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.
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
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