Literature Review

Gentiva leaning into staff development, advanced illness management business Hospice News; by Jim Parker; 9/23/24 Gentiva in 2024 and 2025 is laser-focused on staff retention and building out its palliative care platform Empatia. ... Gentiva, among other initiatives, is investing in staff education to help develop clearer career paths, stave off burnout and boost retention, according to Chief Clinical Officer Jacqueline Lopez-Devine. “Education is very, very important to the concept of staff retention — taking newer staff that walk into the industry. We have thoughtful training programs that teach them even the concept of work-life balance, professional balance,” Lopez-Devine told Hospice News. “It’s really important that, as organizations, we teach our team members those concepts of joy in work, taking care of self and professional boundaries. That’s what’s going to make us different in some of these other health care industries that maybe don’t take the time.” ... Gentiva is a portfolio company of the private equity firm Clayton, Dubilier & Rice (CDR). The Atlanta-based provider emerged from the former hospice and personal care segments of Kindred at Home. CDR in 2022 purchased a 60% stake from the insurance mammoth Humana, Inc., for $2.8 billion. The firm later rebranded the hospice provider as Gentiva.

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.”

Homecare Homebase opens nominations for 2024 Home Care Aide Scholarship Program PRNewswire-PRWeb; 7/23/24 Homecare Homebase (HCHB) ... and the National Association for Home Care & Hospice (NAHC) are proud to announce the opening of nominations for the 2024 Home Care Aide Scholarship Program. This annual program awards $1,000 scholarships to 15 deserving home care aides across the country, recognizing their dedication to providing exceptional care and supporting their professional development. The scholarship program helps address the growing need for aides in the home care workforce, enabling these essential workers to pursue further education and advance their careers. ... Nominations for the 2024 Home Care Aide Scholarship Program are now open and will be accepted through September 30th, 2024.

From nurse to CEO: 2 executives reflect on their paths to the top Becker's Hospital Review - Leadership & Management; by Erica Carbajal; 6/25/24 Throughout their careers, Laureen Driscoll, MSN, RN, and Kathy Tussey, DNP, RN, remained open to change and said yes more often than no, even to opportunities about which they were skeptical or knew would be a challenge. Today, Ms. Driscoll is chief executive of Providence's South Division, which spans 17 hospitals in Northern and Southern California, and Dr. Tussey is CEO of Harrison Memorial Hospital in Cynthiana, Ky. Neither envisioned pursuing a path to the top role when they began their healthcare careers as bedside nurses. ... Hospital and health system CEOs with a background in nursing appear to be few and far between, though the true proportion of nurse CEOs in healthcare is unclear due to a lack of data. Becker's recently caught up with Ms. Driscoll and Dr. Tussey to learn more about their career trajectories and their top pieces of advice for other nurses eyeing a path to the helm. 

The value of a DNP degree: Translating your knowledge into nursing practice Delaware State Nurses Association; by Karen L. Pickard, DNP, RN, CNE, NEA-BC; 6/13/24The Doctor of Nursing Practice (DNP) degree has gained traction in the United States over the last twenty-two years. Nurses who specialized in clinical practice and held an advanced practice license supported the development of the DNP degree as an alternative to a terminal degree specialized in research science and academia, the Ph.D. ... Having a broader perspective related to the business of healthcare while understanding the clinical challenges nurses face at the bedside gives a DNP-prepared nurse opportunities to present information and solutions through a different lens. Opportunities on boards, advisory committees, and professional organizations have become vast, ...Editorial Note: Does your organization have DNP professionals whose skills you are under-utilizing? Do you have talented, motivated nurses who would benefit from a DNP career ladder plan? Share this article. What career ladder options and support do your Human Resources systems provide?

