The following is a list of PAS Workforce resources related to Massachusetts.
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.
Massachusetts Extended Care Federation. (February 2001). An overview of long-term care in Massachusetts. Massachusetts Extended Care Federation.
Abstract:
The Massachusetts Extended Care Federation (MECF) published this overview of the Massachusetts long-term care system. The overview includes information on: the population's need for long-term care, the nursing facilities in Massachusetts, the role of the nursing and assisted living facilities, long-term care financing, and some long-term care resources in Massachusetts.
Obtain the Full Version: To order this report, contact the Massachusetts Extended Care Federation at (617) 558-0202 or info@mecf.org.
Keilson, Jeff. (2002). Cooperating to recruit human service employees in a highly competitive environment. Massachusetts Department of Mental Retardation.
Abstract:
A paper on the recruitment model used to attract direct support professionals.
Eaton, Susan C., et al. (September 2001). Extended care career ladder initiative (ECCLI) Round II: Baseline evaluation report. Commonwealth Corporation.
Abstract:
The Commonwealth of Massachusetts initiated the Extended Care Career Ladders Initiative (ECCLI) as part of a broader Nursing Home Quality Initiative adopted by the Legislature in 2000. This is the first of three evaluation reports on ECCLI. It is a baseline study covering the initiative's start-up period, from March to June 2001.
Harris, Andrew L., and Gail M. Maier. (February 2001). Give CNAs a career ladder to climb.
Abstract:
This article outlines one Boston facility's career ladder program for nursing assistants. The authors explain each of the four levels and what is required to achieve them. They include: CNA I (certified/state approved nurse assistant), RNA (restorative nurse assistant), LEA (life enhancement assistant), and the fourth is a professional nursing program that prepares workers for a two-year nursing program. The facility, Benjamin Healthcare Center, also has several programs in place to supplement training and support the worker, including ESL courses, GED classes, scholarships, access to child care and transportation. Further, the article highlights four elements that the facility feels need to be in place in order to replicate its model. These are a commitment of resources; ability and willingness to document statistics and data; cooperation and support by the entire facility staff inclusive of the nurses; and collaborative partnerships with community stakeholders.
Frank, Barbara, and Steven L. Dawson. (June 22, 2000). Health care workforce issues in Massachusetts. Massachusetts Health Policy Forum.
Abstract:
This issue brief documents the dynamics of and challenges facing the long-term care labor market presently and in the future; analyzes the deterioration of the labor market; and provides recommendations to the state of Massachusetts to ensure the sustainability and growth of the workforce in the future. This report set the stage for a major piece of legislation supporting a more stable, well-trained direct-care workforce in Massachusetts.
Obtain the Full Version: For information about ordering a hard copy of this publication. Please contact the Clearinghouse at info@directcareclearinghouse.org or 866-402-4138.
Please note: There is a charge of $2 a copy for all orders of five or more, plus shipping and handling
Available on the web: www.paraprofessional.org/publications/GT-MHPF%20Workforce%20Issue%20Brief.pdf
Hams, Marcia, et al. (Spring 2002). Health insurance access survey of direct-care workers in nursing homes and home-based care agencies in Boston, New Bedford/Fall River, including surveys of employees and of employers. Direct Care Workers Initiative and Paraprofessional Healthcare Institute.
Abstract:
Using local survey data, this report proves that direct-care workers face barriers to obtaining affordable health insurance and documents personal, family, and health characteristics of uninsured and insured workers. The report recommends a combination of private and public initiatives to improve access to health insurance.
Wilson, Randall, Susan C. Eaton, and Amara Kamanu. (January 21, 2003). Extended Care Career Ladder Initiative (ECCLI) Round II: Evaluation report. Harvard University.
Abstract:
The Commonwealth of Massachusetts initiated the Extended Care Career Ladders Initiative (ECCLI) as part of a broader Nursing Home Quality Initiative, adopted by the Massachusetts Legislature in 2000. Both acts were a response to high turnover and vacancies among paraprofessionals in long-term care, creating instability that threatens quality and access to health care. Basic to these initiatives is the equation of good care for consumers with good jobs and opportunities for frontline caregivers. This working paper is an 18-month evaluation of ECCLI Round II.
Dillon, Rosemary, and Lisa Young. (January 2003). Creating career ladders in the extended care industry: The role of the Massachusetts community colleges in the Extended Care Career Ladder Initiative (ECCLI). Massachusetts Community Colleges-Executive Office.
Abstract:
In order to improve struggling extended care facilities, the state of Massachusetts introduced the Extended Care Career Ladder Initiative (ECCLI) to address the shortage of entry-level workers, increase their skills, and improve the quality of care for residents. The initiative invited proposals for demonstration projects that created new career ladders for direct-care staff. These projects, which were based on a consortium model, involved collaborations between workforce training partners and long-term care providers. The role of the community college varied with each project: the community colleges assisted in training, assessment, counseling, and fundraising.
Paraprofessional Healthcare Institute and the North Carolina Department of Health and Human Services. (March 2004). Chart of direct-care workforce activities in Massachusetts.
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.
Green, Claudia, Sarah Griffen, and Laurie Sheridan. (). Building career ladders for low-wage workers: A 'how-to' manual for workforce development practitioners and partners. The Boston Workforce Development Coalition.
Abstract:
The Boston Workforce Development Coalition has created a manual designed to help community organizations, unions, employers, and other stakeholders develop career ladder programs that are mutually beneficial for workers and employers. Career ladder programs will lead to advancement and wage increases for low wage workers and to increased retention and productivity for employers. The manual presents practical guidance for developing career ladders in a workplace, company or organization, union, industry or sector.
Obtain the Full Version: Copies of the manual may be obtained by contacting the Boston Workforce Development Coalition, 165 Brookside Avenune, Ext. Jamaica Plain, MA 02130 or on the web at www.bostonworkforce.org. It costs $35 a copy plus $5 for shipping. Click here for an order form
Available on the web: www.paraprofessional.org/publications/GT-MHPF%20Workforce%20Issue%20Brief.pdf
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.
