More than two dozen proven examples of direct-care worker retention strategies are outlined in a January report from the American Association of Homes and Services for the Aging (AAHSA).
The report (pdf) explains that the poor quality of many direct-care jobs leads directly to high turnover — which can in turn degrade the quality of care offered by long-term care providers in the U.S.
With the “baby boomer” generation entering retirement age, the need for quality direct-care jobs has never been greater, the report notes.
Factors Supporting Retention
The report lists six factors that support direct-care worker retention:
- Competitive wages and health benefits
- Overarching strategy of culture change
- Overarching strategies of workplace/job design, management practices, and trained supervisors
- Comprehensive training needed to deliver quality care
- Career advancement opportunities (peer mentoring, career ladders)
- The importance of cultural competence
Specific Examples Cited
The report also lists several examples of specific, current programs and resources that address each factor.
For instance, Genesis HealthCare’s Geriatric Nursing Assistant Specialist (GNAS) program is included as a good model of a career advancement opportunity.
The GNAS program allows certified nursing assistants to participate in a specialized training course which, if completed successfully, raises their value to their employer — and leads to a commensurate wage increase.
Numerous programs and resources designed by PHI are also included, such as the Northern New England LEADS Institute (pdf), the PHI Coaching SupervisionSM training program, and the workbook 12 Steps to Creating a Culture of Retention (pdf).
The retention report was written by Linda Barbarotta of the Institute for the Future of Aging Services (IFAS), the applied research arm of AAHSA.
– by Matthew Ozga
