Workforce Solutions for Aging Services Careers Co-sponsored Webinars with Adam Suomala Vice President, Strategic Affiliations Workforce Solutions for Aging Services Careers Scanning our Environment March, 2015 1
WORKFORCE! The Caregiver Dilemma 1/2 ½ as many as many caregivers caregivers will be will be available available in in 2050 2050 Ratio of Potential Caregivers to Those Needing Care 1 1. Ratio of # people in most common caregiving age ( 45-64 ) to those at most risk for needing care (80+) Source: AARP PPI The aging of the baby boom and the growing care gap: A look at future declines in the availability of family caregivers How would you rate staff morale across your organization? 70% 60% 50% 63% 60% 56% 40% 30% 20% 10% 7% 4% 4% 31% 26% 20% 10% 10% 9% 0% Very Good/undiminished Challenged but mostly good Beginning to Erode 2012 2013 2014 More Negative than Positive Source: Fall District Meetings, 2014 March, 2015 2
By the Numbers 2,593 Open nursing and nursing assistant positions in Minnesota care centers Source: Long Term Care Imperative 2015 Legislative Survey Open Positions in Minnesota Care Centers Continue to Grow 1,000 More Jobs in Just a Year 3,000 2,500 2,000 1,500 1,000 500 0 Demand Now At Almost 2,600 421 431 229 302 1741 1155 R.N. L.P.N. N.A.R. Total 2593 1686 2009 2010 2011 2012 2013 2014 Source: Long Term Care Imperative 2015 Legislative Survey Minnesota s Average Care Center Wants to Hire 7+ More Caregivers That Is 2.5+ More Open Positions Than Last Year 8 7 7 6 5 4 3 2 1 0 1 1 1 1 R.N. L.P.N. N.A.R. Total 2009 2010 2011 2012 2013 2014 3 5 5 Source: Long Term Care Imperative 2015 Legislative Survey March, 2015 3
20% Care Center RN Vacancy Rate Highest in Metro Area in 2014 15% 13.8% 11.3% 13.0% 9.7% 11.2% 12.7% 12.1% 10% 7.8% 5% 0% Twin Cities Metro Northeast Northwest East Central West Central Southeast Southwest Statewide Source: Long Term Care Imperative 2015 Legislative Survey Care Center LPN Vacancy Rate Highest in Northeast in 2014 25% 20% 15% 10% 14.4% 19.9% 9.5% 11.2% 13.7% 10.1% 8.8% 12.0% 5% 0% Twin Cities Metro Northeast Northwest East Central West Central Southeast Southwest Statewide Source: Long Term Care Imperative 2015 Legislative Survey 20% 15% Care Center NAR Vacancy Rate Highest in Northeast in 2014 15.0% 17.1% 14.2% 14.4% 14.2% 13.6% 12.5% 14.4% 10% 5% 0% Twin Cities Metro Northeast Northwest East Central West Central Southeast Southwest Statewide Source: Long Term Care Imperative 2015 Legislative Survey March, 2015 4
Which positions are you finding it most difficult to recruit? 70% 60% 66% 58% 57% 50% 40% 30% 20% 10% 0% 19% 14% 16% 12% 13% 10% 3% 5% 5% 4% 3% 0% RN LPN NAR Therapy Other 2012 2013 2014 Source: Fall District Meetings, 2014 100% Care Center RN Turnover Rate Increases Dramatically in 2014 Highest in West Central and Southeast Regions 80% 60% 40% 30.8% 46.1% 70.3% 56.0% 63.9% 60.1% 51.7% 44.8% 47.3% 34.3% 31.8% 26.4% 47.2% 37.9% 31.2% 26.8% 20% 0% Twin Cities Northeast Northwest East Central West Central Southeast Southwest Statewide Metro 2013 2014 Source: Long Term Care Imperative 2015 Legislative Survey 80% 70% 60% 50% 40% New Nurses Start With Us But Don t Stay 51% 37% 60% 76% 30% 20% 10% 12% 23% 17% 11% 13% 0% At Graduation Six Months After 18 Months After Ambulatory Care Centers Hospitals Source: Registered Nurses with Bachelor Degrees, Minnesota Employment Review January 2014 March, 2015 5
