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Overview
Workplace Interventions for Retention, Quality, and Performance: How Investing in Direct Care Workers Pays Off (2007). Jean Van Ryzin

In this report, two programs are profiled, both sponsored by Better Jobs Better Care:

  • A program developed by Cornell University trained and supported “retention specialists,” aging-services professionals who helped their organizations develop career ladder and peer-mentoring programs. The driving philosophy was a focus on “staff-centered care”— an approach that sees direct-care workers as valuable assets rather than easily replaced names on a work schedule. Workers were encouraged and supported as they grew in their jobs and rose to higher levels via continuing education.
  • The University of North Carolina developed a program to help improve direct care workers’ clinical and interpersonal skills by making it easy for them to access additional training on-site. Continuing education was tailored to the needs and schedules of workers, and included training in supervision and coaching for supervisors.
2009 Annual AHCA/NCAL Resource Catalog
2009 Catalog
 includes all products offered by NCAL/AHCA, including Quality First promotional products and consumer brochures.
  • How To Be A Nurse Assistant (pages 8-11)
  • CNA Mentoring Made Easy (page 12)
  • Job Descriptions for Long Term Care (page 13)
  • The 7 Hidden Reasons Employees Leave (page 18)
Hiring For Successful Outcomes
Increasing Staff Retention- Achieving Staff Stability
Implementation Guide: Goal 7: Increasing Staff Retention
Webinar - Increasing Staff Retention - Achieving Staff Stability
GERONTOLOGIST: Job Perceptions And Intent To Leave Among Direct Care Workers: Evidence From The Better Jobs Better Care Demonstrations
A Crisis with a Solution: Tools and Resources for Transforming the LTC Workforce
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.
Job Perceptions and Intent to Leave Among Direct Care Workers: Evidence from the Better Jobs Better Care Demonstrations
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.
New Research on the LTC Workforce
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.
Will Anyone Care? Leading the Paradigm Shift in Developing Arizona's Direct Care Workforce
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.
Taking Care of Our Caregivers
Building Skills for Relationship-Centered Care
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