The following is a list of PAS Workforce resources related to California.
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.
Service Employees International Union (SEIU). (1998). A crisis for caregivers: Health insurance out of reach for nursing home workers. SEIU.
Abstract:
Researching the health insurance needs of nursing home workers, SEIU found that nationally more than 20% of long-term care workers are uninsured, as compared to 14% of the general population. The report recommends: 1) Legislation to ensure that a percentage of Medicaid and Medicare funding goes directly to wages and benefits; 2) Removal of barriers for organizing nursing homes into unions; 3) Expanding use of state's Children's Health Insurance Programs.
Heinritz-Canterbury, Janet. (2002). Collaborating to improve In-Home Supportive Services: Stakeholder perspectives on implementing California's public authorities. PHI.
Abstract:
This paper analyzes the four stakeholder coalition that successfully passed legislation and implemented the county public authority structure to improve the quality of jobs and services offered by California's In-Home Supportive Services.
Obtain the Full Version: For information about ordering a copy of this report, please contact the Clearinghouse at info@directcareclearinghouse.org or 866-402-4138.
Please note: There is a charge of $2 a copy for all orders of five or more, plus shipping and handling Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/CA PA Report.pdf
Benjamin, A.E. (September 1998). Comparing client-directed and agency models for providing disability-related supportive services at home. University of California Los Angeles.
Abstract:
This study compares the service experience and clinical outcomes for clients and their providers in a traditional home care agency model with those in a client directed model using data from California's In-Home Supportive Services program. The study determined that agency clients are typically more isolated while consumer-directed care providers usually have more service needs.
Doty, Pamela, et al. (May 1999). In-home supportive services for the elderly and disabled: A comparison of client directed and professional management models of service delivery, non-technical summary report. U.S. Department of Health and Human Services and the University of California, Los Angeles.
Abstract:
This study compared consumer-directed (CD) and professional management (PM) models of financing and delivering publicly funded long-term care, using data from California's In-Home Supportive Services program. The study found that while the CD model outperformed the PM model on several client outcome measures, home care workers receive significantly higher wages and more benefits with the PM model.
Cousineau, Michael R. (June 2000). Providing health insurance to home care workers in Los Angeles County. California HealthCare Foundation.
Abstract:
This study analyzed four ways to provide health insurance for Los Angeles' In Home Supportive Services (IHHS) home care workers: 1) Create a single public program with presumptive eligibility, financed with multiple sources largely invisible to workers; 2) Enable all workers without health insurance to enroll in a county health plan or HMO; 3) Develop a specialized project allowing workers to use county and 'private-public partnership' health care providers; or 4) Fund outreach efforts to enroll additional home care workers in existing programs.
Franks, Patricia E., et al. (March 2002). Trends, issues, and projections of supply and demand for nursing aides and home health care aides: California fieldwork. University of California San Francisco, Center for Health Professions.
Abstract:
As part of a national report, this fieldwork study collected and assessed data on supply and demand for CNAs and HHAs in California, identifying problems with timeliness, accuracy, and adequacy of existing data to meet the multiple needs of multiple users. The report recommends that data users collaborate in strategic data reporting and collection efforts in order to meet data needs for workforce planning, research, and policymaking.
Wallace, Amy et al. (2001). Greater Golden Hill Community Development Corporation. Putting the pieces together: Connecting industries, workers, and communities to strengthen traditionally low-wage sectors. The National Economic Development and Law Center.
Abstract:
The Greater Golden Hill Community Development Corporation (GGHCDC) started Golden Hill Health Careers Academy in 1996 in an effort to match unemployed low-income residents with a high demand health career occupation. In 1999 the GGHCDC launched the Golden Care Cooperative, a private home care agency whose mission is to improve the quality of home care services to frail, elderly and disabled people living in central San Diego.
Obtain the Full Version: To get a copy of this report, contact The National Economic Development and Law Center at (510) 251-2600
Babikian, Margo. (November/December 2001). The best nursing home team. Advance for Providers of Post-Acute Care.
Abstract:
After the results of the California Department of Health Services survey report, a director of nursing services circulated a memorandum to her staff that stated 'Another milestone. Congratulations! You are the champions of quality of care.' This began a story about how a nursing home approached organizational change and what programs were put into place to support the workers and residents.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in California.
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 intitiatives on the long-term care direct-care workforce. Additional details about this state may be found in the full report.
