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WORKFORCE TOOLS

- CLICK HERE FOR A ONE-PAGER ON LEADINGAGE WORKFORCE TOOLS -

Careers that Love You Back Posters

“Careers that Love You Back” is a poster campaign to promote elementary student awareness of careers in the aging services workforce sector. The demographics paint a picture of the importance of this project: Ohio is the sixth oldest state in the United States; and by 2040 the state is projected to have twice as many 85+ year olds than it does today. As this is occurring, the number of caregivers is expected to decline dramatically to ½ of what it is today.

The “Careers that Love You Back posters” will introduce students to careers in this important field as part of their career exploration and will promote awareness of the broad and rewarding careers available in the aging services field.

Click here to view and order. 

 

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.

 

Growing the Nonprofit Presence Video: Attracting Talent

Click here to view a video on attracting talent and growing the nonprofit presence.

 

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.

 

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.

 

Onboarding Toolkit

We are excited to provide members with this comprehensive Onboarding Toolkit! Follow along with each step and incorporate the entire program or pull out what makes sense for your organization. This is an excellent tool that will be helpful for all members – regardless of your level of care/service.

There are 6 sections including an introduction to the toolkit and how to use it. The other sections include:

Principle 1: Welcoming a Team Member to the Organization
Principle 2: Introduction to the Organization’s Culture
Principle 3: Leveraging an Organization’s Mission, Vision, and Values
Principle 4: Career Pathways and Role Specific Challenges
Principle 5: Teamwork and Building Relationships in the Workplace

 

Salary Surveys

LeadingAge has partnered with key organizations to help provide comprehensive, reliable benefit and salary reports focused on the array of Aging Service Provider settings throughout the country.

Click here to login and view the surveys.

 

Social Media Toolkit: Workforce Development

Whether you’re using Facebook, LinkedIn, Twitter, Instagram -- or all of the above -- engage your communities in discussions on how to recruit and develop the aging services workforce.

Click here to view the Workforce Development Toolkit.

 

Staff Competency Toolkit©

The Staff Competency Toolkit© is intended to provide operational and clinical leaders with helpful staff competency implementation guidelines, training plans, templates, resources, and tools.

This toolkit contains 25 Knowledge, Skills, and Abilities (KSA) areas to be used with staff across disciplines, from front-line staff to management, from nursing to social services, activities, food and nutrition services and beyond.

 

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)

 

Workforce Innovators Podcast

LeadingAge Workforce Innovators profiles the people in our field who are at the forefront of engaging and retaining the aging services workforce. New episodes monthly.