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Building an Effective PAS Workforce

Building an Effective PAS Workforce. Presented by: Steven Edelstein Paraprofessional Healthcare Institute 2004 Joint Conference of the American Society on Aging and the National Council on the Aging Innovations in Personal Assistance Service San Francisco, CA April 13, 2004.

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Building an Effective PAS Workforce

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  1. Building an EffectivePAS Workforce Presented by:Steven Edelstein Paraprofessional Healthcare Institute 2004 Joint Conference of the American Society on Aging and the National Council on the Aging Innovations in Personal Assistance Service San Francisco, CA April 13, 2004 Paraprofessional Healthcare Insitute

  2. Direct-Care Home Workersin the United States: Paraprofessional Healthcare Insitute

  3. Building an Effective PAS Workforce • State Initiatives • 2003 National Survey • Provider Efforts • Practice Profile Database • National Demonstration Project • Better Jobs, Better Care • CMS Direct Support Workforce Grants Paraprofessional Healthcare Insitute

  4. 2003 National Survey of State Initiatives on the Long-Term Care Direct Care Workforce Key Findings: • 35 of 44 States responding said direct care worker shortages are still a major issue. • Consistent over four years of surveying. • Economic downturn has not significantly improved recruitment and retention. This suggests deliberate and targeted action is required to address this workforce shortage Paraprofessional Healthcare Insitute

  5. Major Areas of State Action • Wages and benefits • Training and career ladders • Expanding labor pools and staffing efforts • Public awareness and education • Data collection Paraprofessional Healthcare Insitute

  6. Wages and Benefits • Wage Pass-Through • Increased reimbursement rates • State established shift differentials • Reimbursement tied to performance • Access to insurance Paraprofessional Healthcare Insitute

  7. Training and Career Ladders • Entry-level Training • Increase required hours • Core curriculum across settings • Scholarships • Web training • Advanced Training and Career Ladders • CNA to LPN training • Expanded scope of duties • Geriatric nursing assistants and other specialization • New sub-categories Paraprofessional Healthcare Insitute

  8. Expanding Labor Pools and Staffing • Consumer direction • Workforce development/Welfare to Work • New Job Categories • Web training • Increase in staffing ratios Paraprofessional Healthcare Insitute

  9. Public Awareness • Recruitment efforts • Media Campaigns • Job Fairs • Registries • Recognition activities • Worker associations Paraprofessional Healthcare Insitute

  10. Data Collection • More data collection being done • More routine collection of turnover data using uniform methodology Paraprofessional Healthcare Insitute

  11. Provider Initiatives • Screening and recruitment • Entry-level training • Mentoring and support • Career advancement and supervisory training • Wages, benefits, and worker supports • Comprehensive provider interventions Paraprofessional Healthcare Insitute

  12. Cooperative Home Care Associates Bronx, New York • Targeted Recruitment/Partnerships • 4 week Entry-Level Training • Communication and Problem Solving • On the Job Training, 3 Months • Employment Counselors • Coaching Supervision Paraprofessional Healthcare Insitute

  13. Cooperative Home Care Associates Bronx, New York • Worker Ownership • Career Advancement • Leadership Development • Wage Enhancements • Guaranteed Hours • 88% Retention at 90 Days Paraprofessional Healthcare Insitute

  14. Cooperative Home Care Associates Use of public and private resources • Medicare • Medicaid • Education funds • TANF • Housing vouchers • Workforce Investment Act • EITC • Transportation • Childcare • Individual Development Accounts • Foundation funds Paraprofessional Healthcare Insitute

  15. OHIHermon, Maine • Comprehensive retention program for Direct Support Professionals • Started 1996. New elements added 1998, 2001 • Orientation and Training • Evaluation and Merit-Based Wage Increases • Continuing Education • Employee Recognition • Benefits Paraprofessional Healthcare Insitute

  16. Linking Employment, Abilities and PotentialCuyahoga County, Ohio • Trains people with disabilities to become, PCAs HHAs and STNAs • Basic Attendant Training started 1990. STNA training added 2002 • Screening • Training • Placement Paraprofessional Healthcare Insitute

  17. Better Jobs, Better Care • National Demonstration and Research Project funded by Atlantic Philanthropies and the Robert Wood Johnson Foundation • National program office at IFAS with technical assistance coordinated by PHI • $7 million over 3 years to 5 state-based coalitions to improve public policy and provider practice • National evaluation by Penn State • Additional $4 million for 8 applied research projects Paraprofessional Healthcare Insitute

  18. Better Jobs, Better Care • Five State Grants • Iowa, North Carolina, Oregon, Pennsylvania,Vermont • Focus on: • Training • Supervision • Workplace Culture Change • Establishing Best Practices/Quality Outcomes • Regulatory and reimbursement reforms Paraprofessional Healthcare Insitute

  19. CMS Direct Service Workforce Grants • Five Grants in 2003 • Delaware, Maine, New Mexico, Volunteers of America (Greater New Orleans), North Carolina (Western Region) • Focus on: • Health Insurance • Training • Other workplace interventions • Career Ladders • Peer mentoring • Awareness Campaigns • Five more to be announced in 2004 Paraprofessional Healthcare Insitute

  20. Paraprofessional Healthcare Institute “Creating Quality Care through Quality Jobs” PHI is an 11-year old national non-profit organization based in the South Bronx, NY. Our mission is to foster quality care across the long term care continuum through the creation of quality jobs for direct-care workers by shaping provider practice and public policy. Paraprofessional Healthcare Insitute

  21. Our Work Provider Practice • Enterprise development • Consulting work: • Recruiting and training direct care workers • Building employee/consumer-centered workplaces State Policy • Policy development and stakeholder engagement • Technical Assistance National Policy • Independent research • Coalition building Paraprofessional Healthcare Insitute

  22. The National Clearinghouse on the Direct Care Workforce and its searchable web-based database: www.directcareclearinghouse.org Tools Resources Innovative Provider Practices Paraprofessional Healthcare Insitute

  23. Current Resources • Library of publications and other resources: • National reports on the workforce crisis • Surveys of state initiatives and state-specific reports • Articles and reports about innovative provider practices • Tools: Recruitment guide HeartWork video • On-going review of news and twice-monthly newsletter Paraprofessional Healthcare Insitute

  24. This has been a presentation of the Paraprofessional Healthcare Institute If you would like more information please contact: Steve Edelstein at 718.402.7413 Or Visit us at: www.paraprofessional.org or www.directcareclearinghouse.org Paraprofessional Healthcare Insitute

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