The Wage Gap Senior Living Workers Underpaid in the Marketplace RN LPN $24.72 $26.47 $18.41 $20.55 $18.29 Gap=$17.94 per hour or $37,315 per year $42.66 Gap=$16.19 per hour or $33,675 per year Gap=$2.14 per hour or $4,451 per year Gap=$2.26 per hour or $4,700 per year NAR $12.17 $11.88 $18.23 Gap=$6.06 per hour or $12,604 per year Gap=$6.35 per hour or $13,208 per year $- $10 $20 $30 $40 $50 Care Center Hospital Home Care Sources: 2013 LTC Imperative Salary Survey and 2013 MN Health Care Cost Information Service Hospital Salary Data 100% Care Center Direct Care Staff Turnover Rate Over 50% in 2014 Highest in Northeast Region 80% 60% 40% 69.4% 56.3% 41.0% 38.3% 76.2% 60.9% 67.9% 58.0% 62.9% 56.6% 52.6% 49.9% 48.7% 35.9% 50.9% 49.0% 20% 0% Twin Cities Northeast Northwest East Central West Central Southeast Southwest Statewide Metro 2013 2014 Source: Long Term Care Imperative 2015 Legislative Survey Have you suspended admissions in the past three months due to staff shortages? 90% 80% 70% 60% 85% 81% 71% 50% 40% 30% 20% 14% 18% 29% 10% 0% YES 2012 2013 2014 NO Source: Fall District Meetings, 2014 March, 2015 6
Without Essential Staff in 2014 1,500+ Admissions Were Denied As available caregivers decline so does access 45% of care centers now report suspending admissions due to staff Source: Long Term Care Imperative 2015 Legislative Survey 10% Staff Vacancy Rates in Minnesota Senior Housing Increased Dramatically in 2014 9.3% 8% 6% 4% 2% 2.4% 2.4% 6.2% 4.9% 7.3% 2013 2014 0% RN LPN Home Care Aides Source: Long Term Care Imperative 2015 Legislative Survey 40% 35% 30% 25% 20% 15% 10% 5% 0% Staff Turnover in Minnesota Senior Housing Increased Significantly in 2014 15.8% 25.2% 13.2% 18.2% 27.2% 35.4% RN LPN Home Care Aides 2013 2014 Source: Long Term Care Imperative 2015 Legislative Survey March, 2015 7
Challenges Aging Population Local Economies Workforce Shortage Workforce Training Workforce Compensation Working Conditions Models of Care Knowing is not enough; we must apply. Willing is not enough; we must do. - Goethe March, 2015 8
POLICY SOLUTIONS #1 2015 Session Priorities Address Shortage in Professional Caregivers Reform Care Center Reimbursement System Secure Funding for Home and Community- Based Services Investments in Caregivers Goals Provide livable wage Create career pathways Level playing field March, 2015 9
Multi-Faceted Approach Grants Seek grant funding to promote careers Establish new program to help cover training costs for caregivers in HCBS settings Scholarships Enhance Minnesota Nursing Facility Scholarship Program to cover additional training needs of caregivers. Targeted Funding Workforce Centers Seek funding to identify high potential candidates for caregiving careers and recruitment of caregivers. Apprenticeships Secure state support to elevate, promote and fund apprenticeship programs in older adult services. www.faceagingmn.org Source: http://faceagingmn.org/ When Staff Can t Afford to Work More. March, 2015 10
RECOGNITION STRATEGIES #2 March, 2015 11
BUSINESS PARTNERS #3 Team Member Discounts Source: http://www.valuefirstonline.com/mn Business Partner Solutions March, 2015 12
Business Partner Solutions INSURANCE SOLUTIONS #4 March, 2015 13
HEALTHY WORKPLACE #5 A healthy work organization is one whose culture, climate and organizational practices create an environment which promotes employee mental and physical health, as well as productivity and organizational effectiveness. - L.R. Murphy March, 2015 14
Healthy Workplaces Team member meals Day care services Ergonomic assessments Flexibility Healthy Workplaces Staff Satisfaction Survey with action plans March, 2015 15
CAREER INVESTMENTS #6 Team Member Development Team Member Development 39 th Annual MGS Conference Friday, April 24, 2015 March, 2015 16
www.healthsupportspecialist.org Elevating Caregiving Careers. Building a Stronger Workforce. Transforming the Way We Serve. March, 2015 17
GOALS A NEW CAREER A person-directed living catalyst Built upon lessons from pioneers Designed around a model of home THE CHANGE WE SEEK Increase ability to recruit, retain and inspire talent Reduce costly turnover Increase satisfaction and outcomes THE BASICS COLLEGE CLASSES 7 online courses (9 credits/145 hours) REGISTERED APPRENTICESHIP 2,500 hours of on-the-job training ELIGIBILITY 18 years or older High school diploma or GED Nursing Assistant, Registered Support from employer CLASSES March, 2015 18
