The following is a list of PAS Workforce resources related to New York.
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.
Surpin, Rick, and Fred Grumm. (January 1990). Building the home care triangle: Clients and families, paraprofessionals and agencies in partnership with government.
Abstract:
This report from New York's home care workgroup focuses on how to increase the quality of care at the point of service delivery in the home. The workgroup studied four critical areas: service utilization and volume, costs and financing, paraprofessional services, and types of clients. The report calls for rebuilding partnerships with government by moving toward a more integrated and stable home care system. Recommendations stress strengthening the home care triangle of consumers, providers, and paraprofessional caregivers.
Obtain the Full Version: To order this report, contact the Clearinghouse at (866) 402-4138 or publications@directcareclearinghouse.org.
Greater Rochester Area Partnership for the Elderly Workgroup. (August 2001). Community, government and workplace action plan. Rochester Resource Alliance.
Abstract:
This report from the Rochester, New York, Resource Alliance analyzes the results of its Job Vacancies Survey. Among all work sectors surveyed, health care jobs had the greatest demand and the highest hard to fill job rating (40 %). The survey showed that it is especially difficult to fill jobs in long-term care, which confirmed recent findings that long-term care worker shortages are among the top five problem areas facing Rochester's elderly population.
Sutton, David L. (May 1999). Demographic projections to 2025. New York State office for the Aging.
Abstract:
The U.S. Bureau of Census Statistics developed population projections for New York State for the period 1995 to 2025. The projections indicate that the state will experience major demographic changes over the next two decades, including high growth rates in older and younger minority populations. Further, New York can expect high growth rates in older workers and pre-retirement populations as baby boomers age and leave the workforce.
New York Association of Homes & services for the Aging (NYAHSA). (November 2001). Desperate times: Labor shortages in New York's continuing care system.
Abstract:
NYAHSA conducted a survey of employer responses to shortages of professional and paraprofessional workers. The survey identified: 1) Extent of labor shortages; 2) Degree of difficulty in filling job vacancies; 3) Employee turnover rates; 4) Trends in worker availability over time; 5) Effects of shortages; 6) Employer measures taken to confront shortages, and 7) Needed interventions. The result points to the ongoing crisis caused by shortages of paraprofessional workers in continuing care settings and provides strong evidence of geographic variations in the current state of labor shortages. The report cites ten specific recommendations to address the labor shortages in continuing care.
Onondaga County Department of Long-Term Care. (2001). Employer/employee survey in home care agencies & nursing homes.
Abstract:
The Onondaga County Department of Long-Term Care, in New York State, surveyed employers and employees from nursing homes and home care agencies about staffing shortages. The objectives of the survey were to develop profiles of direct-care workers and to assess the factors affecting staffing shortages in the health care industry. The survey asked respondents how they viewed the problem, what steps they were taking or could take to improve the situation, and how current management practices and constraints affect staffing.
Deutschman, Marian. (March 1999). How do you know what 'quality' means to a resident? Ask. The Brown University Long-Term Care Quality Advisor.
Abstract:
In an attempt to determine how the residents themselves define quality, focus groups were held in eight skilled nursing facilities in western NY. Residents' responses to the question, 'what is your definition of quality in a nursing home,' are summarized. Most often, residents cited organizational structure and staff development as critical to quality. The residents also spoke about the need for medical practitioners to be more sensitive to their needs as individuals.
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.
CASA Association of New York State. (2002). New worlds, new users, old systems: A perspective on long term care in New York State. CASA Association of New York State.
Abstract:
This paper examines how the long-term care system in New York accommodates non-elderly clients with developmental disabilities and/or mental illness. The report identifies differences between the disability, mental health, and long-term care systems that have produced a poorly integrated network of services; for example, the direct-care provider plays different roles in case management within each care system. The report recommends changes to increase continuity between the systems.
Deutschman, Marian. (August 2001). Redefining quality & excellence in nursing home culture. Journal of Gerontological Nursing.
Abstract:
In 1994, researchers conducted focus groups with stakeholders (administrators, directors of nursing, nursing assistants, social workers, family members, surveyors and residents) in eight NY state nursing homes to determine what quality is, what obstacles exist to prevent/ slow it from being achieved, and what opportunities for change currently exist in nursing homes. The most common barriers to quality care cited by the stakeholders included: 1) inconsistent staffing and shortages; 2) need for individualized care; 3) lack of staff cooperation, attitude problems, and staff prejudices towards residents; and 4) communication problems. The most widely cited opportunities to promote change included: 1) training, orientation, and education; 2) improvement in communication; 3) provision of more personal care choices for increased individualized care; 4) utilization of an interdisciplinary approach to care and; 5) increased and improved family communication. Deutschman summarizes by advising readers that deficiency-free status given by the state surveyors is not equivalent to quality care as surveyors focus on the weaknesses, not strengths. Further she suggests that to achieve excellence, a clear and stated definition of the organization's values must precede effective recruiting and retention to enable recruitment of employees who share the same values. Lastly she advises that opportunities for improvement must be seized despite preoccupation with regulations and government oversight.
