Literature Review

Employer educational assistance programs can help long-term care workers pay off student loansMcKnight's Senior Living; by John Roszkowski; 9/3/24Employer-based educational programs still can be used to help pay off worker students’ loans through the end of next year, potentially enabling long-term care employers to provide relief to their workers who are struggling to pay off such debt. The IRS issued a reminder last week that employers who offer educational assistance programs also can use them to help pay for their employees’ student loan obligations through Dec. 31, 2025. Although educational assistance programs have been available to employees for many years to help them pay for tuition, books, supplies and other educational expenses, the option to use them to help workers pay off student loans has only been available for payments made after March 27, 2000, according to the IRS. The student loan provision will expire at the end of 2025. The student loan payment initiative may be one way for senior living, nursing home, home care and hospice employers to attract and retain employees, many of whom may be trying to pay off student loans.Publisher's note: Some hospices offer employer-based educational programs - does yours?

This was the year advanced practice nurses thought they’d get full practice authority in NC. They were wrong.NC Health News - NC Board of Nursing; by TwumasiD-Mensah; 8/29/24 Every so often, Megan Conner, a nurse anesthetist in Greenville said she sees a patient who’s driven for hours to come for a screening colonoscopy but who instead has to be sent to the emergency department. ... It frustrates Conner that so many patients, who have to travel sometimes hours for care in eastern North Carolina, end up not getting it because of common ailments they can’t get treated closer to home.That’s why Conner is a big believer in the Safe, Accessible, Value-directed and Excellent Health Care Act (SAVE Act), which would give advanced practice registered nurses (APRNs) like her full practice authority. She argues the data show that more nurse practitioners would provide primary care in rural North Carolina if the state would give them autonomy to practice, bringing care to small burgs that often go without. And now, the demands for care are being driven by hundreds of thousands of patients newly eligible for care because of Medicaid expansion. Along with a growing number of lawmakers who believe the legislation is overdue, advanced practice nurses thought this would be the year that the SAVE Act finally passed. They were wrong. [Click on the title's link to continue reading.]

CareXM and Enhabit increase clinician capacity by 250% using virtual visits amid staffing shortages GlobeNewswire; by CareXM; 8/27/24 CareXM ... is proud to announce  some of the exciting results with Enhabit in their quick connect Virtual Visits platform. ... “We saw an increase in clinician capacity, allowing us to do more with less,” says Vice President of Care Management Shelley Baker of Enhabit, which provides care annually to 228,000 patients. “Completing visits virtually, when appropriate, has freed up our clinicians to better manage their schedules so they can be with patients who need hands-on care.” "While virtual visits do not replace the need for in-home visits, they do offer the ability to connect with patients more frequently, supplementing the visits that do need to be in-person,” said Si Luo, CEO at CareXM, “We see a growing need not just for visit utilization but for visit prioritization- let’s save our field nurses for those visits that truly do need to be in-person. ..."

Sophisticated caregiver training remains an underutilized retention, ROI tool Home Health Care News; by Audrie Martin; 8/22/24 ... [Only] 43.8% of home-based care staff and 55% of home health and hospice staff feel prepared to care for new clients, according to the 2024 Activated Insights Benchmarking Report. As a possible result, the annual care staff turnover rate has climbed 14% in the last two years to almost 80%. Organizations demonstrating a commitment to continuing education improve employee satisfaction by allowing caregivers to hone their skills and grow in their careers. Investing in employees’ long-term success will impart a sense of purpose and possibility within a role known for turnover and burnout. “The average home-based care provider offers five hours of orientation and eight hours of ongoing training,” the report read. “Those who offer at least eight orientation hours and 12 hours of ongoing training see an increase of $1,103,291 in revenue. However, while establishing a clear path is one of the top strategies to retaining long-term employees, only 39% of providers have one.”

