Workforce turnover in nursing homes and other long-term care settings was a growing crisis even before the pandemic, and COVID-19 only accelerated the troubling trend: As of January, the sector had shed 420,000 jobs since the start of the pandemic, according to the Bureau of Labor Statistics, and high turnover has been linked to everything from higher risk of COVID-19 outbreaks to poor care outcomes to low worker satisfaction.
The Green House Project’s unique staffing model has helped providers resist that tide, with CNA turnover of just 29% as of mid-2021 – as compared to a pre-pandemic figure of nearly 130% nationwide. With staffing minimums at the top of the government’s nursing home reform wish list, and competition for workers from outside the sector intensifying, finding practical solutions to the workforce recruitment and retention issue has never been more important.
Join The Green House Project and two of its partner organizations for a deep dive into the strategies that have helped them find and keep top talent.
Brio Living Services in Michigan will discuss the organization’s significant bonus retention program, the shared decision-making process that was used to develop it, and the results several months into the effort. In addition, leaders from Chelsea Jewish Lifecare in Massachusetts will share how it managed to avoid using any agency staff during the COVID-19 pandemic.