Gillespie, Jennifer. (2003). Direct-care worker associations and public authorities. National Academy for State Health Policy, Rutgers Center for State Health Policy, and Centers for Medicare and Medicaid Services.
Abstract:
States and long-term care consumers, workers, and employers are seeking ways to address the growing demand for a high quality and stable long-term care workforce. Direct-care worker associations and public authorities have emerged to address this issue through outreach, advocacy, support, and training. This issue brief provides a snapshot of associations and public authorities, and includes related website links.
Harahan, Mary F, Kristen M. Kiefer, Anne Burns Johnson, Jan Guiliano, Barbara Bowers, and Robyn I. Stone. (June, 2003). Addressing shortages in the direct care workforce: The recruitment and retention practices of California's not-for-profit nursing homes, continuing care retirement communities and assisted living facilities. California Association of Homes and Services for the Aging and the Institute for the Future of Aging Services.
Abstract:
This report documents the difficulties faced by California's not-for-profit long-term care providers in recruiting and retaining a qualified and committed direct care workforce, and identifies practices that are perceived as effective in reducing high vacancy and turnover rates. The study methods included mail surveys, focus groups and case studies.
Obtain the Full Version: To order a copy of this report, please click here
Price: $46 for print copy and $21 for electronic version Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/CAHSA.pdf
Howes, Candace. (November 2002). The impact of a large wage increase on the workforce stability of IHSS home care workers in San Francisco County. University of California, Berkeley, Center for Labor Education and Research.
Abstract:
This study is a large-scale empirical investigation of the effect of wages on labor market outcomes in the home care industry. It records the impact of nearly doubling of wages for IHSS homecare workers in San Francisco County over a 52 month period. The project is based on a unique database, which matches homecare workers to service recipients between November 1997 and February 2002. Among the study conclusions are that turnover decreased, consumers matched to workers of their own ethnicity increased, and the overall number of people living below the poverty line in the County may have decreased by 15 percent.
Delp, Linda and Katie Quan. (Spring 2002). Homecare worker organizing in California: An analysis of a successful strategy. Labor Studies Journal. West Virginia University Press.
Abstract:
This paper examines California's homecare workers' efforts to unionize. These efforts were largely successful due to three components: 1) grassroots organizing, 2) changing policy at the state and county level and 3) working in coalition with recipients. For continued success in improving homecare services and working conditions, the union must develop leadership among the new membership and strengthen the labor-consumer coalition. The paper concludes that this campaign has already had significant impact and will have long-term effects on homecare.
Zawadski, Rick and R.L.G Osterhout. (June 2003). Impact of health benefits on retention of homecare workers: Preliminary analysis of the IHSS health benefits program in Los Angeles County.
Abstract:
In an effort to address the high turnover rates in direct-care services, and the effect of these turnover rates on the quality of care, The Los Angeles County Personal Assistance Services Council (PASC) offered healthcare benefits to In-Home Support Services (IHSS) workers who qualified (those who have worked 112 hours per month for two consecutive months). The study found that workers were more likely to remain in or return to the direct-care workforce if they were enrolled in the IHSS benefits program. The authors are continuing their work, and hope to have new findings by October 2004 (the requirement for eligibility has just been lowered from 112 hours per month for two consecutive months to 80 hours per month for the same time period).
Fishman, Eliot Z., et al. (December 2003). The Olmstead Decision and long-term care in California: Lessons on services, access, and costs from Colorado, Washington, and Wisconsin. California HealthCare Foundation.
Abstract:
This report finds that although California's long-term care system has many strong points, certain areas of weakness get in the way of the state's ability to comply with Olmstead unless resolved. The report outlines the most pressing long-term care policy problems in California-- including the administrative fragmentation of the long-term care system, a lack of home and community-based alternatives to nursing homes for people who need more than part-time personal assistance but are relatively high functioning, and gaps in intensive services for mental illness. The report compares California's long-term care system to three states (Colorado, Washington, and Wisconsin) that have successfully reduced institutionalization, shifting resources into home and community-based services while holding down growth in overall costs.
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.
Howes, Candace, and Howard Greenwich. (May 2002). Struggling to provide: A portrait of Alameda County home care workers.
Abstract:
This report outlines the economic hardships faced by the nearly 8,000 home care workers in Alameda County, California. The authors found that over one third of workers and their families live below the Federal poverty line. The report recommends that the state raise wages and benefits for workers to in turn improve the quality of care for consumers.
