Workforce Solutions for Aging Services Careers · 2015-03-23 · Open nursing and nursing assistant positions in Minnesota care centers s Source: Long Term Care Imperative 2015 Legislative

LeadingAge Minnesota

Workforce Solutions for Aging Services Careers

March, 2015 1

Workforce Solutions for

Aging Services Careers

Co-sponsored Webinars

with Adam Suomala

Vice President,

Strategic Affiliations


Workforce Solutions for

Aging Services Careers

Scanning our Environment



March, 2015 2

WORKFORCE!

The Caregiver Dilemma

½ as many

caregivers

will be

available

in 2050

1. Ratio of # people in most common caregiving age ( 45-64 ) to those at most risk for needing care (80+)

Source: AARP PPI “The aging of the baby boom and the growing care gap: A look at future declines in the availability of family caregivers

Ratio of Potential Caregivers to Those Needing Care1

1/2as many

caregivers

will be

available in

2050

How would you rate staff morale

across your organization?

4%

60%

26%

10%7%

63%

20%

10%4%

56%

31%

9%

0%

10%

20%

30%

40%

50%

60%

70%

VeryGood/undiminished

Challenged butmostly good

Beginning to Erode More Negative thanPositive

2012 2013 2014

Source: LeadingAge Minnesota Fall District Meetings, 2014



March, 2015 3

2,593Open nursing and nursing

assistant positions in

Minnesota care centers

By t

he N

um

bers

Source: Long Term Care Imperative 2015 Legislative Survey

Open Positions in Minnesota

Care Centers Continue to Grow1,000 More Jobs in Just a Year

Demand Now At Almost 2,600

0

500

1,000

1,500

2,000

2,500

3,000

R.N. L.P.N. N.A.R. Total

229 302

1155

1686

421 431

1741

2593

2009 2010 2011 2012 2013 2014


Minnesota’s Average Care Center

Wants to Hire 7+ More Caregivers That Is 2.5+ More Open Positions Than Last Year

0

1

2

3

4

5

6

7

8

R.N. L.P.N. N.A.R. Total

1 1

3

5

1 1

5

7

2009 2010 2011 2012 2013 2014




March, 2015 4

Care Center RN Vacancy Rate Highest in Metro Area in 2014

0%

5%

10%

15%

20%

Twin Cities

Metro

Northeast Northwest East Central West Central Southeast Southwest Statewide

13.8%

11.3%13.0%

9.7%

11.2%12.7%

7.8%

12.1%


Care Center LPN Vacancy Rate Highest in Northeast in 2014

0%

5%

10%

15%

20%

25%

Twin Cities

Metro


14.4%

19.9%

9.5%

11.2%

13.7%

10.1% 8.8%12.0%


Care Center NAR Vacancy Rate Highest in Northeast in 2014

0%

5%

10%

15%

20%

Twin Cities

Metro


15.0%17.1%

14.2% 14.4% 14.2%13.6% 12.5%

14.4%




March, 2015 5

Which positions are you finding it

most difficult to recruit?

12%16%

58%

3% 5%

14%19%

57%

5% 4%

10%13%

66%

0%3%

0%

10%

20%

30%

40%

50%

60%

70%

RN LPN NAR Therapy Other

2012 2013 2014


Care Center RN Turnover Rate

Increases Dramatically in 2014Highest in West Central and Southeast Regions

30.8%

70.3%

31.8%

51.7%

26.4%

47.3%

31.2%

37.9%

46.1%

56.0%

34.3%44.8%

63.9%60.1%

26.8%

47.2%

0%

20%

40%

60%

80%

100%

Twin CitiesMetro


2013 2014


12%17%

11%

51%

23%

13%

37%

60%

76%

0%

10%

20%

30%

40%

50%

60%

70%

80%

At Graduation Six Months After 18 Months After

Ambulatory Care Centers Hospitals

New Nurses Start With Us

But Don’t Stay…

Source: Registered Nurses with Bachelor Degrees, Minnesota Employment Review January 2014



March, 2015 6

The Wage Gap

Sources: 2013 LTC Imperative Salary Survey and 2013 MN Health Care Cost Information Service Hospital Salary Data

$11.88

$18.29

$26.47

$18.23

$20.55

$42.66

$12.17

$18.41

$24.72

$- $10 $20 $30 $40 $50

NAR

LPN

RN

Care Center Hospital Home Care

Gap=$2.14 per hour or $4,451 per year


Gap=$17.94 per hour or $37,315 per

year




Senior Living Workers Underpaid in the Marketplace

Care Center Direct Care Staff

Turnover Rate Over 50% in 2014Highest in Northeast Region

38.3%

56.3%

76.2%

52.6%56.6%

67.9%

35.9%

49.0%

41.0%

69.4%

49.9%

58.0%60.9%

62.9%

48.7%50.9%

0%

20%

40%

60%

80%

100%

Twin CitiesMetro


2013 2014Source: Long Term Care Imperative 2015 Legislative Survey

Have you suspended admissions in the

past three months due to staff shortages?

