The following is a list of PAS Workforce resources related to Michigan.
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.
South Central Michigan Workforce Development Board. (April 2002). Health care: Industry sector study. South Central Michigan Workforce Development Board.
Abstract:
The South Central Michigan Workforce Development Board commissioned a study of employment and training at nursing homes, assisted living facilities, home health agencies, hospitals, and medical offices to better understand the competitive challenges and labor force needs of health care providers in its three rural counties.
Schuring, Mary. (October 2000). Access to employment services under the Workforce Investment Act: How will low-income populations be served in Michigan?. Michigan League for Human Services.
Abstract:
This report provides a comprehensive analysis of the Michigan's 25 Workforce Investment Act strategic plans. Findings indicate that these plans generally fail to address job attainment strategies, job retention strategies, and self-sufficiency. Recommendations include defining a specific level of earning at which clients are considered self-sufficient (making assurance that those falling below that level remain eligible to receive services); creating a priority system designating a specific portion of funds for low income job-seekers; and expanding access and referral to supportive services.
Obtain the Full Version: For information about ordering a hard copy of this report please contact the Clearinghouse at info@directcareclearinghouse.org or 866-402-4138.
The Survey Center. (September 2000). Family independence agency adult services: Customer satisfaction survey of the home help services program. Family Independence Agency Adult Services.
Abstract:
A division of the Michigan Family Independence Agency conducted telephone surveys to examine how many people received home help services during the month of August 2000. Clients receiving home help services were interviewed about their current living arrangements, the home help provider, the home help services worker, and the home help program. Of the respondents, 98.5% felt that the worker treated them with respect, and that the home help program is very important in helping people stay in their homes. However, the clients recommend that better wages, more services, and more hours for the home help providers would improve the program.
Obtain the Full Version: To order this report, contact Family Independence Agency at (517) 373-2035 or fiaweb@michigan.gov.
Michigan's Long Term Care Work Group. (June 2000). Long term care innovations: Challenges and solutions. Michigan Department of Community Health.
Abstract:
This report from the Michigan Long Term Care Work Group includes recommendations in the following areas: Quality of Life and Quality of Care, Personal Responsibility, Living Independently, Eligibility, Nursing Home of the Future, and Organized Systems of Care. The report recommends establishing four different long-term care models as a means of providing integrated and coordinated services to eligible individuals.
Eggleston, Ronald. (March/April 1999). Three focus groups with home care aides: A quality assurance project. Tri-County Office on Aging, UPCAP, Region IV AAA.
Abstract:
This study summarizes the findings of focus group sessions with home care aides in Michigan, who responded to questions about interactions with clients, training and on-the-job support, and working conditions. In these sessions, aides demonstrated dedication to their work and recommended improvements in recruitment, training, supervision, and communication to improve the quality of home care.
Health Care Association of Michigan. (May 2001). Wage and compensation report 2000. Health Care Association of Michigan.
Abstract:
Using data from a mail survey of nursing homes in Michigan, this report provides statistics specific to CNAs, LPNs, and RNs on salary, benefits, staff turnover, and reasons for voluntary terminations. The report found that from 1998 to 2000, average starting wages for CNAs increased 14 percent, while CNA turnover decreased slightly but remained high at 66 percent.
Michigan Assisted Living Association. (February/March 2001). Mental health provider 2001 wage and benefit survey. Marketing Solutions.
Abstract:
This survey of residential and vocational mental health facilities in Michigan reports facility size and budget, wages and benefits of managers and direct-care staff, and staff turnover rates. The study found that these employers offer wages near or below poverty thresholds and below wages of comparable positions in assisted living settings; the turnover rate for direct-care staff far exceeds the national average for mental health facilities.
Obtain the Full Version: To order a copy of this report, contact the Michigan Assisted Living Association at (800) 482-0118 Available on the web: www.hcam.org/pdf/BobOrme.doc
The Arc Michigan. (January 2002). Position statement on the provision of individual support services. The Arc Michigan.
Abstract:
This statement articulates the Arc Michigan's position that the direct support system for people with developmental disabilities can facilitate consumer access to high-quality service by improving the quality of direct support jobs. The Arc Michigan advocates for increasing wages and benefits for direct support assistants; encouraging respect for direct support work as a profession; allocating state resources for training, supervision, and administrative support; and respecting consumer choices about selecting and retaining workers.
Obtain the Full Version: To order a copy of this document, call the Arc Michigan at (800) 292-7851. Available on the web: www.hcam.org/pdf/BobOrme.doc
Turnham, Hollis and Steven L. Dawson. (April 2003). Michigan's care gap: Our emerging direct-care workforce crisis. Paraprofessional Healthcare Institute.
Abstract:
This paper provides a detailed analysis of the direct-care workforce crisis in Michigan. In addition to describing the key stakeholders, the demographic changes that underlie the crisis, and the negative impact of poor quality jobs on each stakeholder group, the authors review current initiatives within the state to stabilize the workforce and make recommendations for future actions. Importantly, they advocate for building a statewide multi-stakeholder coalition to press for changes in both public policy and industry practice that will support a competent, stable, and valued workforce.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Michigan.
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.
LeRoy, Barbara, and Sharon Milberger. (). The Michigan community integrated Personal Assistance Services and Support project. The Developmental Disabilities Institute at Wayne State University.