Department of Health Services' Licensing and Certification Program. (May 2001). Nursing staff requirements and the quality of nursing home care: A report to the California Legislature. Department of Health and Human Services.
Abstract:
This report examines national dialogue regarding staffing standards and quality of care. It focuses on the implementation of current California requirements, policy, and fiscal issues related to raising staffing standards. Recommendations include installing a facility specific, rate setting system where nursing homes that receive a high rating on quality indicators receive higher-level reimbursement rates.
Employment Development Department. (April 2001). The quest for caregivers: Helping seniors age with dignity.
Abstract:
This report was published as part of the Caregivers Training Initiative to address the shortage of nurse aides, home health aides, and personal and home care aides in California. It focuses on the economic factors affecting direct-care workers in entry-level occupations compared to other entry-level occupations competing for the same workers. The report recommends that direct care employers target people who see the occupation as a chance to 'do good', provide better wages, establish skill standards, and create career paths for workers.
Schneider, Stu. (September/October 2003). Victories for home health care workers: Home care workers get organized. Dollars & Sense.
Abstract:
This article outlines home health workers' efforts to organize in California, Oregon, and Washington under a 'public authority' model. The author describes the public authority model that was originally developed in California and how the model has spread to Washington state, and more recently Oregon. Under a public authority model, workers have collective bargaining rights. Union organization under the public authority model has had significant impact on wages and benefits for home care workers.
Obtain the Full Version: Contact Dollars & Sense the progressive economics magazine, for permission to reprint or distribute this article.
Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/homehealthcare.pdf
Institute for the Future of Aging Services (IFAS) and Paraprofessional Healthcare Institute (PHI). (June 2003). State-based initiatives to improve the recruitment and retention of the paraprofessional long-term care workforce. U.S. Department of Health and Human Services.
Abstract:
This report identifies a range of workforce improvement initiatives at the state level to reduce high vacancy and turnover rates among direct-care workers and improve the quality of their jobs. The report summarizes the experiences of five states (California, Massachusetts, North Carolina, Pennsylvania, and Wisconsin) that have pursued several strategies to address the serious shortage of direct-care workers.
Harrington, Charlene, and Janis O'Meara. (2004). Nursing homes: A system in crisis. The California HealthCare Foundation.
Abstract:
This study examines the current state of California's long-term health care facilities and shows that staff turnover among poorly paid personnel contributes to poor quality of care. The study found that in California facilities: a small percentage of facilities meet state's minimum for quality care, providers offer poor clinical care, and facilities fail to meet government compliance standards during routine inspections.
RTZ Associates. (January 2005). Impact of health benefits on retention of homecare workers: Analysis of the IHSS health benefits program in Los Angeles County. Los Angeles County Personal Assistance Services Council.
Abstract:
In an effort to address the high turnover rates in direct-care services, and the effect of these turnover rates on the quality of care, The Los Angeles County Personal Assistance Services Council (PASC) offered healthcare benefits to qualified In-Home Support Services (IHSS) workers. The initial study was done in July of 2003, and was updated in January of 2005. Both the 2003 and the current 2005 studies show that implementing health benefits lowers worker turnover and increases worker retention. The study found that workers who enroll in PASC's health benefits program have higher retention rates than those who do not enroll in the program.
Service Employees International Union. (February 2005). Working together for quality personal care. Service Employees International Union.
Abstract:
This paper explores SEIU's efforts to address workforce issues within consumer-directed programs for personal care workers in California, Michigan, Oregon, and Washington. The authors give a brief background of the rising demand for consumer-directed personal care services, describe the development of consumer-directed workforce boards in the states where SEIU has been involved, and provide detailed information about workforce advancements that have been made in California.
Carlson, Eric Esq. (March 2003). Payment due:California's leaky system to improve the wages of nursing home employees. National Senior Citizens Law Center.
Abstract:
This paper points out the weaknesses of the current wage pass-through model, noting that California nursing homes have failed to transfer funds that were intended to increase the wages of direct-care workers. The author also claims that the State of California pays inadequate attention to the wage pass-through money it receives from the federal government, stating that the money does not reach its intended recipients nor does it help to improve the lives of nursing home residents. Recommendations include: require nursing homes to certify compliance with wage-pass through requirements, increase the statutory penalty for noncompliance, and improve coordination between agencies responsible for the wage-pass through allocations.