INVESTMENTS WHAT TO BUDGET $1,710 tuition cost ($190 per credit) $20 application fee to college All expenses are reimbursable through the DHS Nursing Facility Employee Scholarship Program WAGES Identify community-specific Wage Matrix Starting wage, journey worker wage and at least one step Technical assistance is available from the Dept. of Labor THE HSS TEAM COMPREHENSIVE SUPPORT HSS Coordinator Manual Customized Implantation Plan Learning Labs and Network NEXT STEPS Leadership Team Meeting Online Community Evaluation Site Visit with Transformation Coach and Department of Labor (optional) Sign Standards of Apprenticeship Register Apprentices March, 2015 19
WORKFORCE PARTNERSHIPS #7 I challenge us to have a LeadingAge Minnesota member on every Workforce Council by the next Annual Meeting. - Shirley Barnes CEO, Crest View Senior Communities Chair, Anoka County Workforce Council March, 2015 20
Nursing Clinical Survey Feb. 20, 2015 www.healthforceminnesota.org Purpose of Survey To learn about the experiences care centers have with providing clinical experiences to nursing students around the state www.healthforceminnesota.org March, 2015 21
70 Responses: 40 currently hosting clinicals; 27 were not (6 of those had in the past) Once/year 14 Twice/year 10 3-4 times/year 10 1-4 students/class 5 5-10 students/class 10 11+ students/class 8 LPN clinicals 9 RN clinicals 6 BSN clinicals 1 Internship/preceptorship 2 Benefits: Exposes students to Long Term Care 26 Recruitment Strategy 17 Current staff enjoys teaching role, gets new ideas Residents enjoy more 1:1 attention 15 8 www.healthforceminnesota.org Clinical Experiences Best Practices for Schools and Programs Source: www.nursing.umn.edu /Assets/modules/geriatrics-site/ index.php Shared Staffing Models? Sign-on Bonus? March, 2015 22
WORKFORCE FUNDING #8 Scholarships++ Nursing Facility Scholarship Program Nursing Loan Forgiveness Program Summer Health Care Internship Program If you had between $50,000 and $500,000+ to test a workforce strategy, what might you try? March, 2015 23
Key Themes Better Jobs Staff training Staff supports Service Delivery Changes Health Support Specialist Innovative, flexible, changing the model Pipeline Enhancements Youth engagement (K-12, career campaigns) Volunteerism VOLUNTEER INITIATIVES #9 A Culture of Volunteerism Volunteer Directors? Who are your target markets? Retired staff (mentors, trainers, coaches) Retirees generally! Faith communities High schools Colleges March, 2015 24
RECRUITMENT STRATEGIES #10 Effective Outreach Strategies Expanding our marketplace Be opportunistic Former family caregivers, retirees People creation i.e. immigrants Marketing tailored to demographics Fostering friend/family referrals Increased, dedicated recruitment efforts Metrics/tracking Simon Sinek s Golden Circle March, 2015 25
ASSOCIATION ACTIVITY What is the most effective workforce development strategy/partnership you ve seen implemented? What were the results? Retention is key Key Themes Bold new thinking is needed We re part of something big here Partnerships matter Early connections with education will be essential! We need a blend of short-term and long-range efforts March, 2015 26
Specifically, what does short-term and long-term help with workforce challenges look like? SHORT-TERM: Key Themes Career promotion activities, a changed narrative/marketing message, tools, data LONG-TERM: Healthy workplace practices, new job descriptions, education partnerships and partnerships for pipeline development 2015 Workforce Priorities Secure Workforce Legislative Package Launch Workforce Awareness Campaign Expand Leadership Development Activity Research and Utilize Workforce Data Enhance Resources/Technical Assistance Research and Demonstration Grants March, 2015 27
Workforce Conference March, 2015 28
THANK YOU Adam Suomala asuomala@leadingagemn.org 651.603.3530 www.leadingagemn.org March, 2015 29