Frontline Supervisor Survey Instrument Report. APPENDIX B: Responses and Comments from Cognitive Interviews

08/29/2008

FREQUENCIES COMMENTS
q1 How long have you worked as a supervisor of direct care workers? (years) R5 -- has been a supervisor of DCWs off and on for 40 years. She wasn’t sure how to quantify her time.
  Frequency  
Valid 7.75
10.50
13.00
30.00
Missing
Total
1
1
1
1
1
5
q2 Have you ever worked as a direct care worker? R1 -- has been a nurse for 30 years, and a long time ago DCW duties were art of her nurse duties.
  Frequency  
Valid 1 Yes 5
q3 How long have you worked for his employer? (years) R4 -- has worked at the same place for 13 years, but the facility was taken over by a new employer 4 months ago.
  Frequency  
Valid 7.75
10.25
10.50
13.00
24.00
Total
1
1
1
1
1
5
q4 How long have you worked as a supervisor for this employer?  
  Frequency  
Valid 1.25
2.00
3.00
10.50
13.00
Total
1
1
1
1
1
5
q5 How many DCWs do you typically supervise?  
  Frequency  
Valid 2
3
16
17
40
Total
1
1
1
1
1
5
q6 Do any DCW supervisors report to you? R5 -- all LPN team leaders report to her.
  Frequency  
Valid 1 yes
2 no
Total
2
3
5

Q7




q7a Responsibility to act as a mentor to DCWs.

R1 -- felt Q7 covered the responsibilities supervisors perform at her organization and could not think of other responsibilities to add. Because she shares responsibilities, we asked who she shares them with. She mentioned a nurse who was not included on the list of supervisors we received for this organization.
R4 -- None of the responsibilities listed for Q7 are her alone.
R1 -- nurses and DCWs perform this function in her organization.
R5 -- understood mentoring to include both personal and professional advising.
  Frequency  
Valid 2 My responsibility but others do this too 5
q7b Responsibility to ensure that DCWs are giving proper care to clients/residents. R1 -- relies on input from nurses and clients to ensure proper care.
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
Total
2
3
5
q7c Responsibility to interview DCW applicants.  
  Frequency  
Valid 1 My responsibility alone
4 I never do this
Total
2
3
5
q7d Responsibility to schedule DCWs. R1 -- gives advice on scheduling DCWs but her org. has a full-time person to schedule.
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
3 Not my responsibility but I sometimes do this
4 I never do this
Total
1
1
1
2
5
q7e Responsibility to provide feedback to DCWs on job performance. R1 -- sometimes other nurses give feedback on DCW performance.
R5 -- commented that her feedback is both informal and formal.
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
Total
1
4
5
q7f Responsibility to document DCW performance problems.  
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
3 Not my responsibility but I sometimes do this
Total
2
2
1
5
q7g Responsibility to initiate disciplinary action.  
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
3 Not my responsibility but I sometimes do this
4 I never do this
Total
2
1
1
1
5
q7h Responsibility to recommend training for DCWs. R2 -- her supervisor providers her with information to recommend training.
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
3 Not my responsibility but I sometimes do this
Total
1
3
1
5
q7i Responsibility to conduct on-the-job clinical training activities. R1 -- other nurses occasionally do this.
R2 -- a nurse at the organization instructs training activities, such as infection control.
R3 -- the word “activities” confused her. She does not think of training as an “activity.”
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this
Total
1
4
5
q7j Responsibility to directly respond to client/ resident complaints about DCW performance. R1 -- responsibility is split between herself and another nurse.
  Frequency  
Valid 1 My responsibility alone
2 My responsibility but others do this too
Total
2
3
5
q7k Responsibility to directly respond to job concerns raised by DCWs. R2 -- DCWs can go to her supervisor about concerns if necessary.
  Frequency  
Valid 2 My responsibility but others do this too 5

Q8




q8a I have learned the skills necessary to do my job well.

