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Workforce Cost Calculator

Use this calculator to figure out the cost of your turnover - download and do in Excel. 

Helpful Background Information:

  • Rule of thumb: the cost of replacing any employee is 25% of the salary amount
  • Average turnover for home care agencies is between 40-60%
  • Average turnover in nursing home for certified nursing assistants is between 40-70%
  • Minimum direct cost of replacing a direct care workers is $2,500
  • Indirect costs are individual to each organization, but include advertising, training, temporary help, lost productivity, etc.
  • Example: An organization that averages 40 terminations per year is spending at least $100,000 (40 x $2,500= $100,000)

 

Personal Care Attendant Competency Development Guide

What is this guide?

The guide is designed to help members examine how personal care attendants work in their communities -- and to equip workers themselves with the skills they need to be successful. The guide has descriptions and check lists of the skills, knowledge and behaviors – competencies - to help personal care attendants deliver effective supports and services across a variety of positions and LTSS settings. The guide also includes a detailed table that breaks down specific tasks associated with performing the job.

Which skills, knowledge and behaviors are covered in the guide?

  • Basic technical skills: e.g., providing services and supports, e.g., infection control, activities of daily living and instrumental activities of daily living, etc.
  • How an employee would apply the specific skills to different settings, e.g., understanding how to prevent abuse, understanding dementia, understanding the aging process, etc.
  • Interpersonal skills, e.g., taking responsibility for one’s own actions, using different ways to communicate, understanding how to work on a team, etc.
  • Highest level skills, e.g., understanding how to provide culturally competent care, assisting in developing a care plan, etc.

How to use the guide:

  • For continuing education: look through the different skills and identify the skills that are critical to your organization and where more training for your staff is needed.
  • For performance evaluations: incorporate the skills into your community’s performance evaluations.
  • On-the-job-training and coaching: urge frontline supervisors to use the guide to build the skills of personal care attendants -- and coach their employees to improve performance in identified gaps.

 

Mid-Level Manager Competency Development Guide

What is this guide?

The guide is designed to help members examine how mid-level managers work in their communities -- and to equip workers themselves with the skills they need to be successful. The guide has descriptions and check lists of the skills, knowledge and behaviors – competencies - to help mid-level managers deliver effective supports and services across a variety of positions and LTSS settings. The guide also includes a detailed table that breaks down specific tasks associated with performing the job.


Which skills, knowledge and behaviors are covered in the guide?

  • Interpersonal: e.g., builds and maintains trust relationships with staff, residents and families, demonstrates effective communication skills, seeks opportunities for professional development, takes initiative and helps teams increase capabilities, etc.
  • Operational: e.g., puts community mission and vision into action, models best practices, understands long-term services and supports, etc.
  • Financial-Legal: gathers budget information, implements standards and regulations, etc.
  • Human Resources: develops strategies to recruit and retain staff, ensures worker safety, etc.

How to use it:

  • For continuing education: look through the different skills and see which skills are most critical to your community’s success – and where more development may be needed.
  • For performance evaluations: incorporate the skills into your community’s performance evaluations.
  • Professional development: use the guide to develop professional development plans and select courses for skills development.
  • Recruitment: Use the guide as a way to assess the qualifications of people applying for mid-manager jobs at your communities.

 

Community Checklist for Helping Front-Line Workers Improve their Skills and Build a Career

Many organizations wish to set up training and career paths for direct-care workers, but don’t know where to start. This tool helps employers take an objective look at their policies, practices, and processes to help them set up work-based learning and career paths for their front-line workers. Front-line workers generally have less than a bachelor’s degree, earn approximately $40,000 a year, and include assistants and technicians such as nurse aides, housekeepers, home health aides, medical assistants, and licensed practical nurses.

In a mostly yes/no format, the survey helps communities decide if they have the capacity—or can build it—to help their direct-care workers learn new skills, provide quality care, and build a career.

Access the survey
here.

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