Empowering the Care Force

CRITICAL SUCCESS FACTORS

  • Offer free or low-cost cross-sector training, both in-person and online, that equips caregivers and other individuals with the core skills needed to support older adults and people with disabilities across diverse settings, whether working for agencies, community organizations, or independently. 

  • Provide the education, guidance, and support needed to pursue long-term job opportunities in a growing and essential workforce.

  • Build strong peer networks and mentoring programs, both in-person and virtual that support direct care professionals in growing their skills, exploring job pathways, and stepping into leadership roles. Designed to strengthen career advancement and long-term commitment to the care workforce.

  • When possible, create financial assistance programs that employees can use to further their career, in turn for an agreed upon employee commitment.

DRIVERS OF SUCCESS

  • States, employer HR teams, clinical supervisors, frontline staff, and community partners meet regularly to identify and mitigate barriers to creating and recognizing a universal Care Force

  • Streamlined, across-the-board core training and competency standards leading to portable certifications for Certified Nursing Assistants, Direct Support Professionals, Personal Care Assistants and other types of Direct Care Professionals (DCP).

  • Streamlined background checks and onboarding. 

  • Built-in support of DCP advancement.

  • Enhanced job flexibility and programs aimed at improving job satisfaction and continuity of person-directed care.

KEY PERFORMANCE INDICATORS (Measurements of Progress)

  • Caregiver retention rate: Percentage of caregivers who continue working with the organization over a specific period, reflecting job satisfaction and stability.

  • Turnover rate: Percentage of caregivers leaving the organization, highlighting potential issues with job satisfaction, working conditions, or compensation.

  • Caregiver satisfaction scores: Measures overall satisfaction with job aspects like work environment, compensation, and support, obtained through surveys and feedback sessions.

  • Absenteeism rates: Indicates potential issues with caregiver well-being and job satisfaction.