Obtain the Full Version:
(August 2003). California's nurse assistant training program: Is it meeting the needs of nursing facility residents?. National Senior Citizens Law Center (NSCLC ).
Abstract:
The National Senior Citizen Law Center spoke with experts on nurse aides and nurse aide training in California and found that training standards were not adequate. Although the state requires a minimum of 160 hours of training, experts question whether this standard assures adequate training. Recommendations to improve the system include: Expanding the amount of training received by nurse aides, creating career ladder opportunities, and improving oversight of training programs.
Obtain the Full Version: Available on the web: www.nsclc.org
Buchbinder, Hayley. (2003). Better training for mental health paraprofessionals: Why, how, and who's going to pay for it. Study conducted for the Service Employees International Union, Public Services Division Oakland California. Goldman School of Public Policy, University of California at Berkeley.
Abstract:
This paper discusses the gaps that exist in the type of training mental health paraprofessional in California receive. It examines the potential harm that can come to patients of direct-care workers who do not have sufficient or quality training. The authors' recommendations to improve training include: The state of California should establish partnerships with community colleges to create a certified mental health paraprofessional training program, spearhead community college programs without certification, and apply to put mental health paraprofessional training programs on the list of California apprenticeship programs.
Direct support professional training curriculum. Department of Developmental Services.
Abstract:
In 1999, California implemented the Direct Support Professional Training Curriculum for staff providing supports and services to individuals with developmental disabilities living in residential care facilities. The curriculum can be downloaded free, from the DDS web site.
Biles, Brian , Robert Burke, Kristin McCloskey,. (September 2005). Developing state partnerships and initiatives to address long-term care nursing workforce challenges. The American Health Care Association (AHCA) and the Wertlieb Institute for Long Term Care at George Washington University.
Abstract:
This manual outlines a process for planning and leading statewide initiatives to bolster the direct-care workforce by forming alliances between long-term care providers and workforce investment organizations.
RTZ Associates. (September 2005). Expanding health benefit eligibility: Impacts on the IHSS workforce. Los Angeles County Personal Assistance Services Council.
Abstract:
This is the latest update of a study that addresses the high turnover rates in direct-care services, and the effect of healthcare benefits on these rates. The Los Angeles County Personal Assistance Services Council (PASC) offers healthcare benefits to qualified In-Home Support Services (IHSS) workers. The initial study was done in July 2003, and was updated in January 2005, and again in September 2005. This latest report examines the lowered eligibility requirements (from 112 hours per month for two consecutive months to 80 hours in the same period) in the Los Angeles PASC-SEIU medical plan and the effect on worker enrollment in the plan, worker retention (compared those who enrolled with those who did not), and worker satisfaction with benefits. It also explores factors that may inhibit worker enrollment in the benefits program.
Center for Health Workforce Distribution Studies, University of Washington, Seattle. (November 2004). Effects of the Workforce Investment Act of 1998 on health workforce development in the states. Health Resources and Services Administration, Bureau of Health Professions, Health Resources and Services Administration.
Abstract:
The goals of the Workforce Investment Act of 1998 (WIA) are to increase the employment, retention, and earnings of participants in Department of Labor (DOL) employment and training programs. This report explores how WIA resources have been used to support the healthcare workforce across the states, including, but not limited to, the direct-care workforce.
Howes, Candace. (March 2006). Building a high quality home care workforce: Wages, benefits and flexibility matter. Better Jobs Better Care.
Abstract:
This four-page report summarizes recent research on the effects of wages and benefits on the retention of home care workers in California's In-Home Supportive Services (IHSS) program. The author finds that offering a $10-an-hour wage and decent benefits makes it easier for consumers to find and keep workers.
Benjamin, A.E. (March 2006). Labor force expansion through retention of related caregivers. Better Jobs Better Care.
Abstract:
This report summarizes the experiences of home care workers in California's In-Home Supportive Services (IHSS) program who cared for friends or family members. The author looks at why some left the program when their family members no longer needed assistance while others went on to assist people they didn't know. The report recommends ways of encouraging family caregivers to remain in the caregiving workforce.
Hernandez-Medina, Esther, et al. (March 2006). Training programs for certified nursing assistants. AARP Public Policy Institute.