R2 -- she and DCWs at her organization are required to have inservice training yearly and a certain numbers of hours in training. She strongly agreed with all of the items for Q8.
R5 -- said “I don’t know what you’re looking for. Do you mean education? She then explained she is certified in gerontological nursing and has been since the late 1980s, but she also sees her life experiences as important. She didn’t give an answer.
  Frequency  
Valid 3 Somewhat agree
4 Strongly agree
Missing
Total
1
3
1
5
q8b I have the opportunity to work in teams. R1 -- first said “I don’t know what you mean by that” but after thinking about she answered by defining teams as working with Hospice, Medicare, and the Office of Aging.
R2 -- the teams she identified with were a geriatric steering committee and a company task for team.
R3 -- interpreted “teams” to mean an interdisciplinary group of people at the organization who develop care plans for clients.
R4 -- understood “teams” to mean DCWs and herself carrying out their duties together.
  Frequency  
Valid 4 Strongly agree 5
q8c I am confident in my ability to do my job well.  
  Frequency  
Valid 4 Strongly agree 5
q8d I could get a job that paid more than this job. R1 -- mentioned that she would be paid a higher wage for the same type of job if she was living in a larger city.
  Frequency  
Valid 3 Somewhat agree
4 Strongly agree
Total
3
2
5
q9 Overall, how satisfied are you with your job? R2 -- she is extremely satisfied with the job but not with the wages.
  Frequency  
Valid 1 Extremely satisfied
2 Somewhat satisfied
Total
1
4
5

Q10




q10a During the past year, did you receive any formal training on communicating effectively with other employees.

R5 -- has received a lot of formal training over the 40 years she’s been a nurse. She feels she’s at a point where she’s done the trainings all of the trainings offered and, therefore, hasn’t been attending any lately.
  Frequency  
Valid 1 Yes
2 No
Total
2
3
5
q10a_yes Training on communicating effectively with other employees was … R4 -- suggested labeling the table column with the word “Training.”
  Frequency  
Valid 3 Very useful
Skipped
Total
2
3
5
q10b During the past year, did you receive any formal training on communicating effectively with patients/residents/clients. R2 -- her organization refers to clients as “participants” not patients/residents/clients.
  Frequency  
Valid 1 Yes
2 No
Total
3
2
5
q10b_yes Training on communicating effectively with patients/residents/clients was …  
  Frequency  
Valid 3 Very useful
Skipped
Total
3
2
5
q10c During the past year, did you receive any formal training on diversity or cultural issues.  
  Frequency  
Valid 1 Yes
2 No
Total
1
4
5
q10c-yes Training on diversity or cultural issues was …  
  Frequency  
Valid 4 Extremely useful
Skipped
Total
1
4
5
q10d During the past year, did you receive any formal training on effective disciplinary procedures.  
  Frequency  
Valid 1 Yes
2 No
Total
1
4
5
q10d_yes Training on effective disciplinary procedures was …  
  Frequency  
Valid 3 Very useful
Skipped
Total
1
4
5
q10e During the past year, did you receive any formal training on skills for managing people.  
  Frequency  
Valid 1 Yes
2 No
Total
2
3
5
q10e_yes Training on skills for managing people was …  
  Frequency  
Valid



Total
1 Not at all useful
3 Very useful
Total
Skipped
1
1
2
3
5

Q11




q11a Management practices used for DCWs -- Permanent assignment to patients/residents/ clients.

