Illinois PAS Workforce Library
The following is a list of PAS Workforce resources related to Illinois. 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.
Hollinger-Smith, Linda, et al. (2002). Building the foundation for quality improvement: LEAP for a quality long-term care workforce. Seniors Housing & Care Journal, The Journal of the NIC Seniors Housing and Care Program at Johns Hopkins University. Mather Institute on Aging.
Abstract:
This report evaluates LEAP, a workforce development initiative by Mather Lifeways that educates nurses in leadership skills and person-centered care, while providing a career ladder for CNAs through training in clinical and career skills. Using data from four facilities, the report concludes that LEAP substantially reduced turnover and enhanced clinical outcomes by improving supervisory practices and increasing job satisfaction of both CNAs and nurses.
Obtain the Full Version
To get a copy of this report, go to: www.westridgepublishing.org.
Kekstadt, Donna. (September 2001). Are you ready: A personal assistant bonus program to recognize excellent employees. Independent Living Research Utilization.
Abstract:
This article describes an initiative by the Northwestern Illinois Center for Independent Living to recognize and reward quality personal assistants (PAs) through an employee-of-the-month bonus plan. The article locates this program in the context of the organization's broader campaign to improve home and community-based care by organizing stakeholders to advocate for consumer empowerment and higher wages for PAs.
Obtain the Full Version
Available on the web:
www.ilru.org/ilnet/files/reading/ready.txt
Pagan, Joyce. (October 2002). Leap toward culture change. Contemporary Long Term Care.
Abstract:
This article describes how Mather Lifeways and the Mather Institute on Aging in Evanston, Illinois, collaborated with Life Services Network to develop a comprehensive workforce program called LEAP (the acronym stands for Learn, Empower, Achieve, Produce) which achieved reductions in CNA and nurse turnovers.
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 Illinois.
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.
Obtain the Full Version
Available at the National Clearinghouse on the Direct Care Workforce website:
http://www.directcareclearinghouse.org/download/Illinois.pdf
Hollinger-Smith, Linda. (May 2003). It takes a village to retain quality nursing staff. Nursing Homes Magazine.
Abstract:
Facing an approaching 'care gap,' or a lack of younger adults available to function as caregivers to the growing number of older adults, long-term care (LTC) administrators are challenged to develop and retain a quality LTC workforce. The Mather LifeWays LEAP training program, centered around the three R's of retention - relationships, respect, and recognition - is a comprehensive workforce initiative designed to help administrators educate, empower, and retain staff.
Obtain the Full Version
For ordering information, go to www.nursinghomesmagazine.com
Gretchen Kirby, Pavetti, LaDonna, Max, Jeffery, Gergory, Jesse. (March 2005). TANF recipients as potential long-term care workers: An assessment of the prospects in the District of Columbia, Illinois, Maryland and South Carolina. Mathmatica Policy Research, Inc.
Abstract:
This paper analyzes survey data from four states to determine the extent to which current TANF recipients potentially could fill some of the unmet demand for long-term care workers. The authors suggest that in the near future there will be a growing demand for long-term care workers, but there are several factors that will limit supply. Recommendations to meet the demand for long-term care workers include; design training programs that include individualized assistance with resolving the common barriers to employment (i.e. lack of child care, poor transportation), develop marketing campaigns that shed a positive light on long-term care jobs, and allow TANF recipients the flexibility of pursuing short-term training rather than immediately looking for employment.
Obtain the Full Version
Available at the National Clearinghouse on the Direct Care Workforce website:
http://www.directcareclearinghouse.org/download/TANF Recipients Potential LTC Workers.pdf
Epton, Jeff. (April 2003). Homecare in Illinois: A continuing crisis. Service Employees International Union (SEIU), Local 880.
Abstract:
This report documents Illinois homecare workers' low wages and lack of health insurance. The author argues that all stakeholders are negatively impacted by direct-care workforce's high turnover rates. The report offers the following proposals: a state budget that provides a living wage, health insurance, and cost of living increases for workers; a study to determine the cost of care; and creation of a task force to develop strategies for quality care.
Obtain the Full Version
Available on the web:
www.hcbs.org/files/102/5098/SEIULocal880handout1.pdf
Folkemer, Donna, and Barbara Coleman. (December 2006). Long-term care reform: Legislative efforts to shift care to the community. National Conference of State Legislatures (NCSL).
