The Business of Caregiving is a series of case studies showcasing exemplary employers in the eldercare / disability services industry. The organizations featured in this series have been selected for illustrating a “quality care through quality jobs” approach to sustaining and growing a long-term care business.
Support from The Hitachi Foundation helped to make the development of these resources possible, with additional support provided by the Woodcock Foundation.
Ararat Nursing Facility, Los Angeles, CA
In order to foster an environment consistent with core values of compassion, dignity, respect, and self-determination, the Ararat Nursing Facility has worked to develop high quality staff and services.
TOPICS: career ladders, resident-centered care teams, multi-disciplinary meetings, recognition, coaching, mentoring, evaluations, status reports
Benchmark, New England
To maintain competitiveness in a highly competitive industry, Benchmark Senior Living aims to retain staff who embody the organization’s culture and values by boosting loyalty and staff engagement.
TOPICS: benefits; “culture compensation;” company fund; career development, education, and advancement
The Edgewood Centre, Portsmouth, NH
To improve retention as well as care outcomes, The Edgewood Centre has invested in its workforce in ways that support a culture of respect, good communication, efficiency, empowerment, and support.
TOPICS: career ladders, peer mentoring, coaching supervision, communication skills, community structure, consistent assignment
Loretto’s PACE Central New York
Recognizing the role low turnover plays in promoting quality long-term care, the leadership team at PACE CNY implemented peer mentoring and career ladder programs in order to increase retention among home health aides.
TOPICS: enhanced orientation and staff training, peer mentoring, career ladder, coaching supervision, supportive work environment, benefits
NewCourtland, Philadelphia, PA
A series of initiatives to support and strengthen their workforce — including a career ladder, educational programs, and workplace supports — have improved staff loyalty at NewCourtland.
TOPICS: career ladder, education center, continuing education, home ownership incentives
Orchard Cove, Canton, MA
With support from the PHI Center for Coaching Supervision and Leadership, the leadership team at Orchard Cove launched culture change initiatives aimed at improving employee and resident experiences and outcomes.
TOPICS: household model, physical infrastructure, primary assignment, coaching supervision, communication
St. Martin’s, Birmingham, AL
Using the Green House® model as a guide, St. Martin’s in the Pines invested in new buildings, with small households, and a reorganization of how care is delivered—all within the financial constraints of the traditional operation.
TOPICS: physical plant, philosophy, reorganization of care
VNA of Indiana County, Indiana, PA
To establish a more efficient organization, the VNA of Indiana County has invested considerable resources to strengthen leadership, communication, and a supportive work environment.
TOPICS: coaching supervision, communication, cross-functional team, career consortium, orientation, mentoring, career ladder, salaries, benefits