R1 -- For the Q11 statement “clinical practices” made more sense than “management practices” to her.
R2 -- understood “management practices” to mean her responsibilities in managing DCWs.
R2 -- no one is assigned to a particular client, but on occasion one of the clients may need special attention.
R5 -- her personal belief is to do this, but it isn’t always feasible because of DCW schedules.
  Frequency  
Valid 1 Never
2 Seldom
3 Occasionally
4 Frequently
Total
1
1
1
2
5
q11b Management practices used for DCWs -- Rotation of assignments to different services or units. R2 -- said “I’m not quite sure what you mean by different services.” She didn’t think the question applied to adult day service facilities, but she mentioned that workers fill in for each other when necessary.
R5 -- said this is done to balance the needs in the organization, but she prefers not to do this.
  Frequency  
Valid 3 Occasionally
4 Frequently
Total
3
2
5
q11c Management practices used for DCWs -- Cross-training R1 -- indicated both occasionally and frequently as her response because DCWs occasionally receive training for administering medication but frequently received training for physical therapy.
R2 -- all regular employees are required to be CPR and first-aid certified, but requirement isn’t enforced for employees who work occasionally.
R2 -- LPNs are trained as a matter of seniority at her organization.
  Frequency  
Valid 2 Seldom
3 Occasionally
4 Frequently
Total
1
3
1
5
q11d Management practices used for DCWs -- Self-managed work groups that include direct care workers. R1 -- first response was “I don’t know what that means” referring to self-managed work groups. She answered never.
R5 -- said “I’m not sure what you’re looking for” and asked if this meant without her. She didn’t provide and answer.
  Frequency  
Valid 1 Never
2 Seldom
3 Occasionally
Missing
Total
1
2
1
1
5
q11e Management practices used for DCWs -- Flex time for direct care workers. R2 -- she plans the work schedule a month in advance and employees can request changes is necessary.
R5 -- said that the organization has always had flex time as an option, but it is only occasionally used.
  Frequency  
Valid 2 Seldom
3 Occasionally
5 Always
Total
1
3
1
5

Q12




q12_1 Talk with supervisor

R1 -- understood “employee concerns” to mean any kind of concern that an employees comes to her with, whether it has to do with their employment circumstances or their ability to provide care to clients.
R2 -- was thinking of disciplinary procedures when she first read the questions but she then saw that Q13 covered discipline.
R3 -- noted the organization is part of a union, and the union has a role in handling employee concerns.
R4 -- said the mechanisms to handle employee concerns she checked are available, but not necessarily used.
R5 -- She thought of employee concerns as both professional and personal.
  Frequency  
Valid 1 Selected 5
q12_2 Toll-free hotline  
  Frequency  
Valid 0 Not selected
1 Selected
Total
1
4
5
q12_3 Organizational ombudsman  
  Frequency  
Valid 0 Not selected
1 Selected
Total
2
3
5
q12_4 Mediation  
  Frequency  
Valid 0 Not selected
1 Selected
Total
3
2
5
q12_5 Arbitration  
  Frequency  
Valid 0 Not selected
1 Selected
Total
3
2
5
q12-6 Other R5 -- mentioned employee assistance programs and informal referrals/support.
  Frequency  
Valid 0 Not selected
1 Selected
Total
4
1
5
q12_7 Do not use any specific method  
  Frequency  
Valid 0 Not selected 5
q13_1 Counseling by supervisor in the work unit  
  Frequency  
Valid 0 Not selected
1 Selected
Total
1
4
5
q13_2 Counseling by senior manager  
  Frequency  
Valid 0 Not selected
1 Selected
Total
1
4
5
q13_3 Written documentation  
  Frequency  
Valid 1 Selected 5
q13_4 Final warning conference  
  Frequency  
Valid 0 Not selected
1 Selected
Total
1
4
5
q13_5 Probation  
  Frequency  
Valid 0 Not selected
1 Selected
Total
1
4
5
q13_6 Suspension  
  Frequency  
Valid 1 Selected 5
q13_7 Termination  
  Frequency  
Valid 1 Selected 5
q13_8 Other  
  Frequency  
Valid 0 Not selected 5
q13_9 Do not use any specific method  
  Frequency  
Valid 0 Not selected 5
q14a How often do DCWs in your organization have input into changes in patient/resident/client care plans R1 -- at her organization a nurse develops care plan buy gets feedback from DCWs.
R5 -- says they always have input on flow sheets and assignment sheets.
  Frequency  
Valid 2 Seldom
4 Frequently
5 Always
Total
1
2
2
5
q14b How often do DCWs in your organization actively participate in developing patient/ resident/client care plans R1 -- modified the question to read “Actively participate in developing patient/resident/client initial care plans.”
  Frequency  
Valid 1 Never
2 Seldom
3 Occasionally
5 Always
Total
2
1
1
1
5
q14c How often do DCWs in your organization write in patient/resident/client care charts R1 -- explained that DCWs have check sheets to fill out which become part of the client’s chart.
R4 -- DCWs at her organization always write vital statistics in the charts, but they aren’t allowed to document anything else.
R5 -- all can write on flow sheets, and LPN DCW can write in charts.
  Frequency  
Valid



