A key position within the Pennsylvania Division is that of Community Income Development Specialist (CIDS). In 2006, the turnover rate for the CIDS position was 40 percent—well above benchmark for similar positions. Exit interviews revealed that the specialists were not benefiting from appropriate training and other developmental support during the critical first 12 months on the job.
The Division implemented DDI’s Targeted Selection® behavioral interviewing system, enabling it to better hire individuals who are a good fit for the CIDS job and the American Cancer Society’s organizational culture. A comprehensive on-boarding program also was implemented to get new hires up to speed quickly and give them a strong foundation of skills and useful information. This program included a curriculum of courses from DDI’s Interaction Management®: Exceptional Leaders . . . Extraordinary Results® (IM: EX®) leadership development system and Techniques for a High-Performance Workforce® workforce development system.
To develop the skills of the CIDSs’ managers, so that they could “keep up with,” and better support the development their teams were receiving, the Division designed a manager development program, a four-day academy which featured a curriculum of DDI IM: EX® courses.
Annual turnover was reduced from 40 percent to 13 percent within three years, and newly hired CIDSs were raising funds at a level similar to those with five years’ experience. In addition, leaders have shown significant improvement in the frequency of displaying key leadership behaviors.