Abstract:
The goal of the Michigan PASS grant is to identify system needs and budget considerations to inform decisions about system changes required to offer maximum consumer control of PASS for community integration and quality of life. This presentation looks at the Consumer Task force and its three-phase needs assessment project. In order to assess need, the Developmental Disabilities Institute at Wayne Sate University used three different methods: surveys, focus groups, and information collection.
Mickus, Maureen A., Andrew J. Hogan, and Clare C. Luz. (June 2002). Rationing long-term care: Michigan's home and community-based waiver program. Institute for Public Policy and Social Research and Health Care Studies at Michigan State University.
Abstract:
This paper gives some background information on the current long-term care system in Michigan, and the move to community-based long-term care. The authors trace the development of the Medicaid Home- and Community-Based Waivers (HCBW) program, and how it compares to other states. The paper also sets forth some public policy recommendations.
The Provider Alliance of the Michigan Association of Community Mental Health Services Boards . (August 2003). A time of opportunity: Five practical cost-effective ways to help Michigan's community mental health system now.
Abstract:
The Provider Alliance of the Michigan Association of Community Mental Health Services Boards has written this paper to discuss Michigan's change to a community-based model. This position paper offers five practical cost-effective ways to face the challenges of making a truly community-based system in Michigan. Solution five notes the importance of workforce issues to this change.
Zelenko, Paula (State Representative) and Dianne Byrum (House Democractic Leader) . (March 2004). Long Term Care Taskforce: Navigating thru the options.
Abstract:
This report outlines recommendations made by Michigan's Long Term Care Taskforce that represents a cross-section of long-term care specialists and interests. The third section of the report focuses on workforce issues, and makes staffing and training recommendations. The recommendations include, but are not limited to: providing incentives to facilities that have high direct-care worker retention rates; recruitment and retention efforts; consideration of a public authority model, increases in direct-care staffing ratios; culture change initiatives like the Eden alternative; and increased training opportunities.
Mickus, Maureen A., Clare C. Luz , and Andrew J. Hogan. (April 2004). Voices from the front: Recruitment and retention of direct care workers in long term care across Michigan. Michigan Direct Care Workforce Initiative (MDCWI) Coalition in conjunction with BEAM (Bringing the Eden Alternative TM to Michigan), the Michigan Home Health Association and Michigan State University .
Abstract:
This study examines why people enter direct-care work, and what makes them stay in or leave the field. A survey of CNAs and home health aides in Michigan asked 1,100 current and former workers what had attracted them to the work, and what had driven away those who had already left or were planning to leave. The population sample was based on a random selection of CNAs from the nurse aide registry, and a convenience sample of direct-care workers in home care settings from 12 Michigan Home Health Association (MHHA) members.
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.
Michigan Medicaid Long Term Care Task Force. (2004). Michigan medicaid long term care task force: Milestones / long and short tem goals / objectives. Michigan Medicaid Long Term Care Task Force.
Abstract:
This report lists goals the Michigan Medicaid Long Term Care Task Force hopes to achieve in the next three to five years. Their goals include: institute a person centered planning process, create statewide policy and protocol for assuring that arrangements of consumer determination are developed, and develop a integrated long-term care system with centralized case management.
Li, Lydia. (May 2005). Elder disability as an explanation for racial differences in informal care.
Abstract:
Adjusting for socidemographic characteristics and disability levels, this study examines whether differences exist in the structure and function of community-dwelling Black and White frail elders' informal care networks. The findings suggest that older Blacks receive more hours and a broader scope of informal care than Whites, primarily because they have greater needs.
Service Employees International Union. (February 2005). Working together for quality personal care. Service Employees International Union.
Abstract:
This paper explores SEIU's efforts to address workforce issues within consumer-directed programs for personal care workers in California, Michigan, Oregon, and Washington. The authors give a brief background of the rising demand for consumer-directed personal care services, describe the development of consumer-directed workforce boards in the states where SEIU has been involved, and provide detailed information about workforce advancements that have been made in California.
The Michigan Medicaid Long-Term Care Task Force. (May 2005). Modernizing Michigan Medicaid long-term care: Toward an integrated system of services and supports . The Michigan Medicaid Long-Term Care Task Force.
Abstract:
The Michigan Medicaid Long Term Care (LTC) Task Force was created by Governor Granholm in June of 2004. The taskforce was assembled to examine Michigan's long-term care system and make recommendations to improve its quality. This final report makes nine recommendations that emphasize the role of consumer choice, calls for the expansion home- and community-based services, and the need for single point of entry solutions.
Tri-County Office on Aging. (2005). A labor of love: Assessing the status of the direct care workforce in the Tri-County area.
Abstract:
The Tri-County (Clinton, Eaton, and Ingham Counties in Michigan) Long Term Care Collaborative, composed of public and private organizations involved in all aspects of long-term care, conducted a series of surveys from spring of 2004 through January 2005. The survey was designed to establish a baseline profile of the area long-term care workforce and identify potential areas for advocacy on behalf of the workforce, especially in the areas of recruitment, training and retention.
Michigan Direct Care Workforce Initiative, Management and Supervision Committee. (August 30, 2004-October 20, 2005). Management and supervision training curriculum directory and literature review.
Abstract:
Created to help develop supervision techniques that can decrease retention rates, this report consists of two parts: a) a brief review of evidence-based journal articles on issues such as supervisory styles, job coaching, career ladders, team building and conflict resolution and b) a bibliography of curricula that teach skills such as conflict resolution, team building, coaching supervision, managerial leadership, and how to promote an organizational culture that values frontline staff.