Obtain the Full Version: To get a copy of this article, go to: www.haworthpressinc.com/store/product.asp?sku=J083
Heim, Dan, and Nancy Tucker. (March 2000). The staffing crisis in New York's continuing care system. New York Association for Homes and Services for the Aging.
Abstract:
The New York Association of Homes and Services for the Aging (NYAHSA), representing more than 560 nonprofit providers, released this study of New York's paraprofessional staff shortages. The study details 45 initiatives that can help alleviate the paraprofessional staffing crisis, including: 1) Raising the income level for workers eligible to participate in TANF-funded recruitment initiatives; 2) Using facility survey fines for provider staffing initiatives; 3) Streamlining cross-training of certified nurse aides, home health aides, and personal care aides; and 4) Defining 'health worker shortage areas' to help target public funds where they are most needed.
Deutschman, Marian. (June 2000). What you hear when you listen to staff. Nursing Homes Long Term Care Management.
Abstract:
Eight nursing homes in western NY participated in a series of focus groups that addressed organizational obstacles to providing quality care. Separate focus groups were held with administrators, directors of nursing (DoNs), certified nursing assistants (CNAs), social workers, family members, and finally with residents in each of the facilities. Focus groups cited a number of obstacles and solutions, but these often differed across job categories. CNAs were particularly concerned with short staffing and communication issues and recommended interdisciplinary care teams. The authors conclude that it is essential for administrators and nurses to listen more carefully to staff, both to reduce staff turnover and to improve the quality of care.
Obtain the Full Version: To get a copy of this article,
go to: www.nursinghomesmagazine.com/Dispstpg.htm?ID=21
Cobble Hill Health Center, Inc. (1997). Speaking from experience: Nursing assistants share their knowledge of dementia care. Cobble Hill Health Center, Inc.
Abstract:
This manual for CNAs working with people with dementia compiles real-life suggestions by CNAs on caregiving practices and dealing with workplace stress. The manual pairs specific strategies, such as 'try to give each resident choices' and 'be prepared for sudden changes in your resident's moods,' with quotes and anecdotes by CNAs; a supplementary training guide offers suggestions on how to incorporate the manual in CNA training.
Obtain the Full Version: To order a copy of this manual, contact the Cobble Hill Health Center at (718) 855-6789.
National Council on the Aging. (June 2001). Together we care: Helping caregivers find support. National Council on the Aging.
Abstract:
This report describes five innovative, high-quality community-based programs that offer respite and supportive services to family caregivers: Bozeman Senior Center Adult Day Services (Bozeman, Montana), Care Links (Clifton Park, New York), Day Break Adult Day Center (Anchorage, Alaska), Family Caregiver Support Service (Big Stone Gap, Virginia), and Interfaith Carepartners (Houston, Texas). The report identifies outcomes, resources, partnerships, and sponsors of each program
Inserra, Anne, Maureen Conway, and John Rodat. (February 2002). The Cooperative Home Care Associates: A case study of a sectoral employment development approach. Aspen Institute.
Abstract:
This case study examines Cooperative Home Care Associates (CHCA) as a sectoral employment development initiative that implemented a forward-looking, worker-centered business model; influenced public policy; and expanded into different parts of the home care sector. The report analyzes the home care industry; describes CHCA's history and organization, including a detailed account of its training program; evaluates CHCA's sectoral approach; assesses outcomes; and identifies lessons learned from CHCA's experience.
Glasser, Ruth, and Jeremy Brecher. (2002). We are the roots. University of California Center for Cooperatives.
Abstract:
This book tells the compelling story of Cooperative Home Care Associates, a highly successful worker-owned agency in the South Bronx. Through the voices of managers and workers, we learn of CHCA's culture of cooperation, caring, and learning, which has sustained a vibrant community through tremendous growth and change over 17 years.
Obtain the Full Version: To get a copy of this book, please send $10 to National Clearinghouse on the Direct Care Workforce. Make the check or money order out to Paraprofessional Healthcare Institute (PHI). For more information call (718) 402-4138.