Abstract:
This policy brief focuses on state legislative initiatives -- particularly those using federal Systems Change grants -- aimed at long-term care reform. It describes state efforts to improve wages and benefits for direct-care workers, increase transition support, improve consumer-directed services, and provide more flexible financing systems for long-term care services. An appendix includes links to selected bills covered in the report.
Obtain the Full Version
Available on the web:
www.ncsl.org/programs/health/forum/longtermcarereform.htm
Service Employees International Union Local 880. (2007). The right care at the right price: Improving consumer choice by investing in health care & living wages for the home care workforce.
Abstract:
A report on the state of personal assistance services in Illinois identifies affordable health care and living wages as needing immediate action, noting that the state's home care aides average $13,000 a year, and 48 percent have no health insurance. It calls on the state to avert a long-term care crisis by investing in the home care workforce.
Obtain the Full Version
Available on the web:
www.seiu880.org/Admin/Assets/AssetContent/a5bd1563-0030-48f2-ad63-0f44bdea2b4d/546bfa9e-94e2-495f-9d30-54cc81f55e47/b0bd7664-53a8-48cc-8e2e-8a4296048b23/1/880%20WP%2011-07%20lr.pdf
Sauer, John. (Fall/Winter 2007/2008). Investing in DSPs: The Illinois DSP Workforce Initiative. Impact. Institute on Community Integration, Research and Training Center on Community Living.
Abstract:
This article describes the development and accomplishments of an initiative partnering the Illinois Council on Development Disabilities with individuals, families, university-based institutes, and service organizations. Accomplishments include: revised training using customized Realistic Job Previews and College of Direct Support content; participatory management techniques; mentoring programs; and the development and dissemination of new resources, including a workforce development plan and a toolkit for families on how to keep great direct support professionals.
Obtain the Full Version
This article, available for free, is part of a feature issue of Impact (pdf) focusing on direct support workforce development.
PHI. (July 2009). Illinois' direct-care workforce.
Abstract:
This fact sheet gives an overview of the direct-care workforce in Illinois. Using data from the Census Bureau's Current Population Survey, it shows that the number of direct-care jobs in Illinois is expected to increase 40 percent between the years 2006 and 2016. However, wages for direct-care workers have failed to keep pace with the median hourly wage for all jobs in the state. Direct-care workers in Illinois also receive inadequate health coverage.
Obtain the Full Version
Available at the National Clearinghouse on the Direct Care Workforce website:
http://www.directcareclearinghouse.org/download/PHI-StateFacts-IL.pdf
Powers, Elizabeth T. and Nicholas J. Powers. (March 2011). Should government subsidize caregiver wages? Some evidence on worker turnover and the cost of long-term care in group homes for persons with developmental disabilities. Journal of Disability Policy Studies. Hammill Institute on Disabilities.
Abstract:
This study examines the implications of a hypothetical public policy that would subsidize direct-care workers' wages. The report found that a small wage subsidy would have a modest effect on reducing worker turnover, which can lower state-reimbursed training costs. The authors recommend a wage pass-through policy to help reduce turnover among direct-care workers. The authors gathered their data from 200 Medicaid-funded Community Integrated Living Arrangements in Illinois.
Obtain the Full Version
This article is available for purchase at the Journal of Disability Policy Studies website.
Powers, Elizabeth T. and Nicholas J. Powers. (January 2010). Causes of caregiver turnover and the potential effectiveness of wage subsidies for solving the long-term care workforce 'crisis'. B.E. Journal of Economic Analysis & Policy. Berkeley Electronic Press.
Abstract:
This report uses statistical analysis to demonstrate that certain characteristics of long-term care settings correlate with high turnover. Specifically, the report finds that higher-need residents cause high turnover, while high wages tend to prevent it. The authors estimate that 25 to 30 percent wage increases can cut turnover rates by one-third. The authors drew their findings by surveying Medicaid group homes in Illinois that care for adults with developmental disabilities.
Obtain the Full Version
This article can be downloaded for free from the Berkeley Electronic Press website, following a free registration process.
Available on the web:
www.bepress.com/bejeap/vol10/iss1/art5/
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