The following is a list of PAS Workforce resources related to Massachusetts.
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.
Massachusetts Extended Care Federation. (February 2001). An overview of long-term care in Massachusetts. Massachusetts Extended Care Federation.
Abstract:
The Massachusetts Extended Care Federation (MECF) published this overview of the Massachusetts long-term care system. The overview includes information on: the population's need for long-term care, the nursing facilities in Massachusetts, the role of the nursing and assisted living facilities, long-term care financing, and some long-term care resources in Massachusetts.
Obtain the Full Version: To order this report, contact the Massachusetts Extended Care Federation at (617) 558-0202 or info@mecf.org.
Eaton, Susan C., et al. (September 2001). Extended care career ladder initiative (ECCLI) Round II: Baseline evaluation report. Commonwealth Corporation.
Abstract:
The Commonwealth of Massachusetts initiated the Extended Care Career Ladders Initiative (ECCLI) as part of a broader Nursing Home Quality Initiative adopted by the Legislature in 2000. This is the first of three evaluation reports on ECCLI. It is a baseline study covering the initiative's start-up period, from March to June 2001.
Harris, Andrew L., and Gail M. Maier. (February 2001). Give CNAs a career ladder to climb. Provider.
Abstract:
This article outlines a career ladder program for nursing assistants. The authors explain each of the four levels and what is required to achieve them. They include: CNA I (certified/state approved nurse assistant), RNA (restorative nurse assistant), LEA (life enhancement assistant), and a professional nursing program. The facility also has several worker support programs in place. The article highlights elements that need to be in place in order to replicate its model.
Obtain the Full Version: To get a copy of this article, go to: www.ahca.org/news/provider/provider.htm
Frank, Barbara, and Steven L. Dawson. (June 2000). Health care workforce issues in Massachusetts. Massachusetts Health Policy Forum.
Abstract:
This issue brief documents the dynamics of and challenges facing the long-term care labor market presently and in the future; analyzes the deterioration of the labor market; and provides recommendations to the state of Massachusetts to ensure the sustainability and growth of the workforce in the future. This report set the stage for a major piece of legislation supporting a more stable, well-trained direct-care workforce in Massachusetts.
Obtain the Full Version: For information about ordering a hard copy of this publication. 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 on the web: www.paraprofessional.org/publications/GT-MHPF%20Workforce%20Issue%20Brief.pdf
Hams, Marcia, et al. (Spring 2002). Health insurance access survey of direct-care workers in nursing homes and home-based care agencies in Boston, New Bedford/Fall River, including surveys of employees and of employers. Direct Care Workers Initiative and Paraprofessional Healthcare Institute.
Abstract:
Using local survey data, this report proves that direct-care workers face barriers to obtaining affordable health insurance and documents personal, family, and health characteristics of uninsured and insured workers. The report recommends a combination of private and public initiatives to improve access to health insurance.
Wilson, Randall, Susan C. Eaton, and Amara Kamanu. (January 21, 2003). Extended Care Career Ladder Initiative (ECCLI) Round II: Evaluation report. John F. Kennedy School of Government Faculty Research Working Paper Series. Harvard University.
Abstract:
The Commonwealth of Massachusetts initiated the Extended Care Career Ladders Initiative (ECCLI) as part of a broader Nursing Home Quality Initiative, adopted by the Massachusetts Legislature in 2000. Both acts were a response to high turnover and vacancies among paraprofessionals in long-term care, creating instability that threatens quality and access to health care. Basic to these initiatives is the equation of good care for consumers with good jobs and opportunities for frontline caregivers. This working paper is an 18-month evaluation of ECCLI Round II.
Dillon, Rosemary, and Lisa Young. (January 2003). Creating career ladders in the extended care industry: The role of the Massachusetts community colleges in the Extended Care Career Ladder Initiative (ECCLI). Massachusetts Community Colleges-Executive Office.
Abstract:
In order to improve struggling extended care facilities, the state of Massachusetts introduced the Extended Care Career Ladder Initiative (ECCLI) to address the shortage of entry-level workers, increase their skills, and improve the quality of care for residents. The initiative invited proposals for demonstration projects that created new career ladders for direct-care staff. These projects, which were based on a consortium model, involved collaborations between workforce training partners and long-term care providers. The role of the community college varied with each project: the community colleges assisted in training, assessment, counseling, and fundraising.
Obtain the Full Version: To order a hard copy of this publication, please contact the Massachusetts Community Colleges-Executive Office at www.masscc.org or 617-542-2911. Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/eccli.pdf
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Massachusetts.
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.
Green, Claudia, Sarah Griffen, and Laurie Sheridan. Building career ladders for low-wage workers: A 'how-to' manual for workforce development practitioners and partners. The Boston Workforce Development Coalition.
