PHI, with support from the Hitachi Foundation and the Woodcock Foundation, recently released the Business of Caregiving, a series of case studies and best practices on innovative approaches to improve the long-term services and supports workforce across the spectrum of aging services providers. The series offers examples of how long-term care organizations are empowering consumers and their caregivers through greater control of everyday decision making and developing the frontline workforce.  

The eight in-depth studies focus on management philosophies that have led to better quality jobs for direct-care workers and better quality of care for consumers. The featured organizations have implemented workforce practices designed to attract and retain a competent direct-care workforce that will lead to improvements for the organization, the workers, and the consumers.

Each case study includes organizational background, an overview of the practice, outcomes information and lessons learned from staff members involved with the practices. 

The 20 best practice profiles highlight specific approaches to reduce turnover, promote job satisfaction, and implement relationship-centered care. These profiles are intended to offer enough detail to encourage other long-term care providers to adapt the practices within their own organizations.  

The following LeadingAge members are featured in these case studies for practices related to recruitment, training, management, career ladders and person-centered care: 

  • Augsburg Lutheran Home, Baltimaore, MD - Augsburg Luthern Home used the Wellspring Program, an initiative to provide nursing homes with the education and guidance necessary to empower their staff, thus creating a higher quality of life for residents. Wellspring has sparked several changes in the Augsburg culture, including the use of consistent assignment, clinical training modules for all staff, and Care Resource Teams.  
  • BigFork Valley Communities, Bigfork, MN - BirFork used career ladders, weekly team decision-making meetings, and a blended workforce to encourage person-centered care.  
  • Catalina In-Home Services, Tuscan, AZ -  Catalina developed recruitment and screening program to ensure successful placement of aides and personal care assistants.  
  • Leonard Florence Center for Living - As part of their culture transformation, this organization established self-managed work teams that empowered employees to work with residents to meet their needs and preferences.  
  • Loomis House Holyoke, MA - A career ladder program was developed at Loomis House to help nursing assistants acquire new skills.  
  • Loretto’s PACE of Central New York - This case study is focused on peer mentoring and career ladder programs to increase retention among home health aides. 
  • New Courtland, Philadelphia, PA - New Courtland used a variety of programs, including career ladders and a staff education center, to improve staff loyalty and retention.  
  • Providence Mt. Saint Vincent, Seattle, WA - This organization developed a Director of Certified Nursing Assistants position to promote better supervision of direct care staff.  
  • St. Martin’s, Birmingham, AL - St. Martin's case study focuses on the organization's culture change journey and their reorganization of care delivery.  
  • St. Peter Villa, Memphis, TN - St. Peter's career ladder was designed to help CNAs improve their skills while expanding their responsibilities.  
  • VNA of Indiana County, Indiana, PA - This case study is focused on tools and practices the organization used to create a supportive work environment. 
  • Wisconsin Veterans Home at King, Rainbow Lake, WIUsing the LEAP program, this organization improved communication and collaboration among their staff members.  

We congratulate these members and all the organizations on this recognition and encourage others to review these case studies for ideas and insights that could help them improve their own workforce programs and practices.  

You can visit PHI to view all the case studies and best practices.