Running head: SWOT ANALYSIS PAPER: ELWYN 1

SWOT Analysis Paper

Elwyn
Tiffany Carn
Wilmington University
November 2, 2021
SWOT ANALYSIS PAPER: ELWYN 2

SWOT Analysis Paper - Elwyn

This paper intends to conduct a comprehensive analysis of the current service delivery

system for Elwyn, a nonprofit care facility that provides a broad range of human services to

children and adults with developmental and behavioral health challenges. Their interventions

begin with clients as early as 2 years old, through their early learning services, and continue to

range from young adults to elderly populations. Elwyn is part of the network of organizations,

both private and public, that provide human services to clients in need of broad services or

hardships (Occupational Outlook Therapy 2011). Elwyn delivers services within nine states,

however, the following SWOT analysis will be based solely on the locations within Elwyn,

Pennsylvania, and Media, Pennsylvania.

The SWOT analysis of this organization is being conducted based upon my internship

observations over the past two months. The purpose of performing this SWOT analysis is to

reveal positive forces that work together and potential problems that need to be recognized and

possibly addressed within the organization. This framework is intended to help the

administrative leads identify internal organizational factors, strengths, and weaknesses, as well as

external environmental factors, opportunities, and threats. Strengths and opportunities are helpful

to achieve organizational objectives, therefore they are favorable. Weaknesses and threats can be

harmful to achieving the organizational objectives, hence being unfavorable.

Strengths

Organizational strengths “define the characteristics and situations in which an

organization is more effective and efficient compared to their competitors” (Gurel, 2017). They

are the characteristics of the agency that give it an advantage over others and highlight what they

do well. Strengths held within the organization include financial resources, long-term employees,
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CARF Accreditation, training programs, high levels of client/family satisfaction, established

quality assurance and compliance, 24/7 supervision and direct care, and strong program and

human resources procedures and policies. Financially the organization has proven to be

sustainable since 1852. They currently have ample staff who they have retained for over 6

consistent years.

Elwyn has remained licensed under CARF (Commission on Accreditation of

Rehabilitation Facilities) standards and requirements. “When a service or program is CARF

accredited, it means it has undergone an in-depth review of its services and demonstrated

substantial conformance to the CARF standards during the on-site survey. The service or

program has demonstrated its commitment to delivering quality services that focus on the client's

specific strengths, abilities, needs, and preferences” (Behavioral Health Resources, 2021). This

accreditation along with others plays a role in their established quality assurance and compliance.

Not only have they satisfied various licensing requirements, but they also have a high level of

client/family satisfaction as well. The Human Resources department is strong, which attributes to

staff training programs, for new staff and annual requirements for existing staff. All employees

have similar skills but range in vocational training, certifications, college-level degrees, and

years of experience. Additional strengths include 24/7 supervision and direct care. Services being

delivered to clients are provided by Nurses, psychiatric technicians, paraprofessionals, teachers,

crisis specialists, CNA's, direct support professionals, mental health professionals, and other

human service professionals such as managers and directors.

Weaknesses

Organizational weaknesses refer to characteristics of the agency that place them at a

disadvantage relative to others. When referred to as weaknesses, this means the aspects or
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activities in which an organization is less effective and efficient compared to its competitors

which negatively affect the organizational performance (Gurel, 2017). Areas in which Elwyn

could improve include staff shortages, development of programs beyond those already in

existence, employee engagement beyond their immediate work location, lack of candidates for

new staff or managerial positions, and staff communication. Due to the current pandemic staffing

shortages have occurred. Staff often come exposed to COVID-19, often not contracting it,

however, they must still quarantine and work from home for 14 days. This causes a hardship

within an already delicate situation, leaving some residential houses to 1 or 2 staff members. All

healthcare facilities must remain prepared for ongoing potential staffing shortages and have plans

and processes in place to continue delivering adequate services.

Staff communication could be better, laterally, and up the administrative ladder. Often

staff calls out last minute or a manager forgets to adjust the schedule where certain staff

members are working in a different residential home, leaving some staff to work shifts alone.