Abstract:
This report examines certified nurse aide (CNA) training programs in 10 states. Information was gathered by interviewing key informants, including CNAs and experts in CNA training and testing. Recommendations include increasing the federal requirement for initial training to at least 100-120 hours, ensuring that CNAs are reimbursed for the cost of training, and screening training program applicants to identify needs such as remedial English or ESL classes.
Wheeler, Barbara, Dawn Kurtz, and Tom Smith. (January 2002). Evaluation of the impact of WIC Section 4681.4 (rate increase) on staff turnover for direct support workers in licensed community care facilities for people with developmental disabilities 1998 - 2000. California Department of Developmental Disabilities.
Abstract:
This study examines the impact of an increase in wages and benefits on turnover among direct support workers in California community care facilities. The authors determined that, while wages increased across all service levels, their effect on turnover rates was negligible. A better predictor of turnover was whether workers have paid vacations and holidays and 'staff burden,' or the number of consumers each worker cares for.
Zabin, Carol. (April 2006). Quality services and quality jobs for supporting Californians with developmental disabilities. California Policy Research Center, University of California.
Abstract:
This report documents the direct-support professional (DSP) staffing crisis in California and its effects on services for people with developmental disabilities. The author recommends four policy changes to improve the recruitment, retention, and training of DSPs: 1) restructuring of reimbursement rates; 2) development of a training, education, and career-advancement infrastructure for community-based services; 3) increase in state and federal funding for compensation; and 4) development of voluntary employer organizations.
Matthias, Ruth E. and A. E. Benjamin. (2005). Intent to stay among paid home care workers in California. Home Health Care Services Quarterly.
Abstract:
This study focuses on intent to stay among 618 paid home care workers in California, half from agencies, and half employed under a consumer-directed model that includes both relatives and non-relatives of the client. Predictors of intent to stay include: being related to the client, having fewer clients, levels of training and job satisfaction, and the possibility of receiving a raise. However, when family caregivers are analyzed separately, there are no significant predictors.
Obtain the Full Version: To view the full document, vist Home Health Care Services Quarterly website. You must be a subscribed member to view the document. Single issues may be purchased for $21.
Malone, Joelyn. (2003). Local programs providing back-up assistance. Promising Practices in Home and Community Based Services. Centers for Medicare & Medicaid Services (CMS).
Abstract:
This report describes two models developed by public authorities in California to provide back-up services to consumers who direct their own care. Consumer-directed care programs in Alameda County and San Francisco provide examples of contrasting models for providing back-up support. An evaluation of the Alameda County Rapid Response pilot found that ninety-one percent of participants considered it an important support and sixty percent said they would highly recommend the program to other participants.
RTZ Associates, Inc. (May 2005). The state of IHSS health benefits in California: A survey of counties.
Abstract:
This report describes the results of a survey conducted in March 2005 on health benefits coverage to California's In-Home Supportive Services (IHSS) workers. The authors describe the features and funding of the benefits programs, their impact on worker retention, and associated costs for counties and the State. They conclude that a withdrawal of state funding will result in higher costs to the state in the long-term and negatively affect worker recruitment and retention.
RTZ Associates, Inc. (August 2005). Model IHSS health benefits programs: Four county case studies.
Abstract:
This report discusses the implementation and operation of health benefits programs for independent providers in four California counties. Since 1991, California counties have developed Public Authorities to serve as employer of record to workers of the In-Home Supportive Services (IHSS) program. Case studies of four counties describe the development of benefits programs, present data on benefits enrollments and costs, and discuss lessons learned.
Boris, Eileen and Jennifer Klein. (March 2006). Organizing home care: Low-waged workers in the welfare state. Politics & Society.
Abstract:
This article looks at the process of unionization of home health aides, associated organizing challenges and policy innovations, and the link between governmental welfare policies and aides' workforce status. Case studies of Oregon and California show how grassroots coalitions of workers, recipients, and activists transformed labor policy and improved working conditions by forcing the state to recognize home health care attendants as a legitimate part of the workforce.
Obtain the Full Version: To view the full document, visit the SAGE Publications website. You must be a subscribed member to view the document, however single issues may be purchased.
Mareschal, Patrice M. (Spring 2006). Innovation and adaptation: Contrasting efforts to organize home care workers in four states. Labor Studies Journal.
