The following is a list of PAS Workforce resources related to Texas.
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.
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
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Texas.
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.
Texas Department of Human Services. (March 2001). Evaluation of personal attendant training programs. Texas Department of Human Services.
Abstract:
This report discusses changes made to section 5 of Senate Bill 95 by the Texas Department of Human Services. It emphasizes the need to view issues around recruiting and retaining direct-care workers in terms of the broader labor market. The report recommends that state agencies review their personal assistant training programs emphasizing issues that affect the quality of care
Center for Health Workforce Distribution Studies, University of Washington, Seattle. (November 2004). Effects of the Workforce Investment Act of 1998 on health workforce development in the states. Health Resources and Services Administration, Bureau of Health Professions, Health Resources and Services Administration.
Abstract:
The goals of the Workforce Investment Act of 1998 (WIA) are to increase the employment, retention, and earnings of participants in Department of Labor (DOL) employment and training programs. This report explores how WIA resources have been used to support the healthcare workforce across the states, including, but not limited to, the direct-care workforce.
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.
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.
Cherry, Barbara, et al. (March 2007). The geriatric training academy: Innovative education for certified nurse aides and charge nurses. Journal of Gerontological Nursing.
Abstract:
This article describes a geriatric education and training program for certified nurse aides (CNAs) and nurses at the Texas Tech University Health Sciences Center (TTUHSC), created in response to the rising demand for quality long-term care workers. A basic two-week CNA curriculum includes five hours of geriatric-specific course content beyond the state's requirements. An advanced curriculum for CNAs currently employed focuses on clinical geriatric topics, team building, and conflict resolution.
Gemeinhardt, Gretchen and Christa Atkinson. (2006). Ensuring older Texans can age at home through direct care initiatives. Care for Elders.
Abstract:
This report summarizes the growing importance of direct-care workers to Texas' aging population, the difficult yet essential nature of the services these workers provide, and the poor working conditions that lead to high turnover rates and decreased quality of care. Data regarding poor financial compensation for direct-care workers in Texas is included and recommendations are made for legislating improvements in wages, benefits, and training.
Cherry, Barbara, Alyce Ashcraft, and Donna Owen. (May/June 2007). Perceptions of job satisfaction and the regulatory environment among nurse aides and charge nurses in long-term care. Geriatric Nursing.
Abstract:
Interviews with certified nursing assistants and licensed vocational nurses employed at Texas nursing homes found that regulations pervade employees' daily work. Many expressed concern that the presence of surveyors in the facility often created a tense atmosphere. Other reasons for job dissatisfaction are noted in the report and strategies are suggested to improve the survey process, address care-related stressors, promote positive communication techniques, reduce paperwork inefficiencies, and reduce staff shortages.
Obtain the Full Version: Single issues may be purchased from Science Direct Online
Anderson, Ruth A., L. Michele Issel, and Reuben R McDaniel, Jr. (January/February 2003). Nursing Research.
Abstract:
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