The following is a list of PAS Workforce resources related to North Carolina.
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.
Feldman, Penny Hollander. (Fall 1994). Frontline workers in long-term care.
Abstract:
Turnover (retention) and absenteeism are a significant problem in nursing homes in the U.S., affecting resident care, resident and family satisfaction and financial status. This report documents a research study comparing formal nursing assistant training and orientation to staff turnover and absenteeism in three nursing homes in Buncombe County, North Carolina. The one-year study, involving the implementation of an in-house educational program that surpassed state core curriculum standards and a peer-mentoring component, found that staff turnover significantly decreased in the one of the two nursing homes that implemented the educational program.
Obtain the Full Version: To get a copy of this article, go to:www.generationsjournal.org
North Carolina Divison of Facility Services. (September 2001). Results of a follow-up survey to states on career ladder and other initiatives to address aide recruitment and retention in long-term care settings. North Carolina Division of Facility Services.
Abstract:
The second follow-up to the North Carolina Division of Facility Services' 1999 report, this paper documents recent state-level policy efforts to address paraprofessional recruitment and retention, focusing on career ladder initiatives. Reporting data from 43 states, the paper identifies specific state projects, assesses national trends, and provides a detailed account of initiatives in North Carolina.
Konrad, Thomas R.. (null). Where have all the nurse aides gone?. North Carolina Institute on Aging.
Abstract:
Less than half of the 180,000 North Carolinians certified to work as nursing assistants during the last decade are currently employed as paraprofessionals. Even among those currently employed in the field, many apparently work only part-time and supplement their income by working jobs in other industries. Those certified as nursing assistants who left the long-term care industry appear to have more stable jobs at higher wages.
Harmuth, Susan, et al. . (March/April 2002). Forum: The crisis in staffing long-term care facilities.
Abstract:
This special journal issue describes the scope of the shortage of direct-care workers and recommends changes in policy and practice. Focusing on North Carolina, these articles document initiatives undertaken by the state and employers to improve recruitment and retention of direct-care workers and analyze how the direct-care workforce and its role have been defined in culture, in the workplace, and in regulations.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in North Carolina.
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.
Madison, Donald L.. (March/April 2002). Recognizing the caregivers. North Carolina Institute of Medicine.
Abstract:
This article looks into the day-to-day life of nursing home staff, touching on both the challenges of their job as well as the rewards and recognition that they receive from it. It also includes numerous pictures of nurse aides at work, caring for their patients.
The National Conference of State Legislatures. (April 19th, 2004 ). Better Jobs Better Care: Retaining long-term care workers.
Abstract:
This article gives an overview of the Better Jobs Better Care Demonstration projects in Iowa, North Carolina, Pennsylvania, Oregon and Vermont. The authors specifically address the actions in three of the states: Iowa, North Carolina, and Vermont. The authors note the high turnover rates and problems with retention of direct-care workers across the country, and the interventions that are being explored in these five states through the Better Jobs Better Care project.
Obtain the Full Version: To get a copy of this article, go to: www.statehealthnotes.org. Available on the web: www.ncsl.org/programs/health/bjbc.htm
North Carolina Department of Health and Human Services, Health Care Personnel Registry Section Nurse Aide Training and Registry Administration.. (2000). Continuing education modules for nurse aides.
Abstract:
These materials were developed to support the WIN A STEP UP certified nursing assistant career advancement program in North Carolina. The ten modules on seven topics cover a mix of clinical and interpersonal/communication skills. They include: Infection control, fecal impaction and hydration, pressure ulcers, a more empathetic you, me, myself and I, being part of a team, and advanced communication.
Obtain the Full Version: These materials are available at no cost in compact disc format. Click here for an order form
*"These training materials were developed by the North Carolina Division of Facility Services. As such, these materials are in the public domain and may not be altered without approval from the Division of Facility Services nor may these materials be reproduced for sale."
Available on the web: www.ncsl.org/programs/health/bjbc.htm
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.
Test, David W., Claudia Flowers, Amy Hewitt, and Jill Solow. (August 2003). Statewide survey of the direct support staff workforce.
Abstract:
This report looks at recruitment and retention of direct support staff in North Carolina. It examines the effect these issues have on the quality of care given to people with developmental disabilities. The study found that: high turnover and vacancy rates have a negative impact on consumers, direct support staff have many job titles, receive low wages, and often have to work more than one job.
Institute for the Future of Aging Services (IFAS) and Paraprofessional Healthcare Institute (PHI). (June 2003). State-based initiatives to improve the recruitment and retention of the paraprofessional long-term care workforce. U.S. Department of Health and Human Services.
Abstract:
This report identifies a range of workforce improvement initiatives at the state level to reduce high vacancy and turnover rates among direct-care workers and improve the quality of their jobs. The report summarizes the experiences of five states (California, Massachusetts, North Carolina, Pennsylvania, and Wisconsin) that have pursued several strategies to address the serious shortage of direct-care workers.
Thomas R. Konrad. (May 2003). Descriptive results from the annual short turnover surveys conducted for the Office of Long-Term Care of the NC Department of Health and Human Services. North Carolina Institute on Aging.
Abstract:
This report shows that turnover rates of direct-care workers in North Carolina's nursing homes, adult care, home care, home health, and hospice agencies was stable between 2000 and 2002 despite rising unemployment rates statewide. The report concludes that successful initiatives aimed at reducing turnover depended on the priorities set by management in long-term care organizations.
Konrad, Thomas R. and Jennifer Craft Morgan. (April 2006). STEP UP NOW for Better Jobs and Better Care: The evaluation of a workforce intervention for direct care workers. Better Jobs Better Care.
