Nursing homes and long-term care facilities are facing a significant workforce shortage, particularly affecting nursing assistants. Reports show a concerning decrease in staff numbers, with projections indicating a growing demand for nursing assistant positions. Various initiatives and training programs aim to address this crisis and support the essential role of certified nursing assistants in providing direct care to residents.
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
Wall Street Journal Wall Street Journal Article Excerpt Article Excerpt Nursing homes have a long-term care problem: 18 months after the Covid-19 crisis began, their staffs are still shrinking. While employment in nearly every occupation has been recovering from the shock of the pandemic, the number of people working in nursing homes and other long-term-care facilities has continued to drop, according to federal data. Nursing homes and residential-care facilities employed three million people in July, down 380,000 workers from February 2020, according to the Bureau of Labor Statistics. Industry employment has fallen every month except one since the World Health Organization declared Covid-19 a global pandemic in March 2020. By contrast, job losses in the leisure and hospitality industry, another hard-hit sector, began reversing in May last year, and the industry has recovered almost 80% of the jobs that were lost in the first months of the pandemic. Source: Wall Street Journal: Nursing Homes Keep Losing Workers. Available at: https://www.wsj.com/articles/nursing-homes-keep-losing-workers-11629898200?mod=searchresults_pos3&page=1
Bureau of Labor Statistics Bureau of Labor Statistics Significant SNF Employee Drop Employee Drop Significant SNF Impact Example 79% Decrease in Nurse Aides 8/20 8/21 from a sample of 5,000 SNF s Number of Employees at lowest level in 27 years despite aging trend Grey areas are recessions Source: https://fred.stlouisfed.org/series/CES6562310001
New PHI Report New PHI Report Nursing Assistant Workforce Crisis Nursing Assistant Workforce Crisis From 2019 to 2029, the nursing assistant workforce will have 561,800 total job openings. Thirty-five percent of all nursing home job openings will be nursing assistant positions. More than two in five nursing homes (41 percent) hired temporary nursing assistants from staffing agencies in 2020 to fill staffing vacancies. More than 9 in 10 nursing assistants are women. Among all nursing staff, nursing assistants spend the most time assisting residents, providing a median of 2.1 hours of direct care per resident per day. Source: Direct Care Workers in the United States: Key Facts PHI (phinational.org)
Certified Nursing Assistant Certified Nursing Assistant - - CNA CNA Training Delivery through Care Providers Oklahoma s Virtual Partner (Academic Platforms) or other local career techs/training centers; Education cost per CNA: Testing fee post class experience per CNA: Flex funds as needed (internet access transportation, etc.) $50 Administrative Fee (10%) per CNA: Total Cost per CNA: $750 $100 $100 $1000 Program would average 2500 NEW CNA s per year Three-year projection = 7500 NEW CNA s Total CNA program cost = $1000/CNA x 7500 slots = $7,500,000
Certified Medication Aide Certified Medication Aide - - CMA CMA Modeled delivery through Care Providers Oklahoma classroom offering or other local facilities/career techs, etc.: Cost per CMA: Testing fees post class experience: Flex fund per CMA (internet access/transportation) Administrator Fee *(18%): Total Cost Per CMA: *a higher administrative fee is applied to CMA s due to in-person training accountabilities and requirement for meeting supports $300 $100 $50 $100 $550 Program would average 500 NEW CMA s per year Three-year projection = 1500 NEW CMA s Total CMA program cost = $550/CMA x 1500 slots = $825,000
Workforce Connectors and Workforce Connectors and Developers Developers Workorce Connectors and Developers would enable support of broad-based recruitment and engagement of Prospective students and existing employees interested in career progression. Proposal: Two association employed Workforce Connectors for three years of engagement: Annual cost: $100,000/year (salary and benefit load) 2 positions x 3 years: $600,000 (three-year total) Recruiting Materials and Expense: 2 positions x 3 years: $25,000/year $150,000 (three-year total) Total Connector Request: $750,000
Proposed Solutions Proposed Solutions Enhance workforce connection and networks on behalf of Long-term care employers Build a vibrant pool of career new entries through educational support & testing connection Work with other health care community members to clearly articulate career progression and perceived value in healthcare workforce employment
