The center focuses on workforce resources for the aging services field providing promising practices, ideas for key partnerships, tools to calculate turnover, member testimonials, podcasts, policy news, and more. LeadingAge Ohio is featured in the Center for our work with the Employer of Choice initiative and Front Line Supervisor Training.
Employee Resource Tools Available
As long term services and supports around the state struggle with workforce shortages and retention, aging services providers can benefit greatly from connecting with Employer Resource Network and United Way programs to support their employees in non-work related ways.
LeadingAge Ohio members have access to an Employee Resource Network toolkit, as well as an upcoming United Way employee support webinar. Find out more here.
LeadingAge Ohio working in collaboration with other associations (OASC, OHCA, OALA and OCHCH) joined together to conduct a survey focused on key workforce issues. Recruitment and retention of direct care workers are top concerns for LeadingAge Ohio’s members. Consistent reporting of staff vacancy rates and ongoing monitoring of the challenges to fill these key positions are hoped to strengthen efforts to bring the growing workforce crisis to the attention of policy makers, bolster support for improved Medicaid reimbursement to increase wages and benefits, and advance funding for training and scholarship options for persons interested in care-giving careers. The results of the survey are available in the link above.
Retaining new hires is a struggle for many senior care providers. This revolving door is frustrating, expensive and can negatively impact resident care and service. So, what’s the secret to keeping new hires? Find out by reading this complete guide of onboarding and engagement tips to boost retention during the first 90 days of employment.
This guide will help you:
- Expose the costs of a limited onboarding program
- Boost employee retention with six must-have engagement tactics
- Discover three surveys to help drive retention
The whitepaper offers advice and guidance for all hiring managers in senior care, not just human resources. Uncover real strategies for stronger onboarding today! Download here.
*Special thanks to On-Shift, LeadingAge Silver Partner, for sharing this whitepaper to help senior living professionals help new staff adapt to a new workplace.
Workforce Crisis: Data/Statistics
Workforce Cost Calculator
Need help in figuring out the cost of your turnover? Use this calculator to figure out the cost of your turnover -- download and do in Excel.
Helpful Background Information:
- Rule of thumb: the cost of replacing any employee is 25% of the salary amount
- Average turnover for home care agencies is between 40-60%
- Average turnover in nursing home for certified nursing assistants is between 40-70%
- Minimum direct cost of replacing a direct care workers is $2,500
- Indirect costs are individual to each organization, but include advertising, training, temporary help, lost productivity, etc.
- Example: An organization that averages 40 terminations per year is spending at least $100,000 (40 x $2,500= $100,000)
Personal Care Attendant Competency Development Guide
This guide is designed to help members examine how personal care attendants work in their communities -- and to equip workers themselves with the skills they need to be successful. The guide has descriptions and check lists of the skills, knowledge and behaviors – competencies - to help personal care attendants deliver effective supports and services across a variety of positions and LTSS settings. The guide also includes a detailed table that breaks down specific tasks associated with performing the job.
Mid-Level Manager Competency Development Guide
This guide is designed to help members examine how mid-level managers work in their communities -- and to equip workers themselves with the skills they need to be successful. The guide has descriptions and check lists of the skills, knowledge and behaviors – competencies - to help mid-level managers deliver effective supports and services across a variety of positions and LTSS settings. The guide also includes a detailed table that breaks down specific tasks associated with performing the job.
Community Checklist for Helping Front-Line Workers Improve their Skills and Build a Career
This tool helps employers take an objective look at their policies, practices, and processes to help them set up work-based learning and career paths for their front-line workers. Front-line workers generally have less than a bachelor’s degree, earn approximately $40,000 a year, and include assistants and technicians such as nurse aides, housekeepers, home health aides, medical assistants, and licensed practical nurses.
In a mostly yes/no format, the survey helps communities decide if they have the capacity—or can build it—to help their direct-care workers learn new skills, provide quality care, and build a career.
Access the survey here.
Please contact Jennifer Craft Morgan at firstname.lastname@example.org for more information.
This ready-to-use Powerpoint can be used for short presentations to high school students to get them excited about the profession. The powerpoint includes an embedded video – also found below – along with suggested notes for the speaker. Play the powerpoint and print off the one-pager on the workforce crisis for an easy-to-use package for your presentation.
Careers That Love You Back
Director of Corporate Relations and Initiatives
- Oversees database and meeting registry
- Manages office technology systems
- Oversees maintenance of office operations and production
- Associate Membership/Partner Program staff liaison
- Point of contact for Trade Show