WHO WE ARE:
Resilient Caregiver Solutions (RCS) is a training facilitation company which offers targeted short-term training and/or partners for organizational assistance with Long Term Care (LTC) providers. Staff training and development focuses on acquisition, reduction in attrition, and providing workers who are creative problem solvers and top notch caregivers. By providing pertinent trainings to individual home care agencies and facilities, Resilient Caregiver Solutions partners with the organizations to help them retain top talent. This retention results increased quality outcomes and a reduction in State Survey deficiencies.
THE COST OF TURNOVER/CRITICAL NEED FOR RETENTION:
A recent survey indicates that 40 per cent of employees who receive poor job training leave their positions within the first year. They cite the lack of skills training and development as the principal reason for moving on.
Consider the cost of turnover. With one fewer worker, your facility's efficiency slips. Your current staff members are required to work more hours. Morale may suffer. To find a replacement, you spend time screening and interviewing applicants. Once you hire someone, you need to train that person. The cost of staff turnover adds up. For example, A Center for American Progress (CAP) study found average costs to replace an employee are: 16% of annual salary for high-turnover, low-paying jobs (earning under $30,000 a year). For example, the cost to replace a $10/hour employee would be $3,328
. 20% of annual salary for mid-range positions (earning $30,000 to $50,000 a year).
Despite the expected increases in demand for Long Term Care services as baby boomers age the rate at which workers leave LTC is outpacing the entry rate across all LTC sectors.
In order to improve recruitment and retention of LTC workers as well as address the high rate of poverty and lack of upward mobility of many LTC occupations employers, educators and policymakers should consider investments in education and training. Such investments will help ensure and adequately trained workforce in LTC as well as support improved retention of LTC workers.
Despite the expected increases in demand for Long Term Care (LTC) services as baby boomers age, the rate at which workers leave LTC is outpacing the entry rate across all LTC sectors. Aides including CNAs HHAs NPCAs comprise over two thirds of the nursing staff in nursing homes as well as adult day services, and over 80% of the staff in residential care facilities. The U.S. Bureau of Labor projects employment increases of 60% in the home healthcare sector, 30% in residential care facilities, and 20% increase in nursing care facilities over the next decade. Turnover in skilled nursing facilities was 44% in 2012 and median CNA turnover within these facilities was 52%
Analysis indicates that there is reason to be concerned about sector and occupational turnover in LTC. First, the rate of leaving LTC is greater than the entry rate. Second LTC entrants are increasingly younger, low skilled and low income with no clear career ladder or evidence of job mobility. Third LTC leavers report greater levels of work disability have high levels of poverty and are often unemployed. These patterns suggest there may be challenges to maintaining an adequate and well-trained workforce as the demand for LTC workers grows. Thus retention of existing workers becomes paramount.
One longitudinal study of Pennsylvania CNA’s found that workers who left the LTC industry had lower job satisfaction and emotional well-being and many left for health reasons.
To improve recruitment and retention of LTC workers as well as address the high rate of poverty and lack of upward mobility of many LTC occupations employers should consider investments in education. Well-crafted training programs can not only improve the skills of direct care workers but also reduce the occupational injury rates and job turnovers. This is where Resilient Caregiver Solutions can help.
BENEFITS OF TRAINING:
Despite the initial monetary costs, staff training pays back your investment. Here are just some of the reasons to take on development initiatives:
Trained employees will be better equipped to handle day to day operations of your facility.
Training is a recruiting tool
. Today's young workers want more than a paycheck. They are geared toward seeking employment that allows them to learn new skills. You are more likely to attract and keep good employees if you can offer development opportunities.
Training promotes job satisfaction
. Nurturing employees to develop more rounded skill sets will help them contribute to the facility. The more engaged and involved they are in working for your success, the better your rewards.
Training is a retention tool
, instilling loyalty and commitment from good workers. Staff looking for the next challenge will be more likely to stay if you offer ways for them to learn and grow while at your facility. Don't give them a reason to move on by letting them stagnate once they've mastered initial tasks.
Training adds flexibility and efficiency
. You can cross-train employees to be capable in more than one aspect of the facility. For example, teach them to be competent in administration and operations. This will help keep them interested and will be enormously helpful to you when setting schedules or filling in for absences. Cross-training also fosters team spirit, as employees appreciate the challenges faced by co-workers.
Training is essential for knowledge transfer
. It's very important to share knowledge among your staff. If only one person has special skills, you'll have a tough time recouping their knowledge if they suddenly leave the facility. Spread knowledge around — it's like diversifying your investments.
Training gives agency workers a reason to return
. Let agency employees know there are more ways than one to contribute. Instead of hiring someone new, offer them a chance to learn new skills and benefit from their experience.
Learning and upgrading employee skills makes business sense. It starts from day one, and becomes successive as your employees grow. Granted, it may take some time to see a return on your investment, but the long-term gains associated with employee training make a difference. The short-term expense of a training program ensures you keep qualified and productive workers who will help your facility succeed. That's an investment you can take to the bank
Resilient Caregiver Solutions offers the following specialized services:
- Infection Control
- Universal Precautions
- Emergency Preparedness
- HIPAA Compliance
- Compassion Fatigue
- Resilience Training
- Critical Incident Debrief
- 5 Love Languages for Seniors
- Team Building
- Suicide Prevention
- Communication Skills/Problem Solving
- Peer Mentor Programs
- Management Training in "Coaching Supervision"
- Design & Implement Recruiting Strategies
- Facilitate Community Partnerships
- Career Ladder Creation & Implementation