Nursing Home Community Coalition of New York State. (2003). Nurse aide training in New York: An overview of programs and their regulation by the state, with recommendations for improvement. Nursing Home Community Coalition of New York State.
Abstract:
A paper on nurse aide training in New York published by the Nursing Home Community Coalition (NHCC), a nonprofit advocacy organization based in New York City, critiques New York state's current system and offers recommendations for improvement.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in New York.
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.
Nursing Home Community Coalition of New York State. (June 2003). What makes for a good working condition for nursing home staff: What do direct care workers have to say?.
Abstract:
This paper describes a study conducted by the Nursing Home Community Coalition of New York State to discover, from workers themselves, what makes for a good working condition. Focus groups were held with a sample of nurse aides, RNs and LPNs. Four common characteristics of a good working condition emerged: 1) Being treated with respect 2) Having enough staff to care for the residents 3) Good relationship with supervisors 4) Working together as a team.
The Center for Health Workforce Studies. (February 2003). The health care workforce, 2002 - Upstate New York and Long Island. School of Public Health, University of Albany, SUNY.
Abstract:
This reports examines health care employment in upstate New York and Long Island by setting, region, and occupation. The report looks at recent data and employment projections until 2008. Nursing aides and home health aides respectively are the two occupations projected to grow the most significantly by the year 2008.
Hegeman, Carol and Carolyn Ryan. (2004). Growing strong roots: Peer mentoring of CNAs to enhance retention and care. Foundation for Long Term Care (FLTC).
Abstract:
The FLTC project 'Growing strong roots: A peer mentoring system for nursing home CNAs' is designed as a replicable and sustainable program to retain new CNAs. The system is supported by three manuals and a CD-ROM of slides and training materials. Manual one is a project coordinator training guide and supervisor orientation; manual two provides training for CNA peer mentors; and manual three includes booster sessions for CNA peer mentors.
Obtain the Full Version: To order copies of the 'Growing Strong Roots' peer mentoring series contact the FLTC at (518) 449-7873. The material is sold only as a complete package. Individual elements cannot be purchased separately.
Health Care Reform Work Group. (January 2004). Health care reform work group: Interim report.
Abstract:
The Governor of New York State convened a Health Care Reform Working Group in an effort to address the sharp rise in health care costs, which creates increasing financial pressure on state and local government, private employers and consumers. The Working Group was assembled to review ways to control the costs associated with health care, and identify ways to enhance the effectiveness and efficiency of government health and long-term care programs including Medicaid. The report makes specific recommendations to address the current financial problems of the state health care system.
Senate Medicaid Task Force. (December 2003). Report of the Senate Medicaid Reform Task Force. New York State Senate.
Abstract:
In this report the Senate Medicaid Reform Task Force outlines the ways in which the Medicaid system in New York State should be overhauled. The taskforce summarizes its recommendations under the headings: 1) 'Promote Cost Effectiveness and Efficiency' 2) 'Provide Fiscal Relief to Local Governments' 3) 'Reform the Long-Term Care System'. The report outlines specific steps in order to achieve these goals.
Mollot, Richard J. (2004). Certified nurse aide screening and continuing education: A national survey of state requirements with recommendations for improvements. Long Term Care Community Coalition (formerly the Nursing Home Community Coalition of New York State).
Abstract:
This study is based on a survey of state requirements for earning and maintaining certified nursing assistant (CNA) status conducted by the Long Term Care Community Coalition (formerly the Nursing Home Community Coalition of New York State). The author found that many states exceed minimum federal requirements, and that current requirements to become a CNA and maintain CNA status in New York are insufficient. The report recommends that New York adopt measures used in other parts of the country.
Rudder, Cynthia. (July 2004). Improving working conditions for nursing home direct care staff. Long Term Care Community Coalition of New York State.
Abstract:
This report summarizes a project of the Long Term Care Community Coaltion of New York that took place in two nursing homes. The LTCCC worked with staff to measure the quality of their working conditions, identify strengths and weaknesses, and develop and implement plans to build on these strengths and eliminate or minimize these weaknesses. The report includes findings from the project, a ten-step 'Guide to Improving Working Conditions,' and copies of instruments used to measure job satisfaction.
Ebenstein, William. (October 2004). Exploring opportunities to expand health coverage for low-wage workers in the developmental disabilities field in New York State. John F. Kennedy, Jr. Institute for Worker Education, The City University of New York.
Abstract:
This paper discuses the possibility of expanding healthcare benefits to workers who earn low wages in New York's development disabilities industry. Researchers suggest, among other approaches, that employers should develop a system of cost sharing based on family income with sliding scales for government subsidies and worker contributions to improve the provision of healthcare benefits to low income workers.
