High Turnover

The survey issued to the residents had 25 individual responses. When residents were asked if the quality of care was inconsistent, 28% said yes, 48% said sometimes, and 24% said no, as shown in Figure 1. When asked if they were stress out or upset with the inconsistent care 4 of the resident said no, 9 of the residents said sometimes, and 12 of the residents said no. When the residents were asked from their experience if employees were leaving this organization frequently, 80% said yes and 20% said no, as shown in Figure 2. A fourth of the residents say they get the emotional care they need. Blank-Blank percent say that CNAs spend the time with them that they need while blank-blank percent say the care they receive is rushed. About 60% of the residents said that care providers seemed stressed and always on their

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

One of the aims of the Patient Protection and Affordable Care Act (ACA) of 2010 is improved integration and coordination of services for primary patient care. The patient-centered medical home (PCMH) is one of the approaches by which improvements can be established. The patient-centered medical home model is particularly well-suited for people who have chronic illness. The design of the patient-centered medical home model departs substantively from traditional reimbursement policies, in that, the ACA provides for incentives and resources to enable care coordinators to be directly recognized and compensated for their care coordination work. Care coordinators are most often registered nurses who through their work that aligns with ACA engage in quality improvement work, cost-effectiveness measures, and patient advocacy. To bring the ACA model to a human scale, the authors present a case study of a care coordinator at a patient-centered medical home in rural Maine. The table provided below provides a basic textual analysis of the study as it is published in the professional nursing journal.

Recent changes in health insurance coverage and the changing face of the patient population have converged to create a unique healthcare marketplace, rife with opportunities not only for patients but for providers as well. With the passing of the Affordable Health Care Act, 32 million Americans who previously could not afford health care insurance coverage became eligible to purchase affordable healthcare. These patients, therefore, will be able to receive services they have perhaps needed but were previously unable to afford. (Furlow, 2012) The American population includes 75.4 million Baby Boomers, who will be enjoying the retirement years but will be managing chronic health conditions such as COPD, heart disease, and diabetes. (American Hospital Association, 2007) While this increased patient population seeking healthcare services is causing concern for a problematic shortage of physicians, (Raines, 2014) it also heralds new and exciting solutions which include opening doors for midlevel providers, such as Nurse Practitioners and Physician’s Assistants, to succeed as primary healthcare providers in the world of a rapidly changing healthcare system.

It is essential, in order to provide a good quality of service and ensure best practise, that managers and their staff receive the relevant & regular mandatory training and updates. This training should be identified at the annual appraisal and then reviewed at supervision where positive/negative feedback can be given as appropriate to show how any training received is incorporated into the job role whereby improving knowledge skills and best practise. In addition to this, all new and unqualified staff must complete induction training to Skills for Care specification within six weeks of appointment. The learning achieved

“High rates of staff turnover in nursing homes is not a recent phenomenon. As far back as the mid-1970s studies have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurse’s aides (CNAs) ranging between 55% and 75%” (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term care facilities (LTC) have staffing issues related to the high turnover of licensed staff. The effect can have a heavy financial burden and also affect the care given to residents. Many ask the question why is it hard to attract and keep nurses at a long term facility. The International

Before hospitalists were introduced into healthcare, the primary care physician provided care for patients in the office, hospital, and, when necessary, the skilled nursing facility (Blount Senior Care Partners, 2014). “Even though the patient’s clinical circumstances were changing, a caring advocate with full knowledge of the individual 's needs and goals could smoothly transition the care of the patient” (Blount Senior Care Partners, 2014). Much has changed in the healthcare field, leaving behind a fragmented system for the vulnerable geriatric population. Blount Senior Care Partners aims to recreate this level of continuity for the patients and families in Blount County and the surrounding area (Blount Senior Care Partners, 2014).

Sampling methods and data collection were clear. The sample is thoroughly described, as well as the researchers approach and why the purposive and snowball sampling method was appropriate for the ethnographic study. Milburn (2017) referenced sources to validate why these methods were appropriate. If the researcher fails to adequately describe the sample, it can lead to questioning if the strategy can be applied to clinical practice (Polit & Beck, 2017). The data collection and analysis were described, with the process for each. Important points were made to show the credibility of the study. The points made by Milburn (2017), such as consent was obtained, the study being approved by the Education/Nursing Research Board for ethical consideration, and an expert qualitative researcher overseeing two research assistants, all exemplified the quality of the study. Milburn

Sample consisted of NPs with certification in adult, family, gerontology, pediatrics or women’s health and was practicing in a primary care setting in New York State.

Low retention rates within the field of direct care in long-term facilities, is a prevalent issues. It not only affects the employees within those positions but it also affects the clients served, their families and the community (Stone, 2004). Therefore, the purpose of this research was to examine the thoughts and attitudes of those employed as Direct Care staff within the long-term care facility, Bancroft. More specifically, the research was conducted to (1) examine the direct and indirect costs of the high turnover rates, (2) assess why direct care works stay with Bancroft, and (3) determine the strategies that can be taken to increase retention rates. In order to conduct this study, the researcher had to conduct a thorough literature review

Instead of providing the care they thought they would be providing, they were reigning in members to a program with the promise of improved health while they felt their own health was being neglected or jeopardized due to added stress, no time for breaks or guaranteed family time. Corporate compliance was called anonymously with complaints of working conditions and a state wide meeting was held with the RN case managers to gather information. Staff was assured that their concerns were being heard and efforts would be made to improve the current state of affairs.

Westview Health Center is a public health service connected to the rural and suburban Alberta Health Services sector. Currently the home care program coordinates their health care aides (HCA) under what has been deemed a “fragmented” approach. As of now, the managers seek to obtain more information about other models of supervision. Due to this request, a literature review of evidence-based articles and documents was conducted. This then resulted in the search for models that best adhered to the values of the home care program and Alberta Health Services. These values include a patient focused and quality system, compassion, accountability, respect, excellence and safety (Alberta Health Services, 2017). A report was created that summarized

With the expected growth in the allied health sector in the coming years due to increased patient care demands, healthcare organizations in the United State will need to take steps to maintain a high quality of care. These steps will include ways to ensure that well trained staff are hired, adequate new staff on the job training and orientation, continuous review of policies for improvements in safety, care, risk management and quality assurance. In addition to focusing on the integration of the incoming allied health personnel, healthcare organizations are expected to review how care is currently provided, and find new ways to provide care and meet the great increase in demand for care.

Direct care workers, nurse aides, home health aides, and personal and home care aides they are all the same but are named differently. They are the primary providers of paid hands on care for more than 13 million elderly and disabled Americans. Although direct care workers constitute one of the largest and fastest-growing sectors of the workforce, there is a shortage of these workers in every community throughout the United States. The Patient Protection and Affordable Care Act strengthens the investment in direct care work by authorizing several new initiatives aimed at improving the quality of direct care jobs, workforce development, and long-term care. Today’s direct care workers must have the strength to care

Moreover, other researchers in the same realm of investigation would have a vested interest in the strategies and processes needed to retain health services employees across the market place. Because there existed a number of factor contributing to employee intent to leave and/or rention, civil service mangers would be interested in the outcome of such research (Battaglio & French, 2016). Likewise, those in academia would have a great deal of interst in the outcomes of this study as they continue to understand and apply the same analysis