The following is a list of PAS Workforce resources related to New Jersey.
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.
Shemansky, Cindy. (October 1991). Preceptors in long-term care: If they help in hospitals, will they help in nursing facilities?. Geriatric Nursing.
Abstract:
In May 1989, Masonic Home of New Jersey implemented a training program for preceptors. Preceptors are workers who assist in the orientation of new employees as well as help in the retention of existing workers. The preceptor program incorporates all levels of staff.
Obtain the Full Version: For information about ordering a hard copy of this article, Please contact the Clearinghouse at info@directcareclearinghouse.org or (866) 402-4138.
Shemansky, Cindy A. (1998). Preceptors in long-term care: 1997 NGNA innovations in practice award winner. Geriatric Nursing.
Abstract:
In 1989, Masonic Home of New Jersey became the first long-term care facility to implement a preceptor program. The preceptor program coupled experienced staff members with newly hired workers. The program was successful in lowering turnover rate and providing continuity in the orientation process.
Obtain the Full Version: For information about ordering a hard copy of this article, 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 New Jersey.
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.
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.
Rutgers University Occupational Training & Education Consortium. (June 2005). Healthcare injury prevention project program (HIPP).
Abstract:
This training program was created by the Rutgers University Occupational Training and Education Consortium (OTEC). The program was designed to deliver a comprehensive ergonomic injury prevention training program to New Jersey nursing facilities. OTEC uses training methods that are both participatory and problem-centered, drawing on the every-day experience of trainees.
Zacharias, Lee. (June 2004). Cash and counseling demonstration and evaluation report on New Jersey paid worker focus groups.
Abstract:
This study reports the opinions and experiences of paid workers enrolled in New Jersey's Cash and Counseling Demonstration and Evaluation (CCDE), Personal Preference program. Topics include workers' views on job satisfaction, their roles and responsibilities, and their ideas on recruiting and retaining new personal care workers. Workers expressed a need for improved health benefits, more hours of service, and a need for peer support.
Dale, Stacy and Randall Brown. (May 2005). The effect of Cash and Counseling on Medicaid and Medicare costs. U.S. Department of Health and Human Services (HHS), Office of Disability, Aging and Long-Term Care Policy (DALTCP).
Abstract:
This report examines how the Cash and Counseling Demonstration program affects Medicaid and Medicare service use and costs. The study found that the Cash and Counseling programs in all three states increased the well-being of adults and their access to paid personal care services. The authors say that 'results to date on costs are less clear-cut.'
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.
Dale, Stacy, et al. (August 2005). Experiences of workers hired under cash and counseling: Findings from Arkansas, Florida, and New Jersey. U.S. Department of Health and Human Services; Assistant Secretary for Planning and Evaluation; Office of Disability, Aging and Longer-Term Care Policy.
Abstract:
This study finds that workers in the Cash and Counseling Demonstration, in which direct-care workers are hired and supervised directly by consumers, were at least as satisfied with their wages, benefits, and working conditions as agency workers and suffered comparable rates of on-the-job injuries. However, a majority of workers were personally related to the consumers, leading to greater emotional strain and less perceived respect. Directly hired workers were also less likely to have received training. Recommendations include educational material, support groups, and information for both workers and consumers.
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.
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.
Jacobs, Fred M. (October 2007). Independence, Dignity and Choice in Long-Term Care Act report.
Abstract:
This report includes a detailed budget, management plan, projected schedule, and procedures for implementation of Medicaid long-term care expenditure reforms as stipulated by the Independence, Dignity and Choice in Long-Term Care Act. It calls for changes in reimbursement methods and emphasizes, among other things, recruitment and training for home care workers.
