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The Lewin Group lewin PHI phinational

The Lewin Group www.lewin.com PHI www.phinational.org Research and Training Center on Community Living, University of Minnesota http://rtc.umn.edu/dsp/ The Annapolis Coalition www.annapoliscoalition.org Institute for the Future of Aging Services www.futureofaging.org.

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The Lewin Group lewin PHI phinational

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  1. The Lewin Group www.lewin.com • PHI www.phinational.org • Research and Training Center on Community Living, University of Minnesota http://rtc.umn.edu/dsp/ • The Annapolis Coalition www.annapoliscoalition.org • Institute for the Future of Aging Services www.futureofaging.org

  2. Major State HCBS Concerns • Streamlining access to HCBS • Coordinating fragmented service systems • Aligning reimbursement incentives with promotion of quality • Carrying out successful transitions from nursing facilities and implementing diversion programs • Expanding practice and philosophy of consumer direction • Aligning financing systems with consumer preference • Availability of affordable and accessible housing • Stability and quality of long term care workforce

  3. HCBS Service and Support Providers Unpaid Support Providers • Family • Friends • Neighbors • Community Organizations Informal Caregivers Paid Support Providers • Agency-based Providers • Individual Providers • Family, friends, neighbors (consumer-direction) Direct Service Workforce

  4. Major State HCBS DSW Focus Areas • Improving recruitment and retention • Raising Visibility – Public Education and Marketing • Broad and Targeted Recruitment Strategies • Improving Wages, Benefits, Recognition • Improving and Standardizing Worker and Supervisor Training • Stakeholder involvement and strategic partnership • Measuring outcomes

  5. Outcomes of ImprovedRecruitment • Greater public awareness, more positive image and more interest in the direct service field • Increased number of qualified applicants for open positions • More realistic understanding of direct service jobs among potential workers • Fewer job vacancies • Fewer and shorter gaps in care experienced by consumers

  6. Outcomes of ImprovedRetention • Increased worker satisfaction • Increased opportunities for professional development and career advancement • Reduced job turnover • Greater number of experienced workers • Greater continuity of care for consumers • Fewer changes in support provider experienced by consumers • Increased duration of time workers stay with individuals consumers, with the same agency or in the field

  7. Outcomes of Stakeholder Involvement and Strategic Partnerships • Policies more likely to meet true needs and desires of stakeholders • Barriers more likely to be foreseen and addressed before implementation • More cohesive and equitable policies across workforce sectors • Greater support among providers for new initiatives • More participation by workers in new initiatives • Improved consumer satisfaction with services

  8. DSW RC Intensive TA Recipients ME VT NY WI MI NJ OH IN UT DE NC AZ SC NM GA LA TX 2006 2007 2008

  9. Intensive TA Focus Areas

  10. Intensive TA Focus Areas (continued)

  11. DSW Resource Center Lessons Learned • Dissemination of information and resources is a key task • Developing initiatives • Involve all stakeholders including DSPs, consumers, family members and advocates • Think across population groups • Similarities in challenges and needs striking • Some important differences identified • Many resources are useful across groups • Two key categories of workforce • Self-directed services (several models) • Agency-based services

  12. Contact the Resource Center for more information about CMS workforce activities, the DSW Resource Center, or for assistance with recruitment and retention. info@dswresourcecenter.org1-877-822-2647

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