The following is a list of PAS Workforce resources related to Pennsylvania.
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.
Leon, Joel, Jonas Marainen, and John Marcotte. (February 2001). A report to the Pennsylvania Intra-Governmental Council on Long Term Care: Pennsylvania's frontline workers in long-term care. Polisher Research Institute at the Philadelphia Geriatric Center.
Abstract:
The Pennsylvania Intra-Governmental Council on Long-Term Care reports on their comprehensive state-level assessment of provider experience. Areas examined by the report include: wages, benefits, training, turnover, and broader recruitment and retention problems.
Sanchez, Robert. (23 February 2000). Business gives cars to workers. The Philadelphia Inquirer.
Abstract:
This article documents the practice of providing home care workers with automobiles. It provides a brief description of the benefits, including the ability to provide service to remote areas and decreased commuting time between clients.
Obtain the Full Version: For information about ordering a copy of this article, please contact the Clearinghouse at info@directcareclearinghouse.org or 718-402-4138.
Upton, Larry, Carolyn Rizza, and Mary Anne Kelly. (January 2001). Direct care workers in long term care: An emerging crisis. Southwestern Pennsylvania Partnership for Aging Workforce Initiative.
Abstract:
This report addresses the shortage of direct-care workers in the state of Pennsylvania. The taskforce looked at local and national initiatives in career development, advocacy, and best practices. The taskforce made three recommendations: 1) Create a culture change movement to improve care; 2) Provide mechanisms to reinforce, across the long-term care continuum, the relationship between quality job, quality care, and quality life; and 3) Pursue policy, legislative, and regulatory changes of significance to workforce issues.
Obtain the Full Version: To get a copy of this report, contact Southwestern Pennsylvania Partnership for the Aging Workforce Initiative at (724) 779-3200
Laninga, Dale. (February 2001). In their own words. Pennsylvania Intra-Geovernmental Council on Long-Term Care.
Abstract:
This paper summarizes the opinions generated from 15 focus groups with direct-care workers. Workers were asked to address a broad range of issues related to recruitment and retention. Findings suggest that lack of respect for caregiving occupations hurts recruitment; fair compensation is important, but workers aren't looking for large increases; child care would make a significant difference to workers; inadequate orientation and training has the largest impact on retention.
Elster, Susan, and Silvio Barretta. (February 2001). Thinking differently about our human capital. The Jewish Health Care Forum.
Abstract:
Reporting on the labor shortage in Southwestern Pennsylvania, the authors identify the following factors as contributing to high rates of paraprofessional turnover: low wages and poor benefits, difficult working conditions, few opportunities for advancement, inadequate supportive supervision, and a lack of respect from employers. The report predicts that national demographic trends will cause the staffing shortage to worsen in the future.
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.
Pennsylvania Intra-Governmental Council on Long Term Care. (October 2002). In their own words, Part II: Pennsylvania's frontline workers in long term care.
Abstract:
This report, published by the Pennsylvania Intra-Governmental Council on Long Term Care, is a follow-up to a 2001 publication. It summarizes the results of 11 focus groups held with workers throughout the state. The participants worked in a variety of settings: 45 percent in nursing facilities, 22 percent in personal care homes, 14 percent in consumers' homes (attendant care), and 3 percent in adult day centers. The workers have many concrete recommendations for providers who wish to improve their recruitment and retention. In addition to calling for equitable pay and benefits, they recommend better, not more training; flexible scheduling; job re-design; improved staffing levels; better communication; and opportunities for professional development. They also call for the formation of an association that represents the interests and improves the image of workers.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Pennsylvania.
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.
Bernstein, Mark J. (October 2002). Turnover and vacancy rate survey for direct-support staff in Montgomery County agencies serving families and persons with mental retardation and persons with mental illness. Montgomery County Association for Excellence in Service.
Abstract:
This report examines indicators of recruitment and retention of direct-support staff, using data compiled from twenty-six agencies in Montgomery County, Pennsylvania.
Results showed an overall average turnover rate of 34% and an overall average vacancy rate of 13%. Higher wages were correlated with better recruitment and retention measures.
Davis, Mark and Steven L. Dawson. (2003). Pennsylvania's care gap: Finding solutions to the direct-care workforce crisis. PHI.