14%

85%

18%

81%

29%

71%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

YES NO

2012 2013 2014




March, 2015 7

Without Essential Staff in 2014

1,500+ Admissions Were Denied

As available caregivers decline so does access…

45% of care centers now report suspending admissions due to staff


Staff Vacancy Rates in

Minnesota Senior Housing Increased Dramatically in 2014

2.4% 2.4%

4.9%

9.3%

6.2%

7.3%

0%

2%

4%

6%

8%

10%

RN LPN Home Care Aides

2013

2014


Staff Turnover in

Minnesota Senior Housing Increased Significantly in 2014

15.8%13.2%

27.2%25.2%

18.2%

35.4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

RN LPN Home Care Aides

2013

2014




March, 2015 8

Challenges• Aging Population

• Local Economies

• Workforce Shortage

• Workforce Training

• Workforce Compensation

• Working Conditions

• Models of Care

“Knowing is not enough;

we must apply.

Willing is not enough;

we must do.”

- Goethe



March, 2015 9

POLICYSOLUTIONS

#1

2015 Session Priorities

Address Shortage in Professional Caregivers

Reform Care Center

Reimbursement System

Secure Funding for Home and Community-

Based Services

Investments in Caregivers

Goals

Provide livable wage

Create career

pathways

Level playing field



March, 2015 10

Multi-Faceted Approach

• Seek grant funding to promote careers

• Establish new program to help cover training costs for caregivers in HCBS settings

Grants

• Enhance Minnesota Nursing Facility Scholarship Program to cover additional training needs of caregivers.Scholarships

• Seek funding to identify high potential candidates for caregiving careers and recruitment of caregivers.

Targeted Funding –Workforce Centers

• Secure state support to elevate, promote and fund apprenticeship programs in older adult services.

Apprenticeships

Source: http://faceagingmn.org/

www.faceagingmn.org

When Staff Can’t

Afford to Work More.



March, 2015 11

RECOGNITIONSTRATEGIES

#2



March, 2015 12

BUSINESS PARTNERS

#3

Team Member Discounts

Source: http://www.valuefirstonline.com/mn

Business Partner Solutions



March, 2015 13

Business Partner Solutions

INSURANCE SOLUTIONS

#4



March, 2015 14

HEALTHY WORKPLACE

#5

“A healthy work organization is

one whose culture, climate and

organizational practices create

an environment which promotes

employee mental and physical

health, as well as productivity

and organizational

effectiveness.”

- L.R. Murphy



March, 2015 15

Healthy Workplaces

• Team member meals

• Day care services

• Ergonomic assessments

• Flexibility…

Healthy Workplaces

• Staff Satisfaction Survey with action plans



March, 2015 16

CAREERINVESTMENTS

#6

Team Member Development

Team Member Development

• 39th Annual MGS Conference

Friday, April 24, 2015



March, 2015 17

www.healthsupportspecialist.org

Elevating Caregiving Careers.

Building a Stronger Workforce.

Transforming the Way We Serve.



March, 2015 18

GOALS

A NEW CAREER

• A person-directed living catalyst

• Built upon lessons from pioneers

• Designed around a model of home

THE CHANGE WE SEEK

• Increase ability to recruit, retain and inspire talent

• Reduce costly turnover

• Increase satisfaction and outcomes

THE BASICS

COLLEGE CLASSES

• 7 online courses (9 credits/145 hours)

ELIGIBILITY

• 18 years or older

• High school diploma or GED

• Nursing Assistant, Registered

• Support from employer

REGISTERED APPRENTICESHIP

• 2,500 hours of on-the-job training

CLASSES



March, 2015 19

INVESTMENTS

WHAT TO BUDGET

• $1,710 tuition cost ($190 per credit)