Missing
Total
2 Seldom
4 Frequently
5 Always
Total
System
1
1
2
4
1
5
q14d How often do DCWs in your organization communicate in writing with other DCWs to relay information about residents/patients/clients R1 -- some clients have a book in their home where DCWs can record information, such as how much the client ate that day, etc.
  Frequency  
Valid 1 Never
3 Occasionally
5 Always
Total
1
2
2
5
q14e How often do DCWs in your organization communicate verbally with other DCWs to relay information about residents/patients/clients  
  Frequency  
Valid 3 Occasionally
5 Always
Total
2
3
5
q14f How often do DCWs in your organization communicate information either in writing or verbally about residents/patients/clients by reporting to their supervisors  
  Frequency  
Valid 4 Frequently
5 Always
Total
2
3
5
q14g How often do DCWs in your organization meet formally or informally with a supervisor to discuss patient/resident/client care issues  
  Frequency  
Valid 4 Frequently
5 Always
Total
3
2
5
q14h How often do DCWs in your organization receive verbal feedback about their everyday job performance  
  Frequency  
Valid 3 Occasionally
4 Frequently
5 Always
Total
2
1
2
5
q14i How often do DCWs in your organization receive written feedback about their everyday job performance R1 -- written feedback is given at the time of the annual performance evaluation. On the survey she didn’t provide and answer but wrote “yearly” next to the Occasionally choice.
  Frequency  
Valid