Although the staff is within ratio within their residential assignments, some clients are more

manageable for staff with a two-person assist. Another weakness about staff is the lack of

candidates available for new staff positions, due to qualifications, as well as current staff not

qualifying for managerial positions. Furthermore, employee engagement could be improved.

Employees were questioned about current staff engagement and their feedback included wanting

more employee engagement off-site, beyond their work locations.

"For every organization, it is important to know its weaknesses and strengths" (Gurel,

2017). Any organizational weakness that could potentially lead an organization to be inefficient

and ineffective should be known and improved. Once an organization is aware of any existing
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problems that could cause difficulties or limitations in the long term, a strategic plan should be

created.

Opportunities

Opportunities are elements in the environment that could influence an organization to

achieve its goals. “Opportunities are those that would yield positive results for the organization

determined as a result of the analysis of its environment” (Gurel, 2017). The good opportunities

facing the organization include their residential program, external grant funding/donors, private

pay clients, management training, employee engagement and appreciation, well-trained and

capable staff, and a good reputation with their referral sources. The treatment and residential

programs offer supportive living for clients. These human service workers cater to the specific

needs of every client with either direct support or coordinating services, while also providing

emotional support to them along with their families. Staff at Elwyn are well trained and fully

capable of their positions. The human service professionals at Elwyn maximize client

capabilities and encourage them to be self-sufficient through simple tasks such as teaching them

to do their laundry, folding their clothes, and helping them gain employment. They also provide

companionship and further life experiences through field trips and other outdoor activities.

As mentioned before, Elwyn has managed to retain its financial sustainability, for over

160 years. Although I am unable to gauge specific grants, it is known that Elwyn often receives

government grants to continue delivering its human services and programs. Although, Elwyn

also receives grants from foundations and other nonprofit organizations, for example, the

Foundation for Delaware County. This grant is given to Elwyn annually to further support their

early education programs (Elwyn, 2021). Publicly published documents show a total of

$1,785,371 in total grants and contributions for the 2020 fiscal year (Cause IQ, 2020). According
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to other public documents, most of their revenue stems from various grants, private pay,

insurance, and large estate donations such as the one they received in 2020 from the Addison

Hines Trust for $1,125,000 (Elwyn, 2021).

One of the most prominent opportunities is Elwyn’s relationships with outside

organizations; this plays a tremendous role in their good reputations with referral sources. Clients

are referred to this agency through physician referrals, behavior specialists, social workers,

county workers, or individual family inquiries. Elwyn also partners with many outside agency

organizations, such as Bayada, Music Works, and various employment workforce groups to

ensure they are providing clients with the most comprehensive and effective resources,

treatments, and life plans. Much of their service modality is provided through their assessments,

treatment plans, counseling, motivational and emotional support, and behavior therapy, to name

a few. Elwyn has many opportunities which they are currently embracing and others that they

could potentially adopt. “Opportunities are conditions in the external environment that allow an

organization to take advantage of organizational strengths, overcome organizational weaknesses

or neutralize environmental threats” (Gurel, 2021).

Threats

Threats refer to obstacles an organization may face. They are elements in the

environment that could cause trouble for an organization, therefore they should be avoided.

Threats are often external elements that make it difficult for organizations to reach their goals.

External elements refer to “environmental factors that can impede organizational efficiency and

effectiveness” (Gurel, 2017). Threats I have observed include employee training hours and

certifications, maintaining the quality of care in a staff shortage environment, client

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aggressive/violent behaviors, COVID-19 exposure, restrictions, and policy changes, and

employee burnout.

Although employee training is effective in the workplace, employees who are hired and

do not complete their annual training hours pose a threat to the organization due to licensing

requirements. Training hours play a role in some employee certifications, which is in

conjunction with employees not obtaining specific qualifications to progress into managerial

positions. I spoke on staff communications and staff shortages, despite long-term staff retention.