Hospital staffing shortages draws hundreds to California rally AFSCME, American Federation of State, County & Municipal Employees; by UNANC/UHCP and AFSCME International Staff; 5/21/24 SACRAMENTO, Calif. – More than 400 health care union members went to the California state Capitol during National Nurses Week this month to appeal to the state’s elected leaders to fix the nursing education backlog and hospital staffing issues that affect patient care. ... Rally participants pressed lawmakers to make health care education and training programs more accessible so students remain in their California communities for their health care careers. They also appealed to lawmakers to empower health care professionals to enforce safe staffing standards in the state’s hospitals.Editor's Note: Pair this article with others in today's issue, in our "Education" section.

Let us never consider ourselves finished nurses ... we must be learning all of our lives. - Florence Nightingale, 1820-1910Editor's Note: Executive leaders, what ongoing learning do you provide for your nurses? Do you simply give directives (which are important) or do you also foster the individual's curiosity, confidence, and increased competence? Whatever your hospice and palliative role, discipline, and education, may we ALL be learning, all of our lives. Celebrating National Nurses Week, May 6-12, 2024

Curricular reform in serious illness communication and palliative care: Using medical students' voices to guide change  Academic Medicine: Journal of the Association of American Medical Colleges; by Jennifer A Reidy, Kate Brizzi, Stephanie H Chan, Hollis Day, Scott K Epstein, Melissa Fischer, Priya S Garg, Anna Gosline, Carolina Jaramillo, Emma Livne, Suzanne Mitchell, Sarah Morgan, Molly W Olmsted, Patricia Stebbins, Isabella Stumpf, Tamara Vesel, Irene M Yeh, Megan E Young, Roberta E Goldman; 5/1/24 Purpose: To gather and leverage the voices of students to drive creation of required, integrated palliative care curricula within undergraduate medical education in Massachusetts, which is lacking in a majority of U.S. medical schools. Conclusions: This study confirms long-standing themes on students' experiences with SIC and palliative care topics, including feeling inadequately prepared to care for seriously ill patients as future physicians. Our study collected students' perspectives as actionable data to develop recommendations for curricular change.

Health Talk: Getting into a health care career The Barre Montpelier Times Argus Online, by Peg Bolgioni; 4/13/24According to the American Hospital Association, there will be a shortage of up to 3.2 million health care workers by 2026. America will face a shortage of up to 124,000 physicians by 2033 and will need to hire at least 200,000 nurses per year to meet increased demand, and to replace retiring nurses. ... The mission of Southern Vermont Area Health Education Center is to enhance community efforts to grow and sustain the health workforce in southern Vermont. One of the ways we do this is by delivering pathway programs that connect students to health careers. [Click the title's link to read about this event.]Editor's Note: How might your organization create similar career engagement and education in your community? 

EverHeart Hospice shares career paths Daily Advocate; 4/9/24 EverHeart Hospice was honored to have the opportunity again this year to share the wide variety of career paths within their organization at the annual Impact Stem2D Conference. The event is a one-day interactive event offered to empower young women in Darke County Schools and aims to encourage them to explore careers in STEM. ... Team members from EverHeart Hospice ... explained to the group what hospice is and the types of careers available within the organization: ... nurses and aides, ... HR, business development, finance, IT, bereavement, social work and music therapy to make the organization successful.

20 states facing acute nursing shortages Becker's Hospital Review, by Kelly Gooch; 3/25/24 ... On March 1, Medical Solutions, a healthcare staffing company, released the 20 states where nurses are needed the most based on the most current nurse-to-state population ratios and projected need by 2030. Ratios in the report were from Census and Bureau of Labor Statistics data published in NurseJournal. Projected need by 2030 is from Projections Central, a site sponsored by the Labor Department. Here are the 20 states where nurses are needed the most, per the Medical Solutions article: ... 

USF Health College of Nursing launches new Hospice and Palliative Care Graduate Certificate Program for nurses USF Health - University of South Florida; 3/25/24In response to the increasing need for skilled professionals in end-of-life care, USF Health College of Nursing has launched a graduate certificate program in Hospice and Palliative Care. This program will equip registered nurses with the education, training, and clinical hours required to take the Certified Hospice and Palliative Nurse (CHPN®) exam. The USF Health College of Nursing Hospice and Palliative Care Certificate is an online training program consisting of six courses taken over three semesters.