Abstract:
This paper provides an overview of the direct-care workforce crisis in Pennsylvania, exploring how demographic shifts, combined with poor job quality, contribute to that crisis. Providers, consumers, workers, and state agencies need to work together to improve the quality of jobs, in order to attract workers to direct-care positions. The paper includes both public policy and workplace practice recommendations.
Pennsylvania Intra-Governmental Council on Long Term Care. (2003). Direct connections: A resource guide for direct care workers.
Abstract:
This practical resource guide, specially designed in response to requests from direct-care workers, includes information about benefits, services and opportunities for workers. The topics include child care and education, computer access, health care benefits and services, financial and tax assistance, transportation services and professional resources. It also provides contact information for government offices.
Obtain the Full Version: If you would like to order a copy of this guide contact the Pennsylvania Department of Aging at (717) 783-1550. Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/DirectConnect.pdf
Fegley, Chris, Stephen Herzenberg, and Mark Price. (October 2003). Threatening the promise: Workforce crisis and funding shortfalls jeopardize community-based mental health and mental retardation services. Keystone Research Center.
Abstract:
This paper documents how under-funding and the workforce crisis are impacting mental health/ mental retardation (MH/MR) services in Allegheny county and describes some of the most troubling challenges facing the system, including poverty level wages, high turn over, lack of continuity of services and the waiting list/threat of reinstitutionalization.
Obtain the Full Version:
The National Conference of State Legislatures. (April 19th, 2004). Better Jobs Better Care: Retaining long-term care workers. State Health Notes.
Abstract:
This article gives an overview of the Better Jobs Better Care Demonstration projects in Iowa, North Carolina, Pennsylvania, Oregon and Vermont. The authors specifically address the actions in three of the states: Iowa, North Carolina, and Vermont. The authors note the high turnover rates and problems with retention of direct-care workers across the country, and the interventions that are being explored in these five states through the Better Jobs Better Care project.
Obtain the Full Version: To get a copy of this article, go to: www.statehealthnotes.org. Available on the web: www.ncsl.org/programs/health/bjbc.htm
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.
(June 2004). A mission called care. FrontlineCare.
Abstract:
This article gives an overview of CARE, a Lancaster County, Pennsylvania based direct-care worker association. The goal of the organization is to bring caregivers together to enhance the quality of life for their patients and residents by enriching the direct-care worker profession. CARE gives support to its members by administering training programs that promote team building, leadership development, and time management.
Obtain the Full Version: Frontline Care is published quarterly by Benchmark Group Media; for subscription information, call 1-888-999-1454. For advertising opportunities, contact Lois Wolfe at 717-233-0109 x122. Available at the National Clearinghouse on the Direct Care Workforce website: http://www.directcareclearinghouse.org/download/A Mission Called Care.pdf
Eaton, Susan. (April 1997). Pennsylvania's nursing homes: Promoting quality care and quality jobs. Keystone Research Center.
Abstract:
Focusing primarily on Pennsylvania, this report documents the variations that exist in the quality of care for residents of nursing homes. It highlights the link between job quality and nursing home care. The author suggests that administrators and policy makers in Pennsylvania adopt the following public policies to improve the quality of care for elders and jobs for workers: publish an annual consumer report for long-term care, increase education and research activities, require that employers pay for worker healthcare benefits, and encourage the creation of paraprofessional associations within the state.
Obtain the Full Version: To view this report you must be registered. Registration is free of charge. Click here to find the report.
Brannon, Diane et. al. (May 2005). 2004 Pennsylvania long-term care workforce surveys: A report to the Pennsylvania Intra-Governmental Council on Long-Term Care. Penn State University.
Abstract:
This study conducted by Penn State University updates several prior Pennsylvania direct-care worker and long-term care provider studies. Nine major recommendations about recruitment, retention, and future demonstration projects are included in the report.
Auer, Michael A. and Linda Anthony. (2004). Backup PAS and employment findings report. Pennsylvania Council on Independent Living (PCIL).
Abstract:
This report is part of two phase project by the Pennsylvania Council on Independent Living (PCIL) on developing backup personal assistance services for persons working or who wish to work. The project attempts to identify ''best practices'' in the field, this report will be used as a foundation for the development of a pilot programs in Pittsburgh and Schuylkill County.
