Commercial Drivers TPM Collaborative
The CDL TPM Collaborative Team
Bryan Lindsley
Bryan is a TPM Practitioner. He is also the Founder of The Effective Problemsolver which helps social and public sector leaders go from running ho-hum change initiatives to making transformational impact.
Deb Broberg
Deb Broberg is the certified TPM Practitioner for the Older Adult Services Collaborative. Deb is also a national faculty member for the Global TPM Academy and is currently the Executive Director at RealTime Talent.
Interested in joining?
Contact Jenny Moore at jenny@realtimetalentmn.org to learn how you can get involved.
Mental Health TPM Collaborative
The Mental Health TPM Team
Jenny Moore
Interested in joining?
Contact Jenny Moore at jenny@realtimetalentmn.org to learn how you can get involved.
Older Adult Services Collaborative
How it works:
- Step 1: Choose a Training Provider – Be sure to tell your Training Provider you want to be a part of the Nursing Assistant TPM Program!
- Step 2: Register for a Nursing Assistant Training Program.
Once you register for a Nursing Assistant Training…
- Step 3: Sign a Student Agreement to show commitment to your training and future employer.
- Step 4: Pick a preferred employer and set up an interview – as a TPM Participant, you can interview with multiple employers to see which one fits your scheduling needs the best.
After your interview…
- Receive a job offer and ACCEPT!
- Finish your Nursing Assistant Training and pass your Nursing Assistant Test.
- Get to work!
The Older Adult Services TPM Team
Deb Broberg
Deb Broberg is the certified TPM Practitioner for the Older Adult Services Collaborative. Deb is also a national faculty member for the Global TPM Academy and is currently the Executive Director at RealTime Talent.
Jenny Moore
Jenny is a TPM Practitioner and is providing all project management services for the OAS TPM Collaborative Team. She is currently the Project Manager for Talent & Workforce at RealTime Talent.
More about the OAS TPM Collaborative
A Collaborative Effort to Build a Nursing Assistant Pipeline
The Older Adult Services (also known as long-term care) collaborative launched in late 2019 as a pilot initiative for the metro area of nine employers. Utilizing the TPM process, the collaborative shared a goal of closing the skills gap and talent misalignment, strengthening the talent supply and employer process, and driving improved retention. The OAS collaborative chose the Certified Nursing Assistant job as their critical pain point.
An Eye-Opening Forecast
Leveraging the data tools TPM offers, the OAS employers engaged in a demand planning process and projected a need for just under 5,400 nursing assistants within the next two years for the Twin Cities metro alone (427 new positions and 4,971 replacement positions). Having made these projections pre-pandemic, we believe these numbers are even higher today.
Alignment and Communication of Job Requirements
Mitigating critical skills shortages requires a focus on quality, which means addressing the competency, credential, and other hiring requirements for critical jobs. The collaborative came to a consensus on:
- Education Requirements
- Credentials
- Experience Levels
- Competencies
- Employability Skills
- Other Hiring Requirements
A Collection of Supply Data
After concentrating on how to focus and communicate demand, the OAS collaborative began an in-depth analysis of current and potential talent supply. The collaborative addressed these critical questions:
- Where have we traditionally found talent for new hires? For upskilling opportunities?
- Do we have the necessary supply of talent internally or from external providers to meet our projected demand?
- What is the current and potential capacity of our internal and external pipelines to meet our workforce needs now and into the future?
- What are other potential sources of talent – both internal and external – that can help us meet our workforce needs, including increasing diversity?
- What are the size and characteristics of the overall talent pool within our geographic area, including those populations that could be prioritized for DEI initiatives?
After agreeing upon a definition of a successful hire, the collaborative engaged in a talent flow analysis, collecting data on 980 hires from the previous years, using this information to identify how effective they are at sourcing talent from education institutions, feeder jobs, and current providers. This, combined with the demand planning data, led to a supply-demand analysis which only confirmed the dire need to address the talent pipeline for nursing assistants.
Co-designing New Solutions
The Older Adult Services collaborative has now identified key talent partners to engage in a co-design of talent pipeline outcomes, define performance and success measures, and establish an action plan to execute. Together, these partners have identified pain points in training and education, employer return on investment measures, talent partner metrics, and potential commitments to performance-incentive processes.
Below are the talent partners identified by the group alongside the original nine employer members of the Older Adult Services collaborative.
Interested in becoming a part of a new employer collaborative?
We are in search of Minnesota businesses that are looking for an effective approach to solving their most critical talent shortages. Please provide your information below, and we will be in touch!