• $20 application fee to college

• All expenses are reimbursable through the DHS Nursing Facility Employee Scholarship Program

WAGES

• Identify community-specific Wage Matrix

• Starting wage, “journey worker” wage and at least one step

• Technical assistance is available from the Dept. of Labor

THE HSS TEAMCOMPREHENSIVE SUPPORT

• HSS Coordinator Manual

• Customized Implantation Plan

• Learning Labs and Network

NEXT STEPS

• Leadership Team Meeting

• Online Community Evaluation

• Site Visit with Transformation Coach

and Department of Labor (optional)

• Sign Standards of Apprenticeship

• Register Apprentices



March, 2015 20

WORKFORCE PARTNERSHIPS

#7

“I challenge us to have

a LeadingAge

Minnesota member on

every Workforce

Council by the next

Annual Meeting.”

- Shirley BarnesCEO, Crest View Senior Communities

Chair, Anoka County Workforce Council



March, 2015 21

www.HealthForceMinnesota.org

Nursing Clinical Survey


Feb. 20, 2015


Purpose of Survey

To learn about the experiences

care centers have with providing

clinical experiences to nursing

students around the state



March, 2015 22


70 Responses: 40 currently hosting clinicals;

27 were not (6 of those had in the past)

Once/year 14

Twice/year 10

3-4 times/year 10

1-4 students/class 5

5-10 students/class 10

11+ students/class 8

LPN clinicals 9

RN clinicals 6

BSN clinicals 1

Internship/preceptorship 2

Exposes students to

Long Term Care

26

Recruitment Strategy 17

Current staff enjoys

teaching role, gets new

ideas

15

Residents enjoy more

1:1 attention

8

Benefits:

Clinical Experiences• Best Practices for Schools and Programs

Source: www.nursing.umn.edu

/Assets/modules/geriatrics-site/

index.php

Sign-on Bonus?

Shared Staffing Models?



March, 2015 23

WORKFORCE FUNDING

#8

Scholarships++

• Nursing Facility Scholarship Program

•

• Nursing Loan Forgiveness Program

• Summer Health Care Internship Program

If you had between $50,000

and $500,000+ to test a

workforce strategy, what

might you try?



March, 2015 24

Key Themes…

• Better Jobs

– Staff training

– Staff supports

• Service Delivery Changes

– Health Support Specialist

– Innovative, flexible, changing the model

• Pipeline Enhancements

– Youth engagement (K-12, career campaigns)

– Volunteerism

VOLUNTEER INITIATIVES

#9

A Culture of Volunteerism• Volunteer Directors?

• Who are your target markets?

– Retired staff (mentors, trainers, coaches)

– Retirees generally!

– Faith communities

– High schools

– Colleges



March, 2015 25

RECRUITMENT STRATEGIES

#10

Effective Outreach Strategies• Expanding our marketplace

– Be opportunistic

– Former family caregivers, retirees

– “People creation” i.e. immigrants

• Marketing tailored to demographics

• Fostering friend/family referrals

• Increased, dedicated recruitment efforts

• Metrics/tracking

Simon Sinek’s

Golden

Circle



March, 2015 26

ASSOCIATIONACTIVITY

What is the most effective

workforce development

strategy/partnership you’ve

seen implemented?

What were the results?

Key Themes…• Retention is key…

• Bold new thinking is needed…

• We’re part of something big here…

• Partnerships matter…

• Early connections with education

will be essential!

• We need a blend of short-term

and long-range efforts



March, 2015 27

Specifically, what does

short-term and long-term

help with workforce

challenges look like?

Key Themes…• SHORT-TERM:

Career promotion activities, a changed

narrative/marketing message, tools, data

• LONG-TERM:

Healthy workplace practices, new job

descriptions, education partnerships and

partnerships for pipeline development

2015 Workforce Priorities

• Secure Workforce Legislative Package

• Launch Workforce Awareness Campaign

• Expand Leadership Development Activity

• Research and Utilize Workforce Data

• Enhance Resources/Technical Assistance

• Research and Demonstration Grants



March, 2015 28

Workforce Conference



March, 2015 29

THANK YOU

Adam Suomala

[email protected]

651.603.3530

www.LeadingAgeMN.org

Documents

Workforce Solutions for Aging Services Careers · 2015-03-23 · Open nursing and nursing assistant positions in Minnesota care centers s Source: Long Term Care Imperative 2015 Legislative