Missing
Total
2 Seldom
3 Occasionally
Total
System
2
2
4
1
5
q15 Estimate the overall competency level of DCWs you supervise  
  Frequency
Valid 8
9
Total
3
2
5
q16a What percentage of DCWs you supervise currently participate in a career ladder program for the DCW to advance to a higher level of DCW R1 -- no career ladder program at organization.
R2 -- no career ladder program at organization.
R3 -- no career ladder program at organization.
R4 -- no career ladder program at organization.
R5 -- no career ladder program at organization.
  Frequency  
Valid 1 None 5
q16b What percentage of DCWs you supervise currently participate in a career ladder program for the DCW to become a LPN R1 -- although no career ladder program at the organization, several DCWs working there have become LPNs.
  Frequency  
Valid 1 None 5
q16c What percentage of DCWs you supervise currently have a designated peer menter  
  Frequency  
Valid 1 None
4 51-75%
Total
4
1
5
q16d What percentage of DCWs you supervise participate in formal inservice programs beyond those required for certification  
  Frequency
Valid 1 None
2 1-25%
3 26-50%
Total
2
1
2
5
q17a During the past year, what percentage of DCWs you supervise have completed a self-directed educational video or computer-based training program while at work R5 -- her organization used to offer this type of training, but no longer.
  Frequency  
Valid 1 None
2 1-25%
5 76-100%
Total
3
1
1
5
q17b During the past year, what percentage of DCWs you supervise have attended a conference or workshop away from work  
  Frequency  
Valid 1 None
2 1-25%
3 26-50%
5 76-100%
Total
1
2
1
1
5
q17c During the past year, what percentage of DCWs you supervise received formal training on communicating effectively with other employees  
  Frequency  
Valid 1 None
2 1-25%
3 26-50%
Total
3
1
1
5
q17d During the past year, what percentage of DCWs you supervise received formal training on communicating effectively with patients/ residents/clients  
  Frequency  
Valid 2 1-25%
3 26-50%
5 76-100%
Total
2
1
1
4
q17e During the past year, what percentage of DCWs you supervise received formal training on diversity or cultural issues  
  Frequency  
Valid 1 None
2 1-25%
5 76-100%
Total
3
1
1
5
q18 Would you recommend taking a job as a DCW at the place where you work to a family member or friend?  
  Frequency  
Valid 1 Definitely recommend it
2 Probably recommend it
Total
2
3
5
q19 Would you recommend getting care from the place where you work to a family member or friend? R4 -- wasn’t comfortable with the choices. She said she would “possibly” recommend taking a job as a DCW where she works depending on the unit in the facility.
  Frequency  
Valid 1 Definitely recommend it
2 Probably recommend it
Total
3
2
5
q20a Employees take personal responsibility for their behavior. R5 -- agreed that her DCWs take personal responsibility, but she neither agreed not disagreed that all DCWs at the organization take personal responsibility.
  Frequency  
Valid 4 Agree 5
q20b The organizational culture encourages risk-taking. R1 -- first responded “I don’t know exactly what you mean by that” referring to risk-taking. She thought of risk-taking as a spontaneous change in a client’s care plan to which she answered “disagree.”
R2 -- said “I’m not sure what you mean by that” referring to risk-taking. She asked if risk-taking meant exploring other avenues or new techniques. She thought the work “risk” sounded harsh.
R3 -- thought of “risk-taking” as something that was related to residents’ care.
R4 -- thought “risk-taking” implied taking one’s chances to make the trip into work everyday, because you never know what will happen.
R5 -- did not understand what was meant by risk-taking. She asked if it meant unsafe behavior. She said in terms of DCW personal safety, such as lifting and moving more independently than they should, risk-taking occurs.
  Frequency  
Valid


Missing
Total
2 Disagree
4 Agree
Total
System
2
1
3
2
5
q20c The organizational culture encourages continuous improvement. R1 -- no formal policies, encouraged only by word of mouth.
R5 -- said that the organization is willing to work around DCW schedules, especially when they are taking courses towards improving their skills.
  Frequency  
Valid 2 Disagree
4 Agree
5 Strongly agree
Total
1
2
2
5
q20d Senior management has presented a clear vision of the future of the organization. R2 -- felt the vision for the future depends greatly on the client census, which is out of management’s control. If the number of clients isn’t stable, it’s hard to maintain a clear vision.
  Frequency  
Valid 1 Strongly disagree
3 Neither agree nor disagree
4 Agree
Total
2
2
1
5
q20e The organization rewards staff for being innovative. R1 -- individuals in the organization reward staff, but the organization doesn’t.
R2 -- the organization rewards for years for service, but is currently looking into other types of rewards.
  Frequency  
Valid 1 Strongly disagree
2 Disagree
3 Neither agree nor disagree
4 Agree
Total
1
2
1
1
5
q20f Management communicates effectively with staff in all levels of the organization.  
  Frequency  
Valid 2 Disagree
3 Neither agree nor disagree
4 Agree
5 Strongly agree
Total
1
1
2
1
5
q20g Management solicits input from all levels of staff when deciding on purchases related to care delivery.  
  Frequency  
Valid 1 Strongly disagree
2 Disagree
4 Agree
Total
1
1
2
4
q20h Management solicits input from all levels of the organization when deciding on policies and protocols.  
  Frequency  
Valid 2 Disagree
3 Neither agree nor disagree
4 Agree
5 Strongly agree
Total
2
1
1
1
5

