12 Steps for Creating a Culture of Retention
This workbook offers concrete steps and tools to guide agencies in developing recruitment, selection, and retention practices. The 12 steps that frame this workbook are based on the principle that direct-care workers must have quality jobs to provide the highest quality care for consumers: ”quality care through quality jobs.” Intended for use by organizational leaders, the workbook encourages principles of participatory management.
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The first in the Workforce Tools series, this publication provides agencies and individual consumers with straightforward information on how to recruit, assess, and select personal assistance workers and home health aides.
This publication outlines standard training practices for home- and community-based workers, identifies training gaps, and provides examples of outstanding programs in order to help agencies, individual consumers, and workers find and develop appropriate educational resources.
The Role of Training in Improving the Recruitment and Retention of Direct-Care Workers in Long-Term Care
This paper provides a detailed overview of federal and state training requirements for direct-care workers, examines the costs involved, and examines what is known about the impact of training on retention and quality of care. The authors suggest questions that policymakers, educators, and other stakeholders may wish to explore when considering how to implement effective direct-care training programs.
This workforce strategies bulletin highlights one strategy home care agencies can use to ensure a stable workforce–a guaranteed hours program. As an example, the bulletin details the development and implementation of one such program at the Cooperative Home Care Associates (CHCA), begun over 15 years ago. CHCA provides eligible employees with 30 guaranteed hours, provided they meet set requirements, including a commitment to accept all assignments and to be on call every other weekend.
