The following is a list of PAS Workforce resources related to Michigan.
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.
South Central Michigan Workforce Development Board. (April 2002). Health care: Industry sector study. South Central Michigan Workforce Development Board.
Abstract:
The South Central Michigan Workforce Development Board commissioned a study of employment and training at nursing homes, assisted living facilities, home health agencies, hospitals, and medical offices to better understand the competitive challenges and labor force needs of health care providers in its three rural counties.
Schuring, Mary. (October 2000). Access to employment services under the Workforce Investment Act: How will low-income populations be served in Michigan?. Michigan League for Human Services.
Abstract:
This report provides a comprehensive analysis of Michigan's 25 Workforce Investment Act strategic plans. Findings indicate that these plans generally fail to address job attainment strategies, job retention strategies, and self-sufficiency. Recommendations include defining a specific level of earning at which clients are considered self-sufficient, designating a specific portion of funds for low income job-seekers, and expanding access and referral to supportive services.
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.
The Survey Center. (September 2000). Family independence agency adult services: Customer satisfaction survey of the home help services program. Family Independence Agency Adult Services.
Abstract:
Clients receiving home help services in Michigan were interviewed about their current living arrangements and their experience with the home help program. Most respondents felt that the worker treated them with respect and that the program is important in helping people stay in their homes. However, clients recommended better wages, more services, and more hours for the home help providers would improve the program.
Obtain the Full Version: To order this report, contact Family Independence Agency at (517) 373-2035 or fiaweb@michigan.gov.
Michigan's Long Term Care Work Group. (June 2000). Long term care innovations: Challenges and solutions. Michigan Department of Community Health.
Abstract:
This report from the Michigan Long Term Care Work Group includes recommendations in the following areas: Quality of Life and Quality of Care, Personal Responsibility, Living Independently, Eligibility, Nursing Home of the Future, and Organized Systems of Care. The report recommends establishing four different long-term care models as a means of providing integrated and coordinated services to eligible individuals.
Eggleston, Ronald. (March/April 1999). Three focus groups with home care aides: A quality assurance project. Tri-County Office on Aging, UPCAP, Region IV AAA.
Abstract:
This study summarizes the findings of focus group sessions with home care aides in Michigan, who responded to questions about interactions with clients, training and on-the-job support, and working conditions. In these sessions, aides demonstrated dedication to their work and recommended improvements in recruitment, training, supervision, and communication to improve the quality of home care.
Health Care Association of Michigan. (May 2001). Wage and compensation report 2000. Health Care Association of Michigan.
Abstract:
Using data from a mail survey of nursing homes in Michigan, this report provides statistics specific to CNAs, LPNs, and RNs on salary, benefits, staff turnover, and reasons for voluntary terminations. The report found that from 1998 to 2000, average starting wages for CNAs increased 14 percent, while CNA turnover decreased slightly but remained high at 66 percent.
Obtain the Full Version:
Michigan Assisted Living Association. (February/March 2001). Mental health provider 2001 wage and benefit survey. Marketing Solutions.
Abstract:
This survey of residential and vocational mental health facilities in Michigan reports facility size and budget, wages and benefits of managers and direct-care staff, and staff turnover rates. The study found that these employers offer wages near or below poverty thresholds and below wages of comparable positions in assisted living settings; the turnover rate for direct-care staff far exceeds the national average for mental health facilities.
Obtain the Full Version: To order a copy of this report, contact the Michigan Assisted Living Association at (800) 482-0118
The Arc Michigan. (January 2002). Position statement on the provision of individual support services. The Arc Michigan.
Abstract:
This statement articulates the Arc Michigan's position that the direct support system for people with developmental disabilities can facilitate consumer access to high-quality service by improving the quality of direct support jobs. The Arc Michigan advocates for increasing wages and benefits for direct support assistants; encouraging respect for direct support work as a profession; allocating state resources for training, supervision, and administrative support; and respecting consumer choices about selecting and retaining workers.
Obtain the Full Version: To order a copy of this document, call the Arc Michigan at (800) 292-7851.
Turnham, Hollis and Steven L. Dawson. (April 2003). Michigan's care gap: Our emerging direct-care workforce crisis. PHI.
Abstract:
This paper provides a detailed analysis of the direct-care workforce crisis in Michigan. In addition to describing the key stakeholders, the demographic changes that underlie the crisis, and the negative impact of poor quality jobs on each stakeholder group, the authors review current initiatives within the state to stabilize the workforce and make recommendations for future actions. Importantly, they advocate for building a statewide multi-stakeholder coalition to press for changes in both public policy and industry practice that will support a competent, stable, and valued workforce.
Obtain the Full Version: For multiple (5 or more) copies of this publication, we charge $2 per copy with shipping and handling. Please call (866) 402-4138 to order.
Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/MI Care Gap Publicn.pdf
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Michigan.
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.
LeRoy, Barbara, and Sharon Milberger. The Michigan community integrated Personal Assistance Services and Support project. The Developmental Disabilities Institute at Wayne State University.
Abstract:
The goal of the Michigan PASS grant is to identify system needs and budget considerations to inform decisions about system changes required to offer maximum consumer control of PASS for community integration and quality of life. This presentation looks at the Consumer Task force and its three-phase needs assessment project. In order to assess need, the Developmental Disabilities Institute at Wayne Sate University used three different methods: surveys, focus groups, and information collection.
Mickus, Maureen A., Andrew J. Hogan, and Clare C. Luz. (June 2002). Rationing long-term care: Michigan's home and community-based waiver program. Institute for Public Policy and Social Research and Health Care Studies at Michigan State University.
Abstract:
This paper gives some background information on the current long-term care system in Michigan, and the move to community-based long-term care. The authors trace the development of the Medicaid Home- and Community-Based Waivers (HCBW) program, and how it compares to other states. The paper also sets forth some public policy recommendations.
The Provider Alliance of the Michigan Association of Community Mental Health Services Boards. (August 2003). A time of opportunity: Five practical cost-effective ways to help Michigan's community mental health system now.
Abstract:
The Provider Alliance of the Michigan Association of Community Mental Health Services Boards has written this paper to discuss Michigan's change to a community-based model. This position paper offers five practical cost-effective ways to face the challenges of making a truly community-based system in Michigan. Solution five notes the importance of workforce issues to this change.
Zelenko, Paula (State Representative) and Dianne Byrum (House Democractic Leader). (March 2004). Long Term Care Taskforce: Navigating thru the options.
Abstract:
This report outlines recommendations made by Michigan's Long Term Care Taskforce that represents a cross-section of long-term care specialists and interests. The third section of the report focuses on workforce issues, and makes staffing and training recommendations. The recommendations include, but are not limited to: providing incentives to facilities that have high direct-care worker retention rates; recruitment and retention efforts; consideration of a public authority model, increases in direct-care staffing ratios; culture change initiatives like the Eden alternative; and increased training opportunities.
Mickus, Maureen A., Clare C. Luz , and Andrew J. Hogan. (April 2004). Voices from the front: Recruitment and retention of direct care workers in long term care across Michigan. Michigan Direct Care Workforce Initiative (MDCWI) Coalition in conjunction with BEAM (Bringing the Eden Alternative TM to Michigan), the Michigan Home Health Association and Michigan State University.
Abstract:
This study examines why people enter direct-care work, and what makes them stay in or leave the field. A survey of CNAs and home health aides in Michigan asked 1,100 current and former workers what had attracted them to the work, and what had driven away those who had already left or were planning to leave. The population sample was based on a random selection of CNAs from the nurse aide registry, and a convenience sample of direct-care workers in home care settings from 12 Michigan Home Health Association (MHHA) members.
Obtain the Full Version: For a copy of the report contact:
Jack Steiner, BEAM
6512 Centurion Drive #380
Lansing, MI 48917
jsteiner@mibeam.org
Cean Eppelheimer, BEAM
6512 Centurion Drive #380
Lansing, MI 48917
ceppelhe@mibeam.org
Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/MI_vocices_from_the_front.pdf
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.
Michigan Medicaid Long Term Care Task Force. (2004). Michigan medicaid long term care task force: Milestones / long and short tem goals / objectives. Michigan Medicaid Long Term Care Task Force.
Abstract:
This report lists goals the Michigan Medicaid Long Term Care Task Force hopes to achieve in the next three to five years. Their goals include: institute a person centered planning process, create statewide policy and protocol for assuring that arrangements of consumer determination are developed, and develop a integrated long-term care system with centralized case management.
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.
The Michigan Medicaid Long-Term Care Task Force. (May 2005). Modernizing Michigan Medicaid long-term care: Toward an integrated system of services and supports. The Michigan Medicaid Long-Term Care Task Force.
Abstract:
The Michigan Medicaid Long Term Care (LTC) Task Force was created by Governor Granholm in June of 2004. The taskforce was assembled to examine Michigan's long-term care system and make recommendations to improve its quality. This final report makes nine recommendations that emphasize the role of consumer choice, calls for the expansion home- and community-based services, and the need for single point of entry solutions.
Tri-County Office on Aging. (2005). A labor of love: Assessing the status of the direct care workforce in the Tri-County area.
Abstract:
The Tri-County (Clinton, Eaton, and Ingham Counties in Michigan) Long Term Care Collaborative, composed of public and private organizations involved in all aspects of long-term care, conducted a series of surveys from spring of 2004 through January 2005. The survey was designed to establish a baseline profile of the area long-term care workforce and identify potential areas for advocacy on behalf of the workforce, especially in the areas of recruitment, training and retention.
