Final Opportunity Assessment

The final opportunity assessment relates to the performance of an organization. Carey Counseling Center is the only community mental health organization in the majority of the counties it has offices, but it is not the only working opportunity in those areas. The majority of the degrees of CCC employees are social work or psychology, lending itself to the service industry. The employee CCC often attracts due to the lack of pay and other incentive issues is typically recent college graduates. Every need their first opportunity but these individuals rarely stay in the same position for very long. CCC has a good support system but spends a lot of resources completing orientation with a high turnover rate. The training and support system are
good, but CCC could utilize a lot less resources if they chose more judiciously between applicants. Recent information suggests there are simply not enough eligible applicants for the positions available. Recruitment is the area related to performance where CCC can really do a more efficient and effective job. New orientation training used to be monthly, but with the grant programs and turnover it has moved to bi-weekly. The training in orientation relates to electronic medical records, retirement, specific job duties and an employee in those areas must block out the morning or afternoon twice a month to participate in the orientation. Mathematically speaking, it would not take a manager long to realize the mid management time that is being resourced to the orientation of new recruits. CCC should start with assessing the individuals and looking for a very capable individual that will utilize those skills in such an advantageous way, they would not look to hire on at a state job or local hospital (Nassar, 2007).