Abstract:
This manual is designed to help community organizations, unions, employers, and other stakeholders develop career ladder programs that are mutually beneficial for workers and employers. Career ladder programs will lead to advancement and wage increases for low wage workers and to increased retention and productivity for employers. The manual presents practical guidance for developing career ladders. One of the examples cited is the Extended Care Career Ladders Initiative, which was created for direct-care staff in Massachusetts.
Obtain the Full Version: Copies of the manual may be obtained by contacting the Boston Workforce Development Coalition, 165 Brookside Avenune, Ext. Jamaica Plain, MA 02130 or on the web at www.bostonworkforce.org. It costs $35 a copy plus $5 for shipping. Click here for an order form
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.
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.
The Paraprofessional Heathcare Institute and the Direct Care Workers Initiative. (November 2002). Health insurance needs and experiences of Massachusetts direct care workers.
Abstract:
In 2002, the Paraprofessional Heathcare Institute and the Direct Care Workers Initiative convened focus groups of direct-care workers, employers, and consumers to develop a framework and principles for expanding health insurance coverage to direct-care workers. This report synthesizes the findings of those focus group discussions to help identify what policy recommendations could be made to improve access to health insurance for direct-care workers in Massachusetts. The authors conclude that the lack of access to health insurance for direct-care workers not only harms the worker but employers and consumers as well.
Keilson, Jeff. Recruiting direct service professionals/personal assistants in a competitive environment. Promising Practices in Home and Community Based Services. Centers for Medicare & Medicaid Services.
Abstract:
This report describes a recruitment effort initiated by the Massachusetts Department of Mental Retardation (DMR) to recruit direct support professionals. According to the author, the program's success was a result of employer cooperation, expert marketing assistance, and effective follow-up and tracking. Since its 1999 beginning, the program has received approximately 20,000 inquiries and about 200 people were hired in the first eighteen months alone.
Parker, Victoria. (June 2006). Organizational cultural competency assessment: An intervention and evaluation. Better Jobs Better Care.
Abstract:
This article summarizes a study in which ten Massachusetts long-term care facilities were assessed for cultural competency. Targeted interventions were then developed for each. The study found that direct-care staff who perceive their workplace to be more competent tend to report higher job satisfaction. In some facilities, perceived workplace competence improved significantly after the implementation of the interventions.
Keilson, Jeff. (December 2004). Recruiting human service employees in good times and otherwise. U.S. Centers for Medicare & Medicaid Services (CMS).
Abstract:
In this case study, a Massachusetts government agency partnered with 25 long-term care provider organizations to address widespread staffing shortages. An advertising agency used branding strategies to build a ''rewarding work'' campaign, which attempted to generate new hires and educate the public about the benefits of caregiving work. The first year garnered approximately 5,000 responses and resulted in over 200 hires.
Flanagan, Susan A. (June 2004). Accessing workers' compensation insurance for consumer-employed personal assistance service workers: Issues, challenges and promising practices. Office of Disability, Aging, and Long-Term Care Policy, Office of the Assistant Secretary for Planning and Evaluation (ASPE), U.S. Department of Health and Human Services.
Abstract:
This study examines whether or not personal assistant service (PAS) workers are covered by workers' compensation insurance when they work for household employers. An historical overview and a state-by-state break down of the various laws as they relate to direct-care workers are provided. Problems are identified with the frequently ambiguous employment classification of PAS workers and the dearth of adequate insurance options for employers. Positive examples of accessible and affordable programs are also discussed.
Wong, Alice, H. Stephen Kaye, and Robert Newcomer. (July 2007). State legislation regarding wages and benefits of home care workers: Thirteen promising practices. Center for Personal Assistance Services.
Abstract:
This report focuses on examples of state legislation seeking to increase the hourly wages or benefits of direct-care workers. The thirteen bills or legislative appropriations included in the report increase wages through Medicaid reimbursement rates, amending current laws, or providing health insurance parity.
Finison, Lorenz J. (March 2004). ECCLI tool-kit: Extended care career ladder initiative. Massachusetts Workforce Board Association and Commonwealth Corporation.
Abstract:
This Extended Care Career Ladder Initiative (ECCLI) toolkit provides assistance in creating career ladders for certified nursing assistants. It is based on the experience of Massachusetts-based stakeholders who participated in the program.
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.
Heineman, Janice M., Michelle Washko, Alison Gottlieb, and Kathy Wilson. (January 2008). The qualitative evaluation of ECCLI. Commonwealth Corporation Research and Evaluation Briefs. Commonwealth Corporation.
Abstract:
This article looks at the experiences of seven nursing homes and three home health care agencies that received Extended Care Career Ladder Initiative (ECCLI) grants to develop career ladders and training programs for long-term care workers in Massachusetts. Career ladder steps included wage raises and focused on both clinical and interpersonal skills. Improved communication, increased self-confidence, more collaborative problem-solving, and improved quality of care were among the results. Some nursing homes also saw significant decreases in turnover rates.
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.