The quality of care provided by staff is a threat, due to the current staffing shortage and staff

absences. Staff absences are a threat to the organization due to two main factors, COVID

incidents, which result in staffing changes that lead to potential staff shortages in some

residential houses.

Staffing is a major threat to this organization due to the nature of some clients being

aggressive or having violent behaviors. Staffing shortages are listed as a weakness, therefore, a

threat (client behaviors) combined with a weakness (staffing shortage) is a risk to all parties

involved. I list COVID-19 as a threat because we do not have control over it. COVID-19

consistently plays a major role in the changing environmental factors. Although some staff is

vaccinated, they are still able to contract and spread the virus. If they are exposed, they are

required to quarantine. Other factors include outside agencies coming into the residential homes,

as well as family members. COVID-19 is an increasing threat to health care and treatment

facilities such as Elwyn.

A major threat to any organization, especially Elwyn is employee burnout. Burnout is

referred to as a state of physical and emotional exhaustion. “Burnout strikes employees when

they have exhausted their physical or emotional strength. This usually occurs because of
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prolonged stress or frustration. Sometimes the cause is the work environment” (Lab Manager,

2009). Elwyn staff could be at risk of employee burnout due to their long hours, working double

shifts, some overnight, and lack of sufficient staff. Lastly, although it has been stated that Elwyn

is financially sustainable, a potential threat is having a lack of funding based on their dependency

on grants and donations. If there are other definitive funding sources for revenue, this can be

seen as a weakness versus a threat.

This SWOT analysis was completed to identify the internal and external factors which

are satisfactory or unfavorable when attempting to achieve organizational goals. Strengths and

weaknesses have been reviewed in the framework of current and future opportunities and threats.

I have simply presented a list of factors within Elwyn that can be used to qualitatively exam the

present and future decision-making of the organization. I believe this organization has more

strengths and opportunities present than weaknesses and threats. Hence their ongoing delivery of

human services for the past 169 years. Overall, I have witnessed many things the company does

well, in addition to other factors that in the future may give the organization potential to grow

and weaken any potential threats. “By understanding weaknesses, threats can be managed and

eliminated” (Gurel, 2017).

SWOT ANALYSIS PAPER: ELWYN
Strengths
• Financial resources/Sustainability
• Long term employees
• Program and Human Resources
Procedures and Policies
• CARF Accreditation
• Training Programs – New staff and
annual requirements
• High level of client/family
satisfaction
• Established quality assurance and
compliance
• 24/7 supervision and direct care
Opportunities
• Residential program – supportive
living
• External grant funding/donors
• Private Pay Clients
• Management Training
• Employee Engagement and
Appreciation
• Good reputation with referral
source
• Staff are well trained and capable
9
Weaknesses
• Staff shortage
• Development of programs beyond those
existing
• Employee engagement beyond
immediate work location/team
• Lack of candidates for new staff and
managerial positions
• Staff communication (call outs, no calls
no show, sudden scheduling changes)
Threats
• Employee training hours and
certifications
• Employee burn out
• Maintaining quality of care in staff
shortage environment
• Lack of funding, dependency on grants
and donations
• Client aggressive/violent behaviors
• COVID restrictions
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References

Behavioral Health Resources, LLC. (2021). CARF Accreditation. https://bhr-llc.com/carf-

accreditation-faq/

Elwyn. (2021). Our Services. https://www.elwyn.org/services. (Links to an external site.)

Gurel, E. (2017, August). SWOT Analysis: A Theoretical Review.

https://www.researchgate.net/publication/319367788_SWOT_ANALYSIS_A_THEORE

TICAL_REVIEW

Lab Manager. (2009, December 7). What is Employee Burnout?

https://www.labmanager.com/business-management/what-is-employee-burnout-20015

Occupational Outlook Therapy. (2011). Helping Those in Need: Human Service

Workers. Retrieved from https://wilmu.instructure.com/courses/33893/

discussion_topics/479651