Molina Healthcare of Ohio donates $125,000 to address shortage of home care and hospice nurses Business Wire; by Ben Jackey; 8/21/24 Molina Healthcare of Ohio ("Molina") awarded a $125,000 grant to the Center for Community Based Care (CCBC), the nonprofit foundation arm of the Ohio Council for Home Care & Hospice (OCHCH). The investment will fund efforts to address the shortage of nurses in home care and hospice settings and support a new hotline aiding Ohioans managing serious illnesses from home. ... "Molina believes all individuals should have access to high-quality care and our support of CCBC will help create greater capacity for Ohioans to receive care from home," said Ami Cole, plan president for Molina Healthcare of Ohio. "CCBC is reducing gaps in health equity and we are proud to invest in their work."

Future trends in aged care careers Intelligent Living; by Jennifer Barns; 8/21/24Medical advances have increased the average life expectancy. By 2050, older people—or those above 60 years—are expected to comprise 22% of the global population, almost twice compared to 2015, according to the World Health Organization. As the population ages, the demand for skilled professionals in the aged care sector is also going through the roof. ... Editor's Note: This article provides statistics and user-friendly language that might be helpful for your employee recruitment strategies.

A friend until the end: The impact of hospice volunteers Parkview Health, Fort Wayne, IN; 8/16/24 The presence of a hospice volunteer offers a unique form of support that complements the effots of a care team consisting of physicians, nurses, social workers and chaplains. While these specialists focus on a patient's physical, logistical and spiritual needs, volunteers contribute the element companionship during an emotionally difficult time. Jane Sandor, retired schoolteacher and principal, and Sally Stuckway, former executive director of a medical practice in Lafayette, IN, share how their personal experiences with hospice care shaped their desire to give back.

How Texas healthcare facilities can prepare for new workplace violence prevention standards for healthcare workers JW News; by Jeffrey H. Frost; 8/14/24 ... On May 15, 2023, Governor Abbott signed SB 240, relating to workplace violence prevention in certain healthcare facilities. ... Texas healthcare facilities must meet Chapter 331 workplace violence prevention requirements by September 1, 2024. ... Covered facilities [which includes hospice] must establish a workplace violence prevention committee, prevention plan, and policy. ... At a minimum, the prevention plan must: (i) be tailored to the practice setting; (ii) define “workplace violence”; (iii) provide for annual training; (iv) review physical security and safety; (v) create a reporting system; and (vi) adjust the care assignments (if possible) of employees and providers who have been assaulted or threatened. Editor's Note: For non-Texas hospice and palliative providers, what Workplace Violence Prevention Plan do you have in place, or not? This article provides excellent information and action plans for you to use.

15 Employee engagement examples to inspire you in 2024 Academy to Innovate HR (AIHR); by Andrea Boatman; 8/14/24 Employers should heed Apple’s former Senior VP Angela Ahrendts’ words: “Everyone talks about building a relationship with your customer. I think you build one with your employees first.” But how can HR help foster this relationship? ... Incorporate the examples in this article into your company’s employee engagement plan for positive long-term results. ...

Age bias declines in the workplace, but work remains McKnights Senior Living; by Lois A. Bowers; 8/12/24 Some good news, according to the results of a recent survey by the Age-Friendly Institute, is that it appears that fewer Americans aged 50 or more years believe that “age bias is a fact of life in the workplace” compared with 15 years ago, according to the institute. The organization has been conducting research involving a nationally representative sample of this age group for more than a decade, and the percentage of people answering yes about the existence of age bias at work has decreased over time, going from 96% in 2009 to 83% in 2019 to 65% in 2024. ... But the decrease doesn’t mean there isn’t work to do. “In a society that is increasingly focused on equality and inclusivity, ageism lurks in the shadows,” the institute notes.

How Olympic success can offer leadership lessons The CEO Magazine; by Craig Johns; 8/12/24 As the Paris 2024 Olympic Games wrap up, the extraordinary performances of athletes offer valuable insights into leadership. High performance in both arenas hinges on precision, focus and constant improvement – lessons that can transform leadership strategies and drive success. ... 

Want more effective hospice nurses? Overhaul your onboardingMcKnight's Home Care; by Raianne Melton; 7/18/24The benefits of a comprehensive onboarding program are undeniable. Companies that prioritize onboarding see a median revenue increase of 49% per employee compared to those that don’t. Employees who undergo a successful onboarding process are 69% more likely to remain with a company for three years or more.