HPOG Staff Transition Toolkit: Practical Steps to Manage Staff Turnover

To submit the HPOG Staff Transition Toolkit, follow these steps: Review the completed toolkit to ensure all relevant sections are filled out accurately. Save the document using the PrintFriendly PDF editor. Share the completed toolkit with your team and stakeholders via email or the shareable link provided by PrintFriendly. If required, print the document for physical submission or record-keeping. My advice: Ensure all necessary approvals and signatures are obtained before final submission to maintain the integrity and validity of the information.

There are no specific important dates for this toolkit in 2024 and 2025 as it is designed to provide ongoing guidance for managing staff transitions.

The purpose of the HPOG Staff Transition Toolkit is to aid Health Profession Opportunity Grants (HPOG) Project Directors (PDs) and their teams in managing staff transitions effectively. Staff turnover is a common challenge that can significantly impact program performance and participant outcomes. This toolkit provides comprehensive guidance, recommended practices, and actionable tools to help PDs prevent turnover, limit disruptions caused by staff departures, and effectively manage staffing gaps. By using the toolkit, PDs can ensure smooth transitions, maintain program performance, and foster a supportive work environment for their teams and participants.

• 1. Introduction: Provides an overview of the toolkit's purpose and the importance of managing staff transitions.
• 2. Top Tips From HPOG PDs: Features advice and recommendations from experienced HPOG Project Directors on managing staff turnover.
• 3. Effects of Staff Turnover: Describes the negative impacts of staff turnover on program performance and participant outcomes.
• 4. How To Prevent or Avoid Turnover: Offers strategies and best practices for preventing staff turnover and retaining key team members.
• 5. Onboarding and Orienting New Team Members: Outlines practices for effectively onboarding and supporting new staff members.
• 6. Succession Planning: Provides guidelines for preparing staff for higher-level responsibilities and leadership roles.
• 7. Appendices: Includes additional resources such as tips for reducing turnover, sample agendas, staff handbook summaries, and checklists.

Failure to utilize the HPOG Staff Transition Toolkit can result in several negative outcomes. It may lead to higher staff turnover rates, reduced program performance, and increased stress for remaining team members.

• Higher Staff Turnover: Without effective transition planning, staff members may feel unsupported and seek opportunities elsewhere.
• Reduced Program Performance: A lack of smooth transitions can disrupt program activities and negatively impact participant outcomes.
• Increased Stress for Remaining Team Members: Remaining staff may experience increased workloads and stress, leading to burnout and diminished morale.

• 1. Preparing for a Staff Resignation: Use the toolkit to plan and manage the transition effectively when a staff member announces their resignation.
• 2. Onboarding New Team Members: Refer to the toolkit for best practices in orienting and supporting new hires during their initial weeks.
• 3. Succession Planning: Utilize the guidelines in the toolkit to prepare staff for higher-level responsibilities and leadership roles.
• 4. Mitigating Disruptions: Implement the practices outlined in the toolkit to minimize disruptions caused by staff turnover.
• 5. Maintaining Staff Engagement: Follow the recommendations in the toolkit to foster a supportive work environment and retain key team members.