The following is a list of PAS Workforce resources related to Kansas.
The list is provided and maintained by the National
Clearinghouse on the Direct Care Workforce. Each citation contains
an abstract and information about how to obtain the entire version.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Kansas.
Abstract:
This chart describes existing or enacted direct-care workforce initiatives in this state as of March 2004. The information was collected as part of a national survey of state initiatives on the long-term care direct-care workforce. Additional details about this state may be found in the full report.
Institute for the Future of Aging Services (IFAS), Kansas Association of Homes and Services for the Aging (KAHSA). (December 2003). Keeping frontline workers in long-term care: Research results of an intervention. Institute for the Future of Aging Services (IFAS).
Abstract:
This collaborative report of the Institute for the Future of Aging Services (IFAS), the Kansas Association of Homes and Services for the Aging (KAHSA), and Wichita State University evaluates the impact of a workplace intervention on staff turnover in Kansas nursing homes. The report documents the impact of a three-part intervention - interpersonal skills and empathy training, biweekly support groups and online supervisory training - on frontline nursing home employee retention, and interpersonal relationships and supervisory capabilities.
Lescoe-Long, Mary, and Michael J. Long. (July 1998). Nursing home turnover: Identifying behavior change intervention points to improve staff retention in nursing homes. Kansas Association of Homes and Services for the Aging.
Abstract:
This study identifies barriers to staff retention among six Kansas nursing homes and reports on findings that may be generalizable to other facilities. It determines that absenteeism and turnover among aides is driven by: a cycle of powerlessness reinforced by workplace hierarchies; and by minimal education and training. The report concludes with recommendations to address the root causes of turnover through improved training, external recognition, elimination of hidden sanctions, and a respectful workplace culture.
Obtain the Full Version: Order the article, free of charge, at http://www.kahsa.org/kahsa/kahsastore.htm
Olson, Kathy, and Kathy Stiffler. (Fall/Winter 2007/2008). Kansans mobilizing for change: Award-winning systems change. Impact. Institute on Community Integration, Research and Training Center on Community Living.
Abstract:
This article describes an ongoing initiative to improve DSP educational opportunities and career status. The initiative uses customized curricula from the College of Direct Support, the College of Frontline Supervision Management, and the Ad Astra credentialing and apprenticeship program. Outcomes have included significant reductions in turnover and a decrease in limited service provision due to workforce shortages.
Obtain the Full Version: This article, available for free, is part of a feature issue of Impact (pdf) focusing on direct support workforce development.
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