The following is a list of PAS Workforce resources related to Connecticut.
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.
District 1199 New England/SEIU, AFL-CIO. (January 1999). CT citizens coalition for nursing home reform.
Abstract:
The purpose of this report is to state the conditions of nursing homes in Connecticut. The findings show that Connecticut's nursing homes are working with inadequate funding, staffing levels, and higher patient care need.
Obtain the Full Version: For information about ordering a hard copy of this report, please contact the Clearinghouse at info@directcareclearinghouse.org or 866-402-4138
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Connecticut.
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.
Connecticut Long-Term Care Planning Committee. (January 2001). Long-term care plan. Connecticut General Assembly.
Abstract:
Connecticut's Long-Term Care Plan, focusing on the state's paraprofessional staffing shortages, recommends: developing career ladders, dedicating resources from welfare-to-work and employment programs to the state's long-term care workforce, standardizing pay rates for direct-care workers across long-term care settings, and offering health insurance to paraprofessionals.
Pillemer, Karl and Rhoda Meador. (April 2006). The retention specialist project. Better Jobs Better Care.
Abstract:
This report summarizes research on the effect of programs aimed at improving retention on job satisfaction and turnover in nursing homes. In facilities where an individual was trained as a retention specialist, turnover rate decreased from 21% to 11% in a year. In facilities without a retention specialist, turnover remained about the same.
Bruder, Mary Beth, and David Guttchen. (December 2004). CHOICE: Connecticut Has Opportunities for Independence, Choice and Empowerment: First quarterly report. University of Connecticut A.J. Pappanikou Center for Excellence in Developmental DisabilitiesEducation, Research and Service.
Abstract:
The Connecticut has opportunities for independence, choice and empowerment (CHOICE) program was deigned to build an infrastructure within the state of Connecticut that will promote the effective recruitment and retention of personal assistants. The program goal is to ensure that people with disabilities in Connecticut have the knowledge, access, and resources available to maximize choice and control in the use of personal assistance services.
Castle, Nicholas G. (April 2006). Measuring staff turnover in nursing homes. The Gerontologist.
Abstract:
This study reviews the levels of staff turnover as reported in nursing home literature. The author evaluates the inconsistent definitions of turnover and the resulting variability in its measurement. Using 354 surveys mailed to administrators, the author develops a more accurate method of measuring staff turnover. This includes indicating whether or not the turnover is voluntary and what time period is covered, including part-time workers, and examining the situation in which turnover occurs.
Connecticut CPASS. (April 2007). You are the employer: A guide to hiring and managing direct support staff.
Abstract:
This manual discusses necessary steps to hire and manage a personal care attendant. Seven modules cover topics such as knowing what you need and want, the hiring process, tax considerations, what being an employer involves, stress management, communication skills, and additional resources. Each module contains learning objectives, definitions, and task checklists.
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.