Abstract:
This paper chronicles the SEIU's efforts to organize home care workers in California, Oregon, Washington, and New York. Through interviews and secondary sources, the article compares political and organizing strategies employed across the states. The author argues that SEIU's efforts offer an example of how the labor movement can achieve organizing successes.
Obtain the Full Version: To view the full document, vist Project Muse website. This article is available through Project MUSE, an electronic journals collection made available to subscribing libraries.
Howes, Candace. (2004). Upgrading California's home care workforce: The impact of political action and unionization. The State of California Labor. University of California, Multi-Campus Research Unit.
Abstract:
In this overview of home health care in California, the impact of unionization and political action can be seen in increased wages and benefits for home care workers. Based on focus group sessions with home care providers in four California counties, a clear connection between higher wages and increased retention rates is discovered. Retention rates are analyzed by ethnic group and explanations for apparent disparities are discussed.
California Department of Developmental Services. (January 2004). Direct support professional training curriculum.
Abstract:
This two-year, 70-hour standardized statewide competency-based training program is mandatory for direct support professionals and administrators who provide care in California community care facilities. Training is divided into 35-hour sections to be completed in successive years. Testing and training are based upon core competencies.
Swan, James H. and Charlene Harrington. (April 2007). California nursing facility quality and union environments. Journal of Aging and Health.
Abstract:
This study of unionized nursing facilities in California found that they were cited for fewer serious violations than non-union facilities on their annual surveys. The authors point to union attention to issues that affect quality of care and note that the number of violations that could cause residents harm was lower in unionized facilities.
Obtain the Full Version: Single issues may be purchased from Sage Journals Online
Barnes, Carole et al. (September 2006). The In-Home Supportive Services (IHSS) program consumer and provider handbooks. California Department of Social Services.
Barnes, Carole, et al. (September 2006). The in-home supportive services (IHSS) provider handbook. California Department of Social Services.
Abstract:
This handbook includes a detailed discussion of the qualities of a good provider-consumer-agency relationship, including clear communication, organizational skills, setting and maintaining boundaries, and issues of health and safety. It also provides an overview of California?s IHSS program, including rights and responsibilities, and information on finding and maintaining a position.
Health Care for Heath Care Workers. (2007). Coverage models from the states: Strategies for expanding health coverage. PHI.
Abstract:
This report describes successful strategies for expanding health care coverage to direct-care workers. Five strategies are discussed: making employer-based insurance more affordable, expanding public insurance coverage, establishing coverage through collective bargaining, building insurance costs into Medicaid reimbursement, and assisting workers with health care expenses. The report provides examples and models for each strategy that can be adapted by advocates and policymakers in other states.
Seavey, Dorie and Hollis Turnham. (January 2008). Expanding the ''registry'' concept: Creating access to care for consumers & employment for care workers. PHI.
Abstract:
This PowerPoint presentation reviews the context and purpose of direct-care worker registries, offers state-based examples, and outlines a framework for registry development.
Claypool, Henry, and Molly O'Malley. (March 2008). Consumer direction of personal assistance services in Medicaid: A review of four state programs. Kaiser Family Foundation.
Abstract:
Based on interviews with program administrators of consumer-directed programs in California, Colorado, New York, and Virginia, each of these states is profiled. State profiles identify and discuss eligibility criteria, participant support services, and the method of financial management used by Medicaid beneficiaries to pay their direct-care workers.
Zabin, Carol. (Fall/Winter 2007/2008). Improving recruitment, retention and training in California: Consumer Directed Services Network. Impact. Institute on Community Integration, Research and Training Center on Community Living.
Abstract:
The author attributes the DSP staffing crisis in California to the shift from large public institutions to private, decentralized community-based agencies. She then describes how the Consumer Directed Services Network initiative addresses this crisis by providing administrative and workforce development services; sponsoring legislative reform to increase rates for agencies meeting benchmarks; and creating cooperative relationships with other stakeholders.
Obtain the Full Version: This article, available for free, is part of a feature issue of Impact (pdf) focusing on direct support workforce development.
International Longevity Center. (November 2008). Caregiving training in America & Southern California.
Abstract:
This report presents findings of a national review of caregiver training programs and curricula. The review is national in scope, but special emphasis is placed on Los Angeles and Orange Counties in Southern California. The primary focus of the report is to provide a systematic representation of how in-home care workers are trained--in what settings, what content is provided, presence of special modules, hours of training, types of caregivers trained, and ''best practices'' used.