Long Term Care Community Coalition (LTCCC). (January 2005). Assisted living guidebooks: Fostering independence, choice, and decision-making. Long Term Care Community Coalition (LTCCC).
Abstract:
The Long Term Care Community Coalition (LTCCC) of New York published four guidebooks on assisted living. Each of the guidebooks are designed to help improve the quality of care for assisted living consumers and providers.
Obtain the Full Version: Free hard copies are available in limited quantities contact: barbara@ltccc.org Available on the web: www.assisted-living411.org
Martiniano, Robert, Jean Moore and Sandra McGinnis. (May 2005). The health care workforce in New York State, 2004: Trends in the supply and demand for health workers. The Center for Health Workforce Studies (CHWS).
Abstract:
This reports examines health care employment in New York State by setting, region, and occupation. The report examines trends in suply and demand and employment projections. It describes the health care workforce by occupation and region.
Albert, Steven M. Ph.D., M.Sc. Home attendants speak about home care. Mailman School of Public Health, Columbia University.
Abstract:
This problem-focused manual for home-care workers was developed by personal assistance/home attendant workers who provide care to frail elders in New York City.
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.
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.
The American Network of Community Options and Resources (ANCOR). (March 2006). Tapping into the public workforce network: ANCOR/DoL Business Relations Group pilot project partnership white paper.
Abstract:
In 2004, pilot projects in four cities (Rochester, New York; Phoenix, Arizona; Portland, Maine; and Louisville/Lexington, Kentucky) were launched in order to help connect direct support professionals and the public employment network of One-Stops. This white paper summarizes the progress of the pilots' model practices in their first year. The Department of Labor plans to expand the project to additional states in the future.
Berliner, Howard S. (June 2004). Home care workers health insurance demonstration project: Final evaluation.
Abstract:
This report summarizes the outcomes of a 3 year demonstration project enacted by the New York State Department of Health. The demonstration project subsidized health insurance coverage of home care employees in an effort to address their recruitment and retention. The authors conclude that, since the implementation of the demonstration, workers have longer tenure and greater job satisfaction.
Seavey, Dorie, Steven L. Dawson, and Carol Rodat. (October 2006). Addressing New York City's care gap: Aligning workforce policy to support home-and-community care. New York City Workforce Investment Board.
Abstract:
This issue brief provides an overview of the home- and community-based care workforce crisis in New York City. The authors analyze the supply and demand conditions that are creating a ''care gap'' in home- and community-based care. They also recommend ways of stabilizing the workforce through the workforce development system.
Ebenstein, William. (April 2006). Health insurance coverage of direct support workers in the developmental disabilities field. Mental Retardation.
Abstract:
A literature review on articles related to health insurance coverage for direct support workers was created in response to growing evidence that employer-provided insurance is an important factor in recruiting and retaining competent staff. The review is meant to assist nonprofit employers and government officials in designing initiatives to address increasing health care costs. Approaches to financing health coverage for frontline staff and a new program in New York to enhance coverage through subsidies are discussed.
Obtain the Full Version: Copies may be purchased from Mental Retardation Journal Online
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.
Martiniano, Robert, and Jean Moore. (December 2006). The health care workforce in New York State, 2005: Trends in the supply and demand for health workers. Center for Health Workforce Studies, School of Public Health, SUNY Albany.
Abstract:
This reports examines health care employment in New York State by setting, region, and occupation. The report examines trends in suply and demand and employment projections. It describes the health care workforce by occupation and region.
Dabney, Janice. (June 2007). The well-rounded CNA: How a mentoring program improved our whole facility. Contemporary Long-Term Care.
Abstract:
This article describes the development and implementation of a peer mentoring program at a large, urban nursing home. In 2003, the facility used a grant from the New York State Department of Health to develop a peer mentoring program. Ten certified nursing assistants (CNAs) were trained in leadership skills, person-centered practices, and dementia care. The article highlights the accomplishments of the program as well as key recommendations for other CNA mentoring programs.
Obtain the Full Version: This article is available through Contemporary Long-Term Care.
Mollot, Richard J. , Cynthia Rudder, David Saverese, and Sun Young Lee. Developing a new and better long term care system in NY State. The Long Term Care Community Coalition.
Abstract:
This white paper by the Long Term Care Community Coalition
(LTCCC) outlines a vision to improve New York's long-term care system and a series of recommendations to achieve that vision. Includes in the recommendation are strategies develop and maintain workforce capacity and improve training for workers.
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.
