The primary benefit of the LTC RAPs noted by all sponsors was that the registered apprenticeship program produced a better skilled workforce. While most sponsors visited not explicitly track apprentice performance or client satisfaction, staff noted the positive impact the program had on work quality. For example, the Good Samaritan program at Idaho Falls has had no deficiency citations on CNA issues on state surveys for several years, which they attribute to the training CNAs receive as apprentices. Developmental Services staff saw the increased quality of their workforce as a way to minimize overall costs including the reduction of costly medical errors such as errors in drug dosage. They considered the LTC RAP as a risk management tool. Agape staff reported that two of its SNFs, Conway and Rock Hill, have been awarded five stars on the recent round of health surveys. They believed that the improvement is in part attributable to the apprenticeship program but also the companys other educational efforts, including three other apprenticeships for non-long-term care occupations.
Home Care Associates staff suggested that in addition to having better skills, apprentices are simply more dedicated to the job than other employees because they feel appreciated and respected. Staff at Good Samaritan noted that the program provides positive indirect effects to non-apprentices, who benefit from apprentices mentoring and greater knowledge and skill. This benefit may be relevant to other LTC RAPs where only a portion of the total workforce is enrolled. Another benefit of the apprenticeships highlighted by sponsors is that the possibility of apprenticeship training helped to attract new applicants. Developmental Services human resources representatives noted that the LTC RAP was a major selling point at job fairs, and Home Care Associates apprentices reported that they told colleagues in the long-term care industry about their positive experiences with the LTC RAP.