The organizations featured here have been selected for illustrating a “quality care through quality jobs” approach to sustaining and growing a long-term care business. A series of case studies is also available. Support from The Hitachi Foundation helped to make the development of these resources possible, with additional support provided by the Woodcock Foundation.
Augsburg Lutheran Home | Baltimore, MD
Allied with the Wellspring Program to achieve culture change using consistent assignment, clinical training modules, and Care Resource Teams.
Bigfork Valley Communities | Bigfork, MN
Career ladders, weekly team decision-making meetings, and a blended workforce at Bigfork Valley help to foster a person-centered model of care.
Catalina In-Home Services, Inc. | Tucson, AZ
Developed a model recruitment and screening program to ensure successful placement of aides and personal care assistants in a consumer-directed setting.
Center for Nursing and Rehabilitation | New York, NY
Person-centered care mentors orient and mentor new employees as well as share person-centered skills with other staff.
Chesterfield Services, Inc. | WA
Chesterfield Health Services invests in its home care aides by providing plentiful training and advancement opportunities.
Community Health & Hospice, Inc. | Laconia, NH
Implemented an organization-wide training in communication and problem-solving skills through its participation using the PHI Coaching Approach.
Cooperative Care | Wisconsin
Worker-owners at Cooperative provide homecare services to elders and people with disabilities in east central Wisconsin.
Cooperative Home Care Associates | Bronx, NY
Pioneer in developing a comprehensive and integrated model for direct-care worker recruitment, training, and retention.
Genesis HealthCare | New England
Certified nursing assistants have a professional development opportunity to participate in the Geriatric Nursing Assistant Specialist (GNAS) training program.
Home Care Associates | Philadelphia, PA
Home care workers at HCA are trained in a set of communication and interpersonal problem-solving skills called the 4Ps.
Hope Haven | Northern Iowa/Minnesota
Direct-care workers at Hope Haven acquire new skills and earn wage increases as they advance through a career ladder.
In-Home Supportive Services Public Authority | San Francisco, CA
Has nurtured a stable, quality workforce through its efforts to unionize the workers, substantially raise their wages, and provide them with health insurance.
Leonard Florence Center for Living | Chelsea, MA
Organized into self-managed work teams that take care of the daily needs of residents while ensuring that residents remain in charge of their own lives.
Loomis House | Holyoke, MA
Nursing assistants at Loomis House become champions of person-centered care while acquiring new skills as they advance through a career ladder.
NewCourtland | Philadelphia, PA
An extensive range of programs at NewCourtland are aimed at improving the lives of employees, their families, clients, and community residents.
OHI | Maine
OHI provides an exemplary program of employee supports for all its Direct Support Professionals.
Providence Life | Illinois/Michigan
The Director of Certified Nursing Assistants at Providence Life Services supervises and represents CNAs on staff.
Providence Mount St. Vincent | Seattle, WA
Transforming its traditional model of long-term care to a resident-directed model that strives to maintain the independence, privacy, and dignity of residents.
St. Peter Villa | Memphis, TN
St. Peter Villa encourages CNAs to expand their skills and assume increased responsibility within the facility through a career ladder.
Wisconsin Veterans Home at King | Rainbow Lake, WI
The Mather LifeWays’ LEAP program has increased the communication and collaboration of staff at Wisconsin Veterans Home at King.
- Practices were identified through a broad call for nominations and conversations with experts around the country.
- Those selected for inclusion could provide quantitative or qualitative evidence of their results.
- Of the dozens identified, the programs highlighted here have demonstrated, over time, the greatest sustainability and positive outcomes.
Eldercare and disability services employers across the country are looking for ways to implement relationship-centered care in their workplaces. These employers believe that long-term services and supports can be delivered in ways that respect the dignity and independence of both consumers and workers. They understand that quality care is dependent on quality direct-care jobs.
To help providers learn from one another, PHI is created on-line profiles of innovative practices that aim to improve the recruitment, training, and retention of direct-care workers across the spectrum of facility- and home- and community-based services. We consider the practices profiled here among the best examples of our “quality care through quality jobs” school of thought.
We also accept nominations for new best practices. If you want to see your organization listed here, send an email that includes a description of your innovative practice to mozga@phinational.org.