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.
Michigan Direct Care Workforce Initiative, Management and Supervision Committee. (August 30, 2004-October 20, 2005). Management and supervision training curriculum directory and literature review.
Abstract:
Created to help develop supervision techniques that can increase retention rates, this report consists of two parts: a) a brief review of evidence-based journal articles on issues such as supervisory styles, job coaching, career ladders, team building and conflict resolution and b) a bibliography of curricula that teach skills such as conflict resolution, team building, coaching supervision, managerial leadership, and how to promote an organizational culture that values frontline staff.
Silberman, Susan L. (April 2002). AARP Michigan long-term care survey. AARP.
Abstract:
This report analyzes the responses of 802 Michigan residents, age fifty and older, in a survey conducted by AARP. The survey measures their concern about access to affordable long-term care and the level of their support for increased funding.
Sallee, Caroline M. and Alexander L. Rosaen. (June 2006). Costs and benefits of a wage increase for home help workers. Anderson Economic Group, LLC.
Abstract:
Commissioned by the Michigan Quality Home Care Campaign, this report analyzes the costs and benefits of the State of Michigan increasing wages of workers at its Home Help program. The authors hypothesize that spending an additional $30 million to increase wages will reduce turnover and improve care, attracting more clients to the program, thus reducing the need for more expensive nursing home care.
Health Care for Health Care Workers. (2006). Caregivers without health care: Michigan fact sheet. Paraprofessional Healthcare Institute.
Abstract:
Arguing that ''quality long-term care depends on healthy direct-care workers (DCWs)'' and pointing out that many of these workers lack health insurance, this Michigan-based fact sheet provides information about why this is the case and why it matters. Michigan DCWs earn almost $9 an hour less than the state average and many work part-time and unpredictable hours. Almost a third are employed through the state's Medicaid Home Help program, which does not provide health insurance.
Michigan Dementia Coalition. (2006). Knowledge and skills needed for dementia care: A Guide for direct care workers.
Abstract:
This guide helps direct-care workers identify knowledge and skills needed to provide idea dementia care. It is organized into seven competencies: knowledge of dementia disorders, person-centered care, care interactions, enriching the person's life, understanding behaviors, interacting with families, and direct-care worker self-care.
Turnham, Hollis. (2007). Radical change: Past and future. Quality Counts. Issue 1.
Abstract:
This newsletter article describes several successful initiatives in Michigan nursing homes to increase worker retention and satisfaction. Initiatives included changes in wage and benefits packages, and addressed staff empowerment, training and assistance, recruitment, mentoring, and person-centered care.
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.
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.
PHI Michigan. (November 2007). Opportunity Partnership & Empowerment Network (OPEN): A case study of an effective employee retention project.
Abstract:
This case study explains how the Health Field Collaborative, a group of health care employers in Grand Rapids Michigan, along with local workforce development organizations, came together to address the recruitment and retention of direct-care workers. The report outlines the basic components of the OPEN program, reviews the outcomes for the program's pilot phase, and identifies critical factors for sustaining the program in the future.
PHI. (February 2007). When Michigan's caregivers lack coverage: Findings from a survey of Michigan's home help workforce. Health Care for Health Care Workers.
Abstract:
This report identifies high rates of uninsurance among direct-care workers employed by the Michigan Medicaid Home Help Program as a significant challenge to providing consistent quality care to Michigan's disabled and aging population. A survey of 600 home help providers outlines the demographic information and employment characteristics of the workforce, and finds that high levels of uninsurance is directly related to wages and family income levels and is significantly impacted by race.
Michigan Dementia Competencies Work Group, Michigan Dementia Coalition. (December 2007). Michigan dementia education & training program directory.
Abstract:
This directory of Michigan-based dementia education and training programs was developed in order to assist health and human services provider agencies and others in locating programs and trainers in their area.
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.
Michigan Dementia Coalition, Dementia Competencies Workgroup. (2008). Knowledge and skills needed for dementia care: A guide for direct care workers in everyday language.
Abstract:
This guide outlines necessary skills for direct-care workers providing care for people with dementia. It is centered around seven key competencies: knowledge of dementia disorders, person-centered care, care interactions, enriching the person's life, understanding behaviors, interacting with families, and direct care worker self-care.
Abstract:
This fact sheet discusses the state of the direct-care workforce in Michigan and shows that while demand for these jobs is at a historic high, the traditional labor pool from which these workers have been drawn is declining. It argues that an injection of public and private investment to reshape the structure and quality of direct-care jobs can help to bolster the workforce, the local economy, and quality care.
