The following is a list of PAS Workforce resources related to Minnesota.
The list is provided and maintained by the
National Clearinghouse on the Direct Care Workforce. Each citation contains
an abstract and information about how to obtain the entire version.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Minnesota.
Abstract:
This chart describes existing or enacted direct-care workforce initiatives in this state as of March 2004. The information was collected as part of a national survey of state initiatives on the long-term care direct-care workforce. Additional details about this state may be found in the full report.
Long-Term Care Task Force 2000. (January 2001). Reshaping long-term care in Minnesota. Minnesota Department of Human Services.
Abstract:
The Minnesota Long Term Care Task Force convened to address the emerging issues in long-term care. Its goal was to develop a common understanding of the needs and issues in long-term care. The task force found that the most critical issues facing Minnesota are the lack of family caregivers, shortages in direct-care workers, and the need for more community-based care options. The task force recommended the reshaping of the long-term care system with emphasis on efforts to expand the capacity of community care options.
Tilley, Jane, Kristen Black, Barbara Ormond and Jennie Harvell. (November 2003). State experiences with minimum nursing staff ratios for nursing facilities: Findings from case studies of eight states. U.S. Department of Health and Human Services.
Abstract:
Conducted by the Urban Institute for the U.S. Department of Health and Human Services' Office of the Assistant Secretary for Planning and Evaluation, this study was commissioned as a follow-up to the Phase I and Phase II nursing home staffing studies conducted for the Centers for Medicare and Medicaid Services by Abt Associates. The researchers surveyed all state laws mandating minimum staffing ratios and conducted case studies of eight states (Arkansas, California, Delaware, Minnesota, Missouri, Ohio, Vermont, and Wisconsin) that either instituted, modified or eliminated nursing staff ratios in recent years. The report concludes that minimum staffing ratios can help impose a standard on facilities that have inadequate staffing, but staffing ratios are not the only factor affecting the quality of care residents receive.
Bailey, Cara L. (May 2004). Minnesota's 2003 PCA consumer survey. Minnesota Department of Human Services.
Abstract:
Minnesota's Personal Care Assistance (PCA) program provides assistance for individuals with disabilities on medical assistance. In 2003, the Minnesota Department of Human Services contracted with Wilder Research Center to survey 455 PCA consumers on the quality of care in their state. The study found, that consumers rated the quality of care provided by PCA workers high, but found staff turnover to be a problem. They related the turnover problem to low wages for PCAs in Minnesota.
Anderson, Wayne L., Joshua M. Wiener, Angela M. Greene, and Janet O'Keeffe. (April 2004). Direct service workforce activities of the Systems Change grantees. RTI International.
Abstract:
In 2001 the Centers for Medicare and Medicaid Services (CMS) awarded Real Choice Systems Change (RCSC) Grants to states and other entities working to improve state long-term care systems. Twenty grantees began one or more initiatives to improve the recruitment and retention of direct service workers. This report focuses on the workforce initiatives of these 20 grantees, with an in-depth look at 7. The report strongly recomends that policymakers, providers, and consumers address workforce problems.
Minnesota Department of Health. (October 2002). Labor availability and health care costs.
Abstract:
This report examines the rising health care costs in Minnesota, and the relationship between these costs and the labor shortage in health care occupations. The report looks at four occupations (registered nurses (RNs), pharmacists, licensed practical nurses, and nursing assistants) with workforce shortages. Specifically, it focuses on the effect shortages have on health care costs in hospitals and skilled nursing facilities. The authors note the high turnover and vacancy rates in nursing assistant positions.
Minnesota Department of Health. (January 2002). Employer-sponsored health insurance in the Minnesota long-term care industry: Status of coverage and policy options. Minnesota Department of Health.
Abstract:
The Minnesota Department of Health conducted a survey of long-term care employers to identify the characteristics of employer-sponsored health insurance. This report describes policy options for addressing the availability and affordability of coverage.
Faculty workgroup on peopling long-term care. (September 2001). Peopling long-term care: Assuring an adequate long-term care workforce for Minnesota. University of Minnesota.
Abstract:
The University of Minnesota Chair in Long-Term Care and Aging developed this report to address the current staffing crisis in long-term care. The report shows how staffing shortages in long-term care affect the cost, quality, and availability of care. The report recommends improving the quality of the workplace, taking advantage of new technologies, recruiting among new Americans, and an analysis of the role of long-term care providers.
Arling, Greg, Carol Job, and Valerie Cooke. (October 2009). Medicaid nursing home pay for performance: Where do we stand?. The Gerontologist. Gerontological Society of America.
Abstract:
This article examines pay-for-performance programs in place at nursing homes in six states: Georgia, Iowa, Kansas, Minnesota, Ohio, and Oklahoma. The authors use numerous existing surveys and data sets to evaluate the effectiveness of the programs, including data pertaining to the direct-care workforce (staffing levels, retention, job satisfaction, etc.). Based on their assessment of the available data, the authors conclude the article by offering 15 recommendations to continue the development of pay-for-performance programs.
Obtain the Full Version: This article maybe purchased at The Gerontologist's website, and is available for free to subscribers.
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