FAHA 42nd Annual Conventi on & Exposition July 2 8, 2005 1 W W orkforce orkforce I I nnovation nnovation – – A A Community Response Community Response Presented by: Presented by: Alan D. Sadowsky, PhD Alan D. Sadowsky, PhD Institute for Geriatric Research & Training. Institute for Geriatric Research & Training. Morse Geriatric Center Morse Geriatric Center Executive Director, Lola & Saul Kramer Senior Executive Director, Lola & Saul Kramer Senior Services Agency Services Agency on the on the Marilyn and Stanley M. Katz Seniors Campus Marilyn and Stanley M. Katz Seniors Campus
W orkforce I nnovation – A Community Response. Presented by: Alan D. Sadowsky, PhD Institute for Geriatric Research & Training. Morse Geriatric Center Executive Director, Lola & Saul Kramer Senior Services Agency on the Marilyn and Stanley M. Katz Seniors Campus. Acknowledgments. - PowerPoint PPT Presentation
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FAHA 42nd Annual Convention & Exposition July 28, 2005
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WWorkforceorkforce IInnovationnnovation – –
A Community A Community ResponseResponse
Presented by:Presented by:
Alan D. Sadowsky, PhDAlan D. Sadowsky, PhDInstitute for Geriatric Research & Training. Morse Geriatric Institute for Geriatric Research & Training. Morse Geriatric
on the on the Marilyn and Stanley M. Katz Seniors CampusMarilyn and Stanley M. Katz Seniors Campus
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•Academy of Practical Nursing for Health Occupations
•U.S. Department of Labor•Workforce Alliance, Inc.•Quantum Foundation•Palm Healthcare Foundation•HCA-Columbia and Palms West Hosp.
AcknowledgmentsAcknowledgments
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•HB 1971 (1999-2000) Pilot Project•Mission –research, training and best practices•Support from Deans of all 5 medical schools•Geri-U-online University (GERIU.org)•Surveys and education for the public and dec-makers •Deliverables
Florida’s Teaching Nursing HomeFlorida’s Teaching Nursing Home
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Morse Geriatric Center - History
•280 Bed SNF•Kramer Senior Services Agency•Institute for Geriatric Research & Training 2000: Clinical Dementia Workforce recruitment and retention Nutrition Family expectations Best Practices
• AL/IL added December 2004 (142 beds)
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Background
•Workforce – Who will care for us?•Local, regional, national, int’l issue•Attract workers to field (make viable)•Retain and advance workers•Reduce expensive turnover•Statistics quality of care issues
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P.R.O.M.I.S.E.
•Community demonstration•US Department of Labor•At-risk in targeted areas•Ages 14-24 •Average age = 18
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Selected Characteristics of Population
50% from Belle Glade, Pahokee, South Bay93% female33% live on their own47% are parents (average age 16.7) > 87% are African American> 42% self report history of criminal offense> 33% have immediate family who is an offender> 24% have limited English> 36% report domestic violence> 27% report being victims of sexual offense
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Program Goal
•Find employment for at-risk population•Unintended reality – jobs in health care•Barriers to employment:Child careFinancial aidHousingJob readiness
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Community Partners (selected list)-
•Literacy Coalition •Hispanic Human Resources•Youth Services Council•United Way•Workforce Alliance, Inc.•Boys and Girls Club•Haitian Community Council
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Outcome Measures (selected list)
•Returning to or staying in school….. 75%•Complete skills training …………... 75%•Improve Math and English skills ….
75%•No new criminal justice involvement.
75%
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Program Results N = 103
•96% completed occupational training•80% obtained a job•Math scores increased 1.76 grades from pre to post
test•Reading scores increased 1.4 grades from pre to
post test Recall:
• No previous work history (82%)• History of family violence•24% with limited English•46% were parents (avg. age – 16.7yrs)
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P.R.O.M.I.S.E. Extension
•Disconnect between finding employment – maintaining employment
•Grant ext. (1of 2 sites) based on perf.•New model – Bonus for 6 months
consecutive employment (n=75)•Descriptions/definitions •Eliminate “no call – no show”•100% of those eligible for bonus signed up•All 75 achieve bonus
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Linking People with Careers (LPC)
•Quantum – healthcare conversion trust•Link employment needs of providers with at-
risk population•Expand lessons from P.R.O.M.I.S.E.•Goal 35 enrollees – in 2-year period•Subsequent extension adds 30 enrollees (N=65)•Project coordinator- characteristics
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Program Results
•166 people screened•62 people recruited•55 of 62 (89%) secured employment•39 (63%) still employed•26% found work but unable to maintain•11% “missing”•Contingency fund - a critical component
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•(C.A.R.C.)- Relationship to LPC, PROMISE•Coalition partners in place•Key principles: invest in employees long term commitment
Career Advancement Retention Challenge
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C.A.R.C. Description
•2 years for LPN•Employers to pay tuition, books, uniforms•Potential 100% increase in salary•TANF eligible – local Workforce
involvement •Motivated employers (win-win)
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•Morse Geriatric Center•HCA- JFK and Palms West•Columbia Hospital•Academy of Practical Nursing for Health
Occupations (APNHO)•Literacy Coalition
Partners
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Eligibility Challenges
•Financial•Reading/Math 11th grade level•Difficulty in filling slots•Enormous interest
•“…instructors are interested in me…”•“…best part is this will help me be what
I’ve always dreamed of…”•Tutoring was available at different hours•“Thank you – you’ve given me the
confidence to better myself…”
Key Comments
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Program Update
•LPC awarded one final year•Retention bonus now included•Produce training manual•Adopt policies of hiring at-risk when
possible•CARC receives extension (less enrollees)•PROMISE proposed to US Dept. of Labor
to further analyze bonus
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•Substantial obstacles•Contingency $’s are critical•Diversity training essential•Program staff – enrollee bonds – very
strong•Interest is high
Lessons Learned-CARC
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•Mentorship forced•Sense of entitlement can be negative•Commitment with flexibility – keys to
success•Need to broaden the base•CARC – ideal for LTC’s•Tough decisions – some will fail
Lessons Learned……..Part II
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•Facilities must know staff turnover rates•Accept need for long term strategy•Understand the difficult challenge•Look for workers in new places•Be available during crisis•Discipline “silk glove/iron fist”
Policy Implications
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•Advancement motivation-strong•Reduce facility risk – pay on the back end•Establish community linkages-employers,
educators, potential funding sources•Teachers, become more than teachers•Determine time parameters•Invest in human capital- this will take time