The following is a list of PAS Workforce resources related to Rhode Island.
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.
Rhode Island CNA Study Group. (March 2001). Crisis in care: A report of the CNA study group. Rhode Island Long Term Care Coordinating Council.
Abstract:
This report recommends the following: allocating $30 million to increase direct-care workers' wages; establishing demonstration projects to test recruitment and retention strategies; and enhancing training available to paraprofessionals through increased state funding.
Workforce Issues Subcommittee. (2001). Nursing and allied health workforce issues report. Rhode Island Governor's Advisory Council on Health.
Abstract:
This report recommends better collaboration between government agencies, long-term care providers, and health care consumer organizations to address the growing crisis in long-term care staffing. The suggested areas of collaboration include: 1) Establishing data collection methods; 2) Setting targets for educational and skill training requirements; 3)Setting targets for recruitment, training, and education; and 4) Developing incentive programs to support workforce development, advancement, and retention.
Obtain the Full Version:
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Rhode Island.
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.
Misiorski, Susan. (Summer 2001). Building a better life: Transforming institutional culture. Alzheimer's Care Quarterly.
Abstract:
This article documents the formation of and factors involved in culture change in nursing homes and other institutions. Beginning with a description of the Pioneer movement, Misiorski provides an overview of the changes that Apple Health Care, a small chain of New England based nursing homes, is making. The culture change movement centers around these principles: 1) provide individualized care punctuated by resident-perspective-based care plans; 2) ensure relationships precede tasks whenever possible (for example, give CNAs consistent assignments to promote relationships with the residents); 3) allow and provide avenues for residents to make decisions about their care; and 4) create an environment that looks and feels like home. Misiorski also acknowledges the challenges and obstacles in culture change, the biggest being the tendency to get sidetracked by the everyday challenges of nursing home life.
Obtain the Full Version: To get a copy of this article, go to:www.aspenpub.com/journals/acq/subscriptions.html
Center for Health Program Development and Management, University of Maryland, Baltimore County. (April 2006). Community-based long-term care services in Rhode Island: A report issued pursuant to joint resolution 05-R 384 (2005). The Rhode Island Department of Human Services.
Abstract:
This study reviews Rhode Island?s service rate methodologies and assesses workforce capacity needed to provide services in the future. It determines that rate methodologies currently favor institutional care, that demand for all long-term care services will grow, and that Rhode Island's approach to state budgeting could be improved to grow access to community-based services. The report offer several recommendations in regards to information dissemination, service delivery coordination, and a global budgeting approach to long-term care.
Larson, Sheryl A., et al. (April 2007). National validation study of competencies for frontline supervisors and direct support professionals. Research and Training Center on Community Living, University of Minnesota.
Abstract:
Based on surveys of frontline supervisors (FLSs) and direct support professionals (DSPs), this study looks at the relative importance of different workplace competencies. The authors suggest that the results of the surveys could inform modifications to FLS and DSP competency sets, and can also be used to assist organizations in the job application process and in planning trainings.
Health Care for Heath Care Workers. (2007). Coverage models from the states: Strategies for expanding health coverage. PHI.
Abstract:
This report describes successful strategies for expanding health care coverage to direct-care workers. Five strategies are discussed: making employer-based insurance more affordable, expanding public insurance coverage, establishing coverage through collective bargaining, building insurance costs into Medicaid reimbursement, and assisting workers with health care expenses. The report provides examples and models for each strategy that can be adapted by advocates and policymakers in other states.
Seavey, Dorie and Hollis Turnham. (January 2008). Expanding the ''registry'' concept: Creating access to care for consumers & employment for care workers. PHI.
Abstract:
This PowerPoint presentation reviews the context and purpose of direct-care worker registries, offers state-based examples, and outlines a framework for registry development.
