Live Case – Project

Understanding the Employee Attrition & Client Incident Nexus in a Residential Services Group

A Collaboration Between

Project Synopsis

KenCrest provides services to children and people with disabilities. in PA, CT & DE. Our mission is to mobilize resources, explore possibilities and empower dreams! Like many employers in the health, social, and residential services industry, KenCrest is seeking to better understand the multi-level factors that contribute to employee retention and attrition. In addition to using employee data for descriptive analysis across different dimensions like demographics, program, and department to identify past patterns within turnover and retention metrics, KenCrest is looking to incorporate predictive analytics to identify hidden connections between key factors contributing to employee turnover and their possible solutions. In particular, KenCrest is interested in understanding the relationship between attrition of direct support professionals (DSP) in the residential setting and client incidents.

Project Topics

Data Management

Operations

Company Information

CompanyKenCrest
HQN/A
RevenueN/A
EmployeesN/A
StageN/A
Hiring PotentialN/A
Website

Company Overview

N/A

Experiential Learning Program Details

SchoolUniversity of South Carolina – Upstate
Engagement FormatLive Case - Think "Hackathon" or Case Competition with a whole class of students! This learning format allows educators to deliver experiential learning to students at scale. Students are often split into groups to work on a live case (or a series of cases) from a real host company that directly relates to key learning objectives.
CoursePrinciples of Business Analytics (Fall 2021)
Level
  • All Graduate
Students Enrolled25
Meeting Day & TimeTBD
Student Time Commitment4-7 Hours Per Week
Company Time Commitment1 Hour
Duration10.29 Weeks

Program Timeline

Touchpoints & Assignments Due Date Type
OFFICIAL PROJECT LAUNCH

OFFICIAL PROJECT LAUNCH

 
September 24th, 2021 Event na
REMINDER OF CONFIDENTIALITY

REMINDER OF CONFIDENTIALITY

During this program, you'll be working on a real project posed by a real industry partner. By registering for the CapSource system and participating in this Program, you are bound by the Rules of Engagement, including strict confidentiality of information shared with you. Please be respectful and professional.
September 24th, 2021 Event na
KICKOFF EVALUATION DUE

KICKOFF EVALUATION DUE

September 28th, 2021 Evaluation evaluation
TEMP CHECK #1 DUE

TEMP CHECK #1 DUE

October 1st, 2021 Evaluation evaluation
TEMP CHECK #2 DUE

TEMP CHECK #2 DUE

October 15th, 2021 Evaluation evaluation
TEMP CHECK #3 DUE

TEMP CHECK #3 DUE

November 12th, 2021 Evaluation evaluation
OFFICIAL PROJECT END

OFFICIAL PROJECT END

 
December 3rd, 2021 Event na
FINAL PEER EVALUATION DUE

FINAL PEER EVALUATION DUE

December 3rd, 2021 Evaluation evaluation
FINAL SELF EVALUATION DUE

FINAL SELF EVALUATION DUE

December 3rd, 2021 Evaluation evaluation
SUBMIT FINAL DELIVERABLE SUBMIT FINAL DELIVERABLE
 
December 3rd, 2021 Submission Required submission-required

Key Project Milestones

  • October 1, 2021 - Deep-dive into the Company

    • What is the company’s business model?
    • Who are the clients?
    • What are the mission and goals of the company?
    • What are the strategic priorities/initiatives/domains of interest? How does the company evaluate its success?
    • How would you describe the organization of residential services?
    • How does the current project align with the company’s mission/goals/priorities/domains?
    • What are critical issues/questions will be addressed? What’s the difference between turnover and attrition?
    • What data are available to examine these issues and answer the questions on the complex relationship between client incident and staff attrition?

     

     


    Suggested Deliverable:

    2 page company profile; questions for Industry Mentor(s)

  • October 15, 2021 - Analyze the Staff

    • What are the roles and responsibilities of direct service professionals, and where do they fit into the broader organizational structure?
    • What does the scholarship reveal about:
      • Defining and measuring employee attrition (voluntary and involuntary), and other related concepts of retention and turnover. What do you want to measure? What metrics will you use? What are their strengths and limitations for the current analysis?
      • Factors/variables associated with employee attrition, turnover and retention and how they operate in context?
        • Consider factors/variables operating at multiple levels of the social ecology (individual demographics, training history, disciplinary record, geographic location, residential home assignment(s)).
        • Which factors and variables should you include in the analysis, and why?
        • What metrics will you use?
        • What are their strengths and limitations for the current analysis?
    • What do you need to do to prepare the data for analysis? How will you deal with missing data? What are the assumptions the data must or should meet for the planned analysis?
    • What questions can you answer with these descriptive statistics? What questions are raised?

     

     

     


    Suggested Deliverable:

    Technical Report & Presentation

  • November 12, 2021 - Analyze Client Incidents

    • What are the various populations served by the direct service professionals?
    • What are “incidents”? How are different types of incidents categorized and defined? What incident-level data are available?
    • What does the scholarship reveal about:
      • Socio-environmental and relational factors associated with these types of incidents?
        • Is there prior research on the association between factors/variables associated with employee attrition, turnover and retention and incidents of this nature?
        • Consider factors/variables operating at multiple levels of the social ecology, including client demographic information, Intensity Score of client, and incident-level factors (location, time of day, etc.).
        • Which factors and variables should you include in the analysis, and why?
        • What metrics will you use?
        • What are their strengths and limitations for the current analysis?
    • What do you need to do to prepare the data for analysis? How will you deal with missing data? What are the assumptions the data must or should meet for the planned analysis?
    • What questions can you answer with these descriptive statistics? What questions are raised?

    Suggested Deliverable:

    Technical Report & Presentation

  • December 3, 2021 - Conduct Predictive Analysis & Draw Implications Based Upon Findings

    • What are the central questions you seek to answer with your analysis?
    • What statistical techniques will you use to conduct your predictive analysis, and why?
    • What do the results of your analysis show? How can you present these in a way that is easily digested and used by the members of the organization who are not trained in interpreting social science research?
    • What are the practical implications of your findings? For instance:
      • Are there implications for how to strategically assigning staff to locations, shifts, clients, etc?
      • Is there a need for new or additional types of employee training or other professional support programs?
      • Does your analysis show there is more accurate measure of client intensity, compared to the state-mandated Intensity Score, for predicting client and employee outcomes? If so, how can this be communicated and advocated by the company?

     


    Suggested Deliverable:

    Technical Report & Presentation

Project Resources

There are no resources currently available

Industry Mentors

Company Admin

Sheetal Manglani

[email protected]

Academic Mentors

There are currently no supervisors assigned.

Assigned Students

There are currently no students assigned.