Q21




q21a Helping others is …

R4 -- For many of the Q21 items, she commented that it would be nice if these things were possible. For example, Q21l, she said that having the power you need to get your job done without permission from someone else doesn’t happen where she works, but she answered by checking “extremely rewarding” because she thought it would be nice if that was the case.
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
3
2
5
q21b Being able to work on your own is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
2
2
5
q21c Getting credit for your work is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
2
3
5
q21d Finding your work interesting is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
2
3
5
q21e Liking your coworkers is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
2
3
5
q21f Making a difference in other peoples lives is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
1
4
5
q21g Feeling a sense of accomplishment and competence from doing your job is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
3
2
5
q21h Having your job fit your skills is … R5 -- said she has the skills to do more. She chose very rewarding.
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
3
2
5
q21i Having the chance to learn new things is … R5 -- did not give an answer. She says that she is at a point where she isn’t learning new things.
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Missing
Total
1
3
1
5
q21j Being valued by supervisors and management is …  
  Frequency  
Valid 4 Very rewarding 5
q21k Being needed by others is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
2
1
2
5
q21l Having the power you need to get your job done without getting permission from someone else is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
2
3
5
q21m Having a lot of different things to do is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
1
3
5
q21n Getting support from coworkers is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
2
2
5
q21o Having your job fit your interest is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
2
2
5
q21p The income you earn is … R1 -- modified the statement to read “The income you earn for this area is …”
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
Total
1
4
5
q21q Being valued by residents or clients and their families is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
1
3
5
q21r Having the freedom to decide how to do your work is …  
  Frequency  
Valid 4 Very rewarding
5 Extremely rewarding
Total
4
1
5
q21s The team spirit in your work group is …  
  Frequency  
Valid 3 Somewhat rewarding
4 Very rewarding
5 Extremely rewarding
Total
1
3
1
5
q22a Having too much work to do is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
4 An extremely big problem
Total
1
3
1
5
q22b Having to deal with emotionally hard situations is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
3 A big problem
Total
2
2
1
5
q22c Not having support from your supervisor in your job is …  
  Frequency  
Valid 1 Not at all a problem
3 A big problem
Total
4
1
5
q22d Finding your job boring or doing too much of the same thing is … R5 -- commented that she feels there’s way too much paperwork.
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
Total
3
2
5
q22e Having your job take too much out of you is … R5 -- said somewhat a problem because she has very bad arthritis in her hips and her answer is health-related
  Frequency  
Valid 2 Somewhat a problem
4 An extremely big problem
Total
4
1
5
q22f Having little change to get promoted is …  
  Frequency  
Valid 1 Not at all a problem
3 A big problem
Total
2
3
5
q22g Dealing with unrealistic expectations from your supervisor for your work is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
4 An extremely big problem
Total
1
3
1
5
q22h Not having the job use our skills is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
Total
4
1
5
q22i Catching an illness is … R2 -- said “illness” is a vague term and felt the degree of illness influences the response to the question
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
3 A big problem
Total
1
1
3
5
q22j Not having the chance to develop job skills is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
3 A big problem
Total
2
1
2
5
q22k Not being valued by your supervisor for your work is …  
  Frequency  
Valid 1 Not at all a problem
3 A big problem
Total
4
1
5
q22l Being on your own too much is …  
  Frequency  
Valid 1 Not at all a problem 5