Deitz, Richard, and Ramon Garcia. (2007). The demand for local services and infrastructure created by an aging population. Upstate New York Regional Review, Vol 2, No. 1. Federal Reserve Bank of New York, Buffalo Branch.
Abstract:
Comparing upstate New York to national trends in senior populations, the authors find that demand for local services is concentrated in large cities and older suburbs, greatest in areas experiencing fiscal stress, and will likely increase, especially after 2020. Slow economic and population growth in the region indicate that community-based organizations and local governments may face significant challenges meeting the future needs of an aging population.
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.
Department of Health & Human Services, Office of Assistant Secretary for Policy & Evaluation. (September 2007). HHA partnering collaborative evaluation: Practice/research brief.
Abstract:
This brief reports on an effort to improve quality of life for home care workers and the people they assist. The initiative described makes use of a set of field supervision practices designed to promote effective communication, an ADL tool to structure goal-setting among staff and patients, proactive communication between patient service managers and licensed agency coordinators, and an increase in field support and supervision provided to aides.
The Center for Health Workforce Studies, School of Public Health, University of Albany. (January 2008). The health care workforce in New York, 2006: Trends in the supply and demand for health workers.
Abstract:
This report tracks the health workforce in New York and provides information at the national, state, and regional levels. It finds that home health aide (HHA) and nursing aide, orderly, and attendant (NA) continue to be two of the fastest-growing job categories in New York state. It also projects that between 2004 and 2014, the most substantial job growth is expected to be among HHAs, NAs, and registered nurses.
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.
Feldman, Penny et al. (September 2007). Home Health Aide (HHA) Partnering Collaborative evaluation: Final report. Department of Health and Human Services.
Abstract:
The purpose of this evaluation was to assess the impact of the Home Health Aide (HHA) Partnering Collaborative -- a quality improvement initiative implemented at the Visiting Nurse Service of New York -- in three main areas: patient outcomes; patient service use; and aide job perceptions and retention. Rather, aide work hours were the strongest predictor of job retention; the more hours an aide worked per week, the more likely he/she was to remain in the workforce.
Ryvicker, Miriam et al. (August 2007). Home Health Aide (HHA) Partnering Collaborative evaluation: Implementation manual. U.S. Department of Health and Human Services.
Abstract:
The HHA Partnering Collaborative is a quality improvement (QI) project developed and implemented at the Visiting Nurse Service of New York in order to enhance the quality of work life for home health aides while improving outcomes for home health patients. This implementation manual includes an introduction to the Collaborative's framework, goals, and methods; offers guidelines for implementing and testing the Collaborative's strategies; and provides instructions for carrying out tests of change in the context of this intervention.
PHI Health Care for Health Care Workers. (April 2009). Health insurance coverage of New York State's home care aides: Findings from a 2008 survey outside of New York City.
Abstract:
Using surveys and focus groups from 90 agencies that employ about 13,000 home care aides, this study was conducted to help policymakers understand the extent to which health insurance is offered, eligibility requirements and enrollment rates for health insurance, and the cost to both employers and employees. Findings indicate that only 25% of aides are enrolled in health insurance programs, due in large part to strict eligibility requirements and high cost of coverage.
PHI Health Care for Health Care Workers. (May 2009). Is New York prepared to care? A comprehensive coverage solution for home care workers.
Abstract:
This report offers a statewide review and analysis of insurance coverage of home care workers in New York, including an analysis of data collected from a survey of home care employers; an assessment of key state-specific health insurance initiatives targeted at home care; and background on the workforce, structure and financing of the home care industry. The report's authors recommend that New York State address the weaknesses within the current state-supported plans, and at the same time, create a more targeted, quasi-public option that would comprehensively address the unique needs of this workforce.
Temkin-Greener, Helena, et. al. (February 2009). Daily practice teams in nursing homes: Evidence from New York State. The Gerontologist. Oxford University Press.
Abstract:
This article uses statistical analysis to evaluate the use of practice teams in New York State nursing homes. The analysis finds that in the vast majority of nursing homes in the state, designated teams of direct-care workers assess, plan, and deliver care. However, the report also shows that the penetration of such teams in those facilities is shallow; less than 16% of direct-care workers report that they participate in daily practice teams.
Obtain the Full Version: This article may be purchased at Oxford Journals, and is available for free to subscribers.
PHI. (December 2009). New York City's home care workforce.
Abstract:
This fact sheet presents an overview of New York City's single largest occupational grouping: home care aides. There are nearly 129,000 home care aides in the city, with an estimated 65,000 additional home care positions to be created by 2016. However, home care jobs are among the lowest-paying in New York City, and do not provide adequate health coverage -- if they provide health coverage at all.
