PP on human capital managment. HCM is business practices that integrate strategy with EBPS and employe experience Everything that goes into the employee life cycle we touch We address the process that go into attracting, growing and keeping talent HR operations to CEO coaching We believe change starts at the top also know its lonely leaders need support

1. COPA Workforce
12/14/2022
Jay Voigt
Principal Consultant
Human Capital Consulting

2. • 20 years BH experience
• Executive leader in healthcare
systems and services
• Clinical and admin balance
• Skilled at unifying
stakeholders, facilitating
organizational change, project
management and strategic
planning/execution
• 35 year BH leader
• Owned and operated SUD
organizations for 20 years
• Professor, trainer, presenter,
clinician and coach
• Skilled in business operations,
program development,
organizational training and
leader coaching
• Tenure professor at CSU
• Doctorate in workforce
development
• Researcher across country on
several federal studies
• Skilled teacher, researcher,
data analysis, author, industry
leader
Human Capital Consultants
Jay Voigt MBA, LPC, CAS Mike Grabill LPC, CAS Jon Elliott PhD

3. Human Capital Management
 Evaluate Employer people
processes
 Recommend an implement
workforce solutions
 Leader coaching & training
 HCM benchmarking
 Company benefit evaluation
 Workforce planning

4. COPA member survey results:
Hiring
qualified
candidates
Advancement
and salary
Clinicians
and peers

5. Employment Life Cycle
Attraction Recruitment Selection Onboarding Retention Development Separation
-Organizations need to manage each part of the employee journey.
-Measure it!

6. Your brand & reputation
Attraction
Best Practice
• Actively manage your digital profile
• Client and stakeholder perceptions
• Intentional communication practices
How to
Measure
• Brand Awareness
• # of customer reviews
• Outcomes/client satisfaction

7. Quality and quantity of candidate
Best Practice
• Equip and expect all stakeholders to recruit
• Solid job description
• Timely
How to Measure
• Volume/# candidates
• Source of recruits
• TTI/TTO/AR/TTS
Recruitment

8. Who & How you interview
Best Practice
• Screening/timely
• Behavioral interviewing
• Who and How
How to Measure
• Candidate surveys/hire surveys
• 90-day reviews
• Tenure
Selection

9. Offer to first 90 days
Best Practice
• Well defined process
• Begins at offer acceptance
• Personal/high touch
How to Measure
• 90 Day retention rates
• 90 Day employee survey
• Up or out (selection + onboarding)
Onboarding
AREA NAME SOC TITLE EMPLOYMENT
25TH %ILE
ANNUAL
MEDIAN*
ANNUAL
75TH %ILE
ANNUAL
90TH %ILE
ANNUAL
Region 3 Northwest
Colorado
Substance abuse, behavioral disorder, and mental
health counselors
260 $39,000 $48,690 $63,310 $80,540
Region 3 Northwest
Colorado
Social and human service assistants 130 $36,520 $38,710 $48,700 $59,280

10. Why employees stay
Best Practice
• Stay interviews
• Culture
• Leader coaching
How to Measure
• Turnover rates
• Promotions from within
• Reasons for leaving
Retention

11. Skills, knowledge and experience
Best Practice
• Pro development plan
• Training (external & paid)
• Performance review aligned with pro dev
How to Measure
• Self & Sup
• Binary
• Outcomes/client satisfaction
Development

12. How employees leave
Best Practice
• Standardized, defined and transparent process
• Universal severance/separation agreement
• Exit interviews
How to Measure
• Termination type & volume
• Volunteering
• Impact on operations
Separation

13. Summary
 Evaluate your employee lifecycle
 Collect and use data to monitor
 Invest in leaders-on down through organization
 HCM is bigger than HR

14. Questions
www.human-capitalllc.com
jay@human-capitalllc.com
720-587-7039