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.
Health Care for Health Care Workers. (2006). Caregivers without health care: Pennsylvania 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 Pennsylvania-based fact sheet provides information about why this is the case and why it matters. Pennsylvania DCWs average $10 an hour and most are employed part-time, making insurance out of reach for many workers. The fact sheet also directs readers to information on models for making insurance available and affordable to workers.
Auer, Michael A. and Linda Anthony. (2002). Final report on personal assistance services in Pennsylvania. Pennsylvania Council on Independent Living (PCIL).
Abstract:
This is the final report analyzing Pennsylvania's consumer controlled Personal Assistance Services (PAS) program. The project's goals were to identify financial, administrative, political, and policy barriers towards the development of a comprehensive personal assistance program and to make recommendations toward a consumer controlled PAS to serve people of all ages. Included in its list of recommendations is the need to address disincentives to employment and retention in the PAS workforce.
Ellen H. Funk and David M. Nevison. (March 2005). Direct care worker association and demonstration grants: Final report.
Abstract:
This report provides a summary of a series of grants awarded by the Commonwealth of Pennsylvania to assist direct-care workers in the development of regional direct care worker associations.
Akinci, Fevzi and Diane Krolikowski. (August 2005). Nurse staffing levels and quality of care in northeastern Pennsylvania nursing homes. Applied Nursing Research.
Abstract:
This study compared direct-care worker staffing levels in 90 northeastern Pennsylvania nursing homes with state and national averages. Results show that when nurse and nurse aide hours decreased, the number of deficiency citations increased, confirming the relationship between staffing levels and patient care. Recruitment and retention of long-term care nurses is discussed.
Obtain the Full Version: Article is available for purchase through Science Direct.
Karidis, Arlene. (March/April 2007). Coalitions harness the power of change. FutureAge. American Association of Homes and Services for the Aging.
Abstract:
This article profiles five Better Jobs Better Care grantees and their accomplishments in coalition building. Collaborations between long-term care providers, policy makers, professional organizations, educators, and other stakeholders succeeded in bringing direct-care workers into the decision making process, developing new training and licensure programs, providing opportunities for career advancement and on-the-job support to caregivers, and creating sustainable culture change.
Obtain the Full Version: This article is part of a special FutureAge issue devoted to ''Better Jobs Better Care: Building a Valued, Committed Workforce.'' It can be viewed in full here or ordered here. Available on the web: www.bjbc.org/content/docs/FA_FEAT_CoalitionsHarnessPowerofChange_V6N2.pdf
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.
Baron, Richard C. (October 2007). A review of current information about the careers of the direct support professional workforce in the mental health, developmental disabilities, and substance abuse service. Pennsylvania Department of Labor & Industry.
Abstract:
This nationwide investigation into the state of direct-care professionals in the mental health, developmental disabilities, and substance abuse fields used existing literature, interviews, and focus groups to discern that the overwhelmingly female workforce receives wages often below the poverty line, has few opportunities for advancement, and that turnover rates hover between 40 and 90 percent. This report lays out a vision for change focusing on improved career development, education, training, and compensation.
Edelstein, Steve, and Carrie Blakeway. (Fall/Winter 2007/2008). State initiatives to strengthen the direct support workforce. Impact. Institute on Community Integration, Research and Training Center on Community Living.
Abstract:
This article describes innovative projects in four states-- Kentucky, North Carolina, Pennsylvania, and Washington-- supported by government and foundation programs that have: reduced turnover by using RJPs (realistic job previews) and monetary incentives; developed special licensure for providers supporting career development; created universal, competency-based curricula; implemented a web-based referral registry; and increased retention through health insurance coverage.
This article is from a feature issue of Impact focusing on direct support workforce development.
Direct Care Workforce Workgroup. (December 2007). Addressing Pennsylvania's direct care workforce capacity: Primary recommendations for quality jobs and quality care.
Abstract:
In response to growing long-term care workforce demands in Pennsylvania, this report outlines a set of core principles, vision for job quality, and recommendations for achieving both developed by a direct-care workforce workgroup. The workgroup established priorities to address systems coordination and program operations; training, credentialing, and career advancement; and workplace practices.
