The following is a list of PAS Workforce resources related to Maryland.
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 Maryland.
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.
Gretchen Kirby, Pavetti, LaDonna, Max, Jeffery, Gergory, Jesse. (March 2005). TANF recipients as potential long-term care workers: An assessment of the prospects in the District of Columbia, Illinois, Maryland and South Carolina. Mathmatica Policy Research, Inc.
Abstract:
This paper analyzes survey data from four states to determine the extent to which current TANF recipients potentially could fill some of the unmet demand for long-term care workers. The authors suggest that in the near future there will be a growing demand for long-term care workers, but there are several factors that will limit supply. Recommendations to meet the demand for long-term care workers include; design training programs that include individualized assistance with resolving the common barriers to employment (i.e. lack of child care, poor transportation), develop marketing campaigns that shed a positive light on long-term care jobs, and allow TANF recipients the flexibility of pursuing short-term training rather than immediately looking for employment.
Hernandez-Medina, Esther, et al. (March 2006). Training programs for certified nursing assistants. AARP Public Policy Institute.
Abstract:
This report examines certified nurse aide (CNA) training programs in 10 states. Information was gathered by interviewing key informants, including CNAs and experts in CNA training and testing. Recommendations include increasing the federal requirement for initial training to at least 100-120 hours, ensuring that CNAs are reimbursed for the cost of training, and screening training program applicants to identify needs such as remedial English or ESL classes.
Anderson, Wayne L., Joshua M. Wiener, Angela M. Greene, and Janet O'Keeffe. (April 2004). Direct service workforce activities of the Systems Change grantees. RTI International.
Abstract:
In 2001 the Centers for Medicare and Medicaid Services (CMS) awarded Real Choice Systems Change (RCSC) Grants to states and other entities working to improve state long-term care systems. Twenty grantees began one or more initiatives to improve the recruitment and retention of direct service workers. This report focuses on the workforce initiatives of these 20 grantees, with an in-depth look at 7. The report strongly recomends that policymakers, providers, and consumers address workforce problems.
Flanagan, Susan A. (June 2004). Accessing workers' compensation insurance for consumer-employed personal assistance service workers: Issues, challenges and promising practices. Office of Disability, Aging, and Long-Term Care Policy, Office of the Assistant Secretary for Planning and Evaluation (ASPE), U.S. Department of Health and Human Services.
Abstract:
This study examines whether or not personal assistant service (PAS) workers are covered by workers' compensation insurance when they work for household employers. An historical overview and a state-by-state break down of the various laws as they relate to direct-care workers are provided. Problems are identified with the frequently ambiguous employment classification of PAS workers and the dearth of adequate insurance options for employers. Positive examples of accessible and affordable programs are also discussed.
