Staff and facility administrator retention has been challenging for long-term care facilities

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The outbreak has drawn attention to an issue that residents of nursing homes, their families and those who work in nursing homes have known for a long time. Recruiting and retaining both nursing home staff who provide the personal care residents need and administrators who set the workplace environment are major challenges in nursing homes.

Regenstrief Center and Indiana University School of Medicine researchers, Jennifer L. Carnahan, MD, MPH, and Kathleen Unroe, MD, MHA, added that the development of nursing home staff and leadership are related to improving the quality of residential care-from-the-site. treatment or post-hospital care for complex medical issues to help with daily care needs such as eating and bathing. Their editors are published in Journal of the American Geriatrics Society.

An ongoing trusting relationship with nursing home staff allows residents to enjoy this take care of yourself they require and enable the care provider to work hard to know and interact skillfully with residents as individuals rather than focusing solely on tasks.

Employee turnover affects families and residents. Family members rely on caregivers to keep them abreast of changes that usually only someone in close daily contact with a nursing home resident can see. These can be subtle mood changes, loss of interest in previously enjoyable activities or an inability to do work that they previously had no problem with.

“Doctors too nurses obviously they are important, but it should be recognized that frontline nurses provide 90 percent of care so they are important to create a long-term care plan,” said Dr. Unroe. “Everyone believe that we have recruitment and retention. problem. We need to create incentives to attract and retain people in this workforce who enjoy working with them. big bigand are well trained, especially in the needs of people with dementia.”

Dr. Unroe, a geriatrician, and past chair of the American Geriatrics Society’s public policy committee, currently serves as a member of the Centers for Medicare & Medicaid Services (CMS) Five Star Rating System. The online tool provides more than 100 quality metrics into five categories: mortality, safety of care, hospital readmissions, patient experience and timely care. These standards allow seniors, their families, social activities and others to evaluate and compare the quality of care provided to residents.

“We need to prioritize care and support for staff so they can provide hands-on care local residents The need,” said editorial writer Dr. Carnahan. “Given the importance of continuing to improve the quality of care for this vulnerable population and the lack of current solutions to improve staffing and recruitment and leadership, researchers , in collaboration with nursing home staff. , must lead the way to continually test effective and innovative strategies to attract and retain talented employees and leaders.”

Creating a value-added tool avoids avoidable hospitalizations for nursing home residents with nursing home EHR data

Additional information:
Jennifer L. Carnahan et al, Prioritizing nursing staff and leadership equity to improve quality, Journal of the American Geriatrics Society (2022). DOI: 10.1111/jgs.17938

Its availability
Regenstrief Institute

hint: staff and administrator retention remains a challenge for long-term care facilities (2022, August 4) retrieved August 4, 2022 from -facility-administrator-retention-long-term.html

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