In support of the efforts to inform the public and policymakers about staffing issues in long-term care, AHCA will conduct the 2007 Nursing Position Vacancy and Turnover Survey. Findings from the 2007 Nursing Position Vacancy and Turnover Survey will enable AHCA to continue to represent the profession with updated, accurate and consistent information about the direct care staff, and therefore, to be equipped to better inform governments, business and the public about long term care workforce for each state and the nation.
Better Jobs Better Care research and demonstration grantees developed a catalogue featuring descriptions and contact information for the tools and resources for transforming the long term workforce. These tools, used to reduce direct care worker turnover and build a quality workforce, are now available to all providers.
The advantages of consistent assignments for nursing home staff in improving the quality of care in nursing facilities is discussed in this article.
The paper describes the looming long term care workforce shortage and the economic consequences on LTC costs nationwide. The challenges of meeting this demand and possible solutions are included in the report.
This report gives a brief overview of the nursing shortage in long term care field. National, state, and local initiatives are discussed, as well as initiatives for facilities and providers.
According to a new Press Ganey Associates, Inc. report, nurses are the least satisfied among health care professionals. This report, which delineated the perspectives of more than 200,000 employees and 45,000 nurses nationwide, cites the actions of senior leadership as a major influence of nurse loyalty and retention.
This article discloses the result of a study done in New Jersey to set about testing the reliability of the hospital-based results on RNs and LPNs in the long term care environment. The study revealed some important organizational factor that supports a productive work environment for RNs and LPNs.
This paper highlights several challenging issues that pertains to the creating and maintaining a 21st century U.S. healthcare workforce. Experts across the nation describe difficult and unresolved challenges. They include workplace practices, workforce regulations, and educational standards. Several possible solutions are offered in this paper.
This report addresses the many problems that the US will face with the upcoming boom in the Aging Population. Quality, workforce, and technology recommendations are introduced in this report.
This article discusses the interaction between global aging, women's migration, and globalization. These three forces impact the long term care workforce within the U.S. Policy implications and research ideas are brought up in this article.
This Guide offers tips and evidence-based methods for increasing staff retention.
This webinar highlight challenges in retaining employees in nursing facilities and possible solutions are offered here. The Holistic Approach to Transformational Change model is touched upon and experiences from nursing facilities are used as examples.
The effectiveness of providing more person-directed care has sparked an interest in the long term care field. Different leaders in the Long Term Care industries are interviewed and asked for their opinion on why this approach is so effective.
This article discusses the relationship between turnover rate in the long term care industry and the perception of rewards and problems with care giving work. This relationship differs across the different category of providers.
This report prepared for the Commission provides an overview of the current long-term care system by describing long-term care, the population that needs it, and how the care is provided and paid for. The challenges that face long term care industry is also addressed here.
Special issue of The Gerontologist encapsulates BJBC's research findings and includes Pennsylvania State University's evaluation of the demonstration projects. The articles cover the management and organizational interventions that attracted and kept direct care workers on the job.
This report tells the story of LTC in America today and outlines six areas the Commission will be focusing on as it works to lay out a roadmap for reform. The six areas are cultural transformations, empowering individuals and families, workforce, technology, regulation, and finance.
This report focuses attention on the vital need for an innoative and interdisciplinary health workforce planning initiative.
Different methods of building leadership skills within a nursing facility are touched upon. Some of the suggestions include, in-service programs and going on rounds with staff.
The Institute of Medicine’s (IOM) Committee on the Future Health Care Workforce for Older Americans, chaired by Jack Rowe (Professor, Department of Health Policy and Management, Mailman School of Public Health, Columbia University) was specifically formed to probe our nation’s challenges with the health care workforce, and to set out a course of action that will improve our readiness to care for an aging population. The committee conducted a thorough analysis of the forces that shape the health care workforce; including education, training, modes of practice and the financing of public and private programs. These results are in this paper.
BJBC published a report outlining their research findings and what they mean to providers. Report includes information on where to find new pools of direct care workers, what interventions improve staff retention and how to develop cultural competence in your organization.
This tool kit provides experiences and lessons from 400 nursing homes on workforce recruitment and retention & turnover.
This report prepared for the Commission addresses long-term care workforce problems affecting frail and disabled older adults who receive care in nursing homes, assisted living and other residential facilities, and home and community-based settings. The second part lays out a range of options the Commission may wish to consider to ensure an adequate supply of competent long-term care professionals and paraprofessionals. Lastly, it identifies high-priority information gaps that, if addressed through new research and demonstration, will strengthen the evidence base for future workforce improvement.
The Code of Conduct provides guidelines that serve to guarantee that the expanding practice of recruiting foreign-educated nurses is carried out in a responsible and ethical manner. The purpose is to increase directness and accountability throughout the process of international recruitment and ensure sufficient orientation for foreign-educated nurses. Lastly, the Code of Conduct serves as a guide on ways to ensure recruitment is not harmful to source countries.
This report offers pertinent data and information on the supply/demand for direct-care workers in Arizona. From the data, recommendations have been made for an effort to maintain a quality workforce in response to the growing aging and disabled population in Arizona.
CNAs are vital components of the healthcare team in nursing facilities. In order to empower them further, formal and informal educational classes need to be held. In addition, CNAs should receive more credit for their opinions and work.