q22m Getting hurt is … R1 -- asked if getting hurt meant physically getting hurt.
R2 -- felt the degree to which you are hurt can influence the response chosen.
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
3 A big problem
4 An extremely big problem
Total
1
2
1
1
5
q22n The physical conditions at your job is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
4 An extremely big problem
Total
3
1
1
5
q22o Not having enough help when you need it is …  
  Frequency  
Valid 2 Somewhat a problem
3 A big problem
4 An extremely big problem
Total
2
1
2
5
q22p That your supervisor is not good at her/his job is …  
  Frequency  
Valid 1 Not at all a problem
3 A big problem
Total
4
1
5
q22q That the job is physically hard is …  
  Frequency  
Valid 1 Not at all a problem
2 Somewhat a problem
4 An extremely big problem
Total
2
2
1
5
q22r The time it takes to get to work is …  
  Frequency  
Valid 1 Not at all a problem 5
q23a Residents/clients families respect me as part of the health care team.  
  Frequency  
Valid 2 Agree somewhat
3 Agree a great deal
Total
1
4
5
q23b Residents/clients respect me as part of the health care team. R2 -- a number of clients at her facility have dementia or Alzheimer’s disease and they often don’t know anything about her.
  Frequency  
Valid 2 Agree somewhat
3 Agree a great deal
Total
2
3
5
q23c DCWs respect me as part of the health care team.  
  Frequency  
Valid 3 Agree a great deal 5
q23d My supervisor respects me as part of the health care team.  
  Frequency  
Valid 1 Not at all agree
2 Agree somewhat
3 Agree a great deal
Total
1
1
3
5
q24a Residents/clients families respect me as part of the management team.  
  Frequency  
Valid 1 Not at all agree
2 Agree somewhat
3 Agree a great deal
Total
1
1
3
5
q24b Residents/clients respect me as part of the management team. R2 -- a number of clients at her facility have dementia or Alzheimer’s disease and they often don’t know anything about her.
  Frequency  
Valid 1 Not at all agree
2 Agree somewhat
3 Agree a great deal
Total
1
2
2
5
q24c DCWs respect me as part of the management team.  
  Frequency  
Valid 1 Not at all agree
3 Agree a great deal
Total
1
4
5
q24d My supervisor respects me as part of the management team.  
  Frequency  
Valid 1 Not at all agree
3 Agree a great deal
Total
1
4
5
q25 How likely is it that you will leave this job in the next year? R5 -- answered very likely because she is planning to retire.
  Frequency  
Valid 1 Not at all agree
2 Agree somewhat
3 Agree a great deal
Total
2
1
2
5
q26 How often do you think about quitting?  
  Frequency  
Valid 1 All of the time
2 Some of the time
3 Rarely
Total
1
2
2
5
q28 What is the single most important thing your employer could do to improve the job of DCWs? R2 -- didn’t have an answer for this question but felt the question was fine
  Frequency  
Valid No answer
More staffing -- staff should always be at a maximum to reduce # of incidents
Clone them so that they have more help.
Increase wages or mileage reimbursement
Show some appreciation for the hard work
Total
1
1
1
1
1
5
q29 What is the single most important thing your employer could do to improve your ability to do your job as a supervisor of DCWs? R2 -- didn’t have an answer for this question but felt the question was fine
  Frequency  
Valid No answer
Have more staff on the floor
Clone me -- I could use 3 of me to get everything done
Provide adequate staff
Total
2
1
1
1
5
q30 In your current job with this employer, what is your hourly wage?  
  Frequency  
Valid



Missing
Total
10.17
15.00
21.50
27.00
Total
System
1
1
1
1
4
1
5
q31 Do you receive health insurance through this employer?  
  Frequency  
Valid I receive health insurance through the employer
Employer offers health insurance but I’m not enrolled
Total
3
2
5
q32 Do you currently work for pay at another job as a supervisor of DCWs?  
  Frequency  
Valid No 5
q33 What is your age?  
  Frequency  
Valid 25-34
45-54
55-64
Total
1
2
2
5
q34 Did you earn a high school diploma/GED?  
  Frequency  
Valid Yes 5
q34a What is your highest level of education? R2 -- has a 1-year LPN degree which doesn’t fit into the categories
  Frequency  
Valid Some college/trade school
College grad/post-college
Total
3
2
5
q35 Are you a nurse?  
  Frequency  
Valid No
Yes
Total
1
4
5
q35a What type of nurse?  
  Frequency  
Valid LPN
RN
Diploma
RN
Total
2
1
2
5
q36 Please indicate your race/ethnicity  
  Frequency  
Valid White
White & American Indian
Total
4
1
5


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