Emerging Health Workforce I
Issues in Long Term Care
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Chris Hargreaves
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Vice President, Human Resources – Boulevard Healthcare, LLC
Concerns & Issues
Quality of care – our key driver
• Availability of qualified staff (primarily RNs,
LPNs, CNAs, Therapists)
• Competency of staff
• Retention of valued staff
• Customer Service – expectations change
• Minimizing errors
• Turnover and related cost (can exceed 50% in
LTC)
Concerns & Issues (cont.)
Quality of care – our key driver
• Workload of staff - “ratios”
• Leadership – supply and experience
• Cost
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• Reimbursement
• Census and patient/resident acuity
• Competitive
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etc.
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• Regulation and Compliance
• Organized Labor activity and pending mandates (EFCA for
example)
Resources & Tools
 Our Own Employees
 Company Website
 “R&R” committees
 Job Fairs & Open Houses
 Educational Institutions
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 Reference Materials
 IIncentives (for incumbents as ti (f i
b t well as prospective employees)
 Job Advertising
 Various publications
 Partnering
 Schools
 Community
 Professional Assoc.
 Other Employers
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 Government
 Internet
 Training
 Surveys
 Funding sources
Employee Opinion Surveys tell us:
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 Employees want performance feedback (not just a p y
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raise)
 They want to be involved and informed
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 Sufficient supplies and proper equipment
 Employees rely on teamwork and emphasize the importance of shift “handoffs”
 Employees want supervisory support (esp. on 2nd and 3rd
shifts) Employee Opinion Surveys tell us:
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(continued)
 Employees understandably want competitive pay and p y
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benefits
 They thrive on recognition, whether it be individual or y
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team‐based (including seasonal celebrations)
 They get a strong sense of personal satisfaction by yg
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caring for others
 Flexible work schedules when available
 “Casual” work environment – humor and attire
Employee Opinion Surveys tell us:
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(continued)
 Training and on‐going education (including tuition g
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reimbursement) are always important
 Solid leadership and fairness (poor supervision results in p
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high turnover)
 Trust and respect is key
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 Most employees recognize the importance of customer needs – “it’s personal”
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 Staffing is appropriate for census (number of es de ts/pat e ts as e as acu ty)
residents/patients as well as acuity)
Summary of Priorities
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 Leadership – Respect, fairness, honesty and support
 Communication – Sharing information and valuing opinions
 Recognition & Praise – Routine feedback and also special notice when a job is well done. A positive work environment.
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 Equipment – Proper tools, supplies, and support services
 Compensation – Including competitive pay, well‐rounded (and affordable) benefits
 Teamwork – Meaning compatible, supportive colleagues, and also Meaning compatible supportive colleagues and also a leadership team that addresses those who don’t perform
 Job security – A safe and stable place to work. Opportunities for growth.
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Do you have any questions?
Th k You
Thank
Y
Chris Hargreaves
Vice President, Human Resources
Email: chargreaves@boulevardhealthcare.com
Telephone: 847-720-8760