Retention Rates Among Methadone Patients: An Analysis of the New York Experience

There has been an increased interest in Housing First services in Sweden over the past few years. The model was first developed in New York by the organization Pathways to Housing. The growing interest in Housing First as a response to ending long-term homelessness is seen not only in the US and Canada, but also in Europe. One reason for this is the mass of evidence showing high housing retention rates with Housing First services as compared with traditional services. This article aims to analyse the drivers and barriers that hinder or facilitate the scaling up of Housing First pilots. The research question is: Is it possible to incorporate lessons learned from the Housing First pilot into the existing system of homelessness services? In other words: Is it possible to put new wine into old bottles? This is an ongoing research project on Housing First services in Sweden, with the specific focus on the Housing First pilot in the city of Helsingborg. The empirical material consists of in-depth interviews and focus group interviews with project managers, support workers and other stakeholders. The main results show that leadership is essential and a key driver for the scaling-up process. Another driver is the importance of repeating the vision and goals of the idea to keep the story alive. A third key driver is that the staff has identified the Housing First approach as a relative advantage and believes in the idea. The main barrier to the scaling-up process lies in the structures that maintain and surround the social housing programme.

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Hiring Practices, Uses of Social Media, and Teacher Retention Differences

Research Anthology on Strategies for Using Social Media as a Service and Tool in Business ◽

10.4018/978-1-7998-9020-1.ch024 ◽

2021 ◽

pp. 466-479

Author(s):

Bridgette Waite ◽

Elsa-Sofia Morote

Keyword(s):

New York ◽

Social Media ◽

Teacher Retention ◽

Self Efficacy ◽

New York State ◽

Hiring Practices ◽

Retention Rates ◽

York State ◽

Use Of Social Media ◽

Hr Managers

This study assesses the differences between teacher retention rate and human resource (HR) managers' hiring practices, self-efficacy. Their use of social media websites (Facebook, LinkedIn, and Twitter) for hiring was evaluated. Turnover of teachers with fewer than 5 years of experience was gathered from New York State Education Department (NYSED) database. New York State schools were separated by high and low teacher retention rates. A Likert Scale Survey with one open ended question was sent to school districts HR managers. An independent sample t test was used to determine the differences between high and low teacher retention rates. A content analysis is presented using the responses to the open-ended question. Findings indicated that less than half of the HR managers used social media in the hiring process. No significant differences between teacher retention rates, HR managers' practices, and HR self-efficacy was found.

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Hiring Practices, Uses of Social Media, and Teacher Retention Differences

Maximizing Social Science Research Through Publicly Accessible Data Sets - Advances in Knowledge Acquisition, Transfer, and Management ◽

10.4018/978-1-5225-3616-1.ch012 ◽

2018 ◽

pp. 275-292

Author(s):

Bridgette Waite ◽

Elsa-Sofia Morote

Keyword(s):

New York ◽

Social Media ◽

Teacher Retention ◽

Self Efficacy ◽

New York State ◽

Hiring Practices ◽

Retention Rates ◽

York State ◽

Use Of Social Media ◽

Hr Managers

This study assesses the differences between teacher retention rate and human resource (HR) managers' hiring practices, self-efficacy. Their use of social media websites (Facebook, LinkedIn, and Twitter) for hiring was evaluated. Turnover of teachers with fewer than 5 years of experience was gathered from New York State Education Department (NYSED) database. New York State schools were separated by high and low teacher retention rates. A Likert Scale Survey with one open ended question was sent to school districts HR managers. An independent sample t test was used to determine the differences between high and low teacher retention rates. A content analysis is presented using the responses to the open-ended question. Findings indicated that less than half of the HR managers used social media in the hiring process. No significant differences between teacher retention rates, HR managers' practices, and HR self-efficacy was found.

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Merging Outpatient Addiction and Opioid-Maintenance Programs During A Disaster: Lessons From Hurricane Sandy

Disaster Medicine and Public Health Preparedness ◽

10.1017/dmp.2016.190 ◽

2017 ◽

Vol 11 (5) ◽

pp. 531-537

Author(s):

Vishal K. Gupta ◽

Helena Hansen ◽

Sonia Mendoza ◽

Xinlin (Linda) Chen ◽

Ronnie G. Swift

Keyword(s):

New York ◽

New York City ◽

Clinical Care ◽

Hurricane Sandy ◽

Retention Rates ◽

Bellevue Hospital ◽

Outpatient Program ◽

Urine Toxicology ◽

Positive Urine ◽

Metropolitan Hospital

AbstractObjectiveAfter Hurricane Sandy flooded Bellevue Hospital in New York City, its opiate maintenance patients were displaced and Bellevue’s outpatient program was temporarily merged with the program at Metropolitan Hospital for continuation of care. The merger forced Metropolitan to accommodate a program twice as large as its own and required special staff coordination and adjustments in clinical care.MethodsPhysicians, clinicians, and administrators from both institutions participated in interviews regarding the merger.ResultsIssues that emerged in the interviews fell into 4 major themes: (1) organization and meshing of professional cultures, (2) regulation, (3) communication, and (4) accommodations.ConclusionsDespite these barriers, data collected after the merger showed high retention rates and low rates of positive urine toxicology results. (Disaster Med Public Health Preparedness. 2017;11:531–537)

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