts left uncovered during this period
Staff Movement:
Employees Hired | Departures | Employees on Sick Leave | Employees on Maternity Leave | Employees on CNESST, including Reassigned Pregnant Employees |
3 food services attendants 1 beneficiary attendant 1 LPN |
|
|
|
|
5 (↓3) | 4 (↑4) | 13 (↑7) | 6 (↓1) | 7 (stable) |
The increased number of sick leaves are short-term for which three employees recovered and returned within this period. Overall, nine of the thirteen employees on sick leave have now returned.
To those numbers, we need to add eleven employees who were off due to COVID-19, a decrease of twenty-four. Accordingly, the number of missing shifts related to COVID-19 reduced from 106 to thirty-eight. Thirty-seven people, a decrease of eighteen, therefore, were absent during this period, spread across different job titles:
- Seven food services attendants, a decrease of one
- Four housekeeping attendants, an increase of one
- Five clinical aides, an increase of two
- Eleven beneficiary attendants, a decrease of eleven
- Five LPNs, a decrease of three
- One nurse, a decrease of three
- Three other, a decrease of three
We are pleased to welcome:
- Emma Nadeau Patterson, Mark Xander Abbang, Rachel Buzzell, Frances Banfill, and Myla Micaros, food services attendants
- Tara Henry, LPN
- Kevin Plunkett, nurse
- Chona Bordador, beneficiary attendant
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 shifts per week (stable)
- Two assistant cooks for a total of nine shifts per week (stable)
- One clinical aide for a total of four shifts per week (stable)
- Seven beneficiary attendants for a total of thirty-three shifts per week (stable)
- Two LPNs for a total of ten shifts per week (stable)
- Three nurses for a total of five shifts per week (stable)
Uncovered shifts comparison:
Sunday, September 11th, 2022 to Saturday, October 8th, 2022 | 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 26th, 2023 | |
Missing shifts due to sick leave | 83 | 124 | 116 | 44 | 67 | 134 (↑85%) |
Missing shifts due to maternity leave | 161 | 107 | 123 | 128 | 128 | 102 (↓20%) |
Missing shifts due to preventive leave | 74 | 80 | 72 | 67 | 53 | 69 (↑30%) |
Missing shifts due to CNESST | 33 | 6 | 24 | 37 | 33 | 50 (↑52%) |
Missing shifts due to COVID-19 | 33 | 6 | 24 | 37 | 106 | 38 (↓64%) |
Total of missing shifts | 391 | 337 | 372 | 316 | 387 | 393 (↑1%) |
Total of shifts left uncovered | 90 | 73 | 74 | 85 | 98 | 120 (↑22%) |
Total shifts per month at the Wales | 2,836 | 2,836 | 2,836 | 2,836 | 2,836 | 2,836 |
Percentage of shifts left uncovered | 90/2836 = 3% | 73/2836 = 2.6% | 74/2836 = 2.6% | 85/2836 = 3% | 98/2836 = 3.5% | 120/2836 = 4.2% |
Call-ins:
There were sixty call-ins, an increase of sixteen or thirty-six percent compared with the last period. Variations of more than fifty percent 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 | 3 | 0 (↓300%) | Norton 1 | 10 | 11 (↑9%) | Day | 32 | 35 (↑6%) |
Food services attendants | 6 | 0 (↓600%) | Norton 2 | 13 | 15 (↑15%) | Evening | 8 | 15 (↑88%) |
Clinical aides | 11 | 10 (↓9%) | Norton 3 | 8 | 16 (↑100%) | Night | 3 | 10 (↑233%) |
Beneficiary attendants | 16 | 38 (↑138%) | Central | 2 | 5 (↑150%) | |||
LPNs | 8 | 10 (↑25%) | Manning and Shaw 1 | 3 | 4 (↑33%) | |||
Nurses | 0 | 3 (↑300%) | Manning and Shaw 2 | 7 | 5 (↓29%) | |||
Other | 0 | 0 (stable) | Dining Room | 1 | 0 (↓100%) | |||
Kitchen | 1 | 0 (stable) | ||||||
Other | 0 | 5 (↑500%) |
Overtime:
Overtime percentagaes must be interpreted cautiously. The greater the number of hours, the more the percentage is valid.
Department* | Sunday, September 11th, 2022 to Saturday, October 8th, 2022 | 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 26th, 2023 |
Beneficiary attendants | 416.5 | 260 | 349.25 | 282.5 | 500.25 | 451 (↓10%) |
LPNs | 151.25 | 103.25 | 125.75 | 85.5 | 159.25 | 105 (↓34%) |
Nurses | 55 | 43.25 | 38.75 | 56.25 | 60.25 | 75.25 (↑24%) |
Clinical aides | 15.25 | 22 | 19 | 27.5 | 31.75 | 7.25 (↓77%) |
Food services attendants | 89.25 | 58 | 74.5 | 50.5 | 84.25 | 86.25 (↑2%) |
Assistant cooks | 11.75 | 21 | 5 | 3 | 15.25 | 7 (↓47%) |
Housekeeping attendants | 40.5 | 47.25 | 21.25 | 32 | 24.25 | 17.25 (↓29%) |
Human Resources | 1 | 8.5 | 13.75 | 6.25 | 21 | 23.5 (↑12%) |
Therapy | 5.25 | 0 | 3.5 | 3 | 7.25 | 12.25 (↑69%) |
Activity | 0.5 | 8.5 | 4.5 | 11.5 | 2 | 4.25 (↑113%) |
Finance | N/A | N/A | N/A | N/A | 5.75 | 5 (↓13%) |
Maintenance | N/A | N/A | N/A | N/A | 3.25 | 0 (↓100%) |
*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