Performance Improvement 2010. Staff and Supervise Long Term Care Assistance

01/01/2010

High nursing assistant turnover is costly and disruptive to quality of care.  The first national probability survey of nursing assistants in nursing homes documented the magnitude of potential turnover.  Forty-five percent of nursing assistants reported they were likely to leave their job in the next year and twenty-four percent were actively looking for another job.  This exploratory study underscored the importance of good supervision, adequate pay and benefits, and a positive work environment.  A majority of nursing assistants stay on the job because they feel good about the work they do or they enjoy caring for others; one in three aides cite staying on the job because of the work location, flexible schedule or hours or because they like their co-workers.  Those intending to leave their job cited poor pay, wanting a new or better job, problems with a supervisor, having too many residents to care for, and poor benefits.  (9303)

A survey explored successful elements of high-quality long-term care supervision which can influence retention of direct care employees.  Supervision and supervisors' education levels and clinical training varies across settings, particularly between home care and facility-based.  Confidence in ability to do the job is highest in assisted living where education and clinical training are lowest.  Home care supervisors are most likely to recommend their job; nursing home supervisors are most likely to report being overloaded and perceive that their peers are poor supervisors.  Improving direct care workers' jobs could expand the pool of potential supervisors.  Improving supervision will require multi-level approaches.  (9314

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